Posts Tagged ‘
Leadership ’
Tuesday, November 30th, 2010
Tags: Leadership, Personality Assessment, personality test singapore, Personality Tests, psychometric test, psychometric training hong kong, Saville Consulting Wave, saville consulting wave singapore, saville wave training hong kong, saville wave training singapore
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Leadership, Psychometric Test Training and Accreditation, Psychometric Testing, Recruitment & Selection, Saville Consulting Wave, Saville Wave Training |
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Tuesday, April 27th, 2010
Saville Consulting Wave® – Highest Validity per 15 minutes of test-time!
 The Saville Consulting Wave was developed by the originator of the OPQ and co-founder of SHL, Professor Peter Saville as an alternative to the static assessments available in the market. Wave assesses candidate’s motives and talents within a validation-centric framework. It was validated within 100 separate businesses.
The tool uses both normative and dynamic ipsative questions and has been shown to have greater validity in predicting performance and leadership than any tool it has been compared to in research. Furthermore, the shorter version of Wave, the Focus Questionnaire has more validity per 15 minutes of test-taking time than any comparison questionnaire.
Profile jobs, run 360 performance appraisal, assess personality type for team-building, assess entrepreneurial potential and provide extensive development advice all within one framework
The performance culture framework which underlies the Saville Consulting Wave allows the tool to be used extensively for different HR applications from recruitment/selection through to performance appraisal and development.
Follow the links below for further details:
View some sample reports from Wave here
Become accredited to use the Wave
with a 25% early-bird discount
Take action now! Your competitors may already be trained to use this century’s revolution in personality assessment. We’ve trained people from the big consulting firms to small local careers advisors to recruitment consultants, government ministries and universities. We want to provide you with an incentive to join the increasing number of professionals who value high validity in selection and support from local psychologists in Asia. PsyAsia International, Asia’s leader in psychometric training, runs the Wave training in Singapore and Hong Kong. We’re offering a 25% early-bird discount for our next courses in those locations:
Wave Conversion Course: 1 Day – View course details
For those with BPS Level B or those who are qualified to use
a substantive personality assessment such as OPQ but not including tests such
as MBTI/DISC/HARRISON etc.
SINGAPORE: 17 June (SG$1200 / SG$900)
HONG KONG: 6 July (HK$6000 / HK$4500)
Wave Module Course: 2 Days – View course details
For those without a qualification in a substantive personality
assessment.
SINGAPORE: 17-18 June (SG$2050 / SG$1538)
HONG KONG: 6-7 July (HK$9888 / HK$7416)
For the early-bird offer (25% discount), please register at http://www.psyasia.com/register
and quote WAVESEB for Singapore courses and WAVEHEB
for Hong Kong Courses. Deadline is 15 May for Singapore and 31 May for Hong
Kong.
Note – delegates on our BPS Level B course in
Singapore always get 50% discount off the Wave Conversion
course which follows their Level B training. More details at http://www.psyasia.com/bpscourses
Course Reviews from Previous Attendees
“Informative, relevant to work, knowledgeable facilitator”
Danny
Hay Group
“Good introduction to the tool and practical session was useful”
Geraldyn Fong
Managing Consultant (Psychologist)
Hudson Global Resources, Singapore
“Insightful and informative. The methodology behind the Saville
Consulting Wave Report is light years ahead of other psychometric tests yet
it is a breeze to use! The interface between motives, competencies and culture
is exactly the missing link that recruiters are looking for.”
Diana Yeo
Ministry of Defence, Singapore
“A highly practical and enjoyable approach to the application
of an extremely useful tool for selection and development – well worth the investment,
highly recommended.”
Neville Pearsall
Director HR
RMIT International University, Vietnam
Not ready for training and accreditation
but still want to use the Wave?
Then please consider PsyAsia’s Psychologist-on-Call™
service instead. Our registered psychologists will take care of the complete process for you, including a call and behavioural interview for your candidates and a feedback session with the decision-maker. More details at http://www.psyasia.com/psychologist_candidate_screening.php.
