Developing People and Organisations Through Public Service Programmes

www.ripainternational.co.uk | + 44 (0)20 7470 9100
Developing people
and organisations

www.ripainternational.co.uk | + 44 (0)20 7470 9100 | ripa.training@capita.co.uk
Contents
Treasury Management 48
International Accounting Standards: IPSAS and IFRS 49
Integrated Financial Management Systems (IFMIS) 50
Managing Investments for Pension Funds and Trusts 50
Risk Based Internal Audit and Assurance 51
Forensic Audit 51
The Complete Procurement Cycle 52
A Modern Approach to Procurement: A Strategic Perspective 53
Effective Tendering, Award of Contract and Managing your Provider 53
Procurement Audit 54
Controlling Staff and Salary Costs 54
Parliamentary and Justice Reform 57
Parliamentary Administration: Benchmarking against UK and
European Parliaments
59
Study Tour to the European Parliament in Brussels 59
Statecraft for Elected Members 60
The Complete Legislative Drafter 60
Translating Policy into Legislation 61
Legislative Drafting: A Blended Learning Approach 61
Judicial Administration: London Study Tour 62
Judicial Case Management 62
Judicial and Legal Ethics 63
Tribunals: Managing and Administering Justice 63
Successful Prosecution in a Complex and Interconnected World 64
Handling Victims and Witnesses 64
Young People and Crime 65
Managing and Evaluating Policies and Projects 67
Results Based Management (RBM) 69
Managing Sector-Wide Approaches (SWAps) 69
Project and Programme Management 70
Monitoring and Evaluation 70
Project Risk Management 71
PRINCE2® 71
Managing Infrastructure Programmes 72
Impact Assessment and Evaluation 72
The Complete Policy-Maker 73
Evidence Based Policy-Making: Analysis and Use of Evidence 73
Implementing a Strategic Performance System using a Balanced
Scorecard
74
Improving Business Processes 74
Events and Logistics Management (including Government Protocol
and Etiquette)
75
Communications and Customer Service 77
Speech Writing and Speech Making for Leaders 79
Public Relations and Working with the Media 79
Citizen Engagement and Strategic Communication 80
Customer Service Excellence 80
Our Schedule 82
Booking Terms and Conditions 86
Booking Form 87
Where To Find Us Inside cover
About RIPA International 2
Our Values 3
Our Services 4
Where We Work 5
London Learning Suite 6
About Capita plc 7
Leadership and Change 9
Leading Change: Strategy, Processes and People 11
Planning for Change: From Strategy into Action 12
Implementing Sustainable Change 12
Managing People through Change: Attitudes and Behaviours 13
Improving Productivity and Performance 13
Women into Leadership 14
Emotional Intelligence 14
Leadership 15
The Global Leadership Masterclass 16
The Executive Leadership Programme 17
Management Strategies 18
Institutional Development for Permanent Secretaries 18
Crisis Management and Contingency Planning 19
Combination Programmes 19
HR and Organisational Development 21
The Complete Human Resources Professional 23
Transforming HR Strategy in your Organisation 24
Workforce Planning: Succession Strategies and Talent Management 24
Effective Performance Management, Engagement and Reward
Strategies
25
Developing and Implementing a Competency Framework 25
Dispute Resolution and Negotiation 26
HR for Senior Non-HR Professionals 26
Managing Organisational Development 27
The Complete Learning and Development Toolkit 28
Identifying and Actioning L&D Requirements 28
Training, Development and Evaluation (including Train the Trainer) 29
Integrity, Ethics and Good Governance 31
Public and Private Sector Corporate Governance 33
Government and Corporate Security Management 33
Preventing and Combating Fraud and Corruption 34
Preventing Fraud and Corruption: Models and Strategies 34
Investigating and Responding to Financial and Economic Crime 35
RIPA International’s Expertise - By Sector 36
Fire Service Programmes 37
Public Sector Strategy and Reform 39
Transforming Public Service Delivery 41
Developing Organisational Strategy 41
Community Driven Development: Building Effective Services 42
Public Private Partnerships: Strategy and Policy Issues 42
Effective Records and Information Management 43
Integrated Border Management: Enhanced Customs and
Immigration Services
43
Financial Management and Procurement 45
Public Financial Management: Planning and Control 47
Financial Risk Management 47
Improving Tax Compliance 48
Look out for the NEW symbol indicating new
programmes added for 2016.
PRINCE2® is a registered trade mark of AXELOS Limited.

Welcome
Developing People and Organisations
Dear Colleague,
I am delighted to present RIPA International’s Directory of Programmes for 2016.
As the international development community agrees a deﬁned set of Sustainable Development Goals (SDGs) to take us
through to 2030, it seemed an appropriate time for us at RIPA International to restate our own purpose as we move into a
new year. Put simply, we develop people and organisations.
Organisations develop over time.Their processes and underlying structures become more complex and evolve to meet the
demands of their stakeholders and environment.The question is, are they developing in the right way? Do they adapt to
meet the ever-changing needs of their communities? Do they become stronger?
It goes without saying, however, that the development of its people is also necessary for any organisation to function
effectively. But in the contemporary world the link between staff and their organisation can be ﬂuid and temporary. How
can organisational systems ensure experience and knowledge do not leave when individuals do? Succession planning, talent
management, as well as coaching and mentoring can all go some way to address this problem.
And when transformational change programmes are undertaken, new approaches and skills must be embedded that will
survive external pressures, staff attrition and other threats to continuity.That is why the tools and techniques we introduce
our participants to in the classroom are always underpinned by long-term Organisation Action Plans. We maintain
relationships following programmes to review progress against the forward action plan.
The symbiosis and dependency between people and organisational performance fascinates us.
Last year, we had the privilege of directly supporting the development of the public services of over 60 countries
worldwide. This was largely achieved through a mix of our open forum scheduled programmes in London, tailored projects
delivered across the world, and bespoke study tours. As well as current content and measurable learning outcomes, all our
programmes are designed to ensure sustainability and realise value for money.
We hope to work with you and your organisation this year. We are passionate about development, and transforming public
services for the better.
Warmest Regards,
Tim Runacre
Managing Director, RIPA International

2
The RIPA International team
RIPA International has built its reputation on providing professional capacity
development, consultancy and tailored development services both in the UK and
internationally.
Our comprehensive learning solutions are designed to prepare your organisation to
respond successfully to the ever prevalent challenges being faced by governments and
public services worldwide.
About RIPA International
Our Mission
RIPA International supports effective public service management and reform
worldwide. With over 90 years’ experience, we aim to build capacity through
development programmes for central and state governments, agencies, utilities,
and public and privately owned corporations.
Through structured programmes, workshops and conferences, we work to
disseminate best practice and encourage its application in key fields of
expertise including leadership, parliamentary and justice reform, public financial
management, ethics and anti-corruption.
Our Flexibility
Any of our open programmes can be tailored to your organisation’s specific
capacity building requirements, and can be delivered either at our state-of-
the art facility in London or in a country of your choice.Tailored study visits
are included components for every programme we conduct in London and
internationally, and give our participants the opportunity to experience relevant
organisations at work first-hand.
The Director
of Studies /
Course
Tutor
Learning
materials
Pre- and
post-course
customer
care
Overall
benefits
of the
programme
98% of our participants in 2015 have rated
RIPA International as excellent or good in
the following categories:

3
RIPA International
Reputation
RIPA International, part of Capita plc, has its origins inThe Royal Institute of Public Administration, founded in 1922, and has continued to
build its capability and expertise in leadership and public service development.
We support national governments, individual ministries, departments, central banks, and wider finance, energy and commercial sector
organisations in line with their specific strategic requirements. We have built our reputation on the success of regional and international capacity
building initiatives, including sector specific projects. We have also successfully delivered tailored development projects in more than 40
countries worldwide.
Innovation
Our commitment to continuous improvement and customer satisfaction has kept RIPA International consistently at the forefront of capacity
development. We are leaders in the field and truly value innovation. Our programmes are adapted to reflect both best practice and current
thinking, and we research and launch new programmes on a regular basis.
We are dedicated to our participants’ experience and deploy the latest technologies in our learning sessions; programme content is loaded on to
advanced e-readers, and learning notes can be downloaded from our SMART boards in real time.
Passion
At RIPA International, we are passionate about learning and development. Our team, including our Directors of Studies and also office staff,
have many years of experience between them dedicated to the upskilling of others. Many members of our distinguished faculty are active
consultants in the field, working with national governments and private sector organisations at the highest levels.
We adopt an active facilitation style in all our programmes; although theory is important, our programmes are characterised by a high level of
delegate participation, group and individual exercises and case study based learning.
Accountability
We hold ourselves accountable to the various world class professional bodies and institutions that accredit or endorse our programmes.
These are rooted in the best practice as demonstrated by the UK Government and the Justice System of England and Wales.
Our Values
We have been awarded a Certificate of
Accreditation from the British Accreditation
Council (BAC) for Independent Further and
Higher Education.
RIPA International is a member
of British Expertise.
Our InternationalAccounting
Standards: IPSASand IFRS
programme has been accredited
by the Chartered Institute of
Management Accountants (CIMA).
See p.49.
Our Public RelationsandWorking
withthe Media programme is
accredited professional development
by the Chartered Institute of Public
Relations. See p.79.
OurCrisis ManagementandContingency
Planning programme is endorsed by the
Institute of Civil Protection and Emergency
Management (ICPEM). See p.19.
Our flagship Leadership programme is
approved as a ‘Development Award’ by
globally recognised Institute for Leadership
and Management (ILM). See p.15.
ISO 9001:2008 for the design,
delivery, project management
and administration of training
programmes and conferences for UK
and international markets, including
both public and private sectors.
ILM is a trademark of the City and Guilds of London Institute and is used
under licence.
RIPA International is accredited or endorsed by:

