New SMS handbook for GOVERNMENT | Riaan Moolman (FP)SA posted on the topic | LinkedIn (2024)

During April-May, 3 Capacity building activities have been conducted and delivered by #EU funded “Support to Justice Sector reforms in Armenia” Project for the staff of 5 justice and anti-corruption institutions.✅ Training on “Enhancing and Strengthening Performance Management skills and abilities” organized in partnership with HUMANIZZED. The course equipped attendees with the necessary knowledge and skills to strengthen their performance management abilities, contributing to the overall capacity building of the beneficiary institutions. This was aimed at encouraging the shift in mindset among attendees from focusing solely on administrative support to recognizing the strategic value of HR disciplines within their respective institutions. As a result, both HR personnel and management team members are now better equipped to play a more active and impactful role in their organizations.✅ Training on “Enhancing and Strengthening General Managment skiils and capacities” organized and delivered in cooperation with . The workshop contributed to the development of managment skills of the high-level officials from respective justice and anti-corruption institutions.✅ In close partnership and cooperation with SJC and Judicial Department a workshop dedicated to the improvement of court performance and judicial statistical systems have been organized and delivered within the Project. During the event international experts presented the best practice and new trends of court performance. Project team and SJC agreed to continue the cooperation and support in enhancing the capacities of court personnel staff for better performance and management. #management #development #training #euforarmenia #performancemanagement

16

Engagement Session with Integrity & Performance Management Division, Malaysian Anti-Corruption Commission(MACC)The Group Governance Management Division of FGV Holdings Berhad (FGV) organised an engagement session with the Integrity & Performance Management Division (BPIA) at the Malaysian Anti-Corruption Commission (MACC) headquarters in Putrajaya on May 2, 2024. The discussion session between the two organisations aimed to agree on governance matters within FGVH, following the review conducted by BPIA MACC at FGV on March 15, 2023. Key issues discussed included the organisational framework, duties, and accountabilities of the Group Chief Governance Officer at FGV. The collaboration between these organisations is expected to bring significant improvements to governance practices within FGV.

99

2 Comments

Conflict is an inevitable and normal part of life. An ACAS study reports £2.5 billion per year or £1,000 per employee is the cost of conflict to UK employers. This morning, I attended a fascinating Acas event on the role of mediation in resolving workplace conflict.An expert panel highlighted the business case for early intervention in conflict situations and how this can have a significant effect on#productivity and#employeewellbeing. Questions for you to consider:Does the culture in your organisation support a conversation on this topic?Does your leadership team see resolving workplace conflict as a strategic priority?Does your organisation encourage and support early conflict resolutionbeforeescalation to formalised grievance, disciplinary or absence management processes?If you would like to learn more on the benefits of#mediation or to discuss this topic further, please connect. Thank you to Acas and the expert panel for today’s discussion.A link to the ACAS report is in the comments. #JerseyCI

11

3 Comments

Grievances are on the rise and this has been reflected recently in the advice we have had to give to our clients. Do you have the right structures in place to deal with them?Check out our latest blog to learn more about keeping your business on track If you need some advice about grievances or would be interested in management training so your team are equipped to handle difficult situations then do get in touch. david.hudson@hrdept.co.ukhttps://lnkd.in/erkmbVe3

📊 It's that time of the year when performance reviews have kicked off! 🌟 As we dive into this crucial process, it's imperative for managers and process owners to navigate it with finesse. Here are some key dos and don'ts to keep in mind:✅ DO: 1️⃣ Prepare thoroughly: Prioritize structured performance data and examples.2️⃣ Provide constructive feedback: Focus on growth and development.3️⃣ Set clear objectives: Ensure alignment with organizational goals.4️⃣ Document everything: Keep meticulous records.❌ DON'T:1️⃣ Rush the process: Take your time to evaluate fairly.2️⃣ Make it personal: Keep feedback professional.3️⃣ Neglect follow-up: Implement action plans and monitor progress.4️⃣ Ignore legal aspects: Be aware of potential legal risks.In Kenya, courts have increasingly upheld the rights of employees in performance appraisal cases. Mishandling the process could result in legal consequences, including claims of unfair dismissal and discrimination.So, remember, a well-executed performance appraisal can benefit both employees and employers, but it should be approached with caution and in compliance with the law. 📚💼 #PerformanceAppraisal #LegalCompliance #KenyanLaw

4

1 Comment

This is dismal- 80% of British managers have no management training. Management *is* a skill. Knowing how to handle conflict, how to be fair in disputes, understanding finance and HR rules, the difference between managing by outcomes and not nagging on periphery nonsense like keystroke software, before you ever get to project or change management and good delegation... but when was the last time anyone saw an article that said "we need better managers, not fewer managers, and we need to *teach them the actual iob*"? No. Great workers are promoted into managers in the vague hope they will learn the completely different skill set of management by magic. Dismal. https://lnkd.in/dafptkjW

1

I gave you the benchmarking research report on Wednesday... Take the quiz and see where your company scores! The difference between talking concepts and actionable information is everything.#QualityofHire #DecisionIntelligence #Productivity #BrandStewardship #Fama

4

Good managers use management styles that are supportive and free of toxicity. Good managers do not build their principles of management on rumours or suspicion. Instead they are transparent and create a free space to engage in difficult conversations with a view to iron them out and create a toxic free working space that celebrates respect, inspiration, diversity and commitment to the ethos and values of the organisation. Good managers are approachable and flexible.

10

In a Organisation Now a days main task of a Human Resources to resolve conflict between 2 managers or may be sometimes 2 departments ,For the smooth running of a organisation this thing should resolve at any cost,In this post mentioned 9 tips how to resolve it :-plz like 👍

14

Whether it's a disagreement between colleagues or a dispute with management, conflict at work is a perennial problem for organizations.'Managing Conflict' by David Liddle FRSA MBA shows HR professionals how to tackle these problems by not only resolving current issues but also preventing future instances of conflict.Get your copy: https://bit.ly/3Ze2rlS#ManagingConflict #ConflictManagement

10

5 Comments