Embed Size (px)
Citation preview
CONTACT DETAILS& FOR MORE INFORMATION
EMA Learning (Northern) Inc
159 Khyber Pass Road, Grafton, Auckland
Private Bag 92066, Victoria Street West
Auckland 1142
Toll Free 0800 800 362
Fax 09 367 0951
Email [email protected] [email protected]
David Foley DDI: 09 367 0954 EMA LEARNING MANAGER
Zoe Timbrell DDI: 09 367 0919 CONFERENCES | EVENTS MANAGER
PORTFOLIO/TRAINING MANAGERS
Caryn Leitgeb DDI: 07 839 2710 EXPORT | BUSINESS EFFICIENCY
Craig Garner DDI: 09 367 0907 HEALTH AND SAFETY | EMPLOYMENT LAW CAPABILITY ASSESSMENTS
Deborah Law-Carruthers DDI: 09 367 0947 MANAGEMENT | SUPERVISION | LEADERSHIP SALES | HUMAN RESOURCES | PERSONAL & BUSINESS DEVELOPMENT
Kevin Chambers DDI: 09 367 0958 TERTIARY
Rhonda Spence DDI: 021 664 321 TAILORED TRAINING
Bill Butler DDI: 09 367 0971 ROOM HIRE | OPERATIONS MANAGER
GET CONNECTED
Delicious
Slash Dot
Newsvine
Yahoo
Microsoft
App Store
Qik
Tumblr
Behance
Friendster
RSS
Flickr
MySpace
Mixx
FriendFeed
SlideShare
Yahoo Buzz
MSN
Amazon
Vimeo
WordPerss
Design Float
Bebo
StumbleUpon
Skype
YouTube
Netvibes
Apple
Last.fm
Viddler
Blogger
Deviant Art
Squidoo
Retweet
Digg
Technorati
Google Talk
AOL
MobileMe
Mister Wong
Virb
Posterous
Design Bump
Share This
Google Buzz
Ebay
Gowalla
Podcast
Button Red
Picasa
Feedburner
ICQ
Paypal
Button Blue
Button White
Bing
WordPress (blue)
Metacafe
Heart
Button Orange
Button Light Blue Button Yellow
Meetup
Drupal
Yelp
Star
Green
www.emalearning.blogspot.com
Delicious
Slash Dot
Newsvine
Yahoo
Microsoft
App Store
Qik
Tumblr
Behance
Friendster
RSS
Flickr
MySpace
Mixx
FriendFeed
SlideShare
Yahoo Buzz
MSN
Amazon
Vimeo
WordPerss
Design Float
Bebo
StumbleUpon
Skype
YouTube
Netvibes
Apple
Last.fm
Viddler
Blogger
Deviant Art
Squidoo
Retweet
Digg
Technorati
Google Talk
AOL
MobileMe
Mister Wong
Virb
Posterous
Design Bump
Share This
Google Buzz
Ebay
Gowalla
Podcast
Button Red
Picasa
Feedburner
ICQ
Paypal
Button Blue
Button White
Bing
WordPress (blue)
Metacafe
Heart
Button Orange
Button Light Blue Button Yellow
Meetup
Drupal
Yelp
Star
Green
www.twitter.com/EMA_Learning
Delicious
Slash Dot
Newsvine
Yahoo
Microsoft
App Store
Qik
Tumblr
Behance
Friendster
RSS
Flickr
MySpace
Mixx
FriendFeed
SlideShare
Yahoo Buzz
MSN
Amazon
Vimeo
WordPerss
Design Float
Bebo
StumbleUpon
Skype
YouTube
Netvibes
Apple
Last.fm
Viddler
Blogger
Deviant Art
Squidoo
Retweet
Digg
Technorati
Google Talk
AOL
MobileMe
Mister Wong
Virb
Posterous
Design Bump
Share This
Google Buzz
Ebay
Gowalla
Podcast
Button Red
Picasa
Feedburner
ICQ
Paypal
Button Blue
Button White
Bing
WordPress (blue)
Metacafe
Heart
Button Orange
Button Light Blue Button Yellow
Meetup
Drupal
Yelp
Star
Green
tiny.cc/emalearningDelicious
Slash Dot
Newsvine
Yahoo
Microsoft
App Store
Qik
Tumblr
Behance
Friendster
RSS
Flickr
MySpace
Mixx
FriendFeed
SlideShare
Yahoo Buzz
MSN
Amazon
Vimeo
WordPerss
Design Float
Bebo
StumbleUpon
Skype
YouTube
Netvibes
Apple
Last.fm
Viddler
Blogger
Deviant Art
Squidoo
Retweet
Digg
Technorati
Google Talk
AOL
MobileMe
Mister Wong
Virb
Posterous
Design Bump
Share This
Google Buzz
Ebay
Gowalla
Podcast
Button Red
Picasa
Feedburner
ICQ
Paypal
Button Blue
Button White
Bing
WordPress (blue)
Metacafe
Heart
Button Orange
Button Light Blue Button Yellow
Meetup
Drupal
Yelp
Star
Green
www.facebook.com/emalearning
Employment Relations Learning the LegislationIn a perfect world, the needs of both the employer and employee would be consistently agreeable and businesses would continuously grow and thrive. However we have not, and will not likely see, a perfect world when it comes to employment relations and the demands of employers versus the expectations of employees.
