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Ethical conduct is about how we live out our values in everything we do. It’s not about whether those values are right or wrong, but how they are lived

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Ethical conduct is about how we live out our values in everything we do. It’s not about whether those values are right or wrong, but how they are lived

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The website above provides a brief explanation of Business ethics. It highlights a few important aspect of incorporating ethical principles into organisations

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Business Ethics: Definition, Principles, Why They’re Important

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Business ethics is the implementation of policies and procedures regarding topics such as fraud, bribery, discrimination, and corporate governance.

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Guiding individuals and teams to unlock their potential together

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Guiding individuals and teams to unlock their potential together

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Facilitation is the process of guiding and supporting groups or individuals to enhance communication, collaboration, and problem-solving, ultimately achieving their goals and objectives effectively.

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Organisational development is a systematic approach that improves an organisation's effectiveness and overall productivity.

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Organisational development is a systematic approach that improves an organisation's effectiveness and overall productivity.

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It involves planned interventions and strategies that enhance communication, collaboration, and productivity within the organisation.

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How does what you have learned today relate to what you already know?

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Every organisation must seek to improve the quality of its workforce

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Every organisation must seek to improve the quality of its workforce

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The concept of training and development is not new to me considering the fact that it has been a topic we have learned since we did our first year studying Industrial Psychology. I had an understanding of its importance in enhancing employees' skills, knowledge, and competencies to improve their job performance. However, today's lesson provided a deeper insight into various aspects of training and development within organizations.

The lesson reinforced my understanding on the importance of aligning training and development programs with organisational goals and strategies. I was familiar with the idea that effective training can lead to improved job performance, increased productivity, and employee satisfaction. I also understood the relevance of ongoing training to adapt to the technological advancements and industry changes of which the lesson further enhanced my knowledge. The lesson highlighted how some organisations find it difficult to adapt to these changes.

Todays lesson provided a more comprehensive understanding of the various training methods and approaches, such as e-learning and coaching etc. These approaches can be tailored to different organisational needs. Additionally, the lesson examined how to identify training gaps and challenges during the implementation of training programs.

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Advantages & disadvantages of training and development. What about the topic makes you curious?

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In the pursuit of excellence, the path of training and development is the bridge between potential and performance.

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In the pursuit of excellence, the path of training and development is the bridge between potential and performance.

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The website is a short explanation of Training and Development and the impact it has on organisational settings. The evolving nature of the workforce and the rapid technological advancements make me question and wonder about the innovative training methods and strategies organisations employ to keep their employees' skills up-to-date. Considering the fast advancements, and the misallocation of funds and resources within organisations is worrisome. Based on my understanding, organisations need to implement policies that can assist to mitigate these challenges.

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Advantages of Training and Development:

Up-skilling Employee

Less Supervision

Growth Opportunities for Individuals

Boost in Company's Productivity

Better use of Resources

Disadvantages of Training and Development:

Training & Skill Development Cost Time and Money

Sparing Extra time for Training can be Stressful for Workers

Training Sessions can be Complicated

Lack of Interest

Switching to a New Job

Staff Training and Development is essential from the viewpoint of making your employees up-to-date with the advancing technology. Whether industrial, marketing, or commercial, every sector depends on technology to enhance human capital, gain a competitive edge, and ensure employee satisfaction. The Advantages and Disadvantages of Training and Development detail further about how it shapes the employers and employees.

Importance and Types of Staff Training & Development programs?

Implementing staff training and Development program helps in the professional development or career advancement of the employees. Training the staffs important as they are valuable assets for a company. Employees need the skill and knowledge to meet the business goals by overcoming the challenges.

With proper assistance and training employees can boost company's productivity and gain experience and rewards. Highly skilled and efficient workforce can take an organization to script new success stories.

Types of Training and Development Programs

Onboarding

Joinees get to communicate effectively with their mentors and colleagues within the organization. This is where employees understand the company's values, vision, and goals. Employees need to familiarize themselves with the learning process, assess the performance and effectiveness.

Talent Management & Acquisition

This part is somewhat the company's responsibility as they have to find the right employees. Selecting the right fit can be a challenge for HRDs as you need to recruit the candidates based on your organization's requirements.

A company invests both time and money in a new employee to enhance their skills fitting in the criteria and turning them into a valuable asset to the organization. The HR team must have the right strategy and approach to recruit the best of employees and train them whenever required.

Performance Management

Appreciating and incentivizing employees on achievements is also an essential role to play for an organization. Doing so motivates the staff, and they can work with freedom adding value to your brand.

Hold meetings, let the employee have their say, take their feedback, and consider helping them advance their careers.

Different Staff Training and Development Methods:

Apprenticeship Training

Internship Training

Learner Training

Off the Job Training

On the Job Training

Vestibule Training (Training Centre Training)

Advantages of Training and Development Programmes

1. Up-skilling employee

Employee Training and Development Program benefits the staff as they can improvise their skills in accordance with the advancing technology. Every business industry undergoes constant changes, and hence employees need to be educated and updated with the latest market trends.

With regular training and skill development modules, the employees gain job satisfaction and security. When staff is satisfied and high on motivation, a company can reap the optimum benefits in terms of attendance and work efficiency.

2. Less Supervision

As workers grow familiar with the latest technology, there is much or no supervision required. A well-trained employee is well accustomed to the job-role and is less prone to errors.

Less supervision and monitoring means a company can save much time and effort on their workers. Managers can focus on other significant processes to yield productive results.

3. Growth Opportunities for Individuals

Employees with polished skills and expertise in their areas are most likely to get clear passage to get promoted to higher roles. Being a valuable asset to the company's growth, trained workers with optimum knowledge are recognized by their superior authority for promotion. This is one of the advantages of training and development programs.

4. Boost in Company's Productivity

With satisfaction, optimum skillset, ample knowledge, and experience, employees contribute to its productivity. Overall growth becomes proportional to worker's efficiency and hence increases the brand value of an organization. The employees achieve quantity and quality performance as they are aware of their roles & responsibilities.

