Cost-effective methods for employee training and development

Employee training and development needs to suit your organization's context, job descriptions, employment contracts and collective agreements. When selecting employee training and development methods, it is important to remember the learning process. There are many ways to provide employees with learning opportunities, including:

•  Committees: Set aside part of the committee's work time to discuss issues or trends that may impact on the organization in the future.
• Conferences and forums: Employees can attend conferences that focus on topics of relevance to their position and the organization.
• Critical incident notes: Day-to-day activities are always a source of learning opportunities. Select the best of these opportunities and write up critical incident notes for staff to learn from. Maybe a client complaint was handled effectively. Write a brief summary of the incident and identify the employee's actions that led to a successful resolution.
• Field trips: This helps your employees gain a better understanding of the full range of programs and clients that your organization serves. Follow up the field trip by having staff explain what they have learned and how they can apply that learning to your organization.
• Job aids: Job aids are very useful for new employees, employees taking on new responsibilities and for activities that happen infrequently.
• Job expanding: Once an employee has mastered the requirements of his or her job and is performing satisfactorily, s/he may want greater challenges. Consider assigning new additional duties to the employee.
• Job rotation: On a temporary basis, employees can be given the opportunity to work in a different area of the organization.
• Job shadowing: If an employee wants to learn what someone else in your organization does, your employee can follow that person and observe him or her at work.
• Special projects: Give an employee an opportunity to work on a project that is normally outside his or her job duties. For example, someone who has expressed an interest in events planning could be given the opportunity to work as part of a special events team
• Networking: Some professional specialties have informal networks designed to meet the professional development need of the members. Members meet to discuss current issues and to share information and resources
• Performance appraisal: Performance appraisals are partly evaluation and partly developmental. In traditional performance appraisals the manager and employee evaluate the employee's strengths and weaknesses. In a 360-degree performance appraisal, feedback is gathered from supervisors, peers, staff, other colleagues and sometimes clients. The results of an appraisal can be used to identify areas for further development of the employee.

Aerizo Group – HR Consultancy

Failure Resumes - A Training Guide for Success

Today’s unemployed may have failed in nailing a specific job or holding on to one in hard economic times, but they are learning fast from previous mistakes and have an attitude more in tune with success than failure. If they don’t get a job, they’ll make one. Highly successful start-ups are one result. And leaders who think finding alternative options and problem-solving are sometimes one and the same. Today, fewer people may be unemployed statistically because rather than be unemployed, they kept plugging away at re-designing themselves to fit in, but since that didn’t appear to be happening, they had to do something on their own. So they created.

Do employers really think a job hunter will be with the company for 30 years with an eye toward retirement? If they do, they’re out of touch. Especially when it comes to employing the millennials in the workforce today; a long-term commitment, tied to one place, is not the life for a millennial. In fact, most millennials would probably prefer to be unemployed than work for a company that puts itself first. Companies and organizations are forever complaining they can’t find innovative workers with problem-solving abilities. However, the real problem is that companies aren’t hiring employees or even training employees in most cases to be innovative; instead they hire people, using the same barometer and that barometer has changed. Experience is still what we need in business or any organization. The hiring system needs to be more welcoming as far as candidate failures. Negative candidate behaviours such as stealing from the company, abusing their position or treating their workers inappropriately are still not forgivable. But some failures, any failure at all really, is used to narrow the pool of otherwise qualified candidates.

Aerizo Group – HR Consultancy

Resumes Can’t Speak

The Age of Technology seems to be creating more introverts than ever. Although not true in every workplace, introverts in most work environments used to be the minority. Now that’s changed. Our electronic devices are pulling us inward. We all have phones but rarely use them to make a call. The idea of talking to someone directly or via a device is not the preferred method to communicate. We text, text and text. Well, sometimes we Skype, but mostly we communicate with abbreviated text, in the freedom of the internet world. Naturally, good communication is important in work, play and home. You know how bad it feels when someone sends a text or email and you think they should have called or spoke in person. We need to communicate honestly with spoken words.

At work, more people are sitting in the shadows these days, hiding behind a computer screen, locked on to hard-fast rules, knowing only one answer to a problem. It is comfortable to stay invisible. We all know that the world of work may appreciate that some people have to turn in work without communicating; however, few would deny that most of our business and community leaders are high achievers in part because they are good or great communicators. These leaders know the value of face-to-face communication and have the confidence to use it.

Today’s reality is not so stark, yet employers are concerned that workers have problems interacting and problem solving. The idea of selling oneself is almost a thing of a past–or at least in eyes of job-seekers. Mostly, they want their resumes to do the talking when good communication skills are what the job interviews and the jobs really calls for.

Aerizo Group – HR Consultancy

10 Tips to Boost Your Interview Skills

Even the smartest and most qualified job seekers need to prepare for job interviews. Why, you ask? Interviewing is a learned skill, and there are no second chances to make a great first impression. So study these 10 strategies to enhance your interview skills.

