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Q: What is Competency Model?
A: Competencies can be defined as a set of skills, related knowledge and personal characteristics which enable an individual to perform a job, a task or an activity within a specific function. A competency model refers to a group of core competencies requiredfor corporate development and usually number 8 to 12 in total. The number and type of competencies in a model will depend upon the business nature along with the culture and values of that organization.
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 Team Building and Collaboration Workshop |
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The Great Eagle Company, Limited - 27 September, 2012
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HMI Consulting has successfully conducted a Team Building Workshop for The Great Eagle Company, Limited on 27 September 2012.
In the fast paced environment nowadays, it is hard to maintain the intimate bonding between different functions / departments within an organization, especially when new joiners enter an organization. Yet such bonding is essential to the engagement of talents, as well as the delivery of excellent service to clients. In order to strengthen the teamwork and collaboration of the organization, The Great Eagle Company , Limited appointed HMI Consulting to customize a team-building workshop to heighten the team spirit, communication and collaboration of staff from different departments. Through meaningful games and activities, the participants were inspired on the importance of team work, and the supporting of each other to achieve goals as a whole team.
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Upcoming Event
HMI Workshop on KPI Setting for Various Industries and Positions
Have your organization encountered the following issues before?
• Departments are all busily managing daily operations, the overall corporate performance has not improved
• Management spends lots of time in reading reports but still cannot identify the root causes to problems
• Long-term goals and business strategies are in place but not effectively cascaded down to departmental level
To remain competitive in nowadays fast-moving business environment, organizations require not only right strategies but also good execution. An effective performance management tool can help organizations communicate corporate policies, clarify responsibilities of departments and transform strategic directives into Key Performance Indicators (KPIs) in different perspectives. Through the deployment process, business strategies can be transformed into actionable tasks which enable systematic assessment on corporate and departmental performance and the alignment with corporate directives.
Workshop Outline:
Module 1: Introduction to Performance Management
• The Performance Management Concept
• Financial vs. Non-financial Measures
• The Four Performance Perspectives of Measurement and Their Causal Relationships
• Format and Components of Performance Management Settings
• Correlations among Annual Objectives, KPIs, Quantifiable Targets and Action Plan
• Integration of Performance Management System with Other Management Tools
Module 2: KPI Settings Step-by-step
• Good vs. Bad KPIs
• Result-oriented vs. Activity-based KPIs
• Balancing Your KPI Settings
• KPI Examples for Corporate in Different Industries
• Adopting KPI Setting as a Strategic Management Tool
• The Vertical and Horizontal Alignment of Corporate and Departmental KPIs
• Rules of Setting Quantifiable Targets
• Common Errors in Objective & KPI Setting
• The Reporting Format of Corporate & Divisional Performance
• Case Sharing of Performance Management System Implementation
Module 3: Simulation Exercise
Simulation Exercises on KPI Development (Participants will have a chance to simulate the process of developing departmental objectives & KPIs under trainer’s facilitation)
Date: 16 November 2012 (9:30am to 5:00pm)
Venue: 4/F Opulent Building, 402-6 Hennessy Road, Wanchai, Hong Kong
Medium: Cantonese with English materials
Fee: HK$ 1,300
To register for this workshop, please click HERE.
To learn more on how HMI Consulting can help your company's management team to enhance corporate and departmental performance, please call (852) 3627 3673 or email to marketing@hmi.hk.
HMI Workshop on Appraisal System and Incentive Scheme Design
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Human Resource Management focuses on not only operational and administrative issues, but also the strategic alignment of employees’ performance and development with corporate directives. Therefore, performance appraisal has become an important management tool for managing individual performance. However, what does an effective performance appraisal system look like and how should it be developed? This workshop will equip participants with knowledge and field-proven techniques through a step-by-step approach for designing and implementing a performance appraisal system that helps align staff performance with the departmental objectives and advocate the “continuous improvement” culture.
Workshop Outline:
Introduction to the Individual Performance Appraisal System
• GConcepts and Purpose of Performance AppraisalIs
• RThe Importance of Performance Appraisals
• BThe Performance Appraisal Cycle and Its Componentss
• KIntegration of the Performance Appraisal System to Other Management Systems
Designing and Implementation the Performance Appraisal System
• Gustomizing Your Performance Appraisal SystemI
• Designing the Performance Rating Systems
• Performance vs. Competence Assessmentg
• Design of Performance Appraisal Forms
• Deploying Departmental Objectives to Individual Objectives
• Setting Individual Objectives and Action Plans
• Effective Coaching and Supervising Skills
• Essential Performance Appraisal Interviewing Skills
• Do’s and Don’ts for Performance Appraisal Interviews
• Coping Strategies for “Problematic Staff”
• Linkage of Performance Appraisal Results to Reward System
Date: 21 November 2012 (9:30am to 5:00pm)
Venue: 4/F Opulent Building, 402-6 Hennessy Road, Wanchai, Hong Kong
Medium: Cantonese with English materials
Fee: HK$ 1,300
To register for this workshop, please click HERE.
