CMI Level 3 - Guatemala

CMI Level 3 Certificate in Principles of Management and Leadership Training Course Outline

Our CMI Level 3 Certificate in Principles of Management and Leadership Training Course is thoughtfully structured to meet the 56 Guided Learning Hours requirement, providing delegates with 16 hours of comprehensive course material and 40 hours of interactive e-learning content.

Qualification Level: Certificate

Minimum Credit Value: 13

The below-mentioned topics will be delivered by our professional instructor in the online instructor-led training.

Unit 310 - Supporting Teams and Individuals Through Change (CV: 5)

Module 1: Change Within Organisations

• Reasons for Change in an Organisation
• Types of Change that May Occur in an Organisation
• Individual and Team Reactions to Change

Module 2: Support Individuals and Teams Through Change

• Promote the Benefits of Change to Individuals and Teams
• Barriers to Change for Individuals and Teams
• Approaches to Overcoming Barriers to Change
• Methods of Supporting Individuals and Teams Through Change

Module 3: Implement and Monitor Change

• Process for Implementing Change
• Monitor and Review the Implementation of Change
• Role of Effective Management and Leadership Throughout the Change Process

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Unit 302: Managing a Team to Achieve Results (CV: 6)

Module 4: Role and Purpose of Teams

• Purpose of Teams
• Types of Teams in an Organisation
• Summarise the Roles in a Team Using a Recognised Theory
• How do Members of a Team Affect Team Dynamics?
• Advantages and Disadvantages of Team Working and Lone Working

Module 5: Characteristics of a High-Performing Team

• Outline the Characteristics of High Performing Team
• Behaviours That can be Observed in a High Performing Team

Module 6: Lead, Communicate, and Motivate a High-Performing Team

• Advantages and Disadvantages of Leadership Styles Used to Manage a High-Performing Team
• Assess Communication Methods Used for Different Types of Teams
• Motivate a Team to Achieve Results

Module 7: Respond to Challenges When Managing a Team Proactively

• Challenges of Managing a Team
• Respond to Challenges Proactively
• Outline Approaches to Absence Management

Module 8: Manage the Performance of a Team

• Approaches to Ensure Team Members Work to a Shared Purpose
• Allocate Work to Team Members
• Methods of Monitoring Team Performance
• Provide Feedback on Individual and Team Performance

Unit (CMI 305) – Building Stakeholder Relationships Using Effective Communication (Credit Value 4)

Module 9: Purpose of Building Stakeholder Relationships

• Range of Stakeholder Groups Relevant to the Manager
• Needs and Expectations of Stakeholder Groups
• Benefits of Building Relationships with Stakeholders
  • Communication and Engagement
  • Greater Understanding of Goals and Objectives
  • Improved Planning

Module 10: Different Channels and Types of Communication Used to Build Relationships with Stakeholders

• Channels of Communication Used to Build Stakeholder Relationships
• Types of Verbal Communication Used with Stakeholders
• Active Listening is Used to Build Stakeholder Relationships
• Types of Written Communication Used with Stakeholders
• How Meetings Can Develop and Build Effective Stakeholder Relationships?

Module 11: Respond to Barriers When Communicating with Stakeholders

• Barriers to Effective Communication with Stakeholders
• Ways of Responding to Barriers When Communicating with Stakeholders

Module 12: Use Stakeholder Communication

• Importance of Stakeholder Feedback
• Compare Methods of Gathering Feedback from Stakeholders
  • Written
  • Verbal
  • Digital
• Use of Stakeholder Feedback
  • Engagement
  • Responsiveness
  • Satisfaction
  • Productivity
  • Retention
  • Motivation

CMI Level 3 Diploma in Principles of Management and Leadership Training Course Outline

Our CMI Level 3 Diploma in Principles of Management and Leadership Training Course is thoughtfully structured to meet the 175 Guided Learning Hours requirement, providing delegates with 32 hours of comprehensive course material and 143 hours of interactive e-learning content.

Qualification Level: Diploma

Minimum Credit Value: 37

The below-mentioned topics will be delivered by our professional instructor in the online instructor-led training.

