The document outlines 5 secrets for successful leadership hires: 1) Take stock of business goals and capabilities before hiring; 2) Hire leaders that fit well with the existing team; 3) Collaborate on a transition plan to get new leaders up to speed; 4) Put in place key performance indicators to support and evaluate the new hire; 5) Focus on the long-term impact of the new leader rather than short-term timelines. Ford Hastings recommends workshops and working with experienced consultants to implement this framework.
This document provides a summary of the key steps and strategies for an effective job search process. It outlines 6 main sections:
1. Know Yourself - Complete a self-assessment to understand your priorities, interests, personality, and skills.
2. Explore Options - Research potential career options that align with your profile and the current job market.
3. Build Job Search Strategies - Learn tips for an effective resume, interview preparation, and networking.
4. Keep a Positive Spirit - Maintain a growth mindset and focus on factors within your control during your job search.
5. Help is Always Available - Leverage government support programs for skills training, career coaching, and job placement
Ohio University Pre-Internship WorkshopLex Stewart
Created for the Ohio University College of Business' Career and Student Success Center, this presentation provides the expectations and advice for students participating in internships for academic credit
The Seven Steps To Successfully Recruiting Hseq Professionalsrosszeboss
The seven steps to successfully recruiting HSEQ professionals are: 1) define the business need and authorize the recruitment process, 2) create a job description and define the role, 3) decide on qualifications and experience required, 4) consider the remuneration package, 5) choose between agency services or own advertising, 6) select candidates for interview and assessment, 7) manage the job offer and induction process.
5 Reasons Why Internships are Important For Your CareerREVA University
What are your plans for the semester break? How about pursuing an internship for a few months?
Whether it is paid or unpaid, the value of an internship is equal and is a great investment for the future.
The document outlines 5 secrets for successful leadership hires: 1) Take stock of business goals and capabilities before hiring; 2) Hire leaders that fit well with the existing team; 3) Collaborate on a transition plan to get new leaders up to speed; 4) Put in place key performance indicators to support and evaluate the new hire; 5) Focus on the long-term impact of the new leader rather than short-term timelines. Ford Hastings recommends workshops and working with experienced consultants to implement this framework.
This document provides a summary of the key steps and strategies for an effective job search process. It outlines 6 main sections:
1. Know Yourself - Complete a self-assessment to understand your priorities, interests, personality, and skills.
2. Explore Options - Research potential career options that align with your profile and the current job market.
3. Build Job Search Strategies - Learn tips for an effective resume, interview preparation, and networking.
4. Keep a Positive Spirit - Maintain a growth mindset and focus on factors within your control during your job search.
5. Help is Always Available - Leverage government support programs for skills training, career coaching, and job placement
Ohio University Pre-Internship WorkshopLex Stewart
Created for the Ohio University College of Business' Career and Student Success Center, this presentation provides the expectations and advice for students participating in internships for academic credit
The Seven Steps To Successfully Recruiting Hseq Professionalsrosszeboss
The seven steps to successfully recruiting HSEQ professionals are: 1) define the business need and authorize the recruitment process, 2) create a job description and define the role, 3) decide on qualifications and experience required, 4) consider the remuneration package, 5) choose between agency services or own advertising, 6) select candidates for interview and assessment, 7) manage the job offer and induction process.
5 Reasons Why Internships are Important For Your CareerREVA University
What are your plans for the semester break? How about pursuing an internship for a few months?
Whether it is paid or unpaid, the value of an internship is equal and is a great investment for the future.
The document provides a framework for designing effective onboarding programs that meet both employer and new hire needs, suggesting a balance of efficiency and empathy using a mix of online, group, and individual activities over an extended onboarding period from pre-hire through the first few weeks on the job. It contrasts the employer's focus on quickly getting new hires up to speed and compliant with the new hire's needs for belonging, support, and understanding expectations.
Onboard, Not Overboard: Accelerating The Time to New Hire Productivity with T...BizLibrary
How would you describe your new hire training & onboarding? Organized? Inefficient? Costly?
