1210 Courses in Edinburgh

The Combined First Aid at Work and Paediatric First Aid Course is ideal for those who work in settings that require both first aiders and paediatric first aiders, such as schools, sports clubs or other childcare settings.  Combining the QA Level 3 Award in First Aid at Work (RQF) and the QA Level 3 Award in Paediatric First Aid (RQF) into 3 extended days of classroom learning, this specially designed course enables candidates to gain the skills and knowledge needed to provide both adult and paediatric first aid, whilst minimising the number of training days required to achieve both qualification. Candidates will cover a range of topics needed to provide effective first aid for adults, children and infants including CPR and defibrillation, choking, stroke, head injuries, asthma and much more.

Your SIA Door Supervisor Licence is only valid for 3 years, so come and get your upskilling course here with us at Knight Training UK Ltd https://knight.training/products/upskilling-door-supervisor

Our 6 hour Emergency First Aid at Work course gives the participant the knowledge, skills and confidence to deal with with first aid incidents in the work environment. Employers can book this course for their employees in the knowledge that they are fulfilling their duty to provide quality first aid training to their employees.

The Pass Plus Scheme is not a test, it is an evaluation by your instructor who, when satisfied that you are competent in each of the above types of driving situation will issue a pass plus certificate.

Writing Clear Business Communication: In-House Training This program is about learning about the writing process and covers the full spectrum of documents used when corresponding in the workplace. The ability to write effectively comes naturally to some people, but for the vast majority, it is a task often approached with a mixture of trepidation and dread. Effective writing seldom, if ever, 'magically materializes' on the spot. In reality, it is most often the product of planning, writing, and rewriting. This is why writing is called a process; it must go through a series of steps before it is clear and complete. This program is about learning about the writing process and covers the full spectrum of documents used when corresponding in the workplace. The ability to write effectively comes naturally to some people, but for the vast majority, it is a task often approached with a mixture of trepidation and dread. However, the ability to communicate in the written word, for whatever purpose, is an important part of our working and personal lives and can have a direct impact on our ability to persuade, gain commitment or agreement and enhance understanding. Good writing sounds like talking on paper, which is why this program is focused on getting the message across and achieving the desired results using the 'keep it simple and direct' approach. What you Will Learn At the end of this program, you will be able to: Write effective e-mails, letters, memos, and reports Clearly articulate the message Achieve desired results from correspondence Organize content for maximum impact Format for enhanced understanding Choose the appropriate communication medium for each document Revise documents to increase clarity and impact Foundations Concepts Business writing as a form of professional communication How business writing compares to other forms of writing Characteristics of good business writing Challenges with business writing The Project Environment Business writing in the project environment The concept of art, science, and optics of business writing Art Economy Precision Action Music Personality Science Purpose, simple, compound, and complex sentence structures Techniques to engage the reader Point of view: tone, attitude, and humor Organization: opening, body, and closing Support and coherence Optics Visual optics Sound optics Feel optics Effective optics Efficient optics Email Formal vs. informal emails Suggestions for improving email communication Instant and text messaging Reports Common types of reports created Formatting of reports Guidelines for meeting minutes Contracts Types of contracts Common agreements Procurement documents Templates, Forms, and Checklists Templates Forms Checklists Other Formatting Good Documentation Practices Good documentation practices Data integrity in business communication

Would you know what to do if a child in your care needed first aid?  The Early Years Foundation Stage (EYFS) Statutory Framework requires all early years providers in England to have at least one person who has a current and full paediatric first aid certificate on the premises and available at all times when children are present. Providers should also take into account the number of children, staff and layout of the premises and increase their paediatric first aid provision accordingly to ensure that a paediatric first aider is available to respond to emergencies quickly.  The QA Level 3 Award in Paediatric First Aid (RQF) has been specifically designed to meet the criteria set by the Department for Education’s EYFS Framework and is ideal for:   • Those who have gained a level 2 and/or level 3 childcare qualification and have entered into an early years setting and wish to be included in the staff to child ratios to comply with EYFS requirements.   • Registered childminders and assistants who are required to hold a current and full paediatric first aid certificate in order to comply with the EYFS requirements.   • Anyone who has a non-professional involvement with infants and children, such as parents, grandparents and want to learn key paediatric first aid skills.   Successful candidates will learn the roles and responsibilities of the paediatric first aider, and will be equipped with the necessary skills to administer safe and effective treatment when dealing with a range of paediatric first aid situations.

