SHRI Facebook

 

SHRI Membership



Click here to find out more
 

SHRI Academy
(List of Programmes)


Click here for the List of Programmes
 

Online Poll


Which of the following topic would interest you the most for 2011?

1. Organisational Development: Towards Higher Productivity and Innovation

2. Talent Management and Succession Planning

3. Leadership Development

4. Global HR Management

5. Others (please specify)

Vote

Thank you for your participation!
 

 

SHRI Events 2012


Events Calendar
 

 

Asia Pacific's foremost magazine by SHRI.

 





 



 

*Diners credit card payment and instalment welcomed
 

Bouquets

Two memorable experiences stood out for me – one with my CEO and the other was with my Chief HR Officer. The experience with my CEO occurred during his closing address at one of my company’s leadership development programs. His simple question was “What’s next?” This simple question if reflected and acted upon earnestly, will prevent us from being complacent and drive us to conscientiously think ahead always.

The second experience was a conversation with our CHRO during this year’s HR leadership meeting. When asked what words of wisdom she could offer to guide us into 2011, she said “Always stay close and relevant to the business”, which we all knew was meant to inspire us to continue to add value and be strategic partners to the business.

If I may add, I would say, “Stay close to doing what you love, stay relevant and ahead by developing future capabilities needed to be successful in the near future”.

Mr Christopher Goh
Associate Lecturer, SHRI Academy
44th Joint Graduation Ceremony

 

 

 

        SHRI RESOURCES >> Research Reports

SHRI Leadership Study: Managing Diversity and Bridging Communication Gaps

In one of the recent global studies co-conducted by SHRI, it highlighted that 'Leadership' is becoming even scarcer resources than ever before. Such scarcity may trigger complexities in business and is a cause for concern for employees and employers alike. The study also revealed that companies in Singapore are facing the challenge in improving leadership development, which also emerged as a key issue. This is so due to changing demography, diverse workforce, changing communication styles and nature of leadership itself. This study defines leadership in the Singapore's context; identify leadership issues and challenges of managing diversity; and seek to understand how leaders bridge the communication gaps.

Summary of Key Findings

  • Three online polls were conducted by SHRI. Accordingly, 62% (of 279 respondents) disagreed that talent and leadership are becoming even scarcer resources than ever before. 77% (of 93 respondents) disagreed that leaders of organisations in Singapore motivate and enable staff to achieve both individual and corporate goals and 77% (of 102 respondents) agreed that companies should invest considerable resources in defining specific leadership models, assessing their leaders and designing development programs.

  • Organisations in Singapore views communication, good interpersonal skills and being a team player as the top three qualities of a leader.

  • Performance appraisal, work performance and assessment by management team are the top three methods used by local organisations in assessing leadership qualities.

  • 81% of the respondents believe that leadership qualities are important criteria when selecting candidates for promotion.

  • 56% of the respondents either has limited global exposure or has yet to travel to another country as part of their jobs.

  • Organisational leaders in Singapore scores relatively low on all the seven dimensions (creating vision, communicating vision, committing people to vision, concretising vision, change management, satisfaction of people and culture building) of the visioning effectiveness scale.

  • 38% of the respondents stated that leaders in their organisations embrace diversity and are receptive to ideas from different people.

  • 55% of the respondents mentioned that leaders in their organisation rarely explain business advantages for effectively dealing with diversity.

  • 65% of the respondents felt that their leaders occasionally or rarely suggest ways to make the work environment more inclusive; and that their leaders occasionally or rarely empower them to make decisions.

  • 62% of the respondents also felt that leaders in their organisation occasionally or rarely observes employee performance and communicates constructive feedback to their employees.

<< Back to Research Reports


 

Professional Development: Community of Practiceee
 








   
   
 
Partners                                                                                                                                                                           International Association                          
                                 
 

Ritz hotel in Paris
Powered by Best Free Counters

 

2 Serangoon Road Level 6 The Verge Singapore 218227  Tel +65 6438 0012  Fax +65 6299 4864  enquiries@shri.org.sg

Please view Privacy Statement & Terms of Use. © SHRI 2012.