Preparing Students for Successful Transition in the New Academic Structure

1. Preparing Students for Successful Transition in the New Academic Structure The Functional Roles of Student Learning Profile (SLP) K.T. Lai 20 December 2010 1 of 14

2. Topics • What is treasured by employers? • What problems are currently encountered by employers? • What could be further improved to ensure ‘prefect’ match between employees and companies? • What personal qualities do employers look for? • How could employers use SLP and relevant documents in the selection process and in future development for the employees to benefit the companies / society? • What should be noted and avoided? 2 of 14

3. What is treasured by employers? • What problems are currently encountered by employers? • What could be further improved to ensure ‘prefect’ match between employees and companies? 3 of 14

4. Resources Technology Customers Stakeholders Competitors Industry/Market Government Regulation Organization’s infrastructure, processes, systems Roles Relationship Past EnvironmentFuture Environment Past OrganizationFuture Organization Past Roles/RelationshipFuture Roles/Relationship Today 4 of 14

5. Changes & Competencies 5 of 14

6. Meeting today’s work culture initiating tasks within self emphasizing on competency possessing all-rounded knowledge achieving team’s goals aiming at sustainable results Human Capital Qualitiesculture 6 of 14

7. Human Capital Qualitiescompetency • Knowledgeable • multi-dimensional • Skillful • multi-skilled • Participating • making contributions • Team players • leading a better day • Effective communicator • empathetic and caring • Passionate • clear vision on own career planning 7 of 14

8. “ In 2008, I was involved in the implementation of a new performance appraisal system. Its aim was to motivate and enhance the performance of employees. Training was provided to assist the Line Managers. The new appraisal system was considered successful.” Use of SLP A HR practitioner wrote in his application for the position of HR Manager… What did it tell you? 8 of 14

9. “ In 2008, I was involved in the implementation of a new performance appraisal system. Its aim was to motivate and enhance the performance of employees. Training was provided to assist the Line Managers. The new appraisal system was considered successful.” Use of SLP • Did the write-up tell you…….. • WHATwas s/he involved? • WHYwas s/he involved ? • HOW was s/he involved? • WHATwere the IMPACTS? 9 of 14

10. Employers would want to find out the candidate’s contributions / achievements made in: INVOLVEMENT What causes the candidate’s involvement? What actions has the candidate taken? OUTCOME What are the tangible / measurable results? IMPACTS How are the employees affected in the long run? How is the organisation affected in the long run? Use of SLP 10 of 14

11. “In the past few years, bonus and salary adjustment were made “across-the-board” without referring to individual’s performance. In order to improve the effectiveness of the performance appraisal system and the bonus scheme, I reviewed the related policies and applied the reward management knowledge to enhance the systems. Demonstrating the role of Expert Practitioner, I understood that an effective performance-based bonus, rather than a “across-the-board” bonus scheme, would motivate staff to improve their performance. In return, the new performance management system would create value to the company by boosting up the morale and performance of the staff, particularly the sales team. …… Use of SLP Contributions made in Involvement, Outcome and Impact…. Cause 11 of 14

12. “…… I then proposed a new policy, designed the new management-by-objective, annual performance appraisal and performance-based bonus scheme. I also conducted mass communication programmes including briefing session and training to ensure complete understanding of the staff on the new schemes. Enquiries and concerns from colleagues were addressed. Ultimately, the new scheme was supported by line managers as it helped them motivate and develop their staff. With the launching of the new performance appraisal scheme, the line managers reported that the sales volume had recorded an increase of 8% in the first year of implementation. Staff were also rewarded for their efforts and contributions made.” Use of SLP Contributions made in Involvement, Outcome and Impact…. Involvement Outcome 12 of 14

13. Employers’ Expectation • Human resources • most valuable asset - source of competitive advantages • Plant and machinery • will depreciate over time but • Human resources • appreciate with their working experience and skills over years • Outperforming companies are those that can harness the skills and talents of their people better than their competitors 13 of 14

14. End Thank you 14 of 14