Danny Siat , IHRP-CP’s Post

Get a complimentary examination copy at: https://lnkd.in/eDiFjxPR "Applied Psychology in Talent Management" (9th edition) is now available!   Chapter 17 (of 18) Sneak Peek: Global Talent Management   Exploring talent management on a global scale, this chapter underscores the criticality of cultural competence and effective strategies for managing international assignments. Key takeaways include: 1️⃣ Cultural Impact: Understanding culture's profound effect on global talent management, emphasizing the importance of recognizing cultural nuances in workplace interactions. 2️⃣ Expatriate Selection: Highlighting specialized selection strategies for international assignments that prioritize cultural fit alongside technical skills. 3️⃣ Cross-Cultural Training: Advocating for comprehensive training programs that address cultural, language, and practical challenges to enhance expatriate effectiveness. 4️⃣ Performance Management: Outlining methods to adapt performance management systems for international contexts, ensuring they are culturally sensitive and aligned with global strategies. 5️⃣ Global Collaboration: Leveraging technology to facilitate global collaboration and knowledge sharing, maintaining organizational culture and innovation across borders. This chapter equips professionals with the insights needed to navigate the complexities of managing a global workforce effectively. #GlobalHR #TalentManagement #CulturalCompetence AACSB AACSB Career Connection HR Division - Academy of Management HRM Section of the Spanish Academy of Management. Sección de Recursos Humanos de ACEDE British Academy of Management HRM Special Interest Group Academy of International Business (AIB) Academy of International Business UK & Ireland Chapter Academy of International Business (AIB) Teaching & Education SIG British Academy of Management Eastern Academy of Management EFMD Global EUROPEAN ACADEMY OF MANAGEMENT EGOS (European Group for Organizational Studies) GWSB Alumni Christopher Bracey Ellen Granberg Iberoamerican Academy of Management Indian Academy of Management Management Faculty of Color Association (MFCA) MIDWEST ACADEMY OF MANAGEMENT INC SHRM SHRM India Society for Industrial and Organizational Psychology (SIOP) Society for Industrial & Organisational Psychology South Africa (SIOPSA) Society for Industrial and Organisational Psychology Australia (SIOPA) Diretoria SBPOT WAOP The George Washington University The George Washington University School of Business The PhD Project Western Academy of Management (Official Site) InPractice: The EAWOP Practitioners E-Journal Alexander Alonso, PhD SHRM-SCP Adam Grant Maggie Stanley Lauren Gobell DC SHRM HR Virginia SHRM State Council NOVA SHRM

Get a complimentary examination copy at: https://lnkd.in/eDiFjxPR "Applied Psychology in Talent Management" (9th edition) is now available! Chapter 15 (of 18) Sneak Peek: How to Design Training and Development Programs   This chapter on training and development unpacks the essentials for designing impactful workplace learning programs. Here are the key takeaways: 1️⃣ Demand for Training: Growing workplace diversity and rapid technological advancements are driving the need for ongoing professional development. 2️⃣ Training Activities: This section explains the purpose of training and development and emphasizes their role in enhancing organizational goals through improved performance. 3️⃣ Effective Training Characteristics: Identifies commitment from top management, alignment with business strategy, feedback-rich environments, and resource investment as pillars of effective training programs. 4️⃣ Individual and Environmental Factors: This section highlights how individual readiness and the work environment influence training effectiveness, stressing the importance of a supportive learning climate. 5️⃣ Designing Effective Training: This section discusses the critical steps in creating effective training programs, from needs assessment to ensuring training transfer to the job. 6️⃣ Team Training: Details the importance of team training in today’s hybrid work arrangements and describes methods to enhance team performance through structured training initiatives. These insights help organizations craft training programs that are not only educational but also strategically aligned to enhance performance and competitiveness. #ProfessionalDevelopment #HR #WorkplaceLearning AACSB HR Division - Academy of Management HRM Section of the Spanish Academy of Management. Sección de Recursos Humanos de ACEDE British Academy of Management HRM Special Interest Group Eastern Academy of Management EUROPEAN ACADEMY OF MANAGEMENT EGOS (European Group for Organizational Studies) GWSB Alumni Christopher Bracey Ellen Granberg Iberoamerican Academy of Management Indian Academy of Management - INDAM Management Faculty of Color Association (MFCA) MIDWEST ACADEMY OF MANAGEMENT INC SHRM SHRM India SHRM Executive Network SHRM APAC SHRM Japan SHRM European Forum SHRM Forum Ireland Society for Industrial and Organizational Psychology (SIOP) Society for Industrial & Organisational Psychology South Africa (SIOPSA) Society for Industrial and Organisational Psychology Australia (SIOPA) Diretoria SBPOT The George Washington University The George Washington University School of Business The PhD Project Western Academy of Management (Official Site) Eawop Secretary Alexander Alonso, PhD SHRM-SCP Maggie Stanley Lauren Gobell DC SHRM HR Virginia SHRM State Council NOVA SHRM

