Behavioral Events Interview approaches and strategies are the best development thus far in the business of hiring and matching the right human capital for the most challenging jobs. Hiring the right people first time, everythime can save the Organisation a lot of time, improve morale of the staff, overcome staff attrition and increase productivity.
This training workshop adapts the Behavioural Interview Technique developed by Dr Paul C. Green, an Industrial Organisational psychologist.
The process of getting good and quality staff in a knowledge economy demands that interviewers not only possess the ability to interview candidates based on technical competencies, but also have the knowledge and skills to engage the candidates on a behavioral level.
Training Co-ordinators play a vital role in ensuring any training actually solves the performance gap or need, this programme equips you with the appropriate tools and techniques to manage these issues. In this programme you will study:
What would you do when your company downsizes its staff due to changes in the industry and the economy? The importance of being equipped with essential skills when losing your job demands that you not only possess the mindset to accept the loss positively, but also have the attitude, knowledge and skills to find another job in the fastest time frame. This means that you need to have sufficient exposure to the intricacies of human psychology to effectively survive and succeed in the ever-competitive job market.
The management of human resources towards the 21st century requires appropriate knowledge, skills and attitudes to ensure professionalism and effectiveness in the achievement of organizational goals. Dealing with disciplinary matters covering investigations, domestic inquiries and punishments requires the appropriate knowledge, skills and attitudes in order to avoid costly consequences to the organization. Employees are becoming more aware of their rights and remedies available to them.
It is important for HR to keep pace with the demands of dynamic business environments and legal frameworks. Unfortunately, many HR functions have evolved without being fully aware of these demands and are either totally reactive or are driven by their specialist outlook, not taking into consideration the imperative of supporting the organization, its business and its strategies. The HR audit is used to highlight areas of weakness, areas that can be improved and even areas where there are no policies or procedures.
Employees are the most important asset of an organisation because they are the critical success factors that spearhead its success or failure. In order for organisations to meet company goals and objectives, especially in this new era of borderless trade, it is imperative for employees to be "turned on" and be highly motivated. A vital ingredient in developing a successful company is the application and implementation of good and sound human resource practices.
In this programme, participants will learn how to effectively and efficiently conduct an interview. Participants will learn the importance of scrutinizing resumes’, evaluating candidates and choosing among them objectively. Participants will be given a step-by-step guidance in interviewing candidates. This programme will also train participants in conducting behavioral interviews.
The performance of organizations is among the top agendas in any management, and quite rightly so. Many organizations however are measuring the “wrong square peg in a round hole”, as demonstrated by them being like busy bees without collecting any honey. And since you cannot hope to manage what you cannot measure properly, it is no wonder many are not performing up to expectations. You may end up praising the bad and reprimanding the good.
This innovative dynamic programme will cover the most fundamental knowledge about Human Resource Management
View performance appraisal as an important tool for development rather than merely formality.
Although the training needs assessment is essential for effective effort, this important component of training and development is often ignored. An effective analysis of training needs assess the needs of individuals and matches these needs to organizational objectives. This allows the organization’s management to agree and implement coordinated, cost-effective and cohesive training programmes.
Key Performance Indicator (KPI) is a very important management tool to corporate managers. It is important that the KPIs are formulated and implemented well. If not, they are better not done than done. Many organizations rush into establishing KPIs in a hurry to match competition and to show they are measurement focused. If they do it without aligning the KPIs to their strategy and without thoroughly evaluating and choosing the right KPIs, the exercise will not be fruitful. Sooner or later the employees will reject the KPIs as useless measures.
This is aimed at managers, supervisors, human resource officers and those who are responsible for and conduct performance appraisals. Delegates learn how to devise the competency framework for the appraisal based on a job analysis, how to design appraisal forms and questions, and how to avoid appraisals which are ultimately meaningless due to endorsement of middle responses, poor reliability and lack of validity. Effective appraisal interviewing and feedback to appraisees are also covered.
Organizations’ has many obstacles and problems when hiring new candidates. Especially, now, the new generation who is entering the workforce by storm. They are ready to take on whatever they want boldly at their own whims and fancies. Organizations’ now must throw the rule book and make them understand that there is a working code and all must adhere to them. As such, this program, Managing the Probationary Employee, is very crucial to the organization as it sets the rules and the playing field for the new workforce.
Your organization will only thrive and survive with appropriate investment in your human capital - your people. The current competitive recruitment and retention climate across both the public and private sector is creating the need for innovative talent management strategies.
The Employment Act 1955 (EA) forms the basis of employment contracts between employer and employee. It covers the minimum terms and conditions of employment for employees who are covered under the EA. Employers are free to provide better terms but a penalty awaits organizations that provide inferior terms.
At the same time it also provides some obligations and limitations from both employer and employee particularly in terms of work hours and OT and the administration of benefits.
Employee compensation, is a central part of the employment relationship. From the employees’ point of view, policies having to do with wages, salaries, and other earnings have a major impact on their overall income and thus their standard of living. Both the level of pay and how fair it seems compared with others’ pay is important. Pay is also often considered a sign of status and success. Employees attach great importance to pay decisions must be carefully managed and communicated.
Although the training needs assessment is essential for improving competencies, this vital component for training and development is often poorly undertaken. An effective analysis of training needs assesses the needs of individuals and organizations - and matches these needs against urgency and available budget. This allows management to agree and implement coordinated, cost-effective and cohesive training programmes. Training and development are investments in human ‘capital’ of the organization.
In the field of Industrial Relations developing and maintaining good employer-employee relations is of paramount importance. If this can be done, the twin objectives of increasing Productivity and high Quality will be achieved. Discipline is also an essential requirement if the targets and objectives of an organization are to be achieved. Management is therefore expected to be competent in dealing with the misconduct of their employees. Furthermore, they are required by law to give delinquent employees a fair hearing by conducting a fair and proper domestic inquiry.
A walk-in interview occurs when an individual can interview for a job position without having a pre-scheduled appointment. However, the candidate will need to prepare for these interviews just like any other. The main objective of having walk-in interview is to avoid the hassle of managing job boards or other advertisements. These are often expensive and time consuming to create and place in the appropriate area to reach candidates.