Did you know that effective onboarding improves:
Retention rates by 52%
Customer satisfaction by 53%
Time to Productivity by 60%
BizLibrary’s VP of marketing, Chris Osborn will present this Thursday on ways to improve your onboarding process so you can:
Accelerate the productivity time for your new hires.
Help new hires become familiar & comfortable with their job roles.
Improve employee retention.
Increase visibility of new hires.
www.bizlibrary.com
This document provides an overview of personnel planning, recruitment, and selection. It begins by outlining the steps in the recruitment and selection process. It then discusses techniques for employment planning and forecasting, including analyzing trends, ratios, and scatter plotting. The document also covers internal and external sources for recruiting candidates, such as current employees, referrals, advertising, employment agencies, and temporary staffing agencies. It emphasizes the importance of effective recruiting and evaluating recruiting outcomes. The overall purpose is to guide students through the process of personnel planning and selecting job candidates.
The document discusses the recruitment and selection process for small businesses. It defines recruitment and selection as identifying job needs, requirements, advertising openings, and choosing candidates. Key aspects of the process include creating job descriptions and specifications. Employers seek candidates with skills like communication, teamwork, problem-solving and organization. Methods for advertising roles include job centers, trade journals, newspapers, online, and internally. The selection process involves reviewing applications, checking references, and making a job offer.
This document discusses recruitment process outsourcing (RPO). It defines RPO as using external recruitment professionals to manage a company's internal recruitment. The benefits of RPO include saving time, reducing costs, increasing candidate quality, and access to recruitment expertise. It provides statistics on RPO usage and advises readers to carefully select an RPO provider that understands their needs and can improve their recruitment process. The document stresses the importance of planning recruitment and properly managing the relationship with an RPO provider.
Advance Pathshala HR Practical Training ServicesReenu Tiwari
The document provides information about an HR training program offered by Advance Pathshala. The 80-85 hour program covers topics like payroll processing, statutory compliance with laws like EPF and ESI, performance management, recruitment, and more. It aims to provide practical skills and knowledge needed for entry-level HR roles. Trainees will learn through online and classroom sessions, assignments, and have opportunities for client project work and 100% placement assistance. The fee for the complete training program is INR 12,000 plus GST.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers. Requirements vary but regulated fields require mandatory CPD. Research shows CPD is more effective when social, recognized, and uses high-quality activities. The CPD Standards Office aims to raise quality by accrediting providers across training, coaching, and online learning.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers and can take various forms from training to self-directed learning. Research shows that CPD is more effective when it is social, recognized, and high-quality. The Professional Development Consortium aims to improve CPD through research, raising quality standards, and recognizing successful CPD.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers and can take various forms from training to self-directed learning. Research shows that CPD is more effective when it is social, recognized, and high-quality. The Professional Development Consortium aims to improve CPD through research, raising quality standards, and rewarding successful CPD.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers and can take various forms from training to self-directed learning. Research shows that CPD is more effective when it is social, recognized, and high-quality. The Professional Development Consortium aims to improve CPD through research, raising quality standards, and recognizing successful CPD.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers. Requirements vary but regulated fields require mandatory CPD. Research shows CPD is more effective when social, recognized, and uses high-quality activities. The CPD Standards Office aims to raise quality by accrediting providers across training, coaching, and online learning.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers and can take various forms from training to self-directed learning. Research shows that CPD is more effective when it is social, recognized, and high-quality. The Professional Development Consortium aims to improve CPD through research, raising quality standards, and rewarding successful CPD.
10 tips to make training and development really worksSeta Wicaksana
The document provides 10 tips for making training and development initiatives more effective for organizations. The tips include ensuring training needs are identified, choosing appropriate training providers, creating an environment where employees are motivated to learn and apply new skills, setting clear objectives, measuring outcomes, involving managers, discussing expectations, getting feedback, and integrating training into an overall HR development process. The goal is to help training transfer useful information to employees and positively impact job performance.
