#2
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HCS Content Administrato
on
6 Jul 2010 11:15 AM
Top Issues
- Reliability (Character)
- Better Teamwork
- Communication amongst colleagues
- Organisation Structure (Recruitment)
- Regulatory environment (5 ‘Os’, B4 in Eng)
- Culture & Morale
- Salary Structure
- Benchmarking with industry norms (salaries, IT etc)
Questions Arising from CoP Participants
Salary & Benefits
- How do you come up with competitive benefits package?
- How do you find if your salary is competitive?
- How can management provide better compensation package?
- How do you manage a staff who is not satisfied with her salary?
Communication
- How do you improve communication between colleagues from different departments?
- Has anyone had expensive with working with 84 bosses yet being to please everyone?
- How do you manage a staff with low morale?
- How do you handle staff communication breakdown?
- How to improve better teamwork?
Talent Management
- How do you manage a staff with DPT but with 4 ‘O’ level credits?
- How do you develop your staff to fullest potential?
- Has anyone figured out how to encourage teachers to upgrade their qualifications before 2013?
- How do you manage the “little” irritating events that divide the staff? Leading to gossips etc dirty toilets.
- Has anyone had experience with an organization with high morale?
Organization Culture & Branding
- How do you contribute to organization culture without asking?
- How do we agree on a common strategy?
- Do you have a solution for managing a diverse demographic & educational background? To get them to co-operate and work seamlessly?
- Has anyone been successful in enhancing corporate branding using as little resources as possible?
How do you handle a staff who is not co-operative?
- Explain the situation and impact to the organization / group / centre
- TLC (tender loving care)
- Setting expectations, stating tasks etc clearly
- WIIFThem (what’s in it for them)
- Counseling (identify the issue)
- Stating perspectives / expectations (working style)
- Involve them in the decision-making process
- Consequences
- Goto Boss
- “Corporate culture”
Has anyone tried to look into individual’s career path?
- Recommend to go for training
- Job rotation
- Job redesign
- Upgrading (eg WSQ)
- Job scope expansion (delegate / taiji)
- Job specialization
- Scholarships
- Flexi-work arrangements
last edited by HCS Content Administrato on 7/9/2010 4:53:39 PM
#1
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HCS Content Administrato
on
6 Jul 2010 11:13 AM
The importance of this topic
Talent Management (TM) has become a burning corporate priority. A McKinsey Study in 2001 reported that 80% of leaders believe "the talent pool is inadequate"
In Singapore, demographics in the workforce have become issues of concerns:
- Low Population Growth below the optimal replacement rate
- Rapidly aging population with longer lifespans
- More diverse workforce with the influx of foreign talent
This is already impacting the economy by creating large vacancies across industries. This phenomenon will become even more apparent in the next 2 decades.
PCF is acutely aware of this situation especially in the recruitment of teachers, who form the main job classification.
Add to this the limited pool of candidates intending to join the childcare industry, PCF faces the challenge of attracting the right talent and retaining them. PCF needs to review the organisational culture and the core values to ensure that they support the development and retention of talents.
This will have material consequences on the ability of PCF to
- Maintain & grow the business
- Maintain program quality and promote innovation
- Meet key stakeholder expectations
The ability to attract, hire, develop & retain the right talent to meet PCF's business and organisation needs have become a Human Capital Challenge that needs to be addressed by the management, HR and all the people-managers within the organisation.
Outcomes to achieve
- Develop & Retain existing talent
- Attract & hire the right candidates and retain them - getting the right people with the right skills, in the right place, with the right pay
- Engage staff's commitment
- Make human capital a competitive advantage
- Evolve and align its culture and core values to support the development and retention of talents.
last edited by HCS Content Administrato on 7/9/2010 4:53:09 PM