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Workinfo.com
resources for today's workplace
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HR News from Workinfo.com |
Volume 2, Issue 5, ISSN 1993 - 0798
Mid Aug 2008 |
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In this issue
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Measuring ROI for Training
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HR Related Public Workshops
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Coach, Mentor, Consultant,
Therapist: what do you need?
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IDs are no longer a reliable
source for criminal record
checking
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Practical Emotional Intelligence
Courses
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Resources for HR Practitioners:
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Centre for Development and
Enterprise
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Workinfo.com Services
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Surveys: Delivering HR Services
in SA
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Measuring ROI:
The Process, Current Issues, and
Trends
By: Jack J Phillips PhD
Printed with permission of the ROI
Institute
This is an
updated, condensed, and modified
version of the first two
chapters of Return on Investment
in Training and Performance
improvement Programs, 2nd Ed. by
Jack J. Phillips,
Butterworth-Heinemann, Boston,
MA 2003. All rights reserved.
Measuring the return on
investment (ROI) in learning and
development, and performance
improvement has earned a place
among the critical issues in the
Human Resource Development (HRD)
field. For over a decade, ROI
has been on conference agendas
and at professional meetings.
Journals and newsletters
regularly embrace the concept
with increasing print space. At
ASTD, a 500-member professional
organization has been organized
(the ROI Network) to exchange
information on ROI. More than a
dozen books provide significant
coverage of the topic. Even top
executives have stepped up their
appetite for ROI information.
Measuring ROI is a topic of much
debate. It is rare for any topic
to stir up emotions to the
degree the ROI issue does.
Return on investment is
characterized as flawed and
inappropriate by some, while
others describe it as the only
answer to their accountability
concerns. The truth probably
lies somewhere between.
Understanding the drivers for
the ROI methodology and the
inherent weaknesses and
advantages of ROI makes it
possible to take a rational
approach to the issue and
implement an approximate mix of
evaluation strategies that
includes ROI.
Click here to read the rest of
this article
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HR Related Public Workshop
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Aug - Oct 2008 |
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Johannesburg
Developing a HR
Strategy
(Limited seats still
available)
21 - 22 August 2008
Indaba Lodge
R4 360,00pp excl. VAT
Recruitment and
Selection
(Limited seats still
available)
21 - 22 August 2008
Indaba Lodge
R3 456,15pp excl. VAT
Employment Equity
Workshop
4 - 5 September 2008
Midrand
R4 360,00pp excl. VAT
Workforce and
Succession Planning
2 - 3 October 2008
Midrand
R4 360,00pp excl. VAT
Developing a HR
Business Strategy
2 - 3 October 2008
Midrand
R4 360,00pp excl. VAT
Talent Management
9 - 10 October 2008
Midrand
R3 456,15pp excl. VAT
Recruitment and
Selection
16 - 17 October 2008
Midrand
R3 456,15pp excl. VAT
Coaching and
Mentoring
23 - 24 October
2008
Midrand
R3 456,15pp excl. VAT
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Workshop Enquiries
All
our courses are also offered
in house
Michelle du Toit
Manager: Workshops:
Workinfo.com
Tel: +27 (0)11 781
4228(Office)
Fax: +27 (0)11 781 4228
Cell: +27 (0)83 232 2004
Email: michelle@workinfo.com
Click here an overview of our
workshops |
Coach, Mentor, Consultant,
Therapist: Who do You Need?
By Dr Conor Hughes,
Coach and Corporate
Trainer
If you need to make a fruit
salad, there isn't much
point wandering the aisles
in the shoe shop. And if you
need a coach, there isn't
much point hiring a mentor,
consultant or therapist. So
let's be clear: what are the
differences? And when would
you engage each different
type?
A Coach is a catalyst. A
coach has tools to help the
individual find their own
answers, their own
motivation, their own growth
and their own commitment.
The individual chooses which
areas of professional and
personal development they
want to expand and improve
in, and the coach makes that
journey deeper, richer and
more effective. So your
coach almost certainly won't
know how to do your job.