Unit (CMI 301) – Principles of Management and Leadership (Credit Value 7)

Module 1: Understand how Organisations Operate

• Governance of Different Types of Organisations
• Factors Which Influence an Organisation’s Culture
• Purpose of Organisational Mission, Vision and Value Statements
• Purpose of Organisational Strategies

Module 2: Understand the Management Role

• Role of the Manager
• Role of the Manager in Communicating Organisational Strategy
• Levels of Accountability and Authority in the Management Role
• Legal and Organisational Frameworks Which Apply to the Management Role

Module 3: Understand the Application of Management and Leadership Approaches

• Differences Between Management and Leadership
• Management and Leadership Approaches
• How Management and Leadership Approaches can be applied and Adapted in Different Work Based Situations?

Module 4: Understand the Knowledge, Skills and Behaviours to be an Effective Manager

• Knowledge and Skills Required to be an Effective Manager
• Behaviours Required to Be an Effective Manager
• Impact of Knowledge, Skills and Behaviours on the Team, Colleagues and Customers

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Unit (CMI 302) – Managing a Team to Achieve Results (Credit Value 6)

Module 5: Role and Purpose of Teams

• Purpose of Teams
• Types of Teams in an Organisation
• Roles in a Team Using a Recognised Theory
• Members of a Team Affect Team Dynamics
• Advantages and Disadvantages of Team Working and Lone Working

Module 6: Characteristics of a High-Performing Team

• Characteristics of High Performing Team
• Discuss Behaviours Which Can Be Observed in a High Performing Team

Module 7: Lead and Communicate with and Motivate a High-Performing Team

• Advantages and Disadvantages of Leadership Styles
• Communication Methods Used for Different Types of Teams
• Motivate a Team to Achieve Results

Module 8: Respond to Challenges When Managing a Team Proactively

• Challenges of Managing a Team
• Respond to Challenges Proactively
• Approaches to Absence Management

Module 9: Manage the Performance of a Team

• Approaches to Ensure Team Members Work to a Shared Purpose
• Allocate Work to Team Members
• Methods of Monitoring Team Performance
• Provide Feedback on Individual and Team Performance

Unit (CMI 303) - Managing Individuals to Be Effective in their Role (Credit Value 5)

Module 10: Individual’s Work Role and Responsibilities

• Sources of Information Which State an Individual’s Work Role and Responsibilities
• Reasons for Assessing an Individual’s Knowledge, Skills, and Behaviours in a Work Role

Module 11: Set Objectives with Individuals

• Methods Used to Set Objectives for Individuals
• Individual’s Capability to Achieve Objectives
• Process for Involving Individuals in Agreeing Clear Objectives

Module 12: Support Individuals to Perform Well

• Support Methods to Enable Individuals to Perform Well
• Approaches for Motivating Individuals in Their Work Role
• Individual Achievement Can Be Incentivised
• Importance of Managing Individuals Objectively

Module 13: Assess Outcomes Against the Objectives

• Tools Used to Review an Individual’s Performance
• Approaches to Measuring Outcomes Against Objectives

Module 14: Manage the Underperformance of Individuals

• Manage the Underperformance of an Individual Within the Limits of Own Authority

Unit (CMI 304) – Principles of Communication in the Workplace (Credit Value 5)

Module 15: Channels and Types of Communication Used in the Workplace

• Importance of Effective Communication in the Workplace
• Channels of Communication Used in the Workplace
• Strengths and Weaknesses of Different Types of Communication
• Legal Requirements and Organisational Policies that Affect the Use of Different Types of Communication

Module 16: Communication Cycle

• Communication Cycle and its Application in the Workplace
• Barriers to Effective Communication
• Ways to Overcome Barriers to Communication

Module 17: Plan Communication for a Target Audience

• Planning Process for Communicating with a Target Audience

Module 18: Measure the Effectiveness of Communication with a Target Audience

• Measuring the Effectiveness of Communication with a Target Audience

Unit (CMI 305) – Building Stakeholder Relationships Using Effective Communication (Credit Value 4)

Module 19: Purpose of Building Stakeholder Relationships

• Range of Stakeholder Groups Relevant to the Manager
• Needs and Expectations of Stakeholder Groups
• Benefits of Building Relationships with Stakeholders

Module 20: Different Channels and Types of Communication Used to Build Relationships with Stakeholders