5. Better use of Resources

Cost cuts on additional equipment and materials could be one of the greatest advantages of training and skill development programs for the company. An educated worker is better at efficiently utilizing the company's resources. Getting training on the latest technology and equipment also ensures that there will be less wastage, errors, or damage to the organization's property.

Disadvantages of Training and Development of Staff

If things go unmanaged, there can be some shortcomings of Training and Development program a company or a worker may face at times. Here are some of the concerning ones to consider.

1. Training & Skill Development Cost Time and Money

Conducting a Training and skill development program costs both time and money for the company. Affording a Trainer, installing equipment, and upgrading the infrastructure can be a task at hand for the HR team.

Advanced training compared to In-house certainly costs more and can disturb the company's budget when paying both the staff and the trainer. Also, the time employees can use for office-related operations is taken by another training and development program which hinders productivity.

2. Sparing Extra time for training can be stressful for workers

Employees are oftentimes asked to participate in the skill development program after ending their shifts. This extra time hard to manage as they are less likely to spend it with their families.

On the other hand, in order to stay up to date with the latest trends and knowledgeable in a specific area, the training hours can extend further. This, in return, can make the staff more stressed out rather than motivated.

3. Training Sessions can be complicated

Some training and development programs may include heavy use of theory and practical information that can be hard to understand for workers. In some departments, skill development programs are based on too much of theory than application. Plenty of theoretical instructions and data can be confusing or boring.

4. Lack of interest

Employees are also humans who have a limit to sit and listen around. If a training session is longer than usual, the employees will most likely get tired and disinterested in their session. The same situation can arise when the training sessions are held with repeated data and theory concepts.

5. Switching to a New Job

A prepared and polished worker is ready to jump to another organization that offers good perks and salary. The market is full of competitors who want their employees with the same or advanced skills. Workers can switch to a better job given that they acquire in-depth knowledge and experience. Whether an employee stays after training or not is one of the most dreaded Disadvantages of Training and Development for an organization.
Conclusion
With the above-mentioned Advantages and Disadvantages of Training and Development, staffers and workers can grab the idea from different aspects. Staff training and skill development programs are the need of the hour for various benefits. The key factors that outweigh the drawbacks are overall growth and a well-trained workforce. Management teams can deduce a plan in terms of cost and good use of their time to overcome the possible issues with Training and development.

Frequently Asked Questions

What are the advantages of training and development?

In general, human resources are responsible for obtaining and retaining top employees, boosting job satisfaction and morale, increasing productivity, and generating greater revenue. Furthermore, firms with actively interested and dedicated workers have a 41% lower absenteeism rate and a 17% higher productivity.

What are the weaknesses of training?

1. Employees may move to a competitor and use their talents there.
2. The expense of educating never fades away.
3. Incorrect training results in incorrect outcomes.
4. Some people learn well from reading material, while others watch video lectures.
5. It might lead to anger.

What is the difference between training and development?

Training is a form of education that allows workers to improve their abilities, competencies, and learning as needed after they've completed their duties. Development is a process that mainly aids in the employee's comprehension of the overall development and improvement of their skills.

What is the relationship between training and development?

The employees can increase their performance by receiving the required training and development. Furthermore, training courses assist employees in enhancing their attitude towards their job, which is also a key component for enhanced performance.

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Advantages & disadvantages of training and development

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The advantages and disadvantages of Training and Development. Staff Training and Development is essential from the viewpoint of making your employees.

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Business ethics is a complex and multifaceted phenomenon

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Business ethics is a complex and multifaceted phenomenon

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Understanding business ethics is a dynamic process that evolves over time. Initially, my perception of business ethics was straightforward as my understanding of ethics focused on adhering to legal standards and moral principles. However, as I delved deeper into the topic and engaged in several discussions with my colleagues and lectures, I realised that it is very complex because it extends beyond the compliance of laws and regulations. I also learned that ethical dilemmas are challenging and consider various perspectives and values.

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How did MY understanding of the topic change today?

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Job analysis allows employers to determine the level of performance.

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Job analysis allows employers to determine the level of performance.

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There are two ways to conduct a job analysis:
1) Inductive - which involves the collection of new and detailed information.
2) Deductive - which involves the implementation and usage of existing information.

Today's class delved into the subject of job analysis.  Job analysis is a fundamental aspect of human resource management and organizational development. Job analysis involves a comprehensive examination of job roles, tasks, responsibilities, and the competencies required to perform them effectively.

It is essential to remember that there are certain areas to cover when conducting a job analysis such as identifying the current critical issues an organisation is facing, the vision of the organisation, the mission statement, etc.

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In the face of tough choices, our moral compass guides us to make decisions that define who we truly are. 

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In the face of tough choices, our moral compass guides us to make decisions that define who we truly are. 

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In the realm of ethical decision-making, the Trolley Dilemma presents a moral crossroads that challenges our principles. It presents a moral scenario where individuals must make difficult choices. By forcing individuals to weigh the value of various ethical principles, it prompts reflection and discussion about the complexities of moral and ethical decision-making

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Mindfulness is the conscious act of paying deliberate and non-judgmental attention to the present moment. It's a concept that is often overlooked or underestimated by those unfamiliar with its power and results.

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Mindfulness is the conscious act of paying deliberate and non-judgmental attention to the present moment. It's a concept that is often overlooked or underestimated by those unfamiliar with its power and results.

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Mindfullness remains one of the most essential practices that foster personal development. It is subjective to the individual and their goals.

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Job analysis may also be used to determine remuneration and employee benefits such as promotions. 

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Job analysis may also be used to determine remuneration and employee benefits such as promotions. 

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This topic is important because it relates to remuneration. Usually in certain departments, many jobs have similar tasks and its is not always easy to identify the difference between the jobs. One of the main functions of job analysis is to compare similar jobs within the organisation to determine the appropriate pay rate. It can also be used to determine employees performance.

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Business ethics play a vital role in shaping the culture and success of organizations while contributing to broader societal well-being.

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Business ethics play a vital role in shaping the culture and success of organizations while contributing to broader societal well-being.

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The video above addresses the significance on various aspects of an organization. It addresses a few of the elements that we learnt in the class of which I will briefly discuss below.