To learn more on how HMI Consulting can help your company's management team to enhance corporate and departmental performance, please call (852) 3627 3673 or email to marketing@hmi.hk.
Training and Development Advisory
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It's time to plan for Training and Development now!
HMI helps clients to structure training needs analysis to identify the gaps between business needs and employees’ current competency proficiency / performance levels, and advises client to adopt tailored training activities that are aligned with the organization's development direction. A thorough training needs analysis can give the management a clear picture of what skills/competencies that are currently missing so that the management can plan for better employee performance and prepare the organization to respond to future changes.
HMI also offers unique yet practical management training workshops that enhance the management skills of managers, as well as broaden their views in modern corporate management.
For more information about the how HMI can assist your company in Training and Development, please call Mr. Victor Tsang at (852) 3627 3673 or email to victortsang@hmi.hk.
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| October 2012 HR Highlights |
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Economic Overview
HK’s private sector economy continues to expand, although the overall growth rate was only marginal, according to HSBC’s purchasing managers’ index (PMI). The PMI rose to five-month high of 50.5 in Aug from 50.3 in Jul. Despite HK’s employment index contracting in Aug for the fourth straight month, at 48.2 compared to 48.8 in Jul, the bulk of respondents are attributing the decline in headcount to voluntary resignations, not staffing reductions. Meanwhile, the inflation pressures are still contained, as Aug’s input and output price indices rose marginally to 50.9 and 49.9 respectively, compared to 48.8 and 48.3 in Jul. [Source: HKET (A34)/China Daily (H2), 6 Sep 2012]
An HR consultancy polled about 66,000 employers in 42 countries and cities in Jul, including 808 in HK. Some major findings are as follows:
• 16% of respondents said they planned to increase staff levels while 4% planned to cut levels, making the net employment growth outlook at 12%, three percentage points lower quarter-on-quarter and nine percentage points lower year-over-year.
• The wholesale and retail sector recorded a net employment outlook at 15%.
• The net employment outlook of the finance, insurance and real estate sector was 13%.
The HR consultancy anticipated a pay rise of 3% to 5% next year.
Meanwhile, the HK Computer Society announced the latest Information and Communication Technology (ICT) Industry Salary Trend Survey results. According to the findings, IT professionals in over 80% of the responding companies received salary increases ranging from 1% to over 10% this year. 77% of them received a pay rise of 4% to 6%. [Source: HKEJ (A6)/HKET (A22)/SCMP (C2), 12 Sep 2012]
Whereas in China, an HR consultancy interviewed around 4,000 companies on hiring intention and found the net employment outlook dropped from 17% in Q2 to 16% in Q3, the lowest level since early 2010. Many respondents said they will freeze hiring. The number of companies planning to cut jobs is increasing. The manufacturing and construction sector has the lowest hiring intention according to the report, which reflected the slowdown of two pillar industries of China – exports and construction. According to another research done by the Ministry of Human Resources and Social Security of the PRC, the ratio of job vacancy to job seeker in Q2 was 1.05, 0.03 points lower compared to the previous quarter. The number of unemployed youth seeking jobs (46.2% of them are new graduates from high schools) increased 8%, equal to 940,000 people. [Source: HKET (A18), 13 Sep 2012]
The Census and Statistics Department released the latest statistics on unemployment and underemployment for Jun – Aug. Some major figures are as follows:
• Unemployment rate remained at 3.2%, same as that in May – Jul.
• Underemployment rate increased from 1.5% in May-Jul to 1.7% in Jun – Aug.
• Total employment decreased by around 4,400 to 3,671,300.
• Total labour force decreased by around 1,200 to 3,803,000.
The Secretary for Labour and Welfare pointed out that despite the number of job vacancies being at a relatively high level, some employers had adopted a more cautious attitude towards staff hiring. Moreover, increasing downside risks in the external environment will add further uncertainties to the overall economic outlook in HK. Chief Economist at the Bank of East Asia said that HK had recorded! a low unemployment rate during the past three months mainly because of a reduced labour force rather than an increase in hiring. He added that the momentum of employment growth was weakening and that HK’s export recorded significant contractions in Jun and Jul while the retail sales growth was also slowing down, weighing down on the labour market in the coming months.[Source: China Daily (H2)/HKET (A8), 19 Sep 2012]
Disclaimer: Should there be any different views in the interpretation, please always refer to the original media source as reference. HMI Consulting accepts no liability in respect of the accuracy and truthfulness of the materials included in this Economic Highlights.
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| About HMI Consulting Limited |
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HMI Consulting is a leading HR consulting firm specializing in Performance Management, Compensation & Benefits Design, Talent Development & Business Process Improvement. With the primary focus in Hong Kong, PRC and Taiwan, our experienced consultants have worked across a wide range of industries covering Manufacturing & Industrial, Trading, Transportation & Logistics, Financial & Insurance.
Partners:
Contact:
HMI Consulting Limited
20/F, Central Tower, 28 Queen's Road, Central, Hong Kong
Tel: (852) 3627 3673
Fax: (852) 3629 1056
Email: info@hmi.hk
http://www.hmi.hk
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