The document discusses retention strategies used by companies to reduce employee attrition. It outlines 10 tools for curbing attrition, including offering competitive compensation and benefits, training managers, providing clear roles and responsibilities, offering retention bonuses for longevity, encouraging employee engagement practices like surveys, promoting teamwork, emphasizing fun activities, implementing induction programs, and encouraging further education. Various companies are cited that practice these strategies successfully, such as conducting climate surveys, roadmap meetings, treating all employees equally, and having open-door policies.
Students, Working Professionals, and Entrepreneurs. People who are looking for Freelancing and work from home can also join the program.
Bachelor or Equivalent Degree. Students who are pursuing their degrees also can Join the program. the percentage is not a matter. You should have good knowledge of social media.
The document discusses good practices for employee retention strategies based on research from the Saratoga Institute. It finds that the top reasons employees leave their jobs are related to lack of career growth opportunities, poor support and respect from supervisors, and low compensation. Effective retention strategies discussed in the document include selecting the right candidates for jobs, providing coaching and feedback, offering career advancement paths, making employees feel valued through recognition programs, reducing work-life imbalance, and inspiring confidence in leadership. Specific company examples are provided that implement tactics like career mapping, regular performance discussions, motivational vouchers, and emphasis on teamwork and communication to boost employee engagement and retention.
Why Renewing Your PMP® Certification is Important2.pdfDivya Malik
A project management certification provides many benefits, including enhancing your chances for promotion. Unfortunately, this does not last forever. Your PMP certification expires three years after you contribute most of the time to get it.
The Complete Guide to PMP 35 Contact Hours of Project Management Education OSP International LLC
What are the contact hours that PMI demands before you can apply for your PMP exam? We will tell you everything you need to know about the contact hours requirement for the PMP exam. We'll debunk some myths, define it all clearly and give you the tools you need to complete your application confidently.
The document provides a framework for designing effective onboarding programs that meet both employer and new hire needs, suggesting a balance of efficiency and empathy using a mix of online, group, and individual activities over an extended onboarding period from pre-hire through the first few weeks on the job. It contrasts the employer's focus on quickly getting new hires up to speed and compliant with the new hire's needs for belonging, support, and understanding expectations.
Onboard, Not Overboard: Accelerating The Time to New Hire Productivity with T...BizLibrary
How would you describe your new hire training & onboarding? Organized? Inefficient? Costly?
Did you know that effective onboarding improves:
Retention rates by 52%
Customer satisfaction by 53%
Time to Productivity by 60%
BizLibrary’s VP of marketing, Chris Osborn will present this Thursday on ways to improve your onboarding process so you can:
Accelerate the productivity time for your new hires.
Help new hires become familiar & comfortable with their job roles.
Improve employee retention.
Increase visibility of new hires.
www.bizlibrary.com
This document provides an overview of personnel planning, recruitment, and selection. It begins by outlining the steps in the recruitment and selection process. It then discusses techniques for employment planning and forecasting, including analyzing trends, ratios, and scatter plotting. The document also covers internal and external sources for recruiting candidates, such as current employees, referrals, advertising, employment agencies, and temporary staffing agencies. It emphasizes the importance of effective recruiting and evaluating recruiting outcomes. The overall purpose is to guide students through the process of personnel planning and selecting job candidates.
The document discusses the recruitment and selection process for small businesses. It defines recruitment and selection as identifying job needs, requirements, advertising openings, and choosing candidates. Key aspects of the process include creating job descriptions and specifications. Employers seek candidates with skills like communication, teamwork, problem-solving and organization. Methods for advertising roles include job centers, trade journals, newspapers, online, and internally. The selection process involves reviewing applications, checking references, and making a job offer.
This document discusses recruitment process outsourcing (RPO). It defines RPO as using external recruitment professionals to manage a company's internal recruitment. The benefits of RPO include saving time, reducing costs, increasing candidate quality, and access to recruitment expertise. It provides statistics on RPO usage and advises readers to carefully select an RPO provider that understands their needs and can improve their recruitment process. The document stresses the importance of planning recruitment and properly managing the relationship with an RPO provider.