Ethical behaviour in organisations fosters trust among customers, employees, and stakeholders. Therefore, enhancing an organisation reputation and overall credibility. Organisations with strong ethical practices often attract loyal customers. They also tend to have higher employee morale, leading to increased productivity and reduced turnover.

Furthermore, when an organisations adherence to ethical principles is questionable, organisations may experience legal issues and fines that are costly. Organisations may also risk the access of external investors. Unethical behaviour could also damage the companies credibility and alter the long term success of the organisation.

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Business Ethics | The Impact of Ethics on Business

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What did you find most surprising about the topic?

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What did you find most surprising about the topic?

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Before the lesson, my understanding of organisational development was clear on how it improves an organisations effectiveness and productivity. However, I was open minded to the insights that would be provided. I found it interesting how change in an organisation could be seen as a subset of development.  What surprised me the most in terms of the organisational development topic was the challenges organisations and employees encounter throughought the process. These challenges underline the critical role that employees play in driving organisational growth and development.

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An organisation's culture can play a significant role in determining the organisation's success - or its failure. This is because organisational culture determines everything from how decisions are made to how employees feel and behave within the organisation.

Built on a foundation of organisational values, and reflecting the behaviours of its leaders, an organisation's culture is effectively the personality of the organisation or business. How does it treat people? What sorts of practices, processes, and policies does it prioritise? These are important questions, because the culture an organisation develops can help to deliver on performance and organisational goals, strategic objectives, and can even influence employee recruitment and retention. In short: a strong culture is a powerful asset within any business - and a dysfunctional organisational culture can significantly stunt its success.

So what exactly is organisational culture? A commonly used definition comes from Daniel R. Denison, a professor of organisation and management who co-wrote a paper called Toward a Theory of Organisational Culture and Effectiveness with Aneil K. Mishra. Denison says that organisational culture is "the underlying values, beliefs, and principles that serve as the foundation for an organisation's management system, as well as the set of management practices and behaviours that both exemplify and reinforce those basic principles."

According to the Chartered Institute of Personnel and Development (CIPD) , the UK association for human resource management professionals, organisational culture "matters because it offers a way for employees to understand their organisation, to voice their views, and to develop connections and common purpose."

What are the different types of organisational cultures?

Organisational cultures can be broken down into several different categories. For example, the Competing Values Framework outlines four classifications for organisational culture and leadership.

1. Adhocracy culture. Also known as the create culture, adhocracy culture is commonly seen in entrepreneurial businesses. A blend of ad hoc and bureaucracy, adhocracy is focused on flexibility and innovation.

2. Clan culture. Also known as the collaborative culture, this organisational culture is focused on people first.

3. Hierarchy culture. Hierarchy culture is also known as control culture, and is process-oriented, with clear structures and procedures in place for everyone from entry level employees to high-level stakeholders.

4. Market culture. Market culture is driven by results, and is also known as compete culture. It's driven by profitability, a competitive advantage, and the organisation's bottom line.

The Harvard Business Review , meanwhile, identifies eight different types of corporate cultures.

1. Caring cultures, which are focused on collaborative relationships, teamwork, a good work-life balance, and mutual trust.

2. Purpose cultures, which are focused on idealism and altruism.

3. Learning cultures, which are characterised by creativity and innovation among team members.

4. Enjoyment cultures, which feature lighthearted working environments.

5. Results cultures, which are driven by achievements, and are focused on outcomes and business performance.

6. Authority cultures, which are defined by strength and decisiveness in decision-making as well as competitive work environments.

7. Safety cultures, which are risk-conscious and focused on planning and preparedness.

8. Order cultures, which are focused on respect, structure, and shared norms.

What are the main factors that influence organisational culture?

There are several schools of thought when it comes to organisation culture, what shapes it, and what influences it.

For example, Edgar Schein , Professor Emeritus at the MIT Sloan School of Management, argued that organisational culture had three levels:

1. artefacts, which are the organisational attributes that can be seen and heard by anyone. For example, the appearance of offices and décor, how employees dress, and how they interact with others.

2. values, which are cultural elements that are explicitly stated: mission statements, slogans, corporate values and behaviours, and so on.

3. basic assumptions, which are the common beliefs that evolve within the organisation and form a pattern while never being explicitly articulated or challenged.

Others, such as Professor Geert Hofstede - a social psychologist - developed an organisational culture model with six factors:

1. Organisational effectiveness. Is the organisation means-oriented or goal-oriented? Is it primarily focused on what it achieves, or how it achieves it?

2. Customer orientation. Is the organisation internally driven or externally driven?

3. Level of control. Is the organisation easygoing or strict in terms of work discipline?

4. Focus. Are employees within the organisation locally focused on their immediate boss or team, or professionally focused?

5. Approachability. Does the organisation operate as an open system or a closed system?

6. Management philosophy. Is the organisation employee-oriented or work-oriented?

Understanding the impact of organisational culture

How does the culture of an organisation impact organisational change?

An organisation's culture can directly influence its response to organisational change. This is significant, with the CIPD pointing out that an "effective approach to managing change is vital because evidence indicates that few change initiatives are successful. This failure can have a great impact on an organisation, both in their market position and the engagement and retention of employees."

With people and culture being the single biggest drivers of organisational change success, it's obvious that a dynamic, change-receptive culture is key to ensuring the success of any organisational change programmes.

How does the culture of an organisation impact individual and organisational performance?

It's clear that organisational culture has a large part to play in driving the effectiveness of the organisation - and the individual - however, research to establish firmer links between culture and organisational performance, or employee performance outcomes, is still ongoing.

"There's speculation that culture affects organisational performance, and some organisations have put great effort into changing their culture and structure to improve this," reports the CIPD. "However, while managing organisational culture is increasingly seen as a necessary part of governance and management practice, research evidence on the link between organisational culture and performance is weak."

That said, in his recently published book Win from Within: Build Organisational Culture for Competitive Advantage , James Heskett highlights the correlations between organisational culture and employee loyalty, productivity, and creativity.