4
Open Learning Programmes
Delivered at our dedicated suite in London, our open learning programmes and workshops
provide capacity building solutions across eight core faculties:
Our Services
These programmes are ideal for developing the skills and knowledge bases of key personnel
from your organisation. Practical in focus and interactive in delivery, these learning solutions
are designed to act as catalysts for change, improving service delivery and achieving
their strategic objectives. Where relevant, these programmes also support private sector
organisations to improve their commercial performance.
Attracting a high number of participants worldwide every year, our open learning programmes
and workshops also provide an excellent opportunity to network and learn from peers in other
countries and organisations that face similar challenges.
Full programme outlines, including scheduled dates and fees, are featured in this directory.
Tailored Learning
Solutions
Do you need learning solutions for a
group of your staff?
We can deliver any of our open
programmes as a group programme
specifically for your organisation, either in
the UK or in your own country.
We also recognise that sometimes
organisations are presented with unique
development needs that require a
customised solution. For these situations
we offer the tailored learning option; these
options are based on our current portfolio
of programmes and workshops, but they
are developed at the specific request of
individual organisations to meet their
exact requirements.
To ensure your specific learning objectives
are achieved, we work in partnership
with you from the outset, identifying
your needs, key objectives and intended
outcomes before appointing a Director of
Studies that we are confident can deliver
these requirements. We can also develop
unique curricula and learning materials
when necessary. Case studies of recently
completed RIPA International tailored
programmes are featured throughout this
directory to give you a better idea of the
services we offer.
Consultancy
In addition to our tailored solutions, we can
also undertake bespoke consultancy.
Our international network of experts has
extensive experience of delivering in-country
consultancy across all subject areas at a
national and organisational level.The delivery
timescale on our consultancy services can
range from a few days to comprehensive
year-on-year design and review programmes.
Coaching
We can offer Directors of Studies with
advanced coaching and mentoring skills who
are adept at developing senior personnel.
Contact us to arrange one-to-one sessions
with senior executives to tackle a specific
work challenge or to develop leadership
skills.
Networking and Social Events
All participants take part in a networking lunch or evening reception per week of their stay, plus
the opportunity to explore London through guided tours or visits to iconic landmarks such as
theTower of London, British Museum and Wembley Stadium.These networking activities are
designed to strengthen the group learning dynamic and ongoing peer-to-peer relationships.
Site Visits
Every programme and workshop includes one visit per week to a relevant organisation because
we believe that real life reinforcement of classroom learning delivers great benefits.These
include visits to the Houses of Parliament, Royal Courts of Justice, Local Authorities and
professional institutes. For details of some of our fantastic visits, see the Faculty introduction
pages.
Study Tours
We can also arrange study and benchmarking tours which are an excellent way to compare
your organisation with its counterparts in the UK and Europe. Recent study tours have been
undertaken with the Ministry of Education in Oman, the Bangladesh Institute of Marine
Technology, and we run an annual study tour to the European Parliament in Brussels.
HR and
Organisational
Development
Leadership and
Change
Integrity, Ethics
and Good
Governance
Public Sector
Strategy and
Reform
Financial
Management
and
Procurement
Parliamentary
and Justice
Reform
Monitoring
and Evaluating
Policies and
Projects
Communications
and Customer
Service

5
RIPA International
Botswana
Capacity Building, Botswana Public Service College
p27
Bangladesh
Bureau of Manpower, Employment andTraining (BMET), Marine Study
Tour and training programme
p29
Tanzania
Change Management, Prime Minister’s Office: Regional and Local
Government (PMO-RALG)
p35
Nigeria
Reforming Public Financial Management, Public Sector Governance
Reform and Development Project
p55
Tanzania
Ethics and Good Governance in the Public Sector, UONGOZI Institute
p55
India
Parliamentary Administration, Rajya Sabha and Lok Sabha
p65
Commonwealth of Dominica
Monitoring and Evaluation, Office of the National Authorising Officer
for the European Development Fund
p75
Kenya
Business Process Outsourcing and InformationTechnology Enabled
Services, Kenya Information CommunicationTechnology Authority
p81
Kazakhstan
Improving Public Service Delivery, Academy of Public Administration of
the Republic of Kazakhstan
p81
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3
4
5
6
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8
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2
3
4
5
6
7
8
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Managing DirectorTim Runacre and
Head of Business Development Aarron
Smart with senior officials at Ministry
ofTransport,Works, Supply and
Communication in Lusaka, Zambia.
Where We Work
RIPA International undertakes capacity building projects in many
countries worldwide. Recent projects have included:
Case Studies

6
RIPA International’s open learning programmes are
delivered at our purpose built state-of-the-art learning
suite, which features classrooms ﬁtted with the latest
SMART boards to aid interactive and participative learning.
London Learning Suite
When a man is
tired of London,
he is tired of life.
Samuel Johnson
Participants on our open
learning programmes receive
an e-reader pre-loaded with
learning materials
We are located in the
beating heart of London
Our location
We are located in the beating heart of London (see
the inside back cover for a map of our location), with
many of the UK’s iconic attractions and institutions
just a stone’s throw away. Sir Christopher Wren’s
masterpiece, St Paul’s Cathedral; the British Museum,
home to over eight million artefacts from around the
globe; and theTate Modern, housed in a former power
station on the bank of the RiverThames, are all but a
short walk away.
Exploring London
Visiting places that are a little further aﬁeld is also not
a problem thanks to London’s world class transport
network.
London is world renowned for its shopping.
Department stores such as Harrods, Selfridges and
Fortnum & Mason share the city with busy markets
and of course there is Oxford Street, home to over
300 shops and stores, just ten minutes’ away byTube.
If you require any advice about what to do and see
during your stay in London, or how to get around,
then our team of coordinators will be more than
happy to help you.
Accommodation
Our coordinators work with participants to advise
them on hotels in the desired location and price range.
We have negotiated favourable rates with a range of
hotels, many of which are just a short walk or tube
ride away. We are here to help you with any issues or
questions you might have during your stay.
Participants on our open learning programmes also receive an advanced e-reader pre-loaded
with their required learning materials – more convenient, and ecologically friendly, than
traditional printed hand-outs.
Outside of the classroom, participants are also free to make themselves at home in the break-
out area.This is the ideal place to network with your colleagues, enjoy your lunch or simply
relax and unwind with a complimentary hot drink.

7
RIPA International
Forbes has once again ranked
Capita at number 60 in its
listing of the world’s 100
most innovative companies.
Civil Service Learning UK
In 2012 Capita was awarded the contract
to deliver the Civil Service Learning (CSL)
platform to the UK civil service. CSL replaced
the National School of Government as the
centre of capacity building for the public
sector across the entire United Kingdom.
Designing Schools for Today’s
Children
Capita’s multi-disciplinary design team has
delivered a brand new primary school for
the children of Blackburn that has gone on
to win a number of awards – including RIBA
regional, national and client awards for 2013,
as well as a CivicTrust commendation.
Swindon Borough Council
Swindon Borough Council wanted to
transform the way it did business – meeting
challenging savings targets at the same time
as radically improving its customer services.
The Council selected Capita as a long-term
strategic partner to completely overhaul its
existing operations. A 15-year partnership
was launched in 2007 and now, at the half-
way point of the relationship, we are on track
to double the original projected savings of £9
million.
Crossrail
London’s Crossrail is the most ambitious
transport scheme in London for fifty years.
Designed to join the Great Western and
Great Easters railway networks, Crossrail
is a 118 kilometre rail link. Capita is part
of the team designing tunnels and portals,
putting together a multi-disciplinary team of
architects and M&E engineers.
Transport for London
Transport for London (TfL) in partnership
with Greater London Authority (GLA)
chose Capita to deliver and review
its training provision for managing
performance and business effectiveness.
Working in partnership withTfL Learning
& Development, Capita co-designed
four tailored programmes encompassing
Coaching Skills, Planning and Organising,
Report Writing and Managing Performance,
which all received positive feedback and
paved the way for further training.
The Teachers’ Pension Scheme
Capita has administered theTeachers’
Pensions Scheme since 1996 and it is the
second largest public sector pension scheme
in the UK with over 1.6 million members.
Capita embarked on a programme with the
Department of Education to raise awareness
amongst members and to help them
proactively manage their pensions.
As a result, service improvements have led to
a 48% reduction in the cost base, generating
approximately £28 million of savings for the
government.
As a FTSE 100 professional and support service organisation, Capita provides RIPA International with facilities support, excellent in-house
knowledge and expertise for both our open programmes and tailored learning solutions.
Capita’s service capabilities encompass management consultancy, finance and treasury advice, property and infrastructure consultancy, human
resources, customer services, administration and strategic support, life and pensions, financial services administration and offshore solutions -
delivered to both public and private sector organisations.
Across these areas, Capita has proven expertise in innovative service design, change management and extensive ICT capabilities. Here are some
examples of the Capita’s accomplishments:
In 1992 RIPA International joined Capita plc, the UK’s
leading provider of business process management (BPM),
outsourcing (BPO) and integrated professional support
service solutions.
About Capita plc

8
Rural Tanzania
A strong and effective leadership team is essential
for improvement and growth at an organisational
or national level. RIPA International has a long and
enviable reputation for developing leaders through
our extensive portfolio of leadership, strategic
management and change programmes.

