Training Calendar - CTPD stakeholder systems in an increasingly interconnected world. Perhaps most...

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  • Training Calendar (Short Courses)-2017

    For your Customized (In-House) Trainings, please contact us now! We will be pleased to design, customize and deliver the training programs, aligning them

    with your corporate goals and objectives and your specific skills needs and fully satisfy your real expectations.


    Tel: +264 816428756/0811282180 Fax: +264 886559294

    E-mail: BusinessDevelopment@ctpd- P.O. Box 2812

    Windhoek, NAMIBIA

    WINDHOEK CENTRE Tel: +264 0811282180/813294977

    Fax: +264 886559294 P.O. Box 2812

    Windhoek, NAMIBIA

    NORTHERN CENTRE Tel: +264 (81) 7259391

    Mobile +264 (81) 2062719 Fax: +264 886559294

    E-mail: ncmanager@ctpd-

    P.O. Box 15665 Oshakati, NAMIBIA

    COASTAL CENTRE Cell: +264 81 8438322 Cell: +264 81 3297497 Fax: +264 886559294

    P.O. Box 5285 Swakopmund,


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    We live and operate in an era of high risk and instability. Globalization, new technologies, and greater transparency have combined to upend the public service and business environments and give many leaders and CEOs a deep sense of unease (Harvard Business Review, 2011). Public service, industry or market leadership is even more precarious. What’s more, economic and/or market leadership is proving to be an increasingly dubious prize: The once strong correlation between profitability and industry share is now almost non-existent in some sectors. It has, in fact, become virtually impossible for most organizations to even clearly identify in what industry and with which companies they’re competing and serving their communities and/or clients. All this uncertainty poses a tremendous challenge for strategy making, and worse still, the implementation process. That’s because traditional approaches to strategy initiation up-to the execution stages though often seen as the answer to change and uncertainty actually assume a relatively stable and predictable world. Think about it. The goal of every organizational (Public or Private or NGOs) strategies is to build an enduring and sustainable competitive advantage by establishing clever organizational and economic market positioning (dominant scale or an attractive niche) or assembling the right capabilities and competencies for making or delivering an offering (doing what the company does well). Governments and organizations undertake periodic strategy reviews and set direction and organizational structure on the basis of an analysis of their industry and some forecast of how it will evolve. But given the new level of uncertainty, many organizations are starting to ask:

    How can we apply static frameworks that create sustainability in the increasingly changing global

    environment the demand for constant adaptability and change management? When it’s unclear where one industry ends and another begins, how do we even measure our

    progress and position? When the environment is so unpredictable, how can we apply the traditional forecasting and

    analysis that are at the heart of strategic planning? When we’re overwhelmed with changing information, how can our employees and managers pick

    up the right signals to understand and harness change? When change is so rapid, how can a one-year or, worse, five-year planning cycle stay relevant?

    The answers these organizations are coming up with point in a sustainable or consistent direction. Sustainable competitive advantage no longer arises exclusively from position, scale, and first-order capabilities in producing or delivering a public service or an offering. All those are essentially static. So where does it come from? Increasingly, organizations and managers are finding that it stems from the “second-order” organizational capabilities that foster rapid adaptation. Instead of being really good at doing some particular thing, organizations must be really good at learning how to do new things.

    Organizations that thrive have employees who are quick to read and act on signals of change. Such employees and their management have skills and competencies and constantly update them to work out how to experiment rapidly, frequently, and economically not only with products and services they offer but also with policies, procedures, systems, business models, processes, and strategies. They continuously refresh their skills and have built up competencies in managing complex multi- stakeholder systems in an increasingly interconnected world. Perhaps most important, they have learned to unlock their greatest resources - the people who work for them.

    In this training calendar, we have presented the public training programs that will enable you and your organization to operate at the most effective and leading level thereby being able to constantly attain adaptive advantage.


  • Key Benefits: Why Train with us Training courses are ways of improving the effectiveness of your current workforce, but they are also attractive benefits for ambitious people. Although there are many categories of training programs, there are general benefits to be realized from virtually any type of our courses programs. The benefits that both your company and your employees will realize from our trainings include:

    Improved productivity and adherence to quality standards Employees develop skill sets that allow them undertake a greater variety of

    work Improved ability to implement and realize specific goals outlined in a

    company's business plan Increased ability to respond effectively to change Free two-month back-up support is available after the course is completed

    Staying current with updates and best job practices Learning real-world situations from both the instructors as well as the other

    participants Networking with other participants as well as with the instructor

    Productivity usually increases when a company implements training courses. Training across the workforce, from the lowest level to executive level and in any discipline, improves:

    Competitiveness Morale Profitability Customer satisfaction Market share Company reputation and profile

    Employees Training and Development can also lead to reductions in:

    Inefficient use of time and materials Workplace accidents Maintenance costs of equipment Staff turnover and absenteeism Recruitment expenses

    Training also makes a company more attractive to potential new recruits who seek to improve their skills and the opportunities associated with those new skills. The lack of a training strategy to a potential top candidate suggests that the company will fail to meet his or her own aspirations, leading to a lack of ambitious candidates. A training strategy involves the systematic training and improvement of people within the organization so that they, and the company, can achieve their objectives and both personal and corporate goals.

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    Chapter Titles of Training Programs Page No 1.0 Our Mission, Vision, Values, Benefits & Commitment Statements 5

    2.0 Workshops: Public Short Training Programs 7 2.1 Accounting and Financial Management Programs 8

    2.2 Administration and Secretarial Training Programs 11

    2.3 Anti-Corruption, Fraud, Auditing & Risk Management Programs 17

    2.4 Communication and Languages Training 20

    2.5 Community, Social and Rural Development Programs 22

    2.6 Construction and the Built Environment Programs 25

    2.7 Corporate Governance & Leadership Programs 26

    2.8 Engineering Training Programs 28

    2.9 Entrepreneurship and Business Investments Programs 29

    2.10 Environment, Land, Agriculture and Food Security Programs 32

    2.11 Health, Safety and Social Care Training Programs 33

    2.12 Human Resources and Development Management Programs 35

    2.13 Information Technology & Security Management Programs 38

    2.14 Law and Legal Frameworks Trainings 39

    2.15 Management and Supervisory Programs 41

    2.16 Marketing, Sales and Service Excellence 45

    2.17 Micro Finance and Investments Programs 48

    2.18 Political Governance and Public Services 50

    2.19 Procurement, Tendering and Supply Chain Management 53

    2.20 Professionalism and Work Ethics Courses 57

    2.21 Project and Programmes Management Programs 58

    2.22 Research Methodology Programs 59

    2.23 Sustainable Environment and Waste Management Programs 60

    2.24 Transport Management, Logistics and Freight Forwarding 61

    3.0 Personal & Professional Development Programs 63 3.1 Accounting, Financial and Quantitative Courses 64

    3.2 Business, Administration and Information Technology Courses 65

    3.3 English Language Courses 65

    3.4 Marketing and Customer Service Courses 66

    3.5 Procurement, Tendering Transport & Logistics Courses 66

    4.0 International & National Conferences 68 4.1 National Conference on Sustainable Housing and Construction Project

    Management (NCSHCPM) 69

    4.2 International Conference on Procurement, Tende