And according to Tom Peters, who co-wrote the 1980s strategic management book In Search of Excellence , says that culture drives in behaviour , and that in turn, organisational behaviour "has direct impact on the bottom line, costs, revenue streams, level of productivity, customer satisfaction, even the brand - every aspect of the business is affected."

Additionally, Jennifer A. Chatman and other academics have written extensively on the topic of leadership, its impact on organisational culture - and the impact on performance. For example, in a publication titled The Promise and Problems of Organisational Culture: CEO Personality, Culture, and Firm Performance , Chatman and others found that "CEO personality affects a firm's culture and that culture is subsequently related to a broad set of organisational outcomes including a firm's financial performance, reputation, analysts' stock recommendations, and employee attitudes."

How does the culture of an organisation impact the organisation's ability to innovate?

There are a number of organisational culture styles that encourage - or inhibit - innovation. For example, both the adhocracy and learning cultures place a strong emphasis on innovative behaviours and outcomes, while a hierarchy culture or order company culture are more likely to favour tried-and-true processes and procedures that restrict innovation and new ideas.

How does the culture of an organisation impact the organisation's ability to compete?

Much like innovation, organisational competitiveness can be directly influenced by the organisation's culture and its core values. Market culture, for example, is often referred to as compete culture, and is focused primarily on market competitiveness.

Models for improving corporate culture and organisational effectiveness

Regardless of whether a leader is focused on corporate culture and performance, or the culture and performance within a health care setting - or anything in between - there are a number of different models, methods, and leadership styles that can be used to create a set of shared values and a strong organisational culture.

One example is Dr. John Kotter's eight-step process for leading change . Another is the McKinsey 7-S framework .

Help shape the culture of your organisation

You could advance your career in management and leadership with the 100% online MBA Leadership from Lincoln International Business School at the University of Lincoln. This degree has been created for ambitious professionals who want to fast-track their career progression, and because it's studied part-time and fully online, you can learn around your current work and personal commitments.

Through one of your core modules, you'll have the opportunity to learn about leading and developing individuals and high-performance teams within an organisational culture. This degree also explores other areas of leadership, such as talent management, learning organisations, workforce design, succession planning, and diversity and inclusion. Another key module on this programme is in leading organisational change, so you could examine organisational change theories, models, and frameworks, as well as different approaches for managing change, and new ways of working across infrastructure, processes, people, and culture to promote the effective leading of organisational change.

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Organisational culture: what is it and how does it affect organisational effectiveness? - University of Lincoln

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Organisational culture determines everything from how decisions are made to how employees feel and behave within the organisation.

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What seemed to be the most important ideas in today’s lesson? Least important?

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Competency models are typically used for multi purposes such as the assessments of income, identification of potential employees, and assessment of training and development needs. The lesson today enhanced my knowledge on computer-based structured interviews. t suggested that it operates as an interview like any other hence the applicant responds to a series of work related questions. The competency based structured interviews formulates questions to elicit responses that allow the interview were to measure the applicant against the computer and see profile established for the position in question.

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What was your mindset before, during, and after the lesson?

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Before the lesson on mindfulness and inclusion, I did not understand the significance of mindfulness and inclusion.  Although I had some prior knowledge about these topics, I had no knowledge on the impact they have on personal development and growth. It seemed like a concept that was used to reduce stress and improve relaxation. I had no knowledge on its potential to enhance (my) overall well-being, mental clarity, and resilience.

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Inclusion in the workplace creates an environment where all differences are seen as strengths. Inclusion is not a trend, it's a commitment.

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Inclusion in the workplace creates an environment where all differences are seen as strengths. Inclusion is not a trend, it's a commitment.

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Similarly, my understanding of inclusion was basic before the lesson. I knew it had something to do with diversity and its ability to foster creativity and improve employee morale and engagement. The lesson provided insights into how inclusive workplaces are advantageous.

The YouTube video by Janet Stovall shares a three-step action plan for creating workplaces where people feel safe and expected to be their unassimilated, authentic selves. She encourages for transformation of workplaces by diversifying them...one step at a time.

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How to get serious about diversity and inclusion in the workplace | Janet Stovall | TED

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During the the lesson, my mindset evolved from curiosity to engagement. The lecture highlighted the importance of mindful practices in the general and in workplace. She further addressed the impact it has on well-being and productivity. The discussion on inclusion emphasized the significance of creating diverse and equitable work environments. During the lesson I found myself actively engaging with the concepts and considering how they could be integrated into various aspects of my life within and outside the organisation.

Inclusion, on the other hand was equally enlightening. I gained a better understanding of the importance of fostering an inclusive workplace and institutions, being open to inclusivity, and how this can lead to improved teamwork, innovation, and overall organisational performance.

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Incorporating mindfulness and inclusion are like seeds pushing through concrete, their emergence brings the most beautiful blooms. The difficulty of incorporating them into our lives, lies in our mindset and growth, not in their principles. 

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Incorporating mindfulness and inclusion are like seeds pushing through concrete, their emergence brings the most beautiful blooms. The difficulty of incorporating them into our lives, lies in our mindset and growth, not in their principles. 

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I attempted to incorporate what I learnt in class into the physical world. I found it very difficult to adopt the 'exercises' of mindfulness. Just as a few days at the gym does not sculpt a professional athlete, mastering these practices requires the same amount of resilience, patience, awareness, and accountability.  I recognised a significant role that mindfulness and inclusion can play in promoting mental health and overall productivity, particularly in the workplace.

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How did my understanding of the topic change today?

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Address Diversity and Inclusion Through Mindfulness

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Address Diversity and Inclusion Through Mindfulness

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After months of facing devastating challenges academically, professionally, emotionally, and financially, I used mindfulness exercises and therapy to assist me in performing the best effectively. I ensured that I remain consistent at all times. My understanding of the topic changed significantly. I broadened my understanding on how mindfulness practices can help myself and other  individuals become more aware of their biases and promote empathy, which is essential for fostering an inclusive workplace. I also realised that mindfulness and inclusion practices are tools that could be used as an aspiring  industrial psychologist, to create a healthier and more productive work environments.

