Singapore Human Resource Congress sponsored by PsyAsia International

PsyAsia International is pleased to once again be supporting Singapore’s Human Resource professionals as a sponsor of the Singapore Human Resources Institute’s Annual Human Resource Congress.

The Singapore HR Congress and Business-Connect Exposition 2010 will address the newly derived term of HR TransmutationTM and explore the topic in deeper context.  The current economic churning has made it explicitly clear that industry is not just facing another downturn but it is accompanied by impactful structural, demographic and mindset changes across industry and top management cannot afford to respond with anything less than a complete overhaul of the system to survive and sustain. Renowned speakers and leaders from the HR fraternity will share their experiences and provide useful insights on the know-how of managing paradoxes in a turbulent world.

PsyAsia’s clients are entitled to a 35% discount on the price of conference tickets.  Please contact us in the first instance to avail of this special offer.
“A strong and capable HR community can be the catalyst and change agents to initiate and implement people development efforts in organisations, and help build stronger capabilities amongst our business leaders and managers.”
 
PM Lee Hsien Loong
11th World HR Congress 2006 organised by SHRI

PsyAsia International is Asia’s leading independent distributor of Psychometric Tests of Personality and Aptitude. From offices across Asia, including Singapore and Hong Kong, our psychologists assist the world’s top organisations and local governments to recruit, select, assess and retain the best employees. Our services are only offered by fully registered organisational psychologists with years of experience in their field. PsyAsia also offers world-class training in Psychometric Testing in Singapore, Malaysia, Hong Kong and Online.

Assessment Centre & Development Centre Training in Singapore

Assessment Centre and Development Centre Training in Singapore

Register for the above course

View full course outline and previous delegate feedback

To avail of the 10% early-bird discount, simply enter code ACDCEARLY on page 3 of the course registration form – ensure you register by 18 March and pay within 14 days!

To avail of the 40% discount for the Behavior-Based Interview Course, simply click the additional option of this course on the final page of the booking form for the Assessment and Development Centre Course. 40% Discount only open to those who register for the Assessment & Development Centre training and may be used in conjunction with the early-bird discount.

PsyAsia’s three-day Assessment and Development Centre Course provides delegates with a grounding in the assessment centre methodology and ensures that by the end of the course delegates are able to:

• Evaluate whether or not their organisation is ready to implement assessment/development centres as a tool for effective selection and development.
• Assess and prepare the resources required to successfully run an assessment/development centre.
• Design and implement an effective assessment process within their organisation.
• Understand the role of the assessor and the skills necessary to be effective in this position and have a full appreciation of reliability and validity within the centre.
• Conduct an assessment/development centre – from logistics to design of exercises matched to job requirements, through to the proper and ethical use of information collected, writing reports and validating the centre.

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.

Click the image to register!

Podcast: Multi-Generational Workforce

A couple of weeks ago, my buddy Chris Ferdinandi over at Renegade HR and I talked about multi-generational workforces and what they mean to employers for his podcast (one of the few I actually listen to). Want to have a listen? Of course you do:

Listen Here

So what are always my main points about generations?

• There are differences between various generations.
• Sometimes these differences are blown out of proportion to their importance.
• Often these differences relate to career level rather than generations.
• Truly skilled managers rarely have issues dealing with a multi-generational workforce.
• Problems with managing certain generations often point to greater leadership issues.
• Generation Y can talk about whatever they want but businesses speak the language of action.

Read More…

 Sourced from: HRM Today Featured Posts

Just-in-time Talent

Technology has made it so that I can email you much more easily than I can call you. We can communicate virtually just as well as we can connect face-to-face. With the recession cut-backs, many companies have taken advantage of that. Workers have been treated as disposable. Cost-containment is important. It’s the most important part, in fact, if your business is struggling financially. But what is creating disposable workers doing to your company?

Temps, freelancers, contractors, and interim executives are easy to get rid of. What kind of culture is having temporary workers creating? First, the bright side…

You get better talent.
The more ’stable’ jobs are the ones that are sought after by high potentials seeking the executive track. Since there are fewer of these positions available, competition is increased, and you can be more selective. Yet, the temps, the contractors and consultants feel the competition as well, because you are their ‘client.’ You can hire experts when experts are needed and generalists where generalists are needed. Consequentially, the bar is increased and you have your pick.

