What Recruitment Consultants Need to Know – Online Training Session

Click the image to register!

This 90-minute webinar will cover some basic principles in recruitment and selection.  Despite being basic, the principles are essential in ensuring integrity in delivery of service to the client of a recruitment consultant.  In our work in Asia we come across many recruitment consultants each week.  We value them as clients and recognise from our interactions that much of what they are doing goes against best practice and wish to help!

This webinar aims to address some of these issues and will cover topics such as:

- What information do I need from my client?
- What questions should I be asking my client when I meet with them?
- How do I do a brief job analysis?
- What is a person specification? Why is it important?
- How do I produce a person specification if my client doesn’t give me one?
- How do I choose which psychometric test(s) to use?
- Basic Behavioural Interviewing skills
- What other assessments could I use?
- Is there an easy way to collate all of my data on multiple candidates and rank order it for presentation to my client?

The webinar is aimed primarily at recruitment consultants, however the material covered will be useful and applicable to anybody involved in employee recruitment/selection.

There is a small US$10 fee for the webinar to be paid by credit card at paypal.com* and you will receive details after registration. All paid registrants will receive a one-week access to a recorded version of the webinar at our online learning center. This will help you recap information and will be useful if you are unexpectedly unable to attend the live session.

*Fee waived for PsyAsia clients who have made any purchase in the past 3 months.

The session will be conducted by a fully registered organisational psychologist with years of experience in recruitment, selection and development for multi-nationals as well as governments in Asia.  There will be ample time for questions and answers – if more time is needed, an additional session can easily be arranged without further fee.

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Human Resource Management Summer Course in Singapore

Early bird will automatically expire on the deadline date
or once 10 delegates have registered, whichever is sooner.

Job Analysis – A free PsyAsia Webinar

Free Webinars in December & January from PsyAsia International

Giving work to the disadvantaged and people with disabilities – an NGO perspective – 2nd December 2008
Rex Chan, Founder, Flowwerks Foundation
Rex Chan from Flowwerk Foundation will present a webinar to demonstrate the work that his NGO is involved in around Asia.  Whilst based in Hong Kong, Rex has big plans to launch his concept across Asia and even further afield.
The disadvantaged and people with disabilities are often ignored as being difficult to accommodate in organisations.  Flowwerk has found ways in which this valuable workforce can apply their skills either in organisations or at the Flowwerks base which is especially equipped with everything to ensure that a good job is done.
Outline of webinar:
-Highlights of upcoming projects to bring disadvantaged youths into the Knowledge-based economy
-Using the internet to level the playing field for People with disabilities
-CSR practice with direct impact on job creation
-How you as an HR professional can help the disadvantaged

Selection and behavioral interviewing  – 9th December 2008
Komal Hiranandani, Intern Psychologist, PsyAsia International & University of Adelaide
Aims and objectives
The selection and interviewing seminar will provide individuals with an overview of interview styles. An outline of the selection methods, types of tests and basic testing guidelines will be covered. The common mistakes and misconceptions within the interviewing process and the basic guidelines for conducting an interview will be reviewed.  By the end of the seminar individuals will have a better knowledge about the interview and selection process and how it can be applied in real world settings.
Outline of webinar:
-Purpose of interviews
-Selection methods
-Guidelines for testing
-Types of tests
-Interviewing styles
-Common mistakes of interviewing
-How to conduct an interview

Employee motivation – 16th December 2008
Komal Hiranandani, Intern Psychologist, PsyAsia International & University of Adelaide
Aims and objectives:
Employees are motivated by several factors which have to be considered when evaluating performance, as motivation can affect productivity and the way employees work. The employee motivation webinar will aim to provide individuals with an understanding of the basic theories of motivation and how they can be applied to the world of work. An introduction to the topic will be beneficial for anyone working in a business environment as understanding motivation concepts might explain why certain individuals perform better than others when placed in the same environment. 
Outline of webinar:  
-Definition of motivation
-Factors involved affecting motivation
-Theories of motivation
-Application to the environment

Introduction to job analysis  – 13th January 2009
Komal Hiranandani, Intern Psychologist, PsyAsia International & University of Adelaide
Aims an objectives:
Job analysis involves factors which directly relate to the world in which we work.  A job analysis defines the requirements of a particular job such as the duties and responsibilities involved. The webinar will provide individuals with understanding the process of designing a job analysis and the crucial role it plays within an organization.  The main objective is to present an overview of the steps involved in the job analysis process and present the importance of recognizing the value of identifying relevant skills and competencies necessary for jobs.
Outline of webinar:
-Definition of a job analysis
-What is the purpose of job analysis?
-Job analysis techniques
-How to write a job analysis
-Examples
-Implications to the organization and employee

All webinars run during the China, Singapore, Hong Kong lunch hour – that is, 12.30pm to 1.30pm.

