Nisai Professional Development Institute (NPDI) Modules
At the Nisai Professional Development Institute (NPDI), we’re dedicated to empowering adults in their personal and professional development, whether you’re looking to improve sector-specific skills, enhance your English, or boost your employability.
Join the Nisai Professional Development Institute (NPDI) and Unlock Your Potential
At the Nisai Professional Development Institute (NPDI), we’re dedicated to empowering adults in their personal and professional development, whether you’re looking to improve sector-specific skills, enhance your English, or boost your employability.
Join the Nisai Professional Development Institute (NPDI) and Unlock Your Potential
At the Nisai Professional Development Institute (NPDI), we’re dedicated to empowering adults in their personal and professional development, whether you’re looking to improve sector-specific skills, enhance your English, or boost your employability.
Our Module Library
Upskill your workforce with unlimited access to our library of modules designed for small businesses. Select modules from any of our key workforce development topics.
Modules can be chosen from any category and selected based on individual requirements.
Negotiation
Good Working Relationships
Good working relationships will look at the principles and factors that underpin successful partnerships which support effective negotiation based on mutual trust and respect.
Transactional Analysis
Transactional analysis will be vital when working with others. This introduction will show the basis of this model and how it can aid effective communication.
Negotiation in the Workplace
Negotiation in the workplace is common, and we all need to develop skills around compromise and how to respectfully share opinions, including how each individual phase of the process should be handled.
Corporate Social Responsibility
Introduction to CSR
This introduction to CSR should be used to describe the relationship between corporate social responsibility and business success. It will explain the factors that need to be considered when constructing a CSR strategy for an organisation for practical implementation.
The Need for CSR
The need for CSR will investigate why businesses are increasingly required to adopt practices which address social and environmental factors alongside (and in support of) their pursuit of business success.
CSR and Strategic Planning
CSR and strategic planning will work alongside each other to show how they can be implemented in practical situations, using appropriate key performance indicators.
Change Management
Plan for Change
Planning for change helps to prepare us for this eventuality. All planning involves creating change – sometimes minor, sometimes major change. If effective change is to be brought about, it needs to be planned, organised, monitored and controlled to avoid unnecessary costs and to mitigate potential risks.
Clarifying Change
Clarifying change helps to focus on the key factors of change with an attention to detail that will be beneficial for successful change. The 4P Form can be used to clarify and communicate the details of a change project to all stakeholders.
Dealing with Resistance to Change
Dealing with resistance to change will often be required with each change project and this should be handled systematically. The Future States Form can be used to define the outcomes of a change project, leading to improved planning and execution of the project.
Evaluating Change
Evaluating change should be completed in order to consider whether the change has been successful and if it has been beneficial to the organisation.
Strategic Planning
Introduction to Strategic Planning
An introduction to strategic planning is beneficial to be able to consider the overall purpose and scope of the organisation for growth and development.
Mission, Vision and Values
The mission, vision and values of an organisation can make a difference to the development of an effective mission statement.
How Are We Situated?
The situation of the organisation will direct the strategic planning that is required. Reflecting on this will show how various tools can be used to define the current status of the organisation in relation to competitors.
How Do We Improve?
Improvements can always be implemented based on strategic planning. This can be based around the establishment of aims, objectives, targets and key performance indicators to be able to track this improvement.
Managing Conflict
Conflict and Values
Conflicts may arise within the workplace for a number of reasons and within different situations. This will consider the most common causes and how this aligns to the organisation.
Conflict Management
Conflict can be felt across many areas of an organisation and so leaders should consider suitable processes for managing and resolving conflict effectively.
Working Relationships
Conflict can impact on working relationships and so you should be able to highlight requirements to find ways to be able to support good working relationships.
Workforce Planning
What is Workforce Planning?
Workforce planning will allow for development and growth within an organisation. It is important that we know what it is, why it’s necessary and what the intended outcome should be.
Building A Model
A workforce planning model is helpful when considering growth and progression routes. By building a model you will become aware of the key fundamentals that are required in order to predict the resources needed to carry out that process, where resource challenges may be and how to mitigate the risks associated with this.
Forecasting
Forecasting future requirements is a key part of workforce planning. This will include the prediction of future workflow volumes for a process on which the organisation can base the numbers of staff which will be necessary to complete.
Getting the Best From Staff
Organisational Culture
Organisational culture will be in place across each workplace and will affect the behaviour of the employees. You will be able to identify the most common forms of organisational culture and their key characteristics.
Leadership
Effective leadership allows you to get the best from your staff. An introduction to leadership theory and common types of leaders within business can support this development to allow for continued progress.
Measuring Performance
Measuring performance will allow leaders to highlight areas of support which is required to help support development and performance improvement for all staff.