Advance Pathshala HR Practical Training ServicesReenu Tiwari
The document provides information about an HR training program offered by Advance Pathshala. The 80-85 hour program covers topics like payroll processing, statutory compliance with laws like EPF and ESI, performance management, recruitment, and more. It aims to provide practical skills and knowledge needed for entry-level HR roles. Trainees will learn through online and classroom sessions, assignments, and have opportunities for client project work and 100% placement assistance. The fee for the complete training program is INR 12,000 plus GST.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers. Requirements vary but regulated fields require mandatory CPD. Research shows CPD is more effective when social, recognized, and uses high-quality activities. The CPD Standards Office aims to raise quality by accrediting providers across training, coaching, and online learning.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers and can take various forms from training to self-directed learning. Research shows that CPD is more effective when it is social, recognized, and high-quality. The Professional Development Consortium aims to improve CPD through research, raising quality standards, and recognizing successful CPD.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers and can take various forms from training to self-directed learning. Research shows that CPD is more effective when it is social, recognized, and high-quality. The Professional Development Consortium aims to improve CPD through research, raising quality standards, and rewarding successful CPD.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers and can take various forms from training to self-directed learning. Research shows that CPD is more effective when it is social, recognized, and high-quality. The Professional Development Consortium aims to improve CPD through research, raising quality standards, and recognizing successful CPD.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers. Requirements vary but regulated fields require mandatory CPD. Research shows CPD is more effective when social, recognized, and uses high-quality activities. The CPD Standards Office aims to raise quality by accrediting providers across training, coaching, and online learning.
Continuing professional development (CPD) involves intentionally developing knowledge and skills needed for one's profession. CPD is expected by most professional bodies and employers and can take various forms from training to self-directed learning. Research shows that CPD is more effective when it is social, recognized, and high-quality. The Professional Development Consortium aims to improve CPD through research, raising quality standards, and rewarding successful CPD.
10 tips to make training and development really worksSeta Wicaksana
The document provides 10 tips for making training and development initiatives more effective for organizations. The tips include ensuring training needs are identified, choosing appropriate training providers, creating an environment where employees are motivated to learn and apply new skills, setting clear objectives, measuring outcomes, involving managers, discussing expectations, getting feedback, and integrating training into an overall HR development process. The goal is to help training transfer useful information to employees and positively impact job performance.
The document discusses retention strategies used by companies to reduce employee attrition. It outlines 10 tools for curbing attrition, including offering competitive compensation and benefits, training managers, providing clear roles and responsibilities, offering retention bonuses for longevity, encouraging employee engagement practices like surveys, promoting teamwork, emphasizing fun activities, implementing induction programs, and encouraging further education. Various companies are cited that practice these strategies successfully, such as conducting climate surveys, roadmap meetings, treating all employees equally, and having open-door policies.
Students, Working Professionals, and Entrepreneurs. People who are looking for Freelancing and work from home can also join the program.
Bachelor or Equivalent Degree. Students who are pursuing their degrees also can Join the program. the percentage is not a matter. You should have good knowledge of social media.
The document discusses good practices for employee retention strategies based on research from the Saratoga Institute. It finds that the top reasons employees leave their jobs are related to lack of career growth opportunities, poor support and respect from supervisors, and low compensation. Effective retention strategies discussed in the document include selecting the right candidates for jobs, providing coaching and feedback, offering career advancement paths, making employees feel valued through recognition programs, reducing work-life imbalance, and inspiring confidence in leadership. Specific company examples are provided that implement tactics like career mapping, regular performance discussions, motivational vouchers, and emphasis on teamwork and communication to boost employee engagement and retention.
Why Renewing Your PMP® Certification is Important2.pdfDivya Malik
A project management certification provides many benefits, including enhancing your chances for promotion. Unfortunately, this does not last forever. Your PMP certification expires three years after you contribute most of the time to get it.
The Complete Guide to PMP 35 Contact Hours of Project Management Education OSP International LLC
What are the contact hours that PMI demands before you can apply for your PMP exam? We will tell you everything you need to know about the contact hours requirement for the PMP exam. We'll debunk some myths, define it all clearly and give you the tools you need to complete your application confidently.
