COMPETENCE DEVELOPMENT PROGRAM FOR PERSONNEL

www.doctorhalima.com
HALIMA GAMARLINSKAYA
With more than 20 years of experience working with mental health and
psychological problems as a psychiatrist, as well as a consulting physician in
government and private clinics including 10 years as a sports psychologist and 4
years experience in Freestyle Wrestling Federation of Azerbaijan.

Halima Gamarlinskaya was Head of Learning and Development Department at

Azerfon LLC where she built corporate academy. She has more than 13 years
experience in conducting training and development programs in different
companies and is a leading expert in the field "Stress management" in
Azerbaijan.

She is the author of numerous publications and articles in the field.

Halima is ICF certified professional coach conducting various coaching -

Executive Coaching, Career Coaching, Leadership Coaching and Life Coaching.

www.doctorhalima.com
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WHY HG

• Proven on the job experience. HG has major work experience in the psychology/psychiatry and HR
industry in positions like Chief Doctor of Department or L&D Head; her hands on experience is
crucial for the execution of any Company’s soft skills development project.

• Proven consulting know-how and methodology. HG’s 18 years of experience has tested various
consulting methodologies. My list of telecom, insurance, sport federation and bank references
guarantee that the training and consultancy methodology is adapted to the needs of the industry.

• Guaranty for measurable business results. Pre and post training/project follow up activities has
proven cases of measureable contribution to the bottom line results including revenues, sales and
customer/employee satisfaction.

• Language of the training. HG is ready to provide you with any content in Azeri and Russian languages
though the project language can be English.

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 EXECUTIVE
EXECUTIVE SUMMARY
SUMMARY
In this document, I present how I would plan, design and
deliver the development of employees in Companies

GOALS AND EXPECTATIONS

Many companies wish to develop its employees certain soft
skills/competencies to achieve better business results through great
performance of employees. The company has articulated the following
needs for development:
• increase the level of self consciousness/self awareness
• foster sense of :
a) end to end process ownership;
b) accountability and responsibility for the individual and corporate
results;
• drive employee motivation, imitativeness and engagement;
• improve communication skills and team dynamics;
• improve planning and organizing skills - how to identify work priorities
and set verifiable goals
• improve presentation skills - convincing, persuasion, better
understanding of counterpart

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OVERVIEW OF THE PROPOSED DEVELOPMENT PROGRAM
THE PROPOSED STRUCTURE OF THE DEVELOPMENT PROGRAM IS THE FOLLOWING:

PREPARATION - PRE TRAINING ACTIVITIES

In order to develop a program that fully fits the needs of Company, I would like to have a clear picture
about participants’ challenges and expectations regarding the development program. That is why I
propose to include a participant needs assessment questionnaire where I have the opportunity:
- to gain more detailed information about Company’s employees current attitude, awareness,
experiences and best practices regarding pre identified development needs;
- to explore their main objectives, motivations and drawbacks;
- to learn more about their personal thoughts, strengths and development areas from first hand.

I will design and customize all final training materials based on the above information gathered to
ensure specific, focused and more cost effective development for the target group.

FOLLOW-UP AND POST TRAINING SUPPORT

To ensure full application of program deliverables, I suggest organizing individual coaching sessions or
workshops, where employees can raise and practice their personal drawbacks or situations and can
receive further developmental feedback from the trainer.
I provide detailed feedback and closing report about the development program for Company
assessing the experience and the achievements, which can also be the bases of further, more detailed
development.

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DEVELOPMENT PROGRAM

• Training - is the activity for providing required skills to the employee for doing the job
effectively, skilfully and qualitatively;

• Short Session - is the activity to provide a dedicated information on a required subject ;

• Workshop - is the activity at which group of people engage intensively for the same
purpose, including discussions and resolving issues;

• Team-building - is the activity of encouraging members of a group to work well

together, for example by having them take part in activities or games;

• Individual coaching - is the activity targeted to key individuals in the organization for
whom a standard development route is not appropriate. Individual coaching provides a
one to one relationship that is totally tailored to the individual as the coach responds to
them as they outline personal and business goals and challenges.
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PROGRAMS TO DEVELOP REQUIRED COMPETENCIES
Training program will cover all appropriate competencies. Some of topics can be delivered by half day sessions.

Maximizing performance: Inspiring someone to be their best is no easy task. Just how do you manage for optimum
performance? How do you create a motivating environment that encourages people to go beyond their best? Performance
management can be defined as the skills, processes or initiatives that are used to maximize human effectiveness in organizations.

HG addresses this competency by:

• Performance Management training
• Performance Appraisal training
• Feedback Essentials Skills training
• Staff Motivation training
• Powerful Coaching Skills: How to Create a High Performing Team training

Tools to help employees set and achieve goals:

• A three-phase model that will help participants prepare employees for peak performance, activate their inner motivation,
and evaluate their skills.
• Motivational tools and techniques.
• Coaching methods and skills - GROW model.

As a results of these activities participants will able to:

• To enhance leadership strengths by understanding performance management strategies
• Delivering honest, ongoing, ethical and fair reviews
• Solving typical performance management issues
• Knowing when to access HR support and tools

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PROGRAMS TO DEVELOP REQUIRED COMPETENCIES

Conflict management:

• Facilitating the prevention and/or resolution of conflict while preserving working relationships.
• Noticing conflict
• Addressing conflict as it happens
• Preventing conflict or resolving conflict in a proactive manner
• Creating a working environment where conflict leads to positive change
 
HG addresses this competency by:

• Managing and Leading with Emotional Intelligence training

• Communication skills training
• Self-regulation on the job training
• Feedback Essential Skills training
• Stress-management training
• Body-language session
• Powerful Negotiation Skills session
• Using Positive Influencing Skills in the Workplace session
• Dealing with Difficult People Training
• Increasing Your Self-Confidence Training

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As a results of these activities participants will able to

• Explore the reasons why a person is difficult

• Conduct a feedback meeting with a high performer as well as
a “difficult person”
• Handle your personal anger and that of others
• Understand aggressive, assertive, and passive behaviors
• Deal with negative behavior
• Understand the importance of communication when dealing
with a difficult person
• Be an active listener
• Deal with conflict
• Negotiate win-win solutions
• Identify a “difficult person”

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PROGRAMS TO DEVELOP REQUIRED COMPETENCIES

PLANNING AND ORGANIZING:

• Planning, organizing and/or monitoring one’s own work or the work of others to ensure achievement
of desired results
• Identifying and/or assigning resources (human or other resources) for one’s self or the team to meet
objectives in optimal fashion
• Establishing goals and objectives that align with the Corporate Business Plan and meeting the
needs/targets set by their work area
• Reporting on results to promote accountability and taking action as appropriate

 
HG ADDRESSES THIS COMPETENCY BY:

• Time and task management training

• Delegating training
• Work-life balance short session
• Communicating for Results session
• Conducting Effective Performance Appraisals training
• Delegation Skills for the Workplace session
• Effective Meeting and Event Planning session

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As a results of these development activities
participants will be able to:

• Analyze how currently spend time and pinpoint

opportunities for improvement
• Identify which tasks are most critical to
achieving long-term goals
• Plan time efficiently using scheduling tools
• Control time-wasters
• Put schedule into action, evaluate it along the
way, and modify it as needed
 

During pre-testing, training and sessions H&M use different types

of test, psychometric scales and other tools, like Thomas-
Kilmann Conflict Mode Instrument (TKI), MMPI-test, test
for stress-resistance, EQ measurement , types of
communication, etc. www.doctorhalima.com
HG KEY CUSTOMERS