Posts Tagged ‘
human resources ’
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
Friday, July 30th, 2010
It’s perhaps quite natural to believe that the Chinese personality is so different to others that it requires a special psychometric test to assess it. What better way to sell your new Chinese personality test than to state that it is “high time a test for the Chinese” were developed. However, this throws doubt upon the utility of rigorously developed international psychometric tests of personality.
Given the above, we embarked on a research program to assess whether Chinese people differ significantly comparied to others in terms of personality structure and whether personality tests that purport to assess Chinese Personality are able to predict any more work performance than internationally developed tests have already been proven to do!
You can read our research findings it: personality.cn, our Chinese Personality at Work Research Site.
No time to read the whole site? Here’s a quick summary:
Locally developed psychometric tests which purport to assess “indigenous” aspects of Chinese Personality were found to be less reliable than reputable internationally developed tests of personality. Furthermore, there is a big question as to whether so-called “indigenous” traits are Chinese-specific. Issues such as traditionalism or face also exist in other cultures! Moreover, the research has demonstrated that whatever we choose to believe about Chinese Personality, locally developed (Hong Kong) tests of “indigenous” personality add nothing to the prediction of performance at work that is not already accounted for by reputable internationally developed personality tests.
We present this research in a free HRM webinar which you can watch here. We held a vote at the beginning and end of our webinar whereby we asked attendees if they believed that Chinese Personality is so different that Chinese people need their own personality test. At the beginning of the webinar, the majority of the attendees said yes! By the end of the webinar only one attendee still believed this to be the case! We recommend choosing well designed psychometric tests with high reliability and validity. Personality is a universal construct, thus locally developed tests may have little benefit to the hiring manager!
Thursday, July 29th, 2010
PsyAsia International is pleased to offer new dates for a public course in Human Resource Management in Singapore. We run this course throughout Asia during the year mainly as an in-house course. About once a year we offer it as a public course. We have received many requests to do this in the past few months and hence sent out a survey asking prospective attendees their preferred dates and locations. 70% of those who responded requested Singapore as the venue and 30% requested Hong Kong. 67% of people suggested their first preference for the course dates would be 1-4 November. In view of this, the course will be held in Singapore on 1-4 November inclusive. The venue itself will be confirmed once we ascertain numbers, but the most likely venue is the Conrad Hotel in Singapore and the course fee will therefore include a full buffet lunch on each day of the course.
We are pleased to offer an early-bird discount to those who register by 30 August and pay the pdf invoice within 14 days of registration. Early bird discounts are not available to those who need longer to pay or those who require paper invoices. Group discounts will not be offered on this course because the early-bird discount of 10% is already very generous! To avail of the early-bird discount, simply book before 30 August and enter discount code HRMEB on page 3 of the online course registration form.
For full course details and syllabus, please see the course webpage:
To register, please click “register now” on the left-hand side of the course webpage.
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:
For full details about the course, please see here:
Wednesday, May 19th, 2010
FREE HRM WEBINAR
PsyAsia International is pleased to announce the next webinar in our series of professional HR webinars. This time we will be discussing the topic of Chinese Personality and performance at work.
Some HR people in Asia believe that culture plays such a significant role in personality that indigenous personality attributes need to be assessed at recruitment/selection. To this end, personality tests have been developed “in Chinese for the Chinese by the Chinese”. A significant question to ask is: Do these tests add any prediction over and above that afforded by mainstream personality tests developed by world renowned experts in the field?
The above questions will be answered through discussion of the trait model of personality and its biological basis. Peer-reviewed and published research conducted by PsyAsia International’s award-winning Psychologist, Dr. Graham Tyler; award-winning Dr. Peter Newcombe of the University of Queensland; and world-renowned Professor Paul Barrett, formerly of the University of Auckland will be presented in an easy to understand format.
Click to register…
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
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
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.
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
Wednesday, March 17th, 2010
The Amazing Apollo Profile
This free webinar will be facilitated by Mr. Jim Bowden, the developer of the Apollo Profile. The session will be interactive (provided attendees kit themselves out with headphones and a mic!) and Jim will present numerous interesting case studies.
The webinar will cover the following:
• Introduction: The Amazing Apollo Profile- can transform Recruitment, Staff Development, and Organisation Performance –Client example
• Apollo Questionnaire – valid/reliable/comprehensive
• Why is Apollo amazing? Apollo Advantages
• Using and interpreting of Apollo reports with anecdotes
• Recruitment – Accurate, easy, low cost – Case Study using Apollo Best Match in China for filtering 12,000 applicants for 40 Graduate level jobs
• Training and Development – Unique Apollo report PLUS downloadable solutions. Convenient, low cost, motivating
• Organisation Development. Benchmarking: Can analyse and identify current corporate strengths and weaknesses – then create high performing models/culture, identify engagement issues – case studies
• Customising: Develop models that work specifically for your organisation. If your organisation is serious about leadership through people.
• Integrate everything together with flexible multi-purpose Internet Online solutions. Use your own competencies frameworks and vocabulary – examples
• Special Offer – have to listen to Webinar to find out!
Date: Monday, May 17, 2010
Time: 12:30 PM – 1:30 PM SGT
After registering you will receive a confirmation email containing information about joining the Webinar.
Required: Windows® 7, Vista, XP, 2003 Server or 2000
Required: Mac OS® X 10.4.11 (Tiger®) or newer
Space is limited.
Reserve your Webinar seat now at: