Archive for the ‘
Human Resources Articles (General) ’ Category
Wednesday, February 16th, 2011
It’s not news that fatigued workers perform less well and are less safe on the job. However, according to the Monitor on Psychology (January 2011), it is more difficult than we think to adjust to shift work or lack of sleep.
This is a pertinent issue. With the demands of the modern workplace, more and more workers play hard after work and sleep less. The lack of sleep not only results in eye bags and wrinkles, but makes the body less effective at reducing toxins and more susceptible to illness and disease. This is true for all regular day workers. For night workers, the dangers are multiplied because they are forcing their body’s circadian rhythm to change. It’s possible to have the circadian rhythm gradually adjust and realign, but for many shift workers, their hours are irregular.
For example, many hotel staff will work overnight one day and then work a day shift the next. The body never has time to realign its rhythm.
Human Resources staff need to take this issue seriously when planning and training because it can lead to safety issues in addition to increased absenteeism, poor moods at work and lower overall performance. There are no permanently effective solutions to this issue, but the following research backed advice may assist:
1. Try to have staff work regular night shifts and educate them as to the importance of trying to keep their circadian rhythms in their adjusted state. They can do this by spending their day off on the same time episodes as their night shift days. This however may not be sellable to the employee who perhaps wants to spend time with friends or go out shopping.
2. For non-shift staff, ensure they understand the effects of not sleeping enough. It impacts on everybody at work due to mood, motivation and performance deficits. Try to make their work more interesting and fun so that they look forward to it each night and thus don’t feel they need to use up every minute of spare time having fun rather than sleeping.
Written and Published by PsyAsia International’s Psychometric Tests and HRM News Team
Tags: HRM, human resources, Performance at Work, shift work and performance, sleep and performance
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Tuesday, July 20th, 2010
Our HRM Training in Asia
PsyAsia International’s Human Resource Management Training course is run by an award-winning and experienced registered orgranisational psychologist (with doctorate) who previously taught the course at Master’s level for the UK’s University of Leicester and the Hong Kong Polytechnic University. The facilitator has the unique advantage of also being a practitioner so can tie theory with cutting edge practice in each interactive session.
Public Training Course
PsyAsia’s Human Resource Management course runs all over Asia on an in-house basis. About once each year we open the course up as a public course in Hong Kong and/or Singapore. We’ve received an influx of enquiries recently and so believe now is the time to find out potential delegate preferences for dates and venue. If there is sufficient interest we will run the course publically sometime between November and March.
Survey for dates and location
To register your interest and tell us whether you’d rather attend in Singapore, Hong Kong or Online, please click the link below to complete our rapid survey. It will take you less than 60 seconds.
Rapid 60 Second Survey:
http://www.surveymonkey.com/s/hrmcourse
For full details about the course, please see here:
http://www.psyasia.com/human_resource_management_training_course.php
Tags: hong kong human resource management training course, hr, hr training, HRM, hrm course in hong kong, hrm course in singapore, hrm training, human resource management, human resources, online hrm course, online human resource management training course, singapore human resource management training course
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Friday, June 18th, 2010
20 October 2010 – 27 October 2010 (weekend excluded) (5-day option also available)
Conrad Centennial Hotel, Singapore
**Please register early – previous courses have been fully booked up to 8 weeks before the start date**
Introduction
Train for BPS Level A and B Certificates of Competence in Occupational Testing in Singapore with the company that won an international quality award in 2010; the company which brought regular BPS Certification training to Singapore; and the company which uses a British Psychological Society Award-Winning Dr. of Psychology to facilitate the course!
This intensive professional course provides training in psychometric assessment in the workplace, leading to the fulfilment of requirements for the British Psychological Society Certificates of Competence in Occupational Testing – BPS Levels A & B. After successful completion of the course, delegates are qualified to order, administer, score, interpret and feedback on a complete range of ability, aptitude and personality questionnaires. They will also be able to apply for the British Psychological Society’s Certificates which means the holder will be recognised internationally as having trained to the highest levels in the practical application of psychometric tests.
PsyAsia International is renowned by Human Resource professionals and organisational psychologists throughout Asia for being the leader in psychometric training in the region. Whilst many overuse the term “leader”, PsyAsia demonstrates their position with tangibles. Recent innovations include moving of training to online mediums, blended learning for the BPS Level A and B and an online learning centre where delegates get immediate access to forums, chat with other delegates, virtual receptions with the facilitator and other course members, downloads of recorded training and more.
