https://padlet.com/volkwynanton/1f83a766a5gn7tu5 en-us 2023-10-10 16:33:29 UTC 2023-10-17 18:17:08 UTC hello@padlet.com https://media1.giphy.com/media/vIs30lYM0q6Tc5GMFN/giphy.gif volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2740298357 How is the topic of today’s class important to the IP profession?

It is important because IP focuses on the human factor in organisations, which includes talent acquisition, selection of candidates and onboarding. What Job analysis and Competency profiling does is make sure that the organisation takes in the right people with the right competencies to ensure the organisation's success. It does this by breaking down the job and analysing everything got to do with it and then drawing up the required competencies to fill those skill gaps to perform the job.

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

My mindset before the lesson was : "Okay, I know the basics of this topic from my bachelors year so I have a general understanding of what it is about...but, I would to know a more in depth perspective about it in the Industrial Psychological field." 
My mindset during the lecture was a feeling of a little bit overwhelming but interest at the same time because i was also thinking how it relates to my current occupation I have. I currently work in the Solar Industry and it is a very technical field and our main priority is customer service and quality maintenance. And I was just thinking and connecting the dots on what competencies one must have to perform my job and how crucial it is to our success as an organisation.
My mindset after the lecture was positivity and interest. I really enjoyed the more in depth view of the topic and thought if i was a practitioner, how would I approach my company I work for in retaining talent and acquiring the right candidates to perform my job. ]]> 2023-10-10 16:34:48 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2740298357 volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2740320707 Of what you learned, how much of it was new, and how much have you seen before?

Well, I used to be a Tour Guide/Facilitator. So I do have have experience in facilitating. So what I already know or seen before is that it is all about the group being facilitated to solve the problems and to get through the activities by the use of their own ideas. It is only the job of the facilitator to keep control of the session and to schedule the sessions. The new things I saw in this lecture is the different methods you can use to get the group to talk and generate ideas by using role play and using situational problems such as the chocolates discussion we had at the beginning of the lecture where we had to discuss who deserves the chocolates the most and why. I really love the different creative ideas to get the facilitated group to engage with each other and to solve problems.  ]]> 2023-10-10 16:48:51 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2740320707 volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2740392334 What are you sure you understand/misunderstand about the topic?

What I understand most about the topic is just the fact that the world does not only revolve around you, does not matter if it is the work environment and you are management or if you are a brand new employee amongst other new employees. In organisations there are chains of command, departments and levels of management. Employees in all of the above have to be mindful of each other. Before making decisions or performing actions that involve other departments or levels of management, that you think of how it can affect them. Just because the decision benefits you, it may tamper with the processes of others in the organisations which will cause tension and frustration. A good example was brought by the lecturer about the chain of command and operations in a construction company. The architect or the lead engineer wants the project done at a certain time that suits him or her, but it puts a lot of pressure on the employees that are out on site physically doing the work because they have to meet deadlines. It can cause a lot tension and frustration which can lead to mistakes and fallouts which will negatively affect the success of the project. So, what I understand is that decisions always have consequences. ity is important to carefully make decisions and INCLUDE the ones involved to have their input on decision making so everyone will be on the same page, which will at the end of the day, guarantee a successful project.]]> 2023-10-10 17:34:40 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2740392334 volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2750514786 How is the topic of today’s class important to the IP profession?

This topic goes hand in hand with Competency Based Profiling which is to look at the competencies required by the organisation to recruit talent and retain it. This is important to the IP profession because it is one of the most crucial process a practitioner has to do. An organisation wants to recruit talent and you are the person that can make that happen for them by drawing the competency models and conducting the interviews. This is all to create a competitive and productive work environment for the organisation, reduce employee turnover which reduces time and costs, increase profit turnover and be a competitor in the market. A structured Competency-based interview is probably the one of the most well known methods in assessing applicants. It is important to the IP profession because it is the physical manner in collecting data on potential applicants and matching it to the competency model to pick the competent applicants for the organisation.


]]> 2023-10-17 10:14:27 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2750514786 volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2750598984 What did you find most surprising about the topic?

What I found most surprising about the topic is how important the concept of continuous feedback back. It is surprising to see actually how much of an impact it makes on performance! There are people in organisations that are unsatisfied at work because they are not getting enough feedback about their performance, those long gaps between feedback can cause stress and pressure because the employee does not know if they are performing well or not. It is also surprising how it links to the elements of the brain. I did learn about the parts of the brain back in bachelors year but it was quite nice to get a refresher about it. I don't often see lectures about how industrial psychology practices links to the parts of the brain, it is quite interesting. ]]> 2023-10-17 11:26:21 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2750598984 volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2750651318 What did you assume about today’s learning before the class started? How did that affect your learning (for better or for worse)?