1. Practice good nonverbal communication: It's about demonstrating confidence: standing straight, making eye contact and connecting with a firm handshake. That first nonverbal impression can be a great beginning or quick ending to your interview.
2. Dress for the job or company: Today's casual dress codes do not give you permission to dress as "they" do when you interview. It is important to know what to wear to an interview and to be well-groomed. Whether you wear a suit or something less formal d
   epends on the company culture and the position you are seeking. If possible, call to find out about the company dress code before the interview.
3. Listen: From the very beginning of the interview, your interviewer is giving you information, either directly or indirectly. If you are not hearing it, you are missing a major opportunity. Good communication skills include listening and letting the person know you heard what was said. Observe your interviewer, and match that style and pace.
4. Don’t talk too much: Telling the interviewer more than he needs to know could be a fatal mistake. When you have not prepared ahead of time, you may ramble when answering interview questions, sometimes talking yourself right out of the job. Prepare for the interview by reading through the job posting, matching your skills with the position’s requirements and relating only that information.
5. Don’t be too familiar: The interview is a professional meeting to talk business. This is not about making a new friend. Your level of familiarity should mimic the interviewer's demeanor. It is important to bring energy and enthusiasm to the interview and to ask questions, but do not overstep your place as a candidate looking for a job.
6. Use appropriate language: It's a given that you should use professional language during the interview. Be aware of any inappropriate slang words or references to age, race, religion, politics or sexual orientation -- these topics could send you out the door very quickly.
7. Don’t be cocky: Attitude plays a key role in your interview success. There is a fine balance between confidence, professionalism and modesty. Even if you're putting on a performance to demonstrate your ability, overconfidence is as bad, if not worse, as being too reserved.
8. Take care to answer the questions: When interviewers ask for an example of a time when you did something, they are asking behavioral interview questions, which are designed to elicit a sample of your past behavior. If you fail to relate a specific example, you not only don't answer the question, but you also miss an opportunity to prove your ability and talk about your skills.
9. Ask questions: When asked if they have any questions, most candidates answer, "No." Wrong answer. Part of knowing how to interview is being ready to ask questions that demonstrate an interest in what goes on in the company. Asking questions also gives you the opportunity to find out if this is the right place for you. The best questions come from listening to what you're asked during the interview and asking for additional information.
10. Don’t appear desperate: When you interview with the "please, please hire me" approach, you appear desperate and less confident. Reflect the three Cs during the interview: cool, calm and confidence. You know you can do the job; make sure the interviewer believes you can, too.

HUMAN RESOURCE CONSULTANT: Aerizo Group – HR Consultancy

Stop Screwing Up Your Job Search in These 10 Ways

People entering the job market and all job seekers should avoid some common errors. Although this year's college graduates are facing a tough job market, they have an advantage over other job seekers that they are among the age group most likely to be hired in coming months.

Organizations are very interested in hiring young people because they have a lot of energy and are willing to do whatever it takes to get the job done. But no matter how well-positioned these young people are, they--and all job seekers--will have a better chance of success if they avoid these common job-hunting mistakes of new college grads:

1. Not being proactive enough

2. Relying solely on the Internet

3. Not creating wide networks

4. Not creating customized resumes

5. Misusing the Internet

6. Failing to follow up

7. Setting expectations too high

8. appearing unprofessional

9. Not taking the job interview seriously

10. Not using the college's career office

This isn't the time to sit back and be casual in your approach. Create a hit list of five to ten target companies, and really utilize your network to locate an 'in' at each. When thousands of candidates are applying to the same jobs online and posting their resume to the same job boards, candidates need to stand out by making connections and networking their way into a company. Job boards are an important tool, but new grads also need to focus energy on networking. There's no statute of limitations on networking

Don't send out any resumes that simply list your courses, the degree you've earned, and your part-time and summer jobs--use this opportunity to make a stronger statement about what you want to do with your adult life. Younger job seekers often haven't thought about what they have to offer an employer. With this mindset, they create resumes that are "boring biographies" instead of effective marketing tools. A career office can help you identify networking contacts, learn important job-search skills, and significantly improve your resume and cover letter.

Aerizo Group – HR Consultancy

Required Sales Manager in Tanzania

  

Experience: Min 2-3 years
Education: Graduate-English compulsory
Send your Cv at: vacancy@aerizogroup.com

http://www.aerizogroup.com/

HR Training & Development

Training and development is an essential function of most organization nowadays. Talent development encompasses a variety of components such as training, career development, career management, and organizational development, and training and development. Training and development is a critical aspect of an organization's talent management strategy. Every organization needs to invest in it to attract and retain talent and grow their employees' knowledge base and capabilities. At Aerizo We help them to experience the entire organization by giving them work that is either linked to all areas in the organization or provide them an opportunity for multi-mentors.

Companies are also focusing more on making the training individualized and customized to their particular workplace culture. We know training is important to both organizations and employees, yet it is often seen by workers and supervisors as extra work of no real value. It interrupts the workflow. It is the immediately tangible evaluations that become most important. Evaluations tell us the impact training has on production or a variety of more mundane but equally important issues that must be repeated per State or Federal law.

Training is a critical aspect of an organization's talent management strategy. Aerizo offers many training courses - including soft-skills, technical training and even e-learning - to develop and enhance the skills of managers, supervisors, leaders, and professionals of all levels in the organizations. These courses can be delivered at a local of your choice and customized for your audience, and several are offered at Aerizo throughout the year. Join us now and grab the opportunity to get your dream job.

Aerizo Group - HR Consultancy

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