9
Leadership and Change
All materials for open programmes are
provided on advanced e-readers
If you would like any of our programmes tailored for your
organisation please call +44 (0)20 7470 9100
Faculty Schedule
Programmes and workshops Start date End date
Leading Change: Strategy, Processes and People 29/02/2016
09/05/2016
26/09/2016
21/11/2016
18/03/2016
27/05/2016
14/10/2016
09/12/2016
Planning for Change: From Strategy into Action 29/02/2016
09/05/2016
26/09/2016
21/11/2016
04/03/2016
13/05/2016
30/09/2016
25/11/2016
Implementing Sustainable Change 07/03/2016
16/05/2016
03/10/2016
28/11/2016
11/03/2016
20/05/2016
07/10/2016
02/12/2016
Managing People through Change: Attitudes and Behaviours 14/03/2016
23/05/2016
10/10/2016
05/12/2016
18/03/2016
27/05/2016
14/10/2016
09/12/2016
Improving Productivity and Performance 18/04/2016
18/07/2016
29/04/2016
29/07/2016
Women into Leadership 12/09/2016 23/09/2016
Emotional Intelligence 08/02/2016
30/08/2016
12/02/2016
02/09/2016
Leadership 25/01/2016
15/08/2016
05/12/2016
05/02/2016
26/08/2016
16/12/2016
The Global Leadership Masterclass 07/12/2016 08/12/2016
The Executive Leadership Programme 04/04/2016
17/10/2016
15/04/2016
28/10/2016
Management Strategies 20/06/2016
31/10/2016
01/07/2016
04/11/2016
Institutional Development for Permanent Secretaries 22/08/2016 26/08/2016
Crisis Management and Contingency Planning 13/06/2016
07/11/2016
24/06/2016
18/11/2016
Leadership
and Change

10
Our featured
Director of Studies
The Institution of Mechanical Engineers (IMechE)
is one of the fastest growing professional engineering
institutions. Headquartered in London, but with operations
around the world, the Institution has over 111,000
members in more than 140 countries, working at the heart
of the most important and dynamic industries.
With a 160-year heritage, and Her Majesty the Queen
as their patron, today’s Institution is a forward-looking,
campaigning organisation.
By working with leading companies, universities and think
tanks, IMechE creates and shares knowledge to provide
Indicative Study Visit
The programme was very well
organised and I learned a lot
which will be very useful to
my organisation.
Excellent tutors. Well done!
Hanifa Addai
Director of Management Information Systems
Bank of Sierra Leone, a participant on the
Crisis Management andContingency Planning
programme
Mark Watson
Mark is a development economist with more
than 25 years’ experience, and has undertaken
assignments in 51 countries for organisations
such as the World Bank, United Nations and
European Union.
Mark is the Director of Studies for a number of
programmes, including Institutional Development for
Permanent Secretaries, Results Based Management and
Managing Infrastructure Programmes.
Leadership
and Change
government, businesses and the public with
fresh thinking and authoritative guidance on
all aspects of mechanical engineering.
The Institution has hosted RIPA International
for many study visits within the ﬁelds of
Leadership and Human Resources. With
an impressive campus and interactive
presentations, these visits have always been
successful and engaging.

11
Programme aim:
“It is not the strongest of the species that survive, nor the
most intelligent, but the one most responsive to change.”
- Charles Darwin
This comprehensive three-week modular programme combines the
following workshops from our Leadership faculty, which can be taken
in their entirety, or selected and combined based on relevance:
1 2 3
Leading Change:
Strategy, Processes and People
Duration: 3 weeks
Fees: £5,100
Dates:
29 Feb - 18 Mar
9 May - 27 May
26 Sep - 14 Oct
21 Nov - 9 Dec
This is an excellent course that has prepared
me to undertake my role as a change
champion in my organisation!
I am equipped and ready to implement change
in my department.
Nelly Chepkios Muttai
Manager at Communications Authority, Kenya, a participant on
the Managing People throughChange, Attitudes and Behaviours
workshop
It will equip you with all the skills you need to plan and successfully
implement sustainable change within your organisation, including
effectively supporting your people through this process. Participants
will analyse strategic approaches to implementing successful change
and explore how they can be applied or adapted to your organisation.
There are also exercises to help you understand key change theories
and their practical implementation. Participants already involved in
change programmes will be able to share their experience as well as
expanding their knowledge.
What you will learn:
• How to take a phased approach to managing and implementing
change
• Identifying the human, technical and financial resources required
for change
• Applying the leadership skills and strategies that influence
behaviour
• Influencing attitudes through listening, coaching and motivating to
build trust, confidence and self-esteem
• Identifying what needs to change, and why, and how to plan for it
• Engaging internal and external stakeholders in the change process
• Managing barriers and risks to change
• Planning the organisational culture of the future
Benefits of attending – You will be able to:
• Develop robust implementation strategies, processes, tools and
techniques
• Communicate effectively with staff at all levels to prepare them for
sustainable change and ensure positive engagement in the change
process
• Recognise and use a range of appropriate leadership styles to
address the changing needs of the organisation and the individuals
who will be asked to adopt and implement the changes
Carolyn Kerry
Specialist in organisational change, civil service reform and the
implementation and management of change.
As an organisational psychologist with over 15 years’ experience
working on both public and private sector initiatives, she has
worked extensively with senior civil servants and executives
from around the world and is equally at home in one-to-one and
group settings.
A confident and relaxed communicator who is focused on the
practical achievement of group objectives, Carolyn believes that
change can only occur when trust and confidence exist between
facilitator and client.
Philip Champness
Consultant and facilitator who works with public and
voluntary sector clients internationally and in Britain.
His particular interests are organisation strategy, complexity,
change management, leadership development, culture and
behaviour change and corporate governance.
Aside from delivering Managing People through Change:
Attitudes and Behaviours for RIPA International, Philip is also
an Independent Member of the Care Council for Wales, and a
Non-Executive Director of the Welsh Assembly Government’s
Corporate Governance Committee for Public Sector and Local
Government Delivery.
The Leading Change programme will be led by:
1
2
3
Planning for Change: From Strategy into Action
Implementing Sustainable Change
Managing People through Change: Attitudes
and Behaviour

12
Dates:
7 Mar - 11 Mar
16 May - 20 May
3 Oct - 7 Oct
28 Nov - 2 Dec
Dates:
29 Feb - 4 Mar
9 May - 13 May
26 Sep - 30 Sep
21 Nov - 25 Nov
1 2 31 2 3
Workshop aim:
The quality of your change implementation strategies and staff
engagement will be major factors in determining the ultimate success
of your organisational, departmental and team change initiatives.
Sustainable change is determined by three equally important factors:
1. The quality and execution of the change implementation strategies
2. The processes adopted
3. The manner in which managers engage and support staff
throughout the process.
This is especially true for managers who have been tasked with
helping to get the change implemented. Whatever the change, it is
common to feel concerned by the scale of the challenge, the upheaval
it may bring and the reactions of your staff.
In this context, managers have to be able to introduce and manage
change to ensure the organisational objectives of change are met,
while ensuring that day-to-day business continues.
This highly practical and realistic workshop is designed to address
these issues and to equip participants with the confidence to move
forward using a structured and human approach. It will help you
explore and understand the things that happen before, during and
after change and offer tools to make potentially difficult situations
easier and more achievable.
• A phased and balanced approach to change implementation that
addresses organisational needs and human reactions
• Techniques to collect and analyse data to correctly identify what
needs to change and how
• Identifying desired resources: human, technical and financial
• The current working culture and prescribing step changes to embed
the change in day-to-day activities
• Strategies to encourage a leadership style that is highly visible,
present and constantly in touch with staff.
• Skills and techniques to encourage internal commitment of staff
• Feedback, monitoring and evaluation techniques
• The use of templates, guidelines and checklists to better manage
change implementation plans
• Prepare change implementation strategies using appropriate
processes, tools and techniques
• Prescribe actions to encourage supportive and committed
leadership
• Guide and motivate all levels of staff for sustainable change
• Manage the process of change implementation
• Apply appropriate communication and relationship building
techniques to manage resistance
• Use monitoring and evaluation techniques to assess change
Workshop aim:
The old proverb, “the only thing constant is change”, has never
been more prevalent than in today’s society. As leaders or managers
we are constantly being asked to deal with change as it arises and
cope with its impact on our people, while ensuring that the day-to-
day work gets done.
This workshop offers an informative and valuable pathway of
understanding for planning and leading organisational-wide,
departmental and team change.You will gain the tools and
perspectives necessary to develop specific action plans in support of
your initiatives, whilst gathering the skills and knowledge to motivate
your staff to understand and accept their role in helping to bring
about the desired results.
It also provides answers to some of the key questions asked by leaders
when confronted by the need to change, including: what are the key
factors I must take into account and how can I get the necessary
support and resources necessary to make things happen?
• Understanding all facets of the change process
• How to identify what should be changed, why it should be changed
and how to bring about change for the better
• How to encourage and maximising optimum skills and attitudes for
successful change leadership
• Developing sound change strategies using a range of planning tools
• Breaking down large-scale change strategies into achievable action
plans
• Identifying the conscious and unconscious dynamics of change
• Engaging all stakeholders in the joint ownership of the desired end
result
• How to develop and apply engaging and personalised
communication strategies
• Influencing skills to sell the need for change
• Applying appropriate techniques to enhance working relationships
• Build organisation-wide and departmental change strategies and
break them down into achievable action plans
• Deploy a range of appropriate change leadership styles to address
the needs of the organisation and motivate individuals most
affected
• Prepare and secure the support of your change management team,
change agents and senior supporters
• Shift the emphasis from just technical issues (hard systems) to
include people/emotional reactions to change (soft systems)
• Employ a range of techniques to motivate staff to accept and move
with the change
Duration: 1 week
Fees: £2,350
Duration: 1 week
Fees: £2,350
Implementing
Sustainable Change
Planning for Change:
From Strategy into Action
1 2

