Course catalogue

Employees working in an organization bring a level of enthusiasm and energy to the work they do in the organization. They are committed and creative in their approach. This energy is crucial for any organizational success, and it is termed as emotional motivation. The factors influencing this energy level can be either intrinsic or extrinsic. In this lesson, you will learn about both intrinsic motivation and extrinsic motivation and how to leverage them. 

How do you motivate your team to do their best? You give them the tools, trust, and time to make their jobs personal. You provide enough challenge for them to work at facilitating better, but not so hard that they become discouraged. Help them connect with their work and give them a reason to work, which is beyond the paycheck. 

• Explain the challenges of using extrinsic motivation 

• Learn the three methods of intrinsic motivation: autonomy, mastery, and purpose

To better understand today’s digital age, it’s important to look back at the Industrial Revolution. As Steve Jobs said, “You can’t connect the dots looking forward, you can only connect them looking backward.” Just as the steam engine and other machines transformed the 18th-century economy, digital technologies are changing our world economy, business practices, customer expectations, and societal norms—and will continue to do so for the foreseeable future. And while it’s impossible to predict the exact changes that lie ahead, it’s possible to predict who will succeed: agile organizations who are able to quickly take advantage of new opportunities by applying digital technologies.

• Understand the parallels between the industrial revolution and the digital revolution

• Define Digital Transformation

• Understand how digital is changing the operation of businesses, affecting all business sectors, and is making organizations flatter

Do you want to mentor an environment of innovative thinking in your organization? A leader needs to have some qualities to promote innovative thinking among their team members. The leader also needs to know the techniques of exercising innovation. This lesson outlines the qualities and techniques as well as the four-step process of leading innovation sessions. You can also learn various strategies to maintain the environment of innovation in your organization. It encourages you to challenge your processes and think out of the box. This is a must-learn lesson for persons who want to lead innovation teams effectively.

• Describe an ideal change leader and team members

• Explain the techniques of exercising innovation

• Describe the four-step process of leading innovation sessions

Defining your competitive edge, target market, and competition is just the first step to gaining more market share in your industry or niche. This is an ongoing process. You must continuously research, review, and revise these three factors in order to maintain your edge. Use your research alongside a competitive strategy to drive internal and external efforts through marketing, corporate culture, training, hiring, research, operations, customer service, messaging, leadership, and more. Defining and leveraging your unique competitive edge is the key to market success.

• Define your competitive edge    

• Define your target market and identify your competition    

• Practice the strategies for building your competitive edge

Follow Social Distancing: Avoid close contact with one another. Keep at least a six feet (2 meters) or the governmental recommended distance.

In today’s dynamic business environment, it has become of utmost importance for any organization to have a strategic plan in place. A strategic plan is a powerful instrument that helps a company commit to a future goal, motivate its organization through vision, clearly see its strengths and weaknesses, and move forward with a well-thought-out and measurable action plan. Thus, we can say that strategic planning sets direction, outlines measurable goals, and aids in changing approaches when moving forward. To develop an effective strategic plan, you must understand both where your business stands today and where it wants to be in the future.

• Define strategic planning and enlist elements of strategic planning      

• Explain the importance of an organizations mission and vision statements      

• Describe the core values and its unique value proposition     

• Outline goals, objectives, and plan to measure progress and performance

These days, organizations are making the most of available tools to locate, screen, and attract the most qualified candidates available. The recruiting process has been enhanced, streamlined, and accelerated by technology, behavioral science, pre-employment assessments, and social media. The key is to know how to position your business to attract the best talent pool using social recruiting. Using social media to present your organization dynamically, positively, and effectively to your audiences of active or potential applicants is also vital. It is important to recognize the candidates who have the right competencies and cultural fit to your organization is another skill worth developing. We’ll look at ways that you can establish your company as an employer of choice, use social media to locate and draw the right applicants for recruitment, and assess cultural fit to guarantee the best possible talent choices.