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Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
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Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
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"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
9. POINTS TO BE DICUSSED
Whether Training is for Learning Or
Earning?
Whether Training or Job?
If Yes for Job
In Secretarial or BPO sector or under Merchant
Banker and Others
If Yes for Training
In Company
Under PCS
Whether The Job Preferred Is In A
Company Or As A PCS?
10. Options for Semi Qualified
CS Inter
BPO
Secretarial
Executive
Training
PCS Company
11. Areas of training
• Compliance with the Company Law
• Capital Market
• Compliance with the Listing agreement
• IPR
• Labour laws
• Administration including HRD
• Information technology
• Finance and Accounts
12. The 7 C’s of Training
1. Connectivity
2. Content
3. Community
4. Capacity
5. Culture
6. Cooperation
7. Capital
13. B5 Consulting Private Limited
TRAINING vis-à-vis INDIVIDUAL
Broaden the horizon
Put the right man at the right place
maintaining and improving interpersonal and inter group
collaboration.
Practical side of the theory part
Floor to get corporate exposure
Market Watch
it helps keep you motivated and breaks up your normal routine.
Training can help you get beyond the daily routine and perhaps
energize you to do better work
Calendar Your Development
14. Training vis-à-vis corporates
• Growth, expansion and modernization
• Increases productivity and profitability,
• reduces cost and increases skill
• Prevents obsolescence
• Develops a problem solving attitude
• Awareness of rules and procedures
• Personal growth and success
• Makes the candidate more productive in workplace
and valuable
• Enhances corporate image
15. Pre requisites
• Clear Vision
• Positive Approach
• Day dreaming
• Presentation
• Repeated readings
• Practical Approach
• Updated knowledge
You can not get back
Once u step
forward
16. APPROACH
Determined a plan for success in the workplace,
and then begin drafting your training plan today
It offers the added advantage of networking and
drawing from others’ experiences.
benefit of sharing from life experience
Often the procedures, ideas, short cuts, and
timesaving hints learned in training and
development sessions equal more time in the long
run.
18. Regulations
Chapter VII Practical Experience and
Training Requirements
Reg 47: Practical experience and training
Reg 49: Training after Intermediate
examination
Reg 50: Compulsory Practical training
Reg 51: Exemption from training except
SMTP
Reg 52: Partial exemption
Reg 55: Proof of Practical experience and
training
19. Check List for Trainees
To join as a Apprentice Trainee under a Practicing Company
Secretary registered to impart the practical training to the trainees.
Or
As a Management Trainee in a Company recognized by the ICSI
Enter into the contract of apprenticeship on a non- judicial stamp
paper and send the photo copy of the same to the Institute along
with the Demand Draft for Rs.50/-
Maintain training dairy on daily basis
Submit quarterly reports to the Institute
20. Contd…
Also attend the 25 hours Professional Academic
Programme during the training period conducted
by the Institute
submission of the project report during the course
of training to the Institute
After passing the CS Final take training i.e. five
working days at ROC and six working days at
Stock Exchange.
Attend SMTP
Apply for Membership
21. OBLIGATIONS OF TRAINEES
Diligently and faithfully serve the employer
Not to destroy, cancel, obliterate, spoil, embezzle,
spend, make away with of books papers, plans,
documents, monies, stamps or chattels of the employer,
his personal representatives or assignees, or of his
partner (s) or of any of his clients
Keep the secrets of the employer and/his partner or
partners and of his and their clients and employers and
will not divulge the names
22. CONTD..
will readily and cheerfully obey and execute the
lawful and reasonable commands of the employer
and will not depart or absent from the service of
employment without his consent
well and faithfully serve the employer, will make
good and fully indemnify the employer for any loss or
damage suffered or sustained by mis–behaviour or
improper conduct
23. CALENDAR
• Set up an appointment with a Trainer to
discuss training and development options.
Be prepared to discuss areas in which you
need training.
• Mark a date on your calendar by which you
want to have your personal training plan in
hand.
• Place all your training dates in a year-at-a-
glance calendar. Keep those dates free
from other appointments and meetings.
• Have a reward date in which you do
something special based on completion of
your training plan.