For the past 120 years the Employers and Manufactures Association has been providing services to business with a strong emphasis on employment relations issues. Employment circumstances, economic climates, political involvement, attitudes to gender or race, technological advances, globalisation and many other influencers mean that the employment environment is one of constant change and often conflict. The EMA recognise that the key to developing policies and procedures as well as honing the skills of staff dealing with these issues comes from effective training. We have developed a series of programmes specifically tailored to these needs.
Whether you are an employer, a manager, fringe on, or are immersed in human resources, the EMA has a workshop that will help increase your knowledge and skills. Being able to understand past, current and future trends in employment policy and legislation is highly valuable. Having access to tried and tested tools, real world examples and the experience of skilled consultants is vital, our workshops provide this and so much more.
Examples of short course education we provide include:
Employment Relations Act 2000 (1-Day Workshop)The primary legislation that covers employment relations in New Zealand today is the Employment Relations Act 2000 - A significant departure from the previous legislation, it sought to restore the role of collective bargaining, collective agreements as well as the role of Unions in the workplace. The Act also introduced the concept of ‘Good Faith’ which now underpins
MAY 2013
Continued overleaf...
2013 Training Plus MAY.indd 1 19/04/13 3:05 PM
The Business Dominoes programme isn’t ‘business planning its strategic planning’. The key difference is that in strategic planning you are looking from the outside in, identifying the factors and players that are affecting your ability to attract the strategic assets for your business including customers, channel, staff, finance and investors.
This intensive programme is designed to assess your business situation and prepare a roadmap identifying the types of commercial relationships you will need to assist your growth. It is presented as a combination of 4 one-day workshops and a three hour, one-on-one session, all held over a month.
Business Dominoes addresses four key strategic elements:• Compelling Market Strategy – what is the market landscape and how will your business gain market power?• Lucrative Business Case – how can your business maximise its revenue and profitability?• Clear Investment Proposition – what are the best options to attract the resources you need to grow your business?
• Pitching & Deal-Making – what is the best way to communicate a business opportunity and negotiate commercial agreements with strategic partners?
This programme suits business owners who are considering some of the following major initiatives:• Exportingledgrowth• Investinginmajorcapitalexpenditureorresearchand development• Attractinganinvestororseekingbankdebt• Sellingyourbusiness
The Business Dominoes programme will be run from EMA Auckland. Workshop one - 6 June | Workshop two - 7 JuneWorkshop three - 20 June | Workshop four - 21 June.
For more information contact:Deborah [email protected] | 09 367 0947
New programme coming in June
all employment relationships, including restructuring and individual agreements. This practical workshop will provide you with a fundamental overview of the Act in a way that will demonstrate how it relates to your workplace and employees.
