SYNERGY TRAINING GROUP

Fascinating Talks &

Amazing People

SYNERGY TRAINING GROUP

Fascinating Talks &

Amazing People

SYNERGY TRAINING GROUP

Fascinating Talks &

Amazing People

SYNERGY TRAINING GROUP

Fascinating Talks &

Amazing People

SYNERGY TRAINING GROUP

Fascinating Talks &

Amazing People

SYNERGY TRAINING GROUP

Fascinating Talks &

Amazing People

"Human Resources isn't a thing we do. It's the thing that runs our business." - Steve Wynn

Synergy Training Group

It's not about what you're made of, it's about being more than what you're made of

HR Strategy

An HR strategy is an organised set of HR methods designed to support high-performance work and promote the company's vision, mission, values, and objectives. In the past HR have acted as the governing body of all the component parts of the People arena for example:

 

Assessment, Coaching, Competency Frameworking, Consulting, Design, Induction, Learning and Development, Onboarding, Orientation, Performance Management, Policy management, Recruitment, Succession Planning and Talent Management.

 

The world and the game has changed.

 

Competency Frameworking

Competency based questions can sound a little scary as they are so involved. However, they are just a way for employers to make sure you know what you’re talking about – complete with detailed explanations.


This the best way to approach a competency based interview is to used the STAR approach

 

The acronym STAR stands for

·      Situation

·      Task

·      Action

·      Result

It is a universally recognised communication technique designed to enable you to provide a meaningful and complete answer to questions asking for examples. At the same time, it has the advantage of being simple enough to be applied easily.

Many interviewers will have been trained in using the STAR structure. Even if they have not, they will recognise its value when they see it. The information will be given to them in a structured manner and, as a result, they will become more receptive to the messages you are trying to communicate.

 

Performance Management

Employee performance defines ability and expertise. It is a parameter you must keep in mind to identify a leader, but look beyond performance.

 

What you also need to look for is the employee’s aptitude, desire to grow, and overall potential.

 

Some individuals are not cut out to be leaders, although their performance is at the higher end of the scale. They don’t have the capacity to play leadership roles, and are content to be followers. This is why potential should outweigh performance as a parameter when zeroing in on a possible future leader.

 

Policy Development

The five steps needed to develop and implement a new employer policy are essential to the organisation and how it develops its employees, firstly there is a need to Identify the Need for a Policy, to then determine the content of the policy, gain traction and stakeholder support to implement, publish and communicate with employees through the correct organisational channels and finally keep the policies updated and revised accordingly.

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