Read More…

 Sourced from: HRM Today Featured Posts

Work References in Recruitment and Selection

Work References are a common assessment method utilized by most organizations in their recruitment and selection processes. Work references are based on the principle that the past performance of an individual is highly predictive of their future performance. Organizations obtain information from the candidate’s prior employers regarding relevant aspects of their work performance so as to get a perspective of how well the candidate would perform in the available job position.

Although this may appear to be a valuable selection tool for assessing candidates and seem to provide important information regarding their past performance, it is critical to be aware of the inherent limitations of such a method of assessment. Candidates who apply for job positions are likely to have a vested interest to market themselves to the organization and to ultimately obtain the job position that they were applying for. With this in mind, work references that the candidates provide are likely to be work references that would portray them in a favourable light. The result of this limits the validity and reliability of work references as a recruitment and selection assessment method.

Organizations who utilize work references as a significant component of their recruitment process need to keep this in mind when evaluating candidates. One way of ensuring that work references are more valid is to ask behaviour based questions regarding the relevant areas of the candidate’s past performance and obtain specific examples of situations which highlight the action that was taken by the candidate along with the final outcome. This provides a more accurate portrayal of the candidate’s past performance as it highlights specific references regarding the work behaviours that the candidate has demonstrated in the past.

What are Behaviour Based Interviews?

Behaviour Based Interviews are structured interviews that are meant to assess individuals or candidates through a standardized process. These are designed to assess how well the individual or candidate will perform at work. The basis of the Behaviour Based Interview is dependent on the principle that past behaviour is a good predictor for future performance.

In traditional interviews, the interviewer usually asks open-ended questions based on information that is usually collected at other stages of the recruitment process. The information provided by the candidates will be more subjective and difficult to interpret consistently, allowing for a range of biases to influence decision making.

With Behaviour Based Interviews, the interview format is usually in a structured format, meaning that all the interviewees undergo the same questions in a similar manner. In addition, the questions are phrased in a manner so as to prompt the candidates to provide responses about specific examples of their past behaviour. This makes interpretations and comparsions between individuals and candidates more meaningful.

What are Integrity Tests?

Integrity tests, also known as honesty tests in recruitment and selection, refer primarily to self-report tests that are used during pre-employment screening to predict the possibility of dishonesty and counter productivity. Integrity tests work on the rationale that there are meaningful differences in behaviours, attitudes and values between individuals that could be used to identify individuals who are more likely to engage in dishonest behaviors and behaviours that are counter-productive at work. The results from integrity testing are then typically utilized to screen out individuals who may present a greater risk to an organization in areas such as absenteeism and other forms of counterproductive behaviour. The typical dimensions that integrity tests measure are perceived incidence of dishonesty, leniency towards dishonest behaviours, theft rationalization, theft temptation or rumination, perceptions regarding dishonest behaviours, impulse control and punitiveness towards self and others (Murphy, 1995).

Integrity tests typically come in two distinct forms, the first is overt integrity tests, also known as “clear-purpose” integrity tests and personality-based integrity tests, which are also known as “veiled-purpose” integrity tests (Gatewood & Feild, 2001). Overt integrity tests directly inquire about an individual’s attitudes and admissions about behaviours that are undesirable at the workplace such as workplace theft. Personality-based integrity tests are personality inventories that measure personality constructs that are linked with the undesirable behaviour.

Gatewood, R.D., & Feild, H.S. (2001). Integrity Testing, Drug Testing and Graphology. In Human Resource Selection (5th ed, pp. 667-679). Mason, Ohio: South-Western

Murphy, K.R, (1995) Integrity Testing. In N. Brewer & C. Wilson (Eds), Psychology and policing. Hillsdale, N.J.: Lawrence Erlbaum Associates.

Human Resource Management Free Webinars

PsyAsia International is pleased to advise that we have published the dates for our final series of webinars in 2009. Webinars are free and open to all non-competitors involved in Human Resource Management, Coaching and/or related fields. These following provides information on the webinars:

4 November: Saville Consulting Wave
You will see an overview of the Wave alongside research that shows the Wave beats other tests on the market in predicting performance at work and leadership. You will also have an opportunity to trial the Wave.