Managing Employee Leave (1-Day) and Payroll Legislation Essentials (1-Day)Clear policies and procedures are required for employee leave. Properly managing employee leave entitlements will help to minimise risk and cost to the business. This workshop will give you a clear understanding of the minimum leave entitlements and employment protection provisions required by law. You will also gain an insight into the other types of leave and be capable of administering and managing the range of Acts and leave obligations required in the workplace today. Combine this workshop with ‘Payroll Legislation Essentials’ for the complete payroll package.
Nothing gets queried as much as a payslip. In the day to day running of any business, accuracy of deductions from weekly pay packets is the most queried item in the workplace. If you work in payroll it’s essential to your role - and your sanity - that you are able to accurately make wage deductions and confidently explain them when questioned. During the Payroll Legislation Essentials workshop you will gain a comprehensive working knowledge of wage related law applicable to the wage function and learn to maintain sufficient records.
Conducting Disciplinary Meetings (2-Days)This is a practical hands-on course giving you the experience to confidently undertake disciplinary meetings with assertiveness and control. Conducting disciplinary meetings can be a stressful time for everyone involved, but it’s essential that these meetings are run with a cool, calm and collected demeanour. You will be involved in twelve disciplinary scenarios during this two day course, enabling you to practice your skills with the guidance of a skilled facilitator and be ready to apply them in your organisation when required.
Procedural Fairness and the Disciplinary Process (1-Day)Employee rights must be observed throughout the disciplinary procedure. Though you may have grounds to dismiss an employee, a procedural defect could potentially be time consuming and costly to your organisation. It is critical that you understand your responsibilities. All levels of management will benefit from the knowledge gained in this workshop, enabling you to observe the rules of procedural fairness at all stages of the disciplinary system.
Craig Garner PORTFOLIO MANAGER | Health & Safety, Employment [email protected] | 09 367 0907
2013 Training Plus MAY.indd 2 19/04/13 3:05 PM
We have an excellent range of EMPLOYMENT LAW AND HUMAN RESOURCES courses coming up, all of which are listed below up till the end of JULY . To find out more either scan the QR code with your iPhone/Android, give us a call, or go to www.ema.co.nz and click on ‘Training and Events’.
Conducting Disciplinary MeetingsLearn how to plan and confidently carry out disciplinary meetings that stay focused on the issues.
AUCKLAND 17-18 June
Human Resource Management An IntroductionFrom hiring to firing – gain an overview of the responsibilities of the human resources role as it applies to each aspect of your organisation.
AUCKLAND 10-11 June
Procedural Fairness and the Disciplinary ProcessLearn to confidently pursue the correct approach to all stages of the disciplinary process - from initial warnings through to termination of employment.
AUCKLAND 24 June, 31 JulyWHANGAREI 15 July
Drugs and Alcohol in the WorkplaceLearn to identify alcohol and drug usage in your staff and understand how you can implement a drug and alcohol-free policy for your workplace.
AUCKLAND 29 May AUCKLAND 17 July
Employment Law Contact CRAIGem: [email protected]: 09 367 0907 HR Contact DEBORAHem: [email protected]: 09 367 0947
Payroll Legislation EssentialsUnderstand the ins and outs of the payroll system - from accurate pay deductions to wage related law.
AUCKLAND 11 JuneHAMILTON 30 July
Employment Relations Act 2000Gain an understanding of the critical elements of the Employment Relations Act as they relate to your organisation and the rights of your employees.
AUCKLAND 19 JuneHAMILTON 26 JuneTAURANGA 12 June
Writing and Agreeing Key Performance IndicatorsUnderstand the importance of KPIs and in your organisation and learn to link them to your business strategy and evaluate success.
AUCKLAND 12 July
To Performance Manage or Discipline?Know the difference between performance management and discipline and the circumstances to apply them in your organisation.
AUCKLAND 22 July
Employment Law & HR
Managing Employee LeaveUnderstand the legal obligations of employee leave entitlements as they relate to the various Acts in today’s workplace.
AUCKLAND 10 JuneHAMILTON 29 July
Interviewing SkillsLearn the tricks of the trade to conduct effective employment interviews and help you find the right person for the role.
