Career Development: Values Work Inventory

 13 Dec 2025, Singapore: I had an exciting week (8 to 12 Dec 2025) - attended NUS Business School "Strategic HR Management."  I was introduced to a "Values Work Inventory" template by the University of Richmond. It is used by their Career Development Center. 

Try it out - you will be able to identify which of the 15 categories is your top or bottom 3 work values! 

Click the hyperlink: Values Work Inventory.pdf

Lazy HR Professional Series: Local Plus: Gaining Popular Among European Organization

26 August 2014, Singapore: Based on my observation in the last 5 years, the concept of local plus is gaining popular among European MNC. I like to keep it short & direct - click the hyperlink. 

What is 'local plus'?
Click the hyperlink http://www.eca-international.com - articles about local plus

Figures & Facts about 'Local Plus' from Mercer
Click the hyperlink http://mthink.mercer.com - graphic info about local plus

(Source from Mercer)

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Infographic: Contingent Labor (Based on US Labor Information)

22 January 2014, Singapore: I always believe a picture paint a thousand words ... I am beginning to appreciate "infographics" way of presentation. Straight to the point! The information will provide some trends on contingent labor. I believe Singapore labor market is heading towards a 'contingent' approach ... even at senior management level position.

Click the picture to enlarge it or just click the hyperlink:

2013 US Contingent Labor Infographic

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Whitepaper: New Business of Business Leaders: Hiring and Onboarding

18 January 2014, Singapore: Another busy weekend for me but just need to share this white-paper from Oracle Corporation. Those handling talent and workforce planning will appreciate it.

Whitepaper: The New Business of Business Leaders: Hiring & Onboarding

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Climbing the Corporate Ladder: Developing Your Executive Presence

18 January 2014, Singapore: I just like to share that if you have high ambition - climbing the corporate ladder e.g., Regional HR Manager, Senior HR Manager, HR Director, VP of HR, Head of HR, and etc. The hiring party may not be just interested in your strategic-operational-tactical HR skills / competencies. They might be also looking for "Executive Presence"

I guess your next question will be asking me "what is executive presence?". In this short article, I have inserted a few hyperlink on the subject of executive presence.

The Three (3) Dimensions of Executive Presence

The Seven (7) Traits of Executive Presence

HBR Blogs: Developing Executive Presence

Executive Presence Report 2013 (PDF Format)

Four (4) Ways Improve Executive Presence

(source: http://www.3d-people.com/business/executive-presence/)

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Only Applicable in Singapore: Use Psychometric Tests To Hire the Right People

02 January 2014, Singapore: One of my colleague asked me to look into a few psychometric tests that are used specially for facilitating interview and hiring selection (do take note that some countries e.g., USA and European countries - it is illegal to use such tools where it comes to selection & hiring).

I felt that I should share the following link for HR professionals who are interested to find out more details about the psychometric tests. The prices quoted are far more economical than the one my colleague shared with me. 

Click the link: www.sandboxadvisors.com: Psychometric Test for Interviewing

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Singapore: HR Compliance Guide for 2014 for Recruiting

06 December 2013, Singapore: Another good resources for HR professional whose work involve managing Singapore workforce / business operations. Thanks to www.hrboss.com

Click either one of the link to access the material:

• Interactive e-book: Singapore HR Compliance Guide 2014 for Recruiting
• PDF Format: Singapore HR Compliance Guide 2014 for Recruiting 

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Report: U.S. Employees Have Spoken ...

Nov 10, 2013 - Singapore: Received this report in my email, very interest it ... read it (very pictorial, nice and short). I am just thinking ... what will my boss in US think about this report ... click the hyperlink ....

http://www.workforce.com/ext/resources/Resource-Center-Downloads/WFM_Assets_CPL/Cornerstone-OnDemand/WFM_CPL_CornerstoneOnDemand_US-Employees-Have-Spoken1.pdf?1383156965

Snap View of Malaysia Labour Market

14 October 2013, Malaysia: Today, when I send my car for alignment - the local newspaper 'Star' front page caught my attention ... "Job Seekers Feel The Heat - No Vacancy". Being a HR professional, this type of news is always scary but a credible information for us to up-date the senior leadership. Just want to share some of the article findings ...

