Shaping Common Purpose Harmonizing individual vocations, needs and aspirations with those of the organization, building purpose at all levels (individual, team, organization), giving meaning and significance to work together with meeting business objectives – this is the role and challenge of the New Leader and of the Human Resources department, just the same. Starting with 2000, AIMS consultants have developed ambitious programs that aim to increase the efficiency and effectiveness of human resources processes (recruitment and selection, performance management, career counselling, assessment and development) and, on the other hand, to develop leaders in a different way. For the next edition of your favourite Training Program, please visit our EVENTS page.
Research
Career Counseling in Outplacement
Hire with Purpose Recruitment & Selection Training
Leading with Purpose Leadership Development Program
Performance Management Systems & Best Practices
Design & Implementation of Assessment & Development Centers
Research The training curricula presents research methods and channels to be used when identifying and attracting the best candidates for your organization. The program is dedicated to professionals with up to 2 years experience in recruitment and to all those who are directly involved in candidate identification.
Module
Duration
• Kick-off meeting – the importance of having direct access to the hiring manager and gaining common agreement on steps and expectations in the project • Defining and understanding the performance profile of the job • Creating a compelling job description – part of the employer brand strategy
Starting the Recruitment Project
Planning Methodology and Resources in Research
Carry-out the Research Project
Executive Search/Direct Approach
Information Management
Topics
• Planning methodology and resources in research • The target list of companies – what to take into account • Research channels for various positions (entry level, specialists, mid/top management) – internal and external 1 day
• Proactive vs. reactive approaches • When and how to choose the best methods – advantages and disadvantages • Online vs. Offline channels • Tips & tricks • The correct candidate identification • “Scenarios’’ in Executive Search • The importance of maintaining close contact with the Hiring Manager during the recruitment project
• For the complete agenda click here
Hire with Purpose Recruitment & Selection Training This is a training program built around the critical aspects of candidate recruitment, interviewing, evaluation and selection. The program is dedicated to Human Resources professionals involved in recruitment and selection, as well as Department Managers and all those directly involved in interviewing and making hiring decisions.
Topics Candidate Identification
• Efficient channels and methods (on-line databases, networking, executive search, head-hunting, social media)
Candidate Attraction
• Employer branding, HR marketing, recruitment as consultative process vs. transactional process
Performance Profiles vs. Traditional Job Descriptions Candidate Selection and Evaluation Methods
The Interview
Candidate Evaluation
The Hiring Decision
Candidate Integration
• Performance profiles (KPIs, competencies, values, motivation) • Interviews, assessment centers, testing, reference checks • Interview preparation, determining the necessary competencies for each job • The interview guide • Interviewing techniques, competency-based interviewing, the STAR method • Emotional intelligence of the interviewer • The art of efficient questions • Competencies of the good interviewer • Candidate evaluation – evaluation errors • Types of candidates • Final candidate selection • Making the hiring decision • On-boarding
• For the complete agenda click here
Performance Management Systems & Best Practices The training program aims to develop a set of abilities necessary to any Manager or Human Resources professional involved in the performance management process. It comprises 2 modules – the first is focused on the design of a strategic performance management system aligned with company goals and the second module is built around the performance management process (roles in performance appraisal; establishing performance goals; the performance appraisal interview – checklist for managers; action plans for each category of performers, etc.). Module
PERFORM ANCE MANAGE MENT SYSTEM
PERFORM ANCE MANAGE MENT PROCESS
Duration
Topics
1 day
• Performance appraisal – definition, purpose, connection with other HR processes • The performance function – What is performance? Which are those elements that drive performance? • The effects of performance appraisal – on employees, managers and the organization • Designing a performance appraisal system aligned with the company’s strategic goals (Balanced Scorecard, MBO, etc.) • Performance appraisal systems – models for various organizational levels (management, white collars, blue collars) • Steps in system implementation • The appraisal form – templates
1 day
• Roles in the appraisal process – manager, employee, HR • Setting performance goals and performance indicators (KPI); the discussion for setting goals and expectations • Constructive feedback on performance • The performance appraisal discussion – checklist for managers (planning, preparation, carry-out, follow-up) • Action plans for each category of performers • Legal issues in performance appraisal • How can we tell if our performance appraisal system is effective?
