The term "talent" had its origin in ancient societies as a measure of weight or value. Since then, it has been used to describe skill, abilities, wealth, riches, abundance, aptitude, attitude, attitude disposition, powers and gifts bestowed upon humans, a special innate gift which God has given a person, a creative or artistic nature, mental characteristics connected with mathematics, general intelligence or mental power, or being skilled in a art (Webster's Third International Dictionary, 1986: 2333).

Up to 70% of an Organisation's expenses are on people. Yet most Companies have better insight into their laptops and copiers than into their own employees. Connections among co-workers, teams, departments and even organizations are increasingly important. The fact that Companies needs to do so much more with fewer employees puts a premium on the performance of everyone in the organisation. The demand for good talent management is rising - on a planet of nearly 7 billion people; talent is still the most precious resource.

Talent Management Workshop

Workinfo.com presents a 1 Day Talent Management Workshop.

Introduction

The demand for good talent management is rising and Companies expect from their HR leaders to make sure that the Company's talent strategy aligns with their business strategy. Each  person in the Company should reach their full potential.

Click here to download the full workshop outline 

Who should attend?

HR Managers & Practitioners

Recruitment & Selection Managers

Training & Development Managers

Business Unit Managers / Departmental Managers

Dates & Venues

Johannesburg

Midrand Conference Centre

14 November

R1 500,00pp excl. VAT

Durban

Sica's Guesthouse, Berea

16 November

R1 500,00pp excl. VAT

Cape Town

Belmont Square Conference Centre, Rondebosch

7 December

R1 500,00pp excl. VAT

Click here to download a Registration Form  

For further details please contact:

Michelle du Toit

Manager:  Workshops

Tel:     011 - 462-0982(Office)

Cell:    083 232 2004

Email: michelle@workinfo.com

Psychometric Testing

Introduction

Utilize psychometric testing to benefit selection, training, development and succession planning in your organization.

The use of psychometric testing in the workplace has had periods of growth and periods of decline. The primary problem in the past was the use of general tests for many different jobs without serious thought about their validity. Two concepts of a test are important, namely:

Reliability of a test refers to consistency of measurement, usually across time but also across judges. Reliability is a measure of how much error is present in a measure.

Validity is the extent to which scores on a test or interview correspond to actual job performance. It represents how well the technique being used to assess candidates for a certain job is related to performance in that job.

In terms of the Employment Equity Act, No. 55 of 1998, psychological testing and other similar assessments of an employee are prohibited unless the test or assessment being used:

•  Has been scientifically shown to be valid and reliable;
•  Can be applied fairly to all employees; and
•  Is not biased against any employee or group.

Any test that contains irrelevant questions or exercises that may be unfamiliar to the racial majority of applicants should not be used. The use of tests by psychologists in South Africa is regulated by the Government (Health Professions Council of South-Africa), the Professional Board for Psychology and the Test Commission. Different types of tests are used internationally, as well as in South Africa. However, because some of these tests are culturally biased, many have been adapted for the South African environment.

Click here to download the Catalogue

Click here to download the Pricing Catalogue

Click here to download a Registration Form

Click here to email any queries

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