Tags: 360 appraisal, 360 performance appraisal, HRM, human resource management, Leadership, online psychometric testing, Performance Appraisal, Personality Assessment, personality test singapore, Personality Tests, psychometric test, psychometric test training, psychometric training singapore, Saville Consulting Wave, saville consulting wave singapore, Saville Wave Training, saville wave training hong kong, saville wave training singapore
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360 appraisal, HRM, Job Analysis, Leadership, Performance Appraisal, Personality Tests, Psychometric Test Training and Accreditation, Psychometric Testing, Recruitment & Selection, Saville Consulting Wave, Saville Wave Training |
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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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360 appraisal, Assessment Centers, HRM, Human Resources Articles (General), Job Analysis, Leadership, Performance Appraisal, Personality Tests, 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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Monday, March 15th, 2010
In an environment of rapid technological advances, economic turmoil and changing consumer behaviors, most companies recognize that to be successful, they have to be adaptable. And yet, fewer than half of companies say they are good at making changes, according to a new research report on leadership agility by the Institute for Corporate Productivity (i4cp).
The Organizational and Leadership Agility Survey asks business professionals to report on the stability of their business environment, the ability of their leaders to adapt to environmental changes and the extent to which executive leadership culture has a negative influence on organizational agility.
Over 75% of respondents reported that their business environment is changing or rapidly changing, which is no great surprise. However, only 44% of companies reported being adept at identifying and making needed incremental changes to a high or very high extent, while a scant 40% said their organizations are adept at recognizing and responding to strategic challenges in a timely manner. And less than a third (32%) said their organizations were proactive in anticipating and initiating the changes needed for sustained high performance beyond their immediate strategic challenges.
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Sourced from: HRM Today Featured Posts
Tags: hr, HRM, human resource management, human resources, Leadership, Performance Management, Talent Management
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Monday, March 8th, 2010
The American Management Association (AMA), in conjunction with the Institute for Corporate Productivity (i4cp), is conducting a study to examine leadership initiatives that organizations have taken to coordinate actions across global locations. We’re looking for your input on the topic. In return, you’ll receive the preliminary results report once available. Please take this survey now.
Estimated survey length: 5 minutes
You’ll receive: Preliminary results report
Survey closes: Wednesday, March 17
Receive a complimentary results report
In exchange for completing the survey, you’ll receive a copy of these valuable results, which otherwise are exclusive to i4cp members. Thank you for your participation.
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Sourced from: HRM Today Featured Posts
Tags: Development, HRM, human resource management, human resources, Leadership, Performance at Work, Performance Management, Talent Management
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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.”
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Sourced from: HRM Today Featured Posts
Tags: derailment, HRM, human resource management, Leadership, Performance at Work, Performance Management, virtual teams
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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.
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Sourced from: HRM Today Featured Posts
Tags: Competencies, Competency, Development, executive derailment, HRM, Leadership, Performance at Work, Performance Management, Performance Reviews
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Saturday, January 30th, 2010
 Technology has made it so that I can email you much more easily than I can call you. We can communicate virtually just as well as we can connect face-to-face. With the recession cut-backs, many companies have taken advantage of that. Workers have been treated as disposable. Cost-containment is important. It’s the most important part, in fact, if your business is struggling financially. But what is creating disposable workers doing to your company?
Temps, freelancers, contractors, and interim executives are easy to get rid of. What kind of culture is having temporary workers creating? First, the bright side…
You get better talent.
The more ’stable’ jobs are the ones that are sought after by high potentials seeking the executive track. Since there are fewer of these positions available, competition is increased, and you can be more selective. Yet, the temps, the contractors and consultants feel the competition as well, because you are their ‘client.’ You can hire experts when experts are needed and generalists where generalists are needed. Consequentially, the bar is increased and you have your pick.
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Sourced from: HRM Today Featured Posts
Tags: HRM, human resource management, Leadership, management practices, Performance Management, talent, Talent Management
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Human Resources Articles (General), Leadership, Performance at Work, Recruitment & Selection, Talent Management |
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