• Channels of Communication Used to Build Stakeholder Relationships
• Types of Verbal Communication Used with Stakeholders
• Active Listening is Used to Build Stakeholder Relationships
• Types of Written Communication Used with Stakeholders
• How Meetings Can Develop and Build Effective Stakeholder Relationships

Module 21: Respond to Barriers When Communicating with Stakeholders

• Barriers to Effective Communication with Stakeholders
• Ways of Responding to Barriers When Communicating with Stakeholders

Module 22: Use Stakeholder Communication

• Importance of Stakeholder Feedback
• Compare Methods of Gathering Feedback from Stakeholders
• Use of Stakeholder Feedback

Unit (CMI 306) – Principles of Equality, Diversity and Inclusive Working Practice (Credit Value 6)

Module 23: Legal and Organisational Frameworks for Inclusivity, Equality and Diversity

• Key Terminology Used in The Context of Equality and Diversity
• Legal and Organisational Requirements for Equality and Diversity
• Potential Consequences of Failing to Meet Legal and Organisational Requirements

Module 24: Equality, Diversity and Inclusive Working Practices in Own Area of Responsibility

• Principles Which Underpin Inclusive Working Practices
• Behaviours Which Promote Inclusion in The Workplace
• Benefits of Inclusive Working Practices

Module 25: Support Equality, Diversity and Inclusive Working Practices

• Issues Which Affect Inclusive Working Practices Can Be Identified
• Types of Support That Can Be Given to Individuals with Diverse Needs
• Process for Implementing Equality, Diversity and Inclusive Working Practices

Module 26: Monitor and Manage Equality, Diversity and Inclusive Working Practices

• Methods for Monitoring Equality, Diversity and Inclusive Working Practices
• Challenges to Implementing Equality, Diversity and Inclusive Working Practice

Module 27: Know How to Challenge Discrimination in Own Area of Responsibility

• Benefits of Challenging Discriminatory Practices of Staff and Colleagues
• Discuss How Discriminatory Behaviour Can Be Challenged
• Explain Limits of Authority When Challenging Discrimination

Unit (CMI 310) – Supporting Teams and Individuals Through Change (Credit Value 5)

Module 28: Change Within Organisations

• Reasons for Change in an Organisation
• Types of Change that May Occur in an Organisation
• Individual and Team Reactions to Change

Module 29: Support Individuals and Teams Through Change

• Promote the Benefits of Change to Individuals and Teams
• Barriers to Change for Individuals and Teams
• Approaches to Overcoming Barriers to Change
• Methods of Supporting Individuals and Teams Through Change

Module 30: Implement and Monitor Change

• Process for Implementing Change
• Monitor and Review the Implementation of Change
• Role of Effective Management and Leadership Throughout the Change Process

Unit (CMI 315): Principles of Health and Safety in a Work Setting (Credit Value 6)

Module 31: Purpose and Benefits of Health and Safety in Workplace

• Purpose of Health and Safety in the Workplace
• Benefits of Health and Safety

Module 32: Legal Requirements in Relation to Health and Safety in Workplace

• Obligations Health and Safety Legislation Places on an Organisation
• Supplementary Legal Requirements Which Apply to Different Industry Sectors

Module 33: Understand the Risk Assessment Process

• Difference Between a Hazard and a Risk
• How to Conduct a Work-based Risk Assessment?

Module 34: Respond Effectively to a Workplace Health and Safety Emergency

• Identify a Range of Workplace Health and Safety Emergencies
• Immediate Action Required of By the Manager in Response to An Emergency
• Summarise the Next Steps in Response to an Emergency

CMI Level 3 Award in Coaching and Mentoring Training Course Outline

Our CMI Level 3 Award in Coaching and Mentoring Training Course is thoughtfully structured to meet the 20 Guided Learning Hours requirement, providing delegates with 10 hours of comprehensive course material and 10 hours of interactive e-learning content.