• For the complete agenda click here
Career Counseling in Outplacement The course presents methods enabling the set-up of an internal counseling program for laidoff employees, facilitating the identification of new career opportunities. It is dedicated to Human Resources professionals – specialists (2 – 4 years professional experience) and to all those involved in the outplacement process.
Module
Duration
Topics
Internal Communication – The Layoff Announcement
• The impact of the announcement – internal and external – part of employer branding • What is career counseling and the benefits for the laid-off employees
Outplacement Program Models
• Fighting off and managing the negative emotions of the laid-off employees (apathy, frustration, anger) and involving/motivating them • Career vs. Job
Preparation for the Next Career Step
Looking for a Future Job
Help-line
1 day
• • • • • •
Resume types – how to write a competitive resume The motivation letter – pros and cons Interview simulations – tips & tricks for the laid-off employees Interview preparation Identifying the employee’s strengths Career transition counselling – changing industries, functions, etc.
• • • •
Facilitating access to the job market Job search channels Building a personal brand for the laid-off employee Information management
• The time span when the internal consultant will remain in contact with the laid-off employee, with the purpose of counseling in identifying new opportunities
• For the complete agenda click here
Leading with Purpose Leadership Development Program This is a new and intensive leadership development program, ‘’AIMS-style’’. The program is dedicated to young managers who have not had the chance to fully explore their role and own leadership style, as well as to those high potentials who have outgrown a specialist role. This integrated program lasts 8 months and is delivered as a series of weekend workshops organized once a month, on topics such as: personal leadership si effectiveness, emotional intelligence and interpersonal relationships, presentation skills, talent selection, team effectiveness, group problem-solving and decision-making, managing individual and team performance, managing strategy and change. Besides formal training, the participants also benefit from coaching sessions in-between training modules, for a deeper and more significant learning experience. MODULE
TOPICS
1. Personal Leadership and Effectiveness (selfexploration as person and leader)
• Understanding yourself: thinking and behavioural style (using Life Styles Inventory and Thomas Personal Profile instruments) • Understanding self-limiting beliefs • Time management, procrastination and personal energy • Management functions and leadership styles • Leadership strategies: restrictive and prescriptive
2. Emotional Intelligence and Interpersonal Relationships
• Emotional intelligence – managing emotions • Motivation (how it works, new motivational theories) • Interpersonal relationships at work – understanding own impact on others, giving and receiving feedback • Communication – verbal, non-verbal, paraverbal • Handling conflict and negotiation
3. Presentation Skills
• Understand the logic in building visual aids and printings • Construct and communicate messages in a clear and captivating way to persuade an audience • Handle objections and questions from the audience
4. Talent Selection
• • • •
Selection criteria – performance profiles, competences Effective interviewing; avoiding evaluation errors Making hiring decisions Employee on-boarding / integration
• For the complete presentation click here
Design & Implementation of Assessment & Development Centers The training program presents essential aspects related to the design, organization and implementation of assessment and development centers according to the needs of your organization. It is dedicated to Human Resources professionals involved in implementing assessment and development centers, department managers and all those involved in this process as assessors or observers.
Module
Duration
Topics
Assessment vs. Development Center
• The need for an Assessment and Development Center • Benefits and costs of using A&DC • Steps in A&DC and its preparation
Job Analysis & Competency Matrix
• The job analysis – why and how? • Choosing a competency matrix that is critical for future job performance • Types of exercises • Designing and choosing the right exercise mix • Additional assessment and development tools
A&DC Structure
A&DC Planning and Carry-out
2 days
• The ‘’logistics’’ of A&DC • Preparing participants for A&DC • Carrying-out the A&DC
Evaluation of Behavior
• Taking notes and evaluating behavior – assessors and observers
The Feedback Report
• Establishing a feedback report structure and elaborating the report
The Feedback Session
• Establishing the feedback session agenda • Carrying-out the feedback session • Establishing further steps
• For the complete presentation click here
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