The article above provides insights on the implementation of mindfulness and inclusion in the workplace. It suggests that the promise of mindful leadership is appealing for creating inclusive environments. These practices could be used to evaluate Leaders who are more secure an open can create mindful, inclusive, and diverse organisations.

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Training and development should be a catalyst for employee growth, not a tool for their exploitation.

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Training and development should be a catalyst for employee growth, not a tool for their exploitation.

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I am also curious about how the government intends on intervening on policies that combat the effects of the exploitation of employees and the misallocation of funds and resources when training and development in the organisations takes place. I'm also curious about the psychological and behavioural aspects of learning and how they influence the design of effective training programs. Additionally, the impact of training and development on employee motivation and job satisfaction is interesting and creates hope for organisations in South Africa to be more competitive in the global market.

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An organisation's ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage

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An organisation's ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage

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Although Training and development play a crucial role in shaping the skills and capabilities of employees, this process has challenges . The process can be time consuming and require intensive resources which can impact the main job duties. Another significant aspect of training and development is the challenge of employees and the organisation resisting change.  Employees and employers may be apprehensive about adapting to new methods or technologies because of the fear of disruption to their routines and their lack of resilience. Addressing this resistance through effective change management strategies and clear communication is essential to ensure that the positive impacts of training and development can be more effective and transparent in the long run.

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What did you find most surprising about the topic?

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I was aware that ethical behaviour is crucial for maintaining a positive corporate reputation, but today's insights highlighted the long-term benefits of ethical practices in workplaces. It also highlighted that ethical conduct is not just a legal requirement but a strategic advantage that can enhance an organisation's sustainability and profitability. It has reinforced the idea that ethical decision-making is an ongoing process and a fundamental element of responsible and successful business practices.

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What seemed to be the most important ideas in today’s lesson?

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Assessment centers revealed the true character and potential of individuals.

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Assessment centers revealed the true character and potential of individuals.

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The most valuable information I learnt today is that assessment centres are used for various purposes. I assumed that they were used to measure intelligence in organisations. I may have assumed that assessment centers are limited to employee selection and hiring practices.

However, I learnt that they are used for talent development, succession planning, and identifying potential leaders. They assist organisations to make informed decisions about hiring and promoting employees.

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What did you assume about today’s learning before the class started? How did that affect your learning (for better or for worse)?

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Unlocking your potential, one assessment at a time

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Unlocking your potential, one assessment at a time

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Assessment centers involve a combination of  simulations, interviews, and other assessment methods that evaluate candidates. The results help in making informed decisions about employee selection, development, and other HR-related decisions. The YouTube video briefly describes the purpose of assessment centres. Assessment centers are a valuable tool in understanding an individual's capabilities and potential within an organization. I learnt that assessment centres ensures that all participants are evaluated the same way. This therefore promotes fairness and objectivity. The most important thing I learnt are the multiple competencies and skills assessment centres contain. These competencies include, but do not limit, problem solving, communication, decision-making, and leadership. The feedback individuals receive from assessment centres can also be used for personal and professional development.

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Assessment Centre Group Exercises | How to Pass, with Example Task & Virtual Assessment Day Tips.  How did it affect your learning (for better or for worse)?

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This assumption affected my understanding both positively and negatively. It affected me negatively because it took me some time to understand the topic. However, with several consultations with my lectures and peers, I believe that it opened up my mind to exploring what I did not know or understand.  Thus resulting to my enhanced understanding and appreciation for the role they play in organisations. The criteria for evaluation within assessment centers reliable and unbiased. Additionally, I learnt that assessment centres are not merely for employe selection but also for personal and professional development. The YouTube video below explores numerous assessment centre group exercises and a few tips on how to successfully incorporate them into organisations.

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Assessment Centre Group Exercises | How to Pass, with Example Task & Virtual Assessment Day Tips

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What I found most significant is how assessment centres  ensure that the selection and development processes are merit-based. They also aligns with the ethical principles and diversity in the workplace.

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Performance management is not only measured by management only...

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Performance management is not only measured by management only...

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When performance management is implemented effectively, it can help organisations overall success. Performance management involves setting clear goals and expectations for employees, monitoring their progress, providing regular feedback, and evaluating their performance.

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Talent can flourish in the most unexpected places, if given the chance and the right nurturing. Former president Nelson Mandela, is an example of a true born leader. He remains one of the most talented leaders from South Africa.

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Talent can flourish in the most unexpected places, if given the chance and the right nurturing. Former president Nelson Mandela, is an example of a true born leader. He remains one of the most talented leaders from South Africa.

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History has taught us that talent can come in various packages. Each person has the capabilities to make a difference at any given moment. It is essential that organisations create opportunities for all employees to prove themselves.

Nelson Mandela's talent for diplomacy and his commitment to the decolonisation of the economy played significant roles in ending apartheid in South Africa. He is a true definition of a talented True-born leader.

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How did your understanding of the topic change today?

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Talent takes on countless forms, each telling a different story, but all contributing to the epic narrative of human potential

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Talent takes on countless forms, each telling a different story, but all contributing to the epic narrative of human potential

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The topic is important because talent is often associated with the entertainment industry, making people who are not  "talented" feeling unvalued. Talent is fueled by dedication and ignited by passion. Talent is different, it has no solid criteria. Beyonce is another example of a talented person.The attached song is one of the most popular and influential songs till date.

Talent management is not only an organisational process, it reflects the core principles and values on the industrial psychology profession. In the context of the Industrial psychology profession, the skills, insights, and expertise of industrial psychologists converge with organisational objectives.

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Talent contributes to the narrative of human potential

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Talent contributes to the narrative of human potential

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It is important for industrial psychologists to identify the talent that employees have. They should also ensure that they aim at developing their shortcomings.

Identifying talented employees, employee morale, and Job satisfaction. This will result in employees being motivated, thus lowering turnover intention rates.

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Talent is never enough. With few exceptions, the best players are the hardest workers.

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Talent is never enough. With few exceptions, the best players are the hardest workers.

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The YouTube video above defines talent management. It also provides a few scenarios that have expanded my understanding on talent management.

In essence, talent management is an area where the expertise of industrial psychologists intersects with organizational needs. By focusing on the holistic development and utilization of talent, industrial psychologists can make a significant impact on enhancing workplace effectiveness, employee well-being, and overall organizational performance. This alignment makes talent management a natural and essential domain for industrial psychologists to excel in and contribute to the success of organizations across various sectors.

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Facilitation considers finding a common ground when dealing with problems

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Facilitation considers finding a common ground when dealing with problems

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The skill of facilitation may not only be used in the workplace but in the personal aspect. When faced with a personal problem either internal or external, take the time to reflect and try to find common ground between the difference or parties facing the problem.

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Facilitation Skills Training: Managing Difficult Meeting Personalities | Facilitator Dana Brownlee

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What seemed to be the most important ideas in today’s lesson? Least important?

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What seemed to be the most important ideas in today’s lesson? Least important?

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What seemed to be the most important ideas in today’s lesson? Least important?

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The most important ideas from today's lesson revolve around the critical role of facilitation. This includes understanding the characteristics and roles of facilitators and how they influence the successful use of research.

Today's lesson also explored the critical role of facilitation in research implementation and roles of facilitators and how they influence the successful use of research. The lesson has broadened my knowledge about the essential role of facilitation. It emphasizes the need for clear and effective facilitation practices.

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Job analysis is the compass guiding organisations toward reduced turnover, fostering skills development, and ensuring legal fairness. It is the cornerstone for a thriving and capable workforce.

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Job analysis is the compass guiding organisations toward reduced turnover, fostering skills development, and ensuring legal fairness. It is the cornerstone for a thriving and capable workforce.

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Job analysis is a critical step in the process of hiring and managing qualified individuals within an organisation. It examines the the duties, responsibilities, and requirements of a specific job and ensures that the right people who align to the job requirements and are placed in the right positions. This will also decrease burnout, turnover intention rates and increase performance and productivity.

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What seemed to be the most important ideas in today’s lesson? 

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Performance management is about creating relationships, clarifying expectations, and working together for the success of the organization

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Performance management is about creating relationships, clarifying expectations, and working together for the success of the organization

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The YouTube video defines performance management. One of the most important lessons I've gained is the role of performance management in aligning individual and team goals with the organization's objectives. It serves ensures that everyone is working towards the goal.

Implementing performance management can also be challenging, organisations may resist. In order to address these challenges organisations should assess their effective management and communication.

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Performance Management needs effective metrics that will clearly measure the performance of the employees fairly.

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Performance Management needs effective metrics that will clearly measure the performance of the employees fairly.

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Recognising the role of effective metrics in performance management is crucial. This idea emphasises the need for impartial and precise assessments of employees' performance. They form a basis for making well-informed choices regarding compensation, promotions, and professional advancement.

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In the world of rewards and remuneration, understanding the emotional and ethical aspects is as important as the practical ones.

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In the world of rewards and remuneration, understanding the emotional and ethical aspects is as important as the practical ones.

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To align reward practices with the organisation’s strategy

To provide an integrated approach for reward management

To adhere to legal, ethical, and best practice standards

To drive appropriate behaviours

Attracts, retains, and motivates employees.

Drive desired behaviours

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What did you find most surprising about the topic?

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The surprising complexity of income inequality reveals the need for ethical governance and inclusive reward systems

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The surprising complexity of income inequality reveals the need for ethical governance and inclusive reward systems

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What I found most surprising about the rewards and remuneration topic is the staggering income disparity between the highest-paid individuals and the majority of the workforce, particularly in countries with significant income inequality, such as South Africa. This lesson was very emotive to me, especially when highlighting the uneven distribution of income and wealth.

The lesson also highlighted how qualifications, performance, quantity, and quality of work play a role in determining an individual's earnings. However,  it raises questions about the fairness of these factors and how they can be balanced.

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Understanding and addressing income inequality requires a holistic approach, guided by ethical governance and a fair remuneration policy, to balance the complex factors influencing earnings

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Understanding and addressing income inequality requires a holistic approach, guided by ethical governance and a fair remuneration policy, to balance the complex factors influencing earnings

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Lionel Messi is one of the highest paid athletes/soccer players in the world. He earns approximately 75million US dollars, which is R1,2 billion in rands. In simple terms he earns approximately R8790 per hour, which is more that most South Africans earn in a month.

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What seemed to be the most important ideas in today’s lesson? Least important?

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Rewards and Remuneration create an environment where employees feel valued. These factors significantly impact an organisation's ability to attract, engage, and retain a motivated and productive workforce. The most important ideas in today's lesson on rewards and remuneration include the significance of ethical governance, the role of various factors in determining earnings, and the disparities of income that exist. We also highlighted the moral and practical challenges associated with fair compensation.

The least important, was the specific details about individual high-earning celebrities like Beyonce, Lionel Messi, and President of South Africa,Cyril Ramaphosa, etc. Although these details encouraged engagement in the classroom, I believe that it is very emotive, thus causing a lot of distraction from the initial topic of the study hence the delved into the uneven distribution and the societal issues we face as South Africans, rather than the impact of Rewards and Remuneration in the workplace.

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 Rewards and remuneration play a pivotal role in shaping the Employee Value Proposition (EVP). They can significantly impact an employee's perception of their value within an organisation. 

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 Rewards and remuneration play a pivotal role in shaping the Employee Value Proposition (EVP). They can significantly impact an employee's perception of their value within an organisation. 

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The lesson also highlighted the importance of having a well-documented policy to govern remuneration decisions and prevent unethical practices. It's clear that ethical governance is vital in ensuring fair and just reward systems. However, I may still misunderstand the full extent of the complexities involved in addressing and mitigating income inequality, especially on a global scale.

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Competence relates to performance or outcomes; competencies relate to the behaviours underpinning successful performance.

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Competence relates to performance or outcomes; competencies relate to the behaviours underpinning successful performance.

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Competence is the combination of attributes and abilities that enable one to consistently and effectively perform at an optimal level. It incorporates aspects such as motivation and desire to perform effectively. It is a set of related but different sets of behavior organized around an underlying construct, called “intent”. These behaviours are alternate manifestations of intent, as appropriate in a lot of situations and times.