• Become an employer of choice   

• Maximizing your company’s social media reach   

• Evaluate if a candidate is a cultural fit for your organization

The old saying, greater the risk, greater the rewards has probably rung true for many of us in different stages and areas of life. However, still most people tend to avoid risks when possible, because they think that inaction is often safer than action. The belief is that taking a risk is “exposing oneself to the possibility of loss or injury in the hopes of achieving a gain or reward.” But the legendary boxer Muhammed Ali stated “He who is not courageous enough to take risks will accomplish nothing in life.” In this course, you will learn to mitigate risks and start taking calculated risks.

• Recognize the need for smart risk-taking and its 5 components

• Determine the strategies of smart risk-taking  

• List the types of risk-taking cultures

The balance sheet is one of several financial reports that organizations use for monitoring and planning purposes. It is a snapshot of a company’s financials on a specific date. All balance sheets include three components: assets, liabilities, and owner’s (or shareholder’s) equity. The report shows the resources an organization owns (assets), how much money it owes (liabilities), and how much equity the owners (or shareholders) have after liabilities are subtracted from the assets. This is also called the net worth of the company. Some of the benefits of being able to read and understand a balance sheet include making better management decisions, identifying potential financial issues before they cause bigger problems, and improving your company’s organizational efficiency.

• Record the assets of a company    

• Define liabilities    

• Explain owner’s equity

"“The single biggest problem in communication is the illusion that it has taken place.” 

-George Bernard Shaw 

Thanks to technology, we now have numerous ways to communicate with one another. Organizations depend on social media, texting, and tweeting in addition to emails to present themselves to all the stakeholders. These rapid-fire methods of communicating have changed how we speak, how we receive information, and how we interpret the information we’ve received. Sometimes, these speed-of-light methods of connecting can affect our communication skills. Have you ever wondered if the receiver received your communication correctly or not? Do you evaluate the messages you send? This course will help you with tricks to communicate effectively using electronic media.

• Judge whether your message is essential and timely 

• Draft short messages 

• Use tools and white spaces for flawless messages 

• Convey the gist of the message in the subject line 

• Make decisions on when to not send emails and when to reply promptly

Provided in association with Astutis, NEBOSH Learning Partner 807.

The NEBOSH National Diploma in Occupational Health and Safety is an advanced health and safety qualification. Equivalent to an undergraduate degree in OHS. The NEBOSH Diploma is NEBOSH's flagship qualification. It is recognized by employers and professional bodies in over 180 countries around the world!

The qualification will develop competence in all areas of health and safety so you can reduce risk in dangerous environments and keep people safe. It is the ideal course if you want a successful, long-term career in health and safety.

Unit A: Managing Health and Safety

This unit provides an in-depth understanding of the key areas for managing health and safety, covering moral, economic, and societal drivers, health & safety law, and health & safety management systems. 

A1 - Principles of health & safety management

A2 - Principles of health & safety law

A3 - Criminal Law

A4 - Civil Law

A5 - Loss causation and incident investigation

A6 - Measuring and reviewing health and safety           

A7 - Identifying hazards, assessing and evaluating risk

A8 - Risk control

A9 - Organisational factors

A10 - Human factors

A11 - The role of health & safety practitioner

Unit B: Hazardous Agents in the Workplace

Unit B details all major aspects of managing chemical, biological, physical and physiological hazards in the workplace.

B1 - Managing Occupational Health

B2 - Identification, assessment & evaluation of hazardous substances

B3 - Control of hazardous substances

B4 - Monitoring and measuring

B5 - Biological agents

B6 - Physical agents - noise and vibration

B7 - Physical agents - radiation

B8 - Mental ill-health & dealing with violence & aggression at work

B9 - Musculoskeletal risks and controls

B10 - Work environment risks and controls

Unit C: Workplace and Work Equipment Safety

Unit C provides a thorough understanding of how to create and manage safe working environments, covering welfare, fire, dangerous substances, work equipment, electricity, construction, and transport. 

C1 - Workplace welfare requirements and specific workplace issues

C2 - Fire and explosion

C3 - Workplace fire risk assessment

C4 - Storage, handling, and processing of dangerous substances

C5 - Work equipment (general)

C6 - Work equipment (workplace machinery)

C7 - Mobile, lifting, access, and work at height equipment

C8 - Electrical safety 

C9 - Construction & works of a temporary nature - hazards and controls

C10 - Workplace transport and driving for work

With COVID-19 meaning that home working is no longer an option but a necessity for many, what are the potential side effects on our health and work performance. Employers may need to provide additional training to ensure appropriate supervision and work behaviours. These include remote technology, communication skills development, time management and ergonomics.