Qualification Level: Award

Minimum Credit Value: 5

Unit 3013V1: Managing the Coaching and Mentoring Relationships

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Module 1: Understand the Coaching and Mentoring Relationships

• Learning Style of the Coachee to Be Used in the Coaching Process
  • Different Models of Learning Styles
• Relationship Between the Mentee and the Mentor to Be Used in the Mentoring Process
  • Identify Setting of Ground Rules and Establishing a Mentoring Contract 
• Strengths and Opportunities of the Coachee
  • Individual Strengths and Development Areas for a Coachee
  • Similarities and Differences Between the Types of Strengths and Development
• Strengths and Opportunities of the Mentee
  • Individual Strengths and Development Areas for a Coachee and a Mentee
  • Similarities and Differences Between the Types of Strengths and Development

Module 2: Goals of the Coaching and Mentoring Relationship

• Goals, Timescales, and Ownership of the Coaching Process Performance
  • Establish SMART Objectives
  • Collaborative Means to Achieve Objectives
  • Encourage Ownership by the Coachee
  • How the Process can Lead to Improved Performance
• Goals, Timescales and Ownership of the Mentoring Process Performance
  • Establish Objectives
  • Collaborative Means
  • Encourage Ownership by the Mentee
  • Process to Lead Improved Performance
  • Develop a Progress Review Sheet
• Describe the Support Available to the Mentee
  • Existing Approaches for Support
  • Line Management, Team Members, and Network Groups
• Describe the Support Available to the Coachee
  • Approaches for Support

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 3: Understand Possible Barriers to the Coaching Process

• Methods to Overcome Organisational Barriers
  • Identify and Explain the Potential Barrier
  • Benefits of Adopting Coaching in the Organisation
• Methods to Overcome Coachee Barriers
  • Scheduled Coaching When there are Task Pressures and Deadlines
• Methods to Overcome Coach Barriers
  • Barriers Specific to the Coach
  • Similar Barriers to the Coachee

Module 4: Understand Possible Barriers to the Mentoring Process

• Methods to Overcome Organisational Barriers for Individual or Team Needs
  • Coachee Barriers and Determine Their appropriateness for Mentoring
• Methods to Overcome Mentee Barriers 
  • Discuss How to Manage the Closure
  • Mentee to take Responsibility for Achieving Desired Outcomes
• Methods to Overcome Possible Mentor 
  • Potential Coach Barriers 
  • Determine Their Relevance to Mentoring

CMI Level 3 Diploma in Coaching and Mentoring Training Course Outline

Our CMI Level 5 Award in Professional Coaching Practice Training Course is thoughtfully structured to meet the 145 Guided Learning Hours requirement, providing delegates with 30 hours of comprehensive course material and 115 hours of interactive e-learning content.

Qualification Level: Diploma

Minimum Credit Value: 37 Credits

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 3011V1: Principles, Skills, and Impact of Coaching and Mentoring (CV:7)

Module 1: Principles of Coaching and Mentoring

• Define Coaching and its Purpose
• Define Mentoring and its Purpose
• Role of a Coach
• Role of a Mentor

Module 2: Understand the Skills Required of a Coach

• Communication Skills Required of a Coach
• Need for Sensitivity and Confidentially in a Coaching Relationship
• Methods of Feedback and Support in a Coaching Relationship

Module 3: Understand the Skills Required of a Mentor

• Communication Skills Required of a Mentor
• Need for Sensitivity and Confidentially in a Mentoring Relationship
• Methods of Feedback and Support in a Mentoring Relationship

Module 4: Impact of Coaching on Individual, Team, and Organisational Performance

• Benefits of Coaching for an Individual
• Benefits of Coaching for a Team
• Benefits of Coaching for an Organisation

Module 5: Impact of Mentoring on Individual, Team and Organisational Performance

• Benefits of Mentoring for an Individual
• Benefits of Mentoring for a Team
• Benefits of Mentoring for an Organisation

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Unit 3012V1: Coaching and Mentoring for Individual and Team Needs (CV:6)

Module 6: Impact on the Individual and Team Needs of the Coaching Process

• Expected Outcome of the Coaching Process on Individual and Team Needs
• Performance Improvements and Changed Expected from the Individual and Team at the Conclusion of the Coaching Process

Module 7: Impact on the Individual and Team Needs of the Mentoring Process

• Expected Outcome of the Mentoring Process on Individual Needs
• Expected Outcome of the Mentoring Process on Team Needs
• Performance Improvements and Changes Expected from the Individual and Team at the Conclusion of the Mentoring Process

Module 8: Individual and Team Knowledge, Skills, or Behaviours

• Knowledge, Skills, or Behaviours of the Individual and Teams
• Gap Between Current and Expected Performance in Knowledge, Skills or Behaviour of the Individual and Team

