Masterclass Workshop Series: Developing the Next Generation Workforce

Transcription

1 Masterclass Workshop Series: Developing the Next Generation Workforce

2 Masterclass Workshop Series: Developing the Next Generation Workforce 2 Our Objective Organisations today are global, matrixed, leaner and flatter. To prepare organisations for the challenges in today s volatile economy, Hay Group Pte Ltd brings key learning programmes that have helped organisations around the world for over 70 years to become the successful companies that they are today. We ensure that you learn from our global experience with the world s leading organisations what the world s best do to sustain high-level performance year after year. Pick from our range of public programmes which best fits your needs. Or contact us about how we can customise any of these programmes for in-house training. Whichever you choose, Hay Group Consultants are focused on your business goals when developing your training programmes. Our programmes will be integrated into a synchronised development journey for your organisation and people. We will help you to realise your business objectives through progressive training. We call this a Development Journey and we use these Journeys to develop a Learning Culture in your organisation. And that is our promise. Hay Group is a global consulting firm that works with leaders to transform strategy into reality. We develop talent, organise people to be more effective and motivate them to perform at their best. Our focus is on making change happen and helping people and organisations realise their potential. We have over 3,000 employees working in 87 offices in 49 countries Hay Group. All rights reserved

3 3 Contents Our Objectives 2 Our Product Applications 4 Our Assessment Tools 5 Our Customisation Approach 10 Our Development Matrix 10 Human Resource Masterclass Workshop 11 Masterclass Workshop Calendar

4 Masterclass Workshop Series: Developing the Next Generation Workforce 4 Our Product Applications Personal Development Team Effectiveness Coaching Leadership Development Organizational Improvement Career Development Influence Conflict Management Succession Planning Emotional and Social Competency Inventory (ESCI) Inventory of Leadership Styles (ILS) Organizational Climate Survey (OCS) Talent Q Dimensions and Elements Growth Factors Inventory (GFI) Learning Style Inventory (LSI) Executive Competency Portfolio (ECP) Manager Portfolio (MP) Sales Manager Portfolio (SMP) Influence Strategies Exercise (ISE) Picture Story Exercise (PSE) Personal Values Questionnaire (PVQ) 2014 Hay Group. All rights reserved

5 5 Our Assessment Tools Hay Group differentiates itself through our deep understanding of people, jobs and their fit to produce results through our well-researched assessment tools. We combine a solid academic foundation with sound, pragmatic know-how through the deep understanding of competencies and how to leverage them. Emotional and Social Competency Inventory (ESCI) Emotionally intelligent leadership delivers results. Research has confirmed a significant performance gap between leaders who displayed the qualities of emotional intelligence and those who don t. Our own work revealed that the most admired organisations report that their executives demonstrating higher degrees of emotional intelligence and that the lack of these qualities contributes significantly to the failure of highpotential executives. Emotional intelligence is essential to effective organisational leadership. Leaders can learn how best to use and develop their abilities by discovering how emotionally intelligent they are and understanding the principles involved. This survey is a 360 degree tool designed to assess the emotional competencies of individuals and organisations that contribute to effective performance at work. Inventory of Leadership Styles performance. Inventory of Leadership Styles (ILS) Our research suggests that the most effective leaders use a combination of the six leadership styles outlined below. There is no right or wrong leadership style; the most effective style depends on, and varies according to the task, people and situation. The vast majority of leaders creating de-motivating climates only use two or fewer styles of leadership. By contrast, the majority of leaders creating high performing high climates consistently use three or more styles of leadership. Leaders who can create positive climates for their teams make a positive impact on bottom line The Inventory of Leadership Styles (ILS) is 180 degree and measures the pattern of behaviour an individual leader uses across the full range of management situations.

