Recruiting the right people for your team is an important starting point to high performance team
development. Following which, good people management techniques such as clear targets and
expectation setting, coaching and appraisal needs to be deployed to develop the team. Learn how to
appraise and speak to your team members about their progress and help them to develop where it
matters at work. At the same time, behavioural problems and dissatisfaction must be resolved as
objectively as possible to maintain a high trust and positive workplace.
This certificate consists of 3 modules. It is aimed for managers, executives, supervisors, team and project
leaders who are required to carry out a series of people management responsibilities from recruitment,
goal setting and appraisal to handling grievances and dismissal.
This is a solution-focused programme that emphasises on good team and people management
techniques.
Module 1: Recruitment & Selection Techniques: Hiring the Right People
Module 2: Conducting Performance Appraisal Sessions Successfully
Module 3: Handling Employee Grievances, Discipline and Termination
Objectives of the Practitioner's Certificate
The Practitioner's certificate aims to help
professionals, managers and executives (PMEs) to
update on knowledge and skills; and develop in a
specific area of expertise that will value-add to
individual career advancement.
How will you benefit:
 Distinguish the difference between
competency, behavioural and scenariobased interview questions
 Deploy further probe questions to get specific
answers to identify suitable candidates
 Set clear SMART targets and expectations for
performance management
 Use documentation techniques to accurately
record performance for feedback
 Interpret competencies to establish sound
reasons for their ratings
 Differentiate between grievance and
disciplinary situations
 Determine and plan the appropriate course
of action to take for grievance and
disciplinary situations
Who Should Attend:
Managers, executives, supervisors, team and
project leaders who are required to carry out a
series of people management responsibilities from
recruitment and appraisal to handling grievances
and dismissal.
Methodology
 Mini-lectures
 Self-reading
 Case Studies
 Group discussions
Total duration of the certificate: 21 hours
 Module 1: 7 hours
 Module 2: 7 hours
 Module 3: 7 hours
Learners will be awarded a ‘Certificate of
Attendance’ upon completing each designated
module.
Learners will be assessed on their understanding of
the concepts and use of methodologies and tools
through a compulsory knowledge test. Successful
learners will be awarded a ‘Certificate of
Proficiency’ for the respective modules.
SDF- Approved: Yes
Programme Fees: S$930.90
(Price is inclusive of 7% GST.)
Learning Support
Every learner will receive
 Learner’s Guidebook
Module 1 of 3
RECRUITMENT & SELECTION TECHNIQUES: HIRING THE RIGHT PEOPLE

Preparing a Focus
- What do you need for the job?
- What to look for in a job candidate?

Interview Techniques
- Competency-based techniques
- Behavioural-based techniques
- Scenario-based techniques
- When to deploy each type of techniques

Digging for Gold
- Using STAR to probe

The Interviewing Process
- Stages in the interview
- The best time to ask "why do you want to leave the company?"

Post Interview Action
- Reference checking
- Candidate evaluation method
“I have learnt how to set priorities
when planning for performance
appraisal sessions and can now
guide managers on handling
below average performers.”
Module Details
Please indicate the run you would
like to attend:
11 May 2016
23 Sep 2016
Time: 9am - 5pm
Venue: School of Economics/
School of Social Sciences,
Singapore Management
University (SMU),
90 Stamford Road
Module 2 of 3
CONDUCTING PERFORMANCE APPRAISAL SESSIONS SUCCESSFULLY

Key to Successful Performance Management
- the performance management and coaching cycle
- checklist on things to prepare for appraisers
- appraisal - summary discussion with no surprises

Reviewing Assessment Criteria
- setting the norm for accountabilities
- setting the norm for achievements
- setting the norm for behaviour

Coaching and Assessment
- coaching matrix
- collecting evidence-based variations
- feedback with assertiveness and GROW
- absolute and relative rating techniques
- techniques for consistent rating

The Interviewing Process
- scope of discussion and keep out distractions
- planning the communication for better reception
- documentation methods for accurate feedback
- directing the focus forward through action planning

Engaging Different Employee Styles
- silent and disengaged
- deflective and defensive
- lack of confidence
- aggressiveness
- gaining acceptance from the employee

Activity
- identifying the characteristics of a good interview
“I have learnt how to set priorities
when planning for performance
appraisal sessions and can now
guide managers on handling
below average performers.”
Module Details
Please indicate the run you would
like to attend:
5 May 2016
14 Oct 2016
Time: 9am - 5pm
Venue: Royal Plaza on Scotts or
similar
Module 3 of 3
HANDLING EMPLOYEE GRIEVANCES, DISCIPLINE AND TERMINATION

Grievance Mediation
- What is grievance?
- How grievance develops
- Approaches to handling grievance
- Grievance handling principles
- Handling grievance mediation discussion

Taking Disciplinary Action
- Setting ground rules
- Purpose of the Code
- Approach to discipline
- Terminology used in discipline
- Principles to adhere to when handling disciplinary situation
- Classification of misconduct
- Progressive discipline

Handling Common Situations
- what happens when there is no rule?
- how to handle excessive medical leave?
- how do I know whether my action is appropriate?

Holding Disciplinary Sessions
- specific objectives of the discussion session
- guidelines to conduct a disciplinary session
- common types of disciplinary penalties

Resignation & Termination
- Various options for shortening the notice period

Disciplinary & Dismissal
- Conducting disciplinary inquiry and dismissal
- Dismissal without due inquiry
- Inquiry suspension pay
- Dismissal during the notice period
- Criminal offences

Redress Against Unfair Dismissal for PMEs
- highlights on Employment Act changes on 1 April 2014
"I have learnt different ways to
handle different employee
grievance situations, and the
real-life examples shared
during the course were
beneficial.”
Module Details
Please indicate the run you would
like to attend:
29 Apr 2016
19 Aug 2016
22 Nov 2016
Time: 9am - 5pm
Venue: Royal Plaza on Scotts or
similar
About the Trainer
Mr William Thien is a certified Practicing Management Consultant (PMC) with the Singapore Business
Advisors and Consultants Council (SBACC). He has been a specialised human resource management
trainer and consultant for the last 20 years. He leads a consulting team and works with Singapore
National Employers' Federation (SNEF) and various SME Centres to provide SPRING Singapore-supported
schemes to various organisations. As a trainer, he shares his ever enriching experiences on best
practices from his consulting work with his participants.
"William has provided information on some of the best practices in HR policy and planning in
Singapore. These are very useful information which we can factor into our HR planning, and fine-tuning
of processes."
"One of the most engaging and congenial trainers I have ever had. Excellent timing, planning and
connection with learners!"
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Note: Once dates have been chosen, learner must commit to them, and no replacement of participant is allowed.
Certificate will be awarded when all modules have been completed within a year.
Please email the completed registration form to enquiry@eontraining.com.sg or fax it to us at (65)62224369.
Payment Details:
Please make cheque payable to:
EON Consulting & Training Pte Ltd
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EON Consulting & Training Pte Ltd
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Bank details:
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Terms & Conditions
1. All course fees are to be paid in full before the commencement of the certificate course.
2. More than 75% attendance for each module must be achieved in order for module to be considered as complete.
3. All modules have to be completed within a year from the start of the first module before issue of certificate.
4. No replacement of participant is allowed.
5. No refund on incompletion of any modules.
6. Where circumstances dictate, EON reserves the right to alter published modules, trainers, fees, dates, duration or
venues without prior notice.
CSO