Module 9: Stages of a Coaching Process

• Stages of a Coaching Process to Meet Agreed Individual or Team Needs

Module 10: Stages of a Mentoring Process

• Stages of a Mentoring Process to Meet Agreed Individual or Team needs

Unit 3013V1 Coaching and Mentoring Relationships (CV:5)

Module 11: Coaching and Mentoring Relationships

• Learning Styles of the Coachee to be Used in the Coaching Process
• Relationship Between the Mentee and the Mentor to be Used in the Mentoring Process
• Strengths and Opportunities of the Coachee
• Strengths and Opportunities of the Mentee

Module 12: Goals of the Coaching and Mentoring Relationship

• Goals, Timescales, and Ownership of the Coaching Process Performance
• Goals, Timescales and Ownership of the Mentoring Process Performance
• Describe the Support Available to the Mentee and Coachee

Module 13: Possible Barriers to the Coaching Process

• Methods to Overcome Organisational Barriers
• Methods to Overcome Coachee Barriers
• Methods to Overcome Coach Barriers

Module 14: Possible Barriers to the Mentoring Process

• Methods to Overcome Organisational Barriers for Individual or Team Needs
• Methods to Overcome Mentee Barriers
• Methods to Overcome Possible Mentor

Unit 3014V1: Coaching and Mentoring Processes (CV:7)

Module 15: Implementation of the Coaching Process

• Different Methods of Coaching and Training Available to the Coach
• Coaching Opportunities in the Organisational Environment
• Coaching Process

Module 16: Implementation of the Mentoring Process

• Methods of Mentoring Available to the Mentor
• Mentoring Opportunities in the Organisational Environment
• Mentoring Process

Module 17: Reviewing of Progress and Provision of Feedback

• Need for Objective and Constructive Feedback in the Coaching Process
• Need for Exploratory Feedback in the Mentoring Process
• Need for Confidentiality and Ethics in Coaching Sessions
• Need for Confidentiality and Ethics in Mentoring Sessions
• Achievement of Progress and Recognise Success

Unit 3015V1: Completing the Coaching and Mentoring Process (CV:5)

Module 18: Skills of Concluding the Coaching Process

• Coachee Success Against Individual, Team and Organisational Performance Criteria
• Identify Further Areas for Development Through Coaching
• Methods to Recognise Success

Module 19: Skills of Concluding the Mentoring Process

• Mentee Success Against Individual, Team, and Organisational Performance Criteria
• Identify Areas for Development Through Mentoring
• Need to Minimise On-Going Mentee Dependency on the Mentor
• Methods to Recognise Success

Unit 4004V1: Understanding Team Dynamics (CV:7)

Module 20: Differences Between Groups and Teams

• Differences Between a 'Group' and a 'Team'
• Identify the Practical Implications of Differences Between Groups and Teams for the Manager
• Situations When the Formation of a Group and/or a Team would be Necessary

Module 21: Concept of Formal and Informal Group Norms

• Identify the Definitions of Formal and Informal Group Norms
• Evolution of Formal and Informal Group Norms
• Process of Changing Formal and Informal Group Norms
• Value of Formal and Informal Group Norms

Module 22: Group Development and Maturity

• Stages of Group Development and Maturity
• Factors Which Could Influence the Cohesiveness of Work Groups
• Advantages and Disadvantages of Cohesive Work Groups

Module 23: Management of Remote, Displaced, or Virtual Teams

• Advantages of Remote, Displaced, or Virtual Teams
• Disadvantages of Remote, Displaced, or Virtual Teams
• Communication and Leadership Skills Required to Manage a Team

CMI Level 3 Certificate in Coaching and Mentoring Training Course Outline

Our CMI Level 3 Certificate in Coaching and Mentoring Training Course is thoughtfully structured to meet the 50 Guided Learning Hours requirement, providing delegates with 16 hours of comprehensive course material and 34 hours of interactive e-learning content.

