What Role Are You Playing?

Transcription

1 ion HR Organizational Strategist Talent Prospector Development Champion HR Business Partner What Role Are You Playing? O. Strat Dev pion. Strat O. Strat Dev. Champio pion limbing with guy climbing

2 Consider the role you play in your organization To win the war for talent in the fast growing Asia-Pacific region, talent management and leadership development needs to be oriented differently. You need professional talent management and not talent management by accident. Professional talent management is anchored on solid predictive research, easy to use tools, and manager self-sufficiency. Professional talent management delivers deliberate, strategicallyaligned talent management and leadership development programs that create value and impact. Four key roles are critical in delivering this promise: pion Organizational Strategist You are a trusted advisor to the senior leadership team in your organization. You take an enterprise-wide view of talent issues and add strategic input to discussions related to the capabilities, resources, and leadership required for the organization to reach its business objectives. You have deep functional expertise in one or two areas of HR/Talent Management and want to broaden your capabilities and expertise to span the talent management and leadership development spectrum. Talent Prospector You help the organization identify and secure the most suitable talent (either external or internal) needed for different levels/roles. You want the most predictive and reliable framework and tools to ensure that only the very best talent is selected for entry into the organization or for promotion and deployment into high visibility and expanded roles. Development Champion You are responsible for articulating and deploying impactful and outcome-oriented development interventions for talent in the organization. You know the power of feedback and the formula (experiences, people, and training ) in development. You want to use only the best development methods available in your organization and ensure ROI for your efforts and resources. You want to impact development both at an individual as well as at a team level. HR Business Partner You have responsibility for making various HR and talent programs accessible to employees and managers in your organization. You need to deploy a broad knowledge base in talent acquisition, development, high potential identification and acceleration, feedback-based coaching, etc. You are at the frontline of the talent agenda and are key to ensuring talent programs are implemented in the most effective ways. We understand your role. Korn/Ferry is the world s leading talent management organization. Our approach to professional talent management offers clients playing each of these roles critical support for success using approaches and methods powered by LOMINGER. This includes best-in-class thought leadership, the most impactful implementation methods, and a community of like-minded practitioners all oriented toward your role and your success! O. Strat 1

3 HR HR HR Equip yourself to excel based on your unique role HR Your Role in the Business Korn/Ferry Professional Talent Management Certifications e found Here are Here some are ideas some we ideas found Appropriate for You Here we found are some ideas we found hese are on istockphoto.com. on istockphoto.com. These are on These istockphoto.com. are These are tweaked all vector. all They vector. can They be tweaked can be all vector. tweaked They can be tweaked some or that Leadership combined or Architect combined if you see 101: if competency some you see or that combined some modeling that if you see some that Prerequisite for all other certifications you like in each section, as well as n, as well you as like in you each like section, in each section, as well as as well as A comprehensive, integrated set of methodologies colors can that all match, give executives, etc. managers, tc. colors and human can colors resource all match, can professionals all etc. match, the ability etc. to put research-based leadership and organizational development best practices into action. Leadership Architect establishes a common competency language essential in identifying critical skills needed for individual and organizational success. Armed O. with Strat Leadership Architect capabilities, O. StratO. Strat you will be able to implement an array of competency-based HR methods efficiently, effectively and with confidence. Strategic Alignment Architect (SAA) Helps you understand what your organization does well today and what it needs to do well in the future to achieve its strategic goals. SAA is a combination of selected organizational core competencies, organizational capabilities with guy climbing Dev. and Champion cultural attributes which, when present, either enable or derail an Dev. organization s Champion chances of with guy climbing with guy climbing implementing strategic change. Participants gain the potential with guy to brand climbing themselves as Strategic HR/HRD Practitioners. viaedge : Learning Agility individual assessment An individual assessment measuring Learning Agility by evaluating participants on five individual factors. This certification provides coaches and human resource professionals the ability to use viaedge to identify learning-agile employees and candidates for broad leadership roles, understand assessment reports, provide feedback to participants, and plan relevant development opportunities. Choices Architect : high potential identification A research-based multi-rater assessment designed to help you measure Learning Agility. Research has shown that what separates the best from the rest is Learning Agility the ability to be successful in new situations. Identifying learning agile employees will help you effectively implement succession planning and development efforts, critical for the long-term success of your organization Interview Architect : competency-based selection Developed for use by human resource and recruiting professionals to assist them in creating customized interview guides aligned with the Leadership Architect competencies. Research on interviewing success and accuracy shows that structured interviews outperform unstructured interviewing. The Interview Architect methodology provides hiring managers the ability to more precisely identify qualified candidates by integrating its easy-to-use design in their organizations. Voices : 360 development feedback facilitation and coaching A research-based and experience-tested solution for delivery of 360 developmental feedback that helps career-minded people to succeed. Voices uses the Lominger Leadership Architect competencies (characteristics generally considered critical to career success) as the foundation on which important development plans are created. Equipped with best practices for implementing Voices, you will be able to facilitate constructive and meaningful 360 feedback for all levels of your organization. Team Architect : team effectiveness Designed for teams critical to setting and executing strategy such as management teams, project teams, cross-functional teams, and virtual-work teams. Whether it is a newly formed team, a team that has existed for years, a low-performing team or a top-performing team, the research and experience behind Team Architect can be applied to maximize team effectiveness to achieve peak team performance. O. Strat Dev. Ch HR Business Partners should select the most relevant certifications based on their current area of focus and development. All programs are relevant to this role. 2

