Career progression/development is a top driver of employee engagement and retention of high potentials and performing employees. However, it is usually not a focus area for many organizations, often scoring lower in engagement surveys. Employees want to grow and develop, and it is important for HR professionals to understand how to manage & guide employees with regards to this topic. This workshop will serve to provide HR professionals with the right framework & skills to provide employees with career guidance & coaching.
In this current challenging business environment, employing the right individual for the organisation is crucial. Hiring the wrong individual not only have an impact on the cost of operation, but also on the morale, productivity, and efficiency of the organisation.
A critical step in employee selection is the interviewing and selection process. The Competency-based Interview and Selection Technique focuses on the applicant past actions or behaviour in relation to the competencies or skills required for the job applied. Through this method, hiring is more structured and focused; rather than based on guess-work, potential bias or discrimination.
- Understand traditional interview techniques issues
- List the difference between traditional and competency-based interview technique
- Develop questions for competency-based interview
- Conduct a competency-based interview
- Apply the selection technique after the interview
Performance Appraisal is a time where managers, supervisors and staff come together to evaluate the performance of the agreed objectives. An effective appraisal will motivate employees, retain staff, develop employees, and achieve outstanding performance in an organisation.
The performance management system is more than just evaluating staff performance. A performance management system is a comprehensive approach, starting from setting objectives, monitoring performance, evaluating performance, and developing training and development plan. To have an effective performance management system that will motivate, retain and develop staff; manager, supervisors or staff who have to do appraisal must see the process as a total system to be effective for the organisation.
In today’s complex working world, HR professionals definitely need to be equipped with counselling skills other than just dealing with staff selection, appraisal, training etc. as they also have to handle employee’s grievances, conflicts between employees and poor performance.
These counselling skills would help HR professionals to handle employee’s grievances, conflicts or performance-related problems in ways that not only it rectifies the situation but also increase employee’s productivity. HR professionals would also be able to handle disciplinary matters more competently.
Get immersed in the practice of human-centered thinking.
Participants are guided through the essentials of a typical four-month innovation project with Kincentric’s highly engaging and one-of-a-kind simulation, which provides a safe space and structured method to practice human-centered thinking. Participants will leave the workshop able to immediately tackle their organization’s own innovation challenges.
This two-day workshop aims to help participants understand and use Design Thinking as a way to understand business and stakeholder needs, gain different perspectives and insights, and generate ideas and solutions.