What your coach certainly
will know is how to coach.
To read the rest of this
article click here
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Employment Equity Reminder
Have your EE Committee
Members been trained?
Are your plans in place and
workforce profiles ready?
Contact us today for
assistance:
with your requests
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Cape Town
Workforce and
Succession Planning
(Limited seats available)
28 - 29
August 2008
Sanlam Training Centre -
Belville
R4 360,00pp excl. VAT
Basic HR for Line
Managers
15 - 16 September 2008
Sanlam Training Centre -
Belville
R3 456,15pp excl. VAT
Coaching and
Mentoring
22 - 23 September 2008
Sanlam Training Centre -
Belville
R3 456,15pp excl. VAT
Developing a HR
Strategy Plan
6 - 7 October 2008
Sanlam Training Centre -
Belville
R4 360,00pp excl. VAT
Industrial Relations
for Line Managers
27 - 28 October
2008
Venue to be confirmed
R3 456,15pp excl. VAT
Durban
Employment Equity
Workshop
(Limited seats still
available)
25 - 26 August 2008
Venue to be confirmed
R4 360,00pp excl. VAT
Workforce and
Succession Planning
8 - 9 September
2008
Venue to be confirmed
R4 360,00pp excl. VAT
Basic HR for
Line Managers
29 - 30 September 2008
Venue to be confirmed
R3 456,15pp excl. VAT
Developing a HR
Business Strategy
20 - 21 October 2008
Venue to be confirmed
R4 360,00pp excl. VAT
Coaching and
Mentoring
27 - 28 October 2008
Venue to be confirmed
R3 456,15pp excl. VAT
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IDs are no longer a
reliable source for
criminal record checking
By Kirsten
Halcrow, Managing
Director of EMPS (Pty)
Ltd.
An ever increasing rate
of criminal activity in
the workplace makes it
almost impossible not to
be weary of each and
every person that you
employ. This is
especially true for high
risk businesses such as
retail, banking, mining,
security and
transporting industries.
An exciting advance in
technology and the world
of biometrics now puts
employers in a
potentially safer
position than
previously.
The days of relying on
an unreliable ID number
for a criminal record
check is over. With the
amount of identity theft
occurring on a daily
basis, it is difficult
to have any faith on any
verification based on an
ID number. Those people
who have fallen victim
to identity theft know
the effects it can have
on one's credit records,
let alone the fact that
it could affect your
criminal record too.
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Practical Emotional
Intelligence Workshops in
Johannesburg
PRACTICAL EMOTIONAL
INTELLIGENCE 1:
PERSONAL COMPETENCE
6 & 7 November 2008
17& 18 November 2008
PRACTICAL EMOTIONAL
INTELLIGENCE 2:
SOCIAL COMPETENCE
27 & 28 November 2008
1 & 2 December 2008
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Resources for HR Practitioners |
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Centre for Development and
Enterprise
Informing South African Policy
The Centre for Development and
Enterprise (CDE) is an independent
policy research and advocacy
organisation. It is one of South
Africa's leading development think
tanks, focusing on critical national
development issues and their
relationship to economic growth and
democratic consolidation. CDE
formulates practical policy
proposals outlining ways in which
South Africa can tackle major social
and economic challenges.
Established in 1995 with core
funding from South African
businesses, CDE formulates its
proposals after careful study of
international best practice and
South African realities. While its
work reflects rigorous academic
standards, it seeks to turn its
research into positive and practical
policy recommendations that are
easily accessible to politicians and
other decision-makers.
Research produced for CDE is
distilled into summary reports
containing policy proposals that are
intensively tested before different
audiences prior to being released.
To access their home page and their
research articles
click here.
HR Related Reports:
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Workinfo
Surveys
Delivering HR Services in South Africa
Are you interested to know how other
HR departments have structured their
service delivery, where they plan to
invest, what their HR to staff
ratios are and what challenges they
face?
If so - participate in our short
online survey and receive a detailed
report on the outcomes of the survey
for free. Personal details
and company specific information
will remain confidential.
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Member
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