Internships are great way for companies to identify, develop and retain future talent before their competitors get to them. HRM finds out how you can make internships a win-win arrangement for both parties
For the third year running, HRM Asia is rallying an all-star troop of recruitment experts and graduate development specialists to gear up for another run of the annual Graduate Recruitment and Development Congress, to be held at Marriot Hotel Singapore on 15 October 2014.
What will the MBA of the future be like? Movements toward part-time courses, online delivery options, and content that focuses on ethics and sustainability are just some of the trends being witnessed in Asia at the moment. HRM delves further
There's more to interns than cheap or even free labour. How important are these temporary placements to business and HR? HRM looks at the ins and outs of taking on interns, and how companies can make the best of this young talent
Increasingly, employers are warning of a talent gap when it comes to fresh graduates looking for their first job. Many are taking the initiative and helping their university-educated recruits on general work skills both before and after they are hired
The countdown is on for Malaysia’s Vision 2020 ambition of achieving developed economy status. The mission was first voiced over 25 years ago, but – as HRM Asia learns – there are still plenty of skills-related hurdles blocking the path
You may have that one manager who constantly spouts ideas and methods of execution. Their creativity in finding solution-oriented actions is often impressive, and it is not always easy to keep pace with all of their ideas. Although their initiative is great, there comes a point when this hyper-creativity becomes counter-productive. Limited financial and/or human resources can hinder timely execution, and there is also a tendency for idea generators to adapt their ideas along the way.
Cutting off these ‘idea machine’ managers would stop them being creative. However, without focus, they will drown your team in hundreds of unfinished projects.
Try this three step solution:
Firstly, welcome these ideas by giving your manager time and space to brainstorm on a consistent basis. It is important to provide a space where the ‘idea machine’ feels they are being listened to. After hearing them out, explain what you need and come to an agreement on a few ideas to proceed with. Then, consult your execution team on the feasibility. This way, there is ownership at all three levels.
Secondly, keep an ideas list from the brainstorming meetings. This way, potential projects will always be on hand, which creates a cycle of ongoing activity, keeping the workplace energy revving away.
Finally, focus the attention on a maximum of three projects at a time. That way, everyone involved is re-energised by the successfully completed project and will be ready to repeat the cycle.