13
Dates:
18 Apr - 29 Apr
18 Jul - 29 Jul
Programme aim:
Arguably, the most important function of the effective leader is
to increase productivity and to maintain the highest standards of
performance.This ensures that a workforce is operating to their full
potential and reassures key stakeholders that the department or
organisation is working at an optimal level.
Motivating leadership plays an important part in this, but
organisations also need to have robust performance measurement
systems in place that clearly express objectives, indicators and success
criteria.
This programme focuses on both of these requirements for improving
performance, exploring how leaders can develop their own qualities
and skills by reviewing and explaining the three complementary
dimensions of leadership: Strategic, tactical and operational.
Ideal for the established or aspiring leader, this programme covers
effective monitoring, staff appraisal, optimising performance through
individual and team management and team governance. It provides
insight and guidance into areas including: policy formulation;
environmental and operational control; reward and sanction
mechanisms; management by objective (MBO); project management;
negotiation and conflict management; effective decision making and
problem solving.
• The essential skills and competences to improve productivity and
performance
• How to comprehensively review and measure organisational /
departmental performance improvement, identifying relevant
‘drivers’ and interventions
• Employing relevant case studies, team-based exercises and role-
play to establish a strategic plan and operational model to ensure
improved performance management
• Establishing a robust and continuous performance monitoring and
evaluation system for critical functions, processes and projects
• How to employ effective decision making and problem solving to
ensure continuous improvement and to support the successful
completion of established performance targets
• Effective communication through briefing and appraisals
• Assertiveness, negotiation, conflict resolution, influence and
persuasion skills
• Return to your organisation and confidently and competently
improve performance
• Establish a resilient performance strategy and complementary
operational plan and a robust quality management system (QMS)
to ensure continuous high performance
• Improve productivity within the constraints of an established
budget
1 2 3
Workshop aim:
Experience tells us that improving organisation performance is not
easy. Sustainable organisation change comes from the inside out; by
learning to behave differently we can deliver better services for the
public and develop more satisfying work for ourselves.
Most organisation change programmes fail however, because while
structures and technology may alter, attitudes and behaviours often
remain stubbornly the same.This workshop aims to tackle that head
on. Working with participants’ real-life experiences, it will develop the
capacity of participants to change themselves, their teams and their
organisations.
This interactive workshop will broaden your awareness. Learning from
models, self-diagnosis and participants’ shared experiences, you will
gain insights into how your thinking and behaviour impact on people
and organisational performance.The workshop includes guidance
on how to become an agent of change by moving from a power to a
service model of engaged leadership. It will help you empower your
teams to self-direct and contribute more.
It includes a visit to learn from leaders who have successfully changed
behaviour and enhanced performance. It will also use examples of
organisation change achieved by outstanding managers in Africa
and Asia.
• How to become more self-aware by recognising different styles of
learning and more understanding of people who think and learn in
different ways
• How to develop teams that are more self-directing and committed
• Identifying your leadership style and recognising when to be a
commander, manager or leader
• Influencing attitudes by listening, using emotional intelligence,
giving and receiving feedback, and building trust and self esteem
• Diagnosing your organisation’s culture
• Recognising blame culture and practicing ways of avoiding it
• Use of systems-thinking to gain feedback from staff/customers
to create shared understanding and commitment to improving
organisation processes
• Develop leadership skills and techniques to enable you and your
teams to change the way you behave
• Manage improvement projects using up-to-date strategies that
engage teams in change
• Understand your organisation’s systems and identify and tackle
root causes of negative attitudes
• Better understand your workplace experiences and become a more
effective leader through the empathic support of other participants
Improving Productivity
and Performance
Managing People through Change:
Attitudes and Behaviours
Duration: 2 weeks
Fees: £3,950
Dates:
14 Mar - 18 Mar
23 May - 27 May
10 Oct - 14 Oct
5 Dec - 9 Dec
Duration: 1 week
Fees: £2,350
3

14
Dates:
8 Feb - 12 Feb
30 Aug - 2 Sep
Dates:
12 Sep - 23 Sep
Workshop aim:
“If all you have is a hammer, everything looks like a nail.”
- Abraham Maslow, ‘The Psychology of Science’
In recent years, Emotional Intelligence (EI) has emerged as a key
element of leadership to complement traditional problem-solving
intelligence.
We now understand that organisations are run by people – for people
– and organisations with more emotionally intelligent leaders have
been shown to have higher levels of organisational engagement.
A critical element in the success of an organisation is for leaders to
understand themselves; once they have gained this understanding
they can begin to gain insights into others and how successful
relationships are developed so that performance can be optimised.
The ability to use both Intelligence Quotient (IQ) and Emotional
Quotient (EQ) together is at the heart of successful leadership,
management and people in a continuallyVolatile, Uncertain, Complex
and Ambiguous (VUCA) World.
Emotional Intelligence skills are a sought-after commodity in today’s
business world and this workshop will enable participants to clearly
identify what it is, why it is important and how you can develop it. It
will develop participants’ EQ skills so that they understand how their
own emotions (intrapersonal) impact on relationships (interpersonal),
decisions and stress management. It will also enable participants to
prioritise areas for development and generate practical improvement
‘tools’ to successfully lead and manage.
The structure of the week is built around the five ‘realms’ of EI:
• Self-Perception: Concerned with the ‘inner self’. Understanding it
determines how in touch you are with your feelings and how good
you feel about yourself
• Self-Expression: Enables you to assess your ability to remain self-
directed and openly express thoughts and feelings in a constructive
way
• Interpersonal: Enables you to understand and relate well to others
in a variety of situations, inspire trust, and function well as part of a
team
• Decision-Making: Use your emotions in the best way to solve
problems and make optimal choices
• Stress Management: How to be flexible, tolerate stress,
demonstrate resilience, maintain a positive attitude and
constructively withstand adverse events and conflicting emotions
• Gain an insight into EI, what it is and how you can use it
• Develop self-awareness and self-management of personal
emotions
• Recognise emotions in others, responding to those emotions in
order to inspire high performance
• Understand the consequences of behaviour and weigh decisions
before action
Programme aim:
This intensive programme is targeted at women who are aspiring to
improve their leadership capabilities. Its objective is to assist women
to better understand what drives and sustains successful leadership,
their personal motivations and strengths, and how best to work
within a demanding organisational environment while maintaining a
reasonable balance between work and home life.
Researchers agree that men and women are equally capable of
becoming good leaders, however, research also indicates that the path
to senior roles for women is often less straight-forward and difficult
to truly ‘own’ once senior status is achieved. Factors impacting on
women’s path to leadership positions can include:
• Organisational cultures based on traditional, more ‘masculine’,
notions of what makes a good senior leader
• Unexamined recruitment, promotion and developmental strategies
that do not develop a balanced set of ‘hard’ skills and ‘soft’ skills in
their upper ranks
• Work/life issues and interactions
• The way in which men and women build and use working
relationships and networks
Why a women-only programme?
This programme’s aim is to provide a trusting and non-competitive
environment in which participants can objectively identify their
unique talents and abilities, areas for improvement and obstacles face
faced as senior women, away from the pressures of their day-to-day
life. It is highly interactive and supplemented by experiential exercises,
site visits, feedback on current styles and co-counselling sessions.
A key feature will be attendance at a prestigious one-day conference
for women leaders in the UK Civil Service, which includes hands-on
advice and coaching.
• Maximising essential styles, skills and attitudes for leadership
success
• Enhancing your strategic perspective through improved planning,
change implementation and stakeholder inclusion
• Acting with power and confidence within your hierarchy
• Becoming more emotionally/politically literate and building
supportive alliances
• Communicating with clarity and authority
• Developing and maintaining greater self-confidence and personal
power
• Act with greater confidence and ownership when applying your
own unique leadership style
• Employ an enhanced strategic focus, especially in times of change
• Know how and when to influence, inspire and motivate
• Apply advanced communication and relationship-building
techniques
• Use improved confidence and personal power to influence others
• Attain and maintain an enhanced work/life balance
Duration: 1 week
Fees: £2,350
Duration: 2 weeks
Fees: £3,950
Emotional
Intelligence
Women into
Leadership

15
Dates:
25 Jan - 5 Feb
15 Aug - 26 Aug
5 Dec - 16 Dec
Duration: 2 weeks
Fees: £3,950
Leadership
Programme aim:
“Leadership and learning are indispensable to each other.”
- John F. Kennedy
Leaders, especially those holding senior decision-making posts
in government ministries, agencies and the private sector, are
continually required to tackle significant challenges in today’s testing
times. Against a backdrop of fiscal restraint, political influences and
global challenges, leaders need to set a strategic direction that takes
account of a whole host of internal and external factors that can
affect their organisation’s overall goals and mission.
All committed leaders want to ensure that their organisational
outcomes are achieved and to leave a legacy of good work.To reach
this goal, they must continuously develop themselves and their staff,
as well as enhancing and keeping their business knowledge up-to-
date.
Research shows that to become an outstanding leader there are four
critical areas on which you should focus:
• The latest contemporary approaches to leadership internationally
• Exploring the ‘Agile Leader’ as a new concept for leadership learning
• How to get your vision and strategy communicated and embedded
within the organisation
• Assessing your individual leadership style and planning your
personal development for the future
• Using a self-assessment tool to assess organisational capability
• The importance of trust, ethics and consistency in the leadership
role
• Dealing effectively and fairly with conflict
• Recognising that change is constant and needs to be planned,
managed and clearly communicated
• Understanding Emotional Intelligence and how it can be used to
improve your performance and personal well-being
• How to confidently present with impact to the media and a range
of audiences
• Understand your strengths and weaknesses as a leader
• Develop a development plan for your continuous improvement
• Use lessons learned to improve the performance of yourself and
your staff
• Evaluate organisational strategy and performance and key
opportunities for improvement
• Improve your skills in analysing and utilising different approaches to
leadership
• Share experiences and network effectively with other senior leaders
The participants were from different countries
providing diverse experiences in different
environments.
The level was elite. The sessions were thought
provoking. The lessons transformational once
implemented.
Francis Haiya,
Head of Internal Audit, Roads Fund Administration, Malawi, a
participant on the Leadership programme
Increasingly, Emotional Intelligence is also seen as a key skill.Trust,
respect and honesty are now recognised as having a vital role to play
in the more holistic approach to leadership taken by many forward
looking organisations.
All of these key knowledge areas will be explored thoroughly
throughout our highly participative two-week Leadership programme.
Many of the critical issues that today’s leaders face are universal,
but the solutions they need to find must take into account the
particular requirements, context, resources and culture of their own
organisation.The programme will delve into participants’ particular
challenges in a mutually supportive environment that encourages a
frank sharing of views.
Participants will work through the very latest leadership thinking and
models, and will also have access to a range of tools and techniques to
enable them to refine and build on their current leadership skills.They
will take the next step in developing their full leadership potential, and
learn how to apply a range of leadership styles to different situations.
Vision Empowerment Environment Responsibility
Our Leadership programme is designated and approved as a
‘Development Award’ by the globally recognised Institute for
Leadership and Management (ILM).
Participants who complete the Leadership programme will
receive an ILM Development Award (full attendance is required).
ILM is a trademark of the City and Guilds of London Institute and is used under licence

