(OG100) Practical Geo-Pressure Prediction

A practical state of the art Course designed for the well drilling planning and construction/operation team


  1. Develop a comprehensive understanding of geo-pressure generation, occurrence, and detection in real time
  2. Focused practices on real time detection of pore pressure relative to mud pressure
  3. Understand the practical methodologies for estimating pore pressure in shale, sandstones, and in carbonate with the necessary caveats for each lithology.


Who should attend?

Anyone who is connected with well construction from the planning phase to post mortem including drillers, tool-pushers, drilling engineers, geologists, crew members, and service personnel.

Course Materials

The course will be delivered using a mixture of power point presentation, a course manual, and some use of software tools.


Course Content:

Day Topics
1 Fundamentals of Geopressured Occurrence

·        The well planning process

·        The role of pore pressure prediction on well planning

·        Geopressured Concepts and Basic Definitions

·        Hydrostatic Pressure vs Water Salinity

·        Normal Pressure, Subnormal Pressure, Abnormal Pressure

·        Overburden Pressure

·        Abnormal Pressure Causes (Under compaction, Aqua thermal Expansion, Clay Digenesis, Tectonics, others)

2 Pore Pressure Detection While Drilling

·        Abnormal Pressure Indicators While Drilling (Gas (trip, background, connection, ROP (d-exponent), Cuttings and Caving.

·        Caving analysis from pore pressure and geomechanics perspectives

·        Abnormal Pressure Indicators (Logging and Seismic)

·        Case studies

3 Basic Pore Pressure Principles and Calculations

·        Effective Stress (Terzaghi’s Equation)

·        Effective Stress versus depth for different Water Depths

·        Overburden Gradient Calculation

·        Pore Pressure Models

·        General Velocity / Effective Stress Relationship

·        Normal Trends

·        Secondary Pressuring (Unloading)

4 Pore Pressure Interpretation Pitfalls and Uncertainty

·        Variances in pressure predictions – uncertainties

·        Pressure regressions models and geologic causes

·        Pressure Compartments

·        Structural Uplift (Centroids)

·        Anisotropy in pore pressure and logging responses

·        Uncertainty analysis


5 Fracture Gradient

·        Fracture Gradients Models and Assumptions

·        Non-Conventional Fracture Gradient Estimation

·        LOT interpretation

·        Class Projects

·        Pore pressure prediction from seismic data alone

·        Pore pressure prediction in real time

·        Post mortem pore pressure analysis


(OG101) Drilling Problems- Diagnosis, Proactive Prevention And Solution

Objectives This 5-day course is a unique blend of technical and highly practical materials designed to help operation people achieve trouble free drilling.  The course is highly focused on integrating all available to data to track drilling trends, diagnose anomalous trends, correctly and proactively respond to impending problems, and if it occurs, clearly define first and second actions by drillers and other team member of the will help the participants understand how

The course is built around hands on case studies which is designed to show the participants how to work with field data and arrive to correct diagnostics of problem root causes.   This course is first in industry to integrate multi disciplines to analyze a problem.  The course heavily focuses on analyzing collectively pre drill G&G data (seismic), real time data (LWD/mud logging/others), geology, geomechanics, and pore pressure evaluation.  Such broad and in-depth practical integration of information brings to light the essence and root cause of the hole problems.

In short, the course is highly focused trouble shoot hole problems by analyzing all kind of data and provide correct action, prevention, and mitigation (no shooting from hub)

This course is designed for Derrickmen, Drillers, Tool Pushers, Drilling Supervisors, and Drilling Engineers with field experience.  In addition, all well planning team from G&G can benefit greatly from this course as the topics addresses their role in well planning for trouble free drilling.  The course is intended to include both rig and office-based personnel. Who should attend?   Anyone who is connected with well construction from the planning phase to post mortem including drillers, tool pushers, drilling engineers, geologists, crew members, and service personnel. What you will learn

  1. Prevention of hole problems
  2. Interpreting well trends
  3. How to integrate all relevant data from geology, pore pressure, wellbore and global geomechanics perspectives.
  4. Hands on analysis of pore pressure prediction and regional stresses assessments and their role provoking or causing hole problems
  5. How to recognize when the problems are beginning to occur
  6. The first actions to take at the onset of a problem.
  7. Freeing procedures (drill string calculations) if the pipe should become stuck.

Course Materials The course will be delivered using a mixture of power point presentation, a course manual, and some use of software tools.

Day 1- Day 5


  • Introduction and pre-test • The chain of events
  • Communication and team morale
  • Well planning for trouble free drilling
  • Demonstration of well planning process using seismic data
  • Definition of torque, drag,
  • Stuck Pipe Mechanism
  • Differential sticking (review of physics, first actions and prevention)
  • Class case studies



  • Review of mechanical causes of stuck pipe (shale instabilities, hole cleaning)
  • Review of wellbore geometry problems
  • Loss of circulation, diagnostics, prediction of fracture gradient and LOT interpretation
  • Assessment of preexisting fractures from well log data and linking to LOT, losses, and wellbore stability.
  • Class case studies


  • In depth review of caving analysis to diagnose down hole problems and correct response
  • Drill solids analysis and mud properties
  • Basic drill string calculations
  • Hole problems diagnostic worksheets
  • Primer on pore pressure evaluation
  • Hole cleaning calculations for vertical and directional wells
  • Class Case Studies


  • Jar placements
  • Back reaming operation
  • Geological perspective to hole problems
  • Regional geomechanics: earth stresses assessment and optimum well direction
  • Primer on wellbore stability
  • Drilling shale underbalanced


  • Class workshop on several field cases which integrate seismic, geology, real time data, in evaluating hole condition, diagnosis of root cause, and device correct response.