Before the class started, I had a pretty decent understanding of assessment centres. So I was not sure what to assume about the class before it started, I know the lecture was going to go into more depth of the topic and elaborate even more on what I know about the topic, which it definitely did so it affected my learning for the better. I assumed that assessment centres were only used for selection and evaluation of candidates. But I was intrigued to learn that it is also used for performance development of current employees as well and also to help candidates improve their skills for selection.]]> 2023-10-17 12:06:47 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2750651318 volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2750702357 What are you sure you understand/misunderstand about the topic?

So to my understanding Talent Management and Competency-based profiling, interviews and Assessment Centres goes hand in hand. Because Talent Management involves the planning for acquiring the talent and then managing it to keep the workplace productive, competitive and topped with skill. For me most importantly, Talent Management is crucial for retaining the talent in an organisation and reducing employee turnover.

What about the topic makes you curious?

I am however very curious about the different perspectives of talent. There beliefs that everybody has a talent, Only certain people have talent, talent cannot be acquired vs talent can be acquired. It is intriguing for me to think about. But, in my opinion hard work beats talent every time. I believe there are people that are talented at things more than others but it does not mean that they cannot acquire the required skills.]]> 2023-10-17 12:39:20 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2750702357 volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2751180443 What seemed to be the most important ideas in today’s lesson? Least important?

Ethics for me is considered to be the most important aspect to take into consideration in the IP profession. I pay extra attention to this topic because if one does not, he/she can destroy everything they have worked for. There was not a least important topic, everything got to do with ethics is important. The most important idea for me are Ethical Problems vs Dilemmas. It is important to know the lines between ethics and law. An example would be a selection criteria in an organisation, say this organisation is basing their selection on religious affiliation, it may be in the organisations ethics code...but it is illegal. Another example would 'Price Gouging'. This means when an organisation would dramatically increase prices of essential goods and services during a time of crisis in society. It is unethical...but legal.]]> 2023-10-17 16:50:49 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2751180443 volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2751220542 What was your mindset before, during, and after the lesson?

My mindset before the lecture was genuine interest. training and development is one of my favourite aspects of the IP profession and HR. In my Bachelors degree i've done multiple Training and Development plans so I have a pretty good understanding of the topic. I was genuinely interested in the lecture to get more insight on the topic from an honors degree perspective. During the lecture, it was really good and I enjoyed how the lecturer got us involved in what she was lecturing by getting us to do some tasks that are done in the training and development process. The whole designing of a capability programme and how it will drive business strategy, and the tasks you need to do to implement the programme such as getting the employees on board and on the same as the HR practitioner and management which is very important, and then the schedule of implementation. What methods will be in the program and designing a schedule that will be time efficient. And finally the Kirkpatrick evaluation model. During this lecture I had a very open and engaging mindset. ]]> 2023-10-17 17:13:48 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2751220542 volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2751267541 What are you sure you understand/misunderstand about the topic?

What I understand about the topic is that in order for the organisation and the culture to develop and flourish, you need a strong leader. This individual must possess the competencies of a leader. This individual has to know the organisations place in their environment and must take them forward. They must get all departments and levels of management on board and on the same page, this is done by drawing up strategic plans and communicating them with EVERYONE in the organisation. A good leader involves their employees and management and takes their input on decisions and plans. The leader has to have a mission statement and vision and communicate it. The moment they get the organisation on board with them, then they can implement the plan and start developing.]]> 2023-10-17 17:42:17 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2751267541 volkwynanton https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2751324234 Of what you learned, how much of it was new, and how much have you seen before?

Today's lecture was filled to the cap of information and content. Of what I learned in this lecture there are things that I have seen before such as the reward mix, remuneration mix, reward governance, where rewards and remunerations fit in HR value chain and pay equity. But this lecture was filled with things I have never seen before about the topic. I never realized how much input and principles there are into rewards and remunerations. It was my first time seeing the Employment Value Proposition, Total Reward Strategy, External and Internal influences many others. It was a bit overwhelming and too much to fit into one lecture I would have prefered it to be split into multiple lectures. ]]> 2023-10-17 18:14:44 UTC https://padlet.com/volkwynanton/1f83a766a5gn7tu5/wish/2751324234