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 

 


Sunday, September 21, 2008

Effective Training and Leadership Development

Effective Training and Leadership Development

Here are tips about how to provide effective training and leadership development for adult learners.

Enormous research has been done on how to train with impact. Here are some specific tips that will increase the impact of your investment in building leadership brand, as opposed to developing leaders:

- Offer an integrated model for the experience.
We continue to see many training events as parades of stars, with each day or module taught by a thoughtful presenter (either outside faculty, line manager, or customer), then another module from another face, and then another. With little integration, each training module is an isolated event. Branded training requires an integrated message (what our leaders need to know and do to demonstrate a leadership brand consistent with a firm brand) that has distinct modules woven around the brand theme.

- Use a host of training pedagogies.
Since adults learn differently from another, different methodologies can and should be used. A mix of lecture, small group discussion, written case studies, live case studies, action learning projects, team presentation, video snippets, technology-based learning, simulations, assessment tools, and so forth can be woven into the training experience to ensure that regardless of each participant's learning style, all will find some methods that work well.

- Bear in mind that with adult learners, the faculty should be talking about 60 or 70 percent of the time.
If faculty allows their participation to fall below 50 percent of the talking time, participants are in a problem-solving session and wonder what the faculty adds; if faculty does 85 percent or more of the talking, participants are more likely to be listening than internalizing what is taught.

- Design modules to follow the concept-illustration-action (C-I-A) rational.
During a training experience, a host of modules may be woven around the integrated C-I-A theme. Each module should have a clear set of concepts.

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