Students will use well logs to assess pore pressure and downhole stresses, evaluate hole cleaning requirements, assess drilling fluid health, link their evaluation to observed torque and drag, and well behavior in general.

•  Final Exam


(CS202) Training- Management Organizational Learning

This exciting and innovative Skyler Development Learning & Development training seminar will introduce you to the latest and best practices in training management and organizational learning.

Skyler Development training seminar is paced, challenging and highly rewarding. You will learn about how to become a truly

‘learning organization’ and redefine organizational learning so that your organization places learning and development at the core of its business.

Skyler Development Learning & Development training seminar will introduce you to the latest and proven techniques for Training Management,

Organizational Learning, Talent Management and Organizational Development (OD).

Your professional practice and career will be enhanced by attending this important 5-day Skyler Development training.

  • Learn about organizational learning and development as it applies to your organization
  • Enjoy practical workshops / exercises each day where what has been learnt will be put into action
  • Understand the application of training management in your organization and compare what you do to other leading organizations
  • Learn the practical steps involved in becoming a truly learning organization
  • Network with other like-minded professional about best-practices in learning & development


By the end of Skyler Development training seminar, participants will be able to:

  • Demonstrate an understanding of organizational learning theory
  • Explain the concept of effective training management
  • Utilize the skills of OD for organizational learning & training management
  • Apply appropriate skills for developing a learning organization
  • Develop training suitable for a particular audience or work-group

Training Methodology

Participants to Skyler Development Training Management & Organizational Learning training seminar will receive a thorough training on the subjects covered by the seminar outline with the instructor utilizing a variety of proven adult learning teaching and facilitation techniques. Training methodology includes stimulating presentations supporting each of the topics together with interactive trainer lead sessions of discussion.

There will also be practical sessions where participants have the opportunity to practice and experience some HR related activities. Role-plays, small group work, relevant case studies and feedback will be used to facilitate learning.

Organizational Impact

  • Staff promoting learning and development in their organization
  • Build organizational learning company wide
  • Improved employee engagement
  • Enhanced team motivation
  • Increased use of appropriate training methods throughout the organization
  • Improved employee relations

Personal Impact

  • Develop practical, transferable skills
  • Understand the principles of learning psychologic
  • Apply what is taught immediately into work practices
  • Awareness and understanding of major learning and development practices
  • Appreciate the complexity of organizational learning
  • Increased commitment to ongoing professional development

Who Should Attend?

Skyler Development Learning & Development training seminar is suitable for anyone who wishes to develop their skills in Training Management & Organizational Learning. In particular, Skyler Development training would suit:

  • Managers, Supervisors and Leaders in all sectors
  • Anyone involved in Learning & Development, training or Talent Management
  • Human Resource (HR) Personnel at all levels
  • Occupational Health & Safety Personnel
  • Anyone concerned with Organizational Learning
  • Those who need to know more about Organizational Development (OD)

 Seminar Outline


Organizational Learning Explored

  • The Concept of Learning
  • How does Learning differ in Different Industries?
  • Behavioral and other Psychological Theories
  • Implications of Organizational Learning Practices
  • The Idea of Organizational Learning
  • Redefining Organizational Learning


Training Management Explored

  • Managing the Training Function Strategically
  • Training in Different Sectors
  • The Importance of Cost-benefit & ROI
  • The Concept of Talent Management
  • Differentiating Succession Management & Talent Management
  • Nationalization Issues in Training


Leading Organization Change

  • An Experience of Change
  • Change at the Team Level
  • Change at the Organizational Level
  • Key Drivers of Change
  • Change Management
  • Case Studies of Best Practice in Change Management


Organizational Development (OD) Explored

  • History of OD
  • Organizational Development Today
  • What can we learn from Maslow and Hertzberg?
  • Case Studies: Putting OD into Practice
  • Diagnostic Tools for OD
  • Organizational Structures


Becoming a Learning Organization

  • Understanding the Learning Organization
  • Characteristics of a Learning Organization
  • Are you ready to Change?
  • Benefits and Barriers
  • The Fifth Discipline
  • Personal Action Planning


Make the move from employee to supervisor a seamless transition with this comprehensive supervisor training curriculum

New supervisors will feel empowered to hit the ground running with the skills learned in this seminar.

Be ready to take on any task, bring their best self to the job, while adopting new habits that will quickly get them up to speed.

In this high-impact, 2-day seminar, the Skyler Development will help students avoid common pitfalls new supervisors encounter and also learn the secrets of managing people.