4 Korn/Ferry Professional Talent Management Programs The Korn/Ferry powered by LOMINGER ecosystem of talent management delivers on the promise of Professional Talent Management. As the world s leader in integrated talent management, self-sufficiency is a core tenet of our approach. We provide talent practitioners the ability to rise to any challenge using four decades of research-based thought leadership and easy to use methodologies to create impact. Our Professional Talent Management offerings include a wide range of high quality certifications grounded in four decades of award-winning research. Additional options such as Lominger IP licensing provide even greater opportunities to achieve organizational self sufficiency. Korn/Ferry public education and certifications Practitioner participants are prepared to integrate world-class assessment and development methods in their organizations. In addition they gain access to intellectual property licensing opportunities for customized and self-directed integration. The Korn/Ferry powered by LOMINGER Integrated Talent Management Approach 7 REASONS TO ATTEND 1. Focus on strategy and implementation: Explore various talent issues from both a strategic planning and practical application perspective to create the most value for your organization 2. Strong global/asia research base: Gain access to best-in-class solutions grounded in decades of research that has been experience-tested by top global organizations 3. Tools that matter and create impact: Develop the knowledge required to implement the Lomigner world-class assessment and development methods available only to certified practitioners 4. Experienced facilitators: Work with master practitioners who bring both knowledge and experience in aligning talent and strategy 5. Implementation resources: Return to your organization with an extensive library of resources including books, placemats, sort cards, and most importantly best practices for implementation 6. Build self-sufficiency: Learn about intellectual property licensing opportunities to help you create a customized program tailored to your organization s unique needs 7. Membership in the K/F practitioner community: Enjoy frequent updates, special offers on products and events, and invitations to complimentary sessions available only to members of the certified community 3

5 Korn/Ferry Certifications for The Organizational Strategist Leadership Architect 101: Competency Modeling Prerequisite for all other certifications Leadership Architect 101 is a comprehensive, integrated set of methodologies that give executives, managers, and human resource professionals the ability to put research-based leadership and organizational development best practices into action. Leadership Architect establishes a common competency language essential in identifying critical skills needed for individual and organizational success. Armed with Leadership Architect capabilities, you will be able to implement an array of competency-based HR methods efficiently, effectively and with confidence. pion Participants in Leadership Architect 101 are able to: u Interpret the research behind the Leadership Architect suite including studies on experiential learning, derailment, and development and leverage this information in your organization u Use Leadership Architect competency sort cards to identify differentiating competencies critical for success across different jobs and levels, and create job profiles and individual assessments u Set the foundation for integrated, competency-based HR processes such as interviewing, feedback, development and succession planning, and translate them all back to individual development u Assess and prioritize skill gaps between individuals and various job profiles u Construct an aligned, competency-based, strategic HR program to provide the greatest value for your organization Strategic Alignment Architect Strategic Alignment Architect (SAA) helps you understand what your organization does well today and what it needs to do well in the future to achieve its strategic goals. SAA is a combination of selected organizational core competencies, organizational capabilities and cultural attributes which, when present, either enable or derail an organization s chances of implementing strategic change. Participants gain the potential to brand themselves as Strategic HR/HRD Practitioners. Participants in Strategic Alignment Architect are able to: u Expand the research-based Leadership Architect approaches and add an OD approach for rigor and alignment u Map your organizational direction to the Lominger competencies in order to vet and assure organizational alignment, and cascade these messages across your organization u Perform as a major contributor to company strategies and decisions and earn a seat at the table when business decisions are made u Identify key organizational strengths and areas of development to redirect larger development efforts u Explore the transformational impact to culture, engagement, values, and performance that an aligned talent system can offer Close the gap between your organization s business strategy and organizational capability. One-day session US $ relevant taxes A common language and background to further develop and incorporate tools to manage your most important asset your people. Two-day session US $2,050 + relevant taxes 4

6 Korn/Ferry Certifications for The Talent Prospector Leadership Architect 101: Competency Modeling Prerequisite for all other certifications Leadership Architect 101 is a comprehensive, integrated set of methodologies that give executives, managers, and human resource professionals the ability to put research-based leadership and organizational development best practices into action. Leadership Architect establishes a common competency language essential in identifying critical skills needed for individual and organizational success. Armed with Leadership Architect capabilities, you will be able to implement an array of competency-based HR methods efficiently, effectively and with confidence. Participants in Leadership Architect 101 are able to: u Interpret the research behind the Leadership Architect suite including studies on experiential learning, derailment, and development and leverage this information in your organization u Use Leadership Architect competency sort cards to identify differentiating competencies critical for success across different jobs and levels, and create job profiles and individual assessments u Set the foundation for integrated, competency-based HR processes such as interviewing, feedback, development and succession planning, and translate them all back to individual development u Assess and prioritize skill gaps between individuals and various job profiles u Construct an aligned, competency-based, strategic HR program to provide the greatest value for your organization A common language and background to further develop and incorporate tools to manage your most important asset your people. Two-day session US $2,050 + relevant taxes viaedge : Learning Agility Individual Assessment viaedge is an individual assessment measuring Learning Agility by evaluating participants on five individual factors. This certification provides coaches and human resource professionals the ability to use viaedge to identify learning-agile employees and candidates for broad leadership roles, understand assessment reports, provide feedback to participants, and plan relevant development opportunities. Participants in viaedge are able to: u Understand the research and psychometrics fueling the assessment results u Use reports to conduct feedback or coaching sessions with learners u Identify, recruit, and develop learning agile individuals Implement the viaedge individual assessment to identify learning agile individuals for development, succession, as well as selection. Two-day session US $ relevant taxes 5

7 Interview Architect : Competency-based Selection Interview Architect has been developed for use by human resource and recruiting professionals to assist them in creating customized interview guides aligned with the Leadership Architect competencies. Research on interviewing success and accuracy shows that structured interviews outperform unstructured interviewing. The Interview Architect methodology provides hiring managers the ability to more precisely identify qualified candidates by integrating its easy-to-use design in their organizations. Participants in Interview Architect are able to: u Create structured interviewing guides using comprehensive templates and the Korn/Ferry powered by LOMINGER Success Profile Architect online job profiling methodology u Identify best practices using the four-dimension interviewing approach u Develop practices for training others on Interview Architect methods Establish the foundation of best practice interviewing techniques that can be transferred for use in your organization. One-day session US $ relevant taxes Choices Architect : High Potential Identification The Choices Architect assessment is a research-based method designed to help you measure Learning Agility. Research has shown that what separates the best from the rest is Learning Agility the ability to be successful in new situations. Identifying learning-agile employees will help you effectively implement succession planning and development efforts, critical for the long-term success of your organization. Participants in Choices Architect are able to: u Understand the research behind the methods and mechanics of using the sort cards, paper surveys, and e-surveys u Explore techniques for assessing or balancing learning-agile teams u Apply methods for validating high-potential talent for use in succession planning u Match employees to their best development opportunities, and aid development feedback and coaching processes u Detect Learning Agility during the interview process Identify learning-agile individuals more easily within your organization, and effectively implement development and succession planning. Two-day session US $2,050 + relevant taxes 6