AUCKLAND 25 June
2013 Training Plus MAY.indd 3 19/04/13 3:05 PM
EMA Tailored Training delivers workshops fully customised to reflect your workplace... at your workplace.
Training ContactsAt EMA Learning we are privileged to have an exceptional team for you to contact with any questions you may have about our training options...
Craig Garner HEALTH & SAFETY | EMPLOYMENT [email protected] | 09 367 0907
Deborah Law-CarruthersHUMAN RESOURCES | CUSTOMER SERVICE & SALES | BUSINESS DEVELOPMENT | SUPERVISION, MANAGEMENT & LEADERSHIP | EMPLOYEE & PERSONAL [email protected] | 09 367 0947
Kevin ChambersTERTIARY [email protected] | 09 367 0958
Caryn LeitgebEXPORT | BUSINESS [email protected] | 07 839 2710
Rhonda Spence TAILORED [email protected] | 021 664 321
This individual guidance service, with a senior Human Resource practitioner, will ensure that any staff members affected by a downturn in business are well equipped to find their next position. A series of personal meetings, which will take place at the EMA to ensure privacy, will be followed up as often as required by telephone, email or text for up to three months.
Content• Talkingthroughtheissues,one-on-oneadvice• HowtoprepareaprofessionalCV• Developingeffectivejobsearchtechniques• WritingaJobSearchActionPlan• On-goingmentoringasandwhenrequired
Meetings will take place in an EMA meeting room at 159 Khyber Pass Road, Grafton, Auckland. There will be no charge for room hire, and a free car park will be provided for those attending. Alternatively, meetings can take place on your site if preferred.
Innovest will bring together investors and New Zealand’s fastest growing, most innovative businesses. Over 500 international and local businesses and investors will converge for this exciting business event. Join us to explore and secure your next investment and commercial opportunities in a unique one-day programme of business matching and presentations. EMA and Export NZ are proud to be involved.
www.innovestauckland.com1 8 J U N E 2 0 1 3 - A U C K L A N D - N E W Z E A L A N D
Restructuring?Prepare your employees for their next step
Meet one of our ConsultantsKeith McConnell Keith McConnell has worked in senior human resources positions where his responsibilities included change management and advising senior managers on human resource issues. He has worked in the construction, engineering, plastics and local government sectors. Keith is a trained mediator and his extensive experience and commitment to adult education, along with his practical approach to mentoring brings excellent results.
Contact Rhonda Spence to begin your process - Manager, EMA Tailored Training - mb: 021 664 321 - em: [email protected]
2013 Training Plus MAY.indd 4 19/04/13 3:05 PM
... and al l the other courses we have coming up in Auckland, Manukau and Whangarei til l the end of July
COURSE AKL OTHER CALLHUMAN RESOURCES & EMPLOYMENT LAW
Conducting Disciplinary Meetings 17-18 Jun CraigDrugs and Alcohol in the Workplace 17 Jul CraigEmployment Relations Act 2000 19 Jun CraigHuman Resource Management - An Introduction 10-11 Jun DebInterviewing Skills 25 Jun DebManaging Employee Leave 10 Jun CraigMotivating Individuals and Teams 31 Jul DebPayroll Legislation Essentials 11 Jun Craig
Procedural Fairness and the Disciplinary Process 24 Jun31 Jul
15 Jul(Wha) Craig
To Performance Manage or Discipline? 22 Jul DebWriting and Agreeing Key Performance Indicators 12 Jul Deb
SUPERVISION, MANAGEMENT & LEADERSHIPBuilding a Better Team - Identifying Your Personal Strengths 5 Jul Deb
Coaching, Mentoring and Delegation 13-14 Jun DebCommunication Skills Using the TetraMap® of Behaviour 24 Jul Deb
Foundations for Effective Supervision 1 - Maximising Myself 1-3 Jul Deb
Health & Safety for Managers and Supervisors 19 Jun24 Jul Craig
Inventory Management - Strategic Efficiency 5 Jun CarynLeadership - An Introduction 24 Jul DebLeadership - People Skills 26-27 Jun DebLean Master Class 3 Jul DebLean Thinking - Continually Improving Your Business 18 Jun DebMaking the Most of Trade Shows 23 Jul CarynManaging Difficult and Disruptive People 14 Jun DebMotivating Individuals and Teams 31 Jul Deb