Dates:
20-22 October 2010: Level A
25-27 October 2010: Level B
Delegates may also opt to attend online training over 3 evenings instead of attending on 20 October, reducing total time away from the office to 5 days. Furthermore, delegates may choose to undertake Level A in October and place Level B on hold until Q1 of 2011 for no additional fee.
Key Learning Objectives for Level A
Delegates will be able to:
• Register with all UK and many international test publishers to purchase tests and know what to look for and avoid in Singapore. With many poorly developed tests and non-psychologist distributors in Singapore this is crucial!
• Understand the range and types of psychometric tests available.
• Know when to use tests, and importantly – when not to.
• Decide which tests are appropriate for a particular situation, be it selection, development, coaching or team-building.
• Conduct a job analysis and identify the assessment requirements.
• Have an appreciation of other assessment methods such as assessment centres or behavioural interviews.
• Administer, score and interpret aptitude tests.
• Make informed decisions using psychometric test results.
• Provide quality feedback to clients and candidates.
• Integrate tests into a wider recruitment or assessment process.
• Have a sound grasp of statistical concepts used in testing.
• Appreciate the importance of test reliability and validity and be able to assess it.
Key Learning Objectives for Level B
Delegates will be able to:
• Increase their awareness and understanding of individual differences between people.
• Integrate the use of personality assessments into selection and development activities.
• Decide which questionnaires are appropriate for particular situations.
• Administer, score and interpret personality data.
• Provide professional selection feedback to both candidates and recruiting customers.
• Coach individuals to develop using personality information.
• Use personality questionnaire information to support structured interviewing.
• Critically assess the value of different tools for specific purposes.
• Identify and reject inflated claims of validity – so-called ‘Barnum’ or ‘horoscope’ effects.
• Relate personality factors to organisations’ core competencies.
• Design and write selection reports for recruiting clients / managers.
• Design and write development reports to aid self-awareness of clients / managers.
• Maintain appropriate records and data for audit, research and feedback purposes.
• Demonstrate professional Best Practice and compliance with employment legislation.
See the course webpage for a full day-by-day syllabus.
No Exams!
At the current time it is up to individual course providers to decide how to assess their delegates; some may use exams whilst others use workbooks and other assessments. At the current time, there is no exam requirement for our Level A and B training in Singapore; we find that our delegates prefer this. Instead we assess via a workbook and practical exercises.
Facilitator
This course is facilitated by PsyAsia International’s resident director, Dr. Graham Tyler. Dr. Tyler is well known in Asia for his expertise and work in psychometrics. His PhD was by way of a double-scholarship award from the Australian Government and focussed on psychometric assessment, personality and performance at work in Asia. Dr. Tyler is a fully Registered Organisational Psychologist, a Chartered Scientist, a consultant/trainer to numerous Singapore Government departments and Fortune 500 companies and a university lecturer. He is a published author in Singapore-based publications (Straits Times, Human Capital Plus, Human Resources) and peer-reviewed journals such as the International Journal of Selection and Assessment, the BPS Selection and Development Review and The Occupational Psychologist. He is a reviewer for scientific journals and conferences and a supervisor for Intern Psychologists on behalf of Australian and local Universities. Dr. Tyler was the first to bring regular training leading to the British Psychological Society’s Certificates of Competence in Occupational Testing to Singapore in 2002 having introduced them to Dubai prior to that. His work with Psychometric Tests has received recognition from the British Psychological Society with an award for Scientific Contribution to Psychology. Plentiful delegate reviews of Dr. Tyler’s training can be seen at the course webpage.
Additional Benefits
The course facilitator and our psychologist consultants are based locally, this means that we can blend the BPS syllabus with knowledge and experience of local laws, culture and practices and that even when the course ends expert psychologists will be nearby to offer ongoing support. Given that we are not a training reseller, we don’t need to ship in overseas facilitators. As a result, we can be flexible in terms of our course offerings. Delegates can choose which parts of the course to sit and when – no need to attend all 6 days at once! You may attend Level A in October and then Level B in 2011. You can even start out by attending our 2-day Identity Accreditation Course or study our Online Test Administration Course and have those count towards your Level A/B! Finally, because we are local there is no need to send your follow-up work overseas for marking. You can essentially finish Level B as soon as you are ready – and don’t hang around for your results – we guarantee to mark your work within 10 days, although most is marked within 2-3 days of receipt – you can check our online performance review for recent dates!
