John L. Epps |
John
L. Epps is one of the original designers of the LENS
Technology of Participation (ToPTM). he consults with groups
on the subjects of strategic thinking, facilitation methods,
customer service, and leadership development.
Dr.
Epps is a contributing author of the book, "Participation
Works: Business Cases from Around the World." Currently
an Adjunct Professor at the University of Maryland University
College, John teaches on-line graduate courses in "Strategic
Management |
in
an International Competitive Environment," and "Managing
Country Risk.". He wrote an article back in 1995 entitled,
You can't touch it, light it, or ignite it. You can, however,
release the spirit that is already there... Respiriting organisations
and we believe its worth republishing the article again. It's
an excellent read!
John said,
"So how do you respirit organisations?
In a real sense, you don't; you can't- because any organisation
already has a spirit. There is always some mood, atmosphere
or morale predominant among the group. The real question is
how to release the positive spirit that is capable of energizing
the people and the place. "
----------------------------------------------------------------------------------------------------------------------------------------------------------
|
Jacinta
Giles |
In
New Zealand, Deloitte is seen as a high-performance organisation.We
spoke to Jacinta Giles, Head of People &
Performance at Deloitte New Zealand about creating a high performance
culture.
Jacinta noted,
“People join our firm over our competitors
because we can offer the opportunity to work with some of New
Zealand’s most prestigious companies (in terms of clients)
and to also work with other professionals who share a passion
for their field of expertise. |
We
are also known
for delivering extraordinary
value to our clients
and for a commitment to creating a working environment that
is a magnet for talent.”
She shares with us some tips and ideas on creating this environment
at your workplace. Jacinta was the winner of the HR Generalist
of the Year Award (Auckland Region) Human Resource Institute
of New Zealand (HRINZ) 2007/2008 Awards .
----------------------------------------------------------------------------------------------------------------------------------------------------------
|
Mohamad
bin Hj Abu Bakar
|
Mohamad
bin Hj Abu Bakar is the Human Resources Director at
DKSH Holdings (Malaysia) Berhad. Mohamad talks to us about taking
an entrepreneurial approach to establishing HR and about how
to affect change in your people's mindset.
|
----------------------------------------------------------------------------------------------------------------------------------------------------------
|
Suhaila
Binti Samsuddin
|
Suhaila
Binti Samsuddin, Human Resources Manager at both Cigweld
(M) Sdn Bhd and Thermadyne Asia Sdn Bhd reveals some of the
training initiatives they have in place.
“To me, there’s really no
right or wrong time to initiate a T&D programme”,
Suhaila says. “It can even be initiated during the first
three months of a new hire. You need not necessarily tie this
in to performance appraisals or as part of your succession planning.”
|
----------------------------------------------------------------------------------------------------------------------------------------------------------
|
Jackie Chan
|
In
our section on Effective Recruitment Practices, we spoke to
Jackie Chan, Head of Workforce Management at Maxis
Communications.
Jackie joined Maxis two years ago and has 9 members in his workforce
management team. |
----------------------------------------------------------------------------------------------------------------------------------------------------------
|
Chin
Tuck Piew |
We
also spoke about Effective Recruitment Practices to Chin
Tuck Piew, the Administrator of Human Resources and
Personnel Development at Gleneagles Hospital (Kuala Lumpur)
Sdn Bhd.
Tuck Piew has worked in a diverse set of industries ranging
from manufacturing, retailing, education and banking and has
spoken at a number of conferences on HR related issues.
|
Tuck
Piew said,
"I
don’t really believe in behavioural based questions because
these are too “scientific”
to my liking. In most cases, these questions are developed in
western countries which culturally may not be applicable to
us. My way is to observe the body language of the candidates.
The way they answer questions, their eye movement, body posture
or hand gestures tell a lot about the person."
----------------------------------------------------------------------------------------------------------------------------------------------------------
|
Lori Lynn Phillips |
Why
are so few women reaching the top? This is the question we asked
ourselves in this issue and one we posed to Lori Lynn
Phillips.
The question to ask is whether this is an insurmountable problem,
too mired in failure through the years, too entrenched that
the solutions seem too far away or too big an issue for us to
handle on an individual level. Can we and should we change the
state of affairs that affect us? Lori
Lynn talks to us about the Opt-In Project, a group which started
looking at these issues some time ago. It all began with a group
of lawyers
at Heller Ehrman, an American law firm.
|
The
Opt-In Project was formed as a way to bring different industries
together to share innovative ideas about how to better encourage
women to enter and to stay, succeed, and become leaders within
professions that have traditionally experienced high rates of
attrition from female employees.