Now that we're settled into the new academic year, let us help you to create a culture of growth and lifelong learning. Now is the perfect time to pause and assess the talent within our teams. When you undertake a thorough Training Needs Analysis you can pinpoint exactly where you can empower your team to enhance their skills, and advance in their careers. 1️⃣ Start with Your Vision: Reflect on the goals of your department and how each team member can contribute. 2️⃣ Engage in One-to-Ones: Have conversations with your team to understand their personal development goals and align them with the school’s objectives. 3️⃣ Skill Gap Analysis: Identify the gap between current skills and those needed to achieve both team and individual growth. 4️⃣ Prioritise Learning: Rank training needs based on their impact on educational outcomes and job satisfaction. 5️⃣ Plan Collaboratively: Involve your team in planning how best to address the training needs identified to ensure buy-in and effectiveness. Taking these steps will ensure that professional development is meaningful, impactful, and truly tailored to the needs of your school #managementdevelopment #HR #education

𝐀 𝐂𝐨𝐟𝐟𝐞𝐞 𝐂𝐡𝐚𝐭 𝐅𝐮𝐥𝐥 𝐨𝐟 𝐈𝐧𝐬𝐢𝐠𝐡𝐭𝐬! There's something special about connecting over a coffee, and my recent catch-up with fellow EGN Singapore (Executives' Global Network) HR Leaders group member Shirman Li was no exception. His journey was fascinating and inspiring, taking him beyond the traditional HR path into cutting-edge technology. We had an enriching conversation about how technology is reshaping the HR landscape and how he's staying ahead of the curve. In today's fast-paced world, where technology evolves in the blink of an eye, these kinds of chats remind me just how crucial continuous learning is. Sometimes, a conversation with industry peers accelerates your understanding far more than an industry report that comes out three or six months later. This peer learning, sharing stories, insights, and real-world experiences, is what keeps us all growing in this dynamic field and staying ahead of the curve. HR is evolving, and so are we. I'm excited for more coffee chats like this before the year wraps up—filled with inspiration, new perspectives, and a fresh take on what's next. Learning truly never stops!

Soft skills training is often reserved for leaders and top executives. But it’s not just bosses who want better emotional intelligence so they can thrive in the workplace—employees are also looking for the same kind of in-person learning and development opportunities, according to a new study from Deloitte. Despite the hunger for those so-called soft skills, however, only about half of all workers feel their employers value these human-centric qualities more than technical ones, according to the study. But employers that ignore soft skills development do so at their own peril. Read more:

🌟 Learning Journey Update! 🌟 Over the past month, I’ve been focused on enhancing my skills and understanding of key topics in human capital. I’m happy to share that I’ve completed 4 courses, investing approximately 21 hours in total. Each course offered valuable insights and included real-life study cases: 1. Performance Management – Learned how to drive success by setting clear goals, managing performance effectively, and understanding how performance management plays a pivotal role not only in assessing talent but also in developing it. 2. Basic Data Analysis Using Excel – Gained practical skills to interpret data and make informed decisions. 3. Key Performance Indicators (KPI) – Explored how to create KPIs that align with organizational objectives. 4. Industrial Relations in Indonesia – Studied the foundations of labor laws and practices in the local context. These courses have strengthened my foundation and prepared me to tackle workplace challenges with confidence. I’m excited to apply these learnings and continue growing in my career! If you’ve recently completed any courses or have recommendations, I’d love to hear about them. Let’s keep learning and growing together! #LearningJourney #SkillDevelopment #HumanResource #HumanCapital

Teacher's Day! 💚 Learning doesn’t stop with formal education—it continues every day in our workplaces. The corporate world is a classroom of its own, constantly teaching us invaluable lessons: The Corporate Classroom: Lessons Beyond the Boardroom : - Adaptability: The ability to navigate change with grace, whether it’s new processes, shifting strategies, or unexpected challenges. - Collaboration: Learning how to work together towards a common goal, valuing diverse perspectives, and building strong relationships. - Innovation: Encouraging creativity and pushing us to think outside the box, find solutions, and drive progress. - Resilience: Teaching us to rise after failures, stay motivated through tough times, and keep moving forward with determination. 🔗 Continuous Growth: The corporate world constantly reminds us to keep learning—whether it's upskilling, gaining new knowledge, or enhancing our expertise. 💡 Today, I want to extend a heartfelt Thank You to all the mentors, leaders, and colleagues who have been our teachers along the way. Your guidance and insights shape our paths, helping us grow into the best versions of ourselves. 💡Let’s take a moment to appreciate the many ‘teachers’ in our professional lives—our mentors, managers, colleagues, and even the challenges we face. Every day is an opportunity to learn and grow. 🌱 #TeachersDay #LearningEveryday #CorporateLife #hr