To register for the FREE webinars, please go to: http://psyasia.com/hr_seminars.htm

Please note that we need to approve your registration.  PsyAsia welcomes all genuine HR professionals and anybody aligned to this industry. We will not approve fake registrations, ie those containing bogus information in the registration form or those supplying free rather than corporate email addresses. Thank you for your understanding.

PsyAsia answers your human resource, business psychology and psychometric assessment questions at assessmentcentral.com

Over the years, PsyAsia International has placed tremendous effort into putting together a knowledgebase at our website as well as a knowledge blog at assessmentcentral.com.  We continue to add to and develop these further.  We’re now offering you the opportunity to ask questions pertinent to you and for our psychologists to answer them at our blog.  Your question should be related to human resource management or business psychology. It can be under the categories listed at this blog or you may request a new category.  We may also open some questions/answers up for discussion and general comment if we feel relevant.  Please keep in mind that your question should be able to be answered within a blog submission (i.e., don’t ask anything that might require a very complex or long response!!).  Our psychologists will aim to respond to one question per day and the target time for the response is 10-15 minutes.  Answers will be posted at assessmentcentral.com and the PsyAsia knowledgebase. 

Please feel free to submit your questions now by emailing our ONLINE LEARNING SECTION. You must complete all details in the form accurately. We will not answer questions from those who enter FREE email addresses such as yahoo/google/msn etc or where a company name is not provided.  However, we will not mention your personal details in the response in order to protect your privacy. Thank you for your participation!

Organisational Psychology in HRM: A PsyAsia Seminar

Wondering what organisational psychology is and how it relates to HRM?  Come along to our seminar on 24 July in Causeway Bay.  The seminar will be run in Cantonese and English (2 sessions).  Registration is managed by the Hong Kong Institute for HRM.  Click below for more details and registration:

http://www.hkihrm.org/ihrm_eng/ih_eve_mon_read_01.asp?id=466

expressCONSULT service launched by PsyAsia International

In response to continuous requests of quick advice from our clients, PsyAsia International proudly presents the expressCONSULT™ service. Very often our clients need professional advice from our psychologists which is brief enough to be delivered in one email or a telephone call. As experts in the area, we are always very keen to help but often we find ourselves very busy and responding to 20 or more requests for quick support each day means cutting into work for our full-paying clients or leaving work very late!! To overcome this dilemma, PsyAsia has invented the expressCONSULT™ solution of “Purchasing time from our Psychologists”. With this service, you can purchase our psychologists’ time for their professional advice without the need for a formal consultancy service! It is quick and easy and your problem can be solved in as fast as 15 minutes!

What do we offer?
With expressCONSULT™, we offer a wide range of advisory and consultancy services that are not longer than 2 working hours (for projects that are estimated to take longer than 2 hours to complete, you would need to opt for our regular consulting services).

Examples of expressCONSULT™ services include, but are not limited to: checking interview questions, assessment centre exercises and training materials; advice on selection procedures, training design and performance appraisal; and any other advisory services that call on our expertise.

More information at http://www.psychologicalconsultancy.com

PsyAsia International launches Online Learning Centre

PsyAsia International has launched an Online Learning centre.  At the current time the Centre houses a free seminar “Putting Psychometric Tests to Work”. The seminar includes narration as presented in real-life in both Hong Kong and Singapore during February and March 2008. 

PsyAsia will gradually add more seminars as well as full e-learning courses.  The full courses will be specially adapted versions of our popular in-house and public training programs. In addition to slides and narration, we will offer interactive content that will make learning fun, as well as end of segment quizzes and final course assessments.  Those who pass the end of course assessments will be able to apply for a hard-copy certificate signed by a registered psychologist.

Now, people from anywhere in the world interested in developing various organizational psychology or human resource skills can benefit from our renowned training.  Our training, which is always current, based on science and designed by top, government-registered organizational psychologists, is recognized as being exceptional.

Registering in our online programs will enable busy professionals to access this training on their own schedule and work at their own pace from any location equipped with the internet.

PsyAsia is also pleased to offer the design of custom e-learning courses. We will put together a course especially for your organization in the area of your choice (within our competency range) and allow access only by your employees!  For organizations who hire our psychologists to deliver real-life in-house training, we offer the additional free benefit of publishing the slides and quizzes to the Online Learning Centre for 2 weeks following the course to enable review and reflection of the material.

Have a great learning experience with PsyAsia International’s Online Learning Center.

