What's Hot at the Institute of Management
NZIM Launches New Hr And Recruitment Training Framework For 2012
Anew initiative for NZIM Northern is proving to be a winner following our investment in developing relevant, up-to-date materials and programmes to fill a gap in the market for recruitment and human resource professionals in New Zealand.
After reviewing current programmes that serviced the need for practical, hands-on training solutions in this specialised field, NZIM found that there were very few providers that could demonstrate the right mix of theory and practical elements to add value to organisations, agencies or aspiring HR or recruitment participants. By working with a number of experienced human resource professionals, executive search and generalist recruiters and internal recruitment managers, NZIM Northern has found the answer – a four-stage framework that will assist participants in developing the right skills that can be immediately applied to the workplace and into action.
The first stage ‘HR1’ is called ‘Recruitment Frameworks for Success’. This programme, as the name suggests, is an end-to-end practical approach to the recruitment process that can be immediately applied the day after you do the course. Resources galore, templates and the opportunity for high level skill practice make this programme appropriate for individuals or as part of an induction process for agencies or internal recruiters.
‘HR2’ then moves into ‘Managing Performance’. NZIM acknowledges that performance improvement is the role of every manager and knowing how to get the very best from your team can be the deciding factor in success or failure. Again, a practical approach through commercially experienced facilitators will put you on the right track and your team will reap the benefits.
‘HR3’ leads you into ‘Implementing Aligned People Strategies’ and focuses on ensuring that internal people strategies are in line with and support the overall organisational strategy. Understanding the organisational strategy is just the beginning, in high-performing organisations every other strategy then clearly links back to the overall strategy, vision or principles that govern the business.
Finally, ‘HR4’ is dedicated to ‘Human Resource Management’. With a full introduction to Human Resource Management, this programme delivers sound practical understanding of the key components of HR whilst at the same time enabling the participant to understand how to generate added business value. We split the two days into specific sections including Operational HR Management, Strategic HR Management and HR Legislation.
This is a fresh, exciting and practical approach to all elements of Human Resources and Recruitment and one NZIM is committed to delivering throughout 2012.
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Priorities, people and promise. What to expect this year.
The unequivocal message that things don’t stay the same holds more true now than ever. Problems, opportunities, processes and priorities change constantly – usually markedly so.
For its part, NZIM emerged from 2011 with a brave new internal and ex-ternal agenda. This is designed to equip the organisation to better help managers and leaders identify, understand and deal with the new priorities. NZIM’s task now is to deliver. It won’t be easy because, in addition to everything else, the country’s post-election economy and leadership environment won’t be a whole lot better than they were last year.
The country remains burdened with public and private sector debt, productivity in most industry sectors languishes at bottom-feeder levels, Kiwi management capability ranks below that of most peer nations’, best practice governance is still a foreign phrase for most corporate directors, and cost cutting is still the preferred strategic approach to managing through our recession-like economy.
The challenge for a skills development organisation like NZIM is to overcome New Zealand’s entrenched leadership reluctance to commit to, and focus on, building competent individuals and managers as the essential ingredient for enterprise success… | |
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There’s something deeply refreshing about finally admitting some of the old ways don’t work. This is a new year with the same old economic problems and blind Freddy can see we’ve got to do things differently.
For several years now, people have been talking about the new normal. I’ve always suspected this is econo-speak for “don’t expect too much”. It’s not the kind of talk to make me bounce out of bed in the morning. I also think it doesn’t push the point far enough. Conversations around town suggest we’re entering an era of the previously unthinkable. It’s the new abnormal: the “new new”.
There’s a growing body of evidence that old barriers are melting and new thinking is seeping through. Nowhere is this more promising, and revolutionary, than in the work in both…
...If they’re to have any hope of succeeding, all parties must put their traditional differences and suspicions to one side and together start tackling the problems of world poverty, housing, access to clean water and myriad other challenges.
At the wider New Zealand organisational level, there’s also plenty of evidence of hitherto unexpected behaviour…
Whether born out of inspiration, pragmatism, deep necessity or desperation, such new behaviours signal a new approach to tackling old problems. ..we’ll be tracking the progress of low- ego solutions with great interest. | |
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When asked by his son "Dad, what do you do all day?" one business owner realised the truthful answer was that he spent most of his day answering emails. Sound familiar? Time mastery challenges are scarily similar for anyone in a top level role. Avoid these common time management mistakes.
- I can do it all syndrome
- Not having a personal assistant (PA), virtual assistant (VA) or secretary
- Emails taking over your day / life
- Not delegating enough
- Allowing meetings to go over time
- Not having someone screen your emails or calls
- Not setting limits for your team
We all have the same number of minutes in a day, but there is only one person who controls how those minutes are spent - YOU! | |
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- What to expect in 2012
- As 2012 beckons, SERI reckons…
- Korea picks 2012’s 10 hot techs.
- Gioia predicts the future of global workplaces.
- Expect more NZ workers to go feral.
- Job outlook positive in patches.
- LMA homes in on workplace productivity issues.
- External threats to dominate investment landscape.
- Latest Management Stories
- Bookcase: Latest recommended reading for managers
- NZIM: Management issues
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NZIM offers a wide range of training programmes to suit the specific needs of a variety of organisations and for individuals at all levels of their personal development in mangement. The management courses are offered to the public and as customised, in-company training. | |
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Functions for Managers. Information about various management events ranging from networking opportunities, to presentations by local and sometimes overseas guests is to be found on the Latest News page.
Training Courses. Information on management courses for the next four or so weeks is found on the Latest News page. For course information over the next six months visit our Public Course Planner.
Follow NZIM Central online at:
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It has been another tough year. The prospects of it easing up much in 2012 aren’t promising either. But then, as the saying goes, who saidlife was supposed to be easy?
…A major Hay Group study on global trends in leadership found that hierarchical leadership is out and leadership at all levels of the organisation is in. Gaunt said the changes in leadership and management were significant and suggested that the core elements of good leadership are…
“The changes happening in society and business are impacting and altering the way organisations work. This puts increasing emphasis on the need for a different type of leadership – one that is more self-aware and involving,”…
Then came the results of Swiss- based IMD’s annual global competitiveness survey which NZIM contributes to. It contained bad news with New Zealand again slipping in the rankings. New Zealand was in danger of becoming irrelevant…
What NZIM is Saying, December 2011 | |
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The NZIM Management Model defines four key attributes of Management:
- Capable Management
- Capable Leadership
- Capable Organisation
- Capable Governance
To assist you identify your own target areas we have developed an assessment form.
The assessment is based on the four key attributes of the NZIM Management Model. | |
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Functions for Managers. Information about various management events ranging from networking opportunities, to presentations by local and sometimes overseas guests is to be found on the Latest News page.
Training Courses. Information on management courses for the next four or so weeks is found on the Latest News page. For course information over the next six months visit our Public Course Planner.
You can now follow NZIM Northern online at:
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Functions for Managers. Information about various management events ranging from networking opportunities, field trips, to presentations by local and sometimes overseas guests is to be found on the Latest News page.
Training Courses. Information on management courses for the next four or so weeks is found on the Latest News page. For course information over the next six months visit our Public Course Planner.
Learning & Development: Otago/Southland Courses.
Follow NZIM Learning & Development (Otago/Southland) on:
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