Students also receive all the essentials skills, from motivating direct reports and coaching to conflict resolution and legal compliance.

With hands-on practice, students will gain skills they can begin using right away.

Plus, a game plan that helps them start experiencing the benefits of their new role sooner.

How You Will Benefit

  • Create a new game plan for growth
  • Let go of your former role and establish your credibility
  • Develop legal awareness to act and behave in compliance with workplace laws
  • Adjust your behavioral style to give yourself a more winning edge
  • Discover the secrets to inspiring and motivating your direct reports
  • Use the instant feedback model to build a successful coaching relationship
  • Control your emotions and think strategically when dealing with conflicts
  • Be definite and decisive in managing and protecting your time

What You Will Cover

Setting Yourself up for Success

  • Understanding your new role as a supervisor
  • Making a change or letting go: Working with the three phases of change
  • Recognizing common challenges and pitfalls to avoid
  • Meeting the expectations of key stakeholders, including your boss, direct reports, senior management, and former peers
  • Conducting a gap analysis to determine how to meet critical expectations

Developing Legal Awareness

  • Understanding basic equal employment opportunity (EEO) laws
  • Gaining legal awareness in all aspects of the performance cycle

Leveraging Your Personal Style

  • Understanding your own personal style and the styles of others through an assessment
  • Focusing on clues that can help pinpoint an individual’s personal style
  • Flexing your personal style to build more effective relationships

Motivating Others

  • Conducting an employee motivation analysis
  • Creating a motivating work environment based on each employee’s personal style

Managing Employee Performance

  • Setting SMART goals for yourself and others
  • Using a five-step model to train your employees
  • Giving and receiving supportive and corrective feedback

Delegating Work to Your Team

  • Creating a plan for delegation and using this process to assign key tasks
  • Overcoming your fears of turning over responsibility and authority

Handling Conflict with Ease

  • Knowing your conflict-handling styles
  • Developing the right conflict approach for each individual and situation

Managing Your Time

  • Applying the time priority model to workplace tasks
  • Managing and protecting your time to get more of the right things done

Who Should Attend?

Newly-promoted supervisors with less than one year of experience in this position; process and production supervisors who want to enhance their effectiveness through supervisor training.



LESSON ONE (The Foundation) Giving Feedback

Recognize What You Have to Let Go of, What You Have to Learn, and Develop Strategies for Doing So

Describe Three Phases of the Change Process  Identify the Greatest Challenges for New Supervisors, and the Pitfalls to Avoid 

Determine What Your Boss, Employees, Peers, and Senior Management Expect from You in Your New Role


Setting Goals for Yourself

Set SMART Goals for Yourself and Others

Delegate Tasks with a Focus on Quality Standards

Assess What Tasks You Can Delegate and How


LESSON TWO (Personal Insights) Defining Your Personal Behavioral Style

Identify Your Own Behavioral Style Preferences

Demonstrate the Best Way to Communicate with Bosses, Employees, or Peers Whose Style Preferences Differ from Your

Build Better Working Relationships with Others by Identifying and Adjusting to Their Personal Behavioral Styles


Managing Your Time

Distinguish Urgent from Important  Use a Prioritizing Tool to Clarify Your Priorities

Practice Specific “Quick Hits” for Managing Time Effectively

Demonstrate Techniques for Protecting Your Time from Infringement by Others


LESSON THREE (Guiding Performance) Motivating Others

Explain What Motivates Others  Create a Motivating Environment

Understanding Adult Learning Styles

Describe Your Obligation to Train Your Employees

Meet the Needs of Visual, Auditory, and Kinesthetic Learning Styles

Demonstrate a Five-Step On-the-Job Training Model


LESSON FOUR (Continuous Growth) Giving and Receiving

Describe the Criteria for Giving Effective Feedback

Deliver Both Supportive and Corrective Feedback Using the Instant Feedback Method

Demonstrate How to Receive Feedback Effectively


Developing Legal Awareness

Identify the Basic Laws Governing All Aspects of the Performance Cycle

Discuss Your Obligation Under These Laws

Demonstrate Your Legal Awareness by Participating in an Activity

(ML047) The 7 Habits for Managers: Essential Skills and tools for leading teams

National surveys* of thousands of employees disclosed that while many people work hard, they are worried about their lack of effectiveness. Survey results indicate:

  1. Less than 50% of your team’s time is spent on the company’s most important objectives
  2. Only 14% of employees feel they are contributing to company success
  3. Less than half of your team know company’s goals. The problems are not limited to one industry, one geographic location, one economic group or even one age group.

They are common to all. Workers have too many assigned tasks and too many competing priorities.

People can’t identify key goals and, therefore, can’t deliver excellent results.

Individuals, even entire departments, lack open communication.

Crises are often reacted to with fast, less-than-effective decisions.

The good news is that changing ineffective behaviors to effective behaviors will benefit everyone in your organization.

The 7 Habits can not only help you to better manage yourself,

but learn to lead others and unleash team potential.

Attend this powerful 2-day workshop and discover the same principles that have led the world’s foremost business

leaders to the professional and business success they dreamed of.

