Human Resource & Legal

Introduction

Hiring the right candidate is one of the common sources of frustration for HR and Hiring Managers.
It has become increasingly difficult to recruit and retain good people.

In order to hire right, you must have a complete picture of an applicant’s strengths and weaknesses and how they will fit into your organization. Your interview and selection process must include an assessment of their skills, their personality, their work ethic and consideration of compatibility with their immediate supervisor.

The basic premise of the behavioral interview is that past performance is a good predictor of future performance.

This 1-day workshop will equip those involved in the interviewing and selection process with the necessary skills and knowledge to design an effective interview structure and to conduct effective behavioural-based selection interviews.

How Will You Benefit

Upon completion of this programme, the participants will be able to :

• Learn the Principles and benefits of Behavioral-based interviews
• Develop effective Behavioral Interview Questions in alignment with job requirements
• Use Interviewing skills and techniques including active listening, probing, questioning, including reading non-verbal clues or body language
• Know How to assess the candidate and make recommendations

Who Should Attend

This program is suitable for Human Resource Practitioner/Managers/Executives/Supervisors, Functional & Line Managers/Executives/Supervisors and all personnel involved in handling Recruitment & Selection and Promotion

Methodology

This stimulating program will maximizes the understanding and learning through Interactive lectures, Videos, Brainstorming / Case Studies, Team Activities and Role Play

Module

• INTRODUCTION AND OVERVIEW
• FUNDAMENTALS OF BEHAVIORAL-BASED INTERVIEW
• COMMUNICATION AND LISTENING SKILLS
• BEHAVIORAL-BASED INTERVIEWING TECHNIQUES
• INTERVIEWING FRAMEWORK
• PRACTICAL AND EVALUATION

Introduction

Firms need to ensure that the continuously improve productivity to enhance their competitive edge. The gain from higher productivity will enable firms to rationalize coat and sustain labour cost competitiveness which is crucial in an ever changing economy environment. To ensure that firm remains cost competitive, the issue of linking wages to productivity should be given emphasis. Any increase in wages should be supported by growth in productivity to avoid high cost of production or service provided.

PLWS is a system which establishes the link between wages and productivity. The system will ensure that wage increases commensurate with higher productivity, thus enhancing competitiveness at the firm level. It will also enable employers to develop a wider and systematic approach towards improving productivity and wages, through the active involvement and co-operation of all employees.

The PLWS has a positive effect on employees. Employees are encouraged to be more productive, and perform better, knowing that they will be able to receive a fair share of the gains through their efforts. It is a win – win situation for both employers, and employees as both works together to enhance performance of the firm.

An employee performance management system is a means to ensure that every employee works in a manner which is aligned with organizational goals and which ensure that the employee reaches his maximum potential on the job. Employee performance management systems must take into account recruitment of workers, as only workers with the right attitudes and abilities can perform well, training which ensure employees have the skills and knowledge that need to do a good job and reward systems which encourage workers to continue to perform well. Managing the performance of individual employees is the job of managers and supervisors.

In order to attract workers to retain the best performers, employers need to have a compensation system that will achieve their objectives. Employers need to comply with the relevant laws which relate to payment systems and hours of work, they must decide whether to offer a remuneration rewards to employees. Rewards are usually tied to a worker’s performance on the job are used as a motivational tool to encourage high level of performance

How Will You Benefit

After attending this consultancy program, participants will be able to:-

• Explain the importance of productivity improvement
• Describe the main components in a performance management system
• Discuss the requirements for implementing an appraisal system
• Explain different types of payment structure, including basic pay, benefits and incentives
• Explain why employers offer benefits to employees

Who Should Attend

• This program is suitable for administrators, HR managers and executives or managers responsible for the HR planning, implementation, monitoring and approval for HR management matters. Business owners, company directors or accounts managers or executives are encouraged to attend.
• For levels of Executives and above.

Methodology

Short lectures/presentations, group discussions, individual/group presentations, short video clips, case study, role plays, and simulation activities

Module

• PRODUCTIVITY /KPI-LINKED WAGE
• PERFORMANCE MANAGEMENT
• REWARDS AND RECOGNITION
• WELFARE MANAGEMENT

Introduction

Training has specific goals of improving one’s capability, capacity, productivity and performance. Training helps to enhance competency of employees which leads to overall ORGANIZATIONAL EXCELLENCE!

Competency Based Training Needs Analysis (CBTNA) is the initial stage in the training process. It involves a procedure to determine whether training is needed to address issues with regards to competency.

CBTNA looks at each aspect in an organization, a department, and a specific task or job requirements in order to identify the gaps. Once gaps are identified, a strategic and structured CBTNA system can be effective in identifying, planning, implementing and evaluating the effectiveness of each specified training.

How Will You Benefit

Upon completion of this programme, the participants will be able to:

• Apply competency model to create, implement and maintain effective competency-based training in organizations
• Construct custom competency models for employee job performance.
• Create a competency-based training curriculum system
• Monitor, create and maintain the performance of competency-sbased training systems. Identify organizational issues currently influencing the company’s training needs
• Learn about the experiences and results achieved by other organizations which have created and implemented exemplary competency-based training with success

Who Should Attend

This program is suitable for Head of Departments, Training Managers & Executives, HR Managers & Executives, Entrepreneurs and Business Owners. All those who make decisions about training or are involved in analyzing, designing and implementing organizational training plans.

Methodology

The program will use a range of interactive activities – group and individual exercises, case studies and discussions. There will also be formal inputs of theory and models. The aim is to provide a focus for action that will maximize learning.

Module

• COMPETENCY PROFILING
  • Identifying Needed Competencies
  • Group Exercise: Conducting Competency Profiling Session
  • Identifying Current Competencies
  • Identifying Competencies Gap

• CREATING A COMPETENCY BASED CURRICULUM PLAN
  • Incorporating Key Business Themes
  • Designing Suitable Curriculum
• METHODS FOR DEVELOPING COMPETENCY MODELS
  • Conducting Organizational Analysis
  • Developing Competencies – Conceptual, Business, Interpersonal And Technical
• DESIGNING AND DEVELOPING COMPETENCY BASED LEARNING
  • Breakdown Of Curriculum Modules Into Subordinate Competencies And Job Behavior
  • Curriculum Buy-In
  • Curriculum Design Team
  • Implementation Issues

• EVALUATING THE PERFORMANCE OF THE COMPETENCY-BASED TRAINING PLAN
  • Reaction To The Program
  • Achievement Of Competencies
  • Application Of Competencies
  • Organizational Impact Of Competency Acquisition