PEOPLE MANAGEMENT PT.1

Hola amigo dan amigas! Pernah tak rasa tak tahu nak develop orang yang bekerja dengan kita? Rasa besalah jugak kan.

Macam biasa, saya akan try summarize-kan berdasarkan pengalaman as National Director manage CPO.

Retweet untuk share ilmu ni

Izinkan saya sekali lagi share 2 tweet tentang pengalaman saya. Setiap review monthly, quarter dan replanning, saya akan dibentang dengan data People Analytics oleh CPO saya.

Yes, tak cukup dengan Finance. Sekarang CPO pun nak load information. Satu je sebab, DECISION MAKING.

Appreciation Time. Ni la CPO saya.

She just too smart for me to manage her. Strong self discipline and very self-driven. Setiap kali saya akan cari jalan to manage her in a better way so that she can feel more challenged.

Sometimes rasa bersalah juga if we are undercapacity

Sebelum mula,

Expectation setting.
- Buka minda anda
- Senyum & make sure you are emotionally stable
- Be Curious

Saya tak share tentang HR Management berkenaan dengan system, macam payroll, attendance etc. Saya nak cerita pasal core - Win the People. Tu goal anda.

Even if you don’t want to grow your business to the level ada franchise system, but take this ilmu as a new ilmu.

The biggest assets for an org. is people. Bkn office besar, bkn kereta mewah. Tapi kita taksub dgn benda ni lebih dari people. People create the culture and value.

Selalu orang kata

“Aku nak kerja dengan facebook, nampak best”
“Google macam seronok, empowered environment”
“Mindvalley’s people so awesome!”

Yes and they performing well. Secret?
Semua linked dengan HR policy dan how well we practice on it.

Punah! apa pulak HR Policy ni

So boleh dikatakan kitab untuk pembentukan talent di sesebuah company.

Tapi ingat, it just a document. If you don’t practice it - useless. So reinforcement kena ada. Also remember, people management are equally important as others. Please focus on your assets.

Adakah company anda mempunyai HR Policy untuk develop talent, create the culture and instil the values within your company?

Okay, byk framework bila bab PM ni. But I will mentioned the elements that I think are very important - and it works.

For me, I would say that these 4 are the main foundation that you need to work on right now. If you really want bring your company further, now is the time.

With these foundation you can develop a process where you can collect the data to understand the reality All these while kita assume kan? Not objective.

Find the way to gather the data and please be data driven in decision making - practiced by C-Level in big corporate.

Also please understand that method is different than foundation.

Persoalan tentang methods seperti di dalam gambar akan saya share di posting yang lain. Esp team management, ramai tak tahu nak resolve team issues instead of pendam dan gossip disebalik tabir. Toxic Environment.

In a nutshell, it supposed to look like this.

The element of HR policy and how we reinforce it will play huge role on developing talents within your company. Nak healthy environment dalam company? Kita kena give more effort.

Harap faham how it looks like in a bigger picture.

1. COMPETENCE MODEL

Okay, I won’t elaborate too long on this matter. Just understand that - if you don’t understand your people, you can’t support them.

Competence model should be used for you to understand what kind of talent you wanted / or at what level your people are.

Every position in different hierarchy ada competency level yang berbeza. If right now you are in level 1, your leader and you yourself supposed to develop yourself to be in Level 2.

Dengan cara ini, baru ada
- Growth
- Capacity
- Good succession pipeline

2. Environment for Growth

Pernah pergi interview then kadang2 akan ditanya soalan pasal “tell me about yourself” especially kalau yang tanya “what is your life purpose”

Tapi bila dpt kerja, everyday kerja. Pernah terfikir apa terjadi dengan soalan tu? Saya pun terfikir.

Terfikir jugak, why asked the question at first place if you don’t care?

But for a good company, they won’t ask it for sake of asking. They really want to know you and those will be bring forward as to develop you.

Good case practice, Mindvalley and Google.

Every leader should provide a safe environment for their people to grow. Even dalam family - boleh terbantut pembesaran.

Fahamkan, kita ada dua stakeholders disini. It will be good if we can meet both needs. Company happy, anda pun happy.

But mostly in reality not like that.

Ini adalah realiti yang selalunya jadi.

Are you doing the same thing to your people?
What do you feel if you are in the shoes instead?
Stress?
Everyday kejar KPI. nothing wrong, just you might feel less connected towards yourself.

Tapi ini realiti.

What if we do it differently?

Saya praktikkan ini di organization saya. Mindvalley juga. Give a space for your people to grow.

Imagine you doing this to your people.
What will be happen to their personal growth?
Kalau anda di situasi ini, adakah stress?

We nurture human.

From current to the ideal is not easy.

It takes time, change management is real since the organization is big. So while your business is small, start from now.

You will start to see people will feel more content with their life. We called this Personal Development Plan (PDP).

If you see my calendar. I did PDP with my people once a month. You blh review your growth from start of the year until end of the year. See how much you develop both professionally and personally.

We kept all those data, bring forward for analyzation and decision making.

Find a way to invest on them.
What we did was allocated money under the section called “personal development”.

These people can use the money for their personal development every month - this not salary. Buy a book, masterclass, start project etc

Let them explore themselves.

Ada berapa banyak elements dalam foundation? (yang saya suggest dalam post ni)

Setakat itu sahajalah dahulu.

Next topic will be fun sebab ada checklist on what you can do at different phases to manage your people.

Sorry, topic ni berat sikit untuk dijadikan simple. Tapi harap faham

Remember - Win the People.

Ok. Bye!

I feel like something is missing until @SZulaikhaMohd mentioned it.

You have to build your brand both externally & internally. Should be simultaneous or else you will face big problem in sustainability.

External : marketing, operation, BD
Internal : People & Org. System