Supervision - An Introduction 27 Jun26 Jul
24 Jun(Christchurch)
Deb
Supply Chain Management - Achieving Cost Reductions 30 Jul Caryn
Team Leader Toolbox - Facilitating Your Team 10 Jul DebTeam Leader Toolbox - Getting the Work Done 4 Jul DebTeam Leader Toolbox - Managing Team Productivity Issues 28 Jun Deb
Train the Trainer - Delivering Effective Training Programmes 10-11 Jul Deb
Writing and Agreeing Key Performance Indicators 12 Jul DebWriting and Maintaining an Active Business Plan 15-16 Jul Deb
TERTIARY (all held in Auckland)NATIONAL CERTIFICATES
National Certificate in Adult Education and Training (Level 5)(Three 3-day blocks, 1 block a month)
10-12 Jul (Block 1)7-9 Aug (Block 2)
11-13 Sep (Block 3)Kevin
National Certificate in Business Administration (Level 4)(Four 2-day blocks, 1 block a month)
1-2 Jul (Block 1)5-6 Aug (Block 2)9-10 Sep (Block 3)14-15 Oct (Block 4)
Kevin
National Certificate in Business (First Line Management) (Level 3)(Four 2-day blocks, 1 block a month)
20-21 May (Block 1)17-18 Jun (Block 2)
8-9 Jul (Block 3)5-6 Aug (Block 4)
Kevin
National Certificate in Business (First Line Management) (Level 4)(Four 2-day blocks, 1 block a month)
29-30 Jul (Block 1)26-27 Aug (Block 2)23-24 Sep (Block 3)
4-5 Nov (Block 4)Kevin
CALL
Man = Manukau Wha = Whangarei
COURSE AKL OTHER CALLBUSINESS DEVELOPMENT
Debt Recovery - Getting the Money In 31 Jul DebInventory Management - Strategic Efficiency 5 Jun DebLean Thinking - Continually Improving Your Business 18 Jun DebMastering the Credit Management Process 31 Jul DebSupply Chain Management - Achieving Cost Reductions 30 Jul Caryn
Writing and Maintaining an Active Business Plan 15-16 Jul Deb
CUSTOMER SERVICE AND SALESCommunicating with Your Customers 1 Jul DebCommunication Skills Using the TetraMap® of Behaviour 24 Jul Deb
Delivering Service Excellence - An Introduction 18 Jul DebKey Account Management 24-25 Jun DebManaging Customer Complaints 1 Jul DebMeeting Skills 11 Jul DebNegotiation - An Introduction 3-4 Jul Deb
EMPLOYEE AND PERSONAL DEVELOPMENTAssertiveness Skills 25 Jul DebBuilding a Better Team - Identifying Your Personal Strengths 5 Jul Deb
Communication Skills Using the TetraMap® of Behaviour 24 Jul Deb
Conflict Resolution 20-21 Jun DebEmotional Intelligence 17 Jul DebMeeting Skills 11 Jul DebMental Resilience - Reducing Stress and Building Mental Strength 2 Jul Deb
Negotiation - An Introduction 3-4 Jul DebTime Management - Personal Effectiveness 29 Jul DebTrain the Trainer - Delivering Effective Training Programmes 10-11 Jul Deb
Training Design and Training Needs Analysis 20-21 Jun Deb
EXPORTDeveloping an Export Strategy 23 Jul CarynInternational Trade Documentation and Procedures 26 Jun Caryn
Making the Most of Trade Shows 23 Jul Caryn
HEALTH AND SAFETYAccident/Incident Investigation (Half day course - part of a Super Deal with Practical Hazard ID)
12 Jun (Wha) Craig
Engaging Contractors - From an OSH Perspective(Half day course - part of a Super Deal with Implementing and Running Effective Safety Committees)
19 Jun 28 Jun (Wha) Craig
Health and Safety for Managers and Supervisors 19 Jun24 Jul Craig
Health & Safety Representative Training (Stage 1)10-11 Jun24-25 Jun
8-9 Jul22-23 Jul
20-21 Jun (Man) Craig
Health & Safety Representative Training (Stage 2) 18-19 Jun15-16 Jul Craig
Health & Safety Representative Training (Stage 3) 13-14 Jun 25-26 Jul(Man) Craig
Implementing and Running Effective Safety Committees(Half day course - part of a Super Deal with Engaging Contractors)
19 Jun 28 Jun (Wha) Craig
Practical Hazard Identification and Control (Half day course - part of a Super Deal with Accident/Incident Investigation)
12 Jun (Wha) Craig
NEW TRAINING OPPORTUNITYBusiness DominoesThis intensive programme is designed to assess your business situation and prepare a roadmap identifying the types of commercial relationships you will need to assist your growth. It is presented as a combination of 4 one-day workshops and a three hour, one-on-one session, all held over a month.