6 Masterclass Workshop Series: Developing the Next Generation Workforce 6 Organisation Climate Survey (OCS) Leadership really matters in a recovery. In good times, achieving goals brings its own rewards, but when targets aren t being met, employees need something more. They need a working environment that inspires their individual effort and team commitment. They need a climate that drives performance. Our research shows that leadership accounts for an average of 70 per cent of the variance in climate, and a positive climate will increase bottom line performance measures by up to 30 per cent. So the more you improve the environment, the higher the performance of your team will be. The OCS is an 180 degree, multi-rater assessment, and survey measures people s perception of the aspects in their work environment that directly impact how well they do their job. The OCS is distinct from culture or employee opinion surveys in that it measures dimensions that are directly influenced by the immediate manager. Talent Q Talent Q is a package of unique, online, work-related psychometric assessments Dimensions and Elements. Developed by Roger Holdsworth, a pioneer in the field, these assessments measure both personality and aptitude using the latest adaptive testing technology. Dimensions An accurate measure of people s personalities throughout the talent life cycle from recruiting to coaching. By comparing data to the requirements of a specific job, dimensions can help match individuals to roles. It produces user-friendly reports to support each stage in the talent management lifecycle, all from a single assessment. Elements An adaptive online test that measures numerical, logical and verbal reasoning which is different from other ability tests. All candidates commence Elements at the same point. Those who answer quickly and accurately are rapidly progressed to increasingly complex information and questions. Those who take longer or answer incorrectly are subsequently presented with easier information and questions Hay Group. All rights reserved

7 7 Growth Factor Inventory (GFI) The Growth Factor Inventory (GFI) solves a key problem that organisations face in accurately measuring entry and mid-level managers as possible future leaders: separating current performance from future potential. Too often, senior managers have difficulty disentangling strong results when dealing with current responsibilities, from strong capability to develop the skills required for senior leadership. The GFI focuses specifically on those qualities that enable managers to fully exploit developmental opportunities from mentoring to stretch assignments, to formal executive development programme. The cost effective, simple to administer evaluation tool enables your organisation to identify managers with the capacity and competencies to develop into true leaders. Learning Styles Inventory (LSI) Everyone has their own way of learning. The Learning Styles Inventory (LSI) recognises individual learning preferences, while encouraging individuals to expand and apply their learning strengths. Understanding your own style and that of other people can help you tune into the needs of others so that you and your team work more effectively. Based on Experiential Learning theory, this survey identifies preferred adult learning styles and explores the opportunities different styles present for problem-solving, communicating and team-work. Executive Competency Portfolio (ECP) The Executive Competency Portfolio (ECP) is a 360 degree online tool that measures 11 competencies critical to effectiveness in senior manager or executive roles. The competencies are organised into four key areas: building commitment, driving for success, sharpening the focus, and personal commitment. This tool is best used with senior level managers, typically director level and above. Manager Portfolio (MP) The Manager Portfolio (MP) is a 360 degree online tool that measures 11 competencies shown to differentiate outstanding managers. Four key areas are assessed: managing

8 Masterclass Workshop Series: Developing the Next Generation Workforce 8 oneself (managing one s own behaviour to increase effectiveness), managing the team (including developing team members as well as holding them accountable), managing the work (achieving results), and managing collaboratively (competencies needed to interact effectively with others outside one s team). This tool is best used with first-level through to mid-level managers. Sales Manager Portfolio (SMP) The Sales Manager Portfolio (SMP) is a 360 degree online tool that measures 11 competencies shown to differentiate outstanding sales managers. Three key areas are assessed: managing oneself (managing one s own behaviour to increase effectiveness as a manager), managing the team (including developing team members, holding them accountable and fostering teamwork), and managing the sales process (achieving results including focus on the customer). This tool can be particularly helpful for new sales managers who have been promoted from individual contributor roles. Influence Strategies Exercise This is a quick, easy-to-use tool that helps individuals identify the strategies that they tend to use in influencing others, evaluate their effectiveness and stretch their ability to impact others by developing alternative strategies. There are no right or wrong strategies. All nine influencing behaviours can make communication more efficient and effective. No one influence strategy works in all situations or with all people. The key is to be aware of what you can do and the impact it will have on the situation you are in. Picture Story Exercise (PSE) Personal Motives Our Picture Story Exercise (PSE) assesses an individual s critical social motives, three non-conscious concerns or needs that are shown to exert a powerful force in shaping all of our behaviours. The PSE explores an individual s underlying need for meeting or exceeding personal standards of excellence (achievement); for maintaining close personal relationships (affiliation), and for having an impact or influence on others (power) Hay Group. All rights reserved