Qualification Level: Certificate

Minimum Credit Value: 13

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 3011V1: Principles, Skills, and Impact of Coaching and Mentoring

Credit Value:7

Module 1: Principles of Coaching and Mentoring

• Define Coaching and its Purpose
• Define Mentoring and its Purpose
• Role of a Coach
• Role of a Mentor

Module 2: Understand the Skills Required of a Coach

• Communication Skills Required of a Coach
• Need for Sensitivity and Confidentially in a Coaching Relationship
• Methods of Feedback and Support in a Coaching Relationship

Module 3: Understand the Skills Required of a Mentor

• Communication Skills Required of a Mentor
• Need for Sensitivity and Confidentially in a Mentoring Relationship
• Methods of Feedback and Support in a Mentoring Relationship

Module 4: Impact of Coaching on Individual, Team, and Organisational Performance

• Benefits of Coaching for an Individual
• Benefits of Coaching for a Team
• Benefits of Coaching for an Organisation

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 5: Impact of Mentoring on Individual, Team and Organisational Performance

• Benefits of Mentoring for an Individual
• Benefits of Mentoring for a Team
• Benefits of Mentoring for an Organisation

Unit 3012V1: Coaching and Mentoring for Individual and Team Needs

Credit Value: 6

Module 6: Impact on the Individual and Team Needs of the Coaching Process

• Expected Outcome of the Coaching Process on Individual and Team Needs
• Performance Improvements and Changed Expected from the Individual and Team at the Conclusion of the Coaching Process

Module 7: Impact on the Individual and Team Needs of the Mentoring Process

• Expected Outcome of the Mentoring Process on Individual Needs
• Expected Outcome of the Mentoring Process on Team Needs
• Performance Improvements and Changes Expected from the Individual and Team at the Conclusion of the Mentoring Process

Module 8: Individual and Team Knowledge, Skills, or Behaviours

• Knowledge, Skills, or Behaviours of the Individual and Teams
• Gap Between Current and Expected Performance in Knowledge, Skills or Behaviour of the Individual and Team

Module 9: Stages of a Coaching Process

• Stages of a Coaching Process to Meet Agreed Individual or Team Needs

Module 10: Stages of a Mentoring Process

• Stages of a Mentoring Process to Meet Agreed Individual or Team Needs

CMI Level 3 Award in First Line Management Training Course Outline

Our CMI Level 3 Award in First Line Management (SCQF) Training Course is thoughtfully structured to meet the 20 Guided Learning Hours requirement, providing delegates with 8 hours of comprehensive course material and 12 hours of interactive e-learning content.

Qualification Level: Award

Minimum Credit Value: 6

The following topics will be discussed in an interactive session with a certified instructor.

Unit 3001V1: Personal Development as a First Line Manager (Credit Value 6)

Module 1: Develop and Use a Personal Development Plan

• Relation Between Organisational Objectives and Personal Development Objectives
• Create a Personal Development Plan
  • How to Analyse your Personal Development Needs?
  • Construct a Personal Development Plan (PDP)
• Learning and Development Opportunities
  • Different Types of Learning and Development Activities
• Review the Progress of the Plan

Module 2: How to Plan and Manage Work?

• Methods or Processes Available to Determine Work Plan Priorities
  • Time Management Model
  • Activity Log
• How to Manage Time to Achieve Work Plan Objectives?
  • Use of To Do Lists
• Reasons for Incorporating Flexibility into a Work Plan

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 3: Develop and Maintain Effective Working Relationships

• Leadership Styles and Approaches used in Different Situation
  • Why are Productive Working Relationships Important?
  • Use of Different Leadership Styles
• How to Develop and Maintain Good Working Relationships?
• Working with Team Members to Maintain Standards of Work and Behaviour

Module 4: Safeguard the Welfare of the Team

• Responsibilities of a First Line Manager for Safeguarding Team Welfare
  • First Line Manager’s Responsibilities
• Identify and Monitor Risks Affecting Team Welfare
  • Identify Different Risks
  • Different Aspect of Welfare
• Actions to be taken upon Identifying a Risk to Team Welfare

CMI Level 3 Diploma in First Line Management Training Course Outline

Our CMI Level 3 Diploma in First Line Management is thoughtfully structured to meet the 120 Guided Learning Hours requirement, providing delegates with 32 hours of comprehensive course material and 88 hours of interactive e-learning content. 