6 Jun Deb
2013 Training Plus MAY.indd 5 19/04/13 3:05 PM
Establish a performance management plan (or performance improvement plan) and provide a copy to the employee. Follow up meetings should be held in accordance with the timeframes in your plan, where the employee’s performance over that period will be assessed. This is a vital part of the performance management process. A common mistake made by many employers is to assume the employee is aware of their performance shortcomings (or the consequences if targets are not met).
Where the required standards (or specific targets) have not been achieved, an opportunity should be provided to the employee to give an explanation for this failure or shortcoming, prior to any decisions being taken which may affect their ongoing employment. Employers must comply with their own policies and procedures.
Top Tips1. Address performance concerns early – don’t wait until
the annual review!2. Establish a process with your employee and follow
through.3. You don’t need your employee’s agreement for the
performance management plan – but do seek their input as this may be valuable.
4. Check your policies and the employment agreement – does it require anything specific in terms of performance management?
5. Discuss consequences with your employee if the targets are not met – this shouldn’t come as a surprise to them at the end of the process.
Jo DouglasManaging Solicitor – EMA Legal
“... clarify the performance objectives of the employee’s duties...”
Performance Management is an essential part of managing employees. It is the process by which an employer may raise and resolve performance issues they have with an employee.
Where an employee’s performance has fallen below an acceptable level, an employer may commence a process that provides an employee with the opportunity to improve. This process will need to be fair and reasonable in all the circumstances.
First and foremost, employers need to ensure there are clear guidelines of tasks, duties, and targets an employee is expected to achieve. An employee cannot be expected to improve on poor performance if they are not aware of what is expected of them.
At the initial meeting employers should clarify the performance objectives of the employee’s duties, discuss the employee’s current levels of performance with reference to their performance
objectives, and establish a plan of action of remedial steps to close the gap between current performance and desired performance. It is also important to set a reasonable time frame for improvement and to specify the consequences of failing to achieve the specified standard.
Employees should be provided with an opportunity to provide feedback on the matters being raised and make suggestions. Whilst their consent is not required in terms of the process itself, it is important they are given an opportunity to participate and provide input.
Employers should offer relevant training and support to an employee during this process. The type of training to be provided will depend on the circumstances and could include informal training, courses, mentorship, or even other forms of support such as counselling.
