Kenyataan Akhbar: Persidangan Tahunan Kecemerlangan Pengurusan Modal Insan Ke-3

Modal insan merupakan pelaburan terpenting bagi pembangunan sesebuah negara dan menjadi teras kepada inovasi dan ekonomi berpendapatan tinggi yang produktif. Bagi mengungguli modal insan, mencerna kreativiti dan mencetus inovasi, Perdana Menteri Malaysia telah mengumumkan 2012 sebagai tahun Gerakan Inovasi Nasional. Inovasi merupakan satu kelebihan daya saing yang kukuh dan mampan. Ianya sering dilihat sebagai tanggungjawab unit perniagaan (business unit) sesebuah badan organisasi korporat. Inovasi bermula daripada pemikiran kreatif modal insan yang bekerja dalam persekitaran yang menggalakkan inovasi. Menarik, mengekal dan melatih modal insan berinovatif adalah amat penting bagi membolehkan sesebuah organisasi itu menyerlah dalam dunia persaingan dalam jangka masa panjang. Bahagian pengurusan modal insan adalah unit yang akan memberikan impak yang paling besar dalam menerajui arus pembangunan ini.

Dengan tujuan mengupas isu-isu dan cabaran-cabaran semasa dalam aspek pengurusan pembangunan modal insan, Persidangan Tahunan Kecemerlangan Pengurusan Modal Insan Ke-3 dianjurkan oleh Comfori Sdn. Bhd. di Hotel Istana, Kuala Lumpur pada 14 & 15 Mac 2012. Persidangan ini yang dihadiri oleh lebih kurang 85 delegasi terdiri daripada pemimpin-pemimpin dari bidang pembangunan sumber manusia di Malaysia, telah dirasmikan oleh YBhg. Dato Haji Mohd Sharif Hussin, Timbalan Ketua Setiausaha, Kementerian Sumber Manusia Malaysia dan diiringi oleh Encik C.M. Vignaesvaran a/l Jeyandran, Pengurus Besar, Pembangunan Sumber Manusia Berhad.

Persidangan dua hari ini telah mendedahkan delegasi kepada isu-isu seperti strategi penyelesaian kreatif dalam pengurusan modal insan, penerapan inovasi dalam pengurusan ke arah transformasi dan pembentukan acuan pengurusan korporat organisasi yang lestari. Di samping itu, persidangan ini turut memfokuskan aspek sistem, metodologi dan model pengurusan yang berkesan, pembentukan dan pembangunan modal insan dan bakat berkepakaran dan lain-lain isu yang berkaitan.

Persidangan ini dibarisi oleh panel speaker jemputan yang sangat dinamik dari pelbagai industri, iaitu:

1. Dato’ Dr Ismail Alias, Timbalan Ketua Pengarah, Jabatan Perkhidmatan Awam (JPA)

2. Dr. Michael Heah, Ketua Pegawai Eksekutif, Corporate Coach

3. Tuan Haji Ab Razak bin Omar, Pengarah, Business Excellence, Perbadanan Produktiviti Malaysia (MPC)

4. Nor’Aini Jalaludin, Head, Leadership and Capability Development, Petronas

5. Nor Ayuhan Abd Majid, Talent Development, Tenaga Nasional Berhad (TNB)

6. Dr. Balan Dass, Timbalan Presiden, Malaysian Institute of Human Resource Management (MIHRM)

7. Mohd Hanif Hamdi, Ketua Eksekutif, HR System & Consultancy (HRSC)

Di samping itu, kehadiran Bizzy Body, Worthy Book, dan Earth Again sebagai penaja dapat memeriahkan lagi majlis persidangan ini. Selain itu, persidangan ini turut mendapat sokongan daripada HR Matters sebagai rakan media rasmi untuk persidangan ini.

Tanpa sokongan daripada semua pihak, Persidangan Tahunan Kecemerlangan Pengurusan Modal Insan yang dianjurkan untuk kali ketiga ini tidak akan berjalan dengan lancar. Pihak penganjur merakamkan setinggi penghargaan kepada semua pihak yang telah bekerjasama untuk menjayakan persidangan ini. Besarlah harapan pihak penganjur agar persidangan ini akan dapat diteruskan sekali lagi di tahun hadapan. Sekiranya terdapat apa-apa pertanyaan, sila hubungi Huey Ying di hueyying.leong@comfori.com.

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Employee Communication: 5 Tips To Engage Employees

When we think of employee communication most organizations focus on information tools. These include intranet sites, staff magazines, CEO blog, Town Hall meetings and so on. Whilst all these employee communication methods are to be applauded, they inform employees about what is going on. To truly engage employees in the process of change, for instance, a merger or acquisition, a re-organization, financial results or corporate social responsibility, employee communication methods need to be designed to actively engage employees.

Employee engagement should always result in some positive change of behaviour which will then lead to the achievement of organizational goals. Just distributing information by any of the above methods will not achieve the change in employee behaviour and organizational outcomes you are looking for.

Here are 5 tips that will ensure that your employee communication methods do achieve those outcomes.

1. The first tip is to establish whether the tools and methods you are currently using to communicate with employees are engagement strategies or information tools. So gather all the tools used and identify all the methods used, their frequency, intended audience, whether they are one way or two way communication vehicles and review the key messages.

2. The second tip is important because your ultimate aim in employee communication has to be to create the "Aha Moment". The "Aha Moment" is based on information that challenges the employee's belief about an aspect of the business. The information that suddenly helps employees say, "Now it makes sense", "Now I understand", "Now I can do something about it". Once you know what the "Aha Moment" is this will form your key message and the basis of your design of your employee communication strategy.

3. This third tip explains the best type of research to find out what the "Aha Moment" is, and the best type for this purpose is focus group research. Focus group research allows you to ask employees about your business and their thoughts on competitors, to identify the largest gap between what customers think and what staff think customers think, and to identify what would create a paradigm shift in employee's thinking. It also helps you identify how you will measure the impact of the change in employees thinking and to determine how significant it is to achieving the business objectives.

Focus groups are a good format as they allow you to explore issues further and sometimes you will discover issues or ideas you hadn't considered prior to the session. Focus groups generally are held for one and a half hours duration and in groups of 8 – 10 participants. As the facilitator, your role is to lead the discussion but leave the actual dialogue to the participants, bringing them back to the main issue if they have gone off on a tangent or to ensure that all the topics that you wanted to cover within the allocated timeframe are covered. A well facilitated focus group will identify the key messages for your employee communication strategies as they relate to a particular business issue.

4. The fourth tip is that once you have your focus group outcomes, you can then begin designing employee communication strategies that engage employees. You should have a clear understanding about what employees know and what the facts are, and the gap between the business facts and staff perceptions. This forms your key message to create the "Aha Moment".

5. The fifth tip is that you take the key information from the focus groups, identify a business issue that you feel sure your employee communication strategies can impact on. By using that information and work together with that area of the business you then implement an employee communication strategy that can be measured by business outcomes.

Once you have gathered all this information you then need to design employee communication strategies that engage employees around the one central message. Many of these employee communication strategies will actively involve employees in some aspect of change by designing communication methods that will require employees to participate. These engagement strategies are then supplemented by employee communication information tools.

Source: Human Resources Directory

Kenyataan Akhbar: Persidangan Tahunan Kecemerlangan Pengurusan Modal Insan Ke-3

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