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Recently, Gower Commissioning Editor Jonathan Norman, sat down with Nigel Povah, co-editor of Assessment Centres and Global Talent Management and asked him how assessement centres address the issues of diversity. We filmed as they continued to discuss how Assessment Centres can find talented individuals, and then broke the discussion down into three section so you can watch in chunks.
Do let us know if you find our short chats interesting and useful.
Part one of three: http://www.youtube.com/watch?v=uj_8_1Le1-Q (5mins)
Penny Pullan, co-author of Gower’s A Short Guide to Facilitating Risk Management is one of the experts being interviewed this week at the Leader’s Employee Engagement Conference (18-22 June), so be quick don’t miss anymore of this great free event.
Best practices and insights, that would normally cost you thousands of Pounds, Euros or Dollars, will be given directly to you, for free, in a powerful week-long conference. You can join from wherever you are. For more information and to register visit http://www.leadersemployeeengagementconference.com/
You will learn:
- How to drive Productivity and deliver Bottom Line Results
- How to attract and keep Top Talent
- How to inspire your Employees to go the Extra Mile, every day
- The Key Factors to increase Customer Loyalty
- 5 essential Drivers to keep your Employees happily performing, now & for years to come
You are lucky if you’re the HR practitioner whose advice is followed without challenge and who is consulted oracle-like before any action is taken toward change. More often, change is already underway by the time HR is first involved: thought processes gone through; decisions have been made; perhaps even action taken.
Entering the change process at this stage, HR must be able to assess how sound the reasoning is, how much the readiness has been examined, how robust the plans for solutions are and how much attention is being paid to the effect on the people. Any weaknesses or gaps found in the assessment put HR in the position of needing to slow things down and get their clients to re-examine earlier decisions, assumptions or actions. It is impossible to do this without strong influencing skills.
Influence is underpinned by credibility and made easier through relationship and HR practitioners must devote energy to establishing their credibility and building their relationships widely so that when the time comes to need to influence, the ground will be fertile. The art of influence is knowing when to push and when to pull; when to ask and when to tell; when to pace the client and when to lead. It is knowing how to insist without dogmatism; how to compromise without folding; and how to withdraw leaving the way open for future progress.
Without influence, the HR practitioner is confined to executing the will of the leaders and cannot add true value to the direction and management of change.
This article (found on their website) is written by Jan Hills who is the partner at Orion Partners and responsible for the HR strategy and HR capability service lines. Jan co-wrote the Gower book Developing HR Talent which is part of the Gower HR Transformation Series.
Assessment & Development Consultants Ltd (A&DC), have just launched a new resources library on their website, www.adc.uk.com/content. The resource section is full of free downloadable content such as advice guides, white papers and case studies on areas such as Talent Management, Assessment Centres, Learning and Development and Leadership.
Nigel Povah, the CEO and founder of A&DC is also co-editor of Gower’s new book Assessment Centres and Global Talent Management.
Deon Meiring, contributing author to Gower’s new book Assessment Centres and Global Talent Management will be hosting a selection of workshops at the Assessment Centre Study Group Conference in Stellenbosch, South Africa, during 12-16 March 2012. Deon will be talking in depth about the key areas of the book and discussing the background and main issues that emerged from the research and case studies collated in creating the chapters.
You can find more information about the event, along with a booking form at www.acsg.co.za.
If you have a specific question, or require more information contact Judith Williamson on email@example.com or 083 304 6068.
If you are running assessment centres for graduates then you must visit A&DC’s Graduate Assessment Resource Centre. It’s packed with free-to-download resources for recruiters across the whole of the graduate assessment process: self selection, initial sift, first interview and assessment centre. A&DC’s Nigel Povah is co-editor of Gower’s forthcoming Assessment Centres and Global Talent.
Resilience seems to be the watchward of the moment; understandable given the unprecedented periods of organizational change and economic turmoil all been businesses have been through recently … and what government austerity measures have in store for us. The succession management consultancy, AM Azure, offer a free three minute predictive survey to “highlight your organization’s likelihood of staying the distance or falling by the wayside”; scary stuff, but at least forewarned is forearmed. Andrew Munro is author of Practical Succession Management: How to Future-Proof Your Oganization.”
One of the great aspects of the Internet are all the tools that you can access, often free of charge, that can provide a super starting point for more detailed reading or research. Have a look at ‘Questions to Assess the Psychological Contract’ on the Clutterbuck Associates website. For anyone struggling to articulate what they want from their work (or for employers struggling to understand their relationship with their employees), this offers a useful icebreaker to the process. David Clutterbuck is editor of The Situational Mentor and co-author of the forthcoming Working Without Goals.