The Snitch

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Posts Tagged ‘communication

HRTV: Staying effective with social media

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Singapore – HR leaders can utilise technology and social media networks as an internal collaboration tool to become even more effective in their jobs.

Ram Menon, executive vice president for worldwide marketing at TIBCO, said that HR professionals would typically use social media to communicate with third parties such as potential job candidates, vendors and recruiters.

However, Menon suggested that a savvy HR practitioner can use social media to improve internal communications, as well as increase collaboration between different departments. He added that having an effective social media strategy can help connect diverse business divisions in a global company, especially if they are located around the world.

“HR is the primary lifeline through which an organisation communicates its vision, the way in which they hire and retain employees, or career development opportunities,” Menon said.

If adopted properly, social media can streamline the information sent out to different stakeholders without spamming everyone. “Technology eases the flow of communication and filters outs what is irrelevant to you.”

For example, Menon said a healthcare package for eye insurance can be programmed to be disseminated through social media groups to those with eye problems within the organisation. This helps employees manage the information they receive regularly and ensures important data is not lost in the mix.

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Written by Human Resources

August 31, 2011 at 10:31 am

Which is your chosen work personality?

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Find out how the demands of your chosen career have a major impact on shaping how you behave in a meeting. By Kathryn Ellis

With work taking over the majority of our waking hours, it is not surprising that the unique demands of a career can play a major role in shaping one’s behaviour in the workplace. These tendencies tend to be more obvious at meetings and other professional interactions as these sessions are such a crucial part of getting things done. Here are the top six distinctive personalities found in a meeting and the types of professions they are likely to match:

1.       If you are a project manager, an event planner, an advertising executive or a public relations consultant, you’re most likely… The Multitasker.

You are not only a whiz at juggling multiple clients, vendors and projects simultaneously, but also one who thrives on the adrenaline rush of racing from deadline to deadline. Hands up, all those guilty of scribbling notes during a conference call while responding to emails on your Blackberry.

While you may be blessed with the gift of being a consummate Multitasker, do exercise caution.  A major requirement in your line of work is the ability to listen to clients and draw out important information. To keep your multitasking tendency in check, make it a point to keep your computer and mobile phone out of sight and pay attention instead.

2.         If you are a businessman, investment banker, stock broker or property agent, you’re most likely… The Mobile Meeter.

As your job requires you to be constantly on the move to find the next business lead, you probably spend your work day travelling from customer meeting to sales presentation to industry seminar. As a professional who is always on the go, you are likely to be familiar with dialing in to conference calls and web meetings from a hotel room, a roadside café, a taxi or an airport lounge.

As a Mobile Meeter, it is critical that you always have on hand an up-to-date calendar of meetings with indication of time zones. Every considerate Mobile Meeter should also invest in a pair of noise-cancelling headphones to ensure the background noise in any location will not get in the way of a productive meeting.

3.         If you’re an artist, an inventor, an advertising creative or a talk show host, you’re most likely… The Disrupter

Your job is often an unstructured one which requires you to explore the full potential of your imagination and truly think out of the box. Does the mention of one thing tend to ignite 10 related ideas in your head? Do you find it impossible to hold back on sharing those ideas? If so, say hello to the Disrupter, for that is what you tend to become in a meeting.

While your ingenuity is a valuable trait, do make sure you are not derailing a meeting from its intended objectives. Wait until the most appropriate section in a meeting to share your thoughts. That way, you will not only be recognised as a creative genius but also an effective and considerate team player.

4.         If you’re an analyst, auctioneer, doctor, strategist or CEO, you’re most likely to be… The Maestro.

The unique demands of your career mean that you have the killer combination of a commanding presence, a razor-sharp mind and a results-focused approach. Your natural ability to look beyond complexity to get to the root of a problem means that you are probably The Maestro of meetings.

You are able to lead meetings towards concrete outcomes effortlessly, and inspire confidence and respect from others. However, despite the Maestro’s effectiveness at meetings, you have the tendency to get frustrated with personalities like The Disrupter or the Socialiser. Take care not to dampen their creativity by creating an appropriate time for them to speak and by considering their views seriously.

5.         If you’re an ambassador, a financial consultant, an insurance advisor or journalist, you’re most likely to be… The Socialiser

To reach the very top in your chosen career path, one needs to possess a charismatic personality, a vast network of contacts and the ability to draw critical information from these contacts.  Not only are you a master at networking, but you’re also capable of building trust with others very quickly. This is critical for getting that bit of political insight, signing another customer or achieving that exclusive headline.

Your likeability and skill at building rapport are likely to influence the way you behave during meetings too, making you The Socialiser. Even before the meeting begins, you are greeting each participant and chatting away with some of them like old friends. Your ability to put participants at ease, especially in a high-pressure environment, is highly valued.  While you usually create a positive impression, do exercise self-awareness so as to remain professional and avoid encroaching on personal boundaries.

6.         If you’re a digital strategist, technology analyst and communications professional, you’re likely to be… The Social Networker.

Find yourself itching to check Facebook during a meeting? Find yourself unconsciously tweeting about what an ugly tie the colleague sitting opposite you in the meeting is wearing? You’re probably the Social Networker.

As a social media pioneer whose work description includes Facebook-ing, Tweeting, blogging and Foursquar-ing so you can counsel clients about these platforms, you are probably connected 24/7.  You are also likely to feel the constant urge to update your networks about what you are doing, eating and seeing at all times of the day… even during meetings.

Take care not to get carried away, as not everything should be posted on a social network, especially if it concerns corporate matters. Don’t let your passion for the job land you in hot soup.

Kathryn Ellis is the communications manager for PGi in Asia Pacific. She is part of the team that drives PGi’s communications strategies throughout the region. More articles on engaging staff during meetings can be found here.

