2010 February

Archive for February, 2010

What Recruitment Consultants Need to Know – Online Training Session

Friday, February 19th, 2010

Click the image to register!

This 90-minute webinar will cover some basic principles in recruitment and selection. Despite being basic, the principles are essential in ensuring integrity in delivery of service to the client of a recruitment consultant. In our work in Asia we come across many recruitment consultants each week. We value them as clients and recognise from our interactions that much of what they are doing goes against best practice and wish to help!

This webinar aims to address some of these issues and will cover topics such as:

- What information do I need from my client?
- What questions should I be asking my client when I meet with them?
- How do I do a brief job analysis?
- What is a person specification? Why is it important?
- How do I produce a person specification if my client doesn’t give me one?
- How do I choose which psychometric test(s) to use?
- Basic Behavioural Interviewing skills
- What other assessments could I use?
- Is there an easy way to collate all of my data on multiple candidates and rank order it for presentation to my client?

The webinar is aimed primarily at recruitment consultants, however the material covered will be useful and applicable to anybody involved in employee recruitment/selection.

There is a small US$10 fee for the webinar to be paid by credit card at paypal.com* and you will receive details after registration. All paid registrants will receive a one-week access to a recorded version of the webinar at our online learning center. This will help you recap information and will be useful if you are unexpectedly unable to attend the live session.

*Fee waived for PsyAsia clients who have made any purchase in the past 3 months.

The session will be conducted by a fully registered organisational psychologist with years of experience in recruitment, selection and development for multi-nationals as well as governments in Asia. There will be ample time for questions and answers – if more time is needed, an additional session can easily be arranged without further fee.

Click the image to register!

Tags: Behavior Interviews, Behavioural Based Interviews, Employee Selection, hr, HRM, human resources, Psychometric Testing, Recruitment, Recruitment Consultants, Scientific Recruitment and Selection, Selection
Posted in Free Webinars & Online Learning, Human Resources Articles (General), Job Analysis, Personality Tests, Psychometric Testing, Recruitment & Selection | No Comments »

Will HR Become More Effective?

Wednesday, February 10th, 2010

HR has the unfortunate tendency to be inward focused; rather than collaboratively engaging cross functional colleagues in HR project design and implementation, they garner sources of information from other HR practitioners to inform their project process. Successful HR projects that drive business goals require the expertise, input and engagement of the rest of the organization. Therefore the CHRP should include a significant requirement to develop a high level of competency in cross functional collaboration, project management and systems thinking. Business acumen is all well and good but of little value if you are unable to discern the need to engage others appropriately.

Of all members of an organization, the HR practitioner should be the role model of collaborative effort and show leadership in the practice of engaging others in business oriented projects. Yet too often, HR is seen as a department that is somewhat isolated and out of touch from the rest of the organization.

If HR associations took a different approach to the surveys they send out regarding the value of services offered by association to practitioners, they would gather radically different input. Send out a survey regarding the effectiveness of HR in their organization, to the non-HR employees and you will gather a very different perception of what needs to be done if HR is ever to begin to garner the respect they claim to want. To get the ‘seat at the table’, a stated desire that gets tossed out there so often will be attained by radical change. Is HR up to that challenge?

Sourced from: HRM Today Featured Posts

Tags: HRM, human resource consultancy, human resource management, human resources, the hr function
Posted in Human Resources Articles (General) | No Comments »

Podcast: Multi-Generational Workforce

Monday, February 8th, 2010

A couple of weeks ago, my buddy Chris Ferdinandi over at Renegade HR and I talked about multi-generational workforces and what they mean to employers for his podcast (one of the few I actually listen to). Want to have a listen? Of course you do:

Listen Here

So what are always my main points about generations?

There are differences between various generations.
Sometimes these differences are blown out of proportion to their importance.
Often these differences relate to career level rather than generations.
Truly skilled managers rarely have issues dealing with a multi-generational workforce.
Problems with managing certain generations often point to greater leadership issues.
Generation Y can talk about whatever they want but businesses speak the language of action.

3 Reasons Virtual Teams Fail- and How To See it Coming

Wednesday, February 3rd, 2010

Ten years ago – heck, five years ago – few people worked on teams with geographically dispersed members. Today, this is very common. Every manager needs or will need to learn how to manage and inspire team members they regularly see “live.”

Pal and witty guy Wayne Turmel (a.k.a. The Crank Middle Manager) has written this helpful white paper: 3 Reasons Virtual Teams Fail- and How To See it Coming. You can down load it for free by clicking on the link. A couple interesting quotes from the paper:

“70% of managers above 1st-level supervisor now have at least one team member who is not co-located with them.”
“Technology and online tools are great but they are effective only if they are used to create context and human connections. Mere data transfer will result in short-term time savings and long term communication problems of the project.”
“A good project requires a mix of synchronous (people can talk at the same time) and asynchronous (people use them at different times) tools to be truly effective.”

10 Reasons for Executive Failure

Monday, February 1st, 2010

A derailed executive is an previously-named high-potential employee who has reached the middle management level, only to find that there is little chance of future advancement (as previously thought) due to a misfit between job requirements and personal skills. Thus, the executive either plateaus or leaves the organization altogether. That is the original CCL studies definition. Sometimes the term also refers to leaders who experience big failures after reaching the executive spot and, more recently, those involved in ethical scandals.

Whatever your definition of a bad leader is, most have several of the following 10 leadership shortcomings:

Lack of energy/enthusiasm: OK so some people are less visibly enthusiastic than others, thanks to a personality trait called introversion. But there’s an effort to be made, no matter what your personality style, to covey and inspire energy and enthusiasm in your team. And there is NEVER an excuse for complaining. Either do it, change it, or leave it.