Understanding the definition of competency is fundamental. It involves recognising that competency encompasses a wide range of attributes, behaviours, and characteristics that contribute to effective performance.

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(Competence - Padlet Powerpoint presentation) What seemed to be the most important ideas in today’s lesson? Least important?

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Competency profiling is a tool that  allows for a comprehensive evaluation of employees, in order to help them identify their strengths and areas for development. 

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Competency profiling is a tool that  allows for a comprehensive evaluation of employees, in order to help them identify their strengths and areas for development. 

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The lesson is a clear understanding of what competency and competencies mean. The powerpoint presentation above briefly explores Competency and the most significant lesson I believe is crucial lesson I learnt. The PowerPoint presentation explores the most important lesson I learned on competency is inspired by one of the assignments we were given earlier this year. It also draws up a brief competency framework to establish the nature of competencies required. The presentation also highlights how competencies are identified (refer to Page 3). It highlights mostly focused groups and critical incident techniques because prior to the lesson and the assignment my I did not understand how to incorporate the competencies into the practical realm.

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Competence - Padlet Powerpoint presentation

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Key performance areas (KPA) guide individuals and organisations toward excellence

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Key performance areas (KPA) guide individuals and organisations toward excellence

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The website above explains what Key Performance Area is. It provided me with more details and knowledge than I obtained in class. The Competency Framework emphasised the significance of creating competency frameworks for various roles. This framework helps in breaking down a job into key performance areas (KPAs) and specifying observable activities and performance criteria.

It is crucial to recognize that competency is not just about capability or ability but encompasses a wide range of attributes, behaviors, and characteristics that enable consistent and effective performance.

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Key Performance Area (KPA) is the key aspect that affects the project, and the project managers must know Key Performance Areas to emphasize them and complete

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Competency Profiling can also be an asset for talent management because it enables organisations to make informed decisions about recruitment, training, and career development, ultimately contributing to their overall success.

The least important from the lesson was the detailed organisational changes and recruitment processes. The processes took time for me to understand, especially when applying them.

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How did your understanding of the topic change today?

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Competency based interviews =  behavioral indicators.

It allows interviewers to assess a candidate's past behavior as an indicator of future performance. Behavioral interview questions are structured to elicit examples of how a candidate has demonstrated specific competencies in previous roles. Competency-based interviews are structured and systematic. They aim to evaluate specific competencies required for a job. This structured approach minimises bias and subjectivity in the interview process. Competency-based interviews are highly predictive of job performance.

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The least important aspect may be the detailed description of the specific questions used in interviews or specific organisational processes involved in the interview.  These details are essential for practical implementation, however the concept of competency-based interviews can still be understood without delving into these specifics.

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Importance to the Industrial Psychology Profession

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Competency based interview are essential for the industrial psychology profession as it enables organisations to make informed hiring decisions based on the competencies that individuals demonstrated.

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Competency based interview are essential for the industrial psychology profession as it enables organisations to make informed hiring decisions based on the competencies that individuals demonstrated.

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Empower your leadership, embrace change, and foster a culture of growth; this is the path to success and the well-being of all

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Empower your leadership, embrace change, and foster a culture of growth; this is the path to success and the well-being of all

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The topic also highlights the role by fostering effective leadership, enhancing communication, and supporting employees through change initiatives. It also ensures that cultural and organisational development interventions are effective and sustainable, ultimately contributing to the success of the overall organisations performance and the well-being of employees.

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When considering practical strategies for implementing cultural and organisational development. It's important to align these strategies with organisational development goals. It requires a deep understanding of human dynamics, clear communication, and a commitment to nurturing a workplace culture that is flexible, inclusive, and aligned with the organisation's overall goals.

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Conducting a Job analysis has several advantages and disadvantages

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Conducting a Job analysis has several advantages and disadvantages

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My understanding on the topic of job analysis has developed. I learnt that job analysis is not only about the job description and specifications. It has multiple purposes, such as job design, recruitment, performance appraisal, and training. These are all essential for the effective functioning of organisations. It encourages the use of various methods such as interviews, questionnaires, and observations to evaluate how eligible an individual is for the position. Conversely, conducting a comprehensive job analysis may be complex. It may be time consuming, and may incvolve personal biases, amongst many. The article above provides an explicit exploration on the advantages and disadvantages of a Job analysis. I used this to further my understanding on the limitations of a job analysis.

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1. Home

2. Library

3. People Management

4. Job Analysis & Design

5. Advantages and Disadvantages of Job Analysis

Though job analysis plays a vital role in all other human related activities but every process that has human interventions also suffers from some limitations. The process of job analysis also has its own constraints. So, let us discuss the advantages and disadvantages of job analysis process at length.

Advantages of Job Analysis

Provides First Hand Job-Related Information: The job analysis process provides with valuable job-related data that helps managers and job analyst the duties and responsibilities of a particular job, risks and hazards involved in it, skills and abilities required to perform the job and other related info.

Helps in Creating Right Job-Employee Fit: This is one of the most crucial management activities. Filling the right person in a right job vacancy is a test of skills, understanding and competencies of HR managers. Job Analysis helps them understand what type of employee will be suitable to deliver a specific job successfully.

Helps in Establishing Effective Hiring Practices: Who is to be filled where and when? Whom and how to target for a specific job opening? Job analysis process gives answers to all these questions and helps managers in creating, establishing and maintaining effective hiring practices.

Guides through Performance Evaluation and Appraisal Processes: Job Analysis helps managers evaluating the performance of employees by comparing the standard or desired output with delivered or actual output. On these bases, they appraise their performances. The process helps in deciding whom to promote and when. It also guides managers in understanding the skill gaps so that right person can be fit at that particular place in order to get desired output.

Helps in Analyzing Training & Development Needs: The process of job analysis gives answer to following questions:

Who to impart training?

When to impart training?

What should be the content of training?

What should be the type of training: behavioral or technical?

Who will conduct training?