How You Will Benefit

  • Define the contribution you want to make and what you want to accomplish as a manager
  • Enhance your leadership abilities and reach your full potential
  • Judge the goals your efforts should be focused on using daily and weekly planning
  • Communicate effectively and raise the levels of trust and fulfillment within your team

What You Will Cover

  • Habit 1: Be Proactive—Become a resourceful, innovative manager who quickly accomplishes goals and motivates team members to get things done
  • Habit 2: Begin with the End in Mind—Have a clear vision of what you want your contribution as a manager to be and shape your own future
  • Habit 3: Put First Things First—Focus on top priorities and be regarded for follow-through and organizational skills; eliminate the unimportant
  • Habit 4: Think Win-Win—Cultivate enthusiasm with performance measurements that satisfy both employee and employer goals; share recognition and success
  • Habit 5: Seek First to Understand, Then Be Understood—Give honest, accurate feedback that develops trust and understand the physical components of communication and how they impact the message
  • Habit 6: Synergize—Understand how differences can contribute to innovative solutions; maximize opinions, perspectives and backgrounds
  • Habit 7: Sharpen the Saw—Maintain and increase effectiveness by renewing yourself mentally and physically



Managers who are seeking to become more effective, build better relationships and help their organization succeed.




  Identify and Analyze Unique Challenges and Opportunities Managers Face

Explain the Maturity Continuum as a Way to Envision Growth Toward Excellent Managerial Capability

Recognize the Importance of Moving from Dependence to Independence to Interdependence to Become Truly Effective Managers

Define the 7 Habits of Effective Managers


Managing Yourself

  Realize the Importance of Managing “from the Inside Out”—of Examining Personal Character

Recognize That Only Managers Who Manage Themselves Will Earn the Trust of Their Teams

Appreciate That Habits 1, 2, and 3 Are Key to Effective Self-Management


Habit 1: Be Proactive

  Overcome the Reactive Mindset That Hampers Productivity and Effectiveness

Enlarge the Circle of Influence So You Can Accomplish Your Goals

Exercise Ingenuity in Coping with the Universal Managerial Challenge of Limited Resources


Habit 2: Begin with the End in Mind

Define the Unique Contributions You Can Make in Your Role as Manager

Develop an “Outcome-Oriented” Mindset in Every Activity You Engage in— Projects, Meetings, Presentations, Etc.


Habit 3: Put First Things First

Eliminate the Energy- and Time-Wasting Tendency to Focus on Crises and Emergencies, and Develop a Long-Term View

Allocate Appropriate Time to Planning, Preparation, and Crisis Prevention

Define a Few Specific, Measurable Goals That Are Critical to Your Contribution as Manager

Make Progress on Goals by Translating Them into Manageable Objectives and Tasks on a Weekly and Daily Basis


 Leading Others

Understand That Effective Self-Management Precedes Effective Leadership

Recognize the Importance of Helping Team Members Gain Confidence in Their Own Capabilities

Appreciate That Habits 4, 5, and 6 Are Key to Motivating and Leading High-Performance Teams


Habit 4: Think Win-Win

Balance the Interests of the Team and the Organization with the Interests of the Individual Team Member

Motivate Team Members to Superb Performance by Helping Them Manage Themselves Against Shared Goals

Empower Team Members to Manage and Evaluate Performance Through the Use of the Win-Win Performance Agreement Tool

Build Trust Within Teams by Acknowledging Good Performance and Addressing the Emotional Needs of Each Team Member


Habit 5: Seek First to Understand, Then to Be Understood

  Develop an Accurate Understanding of Issues Relevant to Team Performance by Practicing Empathic Listening

Give Feedback Honestly and Accurately to Improve Individual and Team Performance


Habit 6: Synergize

Seek Out and Value Divergent Perspectives in Dealing with Team Challenges

Practice a Collaborative Prototyping Approach to Maximize Creativity in Solving Problems and Making Decisions


Unleashing Potential

  Unleash the Full Potential of Team Members by Treating Them as “Whole People”


Habit 7: Sharpen the Saw

  Tap into the Multidimensional Capabilities of Team Members to Achieve Team Goals

Develop the “Whole Person”


(HR404) Strategic Event Management


Skyler Development Strategic Event Management training seminar will take your events programs to the next level building your brand and reputation in line with corporate objectives.

Getting the right mix of events with the right design values and consistent messaging to the right audiences is key. But what are the ‘right’ decisions?

Being correctly positioned at key industry conferences and exhibitions is important for brand visibility and positioning.

Courting the right guests at your social events builds influence plus, every event needs to be well planned and organized.

Lack of attention to a critical detail could result in your event being talked about for all the wrong reasons with damage to your brand and reputation.