• w.e.f. July 01 - the Malaysian government extend the retirement age of 55 to 60 (under the Minimum Retirement Age Act 2012);
• uncertainty of world economy has caused most employers to adopt a "wait and see" attitude towards recruitment. It was reported a 35% drop in job vacancies - mostly affecting fresh graduates;
• there are reports that some employers are offering Voluntary Separation Scheme and other packages for employees to leave their organization;
• employers is also bracing for the full impact of the minimum wage policy in January 2014;
• More employers are opting for contract employees and more fresh graduate are willing to work under contract employment to gain experience.

Other resources:

• Potential Impact of the Minimum Wage Policy on the Malaysian Economy 
• http://www.slideshare.net/ted13/minimum-wage-in-malaysia
• http://www.thestar.com.my
• What is Voluntary Separation Scheme?
• http://www.mohr.gov.my/docz/Minimum_Wage_Policy_19032013.pdf

I believe the above mentioned information will be useful for those with Asia-Pacific Regional HRM responsibility.

Emerging Trend in Interview Approach

There has been an emerging trend in management interviewing approach. I called it the "Marathon" approach.


The approach will start with the usual telephone interview by the hiring manager and within a week they will arrange you to attend 2 to 3 session of interview within a day. Listed below are some of the approaches: -


Example # 1: Foreign MNC

• Day 1 - interviewed by Person A
• Day 2 - Interviewed by company peer / stakeholder (minimum: 3 peers)
• Day 2 - interviewed by local senior / top management (1 - 2 person)
• Day 3 - interviewed by HQ functional head (1 - 2 person)

Example # 2: Local Conglomerate 

• 1pm - interviewed by Person A
• 2pm - interviewed by Person B
• 3pm - interviewed by Person C

After the interview or the following next day, they will inform you of their decision whether you are shortlisted (or offered the job) or not successful. 

I notice that each phases of interview - the focus is different e.g.,: the 1st interview will focus on assessing the candidate work competency; 2nd interview will focus on communication / interaction skills; 3rd interview - focus on the candidate overview understanding of the business.

It is my observation that all the interviewers were very well prepared and trained for such type of interview approach.

Common Mistake Done By In-house & External Recruiters (Headhunters)

Common mistake are:

1. Never feedback / up-date the candidates about (a) the progress of job application and why their application was rejected. 
2. Officially informing the candidates that their applications is rejected because their clients budgeted (company) remuneration package is below the candidate current package.
3. Asking the candidates to consider the job officer at same rate or lower.
4. Asking the question (a) "reason for leaving" and (b) "last salary" for past jobs. This questions should only be applicable on the candidate's last company / organization.
5. With the new generation "Y" coming to the workforce; the dynamic labour market and business environment - the term "job hopping" is not applicable anymore. A change in minds is required ... any one who has a track record with a company for 2 years is good enough nowdays!
6. Advertising the jobs as 'strategic' but during interview asking orperational questions that doesn't probe the candidate's competencies in strategic issues and planning.
7. In an international / overseas recruitment project - recruiters fail to understand the education system of the targeted country where the candidate is educated .... e.g.,  (i) associate diploma = general degree; (ii) associate degree = diploma; (iii) general degree = non-honor degree; (iv) Professional Diploma = Degree; (v) Professional Certificate = Diploma.
8. When interviewing an experience candidate with more that 10 years of working, interviewer should focus on identifying the relevant experiences; job competencies; and value-added knowledge and skills to the organization. Focus less on academic / educational qualifications.

International HR Manager Vs Regional HR Manager

If you see a job advertisement for "International HR Manager" - please don't assume that it is similar to a "Regional HR Manager" job post. Read the job description carefully!

In most large MNC organization - "International HR Manager" job scope cover the following: -

• Support expat (full expat / semi expat) or overseas trainees (aka international assignee) who are on international assignment (IA);
• Co-ordinate with home country and host country HR team on HR matters related to an employee on IA;
• Responsible for record-keeping of an international assignee employment contract (compensation, tax, benefits, insurance coverage, entitlement, etc.)
• Organize orientation / assimilating training to prepare an employee who will be assigned to a foreign country;
• Preparing and up-date country orientation material;
• Actively participate in the company talent management procedure and processes e.g., succession plan, performance management records, etc.
• Subject Matter Expert (SME) for a particular group of country culture, religions & people; local country statutory law requirements; economic data; culture management training; etc.

On the other hand, a "Regional HR Manager" job scope may cover the full spectrum of a Human Resource "Generalist"  Manager but perform his / her job from a group or region (North American; Europe, Central Europe, Africa, Asia-Pacific, Oceania, etc.) perspective.

Note: In some European (especially Germans) organization, "Regional HR Manager" is also called "Area HR Manager".