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People Manager Training (:red_flag: BRINGING OUT THE BEST IN PEOPLE (4…
People Manager
Training
:red_flag: BRINGING OUT THE BEST IN PEOPLE
4 Aspects
COACH STAFF TO DELIVER
Performance Improvement Plan (PIP)
Giving Feedback
1.
S
ituation
2.
B
ehaviour
3.
I
mpact
DEVELOPMENT
Training Needs Analysis (Framework)
Strategic Learning Initiatives
Technical Skills
Soft Skills
OIE (Approach)
Learning from
O
thers
Learning from
I
instructions
Learning from
E
xperience
Kirkpatrick Model (Training Effectiveness)
Reaction
Learning
Behaviour
Results
Resources
HR Hub (ext. 3333), L&D Policy, LDA Policy,
Learning Series Calendar, Training Directory
GOAL-SETTING & PERFORMANCE MANAGEMENT
Business Goals
BU Specific
Company Wide
Internal
External
People Goals
RTD Culture
PM: Recognize individual efforts
Individual: Understand colleagues challenges
Performance Management Cycle
I
ndividual Development Plan
1.
S
pecific
2.
M
easurable
3.
A
chievable
4.
R
elevant
5.
T
ime-based
CULTURE & CHANGE
Beliefs
Trust
Diversity
Responsibility
WOM
Behaviour
Self Leadership
Accountability
Innovation
Inclusiveness
Desired Outcome
Development & Growth
Reward for performance
Impact
Outstanding People Managers
Resources
Culture Survey
http://home.mediacorp.grp/Pages/CultureDipstickSurvey.aspx
Wall of Fame
http://linkway.mediacorp.grp/mwork/rtd/Pages/Home.aspx
Bravo Award
http://home.mediacorp.grp/sites/HumanResources/RewardsandRecognition/Policies/S04-306%20BRAVO%20Policy.docx
:red_flag: BUILDING THE WORKFORCE
3 Aspects
TALENT ACQUISITION
Preparing For The Interview
Choosing the Right Candidate (LEAP)
1.
L
eadership
2.
E
xperience and Expertise
3.
A
ligned with Corporate Values (RTD)
4.
P
otential / Pipeline
A Two-Way Street
Complete Rating Grid & Close loop with recruiter
Building the Pipeline
Scholarship (MES, IDA)
Internship
Resources
Blue Ambassador, Rehiring of Formal Employees,
Internal Job Opportunities, On-boarding Lunch and Buddy
MANPOWER PLANNING
Process
How does the role fit with business strategy?
Work with HR/Finance partner to review budget
Seek approval from BU Head, CHRO, CEO for additional budget
Roll out hiring plan with TA and HRP
BU Leaders to monitor the monthly budget closely
Timeline
Sep: Forecase Review
Oct - Nov: Present priorites/strategies to CEO
Nov - Feb: New FY Manpower Plan
By Mar: Approve Budget
Additional Headcount
Reason(s)
Quantify the business or opportunity lost
Expected duties
ENGAGING FREELANCERS
Contract for Service (Freelancer)
Client-independent contractor relationship
CPF is not payable
Paid a fee for services rendered/piece rated
Not eligible for employee benefits
An individual who is engaged for a continuous period of 3 months or more (without any break of at least 1 month between engagements), in a role which is less skilled, should be engaged as an employee
Resources
Engaging Freelancer Policy
http://home.mediacorp.grp/sites/HumanResources/Pages/Policies.aspx
:red_flag: FAIR AND SUPPORTIVE
WORK ENVIRONMENT
3 Aspects
EMPLOYEE RELATIONS & INDUSTRIAL RELATIONS
Collective Agreement (OT eligiblity)
eg. Cameraman / Soundman / Artisan, salary $4,500 & below
Admin Exec/Receptionist, salary $2,500 & below
Industrial Relations Act (IRA)
Employment Act (EA)
Retirement & Re-employment Act
Re-empt age of 67 applies to those who turn 65 on or after 1 July 2017
PM to engage employee at least 6 mths in advance
Make Decision at least 3 mths in advance
EXIT MANAGEMENT
Exit Experience
Create a pleasant exit experience
Handle exit with respect & sensitivity
Ensure smooth transition
Maintain relationship
Exit Clearance
Approve all pending leave applications & claims
Collect Company items
Clear locker with Estate Management
Remove IT / 3rd Party
Types of Exit
Voluntary
Involuntary
REWARDS & RECOGNITION
Ranking Process
AO ranks employee
RO works with AOs to rank employees
MD works with ROs to rank employees
Recognition
Cash (Bravo Awards, #SuperKudos)
Non-cash (Verbal recognition, Kudos)
Compensation & Benefits
Benefits (Annual Leave, Work-Life Flex, Medical & Dental Benefits
Long Term Incentives (EVA Bonus)
Variable Pay (Variable Bonus, Sales Incentive)
Fixed Pay (Monthly Salary x 13)