16
DavidTaylor
Inspirational leadership
coach and best-selling
author
Lord Scriven
Member of the House of
Lords and international
public service reformer
Hilary Spencer
Director of Civil Service
Learning in the UK
Nigel Peters
Director, British Expertise
Mel Owers
Leadership and
Emotional Intelligence
consultant
DrVanessa Iwowo
Fellow, London School of
Economics
Rev. Dr. Simon
Robinson
Professor of Professional
Ethics, Leeds Beckett
University
Roger Gomm
Crisis Management,
resilience and leadership
expert
The agenda for the 2016 Masterclass will be
announced in spring 2016.
To register your interest in attending, contact
us at ripa.training@capita.co.uk or call us on
+44 (0)20 7479 9100.
Save the date!
The Global Leadership
Masterclass 2016
will take place on the 7 and 8 December
The Global Leadership
Masterclass
Over two days, participants will have the chance to learn, debate and network with their peers from all continents,
plus distinguished guests from the UK public sector, diplomatic corps, the political world and donor organisations.
Hear from renowned leadership experts including:
How to book
You will be automatically enrolled in the Masterclass if you are a participant in the Management Strategies
programme from 7-18 December (see p.18), or you can book the two day Masterclass separately.
For full programme details and information on how to book, visit the Masterclass page at
www.ripainternational.co.uk or call us on +44 (0)20 7479 9100.
8 and 9 December 2015, RIPA International, London
RIPA International’s 2nd
annual Global Leadership Masterclass
will showcase the expertise of some of its distinguished faculty
alongside leading lights from the areas of leadership and management
excellence.

17
Dates:
4 Apr - 15 Apr
17 Oct - 28 Oct
Duration: 2 weeks
Fees: £4,995
The Executive
Leadership Programme
RIPA International is delighted to launch the Executive Leadership Programme.
It offers an ideal opportunity for senior-level RIPA International alumni to hone their
expertise and is exclusively available to past participants of the following programmes:
The successful leader is on a journey of continual improvement and this exciting programme gives participants the chance to take their
strategic leadership skills to the next level.You will be challenged to think differently about your approach to real-life challenges in an
intensive but supportive learning environment, with an emphasis on active and practical learning. Including:
The Leading
Change:
Strategy, People
and Processes
programmes
Leadership Women into
Leadership
Institutional
Development
for Permanent
Secretaries
Developing
Organisational
Strategy
Why attend?
• Experience a focused and personalised
approach to your personal development
that will enhance your leadership skills and
knowledge
• Be challenged to think differently about
how you tackle difficult situations and
people
• Benefit from a senior cadre of guest
speakers adding value with their unique
business perspectives
• Network with senior peers from across the
globe and benefit from time outside the
classroom environment through the visits
and overnight trip
• Confidential 1:1 coaching to tackle your
approach to a real life challenge – your
‘critical friend’
• Reaching the next skill level for
strategic planning and problem solving
• Understanding complex global trends
and the ‘wicked problems’ that require
multi agency collaboration
• How to work with political leaders and
ever-changing pressures and priorities
Unique programme benefits include:
• Developing the key attributes of the
‘Agile Leader’ – creativity, curiosity,
critical thinking, flexibility and emotional
resilience
• Enhancing your self-perception,
mindfulness and Emotional Intelligence to
change the way you deal with challenging
situations and people
• Tackling challenges raised in your previous
Operational Action Plans – work one-to
one with a coach in a confidential session
• Achieving more gravitas and impact
as a communicator - improve your
presentation skills with an expert trainer
Transfer from the airport to
your hotel
Welcoming breakfast reception
Visits to leading public and
private sector organisations
An overnight stay outside of
London
Advanced tablet to facilitate
learning during the programme
A closing networking dinner with
a keynote guest speaker
Private online alumni group to
continue the debate after the
programme
Personal coaching session
The Executive
Leadership
Programme

18
Management
Strategies
Dates:
20 Jun - 1 Jul (London)
31 Oct - 4 Nov (Dubai)
Duration:
1 week - Dubai
2 weeks - London
Fees: £2,350 - Dubai
£3,950 - London
Workshop aim:
Many Permanent Secretaries make the transition from a background
that is professional or technical in nature to one that entails broader
management responsibilities.This requires lateral thinking about
the needs of their organisations, as well as upskilling to meet new
challenges. In rapidly evolving environments where there are rising
expectations regarding service delivery standards, Permanent
Secretaries also have a key leadership role, helping their organisations
to reposition for the future.
This workshop is well-focused to ensure that within the one week,
participants are able to learn new skills across key disciplines of
change management, finance, human resource management and
organisational development. It is tailored to deliver clear advice and
create a stimulating environment in which participants can cross-
learn and share experiences, stepping back from their hectic day-to-
day work to think critically about the change process. It will enable
them to consider the sequencing of reforms, the risks of change, the
challenges of creating a consensus around reforms, and performance
strengthening.
Materials are provided in concise formats to enable rapid distillation,
with a strong emphasis on usability.This workshop places a particular
emphasis on ‘need to know’ advice and information, which avoids
excessive detail on the understanding that ‘less is more’ and that
busy executives do not have the time to undertake lengthy MBA
programmes.The focus on practicality will appeal to all those with
ambition to see results quickly.
• Planning at an institutional level: moving from vision to
implementation
• How to enhance focus and strategy optimisation
• Appreciation of different models of governance oversight and
institutional structures
• Different approaches to introducing and sequencing reforms
• Strengthening cross-working to avoid silos and addressing the
challenges of matrix management
• Improving finance management and payment by results
• Performance measurement and management
• Supporting organisational cultural change
• Take a more strategic approach to leadership and lead those around
you with more confidence and direction
• Strengthen the service delivery of your organisation
• Undertake an organisational capacity assessment and action plan
Programme aim:
As a manager you will have spent a lot of time gaining professional
and technical qualifications and becoming an expert in your area.You
may currently be managing a busy and challenging department or be
newly promoted into the exciting but stimulating management world.
The business world is ever-changing and challenging and the role and
skill levels of the modern manager needs to reflect this.This highly
practical programme will give you the opportunity to focus on the
latest thinking around management practices to enhance and build on
your current managerial skills.
You will explore a wide range of management tools and learn how to
improve key management areas to enhance the performance of both
you and your staff, while achieving the strategic objectives of your
organisation.
This practical programme will encourage you to bring a working
issue, challenge or project that can be presented and discussed in
Action Learning Groups. Potential solutions will be explored with your
Director of Studies and fellow participants to help you achieve your
organisational business strategy goals.
• Defining and planning departmental strategy in a clear and
concise way
• How to ensure that the business or departmental strategy is
clearly communicated and linked to outcomes and communicating
effectively with the team
• Managing and monitoring your team in a fair and equitable way
• Ensuring a positive work culture in your department to enhance
performance
• Tools to develop your team members’ performance e.g. effective
use of the performance appraisal system
• How to coach your team members to enhance individual
performance
• Dealing with conflict and challenging behaviour in your team and
how to resolve these issues
• How to manage and drive change and a range of tools to assist you
with this process
• Achieve organisation and departmental strategies and outcomes
• Improve the performance of individuals in your team
• Resolve a current work issue or challenge in an Action Learning
Group to improve performance for the future
• Manage change in a more effective way
Dates:
22 Aug - 26 Aug
Duration: 1 week
Fees: £2,450
Institutional Development
for Permanent Secretaries
This is a premium programme and includes the following:
• Breakfast reception to greet participants
• A networking dinner
• Transfers to and from the airport