Helps in Deciding Compensation Package for a Specific Job: A genuine and unbiased process of job analysis helps managers in determining the appropriate compensation package and benefits and allowances for a particular job. This is done on the basis of responsibilities and hazards involved in a job.

Disadvantages of Job Analysis

Time Consuming: The biggest disadvantage of Job Analysis process is that it is very time consuming. It is a major limitation especially when jobs change frequently.

Involves Personal Biasness: If the observer or job analyst is an employee of the same organization, the process may involve his or her personal likes and dislikes. This is a major hindrance in collecting genuine and accurate data.

Source of Data is Extremely Small: Because of small sample size, the source of collecting data is extremely small. Therefore, information collected from few individuals needs to be standardized.

Involves Lots of Human Efforts: The process involves lots of human efforts. As every job carries different information and there is no set pattern, customized information is to be collected for different jobs. The process needs to be conducted separately for collecting and recording job-related data.

Job Analyst May Not Possess Appropriate Skills: If job analyst is not aware of the objective of job analysis process or does not possess appropriate skills to conduct the process, it is a sheer wastage of company's resources. He or she needs to be trained in order to get authentic data.

Mental Abilities Can not be Directly Observed: Last but not the least, mental abilities such as intellect, emotional characteristics, knowledge, aptitude, psychic and endurance are intangible things that can not be observed or measured directly. People act differently in different situations. Therefore, general standards can not be set for mental abilities.

Authorship/Referencing - About the Author(s)

The article is Written By "Prachi Juneja" and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.

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advantages and disadvantages of job analysis

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Advantages and Disadvantages of Job Analysis

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The topic discusses about the advantages and disadvantages of job analysis process in detail.

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How is the topic of today’s class important to the IP profession?

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Industrial psychologists create talent strategies that align with an organisation's  goals and vision, emphasising the value of a strategic approach in the profession. Talent management also fosters employee engagement, thus allowing industrial psychologists to enable employees to create environments where employees are motivated and contribute to their respective organisations. Industrial psychologists also invest in training, mentoring and enhancing employee capabilities and skills. Their roles recognise the importance of diversity in talent management.

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The least important aspect of todays lesson was the the historical background of the framework's development. Although it is valuable to know the origins of the framework, it was very time-consuming. The focus of the lesson should have been on the practical insights facilitation offers in organisations.

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How does what you have learned today relate to what you already know?

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How does what you have learned today relate to what you already know?

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This topic of facilitation in implementing in education and research findings aligns with my existing knowledge of the challenges in the practical applications of facilitation in education and organisations. Today's lesson has deepened my understanding of the specific role that facilitation plays in this process. It underscores that facilitation is not just about conveying information.

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Training and development methods include, but do not limit, Gamification, Case Studies, Simulation,Workshops, Seminars, etc.

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Training and development methods include, but do not limit, Gamification, Case Studies, Simulation,Workshops, Seminars, etc.

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Although the topic has negative implications, it has numerous advantageous which include, but do not limit:

1. Improved employee performance

2. Enhanced skills and knowledge

3. Increased productivity

4. Higher employee satisfaction

5. Reduced employee turnover

6. Better employee morale

7. Enhanced company reputation

8. Effective talent management

9. Adaptation to technological advancements

10. Organizational growth and competitiveness.

As an aspiring industrial psychologist I believe that my role, in this context is to unlock my team's full potential through training and development, paving the way for innovation, growth, and lasting success.

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How is the topic of today’s class important to the IP profession?

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How is the topic of today’s class important to the IP profession?

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The topic of competency and competency frameworks is highly significant for the industrial psychology profession. Competency profiling and frameworks are tools that are commonly used for assessing and selecting employees. Industrial psychologists often play a crucial role in designing and implementing competency frameworks, helping organisations identify and measure the key competencies required for various roles. This knowledge is directly applicable to the profession, as it enhances the ability to assess and develop employees effectively.

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Competency Based Human Resource Management (CBHRM) - Introduction. Importance, Framework & More.

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How is the topic of today’s class important to the IP profession?

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How is the topic of today’s class important to the IP profession?

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As IP professionals play a crucial role in assisting organisations in navigating the complexities and development. The topic of Culture & Organizational Development is important  to the Industrial Psychology (IP) profession because it highlights the complex and multifaceted nature of implementing change and development within organizations. Understanding how culture influences these processes is crucial for IP professionals who are often tasked with guiding organisations.

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How is the topic of today’s class important to the IP profession?

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A Job analysis involves gathering and analysing information about job roles, including the duties, responsibilities, qualifications, and other relevant details.

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A Job analysis involves gathering and analysing information about job roles, including the duties, responsibilities, qualifications, and other relevant details.

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Job analysis is fundamental in the Industrial Psychology (IP) profession because it plays a crucial role in various aspects of this profession. A job analysis fosters workplace efficiency and productivity.  The analysis provides  a systematic process for understanding job roles, responsibilities, and requirements. It is also identifies the skills, knowledge, and abilities required for a specific job.  A well-conducted job analysis helps organisations make informed decisions when they are hiring.

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How is the topic of today’s class important to the IP profession?

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The goal of performance management is not to eliminate weaknesses but to build on strengths

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The goal of performance management is not to eliminate weaknesses but to build on strengths

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Performance management is important to the industrial psychology profession as it assesses and improves employee performance within organisations. Industrial psychologists play a pivotal role in designing and implementing effective performance management systems. They ensure that businesses align with psychological principles and ethical standards. Industrial psychologists also contribute to the wellbeing of both employees and organisations by facilitating fair and accurate performance evaluations. They foster a work environment that is conducive, whilst impacting the lives of individuals and the overall success of businesses.

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Competency-based interviews are important to the industrial psychology profession because they provide a structured and evidence-based approach to selecting and evaluating employees. Industrial psychologists often design and implement these interviews as part of their roles. They aim to assess an individual's competencies accurately.

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As the academic year comes to a close, I wanted to express my profound gratitude for the incredible journey in your class. Thank you for a transformative year of learning, growth, and inspiration. 

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As the academic year comes to a close, I wanted to express my profound gratitude for the incredible journey in your class. Thank you for a transformative year of learning, growth, and inspiration. 