Managing remote teams and business continuity are operational priorities for companies during the COVID-19 pandemic.  Remote working allows some operations to continue and facilitate flexible work schedules, which typically improves individual performance. However, greater flexibility and leading teams remotely puts a greater burden on managers and makes supervision more complex. 

The group of workers who experience most difficulty in handling ‘boundary-less’ working are actually managers.  This is mainly because they are connected longer in their ‘non-working time’.

The ‘Managing Remote Teams’ bundle includes 3 months access to 10 online courses and over 10 hours of eLearning. 

• Negativity in the Workplace

• Decision Making

• Supporting Change: 03-Your Path to Supporting Change

• Management 101: 02-Leading and Communicating as a Manager

• Smart Management: Managing a Geographically Distributed Workforce

• Health and Safety for Home Workers (Managers)

• Lone Working (Managers)

• An Effective Leader’s Guide to Time Management

• Team Building IV: Conflict Management

• Essential Skills of Leadership: 05-Lead Effective Meetings

Presentation 

This training course describes the inclining test and lightweight measurement procedures. Inclining test is a test performed on a ship to determine her stability, lightship weight and the coordinates of her centre of gravity. The test is applied to newly constructed ships greater than 24 metres in length, and to ships altered in ways that could affect stability.

Objectives 

On completion of the training, students will be able to: 

Get familiar with the stability of vessels at sea. 

Know the forces involved in the movement of ships. 

Know the types of inclination and equilibrium. 

Understand how and when to perform an inclining test or lightweight check. 

Know the precautions to be taken to perform or witness such tests

Program

Intact stability 

o Introduction to stability and trim 

o Transverse intact stability 

o Characteristics of GM 

o Free surface effect 

o Trim and stability booklet 

Inclining experiment 

o Test description 

o The general condition of the ship 

o Inclining weights 

o Pendulums 

o Means of communication 

o Documentation 

o Inclining test procedures 

o Acceptance and exemptions 

Lightweight measurement 

o Test description 

o Lightweight measurement procedures 

Precautions to be taken to perform or witness these tests

Certificate 

On completion of the training program, the student will be awarded the following qualifications:

o Certificate of Inclining Test and Lightweight Measurement awarded by Bureau Veritas Solutions Marine & Offshore.

The Certificate of Inclining Test and Lightweight Measurement, issued by Bureau Veritas Solutions Marine & Offshore, is obtained after completing the course and passing the qualification examination. 

Presentation

This training course covers the requirements of SOLAS Convention concerning the safety equipment of cargo ships. It includes the documentation required on board, life-saving appliances, firefighting equipment, the safety of navigation, safety equipment in general and additional requirements for tankers.

Objectives

On completion of the training, students will be able to:

Know the documentation required to be available on board and understand the requirements of the STCW Convention for safe manning crew members. 

Understand the requirements concerning personal life-saving appliances, survival crafts, rescue boats, and launching and recovery arrangements.

Understand the requirements for fire protection, fire detection and fire extinguishing systems, and get familiar with the specific requirements for the carriage of dangerous goods.

Know what are the navigational equipment and appliances required to ensure the safety of navigation and get familiar with other safety equipment required on board.

Understand the additional requirements applicable for tankers and get familiar with inert gas systems

Program

Module 1 – Documentation on Board

Module 2 – Life-Saving Appliances

Module 3 – Fire Fighting Equipment

Module 4 – Safety of Navigation

Module 5 – Safety in General

Module 6 – Additional Requirements for Tankers

Certificate

On completion of the training program, the student will be awarded:

A Certificate of SOLAS Safety Equipment, issued by Bureau Veritas Solutions Marine & Offshore.

The Certificate of SOLAS Safety Equipment is obtained after completing the course and passing the online test.

Presentation

This training course provides an overview of the Radiographic Testing (RT) method for non-destructive examination of materials and welding, its objectives and principles.