Furthermore, because we are not a test publisher, our training is unbiased and we introduce many tests (both good and bad) to delegates. In addition to this, for those delegates who wish to study and be accredited in numerous tests, we offer 50% discount off our Saville Consulting Wave® one-day training which follows Level B (60% if you book before 30 July). Of course, we include Identity Questionnaire and Apollo Profile accreditation in the A/B fee as standard for all delegates. That’s not all! In addition to the SG$1200+ of materials we give you on the course (which include an online test system with starter credits), all delegates will receive a 30% discount on any Identity Personality Assessment products purchased within 1 month of their qualification and a 10% discount on all other non-discounted products which we offer. There’s even more, but we’ll save some surprises for the course!
More details
The Psychometric Assessment at Work Course in Singapore
http://www.psyasia.com/psychometric_test_training_course.php
Other Psychometric Training Courses in Singapore from PsyAsia International
http://www.psyasia.com/psychometric_training.php
Please follow the links at the web pages to register online. For any queries not addressed at the website, kindly call us on 6329 9629 or email us via http://www.psyasia.com/email
Visit the website
Tags: bps level a certification singapore, bps level b certification singapore, british psychological society level a and b qualification, psychometric a and b singapore, psychometric test accreditation, psychometric test training, training for bps level a asia, training for bps level b asia
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British Psychological Society Certificates of Competence in Occupational Testing, Human Resources Articles (General), Psychometric Test Training and Accreditation, Psychometric Testing |
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Tuesday, June 1st, 2010
PsyAsia International is pleased to announce a free, 10-week mini-course in psychometric testing. The course will be mainly text based and introduce the basics of psychometrics in 10 weekly articles. You’ll learn about what psychometrics is, where it came from, how it is useful, discrimination, reliability, validity, error and more. PsyAsia is Asia’s leading independent provider of psychometric tests and psychometric training. The course however will be invaluable to readers anywhere. It will be interesting for those in HRM or consulting roles using or considering psychometric tests as well as for those about to undergo testing.
To ensure you don’t miss a single instalment, we suggest you follow-us on twitter as each new post will be announced there.
Interested in learning more about psychometric testing for HRM? Keep reading – your first free session is only a week away! You may also like to join our face-to-face psychometric training courses in Singapore or Hong Kong - these range from simple introductory courses through to Certification Courses such as the BPS Level A and BPS Level B Certificates of Competence in Occupational Testing. Not in Singapore or Hong Kong? No problem – we also offer both recorded and live online training in psychometrics! For full details please see here or email us.
Tags: free online psychometrics course, free psychometric courses, online psychometric courses, online psychometric training, psychometric test training online, psychometric training in hong kong, psychometric training in singapore
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British Psychological Society Certificates of Competence in Occupational Testing, Free Online Psychometric Training Courses, Free Psychometric Testing Mini-Course, Free Webinars & Online Learning, Human Resources Articles (General), Personality Tests, Psychometric Test Candidate Questions, Psychometric Test Training and Accreditation, Psychometric Testing |
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Friday, April 23rd, 2010
 As coaches, our coaching is not supposed to be about us. But often, what we call coaching is really advice or counseling. All three conversations have a use and a place, but it is important to know what you are doing and what your intent is. Why? For coaching to be effective, the performer needs to own the conversation and subsequent actions.
Please, managers, do not start a conversation with, “Bob, can I give you some advice?” Bob will probably be polite, but he is surely thinking that he wants your advice about as much as a root canal with no numbing shot. Honestly, unless we are highly fascinating thought leaders (and even then), most people don’t want to hear our advice. They want help.
Read More…
 Sourced from: HRM Today Featured Posts
Tags: coaching, employee coaching, executive coaching, Performance Appraisal, Performance at Work, psychometric tests for development, saville wave for development, Talent Management
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Wednesday, April 14th, 2010
I’m thrilled to share with you a feature article in April 12 issue of Fortune magazine: Motivate without Spending Millions.”
The article discusses employee recognition, fully capturing our position that frequent, smaller rewards across the vast majority of employees is the best approach towards creating the most effective recognition program. This stance was validated in the article by Stanford Graduate School of Business Professor Hayagreeva Rao and the Corporate Executive Board, with additional narrative about our client Intuit’s employee recognition program.