Building a Culture of Innovation
Defining Creativity and Innovation
Creativity and innovation can cover different elements of progression and require different inputs. It is important to able to define these separately to be able to implement these within your workplace.
Creating a Culture of Creativity
Creating a culture of creativity will build an opportunity for staff members to work together to make improvements, sharing ideas with confidence. Leadership needs to be able to recognise ways to support this creativity.
Team Building and Innovation
Team building will require engagement from all involved, and this can be achieved with a focus on innovation. Being able to recognise skills and experience of current staff as well as hiring in new team members will help with adopting open innovation for progress.
Good Working Relationships
Good working relationships will look at the principles and factors that underpin successful partnerships which support effective negotiation based on mutual trust and respect.
Transactional Analysis
Transactional analysis will be vital when working with others. This introduction will show the basis of this model and how it can aid effective communication.
Negotiation in the Workplace
Negotiation in the workplace is common, and we all need to develop skills around compromise and how to respectfully share opinions, including how each individual phase of the process should be handled.
Introduction to CSR
This introduction to CSR should be used to describe the relationship between corporate social responsibility and business success. It will explain the factors that need to be considered when constructing a CSR strategy for an organisation for practical implementation.
The Need for CSR
The need for CSR will investigate why businesses are increasingly required to adopt practices which address social and environmental factors alongside (and in support of) their pursuit of business success.
CSR and Strategic Planning
CSR and strategic planning will work alongside each other to show how they can be implemented in practical situations, using appropriate key performance indicators.
Plan for Change
Planning for change helps to prepare us for this eventuality. All planning involves creating change – sometimes minor, sometimes major change. If effective change is to be brought about, it needs to be planned, organised, monitored and controlled to avoid unnecessary costs and to mitigate potential risks.
Clarifying Change
Clarifying change helps to focus on the key factors of change with an attention to detail that will be beneficial for successful change. The 4P Form can be used to clarify and communicate the details of a change project to all stakeholders.
Dealing with Resistance to Change
Dealing with resistance to change will often be required with each change project and this should be handled systematically. The Future States Form can be used to define the outcomes of a change project, leading to improved planning and execution of the project.
Evaluating Change
Evaluating change should be completed in order to consider whether the change has been successful and if it has been beneficial to the organisation.
Introduction to Strategic Planning
An introduction to strategic planning is beneficial to be able to consider the overall purpose and scope of the organisation for growth and development.
Mission, Vision and Values
The mission, vision and values of an organisation can make a difference to the development of an effective mission statement.
How Are We Situated?
The situation of the organisation will direct the strategic planning that is required. Reflecting on this will show how various tools can be used to define the current status of the organisation in relation to competitors.
How Do We Improve?
Improvements can always be implemented based on strategic planning. This can be based around the establishment of aims, objectives, targets and key performance indicators to be able to track this improvement.
Conflict and Values
Conflicts may arise within the workplace for a number of reasons and within different situations. This will consider the most common causes and how this aligns to the organisation.
Conflict Management
Conflict can be felt across many areas of an organisation and so leaders should consider suitable processes for managing and resolving conflict effectively.
Working Relationships
Conflict can impact on working relationships and so you should be able to highlight requirements to find ways to be able to support good working relationships.
What is Workforce Planning?
Workforce planning will allow for development and growth within an organisation. It is important that we know what it is, why it’s necessary and what the intended outcome should be.
Building A Model
A workforce planning model is helpful when considering growth and progression routes. By building a model you will become aware of the key fundamentals that are required in order to predict the resources needed to carry out that process, where resource challenges may be and how to mitigate the risks associated with this.
Forecasting
Forecasting future requirements is a key part of workforce planning. This will include the prediction of future workflow volumes for a process on which the organisation can base the numbers of staff which will be necessary to complete.
Organisational Culture
Organisational culture will be in place across each workplace and will affect the behaviour of the employees. You will be able to identify the most common forms of organisational culture and their key characteristics.
Leadership
Effective leadership allows you to get the best from your staff. An introduction to leadership theory and common types of leaders within business can support this development to allow for continued progress.
Measuring Performance
Measuring performance will allow leaders to highlight areas of support which is required to help support development and performance improvement for all staff.
Defining Creativity and Innovation
Creativity and innovation can cover different elements of progression and require different inputs. It is important to able to define these separately to be able to implement these within your workplace.
Creating a Culture of Creativity
Creating a culture of creativity will build an opportunity for staff members to work together to make improvements, sharing ideas with confidence. Leadership needs to be able to recognise ways to support this creativity.
Team Building and Innovation
Team building will require engagement from all involved, and this can be achieved with a focus on innovation. Being able to recognise skills and experience of current staff as well as hiring in new team members will help with adopting open innovation for progress.
Contact us
We have a dedicated and knowledgeable support team who will be able to discuss the best solution for you.