• Overview of the Saville Consulting Wave
• Aptitude Assessments and Personality Assessments
• Brief overview of the various assessments
• Scales of the Saville Consulting Wave
• Features of the Saville Consulting Wave
• Benefits of the Saville Consulting Wave
• Saville Consulting Wave Accreditation (Conversion and Full Module)
• Comparison with other personality assessments

-To register, please click here.
-Then choose “Show all meetings” and click register next to your preferred webinar
-Complete and submit the short registration form
-We will review your registration and send you a link to attend the webinar within a few days
-Kindly note that we take a maximum of 25 attendees at the webinar, so early registration is advised

18 November: Utilizing Competency Profiling to Improve Recruitment and Selection
This webinar will introduce attendees to competencies and how to conduct competency profiling, along with research on the effectiveness of the procedure and outcomes.

• Explaining Competencies
• What is Competency Profiling?
• Why use Competency Profiling?
• Process of Identifying Competencies
• Methods of Identifying Competencies
• Process of Utilizing Competencies for Selection
• How does it help in Recruitment and Selection?
• Research on the effectiveness of Competency Profiling in Recruitment and Selection
• Other areas of Utility for Competency Profiling

-To register, please click here.
-Then choose “Show all meetings” and click register next to your preferred webinar
-Complete and submit the short registration form
-We will review your registration and send you a link to attend the webinar within a few days
-Kindly note that we take a maximum of 25 attendees at the webinar, so early registration is advised

10 December: Identity Self Perception Questionnaire
Attendees will be introduced to this personality assessment which produces the most comprehensive assessment of personality on the market. You will also have an opportunity to trial Identity.

• Overview of the Identity Self Perception Questionnaire
• Scales of the Identity Self Perception Questionnaire
• Range of Application for the Identity Self Perception Questionnaire
• Advantages of the Identity Self Perception Questionnaire
• Identity Self Perception Questionnaire Accreditation Course
• Relative Comparison with other Questionnaires

-To register, please click here.
-Then choose “Show all meetings” and click register next to your preferred webinar
-Complete and submit the short registration form
-We will review your registration and send you a link to attend the webinar within a few days
-Kindly note that we take a maximum of 25 attendees at the webinar, so early registration is advised

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

Saville Consulting Wave Training in Singapore and Hong Kong – Complimentary Oasys Psychometric Testing System

PsyAsia International is pleased to announce a special offer from Saville Consulting. For clients interested in attending our Saville Consulting Wave^® Training in Singapore or Hong Kong and who are able to send 2 or more delegates from their organisation, Saville Consulting Asia Pacific are offering a complimentary Saville Oasys Online Psychometric Assessment System.

Oasys is a cutting-edge management system for the administration, scoring, reporting and interpretation of the world’s most revolutionary psychometric assessments. These include the Saville Consulting Wave^®, the Saville Consulting Wave Focus, the newly released and revolutionary Saville Personality Profile, a full range of modern and innovative aptitude tests*, a job profiler for use prior to selection and a 360 performance appraisal. Use of the Oasys system cuts down on the costs of psychometric testing in organisations as clients have full control over their candidates and pay a system fee per report rather than paying us a higher bureau service fee. Oasys usually sells for SG$6000 or HK$30,000 so this is a very special offer. It is limited and will expire after the following training course dates and the system will then sell at the regular fee.

To avail of the offer, please register at least 2 people from the same organisation for one of the following courses at http://www.psyasia.com/register

SINGAPORE COURSES

Wave Conversion: 25 November 2009
(for those who already hold a qualification in a substantive personality test or BPS Level B)

Wave Full Training: 25-26 November 2009
(for those without a qualification in a substantive personality test)*

HONG KONG COURSES

Wave Conversion: 1 December 2009
(for those who already hold a qualification in a substantive personality test or BPS Level B)

Wave Full Training: 1-2 December 2009
(for those without a qualification in a substantive personality test)*

IN HOUSE COURSES

PsyAsia International is also accredited to run in-house courses for the Saville Wave. The same offer will apply. By engaging PsyAsia to run an in-house course for you before December 2009, we will be able to supply one Saville Oasys System on a complimentary basis. Please contact us for further details on our in-house training for Saville Wave.

More details on the courses

• Wave Conversion
• Wave Full Training

More details on Saville Consulting Wave

• Saville Consulting Wave^®

*for those without training to BPS Level A or an equivalent, the aptitude tests will be disabled in the system until such time as the client undergoes such training. PsyAsia offers BPS Level A Certification Training in Singapore and Hong Kong.