£ Enquire Highfield Functional Skills Qualification in Mathematics, level 1 45 - 50 hours

Intercultural Competence: In-House Training In a world that conducts business across continents and geographical borders, more than ever it is essential for team and organizational leaders to not only understand but also embrace the diversity of cultures; this is intercultural competence. Intercultural competence gives one the ability to effectively and appropriately communicate with people from other cultures in a competitively complex world. The participant in this program will gain cultural insights needed to build intercultural teams and navigate cultural diversities, without knowingly violating what are deemed to be acceptable or unacceptable cultural norms. What you will Learn At the end of this program, you will be able to: Articulate on the meaning of culture and intercultural competence Express the importance of body language and appropriately demonstrate its emblems Describe three cultural models and consider their application in assimilating cultural behaviors Define emotional intelligence and explain how it is linked to cultural intelligence Examine the four cultural intelligence capabilities and give examples of how each is developed Develop a personal cultural profile and compare its dimensions to gain an appreciation for intercultural competence Foundation Concepts Fundamentals of culture Culture and body language Culture and proxemics Cultural Models Iceberg culture model The onion model of culture Hofstede's model of national cultures High-context and low-context cultures Cultural Intelligence Emotional intelligence overview Cultural intelligence overview Cultural Profile Cultural profile dimensions Understanding your cultural profile

Self-awareness training Emotional training Dating coaching Support and guidance Discipline training Modify behaviour training Cognitive reappraisal Weekly session 4 weeks 1-hour per week Dating advice for singles https://relationshipsmdd.com/product/i-find-it-hard-to-control-my-emotions-package/

Grateful Leadership: In-House Training Effective leaders must find ways to enhance people's level of engagement, commitment, and support, especially during the difficult periods of time that all organizations may face. Grateful leaders can tap into the power of personal commitment and dedication by acknowledging people in an authentic and heartfelt manner. Those leaders who model true acknowledgment behavior will inspire others to do the same and to want to dramatically increase their levels of contribution to the organization, making the power of acknowledgment transformational. What you will Learn You'll learn how to: Understand and develop the capability to act upon the need for Grateful Leadership to create a culture of appreciation in the workplace Understand the potentially huge benefits of Grateful Leadership in the workplace Overcome the barriers to using acknowledgment Demonstrate the language and subtleties of authentic and heartfelt acknowledgement behavior Describe the Seven Principles of Acknowledgment for 'High-Interest Benefits' in the context of participant's personal leadership style Describe how to coach teams, managers, and other corporate stakeholders in using Grateful Leadership to produce breakthrough results Getting Started Introductions Course goals and objectives Introspection on the practice of Grateful Leadership The Workforce Engagement Sustainability Challenge Employees who are engaged, not engaged, and actively disengaged The costs of non-engagement Meeting the workforce engagement challenge Acknowledgment, Engagement, and Leadership Acknowledgment and its benefits Recognition versus acknowledgment 'Challenging people' case study Blanchard, Covey, Keith (Servant Leadership): how acknowledgment fits into these leadership models Leadership and acknowledgment The 5 C's - Consciousness, Courage, Choice, Communication, Commitment Employing the Power of Acknowledgment Overcoming barriers to acknowledgment The Seven High-Interest Benefits Principles of Acknowledgment Exploring the acknowledgment process Applying the Principles of Acknowledgment within the Context of Your Personal Leadership Style Case study The ROI of Grateful Leadership Creating your Grateful Leadership Personal Action Plan™ Creating a Vision Statement for your organization that incorporates Grateful Leadership into your corporate culture The 360° Grateful Leadership Competency Assessment Summary What did we learn, and how can we implement this in our work environments?