Limitations and some issues to be aware of when conducting job analysis

• Mental activities performed on the job and the knowledge, skill, ability and other characteristics (KSAOs) are not all directly observable.
• Job analysis has been used frequently for various occupations. However it may ignore the changing context and situations within which a job incumbent works. This applies in particular to management positions.
• Bias may occur in the process of data collection.
• In large organizations, it is found that traditional definitions of managerial roles do not hold true.
• As jobs increasingly change, less value may be attributed to the need to gather job analysis data. (Karen, 2000)
• Those carrying out job analysis do not always possess the appropriate skills and have not always undergone the necessary training to do the job properly.
  

Suggested reading for Job Analysis

Journal Articles/Books related to job analysis:

• Baruch,Y. & Lessem, R. (1995). Job analysis: can it still be applied? Indications for various organization levels. International Journal of Career Management, 7(6), 3-9.

• Brophy, M. & Kiely, T. (2002). Competencies: A new sector. Journal of European Industrial Training, 26(2-4), 165-176.

• Chang, I. & Kleiner, B. (2002). How to conduct job analysis effectively. Management Research News, 25(3), 73-81.

• Chen, H. (2006). Assessment center: A critical mechanism for assessing HRD effectiveness and accountability. Advances in developing human resources, 8(2), 247-264.

• Chow, C. M. & Kleiner, B. H. (2002). How to differentiate essential job duties from marginal job duties. Management Law, 44(1), 121-127.

• Cucina,J., Vasilopoulos, N. & Sehgal, K. (2005). Personality-Based Job Analysis and The Self-Serving Bias. Journal of Business and Psychology, 20(2), 275.

• Dierdorff, E., Wilson, M. (2003). A meta-analysis of job analysis reliability. Journal of Applied Psychology, 88(4), 635-646.

• Felsberg, E. (2004). Conducting job analyses and drafting lawful job descriptions under the Americans with disabilities act. Employment Relations Today, 31(3), 91-93.

• Flanagan, John C. (1954). The Critical Incident Technique, Psychological Bulletin, 51, 4, July, 327-358.

• Fowler, A. (2000). Writing job descriptions. London: CIPD.

• Franklin, M. (2005).A guide to Job Analysis. Alexandria,Virginia:ASTD.

• Hartley, D. (2004, September). Job Analysis at the Speed of Reality. Training & Development, 58(9), 20-22.

• Harvey, R. & Wilson, M. (2000). Yes Virginia, there is an objective reality in job analysis. Journal of Organizational Behavior, 21(7), 829-854.

• Lin, Y. & Kleiner, B. (2004). How to Hire Employees Effectively. Management Research News, 27(4/5), 108-115.

• Karen, E. M. (2000). Work in the 21st Century: Implications for Job Analysis. SIOP. Division 14 of the American Psychological Association.

• McCormick, E.J., & Jeanneret, P.R. (1988). Position Analysis Questionnaire (PAQ). In Gale, S., (Ed.). The Job Analysis Handbook for Business, Industry and Government, Vol.2., New York: Wiley.

• Menne, J. W. (1981). Competency based assessment and the profession of psychology. Professional Practice of Psychology, 2(1), 17-28.

• Morgeson, F.P., & Campion, M.A. (In press). A framework of potential sources of inaccuracy in job analysis. In W. Bennett, Jr (Ed). The future of job analysis. Mahwah, NJ: LEA.

• Morgeson, F. & Campion, M. (2000). Accuracy in job analysis: Toward an inference-based model. Journal of Organizational Behavior, 21(7), 819-827.

• Morgeson, F., Delaney-Klinger, K. Mayfield, M., Ferrara, P. & Campion, M. (2004). Self-Presentation Processes in Job Analysis: A Field Experiment Investigating Inflation in Abilities, Tasks, and Competencies. Journal of Applied Psychology, 89(4), 674-686.

• Palmer, H. & Valet, W. (2001). Job analysis: Targeting needed skills. Employment Relations Today, 28(3), 85-92.

• Pearn, M. and Kandola, R. (1993). Job Analysis: A Manager’s Guide. London: IPD.

• Prien, K., Prien, E. & Wooten, W. (2003). Interrater reliability in job analysis: Differences in strategy and perspective. Public Personnel Management, 32(1), 125.

• Spector, P. (2000). Introduction: Job analysis accuracy versus consequential validity. Journal of Organizational Behavior, 21(7), 807.

• Tross, S. & Maurer, T. (2000). The Relationship Between SME Job Experience and Job Analysis Ratings: Findings with and without Statistical Control. Journal of Business and Psychology, 15(1), 97-110.

• Van Wart, M. (2000). The Return to Simpler Strategies in Job Analysis: The Case of Municipal Clerks. Review of Public Personnel Administration, 20(3), 5-27.