8 Korn/Ferry Certifications for The Development Champion Leadership Architect 101: Competency Modeling Pre-requisite for all other certifications Leadership Architect 101 is a comprehensive, integrated set of methodologies that give executives, managers, and human resource professionals the ability to put research-based leadership and organizational development best practices into action. Leadership Architect establishes a common competency language essential in identifying critical skills needed for individual and organizational success. Armed with Leadership Architect capabilities, you will be able to implement an array of competency-based HR methods efficiently, effectively and with confidence. O. Strat Participants in Leadership Architect 101 are able to: u Interpret the research behind the Leadership Architect suite including studies on experiential learning, derailment, and development and leverage this information in your organization u Use Leadership Architect competency sort cards to identify differentiating competencies critical for success across different jobs and levels, and create job profiles and individual assessments u Set the foundation for integrated, competency-based HR processes such as interviewing, feedback, development and succession planning, and translate them all back to individual development u Assess and prioritize skill gaps between individuals and various job profiles u Construct an aligned, competency-based, strategic HR program to provide the greatest value for your organization A common language and background to further develop and incorporate tools to manage your most important asset your people. Two-day session US $2,050 + relevant taxes Voices : 360 Development Feedback Facilitation and Coaching Voices is Lominger s research-based and experience-tested solution for delivery of 360 developmental feedback that helps career-minded people to succeed. Voices uses the Lominger Leadership Architect competencies (characteristics generally considered critical to career success) as the foundation by which important development plans are created. Equipped with best practices for implementing Voices, you will be able to facilitate constructive and meaningful 360 feedback for all levels of your organization. Participants in Voices 360 are able to: u Discuss the theory, and use best practices for 360 feedback u Describe and accurately interpret a Voices feedback report u Help a learner determine priorities for near-term and longerterm performance improvement, and career development u Implement a Voices program aligned with competencies and HR systems Attendees will be equipped with the skill set needed to facilitate the entire 360 feedback process in their own organization. Two-day session US $ relevant taxes O. Strat with chess piece 7

9 Team Architect : Team Effectiveness Team Architect is designed for teams critical to setting and executing strategy such as management teams, project teams, cross-functional teams, and virtual-work teams. Whether it is a newly formed team, a team that has existed for years, a low-performing team or a top-performing team, the research and experience behind Team Architect can be applied to maximize team effectiveness and to achieve peak team performance. Participants in Team Architect are able to: u Define and identify team characteristics and four basic types of teams u Promote a consistent, universal language around what constitutes a high-performing team u Articulate why teams are important today, and why teamwork remains the ultimate competitive advantage u Identify the five stages of team development; forming, storming, norming, performing and adjourning u Convey the T7 team effectiveness model and the key facets that influence the performance of work teams Attendees are equipped with the skill sets needed to facilitate team effectiveness initiatives anchored on the Lominger Team Architect framework. One-day session US $ relevant taxes 8

10 Korn/Ferry Certifications for The HR Business Partner You have responsibility for making various HR and talent programs accessible to employees and managers in your organization. You need to deploy a broad knowledge base in talent acquisition, development, high potential identification and acceleration, feedback-based coaching, etc. You are at the frontline of the talent agenda and are key to ensuring talent programs are implemented in the most effective ways. All our certification programs are relevant to you and will help you create value on an ongoing basis. However at certain points of time, specific certifications have enhanced relevance for you. Your challenge is to help the business... align talent to its strategy and priorities Certifications relevant to you (see course descriptions under other roles) Leadership Architect 101 (prerequisite for other certifications) Strategic Alignment Architect hire top-notch quality talent Interview Architect identify high-potential talent and future leaders accelerate the development of identified talent and leaders Choices Architect viaedge Voices unlock the full value of teams Team Architect Each of these certifications will help you gain specific skills and implementation know-how to put into places research-based frameworks and processes helping your organization achieve maximum impact. 9

11 Regional Calendar, Pricing and Contact Details January 2013 February 2013 March 2013 April 2013 May 2013 June 2013 Leadership Architect 101 US $2, Shanghai Mumbai Bejing Kuala Lumpur Singapore New Dehli Kuala Lampur Singapore Shanghai Strategic Alignment Architect US $1,575 Interview Architect 15 Kuala Lampur US $1,575 Key Talent Masterclass 1 viaedge US $2, Singapore Shanghai Beijing PLEASE CONTACT RESPECTIVE OFFICES FOR ANY IN-HOUSE NEEDS Key Talent Masterclass Mumbai New Dehli Choices Architect US $2,050 Development Masterclass 1 Voices 360 US $2, Kuala Lampur 1-2 Mumbai Beijing Shanghai Development Masterclass 2 25 Shanghai Team Architect US $1,575 Singapore, Malaysia & APAC Contact: Ying Kiat Chua Phone: ying-kiat.chua@kornferry.com India Contact: Nishith Mohanty Phone: nishith.mohanty@kornferry.com China Contact: Stella Yang Phone: stella.yang@kornferry.com *SESSIONS IN HONG KONG ARE AVAILABLE UPON REQUEST Contact: Emilie Cheung Phone: emilie.cheung@kornferry.com * Course schedule is subjected to change. Please contact respective offices for the most updated information and to discuss any in-house certification requirements. 10

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