Skyler Development seminar will highlight:

  • Selecting the right events for your purpose spreading risk across many events, so that success won’t depend on one event alone
  • The cumulative building of key messages and brand values with key stakeholders
  • Master planning, hosting and following-up like a world-class professional
  • Building capability, a trusted suppliers list and infrastructure across events
  • The skills of the perfect host and media spokesperson


At the end of t Skyler Development raining seminar, delegates will be able to:

  • Plan a program of events to support and deliver the corporate strategy
  • Select from a range of events and know how to deliver each type
  • Schedule and plan each event within budget and deadlines
  • Identify the most appropriate venues and activities for your events
  • Manage VIPs and the media with confidence
  • Troubleshoot plans to solve potential problems before they emerge

Training Methodology

Skyler Development training will be delivered through a combination of presentations, group discussion and group exercises.

Delegates will be encouraged to ask questions as the training progresses relevant to their own backgrounds and company requirements.

Skyler Development training seminar will culminate in a group exercise in which delegates will have an opportunity to apply what has been discussed over the training days.

Organizational Impact

  • Greater value from the complete range of events
  • More focused events to build and maintain reputation
  • More memorable events aimed at the right people
  • An in-house resource capable of organizing events directly or outsourcing wisely
  • Staff better informed to provide project oversight of event suppliers
  • Staff capable of ensuring tight budgetary and scheduling control over events

Personal Impact

  • Increased confidence to tackle event planning / management across a program
  • A method to make decisions about the best type and format of event to employ
  • Greater understanding of the processes involved in event management
  • An understanding of the main elements in event organization
  • More focused activity aided by thorough checklists and manuals
  • Better time management facilitating the opportunity for greater creativity

Who Should Attend?

Skyler Development training seminar is relevant to anyone likely to have responsibility for the delivery of events for the organization

but new to the concepts and practicalities of this facet of communications.

  • Staff tasked with event delivery
  • Middle and senior managers tasked with the direct delivery of events or oversight of specialist sub-contractors
  • Senior operational managers with responsibility for managing teams whose role includes event management
  • Senior managers up to Board level with responsibility for the strategic use of events as part of the organization’s PR and marketing strategy and their effective deployment

Seminar Outline


The Role of Events in your Corporate Strategy   

  • Analyzing your Corporate Strategy and Plans to develop an Event Strategy
  • Assessing your Needs
  • The Importance of Clarity of Purpose and Audience Needs Analysis
  • Choosing the Right Events to Fit the Objectives
  • Budget – Staff, Time, Materials Money
  • Creating an Event Management Plan
  • Venue Choice and Suitability Assessment


Event Planning: The Theory and Practice   

  • The Importance of Messaging
  • Developing your Corporate Story
  • Brand and its Expression in your Event Concept
  • Consistent Messaging and Tone across Events
  • Sponsorship and Long-term Partnership / Alliances
  • Event Promotion and Marketing


Event Management 

  • Scheduling – The Long-term Plan
  • Building up your Palette of Equipment, Staging and Brand Collateral
  • Contracting and Managing a Suppliers List to Deliver your Plan
  • Flawless and Consistent Contracting that omits No detail
  • Managing Suppliers on Site
  • Entertainers, Speakers and Hosts – Selection, Briefing and Support
  • Exhibitions and Displays


Invitations, VIPs and Hospitality 

  • Developing your Social Engagement List of VIP Stakeholders
  • Briefing your Team and Senior Managers, Speakers and Honorees
  • Working with VIPs, their Diaries and Social Teams
  • Hosting, Greeting, Farewell and Follow-up
  • Creating Mementoes and Publicity Collateral
  • Planning for every Contingency
  • Staying Safe – Risk Assessment and Events


Bringing it All Together 

  • Managing the Media across your Program Press Releases, Packs and Gifts
  • Conducting Interviews and Briefing Interviewees to Build Messages
  • Photography and Videography as a Cumulative Record – Developing ‘B’ Roll
  • Social Media and Remote Event Additions to Enhance Coverage
  • Evaluating Each Event’s Success

(ML045) Project Management for Non-Managerial

Why Choose This Training Course?

Most organizations are recognizing projects as not only the vehicle for delivering new product and services or process / system changes,

but also, a regular component of most people’s working lives. Project Management training is therefore not only a requirement for dedicated ‘Project Managers’,

it provides a powerful personal skill set and a vital organizational competency for people in all areas and at all levels of organizational life.

So whatever role you are playing on a project, you will find this course offering a complete guidance for contributing to the success of any type of project.

Skyler Development training course is designed to help you master the knowledge,

skills and competencies of project management and to provide you with a solid foundation for making a difference to any project with which you come into contact.

Skyler Development training course will feature:

  • Creating a ‘mind-set’ for engaging with projects more effectively
  • Learning the processes for initiating any project activity
  • Developing the skills of project planning
  • Identifying ways to monitor and control project activity
  • Discovering how to finish every project on time, within budget and to the right quality

What are The Goals?

By the end of training course, Skyler Development participants will be able to:

  • Explain what project management is really about
  • Utilize project initiation, planning, execution, monitoring, control and closure processes
  • Integrate project activities, managing quality, time, cost and resource on projects
  • Deal pro-actively with uncertainty and change
  • Work more effectively with other people on projects

Who is this Training Course For?

Skyler Development training course is suitable for a wide range of project management professionals but will greatly benefit:

  • Team leaders
  • Supervisors
  • Subject matter experts
  • Technical leads


How will this Training Course be Presented?