19
We understand that there are sometimes
areas of learning in different faculties that
complement each other and can deliver a
broader learning solution.
Programme aim:
History has demonstrated that the way in which an organisation
prepares for and responds to an emerging critical incident can have a
huge impact on its long term sustainability and brand value. Effective
crisis management and contingency planning can significantly reduce
the negative impact of the event. Conversely, a weak or ineffective
response can result in the unnecessary loss of life, criminal liability
and catastrophic organisational damage.
While organisations face unique challenges, the core principles
of effective crisis management and contingency planning can be
applied worldwide. Using real incidents as a vehicle for learning, this
programme provides participants with cost effective, realistic and
sustainable options reflecting current best practice.
They will gain a clear understanding of the rationale and business
benefits for investing in effective crisis management and contingency
planning, while focusing on principles and methodologies that have
been proven to work. Participants will leave with the necessary skills
and knowledge to refine existing contingency plans and improve
their crisis management procedures. Participation will also enable
responsible organisations to discharge their duty of care to staff,
shareholders and local communities.
• The rationale and business benefits for practicing effective crisis
management and contingency planning
• The definitions of threat, risk and vulnerability
• The potential ‘costs’ associated with ineffective crisis management
• The composition and key functions of a crisis management team
• The process of identifying key strategic threats and risks
• Time-critical decision making
• The importance of decision-making logs and accurate record
keeping
• Identify key strategic threats and risks
• Apply a scoring matrix to help quantify and assess organisational
vulnerability
• Develop strategies and contingency plans to mitigate the impact
of identified threats and risks, thereby reducing organisational
vulnerability
• Develop ‘Gold’ (control) strategies
• Devise training and exercise programmes
• Activate a Crisis ManagementTeam (CMT)
Dates:
13 Jun - 24 Jun
7 Nov - 18 Nov
Combination
Programmes
Duration: 2 weeks
Fees: £3,950
Crisis Management
and Contingency Planning
Crisis Management andContingency Planning is endorsed
by the Institute of Civil Protection and Emergency
Management (ICPEM)
Programmes Dates
Leadership and Emotional
Intelligence
25/01/16 - 12/02/16
15/08/16 - 02/09/16
Managing Projects and Improving
Business Processes
15/02/16 - 04/03/16
17/10/16 - 04/11/16
Leading Change: From Strategy to
Implementation
29/02/16 - 11/03/16
09/05/16 - 20/05/16
26/09/16 - 07/10/16
21/11/16 - 02/12/16
Managing People through Change
Implementation
07/03/16 - 18/03/16
16/05/16 - 27/05/16
03/10/16 - 14/10/16
28/11/16 - 09/12/16
Transforming HR Strategy and
Implementing Smarter Workforce
Planning, Succession and Talent
Management
11/04/16 - 22/04/16
07/11/16 - 18/11/16
Transforming HR Practice: Workforce
Planning, Performance Management,
Engagement and Reward
18/04/16 - 29/04/16
14/11/16 - 25/11/16
Public Financial Management and
Risk Based Internal Audit
25/04/16 - 13/05/16
25/07/16 - 12/08/16
07/11/16 - 25/11/16
Project and Financial Risk
Management
27/06/16 - 08/07/16
05/12/16 - 16/12/16
A Strategic Approach to
Procurement: Tender, Award And
Managing Providers
09/05/16 - 20/05/16
10/10/16 - 21/10/16
Effective Tendering, Award, Provider
Management and Audit
16/05/16 - 27/05/16
17/10/16 - 28/10/16
In recognition of our participants’ multifaceted
development needs, we have scheduled the following
programmes and workshops from across our eight faculties
to create combined learning programmes.
If there are any other programmes that run in consecutive
weeks and that you think would suit your requirements as
combined courses, please get in touch to discuss.
Detailed outlines and prices for the combined programmes
can be found at www.ripainternational.co.uk.

20
Attorney General’s Chambers Building in Gaborone, Botswana
The modern HR department plays an integral role in
driving organisational success by ensuring that it moves
forward with a skilled, well trained and motivated
workforce.
Our HR and Organisational Development faculty
delivers the essential skills required by today’s HR
or L&D professional to deliver a high performing
organisation and staff.

21
HR and Organisational Development
Faculty Schedule
The Complete Human Resources Professional 11/04/2016
07/11/2016
29/04/2016
25/11/2016
Transforming HR Strategy in your Organisation 11/04/2016
07/11/2016
15/04/2016
11/11/2016
Workforce Planning: Succession Strategies and Talent Management 18/04/2016
14/11/2016
22/04/2016
18/11/2016
Effective Performance Management, Engagement and Reward Strategies 25/01/2016
25/04/2016
21/11/2016
29/01/2016
29/04/2016
25/11/2016
Developing and Implementing a Competency Framework 08/08/2016 12/08/2016
Dispute Resolution and Negotiation 24/10/2016 28/10/2016
HR for Senior Non-HR Professionals 07/03/2016
01/08/2016
11/03/2016
05/08/2016
Managing Organisational Development 25/07/2016 29/07/2016
The Complete Learning and Development Toolkit 15/02/2016
12/09/2016
26/02/2016
23/09/2016
Identifying and Actioning L&D Requirements 15/02/2016
12/09/2016
19/02/2016
16/09/2016
Training, Development and Evaluation (including Train the Trainer) 22/02/2016
19/09/2016
26/02/2016
23/09/2016
HR and Organisational
Development

22
Our featured
Director of Studies
This was one of the best Learning and
Development programmes I have
undertaken in my life. The facilitators
were to say the least: excellent!
The learning environment was good
and the support extended to all the
participants was wonderful. The use
of the e-reader is perfect for the
presentations.
Linet Misati
Chief Programme Officer, Parliament of
Kenya, a participant on TheComplete Learning
and DevelopmentToolkit programme
Ann is a highly qualified trainer, coach and
mediator and has delivered programmes in
countries such as Dominica, Botswana, Bahrain,
Thailand and The Gambia. With over 20 years of
experience in the public sector, Ann has held a
wide range of senior management roles.
Ann is Director of Studies for a number of flagship
programmes at RIPA International, including Developing
and Implementing aCompetency Framework and The
Complete Learning and DevelopmentToolkit.
Ann Hall
HR and Organisational
Development
The City of London Corporation
is a uniquely diverse organisation. It supports and promotes
London as the world’s leading international financial and
business centre and attracts new business to the capital
and the whole UK.
It works in partnership with local communities to increase
skills, employment and opportunities for all Londoners,
through a range of education and training provision and
through the City Bridge Trust, which donates more than
£15m to charity annually. It also enhances the capital as
a hub of culture, history and green spaces for Londoners
– residents, workers, and visitors - with its
Barbican Centre, Guildhall School of Music
& Drama, Guildhall Library and Art Gallery,
London Metropolitan Archives and 11,000
acres of open spaces (including Hampstead
Heath and Epping Forest).
RIPA International participants have had
the opportunity to visit a number of The
City of London’s institutions and are
consistently impressed by their openness and
professionalism.
Indicative Study Visit

23
Programme aim:
This comprehensive three-week modular programme combines the
following workshops from our HR and Organisational Development
faculty, which can be taken in their entirety, or selected and combined
based on relevance:
These workshops have been selected to complement each other,
providing complete coverage of the HR profession, and are mapped
against the key competencies employed by forward-thinking
organisations worldwide.
Undertaking this extended programme will inspire you to adopt a
more strategic and integrated approach to recruiting, developing,
engaging and rewarding your people in line with your organisational
values.You will also realise the impact that external factors can have
on your workforce, and learn to respond to these trends to create
successful people management strategies.
• Practical methodologies to implement a people strategy in a range
of organisations within different international contexts
• How to gain buy-in for your strategy from stakeholders and senior
management
• Improving performance management systems for your organisation
• The key elements of a workforce planning strategy
• Developing employer branding, employee value proposition and
employer of choice strategies for your organisation
• Creating and developing effective talent and succession planning
strategies
• Developing a measurement methodology for your organisation
• Linking performance management with engagement and reward
• Using the tools gained from each module into a truly
transformational HR strategy
1 2 3
Dates:
11 Apr - 29 Apr
7 Nov - 25 Nov
Duration: 3 weeks
Fees: £5,100
The Complete
Human Resources Professional
Excellent course. I would recommend it to
anyone who is interested in improving the HR
function in his or her organisation.
Highly qualiﬁed resource personnel were
used and the support staff were excellent.
Margaret Mayers
Secretary to the Commissions’ Personnel Administration
Division Barbados, a participant on TheComplete Human
Resources Professional programme
• Implement an effective short and long-term people strategy for
your organisation
• Identify and construct the key elements of a strategic workforce
plan
• Develop and measure talent and leadership development
interventions, to support organisational goals
• Create a symbiotic link between performance management and
reward1
2
3
Transforming HR Strategy in your Organisation
Workforce Planning: Succession Strategies
andTalent Management
Effective Performance Management, Engagement
and Reward Strategies

24
Dates:
18 Apr - 22 Apr
14 Nov - 18 Nov
Dates:
11 Apr - 15 Apr
7 Nov - 11 Nov
1 2 31 2 3
Workshop aim:
Long term organisational success requires the alignment of
people with the organisation’s strategy.This is HR’s key role in
the organisation, and yet it is often unable to connect people and
processes effectively.
In order for HR to ensure the organisation continues to grow whilst
operating efficiently, it needs to transform the way it manages
workforce planning, resourcing and recruitment.This workshop will
help you make the connections between your organisation’s strategy
and your people, develop HR’s influence at the senior level in your
organisation and transform it into a forward thinking department.
Participants will review the strategic approaches that organisations
take to position themselves as employers, and learn how to plan
effectively so they are able to meet their current and anticipated
organisational skills needs. A wide range of research and practical
examples from both public and private sector organisations
internationally will be used to demonstrate best practice in this area.
• Practical methodologies to design and implement HR strategy
• How to identify organisational needs and priorities
• Key HR issues and external/internal strategic contexts for your
organisation
• Up-to-date examples of other organisations’ HR strategies
• Defining situation-specific integrated HR strategies that drive value
in key areas of the organisation
• Assessing HR capabilities and the actual resources required
• Constructing a strategic workforce plan
• Conducting effective demand forecasting and planning
• Adapt workforce planning and resourcing strategies to internal and
external labour market impacts
• Auditing your HR and analyse data in line with organisational
objectives
• Conducting turnover /stability analyses
• Recognise the key HR issues in your sector and their impact on HR
strategy
• Apply the key steps to develop and implement a HR strategy for
your organisation
• Diagnose HR priorities for your organisation and then integrate HR
strategy with your organisation’s strategy
• Recognise challenges in developing and implementing an HR
strategy and identify ways to remove them
• Develop your own organisational workforce plan for discussion on
your return to work
• Enhance your analytical skills, enabling you to undertake planning,
forecasting and gap analysis
• Ensure that organisational recruitment and selection processes are
robust
Workshop aim:
“Talent is the multiplier.The more energy and attention you
invest in it, the greater the yield.The time you spend with your
best is, quite simply, your most productive time.”
– Marcus Buckingham, ‘First, Break All the Rules: What the World’s
Greatest Managers Do Differently’
Organisations need to be strategic and proactive in how they attract,
identify, develop, engage, retain and deploy talented people. In order
for organisations to thrive and be successful, they need to understand
which of their posts are strategically important and have plans in
place for when they become vacant. Organisations also need to
understand what ‘talent’ looks like so they can attract, retain and
motivate great people and maximise overall performance.This is
critical to the continued success of your organisation now, more than
ever before.
Succession planning enables organisations to make plans about
‘business critical’ posts. When talent management and succession
planning are integrated, organisations are able to fully utilise their
people to meet both individual and organisational objectives.
By the end of this highly interactive workshop you will have a
guaranteed way to create a succession plan, and have a range of
easy to use skills to manage and retain talented staff. It is run by an
expert in the field who has practical and proven experience to help
you discover everything you need to take a more strategic, objective
and integrated approach to resourcing, engagement and talent
development.
• What talent management and succession planning are and how to
use them
• The principles of succession planning and the link to your
organisation’s objectives
• How to identify the ‘business critical’ roles, potential vacancies and
future talent
• What the ‘talent pipeline’ is and the metrics of talent management
• Use of techniques to assist in talent management such as the
‘retention toolkit’
• Create, design and implement a robust succession plan
• Identify talent based on performance and potential
• Understand generational differences and how to motivate each of
them based on need
• Use a retention toolkit to keep your best staff so your organisation
grows and develops
Workforce Planning:
Succession Strategies
and Talent Management
Duration: 1 week
Fees: £2,350
Duration: 1 week
Fees: £2,350
Transforming HR Strategy
in your Organisation
1 2