Performance ManagementTips
2013 Training Plus MAY.indd 6 19/04/13 3:05 PM
Courses in the Waikato& BOP Areas
Key:Hamilton
Rotorua
Tauranga
Whakatane
Craig Garner HEALTH & SAFETY | EMPLOYMENT [email protected] | 09 367 0907
Deborah Law-CarruthersHUMAN RESOURCES | CUSTOMER SERVICE & SALES | BUSINESS DEVELOPMENT SUPERVISION, MANAGEMENT & LEADERSHIP | EMPLOYEE & PERSONAL [email protected] | 09 367 0947
Kevin ChambersTERTIARY [email protected] | 09 367 0958
Caryn LeitgebEXPORT | BUSINESS [email protected] | 07 839 2710
Rhonda Spence TAILORED [email protected] | 021 664 321
COURSE CONTACTS:
COURSE NAME MAY JUNE JULY
CUSTOMER SERVICE AND SALESCommunicating With Your Customers (am)Managing Customer Complaints (pm) 18
Delivering Service Excellence - An Introduction 12 30
EXPORTStrategic Alliances and Joint Ventures for Global Growth (am)Exporting Using Internet and Social Media (pm) 17
HEALTH AND SAFETYHealth and Safety Representative Training (Stage 1) 1-2 4-5
Health and Safety Representative Training (Stage 2) 17-18 18-19 29-30
Health and Safety Representative Training (Stage 3) 20-21 11-12
Engaging Contractors - From an OSH Perspective (am)Implementing and Running Effective Safety Committees (pm) 14
Health and Safety for Managers and Supervisors 29 26
HUMAN RESOURCES AND EMPLOYMENT LAWEmployment Relations Act 2000 12 26
Managing Employee Leave 29
Payroll Legislation Essentials 30
Procedural Fairness and the Disciplinary Process 22
SUPERVISION, MANAGEMENT AND LEADERSHIPManagement - An Introduction 17-18
Managing Difficult and Disruptive People 5
Supervision - An Introduction 6
Team Leader Toolbox - Facilitating Your Team 24 3
Team Leader Toolbox - Getting the Work Done 11
Team Leader Toolbox - Managing Team Productivity Issues 22
2013 Training Plus MAY.indd 7 19/04/13 3:05 PM
Date: 30 May, 2013Venue: NZICA, Auckland
Understand Technology and Grow Your BusinessThis year’s full-day Fresh Technology Summit will help you understand how your business can use technology and online marketing to grow. Vikram Kumar CEO of Kim Dotcom’s new Mega service gives the opening keynote and asks, “Is your business meeting the internet challenge?”. Gen-i expert Greg Mikkelsen then discusses four key technologies your company must consider. We then learn how to manage workplace Social Media, and a NZ Police case study tells of their tablet based in-field operation. After lunch we explain the need to sell on-line, we unpick mobile advertising and Apps, and Duncan Shand from Young & Shand tells how to use Google and Facebook adverts to increase your sales by 20%! This is a key conference to learn how to use technology to increase your business’ profitability.
www.freshtechnology.co.nz
Innovation is Vital!
At this year’s GO GLOBAL you will learn from other Kiwis who have mastered export success by making innovation integral to their business. This is a rare opportunity to hear how they did it, and how you can too.
Be inspired and challenged, learn practical tips and engage with experts and other exporters.
www.nzgoglobal.co.nz
Date: 23 May, 2013Venue: SkyCity, Auckland
QUERIES: [email protected] | (09) 367 0959 | www.emaevents.co.nz
Conferences& Events
Managers SeriesTaking Chargeof MisconductJoin us for a half day designed to give you the confidence to manage a misconduct or serious misconduct investigation in your business.
28 May, 2013www.emaevents.co.nz/misconduct
Taking Charge ofPoor PerformanceEstablish the expectations, and accurately assess your employee’s current position so that you don’t get left hanging on to dead weight. Join us at our half-day conference and make sure your performance improvement plan gets the best results possible.
12 June, 2013www.emaevents.co.nz/poorperformance
Held at: NZICA
1st Annual Asset Management ConferenceThis new conference explores sustainable technologies for your business, compliance issues, plant and equipment, insurance, power, fleet management, new trends in building usage plus much more. Its aim is to give your business the latest in asset management as well as ensuring you are up to standard and complying with all current legislation for your physical assets.
www.emaevents.co.nz/assetDate: 25 July, 2013Venue: NZICA, Auckland
Business Owners and Operators Conference An informative day with your peers
Do you own your own business? Are you keen to spend a day or two with your peers getting up to speed on all aspects of owing a business from strategy, raising capital for growth, managing debt or equity funding, growth strategies, tax avoidance, managing staff issues to governance help?
www.emaevents.co.nz/sme
Date: 26-27 June, 2013Venue: Auckland
2013 Training Plus MAY.indd 8 19/04/13 3:05 PM