This training course uses both conventional and non-traditional techniques.

It utilizes small group and facilitated plenary discussions as well as instruction to explore key concepts, models, tools and techniques.

Hands-on exercises and case studies are used to practice the application of knowledge and use of skills.

Structured reviews provide the opportunity to consider how the learning can be applied to the delegates’ own work.

The Course Content

Day One: Introduction to Project Management

  • What is a project?
  • Problems and difficulties associated with projects
  • What is project management?
  • The project lifecycle
  • Initiating a project
  • Project justification


Day Two: Risk Management and Project Planning

  • Risk management
  • The contents of a Project Management Plan (PMP)
  • Level of planning detail – the Work Breakdown Structure (WBS)
  • Network logic and dependency analysis
  • Project estimating
  • Time scheduling (the Critical Path)


Day Three: Project Resourcing, Budgeting, Monitoring and Control

  • Resource scheduling (the Gantt Chart)
  • Fundamentals of budgeting
  • Preparing for project execution
  • Designing the monitoring process
  • The project control process (Issue and Change management)
  • Earned value management (EVM)


Day Four: Communication, Influencing and Negotiation

  • The requirement for communication in projects
  • The communication processes
  • Improving communication
  • Influencing stakeholders
  • Preparing to negotiate
  • Conducting a negotiation


Day Five: Project Reporting, Closure and Evaluation

  • Creating project reports
  • Project review meetings
  • Project Closure
  • Project Evaluation
  • Final review
  • Action planning

(HR409) Certification in HR Administration

  • Essential Skills for HR Administrator

Why Choose This Training Course?

The role of HRM administrators is challenging due to the ever-changing nature of Human Resources (HR) and the diverse needs or employers and employees.

The function can be a focal point of contact for employees and is also essential for the smooth operation of the HRM Department.

This course provides a comprehensive and current overview of the latest tools and techniques for effective HRM.

Participants will develop the skills needed to be successful in their role and add value to their team and organization.

They will leave with insight, knowledge and skills to manage potentially sensitive issues and situations with diplomacy, discretion and confidence.

They will explore personnel activities ranging from the recruitment interview to an exit meeting, discovering the skills required and the role of the HR Administrator in any type of organization.

Skyler Development training course will feature:

  • The essential role of HR Administration
  • Strategic HRM and the new HR Models
  • Supporting & Empowering Employees
  • Essential steps in employee record security and confidentiality
  • Understand how to assess learning and development

What are the Goals?

By the end of this course, participants will be able to:

  • Describe a ‘best practice’ approach to the key administrative activities (knowledge)
  • Discuss the limitations and advantages of training assessment (comprehension)
  • Apply best practices in working with employees and assisting with problems (application)
  • Demonstrate awareness of employee resourcing, recruitment & reward (analysis)
  • Design a strategy for maintaining security of employees’ information (synthesis)

Who is this Training Course for?

This course is specially designed and developed for individuals who are either new or have a few years’ experience in HR but who need to develop their career in the human resources profession.

This course is suitable for a wide range of HR professionals but will greatly benefit:

  • HR Administrators and Assistants
  • HR Officers who need a thorough understanding of key HR principles
  • Those who have recently joined an HR Department
  • Those working in HR without formal HR Qualifications
  • Newly appointed HR Business Partners
  • Those who wish to enter the HR field
  • Any existing HRM personnel who need to stay up-to-date on current HR practices
  • Technical staff transferring to an HR Department

How will this Training Course be Presented?

This course will utilize a variety of proven adult learning techniques to ensure maximum understanding, comprehension and retention of the information presented.

This includes individual and group activities will intersperse the sessions. DVD presentations will highlight the major teaching features.

A variety of practical sessions, case studies and role play and group interaction are programmed into this Course.

The Course Content

Day One: Human Resource Management

  • Introducing Human Resource Management (HRM)
  • Main activities, responsibilities and tasks of HRM
  • Strategic HRM and HR Administration
  • The new models of HRM
  • Administration and business support


Day Two: HR Administration and Performance Management

  • Measuring and reducing absenteeism
  • Introduction to HR databases and computer systems
  • Security and confidentiality of employee records
  • Performance management in a multi-cultural setting
  • Appraisal systems that work


Day Three: Recruitment, Resourcing & Reward

  • Pay and reward, compensation and benefits
  • Total reward and retention
  • The stages of recruitment and selection
  • The use and limitations of aptitude tests and psychometrics
  • Assessment and development centers


Day Four: Supporting & Empowering Employees

  • Orientation for new employees
  • Employee diversity & inclusion
  • Employee Assistance Programs (EAP)
  • Bullying and harassment
  • Conducting exit interviews


Day Five: Effective Training Administration

  • Mastering the training cycle
  • Critical administrative work in training and development
  • What is training needs analysis (TNA)?
  • An overview of training evaluation methods
  • Personal action planning

(HOS300) Quality Assurance & Control

This interactive Skyler Development Quality Assurance & Control training course is designed to develop the delegates’ skills in quality assurance and control and give them the best practices

they require to implement different types of quality programs, including Total Quality Management (TQM), within their organization.

