PHR


PHR is your KEY to global talent. We search the world for the best professionals for you.



Global Executive Search Company


PHR International Executive Search provide our clients with a smooth and seamless executive search service around the world. We are a member of the NPA Worldwide Recruiting Network. Our executive search expertise and coverage include the world. 

We have experience in countries around the world like Australia, China, India, Indonesia, Japan, Korea, Malaysia, Middle East, Philippines, Singapore, Taiwan, Thailand, United Kingdom, United States, Europe and Vietnam.





PHR International Executive Search is an international executive search corporation with offices in the Asia Pacific region and around the globe. The PHR International Executive Search Practice is broad-based in nature due to many years of extensive search experience accumulated across diverse industry sectors over the past ten (10) years.

Our Group operate with the highest integrity and display the highest ethical business behavior when interacting with our clients, candidates, suppliers, employees and governments.

PHR take pride in delivering a positive, consistent and unique experience to all stakeholders.

Our Group has a strong track record and in-depth knowledge of the regional markets. PHR International Executive Search's clients include both Asian and Western multi-national corporations, as well as government-linked corporations (GLCs). Over the years, the Group has established an extensive regional network of leading executive search operations in Asia and around the globe.  
We offer unrivalled comprehensive experience and expertise to our clients in a broad range of industries, functions and geography. We understand our clients' competitive landscapes, business strategies and operations.  
More importantly, our comprehensive network provides us the access to exceptionally qualified executives around the globe.




No search is completed until the very best candidates have been identified, interviewed and presented. This is generally the result of a painstaking custom search activity.
Often, the best people are comfortably employed and their resumes are not in circulation. We identify these high caliber people in the region and present them to you, our clients, for your consideration.


Our Valued Clients



To discover more about our extensive executive search service, please feel free to contact us:


Stanley Tan, MBA
M:  65-9430-9168      W: 

Head/President 
PHR International Executive Search
17, Upper Circular Road, #03-00, Singapore 079314
(opp Clarke Quay MRT)
T:
65-65-334-331; “
F:  
65-65-338-355 

Skype ID:  stanleytan1000; Twitter: @stantan 

 


Thursday, May 29, 2008

Talent Retention Tips

Talent Retention Tips by Craig Donaldson

A recent US white paper found that by 2010, there could be as many as 10 million more jobs available in the country than there are employees.

Further, there is growing evidence of worker dissatisfaction, primarily as a result of layoffs, lack of career growth, and minimal pay has increased over the past several years.

In addition, some employers have become ruthless in order to survive over the past decade, creating aggressive cultures that may not be comfortable for many workers.

The ‘Responding To The Mega-Billion-Dollar Retention Crisis’ white paper, produced by The Ken Blanchard Companies, detailed 10 steps for building retention within organizations:

Show genuine interest and appreciation. Continue to be or become genuinely interested in each person whom you support and depend on.

Make work meaningful. Help people see the connection between what they do and what difference it makes, to the company, the internal or external customers, and society.

Ask courageous questions. Do not shy away from asking why people stay and what it will take to retain them.

Grow competencies, situationally. Look for opportunities to put people into challenging situations where their skills and competencies will grow.

Meet one-on-one, routinely. Conduct regular, but brief one-on-one meetings between manager/leaders and direct reports. Begin by asking, “What’s on your mind?”– then listen and act.

Make retention everyone’s responsibility. Encourage all members of the work group to feel responsible for the retention of their peers and to be alert to problems that can be fixed.

Be a career builder. Talk to people about their long-term career aspirations and help them use or build the skills and competencies they need for the future.

Help people get an “A”. Give the gift of being clear about what an “A” level performance looks like.

Manage the meaning of change. Move toward people in uncertain times, including personal and organizational change. Be there and be open. Check in with people often.

Walk your talk. Be aware that people are always watching and assessing you and your actions as a leader.

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