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Managing Workforce in a Global and Diverse Business Environment (2 days)
This is a social science approach to labor laws and their applications in the workplace. This learning session and case study workshop enhances the knowledge and understanding of leaders (Team leads and above) of the basic provisions of employer-employee relationships and how to enforce discipline management processes, performance improvement programs, performance management systems (i.e., setting goals and evaluating subordinates). This also supports policy formulation processes and dealing with fluctuating business volumes and manpower requirements such that leaders will know how to deal with rightsizing, streamlining, temporary and permanent business closures, and other similar or related scenarios. The first day will be devoted to the provisions of the Labor Code and other statutes that impact employer-employee relationships. Day 2 will be spent on actual cases and scenarios and open forum with participants/trainees so that they can relate learning with actual challenges and issues they encounter in the business environment. In my view, this program should be made as an integral part of any organization’s leadership courses or programs. Employee relations is not all legalistic and should not be left to the lawyers alone.
Employer and Employee Branding Strategies (1 day)
This is a practical approach in assessing and enhancing the brand of your organization that impacts talent sourcing and acquisition and retention. This is for leaders of the business and for the members of the talent acquisition and sourcing teams. This can also be extended to the training and HR teams and for others who participate in the talent acquisition and onboarding process.
Establishing your CRS Program
This is a progressive approach in planning and holding your organization’s CSR initiatives. Instead of “giving fish”, we need to ensure that we guide and train people to “fish”. CSR programs like giving scholarships are common but enhancing the employability potentials and opportunities of our target beneficiaries can go miles beyond the immediate benefits. This is a learning session and briefing to guide the leaders of the company on how to go about it. Furthermore, as the consultant, I can intervene between WNS and prospective companies to make this happen.
Succession Planning and Management (one-half day)
This is a learning forum where leaders will be oriented towards a more practical and strategic approach in developing succession planning and management programs that will support the company’s long-term goals and objectives.
Leadership Forums and Learning Sessions
This can be a regular or periodic (monthly, quarterly or semi-annually) forum or round table discussions where leaders or prospective leaders will participate and throw in actual cases or problems they are dealing with and they will gain immediate answers to guide them in solving their problems and concerns.
Life Coaching
This is a one on one coaching for selected employees (ones with problems who we want to save or those who are high potentials who we are eyeing for higher level roles or positions)
Success Profiling
This is a project-based approach for identifying and assessing employees who are being considered for certain roles. It can also be an intervention to assess the competencies and profiles required for associates to support a particular business unit or account/client.
Strategic Recruitment Partnership
More than a typical RPO. As your partner we will deploy the necessary staff, technology, and methodology needed to fulfil a client’s recruitment needs