Quality assurance and control are integral components of a quality management system that ensure that the product or service being delivered meets the customer’s expectations.

Quality assurance and control systems provide guidance on principles, methods, and best practices for organizations to strive for excellence in everything they do.

Quality management is a leadership practice that has a positive impact on the entire work environment.

Effective leaders build a solid foundation that allows them to develop truly committed employees with high morale and improved performance,

providing employees with opportunities for participation, problem solving, and teamwork, it creates a level of motivation within each employee.

Skyler Development training seminar focuses upon the following themes:

  • Quality Management as a fundamental business strategy
  • Cultural Transformation for successful implementation of Quality Assurance and Control Best Practices
  • Various Excellence Models
  • The Impact of Team Dynamics on the Effectiveness of Organizational Improvement Projects
  • The Importance of Leadership involvement in the Quality Management Process


By the end of t Skyler Development raining seminar, delegates will be able to:

  • Define the major benefits to the organization of Total Quality Management
  • Understand the impact of leadership to support quality management systems
  • Develop measuring and improvement processes for quality assurance and control
  • Describe how TQM can be introduced into their work place
  • Identify useful quality improvement techniques for continual improvement
  • Discuss the importance of quality standards, models and awards (ISO, TQM, Malcolm Baldrige, EFQM etc.)

Training Methodology

This dynamic Skyler Development Quality Assurance & Control training course is highly-interactive and encourages delegate participation through a combination of lectures, group discussion,

practical exercise, case studies, and breakout session designed to reinforce new skills.

The comprehensive training course manual has been designed to be practical, easy to use and facilitate learning.

Delegates will gain the skills and motivation they need to create long-lasting change.

Organizational Impact

  • Improved Quality Assurance and Control Processes
  • A shared organizational vision for promoting Total Quality Management
  • Improved intra / inter departmental communications effectiveness
  • Benefits of an Effective Quality Management System to:
    • Improve Employee Morale and Cooperation
    • Increase Profitability and Efficiency
    • Enhance Planning, Quality Assurance and Quality Control Measures
    • Improve Leadership and Team-building Skills

Personal Impact

  • An increased appreciation for their role in helping their organization achieve improved quality assurance and control
  • Up-to-date techniques and methods to help them provide Total Quality Management for continual improvement
  • Enhanced leadership and team-building skills required to excel in their career
  • Improved active listening and questioning skills to enhance communication effectiveness
  • Increased problem solving and critical thinking skills

Who Should Attend?

  • Quality Assurance Managers
  • Department Managers
  • Team Supervisors
  • Human Resource Managers
  • Training Managers
  • Customer Service Professionals

Seminar Outline


Introduction to Quality Assurance and Control Techniques

  • Course Overview and Learning Objectives
  • Quality Assurance and Control Principles
  • The Concept of Total Quality Management
  • The Origin and Philosophy behind Total Quality Management
  • Dr. Deming’s Fourteen Points
  • Understanding Six Sigma Methodology
  • Lean Principles
  • Obstacles to implementing TQM
  • Case Studies and Best Practices
  • Traditional Management vs. Total Quality Management


Principles of Quality Assurance and Control

  • The Core Principles in Achieving Total Quality Management
  • Prevention Not Correction
  • Customer-focused Quality
  • Establishing a Vision, Mission and Policy
  • Identifying Opportunities for Organizational Continuous Improvement
  • Building Quality through Teamwork
  • Team-building and Leadership Exercise
  • Enhancing Verbal and Non-verbal Communication Effectiveness


Techniques for Quality Assurance and Control

  • Process Improvement
  • Benchmarking: A Point of Reference
  • The Baldrige National Quality Program (BNQP): Criteria for Performance Excellence
  • EFQM, Dubai Quality Award and HH Sheikh Khalifa Excellence Award
  • Cause and Effect
  • Pareto Chart
  • Control Charts
  • Breakout Session: The Power of Brainstorming for the Best Ideas
  • Methods that Stimulate Creative Thinking
  • Measuring Results
  • Cost of Quality


Implementing a Culture of Quality – The Role of Total Quality Management

  • Putting Principles into Practice
  • Leadership: Taking Ownership of the Quality Leadership Philosophy
  • Total Quality Management as leadership principle
  • Tips for Developing and Coaching Quality Leaders / Employees
  • Implement a Business Strategy driven by your Customers
  • Focusing on Continuous Improvement – The Role of Audit and Review
  • “Top-down” Leadership Commitment and Involvement
  • Barriers to TQM Organizational Culture Change


Benefits of Quality Assurance and Control – Improvement Activities for Your Organization

  • Benefits of Implementing Total Quality Management “best practices”
  • To the Customer – Improved Quality
  • To the Employee – Increased Satisfaction
  • To the Organization – Better Performance
  • The Importance of Attitude and Professional Development
  • Setting SMART Objectives for Continuous Improvement
  • Practical Exercise: What is your Action Plan?
  • Course Review and Feedback

(HR405) Job Evaluation & Analysis

Skyler Development Human Resource Management training seminar on Job Evaluation & Analysis Understanding Reward

Management is designed to provide participants with an understanding of job analysis and job evaluation and the critical role these activities play in motivation,

engagement and job satisfaction. Participants will consider the varied approaches to job analysis and evaluation and how these processes are used to design jobs that are meaningful and rewarding.