25
Dates:
8 Aug - 12 Aug
Dates:
25 Jan - 29 Jan
25 Apr - 29 Apr
21 Nov - 25 Nov1 2 3
Workshop aim:
Organisations face the challenge of creating performance,
engagement and reward strategies that align to organisational
strategies, create motivation, are agile enough to respond to change
and are perceived as fair in both the individual and collective cultural
context.Trying to balance these often competing priorities is a
constant challenge faced by HR leaders.
This workshop will equip you with the key knowledge and skills to
create and develop effective performance management, engagement
and reward strategies for your organisation that help you measure
and improve the performance and motivation of all your staff.You will
come away with an achievable plan for integrating and implementing
these in your own environment.
This workshop identifies best practices internationally in both public
and private sector contexts, and looks at how these can be modified
and applied to the specific context of the participants and their
organisations.
• Current trends in performance management, engagement and
reward
• Implementing effective performance management strategies
• How to link performance management and employee engagement
• The role of HR in improving motivation and encouraging optimum
performance
• Improving line manager capabilities
• Linking performance management and reward
• How to create and implement a range of reward strategies and
systems
• Collecting and analysing reward and pay data, job evaluation
processes and tools
• Developing an effective engagement and retention strategy
• Ensure that performance management is an integral process within
the organisation
• Utilise a range of techniques to enhance line managers’
understanding and skills in order to achieve a performance
management culture
• Improve employee engagement and levels of motivation
• Develop a successful and realistic reward strategy that is tailored to
your organisational needs
Workshop aim:
Enhancing and developing individuals and teams throughout the
organisation is a critical part of the Learning and Development (L&D)
function, and L&D professionals need to be at the forefront of driving
through new initiatives.
One way of improving outcomes and performance is to develop a
Competency Framework tailored to the organisation’s needs. Getting
it right can be complex but extremely worthwhile, as a robust
Competency Framework will link to a range of key processes such as
recruitment and selection, performance appraisal and all of the L&D
opportunities available to your staff.
In order to manage this exciting project, you will need to expand
and enhance your skills and knowledge in this specialised area.This
intensive, highly practical one-week workshop will assist you in
undertaking the process of developing a Competency Framework in
the organisation.
• The benefits of developing a Competency Framework in your
organisation
• How to clearly evaluate any existing Competency Frameworks
• Ensuring top management commitment over the long-term
• Designing, planning and building a Competency Framework that is
tailored to the organisation’s learning and development needs
• Identifying the resources required for development of the
Framework
• Creating the Competency team and defining individual roles
• The importance of consultation and communication with staff and
directors
• The use of questionnaires and focus groups when gathering
information
• Integrating the Competency Framework into the organisation
through a range of techniques such as briefings and training events
• ‘Selling’ the Competency Framework at all levels of the
organisation
• Identify the key components you need in a Competency Framework
• Sell the benefits of development to staff and senior management
• Expand your knowledge and skills in how to design, develop and roll
out a Framework
• Develop a Competency Framework plan ready to use when you
return to your organisation
Duration: 1 week
Fees: £2,350
Duration: 1 week
Fees: £2,350
Developing and Implementing a
Competency Framework
Effective Performance
Management, Engagement
and Reward Strategies 3

26
Workshop aim:
The management of the HR function of any organisation is critical
to its success, but it is frequently the case that due to ‘rotation’
or restructuring, senior managers from other departments and
disciplines move to take on senior responsibilities within Human
Resources without a background in the field.
This workshop delivers an excellent grounding in all of the key HR
essentials and works through the whole life cycle: recruiting the right
people; managing and motivating them effectively; managing training
schedules and Personal Development Programmes; through to having
a system in place for identifying, developing and measuring talent.The
aim of this workshop is for those new to the HR function to complete
it understanding exactly what HR entails, why it is so important
and how doing it well can make such a positive contribution to an
organisation’s success.
Participants will look at the various parts of HR including organisation
development; resourcing; talent planning; learning and development;
performance management and reward; employee engagement;
employee relations, and the measures of each to determine
the effectiveness, efficiency and impact of the HR function. It
also considers the challenges and opportunities of managing an
increasingly multi-generational workforce.
This workshop is invaluable to anyone who is new to HR and needs to
understand the profession and develop their HR skills rapidly.
• What HR is both at an individual and organisational level
• Why HR is important to the success of the organisation
• Your HR toolkit: An A-Z of what you need to know as a senior
manager
• A grounding of all the key elements and principles of running an HR
function
• How the different parts of HR interact with each other
• How to use tools to measure the effectiveness of HR in an
organisation
• What HR interventions are appropriate to drive success in a multi-
generational workforce
• Understand how HR contributes to organisational success
• Plan and manage L&D and training programmes
• Use diagnostic measures to gauge organisational health
• Recommend appropriate people measures to report to senior
leadership
• Develop a range of tools to drive people and organisational success
Workshop aim:
Where there is workplace interaction there will inevitably be
disagreement and dispute.This can lead to conflict, which if
unresolved, can be costly to both individuals and the organisation.
As a manager operating in a complex and demanding organisational
environment, it is important for you to recognise, understand and
respond appropriately to manage disputes and bring them to a
successful resolution, at the same time promoting harmonious
working relations amongst the workforce.
A manager needs to be a skilful intervener who is able to facilitate
constructive discussions with those in dispute, and then get the
respective parties to identify and work towards identifying mutually
agreed solutions that restore long-term respectful professional
working relationships.
There is a range of highly useful early interventions which are non-
litigious and economical ways of resolving workplace conflict.
During this one-week workshop you will learn different approaches
that come under the umbrella term of dispute resolution, including
negotiation, mediation and conciliation. Conflict resolution strategies
will be examined, including the latest methods and techniques.
The workshop’s curriculum will be reinforced through interactive
exercises and highly effective role-play scenarios that reflect different
conflict scenarios.
• How to recognise different approaches to managing conflict in
the workplace and how to develop your negotiation and conflict
management skills
• Identifying and practicing communication, influencing and
persuasion skills that will help manage and resolve conflict in the
workplace
• Strengthening leadership skills to manage workplace disputes
proactively
• Creating the conditions for successful dispute resolution within the
culture of your organisation
• Understanding organisational culture as a critical factor when
undertaking mediation between parties in dispute
• The role of trade unions in disputes and how to manage them
• Develop the constructive skills and knowledge to be able to
intervene successfully in disputes to reach mutually agreed
solutions
• Better understand why and how people react to conflict in the
workplace and respond appropriately
• Ensure that a dispute resolution process is integral to the HR
function and the organisation as a whole, and is supported by
policies and procedures
• Take a key role in promoting harmonious working relations for your
organisation
• Negotiate effectively with trade unions and organised workforce
bodies
Dates:
7 Mar - 11 Mar
1 Aug - 5 Aug
Dates:
24 Oct - 28 Oct
Duration: 1 week
Fees: £2,350
Duration: 1 week
Fees: £2,350
Dispute Resolution
and Negotiation
HR for Senior
Non-HR Professionals

