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TRAINING WORKSHOPS
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   Master Trainer
Course Information
Date:11 Dec 2009
Time: 9am to 5pm
Venue: Concorde Hotel, Orchard Road (Formerly Le Meridien Hotel)
Fee: S$535.00 (NETT)

Registration is on a 1st come 1st serve basis. Register early to avoid disappointment.
Click here for registration form

For more information, please contact Ken @ 9742 1460 or ken.koh@cbsgroup.com.sg
 

A 1 Day Results & Competencies Based Job Description Writing Workshop

Overview
Many an organisation will say that Employees is an asset. However, the difference between whether it is an asset or liability depends on HR's strategic Business Leadership capabilities to attract, select, motivate, develop and retain talent.

The first fundamental basic key ingredient to this strategy lies in aligning the Job description & Role Description to Result and Competency. Whilst everyone and anyone can write any job description, the key to writing a result and competencies job/role description requires an understanding of the business and the key actions to deliver the result of the business.

In this 1 day course conducted by our Master HR Specialist, Theresa will bring participants through a process of understanding writing a result based job description that can be of benefit to the company and acts as a source of providing motivation and retention of talent.

With a more structured approach, this can contribute to HR professionals in their strategic plan in Hiring Right, Paying Right, Developing Right and Retaining Right.

Objectives

By the end of the training the participants will:

1.Acquire the knowledge of:
  • Job Analysis Components :
    • Result based Job description
    • Competencies based Job specification
  • Definition of Competencies how it is linked to EQ
  • Purposes of Job Analysis and the rationale of it being the key ingredients towards Successful holistic HR strategies implementation.
2.Acquire the Skill of:

1.Writing a Result Based Job Description that can lead to effective recruitment, salary equity and setting of performance measurement.
Course Content
  • Definition of Job Analysis
  • Purposes of Job Analysis
  • Understanding of Competencies and how it is linked to Performance
  • Methodical approach to writing result and competencies based job description
Methodologies
  • Facilitator Sharing
  • Case studies
  • Exercises
HR Master Trainer - Theresa Lee

Theresa is a seasoned practitioner in human resource Management and development (HRD) and held senior managerial positions in MNCs of US, British, German and French origin previously.

Widely sought after by her past employees and her ex-participants, her training mainly focuses on areas that affect HR Professionals and managers who require Leadership skills. Averaging a consistent rating of more than 5.5 on a max scale of 6 in evaluations (for both leadership training as well as HR Leadership related topics), participants often over - extend their training sessions with a lot of questions.

Dedicated to the development of HR Practices, Theresa has designed and facilitated training programs for in-house needs as well as for external customers. The repeated training she has conducted ranges from management workshops to critical mass training in Singapore as well as Asia are of the following topics:

Human Resources Topics:

  • HR as Strategic Business Leader
  • Result and Competencies based job description.
  • Talent Acquisition and management through Behavioural Based Competencies Interview.
  • Effective Exit Interview
  • Aligning Employees Orientation/Induction to Motivation
  • Maximizing Performance Management through Balanced Scorecard approach in setting Key performance indicators
  • Conducting Performance Appraisal
  • Counseling and Coaching - Performance, Disciplinary Actions.
  • Understanding Competencies and Application of competencies to work situation,
  • Understanding Reward and Compensation in relation to motivation and impact on cost of business.

Self Leadership and Leadership Topics:

  • Developing Personal/Self Leadership through understanding of one's Ego, Personality and EQ
  • Building a culture of self leadership through effective Super Leadership
  • Leaders as a Coach
  • Leaders as Team Builder
  • Leaders as Change Agent.
  • Developing Personal/Self Leadership through understanding of one's Ego, Personality and EQ
  • Building a culture of self leadership through effective Super Leadership
  • Leaders as a Coach
  • Leaders as Team Builder
  • Leaders as Change Agent.
Areas of Forte Companies Significant Accomplishments of KPI
3. Competencies based Recruitment and Selection Nixdorf
  • Partnered operation personnel to recruit , induct and deploy manpower to achieve a labour turnover rate of new recruit of not more than 10% at the same time the productivity rate of new recruits should equate with the value of the job within the probation period of 6 months. Turnover of new recruits within 6 months was 0.
Micropolis
  • Effective Exit interview with a return of reducing turnover due to push factors by 2% every year.
Local as well as Regional SITA
4. Effective Induction Fairprice
5. Effective Exit Interview. Federal Logistic
 
1. Compensation and Benefits
2. Performance Management System 		Nixdorf
  • Pioneered the implementation of Flexible wage to maximise the return of 8% annual increase budget with more than 25% of the workforce exceeding the target set by 20%.
Micropolis
  • Partnered the operation personnel to design a salary structure to correct pay inequity thus reducing turnover due to salary by 3.5%
  • Similarly Increased internal customer satisfaction index by 15%
Sita
  • Aligned the salary and benefits across Asia Pacific to facilitate transfer and mobility of manpower across Asia Pacific reducing the résistance to relocation due to inconsistent compensation to 0 at the same time improve the cost efficiency by 2%.
  • Facilitated and transformed "Entitled Increment" Mindset to "Earned Increment" Mindset through Performance Measurement and Management. This enabled a company that never had a performance indicator to achieve the yearly target and exceeded the target by 10% in 1998.
  • In Japan, aligned the seasonal bonus to performance measurement so as to maximise the returns of seasonal bonus with productivity and service level. The initiative enables the company to save US$100k per year at the same time motivate the high achievers.
Kaybee Group
  • Aligned an individual sales incentive to that of a team based incentive so as to achieve the year to year 10% increase in sales and or a margin not less than 6%.
  • Designed and implemented Competencies based performance management system for the non sales personnel so as to reduce the error in documentation and to ensure the return of the annual increment with productivity increase. The system enable the 6% incremental budget to be returned with more than 10% of the workforce exceeding the documentation target set by 15%.
Panasonic AVC
  • Developed and implemented the KPI performance management system with 100% buy in from executives and Union.
     
3.Change Management Sita
  • Conducted "Forum" across Asia Pacific to engage employees to convert from a civil service "entitled" reward mindset to that of a customer centric earned reward mindset .This is manifested in the increase of customers satisfaction both internal and external by 11.5% in a follow up bi-annual survey.
  • Initiated a local succession planning to reduce the reliance of foreign talent by 15%.
  Federal Logistic
  • Engaged employees in the change initiatives so as to enable a successful transition from Federal Express to Federal Logistic with zero legal implication and negative increase in labour turnover.
  • Conducted a successful downsizing exercise in Philippines with 0 legal implication and successful achievement of the target due to customer before the downsizing.
HRM, Mindef
Carrefour, Airliquide,
ZTE, Magna Power,
Public Run
  • The participants evaluations are the best reflection of my facilitation, coaching and training skill. Please refer to attached.
6.Office Administration & Security Nixdorf
  • Constantly monitored the cost and look out for the most cost effective management of office equipments thus improving the cost effectiveness by 5% -7% year on year.
  • Engaged employees in dialogue and worked with neighbourhood police to resolve the pilferage of disk drives of US$300k per quarter.
7. Restructuring & Outplacement SITA
  • Conducted restructuring exercise across Asia pacific without any negative legal implications.
  Federal Logistic
  • Conducted restructuring exercise in Philippines, the performance of which earned me a promotion to MD Human Resources Asia Pacific.
  Panasonic AVC
  • Conducted restructuring exercise the success of which won me the appreciation from Union as well as the company with an increment of $500/month.