9 9 A thematic apperception test perfected over 30 years by Dr. David McClelland, the PSE identifies the participant s specific motivation profile i.e. Achievement, Affiliation and Power. *The PSE can only be administered by Hay Group consultants. Personal Values Questionnaire (PVQ) Your values are determined by a combination of your upbringing, education, culture and work life. With an objective understanding of what s important to you, you can better understand the choices you make about where to invest your time and energy. This may even explain why you always make time for some people, or activities, and never seem to get around to others. Complementing the Picture Story Exercise (PSE), this questionnaire identifies the value factors that the participant believes are important in relation to the three motives that most influence his/her behaviour. Pathfinder Pathfinder is a guided journey that makes the process of turning feedback into action easier and more fun than sitting at a desk with a blank pad and pen. It helps individuals explore and reflect on their feedback, identify the direction they want to take and then create and manage their own personal development plans. The system also includes automated reminders to keep them aware of their progress and help them to maintain those good intentions. Note: Pathfinder is available for ESCI, ILS and OCS.

10 Masterclass Workshop Series: Developing the Next Generation Workforce 10 00Masterclass Workshop Series: Developing the Next Generation Workforce Our Customisation Programme Approach Our Development Matrix Hay Group takes a systemic approach in developing organisational capability. Drawing on pioneering research and world-leading databases, we can help you ensure that your people are working in line with your strategy, in jobs that are appropriate to their skills. This will deliver results that both you and your people can see and appreciate Hay Group. All rights reserved

11 11 Human Resource Masterclass Workshop Series

12 Masterclass Workshop Series: Developing the Next Generation Workforce 12 Remuneration Management Two Days The Remuneration Management workshop will help you implement and maintain a robust reward management system that supports your strategic organisational objectives. It also provides the basic know-how using Hay Group methodologies and other concepts to analyse, design and implement pay structures; and discusses real-life situations surrounding the sensitive issue of pay. Benefits to you: After attending this workshop, you are able to: > > understand components of a pay structure: salary as part of total remuneration, grading options, pay ranges, pay progression mechanisms, other features, and traditional pay versus new pay > > analyse pay practice: scattergrams, lines of best fit, compa ratios, survey information and pay market comparison > > execute policy setting and costing: putting numbers to a policy and determining the cost of the policy > > review pay: distributing pay, performance-related pay, pay matrices budget controls. Workshop Outline Module 1: What is Reward Management 9Overview 9 9Reward 9 Management in the Business Context Module 2: Reward Management Approach 9Step 9 1: Job Sizing & Grading 9Step 9 2: Analysis of Internal Equity 9Step 9 3: Analysis of External Comparison 9Step 9 4: Develop Reward Policy 9Step 9 5: Implementation Who should attend: > > You cannot afford to miss this session if you are a HR professional, generalist and reward specialist. What are the needs of the company? Company values, performance requirements and needs for talent Alignment Guaranteed cash Balancing needs of cost and performance within those of talent development Business and people strategy Total reward strategy Statutory benefits Non-Financial Rewards Annual variable Implementation Business performance Non-statutory benefits LTI Engagement Employee values, preferences and demographics What are the needs of the employee? Change management and negotiations 2014 Hay Group. All rights reserved

