HR, Competency and Performance Management Training
The Training Programmes:
- Human resources (HR) metrics and people analytics have become a hot topic in organizations of all sizes. Interest is rising, and organizations are reaching out to learn more about useful metrics and analytics and how they can use them to improve organizational effectiveness. Although the use of HR metrics and people analytic is not new, various factors are driving increased interest. An important driver is the widespread implementation of integrated human resource information systems (HRISs) and the greater availability of information from third-party sources. Today’s HRIS builds on the capabilities of faster and more capable computers, improved connectivity through organizational networks and the Internet, and the availability of user-friendly analytics software. These changes have fundamentally altered the dynamics of human capital assessment in organizations, driving the marginal cost of assessment lower, while providing the potential for near real-time analysis and distribution of information. These factors, combined with recent and growing interest in evidence- based management, account for the rapidly growing interest
- People analytics is the use of data and data analysis techniques to understand, improve, and optimize the people side of business. Analytics has the potential to improve the effectiveness of a company’s talent acquisition function by replacing manual processes. Recruiting and hiring data can be correlated with business outcomes such as increased revenue to create strategic insights and drive action. Harvard Business Review identified the biggest obstacles for adoption is “inaccurate, inconsistent, or hard-to-access data requiring too much manual manipulation” and a “lack of analytic acumen or skills among HR professionals.” Human capital function need to identify question it wants to answer, collect the data, interpret the results, and take action. Analytics will change the recruitment function by automating screening of candidates. This has downstream benefits for performance management, turnover, and workforce planning.
- This programme is formulated with the intent of guiding the HR practitioners with the right knowledge and know-how on embarking the people analytics journey. The course is meant to be a combination of theory and experiential learning with real life examples on how the HR analytics can be deployed in their respective organisation.
- A virtual job interview leverages video conferencing tool to allow the discussion to take place remotely rather than meeting face-to-face. The hiring manager and candidate will connect online using video software. Conducting virtual interviews is increasingly necessary given the globalization of business and safety considerations arising from pandemic such as Covid-19.
- Given the average cost of a bad hire can amounts up to 30% of the employees’ first-year earnings, it is crucial for the hiring team members be equipped with the processes and techniques in identifying and selecting the right candidate. Participants attending this program will greatly benefit from the two subject matters namely the process and techniques of Behavioral Interview and conducting the Interview virtually. It is packed with tips, samples, templates, process steps, and good practices that will help participants become effective hiring managers.
Recruiting the right talent for the right job is one of today’s top challenges for companies.
The COVID-19 outbreak is further shaping the way companies attract, recruit and recruit talent, and digital transformation needs to be a strategic priority. Against this backdrop, meeting organizational hiring needs requires an effective talent acquisition strategy and infrastructure to respond to the competition for talent and process effectiveness.
The good news is that technology can help. The digital transformation in talent acquisition involves the use of digital technology to solve traditional talent acquisition challenges and lay the foundation for a more agile operating model with the ability to quickly adapt to the challenges.
Participants attending this program will greatly benefit from exploring digital technology available in the talent acquisition processes and adopting digital transformation in talent acquisition strategy.
Succession Planning is part of the human resources planning process. It involves an integrated, systematic approach for identifying, developing, and retaining capable and skilled employees in line with current and projected business objectives. Succession planning is a strategy for passing on leadership roles and critical positions to an employee or group of qualified employees when they become available. It ensures that businesses continue to run smoothly and give confidence to all stakeholders. Best-in-class organizations go beyond the traditional approach and focus on an integrated succession management process to enhance leaders’ current and future capabilities throughout the organization.
In this program, participants will learn how to develop a Succession Planning program in their organization. Participants will also learn how to analyze the critical position, build the talent pool, and assess their crucial talent’s readiness level.
- Performance Management for Managers
- HR Management for Non-HR Professionals
- Essentials of Human Resources Management
- Performance Management Fundamentals
- Competency-based Performance Management System
- Competency Management Fundamentals
- HR Professionals Skills
