Stay Interviews

I am trying out stay interview questionaires with a pilot mentorship program with my customer service team. When designing the questionaires, we should bear in mind the cultural and academic background of our staff. The aim of the questionaires is to learn what is and what is not working in the company so we should avoid closed-ended questions that provides 'yes and no' answers. 

Samples from talent management articles:

Why have you chosen to stay at our company?
What do you find most rewarding about your work?
If you could change one thing about our department, what would it be?
What skills or talents do you possess that aren’t being used in your job?

Ref:  http://talentmgt.com/articles/view/five-steps-to-effective-stay-interviews/

Happy Easter! Cheers...

Progressive Wage Incentive

Since Jan 2014, e2i has launched the Progressive Wage Model (PWM) to help workers earn more through skills upgrading to harness productivity. This is part of tripartite initiative and eligible service providers can also tap onto the funding available, up to 10% of their contract values.

More infor from e2i: http://e2i.com.sg/employers/resource-hub11/progressive-wage-incentive/

Informative for those that wish to do a new start-up in cleaning, security and landscaping industries in Singapore.

New HR strategies for 2014

I have received the latest issue of hrm magazine by key media..alot of interesting insights for HR outlook in 2014
http://issuu.com/keymedia/docs/hrm_14.01_main_mag_e-zine

Infographics - the rise of big data, an emerging marketing tools that provides much insights and knowledge...

http://hrboss.com/blog/rise-big-data-and-data-analytics

An extract from the latest issue from hrm magazine 14.1:

I liked the part on talent management (pg10)...To engender creative thinking & pro-active mindset, we need to break up the routine of a working week..especially in South-East Asia context, in our volatile political & economic situation, we may face with unexpected challenges...

The key is to maintain a positive mindset...because in every situation, therein lies greatness. Learn to celebrate failures and you will come forth stronger than you first entered...my reflective learning... 

Employee Engagement Mindset

“High performing and high potential employees are sometimes described as ‘volunteers’; with ample opportunities elsewhere, they work for particular organizations because they want to rather than because they have to. To keep talent from taking flight as labor market conditions improve, today’s leaders would be wise to adopt this perspective and focus on creating compelling work environments that motivate key employees to stay.”Mark Royal, Senior Principal, Hay Group

To get the most out of employee engagement, I guess we need to enable employee, to position them to succeed. Real employee enablement precedes performance. Interestingly, perhaps we should focus on engaged employees to understand why they are engaged..engaged employees carries a different mindet and believes that employee engagement falls on their shoulders, not the organization… based on this book that I have been reading by Clark, Tim. The Employee Engagement Mindset: The Six Drivers for Tapping Into the Hidden Potential of Everyone in Your Company. McGraw Hill Professional, 2012.

If you dig deep, you do have a propensity to increase.. be it in knowledge, wealth etc…we always have a drive for passion for something. Therefore, we should own our employee engagement that can drive rich engagement and work performance…my 2 cents.

Here’s some articles that are related to employee engagement:

http://www.haygroup.com/downloads/sg/2013%20global%20employee%20engagement%20and%20enablement%20trends.pdf

http://www.mlionline.net/aligngroup/2014/01/Creating_Positive_Organisation.pdf

http://www.haygroup.com/downloads/sg/hg_asian%20ambidextrous_white%20paper_web.pd

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I like this pictorial article from my friend’s blog…without communication relationship cease…having  conversation builds  trust and engagement.

http://www.oxford-group.com/pdf/Whydoconversationsmatter.pdf

Mentoring

I have a good lecture on writing dissertation as I learnt how to use goggle scholar..some articles on mentoring relationship that was mentioned in yesterday's lecture...

Although I do not have longitudinal data but chances are if you are able to find a good mentor.....The mentor relationship can significantly enhance development..in the midcareer stage of the more experienced individual. Kram, Kathy E. "Phases of the mentor relationship." Academy of Management journal 26.4 (1983): 608-625.

For your pleasure reading:

http://successinhr.com/hr-mentoring

Mentoring and Performance: Testing a Mediated Model in Supervisory and Formal Mentoring in Business Organization, Sushmita Srivastava & Munish Kumar Thakur (email if you need this in pdf).

Our thoughts, mirror our approach in life..as we go through different seasons in our lives, somehow God will place different mentors to shape us...my reflective learning.

Compensation & Benefits

This is dedicated to my MBA friends...additional resources on compensation & benefits, apart from Tower Watson, Mercer & Hays given from the HRM modules..

http://www.worldatwork.org/home/html/compensation_home.jsp

http://www.worldatwork.org/waw/adimLink?id=28330

http://apprd02.worldatwork.org/t/2897/141048/2380/24/

Additional resource:
Performance Driven - oracle

Gaining insights and adding knowledge..my 2 cents worth

HR Outsourcing

A short article for my MBA friends doing their HR assignment...on HR outsourcing

HR outsourcing is a strategic move to improve the quality and flexibility of one's workforce, while improving an organization's ability to accommodate change and stay ahead of market forces..by Shalini Shukla-Pandey

HR Outsourcing

Additional resource:

e-HRM Inc

Which 'shore' works best?

Offshore - refers to foreign location that is far away in distance from your primary place of business.

Near-shore - refers to a foreign locale, but one that is much closer to you.

Onshore - refers to a locale in the same country as yours.

Source: Nearsoft 

With hindsight, we need to consider distance and time to decide what is the most critical factor that works best for your organization...my 2 cents worth..