Qualification Level: Diploma

Minimum Credit: 37

The below-mentioned topics will be delivered by our professional instructor in the online instructor-led training

Unit 3001V1: Personal Development as a First Line Manager (Credit Value 6)

Module 1: Develop and Use a Personal Development Plan

• Relation Between Organisational Objectives and Personal Development Objectives
• Create a Personal Development Plan
• Learning and Development Opportunities
• Review the Progress of the Plan

Module 2: How to Plan and Manage Work?

• Methods or Processes Available to Determine Work Plan Priorities
• How to Manage Time to Achieve Work Plan Objectives?
• Reasons for Incorporating Flexibility into a Work Plan

Module 3: Develop and Maintain Effective Working Relationships

• Leadership Styles and Approaches used in Different Situations
• How to Develop and Maintain Good Working Relationships?
• Working with Team Members to Maintain Standards of Work and Behaviour

Module 4: Safeguard the Welfare of the Team

• Responsibilities of a First Line Manager for Safeguarding Team Welfare
• Identify and Monitor Risks Affecting Team Welfare
• Implement Actions upon Identifying a Risk to Team Welfare

Unit 3002V1: Resource Planning (Credit Value 6)

Module 5: How to Plan Resource Needs with the Team to Meet Team Objectives

• Identify a Team’s Responsibilities and Manage Resources
• Components of a Resource Plan
• Impact of Environment and Legal Factors on the Team Resource Plan

Module 6: Understand the Need for Change to Resource Requirements

• How Information Obtained Impacts on Changes to Resource Requirements?
• Trends and Developments Affecting Resources
• Impact of Resource Change on the Teams Objectives

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 7: Be Able to Monitor, Record and Control Resources Within the Work Area

• Need to Monitor and Record the Use of Resources
• Importance of Accurate Records

Unit 3003V1: Meeting Stakeholder Needs (Credit Value 6)

Module 8: Be Able to Identify Stakeholders and Plan to Meet their Needs

• Identify Stakeholders in Relation to the Team’s Objectives
• How the Team’s Objectives Meets Stakeholder Requirements?
• Create Teamwork Plans with Stakeholder Commitment
• Evaluate and Modify the Work Plans

Module 9: Process Required to Continually Improve Meeting Stakeholder Needs

• Identify Improvements to Meet Stakeholder Needs
• Identify Resources and Costs to Support Improvements
• Identify Benefits Obtained from Improvements

Module 10: Be Able to Prepare a Case to Support a Change

• Identify Recipients of a Change Proposal
• Components of a Case for Change
• How a Case for Change Supports the Team’s Objectives?
• How to Monitor and Review the Effect of the Change?

Unit 3004V1: Managing and communicating information (Credit Value 6)

Module 11: Be Able to Gather and Select Data

• Identify Criteria Used in Sourcing Data
• Identify Quantitative and Qualitative Sources of Data
• Access Data Legally and as Per Organisational Needs for Work Activities

Module 12: Be able to interpret data and information related to a work activity

• Select Data and Information Specifically Related to the Work Activity
• Identify Trends and Patterns
• Identify the Impact of the Trends and Patterns on Future Activities
• Identify Conclusions and make Recommendations

Module 13: Be able to communicate the results of the information analysis

• Identify the Communication Methods
• Identify the Target Audience for the Communication
• Evaluate the Impact of the Communication

Unit 3005V1: Identifying Development Opportunities (Credit Value 6)

Module 14: Factors Involved in Leading a Team to Achieve Agreed Objectives

• Describe the Principles Underlying Leadership of Individuals and Teams
• Links Between Individuals, Teams and Organisational Objectives
• Methods of Communicating Individual and Team Objectives

Module 15: Current Competencies of Individuals and Teams

• Methods of Conducting Individual and Team Competence Reviews
• Links Between Current Competencies, Team and Organisational Objectives
• Activities for Team Competency Development
• Impact of Current Competencies on Organisational Objectives

Module 16: How to Develop the Competencies of Individuals and Teams?

• Identify Development Opportunities for Individuals and Teams
• Methods of Agreeing Development Opportunities with Individuals and Teams
• Processes to Measure and Review Individual and Team Development Objectives

Unit 3008V1: Improving Team Performance (Credit Value: 7)

Module 17: Identify Issues Which Affect Performance

• Manager’s Role in Identifying Performance Issues in the Team
• How to Evaluate Individual and Team Performance and Behaviours?
• Limits of Responsibility for Dealing with Individual and Team Performance

Module 18: How to Select and Apply the Best Course of Action to Address a Performance Issue?