Written by Lee Xieli

June 9, 2011 at 9:00 am

HRTV: Reaching out regionally

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Singapore – As more companies choose to set up their regional headquarters in Singapore, managers have to keep communication flowing smoothly between employees based in different offices.

Andrew Tay, president for Zebra Technologies in Asia Pacific, advised managers with regional responsibilities to make a constant effort to connect with their team members who are based in different locations. He said this can be done through weekly calls and emails.

Tay said staying in touch regularly will help leaders understand what’s happening in a particular office despite not being there physically. Tay added that managers have to be aware of the different work practices and cultures in different countries, and tailor their leadership style to address the local needs and growth opportunities.

But communication aside, companies have to first find the right talent on top of creating “a proper vision and business strategy for the organisation”. Tay said, “You can have the best plan in the whole world, but if you don’t have the best people to execute it, it will just remain as a plan.”

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Written by Sabrina Zolkifi

June 1, 2011 at 9:03 am

HRTV: Engage employees like the Americans

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Singapore – Companies in Asia should adopt the “partnership” engagement strategies many US and European organisations use if they want to see lower employee turnover rates this year.

Rolf Bezemer, managing director for Singapore, Malaysia, Thailand, Indonesia and Australia for technology services provider Lumesse, called the employee engagement process in US and Europe a “partnership”. He said the partnership involves having both sides constantly communicate and express their requirements and expectations of each other frequently.

Bezemer added companies in the region have to focus on bridging the gap between managers and their staff, instead of keeping a distance because of corporate hierarchical fears. “Employee engagement is simple,” he said. “It starts with identifying them on an individual level.”

A recent survey by Aon Hewitt concludes that the formula for success for firms lies in having a “performance-driven culture, clear vision and convincing employee promises, efficient and effective people practices, strong organisational alignment and accountability in the company”.

Chief of all, Aon Hewitt said the key to success lies in engaging employees effectively to win their commitment and allegiance.

Recently, together with The Business Times and CATS Recruit of The Straits Times, Aon Hewitt recognised Ritz-Carlton Millennia Singapore and McDonald’s Restaurants as “outstanding” employers, with high employee engagement levels.

Bezemer added that developing young talent remains a key priority for companies so it is just as important to engage the younger workforce early in their career. Besides coaching them in the daily job requirements, leaders have to engage younger employees in “open and consistent” discussions. This will help them understand the staff’s needs and aspirations, and help develop them professionally, as well as individually.

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HRTV: Small Talk on leadership lessons from GE

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Singapore – Now that the dust around the general elections (GE) is beginning to settle, Small Talk takes a look at the leadership lessons companies can take away.

William Rothwell, a professor who teaches human resources (HR) management and development issues at Pennsylvania State University, said when picking new leaders, organisations need successors who are open-minded. He added it is important they can fill in the gaps of the current leadership, and are able to deliver fresh perspectives.

Sabrina Zolkifi hosts this week’s episode of Small Talk and discusses what else local leaders can learn from the elections, as well as why you should teach your employees the same way you would primary school children.

Mary Sue Rogers, general manager for IBM’s global human resources (HR) for learning and recruitment, said when planning a learning programme, HR should develop one with a learning style familiar to its employees.

“Go back to primary and secondary school, and see how the teachers are teaching your future employees,” she said.

Small Talk also explores how Singaporeans’ favourite language Singlish can affect career prospects and what HR can do about it.

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Written by Sabrina Zolkifi

May 13, 2011 at 1:33 pm

HRTV: Small Talk reveals their ideal work spouses

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Singapore – The line between professional and personal lives are blurring with two third of employees having a work spouse who influences their decisions both inside and outside the office.

According to a survey by Captivate Network, nearly a quarter of work spouses maintain constant contact with each other even during weekends. The relationship is so close that it can affect decisions on where to eat and what type of clothes to buy.

This episode of Small Talk discusses the advantages and dangers of having a work spouse, as well as Lee Xieli’s own experience on having one. She also explores the secrets behind running a successful family business with Sabrina Zolkifi.

Melvin Tan, managing director of the Cyclect Group, said recruitment and succession planning issues can be thorny in a family-run organisation. “It’s trickier because [family members] will always think they can overwrite HR when it comes to policies and rules.”

Although Tan has relatives heading several divisions within Cyclect, he said a conscious decision was made to ensure there is only one family member in any management team. He added it was to avoid any preferential treatment or conflicts of interest that could affect the overall business.

Sabrina also shares her experience visiting Changi Prison for the recently concluded Yellow Ribbon Culinary Competition.

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HRTV: Small Talk on why engagement surveys fail

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Singapore – The results from your internal employee engagement surveys may not be as truthful as you think.

This is because many companies usually make 10 key mistakes when carrying out engagement surveys. Brad Federman, president of Performancepoint, said one of the biggest mistakes an organisation can make is to ignore the “big brother syndrome”.

“People rate the organisation well because they know the company has access to their ratings. If you want insights to strengthen your organisation, do yourself a favour and use a third party,” he said

Small Talk discuss other survey blunders companies can avoid, and why some times, conflicts between different business divisions can be healthy. It also discusses why social media sites can sabotage your working relationships with colleagues.

More than half of 400 respondents in a Robert Half survey said social media has negatively impacted their workplace relationships.

Small Talk also shares what employees can do to project a professional image online, and the part HR can play in creating a better employer branding strategy.

Martin Cerullo, managing director for development for Alexander Mann Solutions in Asia Pacific, said a good employer brand can increase retention rates and loyalty.

“It’s very important for organisations to work on their brand at the very beginning of a programme, so they can get support from all the leaders in the business and not just human resources.”

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Written by Sabrina Zolkifi

April 15, 2011 at 1:30 pm