I’m set to begin a profoundly exciting mentoring journey with the HR Next Gen Mentoring Initiative by Stories of Asia 🚀 It's time to channel the power of 'Begin with the end in mind'—a principle of '7 Habits of Highly Effective People' which I’ve always believed in the transformative power of Foresight and Resilience, both professionally and personally. 🌟I stand at the cusp of an exhilarating adventure as a mentor, poised to guide the ascent of an emerging HR star, Qiu Ting Q.. 🚀 In the coming weeks, I’ll work closely with Qiu Ting Q.., a bright talent in the HR realm. Together, we'll unlock doors of innovation and walk the road to professional growth. 🌱 This is about more than just mentorship; it's about sparking transformation in our industry. I'm eager to share the wisdom gleaned from my journey, to foster resilience, and to encourage a forward-thinking mindset. 💡 As we embark on this collaborative path, I know that every challenge we tackle and every success we celebrate will contribute to a broader narrative of excellence in HR. This venture is a commitment to the future—a future where our collective knowledge and experience shape an inspiring new chapter in HR. 📘 So, to my network, I ask: - What moments in mentorship have ignited your growth? - Which insights have you carried forward in your career? Your stories are as impactful as the mentorship itself. Share them, and let's amplify the power of these experiences. Together, we're not just growing but redefining what it means to lead and excel in HR. #MentorshipMatters #HRInnovation #ProfessionalGrowth

Just finished an intense NUS Business School Executive Education on Strategic Human Resource Management. With only five months in HR, the learning curve has been steep and sometimes overwhelming for me. It is easy to get frustrated when concepts do not click right away. But speaking with seasoned HR professionals was reassuring. Even with their vast experience, they face evolving challenges. This reminded me that HR is a dynamic field where continuous learning is essential. It is comforting to know my struggles are a natural part of growth, and it underscores the importance of collaboration, discussion and shared thinking. Key Takeaways: Supporting an Aging Workforce: How can we redesign roles in early childhood education to be less physically demanding and more sustainable for older employees? Innovative solutions are crucial for their well-being and productivity. AI in HR: The session on AI by Jussi Keppo was eye-opening. It made me realize how elementary my current analysis is in comparison to the strategic insights we discussed. I am now super motivated to elevate my approach and thinking in this area. Challenging the Status Quo: We are introducing performance appraisals, merit increase, and (hopefully) strategic business partnerships this year. These concepts are new to us at Anglican Preschool Services, but after the session by Fermin Diez - PhD, SPHR, GRP, IHRP-MP, FSID on Reinventing Comp & Ben for the Future of Work, I have been questioning whether we adopt practices just because they are seen as progressive. It is important to think critically even as we innovate. A huge thank you to my course mates and the wonderful lecturers and practitioners who made the learning experience so rich and rewarding. And a special shoutout to Judith Yuen for feeding us so well and taking good care of us over the five days. I am excited to bring these fresh perspectives to my team and transform ideas into actionable strategies. #ContinuousLearning #StrategicHR #NUS

🌟 In today's rapidly evolving work environment, fostering a culture of lifelong learning is more crucial than ever. I had the opportunity to discuss the importance of continuous learning and how organizations can support employees of all ages in their development journey during my interview with Champa Ha of HRM Asia Magazine. Here's a sneak peek into what we discussed: 🔹Digital Skill Development: Baby Boomers and Gen X are eager to update their digital skills and pivot towards more meaningful careers. 🔹Interactive Learning: Millennials and Gen Z thrive with continuous, interactive learning experiences that leverage modern technology. 🔹 Cross-Generational Mentoring: Two-way mentoring programs can bridge the gap between different generations, fostering mutual respect and knowledge sharing. Companies like MUFG and Maserati/Stellantis have effectively implemented such initiatives. 🔹Innovative Learning Programs: Examples from companies like GroupM and DBS Bank show how tailored and gamified learning approaches can lead to impressive outcomes. It's about creating an inclusive learning culture where every generation feels valued and equipped to thrive in a VUCA world. Check out the full article to explore more insights on this topic: https://lnkd.in/eetQXBdj #LifelongLearning #EmployeeDevelopment #CrossGenerationalMentoring #ContinuousImprovement #HR #TalentManagement #ProfessionalDevelopment XYZ at Work