Read More…
Sourced from: HRM Today Featured Posts
Tags: employee motivation, HRM, human resource management, managing employees, motivation of employee, Performance Management
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Tuesday, April 6th, 2010
This research evaluates a healthy work organization intervention implemented in a retail setting. Using a participatory process, employee teams in 11 intervention stores developed customized plans for improving work organization at their sites. Ten comparable stores served as controls. Employee surveys were administered prior to the intervention and twice again at 12-month intervals. Business results were compiled monthly for each store. The baseline data were used by the teams to identify needs and establish action priorities for their stores. Most study outcomes declined across time for all stores, due primarily to internal corporate events and a generally adverse economic environment. However, the intervention process appeared to buffer some of these declines; intervention stores fared better in terms of selected aspects of organizational climate and psychological work adjustment. Intervention stores also performed better than controls on general indices of perceived health and safety and two of the four business outcomes: employee turnover and sales per labour hour. These results are discussed in terms of the challenges involved in evaluating organizational-level interventions in work settings.
View the full article
Tags: HRM, human resource management, human resources, Stress at Work, work stress, Work-life balance
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Monday, March 29th, 2010
Singapore and Hong Kong based award-winning PsyAsia International offers 360 Performance Appraisal via the Saville Consulting Performance Culture Framework. The company has recently set-up a new site dedicated to easy understanding of the 360 appraisal process. It’s easy to set up and the cost is very reasonable. Optional services such as feedback from a psychologist consultant or team building and development services can be added to the package. The online performance appraisal system can be used by any organisation worldwide.
The Saville Consulting Wave is based upon a validation-centric scientific framework known as the Performance and Culture Framework. As part of this framework, Saville Consulting offers the Wave Performance 360 (multi-rater) online assessment of performance at work. Wave Performance 360 online assessment enables a range of relevant individuals to rate a colleague’s performance at work. How an individual perceives themselves and how this compares to other people’s perceptions of them is a powerful feedback tool. 360 assessment enhances self-awareness and provides a great platform for personal development.
Wave 360 provides a unique report where the dual reporting lets the individual being assessed understand on one profile exactly how they were rated and how this benchmarks externally.
The report combines quantitative rating scales with qualitative comment. All raters have the option of contributing narrative text on areas they think the individual does well, could do less of and could improve on. As a further option, Saville Consulting provides a very detailed development report for the individual based on all ratings.
This powerful 360 appraisal can be used on it’s own or in conjunction with Saville Consulting Wave® Styles. When used in combination it can help individuals understand the gaps between their performance and potential as a platform for utilising unused potential and realising critical areas of potential.
Further details at the special site: http://360-appraisal.com
Tags: 360 appraisal, 360 performance appraisal, hong kong performance appraisal, hr, HRM, human resource management, human resources, Leadership, Performance Appraisal, Performance at Work, Performance Management, Performance Reviews, Personality Assessment, Personality Test, personality test singapore, Saville Consulting Wave, saville consulting wave singapore, singapore performance appraisal, Talent Management
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Friday, March 26th, 2010
Today’s elite athletes are performing at levels few can hope to achieve, yet with each race, each competition, they consistently demonstrate the capacity to push themselves and reach heights once thought unobtainable. In the business world, it should be the goal of every leader to emulate world-class athletes. This is a reachable objective and we see examples of exceptional adaptability and agility as chief among common traits shared by leaders of high performing organizations.
Outstanding leaders have traditionally been associated with coaches rather than athletes. They guide, teach, motivate and inspire. But they are not usually thought of as demonstrating the dynamic, heroic effort of sports figures in the course of leading companies. But that’s changing quickly.
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Sourced from: HRM Today Featured Posts
Tags: Development, hr, HRM, human resource management, human resources, Leadership, Performance at Work, Performance Management, Talent Management
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Monday, March 22nd, 2010
Kevin Daniels and Jan De Jonge recently explored the notion of `match’ in occupation settings. In the context of job design, this is congruence or correspondence between two or more job characteristics (e.g. cognitive demands and cognitive control). This congruence is thought to benefit health, well-being, and performance. The origins of the match concept lie in buffering models of work stress, where resources such as workplace social support and job control are thought to attenuate deleterious effects of adverse job characteristics like excessive job demands. In their paper, they outline the historical developments in work stress research that has led to notions of match, contrast match with the related concept of person-environment fit, explore current conceptualizations and operationalizations of match, and outline how the concept of match can be developed.
To view the article, click here
Tags: hr, HRM, human resource management, human resources, Job Design, job match, Leadership, Performance Management, Personality, Personality Assessment, Talent Management
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