• Range of Approaches Available
• Methods to Improve Performance of an Individual
• How to Conduct a Performance Counselling Session for an Individual?
• Importance of Maintaining Confidentiality

Module 19: Take Action to Achieve the Performance Issue of an Individual

• Agree with a Team Member an Action Plan to Address a Performance Issue
• Range of Support Services Available
• How to Ensure That the Desired Outcomes are Achieved?
• Circumstances When Disciplinary and Grievance Procedures May Be Invoked
• First Line Manager’s Role in a Disciplinary and Grievance Situation
• Why Records of Action Plan Achievements and Actions Taken are Required?

CMI Level 3 Certificate in First Line Management Training Course Outline

Our CMI Level 3 Certificate in First Line Management (SCQF) Training Course is thoughtfully structured to meet the 40 Guided Learning Hours requirement, providing delegates with 20 hours of comprehensive course material and 20 hours of interactive e-learning content.

Qualification Level: Certificate

Minimum Credit Value: 13

The following topics will be discussed in an interactive session with a certified instructor.

Unit 3001V1: Personal Development as a First Line Manager (Credit Value 6)

Module 1: Develop and Use a Personal Development Plan

• Relation between Organisational Objectives and Personal Development Objectives
• Create a Personal Development Plan
• Learning and Development Opportunities
• Review the Progress of the Plan

Module 2: How to Plan and Manage Work?

• Methods or Processes Available to Determine Work Plan Priorities
• How to Manage Time to Achieve Work Plan Objectives?
• Reasons for Incorporating Flexibility into a Work Plan

Module 3: Develop and Maintain Effective Working Relationships

• Leadership Styles and Approaches used in Different Situations
• How to Develop and Maintain Good Working Relationships?
• Working with Team Members to Maintain Standards of Work and Behaviour

Module 4: Safeguard the Welfare of the Team

• Responsibilities of a First Line Manager for Safeguarding Team Welfare
• Identify and Monitor Risks Affecting Team Welfare
• Implement Actions upon Identifying a Risk to Team Welfare

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Unit 3008V1 Improving Team Performance (Credit Value 7)

Module 5: Be Able to Identify Issues which Affect Performance

• Manager’s Role in Identifying Performance Issues 
• How to Evaluate Individual and Team Performance and Behaviours?
• Limits of Responsibility for Dealing 

Module 6: Select and Apply Optimal Solutions for Performance Issues

• Identify the Range of Approaches Available
• Different Methods Available in Providing Help and Support
• How to Conduct a Performance Counselling Session for an Individual?
• Importance of Maintaining Confidentiality

Module 7: Achieve the Performance Issue of an Individual

• Agree on Team Member Action Plan for Issue Resolution
• Range of Support Services Available
• How to Ensure that the Desired Outcomes are Achieved?
• Disciplinary and Grievance Procedure Triggers
• First Line Manager’s Role in a Disciplinary and Grievance Situation
• Reasons for Recording Action Plan Achievements and Actions Taken

CMI Level 3 Award in Project Management Training Course Outline

Our CMI Level 3 Award in Project Management Training Course is thoughtfully structured to meet the 25 Guided Learning Hours requirement, providing delegates with 8 hours of comprehensive course material and 17 hours of interactive e-learning content.

Qualification Level: Award

Minimum Credit Value: 6

Unit 3001: Introduction to Project Management (Credit Value 6)

The following topics will be discussed in an interactive session with a certified instructor.

Module 1: Nature and Context of Projects

• Define the Purpose and Structure of a Project
• Business Contexts of Projects
• Identify Project Success Factors and Characteristics
• Process Model for the Management of Projects

We will be moving to our self-paced training to complete the training on the below sections.

Module 2: Management of Stakeholders including the Project Team Roles and Responsibilities

• Project Roles and Responsibilities
• Stakeholder Management Methods and Processes
• Methods to Manage the Project Team

Module 3: Planning and Control of Projects

• Project Planning and Control Cycle
• Methods and Processes Available to Plan a Project
• Identify Methods and Processes Available to Control a Project