Linkedin?

In my new role, I have began to use Linkedin more often,.to fish out potential candidates. And, for those of you that use Linkedin, I recommend you to read this:

http://successinhr.com/simple-deadly-hr-career-mistakes#more-6452

I have been on the move in my career and I enjoyed every learning process, my reflective stance just for sharing purpose,.

When you are working for a US MNC, you can expect work processes to be very structured and well-defined but somewhat bureaucratic at times..

When you are working for a foreign owned organization with very rich local history, you can expect some legacy issues that will hamper change. For change to happen, you will need to tweak existing policies and calibrate with key stakeholders to drive change.

When you work in a Medium Enterprise, you have to be adaptable as work processes may not be robust (or you may even need to define the work process) and manage your own expectation,.tenacity is the key!

My 2 cents worth..it doesn't matter how you start but how you end..be blessed!

Great Reads by HRBoss - Talent Aquisition

As I prepare for a brand new year ahead, the list of reading materials / publication, is useful to for Talent Acquisition framework in 2015:

https://hrboss.com/blog/2014-12-12/great-reads-hr-18

Happy New Year!

Leadership Agility

What is Leadership Agility?
 
Leadership Agility is a leadership and organisational development approach, at the heart of which sits ‘the’ 12 leadership agility practices, which global management research suggests are critical for knowledge growth and application; producing an innovative and sustainably viable organisation..by Dr Paul Aitken

More references:
http://careerbirds.com/index.php/pages/blog/26-what-is-leadership-agility-made-up-of
https://hbr.org/2011/01/the-big-idea-creating-shared-value
https://hbr.org/2004/10/blue-ocean-strategy
https://hbr.org/2012/09/the-new-corporate-garage

Happy reading...cheers!

Aging Data

Just sharing what I learnt from market pricing course on aging data...

According to World at Work, the objective on Aging Data: 

Apply the annual aging factor to estimate current compensation levels.

This practice is also known as trending or advancing the data.

The formulae:
(Number of months to age / 12 months) x Annual Aging Factor = Survey Aging Factor

How to determine the aging factor, it depends on your company compensation philosophy.

1) Lead the market - to position pay levels ahead of the market until the market catches up;

2) Lag the market - to position pay levels at current market level & lag as the year progress; 

or  Lead- lag..depending on the skill sets of workers that you required. 

Other factors to consider included projected salary surveys from:


1) Government statistics; &
2) Sources like World at Works or Mercer..various survey providers

My 2 cents worth..

Situational Leadership

If your company is in the process of change management mode, this should be applicable to you; Situational Leadership by Hersey and Blanchard.

For your pleasure reading:
http://www.dtssydney.com/blog/in_a_nutshell:_situational_leadership

What it means to your leadership style:

1) Supporting – If you have staff who are highly competence but have variable commitment, you should play a supporting role to praise, listen and facilitate them.

2) Directing – For staff that have low competence but high commitment level, you should play a more directing role; with more supervision and control.

3) Coaching – For staff that have some level of competence and commitment, you should be a coach to direct and support them.

4) Empowerment – If you have staff who are highly competence and commitment, empower them to turn their responsibility for day to day decision making.

Knowing yourself is important, read on more from Johari Window Model:
http://www.businessballs.com/johariwindowmodel.htm

My 2cents worth..

Before you embark on any change management (incremental or transformation) mode, you should know your company's business and strategies, understanding the working culture, the IT system in place and always have a backup (contingency) plan..be prepare that those that cannot flow along side with you will leave the organization..cheers! 

Learning Theories

Some useful sites that I wish to share with you on learning methodologies and training evaluation that I have acquired while pursuing the advanced certificate in training and assessment conferred by WDA in 2013..for your reference:

http://www.jcu.edu.au/wiledpack/modules/fsl/JCU_090344.html

http://www.learning-theories.com/

http://www.mindtools.com/pages/article/kirkpatrick.htm

Training is never done in isolation but part and parcel of facilitating learning. To select the best training method, you will need to match the learning styles of your learners. 3 types of learner, for your info:

1) An auditory learner - talking aloud, listening in lecture or discussion in a group

2) A visual learner - taking notes and reading information later or seeing demostration

3) A kinesthetic learner - hands-on approach and physical involvement 

When designing your training materials for Managerial & Supervisory levels, you can consider some of these methods:

- Case study

- Role play

- Presentation

- Simulation

- Mind mapping

- Mentoring & coaching

- Games

For operations level, you should consider more training videos to facilitate their learning process. 

In summary, learning is an important element to human capital development and key to business performance. Special thanks to Sigma Solutions that has prepare the course materials for ACTA.

Nuggets for the day:

We teach what we know but we reproduce what we are - John maxwell

Have a great weekend!

Should Employers Ban Email After Work Hours?

With development in mobile technology, it has created a new working lifestyle albeit busier than before, for many of us. Very often I also brought my work done outside of regular work hours. However, is this a net gain or net drain on our well-being? Read on and share with me on your thoughts...

http://businessjournal.gallup.com/content/175670/employers-ban-email-work-hours.aspx#1

I came across this article on engagement from a safety angle and how an engaged workforce drives workplace safety excellence, for your pleasure reading also:

http://bstsolutions.com/en/blog?view=entry&id=156

Inflections

Be yourself... You can make a difference in this world by being your authentic self..be blessed!