27
Dates:
25 Jul - 29 Jul
In 2015 RIPA International entered the second year of its
collaboration with the Botswana Public Service College (BPSC),
building on the success of the previous year by introducing a
selection of new workshops to complement the existing portfolio
of programmes.
RIPA International remains committed to supporting the College
by providing the latest learning and development solutions for
Botswana’s civil servants and government officials; and working
to improve the efficiency of Botswana’s public services and
government departments.
Fittingly, for a collaboration whose primary focus centres around
increasing the capacity and capabilities of the public service, the
most popular workshop we have delivered (on behalf of BPSC)
has been Improving Public Service Delivery.This has now been
held five times since the collaboration began.
Lord Paul Scriven who leads this programme believes this
collaboration between RIPA International and BPSC is an
excellent model for others to follow, commenting: “The BPSC is
showing real leadership in improving public services.They have
ensured that top civil servants have committed to training and
have implemented key changes to local services, resulting from
the courses they are running with RIPA International.This shows
real commitment to change.”
Paul’s thoughts are echoed by the BPSC Executive Director,
Mr Ikwathaeng G. Bagopi who said: “We see training and
development as an ingredient to achieving quality service and
customer satisfaction.To this end we strive to create a cause and
effect relationship between what the BPSC delivers and a real
culture of performance in the Botswana Public Service.”
This year RIPA International has run over ten
workshops at the BPSC’s dedicated training
centre in Gaborone, including programmes
new for 2015 such as Employment Relations
and Managing the Learning and Development
Function, with several more scheduled later in
the year.
Workshop aim:
Organisations need the right structures and cultures to maximise
effectiveness and meet objectives. Organisational Development
(OD) is about improving organisational effectiveness by helping
staff gain the skills and knowledge necessary to solve problems by
involving them in the change process and encouraging high levels of
performance.
Participants in this workshop will develop awareness that the
aim of an OD intervention is to build adaptability, resilience and
capability to help an organisation address the internal and external
challenges it faces.They will develop the skills to be successful and
effective at working with colleagues across different departments or
organisational disciplines to achieve these aims.
OD is linked to many of the processes of Human Resources (HR)
and, to be successful, an OD practitioner needs to develop strong
strategic planning skills as well as understanding the potential of
the organisation’s human capital to deliver value. Participants will
develop their change management skills and awareness of OD’s
unique contribution to the alignment of the people and values of an
organisation with its strategic aims.
• What OD is and how it relates to HR
• How to identify key issues impacting on an organisation
• Assessing organisational capability
• How to build OD diagnostic tools and interventions
• Using appropriate tools to manage change successfully
• Understand organisational culture
• Use OD diagnostic tools to measure organisational health
• Design interventions to encourage the optimum conditions for
organisational success
• Develop insight into change management
Duration: 1 week
Fees: £2,350
Botswana
Capacity Building
Botswana Public Service College
Case study
Managing Organisational
Development

28
1 2 1 2
Dates:
15 Feb - 19 Feb
12 Sep - 16 Sep
Dates:
15 Feb - 26 Feb
12 Sep - 23 Sep
Programme aim:
The Learning and Development (L&D) function in any organisation is
there to ensure that learning needs and the learning solutions on offer
are aligned to the organisation’s objectives and outcomes, and offer
the optimum opportunities for employees’ growth and development.
As a modern L&D professional you are required to have a broad range
of skills and an understanding of tools and new ways of engaging staff
through a variety of learning events.This comprehensive two-week
programme will give participants the opportunity to explore new
approaches and to build their level of skills and confidence.
Attending this highly participative programme will enable you
to review your current L&D strategy or develop a whole new
L&D function.There will be an emphasis on identifying the key
skills required for the broader remit of the modern Learning and
Development consultant, such as coaching and mentoring.You will
have the opportunity to put the learning from the training room into
practice with facilitated practical feedback sessions.
TheToolkit can be taken in its entirety to gain a holistic view of this
exciting area, or as two one-week workshops dependent on relevance
and requirements:
• The requirements of a successful L&D function
• How to align L&D to the organisational strategy
• Encouraging a learning culture with varied L&D approaches
• Undertaking a Learning Needs Analysis across the organisation
• Enhanced training, coaching and mentoring skills
• Delivering persuasive and confident presentations and training
sessions
• Facilitating discussions and giving feedback
• Essential evaluation methods and skills
• Marketing the benefits of L&D to senior management
• Develop your skills as a L&D professional
• Become an ambassador for L&D in your organisation
• Plan and implement highly effective training
• Help create a more informed, skilful and engaged workforce
Workshop aim:
During this week, the focus will be on ensuring that as a Learning
and Development professional you understand the objectives of the
organisation and how to link the L&D strategy to the organisational
strategy.
Participants will explore the ‘Learning Cycle’ and how to undertake
Learning Needs Analyses (LNA).They will explore how to use the
information gathered from the LNA to create a clear and successful
departmental or organisation-wideTraining Plan.
The workshop will expand your skillset by using scenarios and group
work. Areas of focus include effective consultation with internal
clients, focused facilitation of business meetings and how to market
the benefits of the L&D programme to staff and senior management
to ensure support.
• Clear identification and understanding of the role of the L&D
function and what it can offer the organisation
• Recognising the importance of organisational culture and the
impact of this in relation to learning
• Understanding the organisational strategy and how to align the
L&D strategy
• Expanding the key skills required for those working in L&D
• Understanding and using key internal processes to assist with
undertaking a Learning Needs Analysis (LNA)
• How to put together an organisational / departmental training plan
from the information gathered during the LNA
• Exploring different methods of learning and how these can be used
in building a learning culture
• Creative marketing techniques for the L&D Function
• How to consult with internal clients and facilitating learning or
business events with confidence
• Understand the L&D needs and desired learning outcomes for the
organisation
• Expand your knowledge and skills as a Learning and Development
professional
• Develop, review or refine your L&D strategy
• Undertake a Learning Needs Analysis and transfer the information
to aTraining Plan
• Explore different methods of learning that could be offered in your
organisation
• Enhance your facilitation and consultancy skills
Duration: 1 week
Fees: £2,350
Duration: 2 weeks
Fees: £3,950
Identifying and Actioning
L&D Requirements
The Complete Learning
and Development Toolkit
1
1
2
Identifying and Actioning L&D Requirements
Training, Development and Evaluation
(includingTrain theTrainer)

29
1 2
Dates:
22 Feb - 26 Feb
19 Sep - 23 Sep
Workshop aim:
This workshop will help you develop as a fully rounded L&D
professional, enhancing your ability to design and roll out training and
development programmes and undertake evaluations.
Putting together an engaging and stimulating training or learning
event is a real challenge, and we will explore best practice tools, tips
and techniques to help you deliver these with confidence.
The workshop will also look at delivering coaching and mentoring,
and will equip you with the skills required to coach successfully within
your organisation. New approaches to learning such as Emotional
Intelligence and Mindfulness will also be addressed to ensure that
your L&D knowledge is up-to-date with the latest developments.
Participants will learn vital evaluation skills and how to assess the
Return on Investment from training for your organisation.
• Expanding and building on the role and skills of the modern L&D
consultant
• Exploring and discovering the Learning Cycle
• Tools and techniques to assist in designing and delivering creative
learning / training events
• Use of questionnaires/ aids for learning events and training
programmes
• Structuring a training session using a range of tools and techniques
• How to deliver learning / training events with confidence and skill
• Understanding coaching and mentoring and the models and skills
to enable you to offer these in the organisation
• The benefits of Emotional Intelligence and its use in L&D
• Mindfulness as a new tool for learning
• How to evaluate learning and development and report to top
management
• Build and enhance your own skills as a Learning and Development
professional
• Evaluate training and advise on changes and developments needed
• Develop a training plan for all learning needs in your organisation
• Develop the skills and knowledge to facilitate more effective and
practical training events in the organisation
• Deliver persuasive and confident training, presentations and
meetings
• Coach and mentor with confidence
Duration: 1 week
Fees: £2,350
In collaboration with Bureau of Manpower, Employment and
Training (BMET), this summer, RIPA International delivered two
marine focused programmes in London, addressing best practices
and innovations in the UK’s maritime industry.
Both programmes were led by RIPA International’s Director of
Studies, Stefan Urbanski and included sessions on maritime
security – in particular security in the Bay of Bengal region, naval
engineering, maritime law and developing international maritime
policy. Participants were then encouraged to include the learning
from these sessions in their own personal development plans
which were presented on the final day of each programme.
Study visits to marine focused organisations and guest speakers
from industry experts formed an important part of both
programmes, allowing the participants to witness first hand
recent developments made in the London maritime sector.
These included visits to the Security Association for the Maritime
Industry (SAMI), the Institute of Marine Engineering, Science
andTechnology (IMarEST) and the International Maritime
Organization (IMO), the United Nations’ specialised agency
responsible for shipping and maritime regulation.
The participants also heard from Dr Ioanna Magklasi from the
University of Southampton, who is an expert in Maritime Law.
But the focus was very much on looking forwards and a number
of the participants expressed a desire to work with RIPA
International again in the future as they look to implement the
latest developments in Bangladesh’s maritime industry.
This commitment to the programmes was reflected in the
Director of Studies’ report with Stefan noting that “they were
both really focused groups who enjoyed London and worked hard
to ensure they gained maximum benefit from the guest speakers
and visits. It was a pleasure and a privilege to work with them.”
Bangladesh
Bureau of Manpower, Employment
andTraining (BMET)
Marine StudyTour and training programme
Case study
Training, Development
and Evaluation
(including Train the Trainer) 2
London has a rich maritime history, and this
was reflected in the programme schedule with
participants taken to Greenwich for a tour of
the National Maritime Museum and the Cutty
Sark tea clipper in its dry dock besides the River
Thames, as well as a tour of HQS Wellington,
a former Royal Navy sloop that saw active
service during the Second World War.

30
Aerial view of Dar Es Salaam city centre, Tanzania
No country or organisation can ﬂourish without a
robust approach to ﬁghting fraud and corruption at all
levels.
From developing a culture of personal probity and
good governance, to tackling fraud and investigating
corruption, our Integrity, Ethics and Good Governance
faculty offers vital assistance on this journey.

31
Integrity, Ethics and Good Governance
Faculty Schedule
Public and Private Sector Corporate Governance 19/09/2016 23/09/2016
Government and Corporate Security Management 03/10/2016 07/10/2016
Preventing and Combating Fraud and Corruption 18/07/2016
21/11/2016
29/07/2016
02/12/2016
Preventing Fraud and Corruption: Models and Strategies 18/07/2016
21/11/2016
22/07/2016
25/11/2016
Investigating and Responding to Financial and Economic Crime 25/07/2016
28/11/2016
29/07/2016
02/12/2016
Integrity, Ethics
and Good Governance

Developing People and Organisations Through Public Service Programmes

Developing People and Organisations Through Public Service Programmes

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