The links to pay and other forms of remuneration will also be examined and participants will also explore how different compensation systems can be

applied to pay and grading structures to ensure a sense of fairness and ensure high levels of productivity.

Highlights of Skyler Development training seminar include:

  • How the reward systems affect the ability to recruit talented employees
  • A Comprehensive Review of Motivation and Engagement
  • Reviewing Different Formats for the Development of Job Profiles
  • Acquiring Competency in a number of Job Evaluation Techniques
  • Exploring how different approaches to compensation, including performance-related pay, bonuses and overtime rates affect performance
  • Developing a Strategic View of Pay, Grading and Compensations Systems that will enable participants to advise the senior management team on compensation related issues


At the end of Skyler Development training seminar, you will learn to:

  • Understand the role of job design in motivation and engagement
  • Appreciate the difference and importance between monetary and non-monetary reward
  • Apply job analysis and evaluation techniques
  • Understand compensation systems within the broader context of the culture and the operating environment
  • Undertake and apply a variety of techniques to analyze and evaluate specific jobs
  • Apply the results of job evaluation to design and develop a pay and grading structure

Training Methodology

The learning approaches applied during Skyler Development Job Evaluation & Analysis Understanding Reward Management training

course will involve both theoretical understanding and the practical application of various techniques.

Participants will work on an individual and group basis to analyze job profiles and evaluate them applying both non-analytical and analytical job evaluation schemes.

Participants will have the opportunity to develop a pay and grading structure and a complementary compensation system that will enhance engagement and motivation.

Organizational Impact

Organizations will benefit as follows:

  • The organization will be able to attract and retain the talent they need to be successful
  • The organization will be competitive in the market place in relation to having the right pay, reward and grading structures
  • Pay and grading structures will be appropriate and aligned with organizational objectives
  • Managers and HR professionals will have the necessary skills and knowledge to implement an effective pay and grading structure
  • Having appropriate, competitive and well-maintained pay and grading structures will result in employees feeling valued and motivated
  • Organizations will have managers and HR professionals who are aware of the need to control the cost of pay and grading structures and the knowledge to maintain such structures within affordable limits

Personal Impact

Those attending will benefit as follows:

  • Understand how different approaches to compensation can impact on employee motivation and organizational performance
  • Acquire knowledge and understanding of job analysis and job evaluation
  • Appreciate that job design has a significant impact on personal performance and commitment
  • Understand a variety of different job evaluation techniques
  • Understand how job evaluation contributes to the pay and grading structure
  • Be able to strategically advise senior management the value of different approaches to compensation

Who Should Attend?

Skyler Development training seminar will greatly benefit HR Professionals, Compensation and Benefit Specialists but is also highly relevant to:

  • HR Professionals who have responsibility for influencing compensation policy and structures within their organization
  • HR Professionals who need to understand more about pay and grading structures and how they are designed and implemented
  • Any Line Manager who makes compensation/bonus decisions after completing appraisals
  • HR Professionals who advise senior managers on compensation issues
  • Senior Management Professionals and HR Professionals who need to have a strategic understanding and view of employee compensation

Seminar Outline


An Introduction to the Context of Job Analysis and Job Evaluation

  • The Corporate Environment
  • The HR Role and Line Management Responsibilities
  • Motivation in Theory and Practice
  • Engagement, Job Satisfaction and Commitment
  • Why Pay Matters? – compensation and the war for talent
  • The Need for Job Analysis and Evaluation
  • The Role of the Job Analyst


Job Analysis Techniques

  • An Introduction to Job Analysis
  • An Introduction to Job Evaluation
  • The Use of Behavioral Competencies
  • Compare Various Techniques to Analyze Specific Jobs
  • Selecting Benchmark Jobs
  • Collecting, Recording and Analyzing Information
  • The Job Analysis Interview
  • Completing the Job Profile Document


Types of Schemes for Evaluation

  • Definition and Uses of Job Evaluation
  • Examine Different Methodologies
  • Analytical and Non-analytical Schemes
  • Points Rating and Factor Comparison
  • Job Ranking
  • Internal / External Benchmarking or Job Matching
  • Job Classification
  • Assessing Evaluation Schemes


Implementation and Operational Considerations

  • Explore the Links between Job Analysis, Evaluation and Design
  • Design and Operational Guidelines
  • Grade Structure Guidelines
  • Implementation Framework
  • Options for Implementation – full or staged
  • Communicating the Results
  • Managing Appeals for Re-grading


Forms of Remuneration 

  • Monetary vs. Non-monetary
  • Bonus, TOIL, Enhanced Holiday Entitlement
  • Merit Pay and Incremental Pay
  • Pay Progression
  • Selecting and Training Analysts
  • Review of Success Criteria