The
project, while initiated in the US, has gained momentum. Populated
by both men and women, it's breaking ground beyond the law firm.
While Heller Ehrman views this Project as relevant to its operations
in Asia and Europe as much as its U.S.-based offices, many of
the companies that have participated in this Project compete
globally.
----------------------------------------------------------------------------------------------------------------------------------------------------------
|
Rebekah Fensome
|
Getting
People To Do What They Should Do is based on an interview we
did recently with Rebekah Fensome.
Rebekah, an accredited professional Life Coach and Coaching
Psychologist said to us,
“It is possible to train and coach
employees so they feel they want to follow the companies approach
or see why it would be better to do this. The worst thing is
to make someone feel as if they are being forced into making
this change. Coaching is a great way to overcome this.” |
Rebekah
noted that,
"Specifically a straight-talking,
jargon free Business Coach will help employees to focus on their
professional goals and ensure they achieve them while enjoying
the journey. They will nurture, inspire and challenge individuals
so they are brought along with the company rather than dragged.
They can ensure that appraisals and feedback are given and personal
training needs are being met. These are all positive actions
and won’t lead to people unnecessarily bringing up “issues”
just because they have someone there to listen to them. This
is a negative perception that some organisations have of Business
Coaching but is largely unjustified. We do not aim to find problems,
we hope to solve them.
Business
Coaches don’t just work with employees, they also work
with the business owners, HR departments and anyone who has
the responsibility of people development. They will ensure that
business owners are thinking about the development of the company
and have a strong focused idea for its direction by helping
them set action plans and mission statements with achievable
target dates. They will assist HR departments and people managers
to ensure that they are focused and planning ahead rather than
taking a reactive approach to people issues."
----------------------------------------------------------------------------------------------------------------------------------------------------------
|
Lance J Richards |
Lance
J Richards GPHR, SPHR was Senior Director International
Human Resources from July 2003 until May 2007. Since June 2007,
Lance has been Senior Director and Global Practice Leader for
Kelly’s worldwide Human Resource Consulting practice,
with operations in 10 world centres globally. This role took
Lance from a pure HR role to being a P&L General Manager
of a business unit. We asked Lance to share with us, what it
means to him, for HR to be supporting operations on a global
scale and what sort of issues tend to take centre-stage.
|
"You
still have all the classic HR issues that are purely transactional
and they should be pretty straight-forward. However, they can
become quite complicated when distance is involved. The biggest
challenge though, revolves around culture - both national and
business. The second one is mobility - having the right people
with the right skills in the right places at the right time-
at the right cost. And, culturally, HR needs to be not only
doing this right, but doing the right things.
The third is leadership - do you have leaders in place who will
make a difference? And then, what do you have coming up in the
organization under them? If you don’t like the answer,
what are you doing about it?"
----------------------------------------------------------------------------------------------------------------------------------------------------------
|
Sherlyn Ho |
Sherlyn
Ho is the Human Resource & Administration Manager
at Richina Inc Sdn Bhd. Sherlyn is featured in a Day Gone
By.
Sherlyn
says,
" The reality is that you have
to treat your in-house customers as your customers". |
| ---------------------------------------------------------------------------------------------------------------------------------------------------------- |
Not
a subscriber? Read up about how to subscribe
to HR Matters magazine.
Complimentary subscriptions available only to HR Managers and
Directors.
4
Ways to Subscribe
P +603 7783 6658
F +603 7783 6659
subscribe@hr-matters.info
www.hr-matters.info
To subscribe to this email newsletter, send an email with your
full details to subscribe@hr-matters.info.
To remove yourself from this subscription or from any related
mailing, please email
subscribe@hr-matters.info with unsubscribe
in the Subject Heading.
Copyright 2008 Flipside Sdn Bhd. All rights reserved.
HR Matters is a division of Flipside Sdn Bhd.
Flipside Sdn Bhd
Suite 5.06 Level 5 Wisma Ali Bawal II
No.11 Jalan Tandang
46050 Petaling Jaya, Selangor Darul Ehsan, MALAYSIA.
Phone +603 7783 6658. Fax +603 7783 6659 .
www.hr-matters.info
HR
MATTERS | PEOPLE LEADING BUSINESS
|