Objectives

On completion of the training, students will be able to:

Understand the basic physical principles of radiographic testing.

Know the testing procedure and the inspection process referred to the equipment and films used.

Differentiate applications and the acceptance criteria applied.

Get familiar with the purpose of reference accessories to ensure the image quality and the quality of test performance in general.

Program

History

Basic principle

o Radiation

o Films

o Radiographic image quality

Equipment and testing materials

o Radiation sources

o Film systems

o Image quality indicators

o Film viewing equipment

Testing procedure

o Selection of testing parameters

o Test arrangements

o Film processing

o Film evaluation

Applications and acceptance criteria

o Scope

o Weld inspection

o Indications

o Acceptance criteria

o Test report

Reliability, quality of test results

o Test performance

o Film viewing

o Film examination

o NDT personnel competence

o Safety aspects

Certificate

On completion of the training program, the student will be awarded:

A Certificate of NDT – Radiographic Testing, issued by Bureau Veritas Solutions Marine & Offshore.

The Certificate of NDT – Radiographic Testing is obtained after completion of the course and passing the online test.

The virtual interview can be a challenging and difficult process if you don’t prepare properly. You may face many challenges, such as technological, ambience related issues. However, to convene a successful interview, it is important to how to overcome these challenges. Branding your company is also one the challenges you may face when conducting virtual interview. Home setup throws various set of challenges, which one must overcome to have successful virtual interview. In this course, you will learn to overcome the challenges faced in conducting a successful virtual interview. 

• Identify the requisites of a pre-interview process

• List best practices while conducting interview virtually

• Identify post interview actionable

How much time do you spend developing your leadership succession plan? As older leaders begin to retire at greater rates, the 2018 Deloitte Millennial Survey discovered that 65% of potential millennial leaders feel unprepared to take their places. Forbes reports that by 2025, 75% of the workforce will be made up of millennials. These statistics suggest that there’s a leadership crisis on the horizon. Designing a strategy and framework to direct leadership development is mission critical for every organization. Training—and retaining —emerging leaders in your company should be a top priority. Understanding what team members want and expect from an employer will help you develop the right programs and systems to keep your talent engaged in learning, growing, and contributing to your organization.

• Retain your talented resource   

• Design a leadership development framework   

• Create a culture of learning

A dream doesn't become reality through magic; it takes sweat, determination and hard work.

 -Colin Powell 

A new methodology for innovation, “Trystorming” is a combination of “Brainstorming” and “Trying” something practically. This lesson highlights the difference between brainstorming and trystorming, and provides the guidelines for where and when it can be used. Trystorming is a practical approach to innovating by focusing on practically trying or experimenting within reasonable limits to understand the efficacy of an idea before implementing it fully. Take this lesson to pick up the basics of trystorming and lead innovations in your organization.

• Explain what is trystorming 

• Know the difference between trystorming and brainstorming 

• Describe the guidelines for trystorming and where it can be used

Over 50 years ago, a social psychologist Douglas McGregor of MIT published a book outlining his research of two contrasting management styles: Theory X and Theory Y.  

He argued that Theory X, based on hierarchy and power, was an outdated authoritarian “top-down” way of managing people. Theory Y, he proposed, was an improved, alternative method of management, one that was more participative and synergistic.

• Define Theory X and Y management styles 

• Describe Theory X and Y from the management’s and worker’s perspective 

• Differentiate between Theory X and Theory Y managerial styles

Social scientists have studied and designed leadership theories for decades to understand and explain how great leaders are made. They have compiled lists of leadership traits and constructed frameworks and models to illustrate the leadership phenomenon. And while these theories are detailed, thoroughly researched, and insightful, none provide “the” singular leadership model that works for every high-level manager aspiring to lead their team effectively and successfully.

What they do provide is an abundant source of leadership data that can be used to create your own flexible brand of leadership. Leaders face a wide range of tasks, responsibilities, and challenges—both anticipated and unexpected—every day.

Assembling a toolkit of leadership options that can address them is something smart leaders do. Let’s study the specifics of some core leadership theories and how you might use them in different business scenarios.

• Identify the Traits and Contingency theories

• Describe the Behavioral theory

• Explain the Transformational Leadership theory