13 Masterclass Workshop Series: Developing the Next Generation Workforce 13 Understanding & Evaluating Jobs Singapore Two Days This highly demanded two-day workshop will equip you with world-class techniques of job analysis and job evaluation processes. Through practical exercises, you will learn how to collect job information and analyse the job details. Also, be exposed and learn to use our Hay Group Guide Chart Profile Method of Job Evaluation for evaluating jobs at different levels and across different functions and industries. Benefits to you: After attending this workshop, you will be able to: > > understand the basis of Hay Group Job Evaluation Method and the process by which it is applied > > express job descriptions requirements appropriately for consistent and fair evaluation > > develop insights into the concepts underlying Hay Group method and its role in maintaining Hay Group Guide Chart evaluated-based structure within the organisation > > become a competent user of the Hay Group Guide Chart Profile Method of Job Evaluation Workshop Outline Module 1: Introduction to Jobs 9Why 9 jobs exist 9How 9 jobs connect to job holders Module 2: Job Evaluation 9Principles 9 of Job Evaluation 9What 9 is and what is not Job Evaluation 9Why 9 Job Evaluation is valuable to any organisation Module 3: Sizing and Checking Evaluations of Jobs 9Hay 9 Group Guide Chart Profile Method of Job Evaluation and the use of Hay Points 9Reality 9 and Relationship Checks in Job Evaluation 9Tactical 9 to strategic applications of Job Evaluation in organisations Who should attend: > > You cannot afford to miss this session if you are a HR professional who deals with talent management, job analysis, benchmarking or involved in evaluating jobs within the organisation. Programme requirements: > > To attend this course, your organisation must already be using the Hay Group Guide Chart-Profile Method. > > The course is aimed at new HR employees in the organisation or additional JE panel members only, not for organisations seeking to introduce our Job Evaluation methodology Hay Group. All rights reserved

14 Masterclass Workshop Series: Developing the Next Generation Workforce 14 Masterclass Workshop Calendar Hay Group. All rights reserved

15 15 Masterclass Workshop Series Calendar Workshops No. of Days Investment Fee November 14 December 14 January 15 February 15 March 15 April 15 May 15 June 15 July 15 August 15 September 15 Remuneration Management 2 S$1,500 (excluding GST) Understanding and Evaluating Jobs Singapore 2 S$1,500 (excluding GST) Enjoy 400% tax deduction or 60% cash payout for investment in training fees under the Productivity and Innovation Credit (PIC) scheme. For more information, please refer to APPLICABLE DISCOUNT: Early bird (2 months prior to programme) 10% Group (3 or more) 10% Early bird + Group (3 or more) 15% All workshop dates are correct at the time of printing. While Hay Group will make every effort to contact participants on date changes, Hay Group reserves the right to change or cancel the dates without prior notice. All changes will be published on Hay Group s website at For more information or any customised in-house programmes, please contact: Evelyn Tay e Evelyn.Tay@haygroup.com / sg.ps.training@haygroup.com t f w REGISTRATION AND PAYMENT: As places are limited, confirmation will be on a first-come, first-served basis. Reservations may be made via telephone but will only be confirmed upon receipt of the online registration and payment. Full payment must be made before workshop commencement. Enrolment will be closed once the maximum workable number of participants is reached. Payment by cheque should be crossed, marked A/C payee only and made payable to Hay Group Pte Ltd. The Hay Group office is at One George Street, #20-04, Singapore CANCELLATION AND SUBSTITUTION POLICY: Cancellation made at least 5 weeks before the event is entitled to a full refund. Cancellation notified less than 3 weeks before the event will be subjected to 50% cancellation fees. No refund will be given if notice is less than 3 weeks prior to the commencement date. Transfers/Substitutions to other events can be made if required, but notice given must be at least 3 weeks before the start of the event originally booked. If less than 1 week s notice is given, the above conditions apply. For overseas participants, cancellation notified less than 3 weeks before the event will be subjected to 100% cancellation fees. PROGRAMME CHANGES: Hay Group reserves the right to amend or cancel the event due to unforeseen circumstances. Participants will be notified in advance of the changes. Hay Group will not be responsible for costs incurred by participants when an event is cancelled. Please do not make any travel or hotel arrangements until you have confirmed with us that the event will take place. FOR MORE INFORMATION: Please contact Ms Evelyn Tay at or Evelyn.Tay@haygroup.com / sg.ps.training@haygroup.com.

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