Putting Psychology to

Work in Asia

Learn to apply scientific, evidence-based Human Resource Processes in your

Organisation in this 4-day course facilitated by an award-winning Business Psychologist.

INTRODUCTION COURSE FACILITATOR

Business Psychologists are highly regarded for scientifically informing the Human This course is facilitated by award-winning
Resource profession and its processes. PsyAsia International is a Business Psychology Chartered Psychologist, Dr. Graham Tyler.
Consultancy and Training Company and, as such, we are pleased to offer a full Human Graham is a Registered Business Psychologist
Resource Management Course that follows the complete 'HR Cycle'. The course is offered and executive director of PsyAsia
mainly as an in-house course anywhere in the world and once to twice per year as a International. Graham was previously an
public course in various Asian locations such as Singapore, Hong Kong, Brunei and MBA lecturer in HRM for the University of
Malaysia. When run as an in-house course, we can provide customized training that is Leicester Dubai Campus, as well as MSc in
focused specifically upon the client's current issues and/or requirements. For public HRM Lecturer for Sheffield University and
courses, the course is designed to be completed as a whole. Hong Kong Polytechnic University. He spends
most of his time involved in training and

WHO IS THIS COURSE FOR? consultancy in HRM and applied

organizational psychology. Graham is a joint
This is an excellent course for anybody involved in HRM or for those who are looking for
resident of Singapore and Hong Kong. He is
a taste of it. This course principally welcomes HR directors, HR officers, training and
a full member of the American and Australian
development managers, recruitment/selection staff, line managers and those considering
Psychological Societies and an Associate
a career in Human Resource Management.
Fellow with the British and Hong Kong
Psychological Societies. Graham’s HR-related
Unlike other HRM courses, this course is a face-to-face course that covers all relevant
research has been recognised by the BPS with
subject material in just 4 days! So, this training is suitable for very busy people as well as
their prestigious prize for Scientific
those who wish to learn HRM as soon as possible. Do keep in mind though, that as with
Contribution to Organizational Psychology.
all HRM courses, although at the completion of the course you will have a profound
His research has been published in
understanding of the current issues and best practice in HRM, you will not necessarily be
international, peer-reviewed and professional
fully competent in every aspect. For example, although you will understand a lot about
journals, as well as numerous books. He is a
job analysis or psychometric tests, you will require additional focused training in each
reviewer for the Journal of Personality &
area to enable you to become an expert! Remember, this is true of all courses out there!
Individual Differences and the annual SIOP
We do expect you to be competent in HR processes or HRM generally at the end of the
Conference in the USA, as well as a supervisor
course and following completion of optional assessments.
for intern psychologists from Asian and
Australian Universities. Registered
COURSE LENGTH Psychologists have as much training and
Public Courses: 4 days | 9.30am – 5pm each day supervised experience as Medical Doctors
and are required to undertake many hours of
In-house Courses: 1-4 days depending on modules covered.
annual Professional Development which
includes peer review, conference attendance,
journal reading and supervision. Compared
to the average person who facilitates HR
courses, the above offers much greater
confidence that delegates are getting the
most up-to-date and cutting-edge
knowledge and practice in HR.

PsyAsia International
Telephone & Contact Details
Course and content design strictly @ PsyAs ia International Pte. Ltd.
 Putting Psychology to
Work in Asia

Learn to apply scientific, evidence-based Human Resource Processes in your

Organisation in this 4-day course facilitated by an award-winning Business Psychologist.

Course Modules
Module 1: Introduction to HRM Module 2: Job Analysis

 Defining HRM.  What is Job Analysis?

 Personnel Management and HRM.  The importance of Job Analysis.
 HRM as an international model.  How Job Analysis informs the Job Description and
 Broad and Narrow, Soft and Hard HRM Person Specification.
 Why study and practice HRM?  Principal methods of Job Analysis and their
 HRM as a strategy - internal and external. advantages/disadvantages.
 The HR Cycle.  Data that is collected during Job Analysis.
 The politics of HRM.  Criticisms about the lack of reliability in Job Analysis.
 Discussion: HRM in delegate organizations.  Why organizations use or are turning to competency-
based Job Analysis.
 The implications of ignoring Job Analysis.
 Links between Job Analysis and the HR cycle.
 Practical Exercise: Undertake various simple Job Analysis
methods in small teams.

Module 3: Recruitment (& Selection) Module 4: Assessment Methods

 Difference between recruitment & selection.
 Effective recruitment.
 Sources of internal and external candidates.
 How and why recruitment policy should be consistent
with the company strategy, image and other policies.
 Application forms – best practice.
 How to select applicants from the recruitment pool to
transfer to the selection phase.
 Practical Exercise: Design scorable and defensible
application forms.
 Practical Exercise: Starting to design an objective &
evidence-based scoring system (to be continued
throughout each Module).
 Sharing of selection methods in delegate organizations
and how they are used.
 Discussion about various methods of assessment
available such as assessment centres, application forms,
interviews, biodata and more.
 Controversial methods such as graphology, astrology
and phrenology.
 Reliability and validity of the above methods .
 Review of delegate organisations methods in light of
reliability and validity.
 Practical Exercise 1: Behaviour Based Interviews
(preparation, linking to competencies, designing
questions, scoring, practice).
 Practical Exercise 2: Design an Assessment Centre
Exercise and run it on other course delegates – link to
competencies and role, score, feedback.

PsyAsia International
Telephone & Contact Details
Course and content design strictly @ PsyAs ia International Pte. Ltd.
 Putting Psychology to
Work in Asia

Learn to apply scientific, evidence-based Human Resource Processes in your

Organisation in this 4-day course facilitated by an award-winning Business Psychologist.

Course Modules
Module 5: Psychometric Testing Module 6: Training and Development

 Introduction to Psychometric Tests.  The importance of training and development.

 Aptitude versus Personality Assessment – information  Training and the HR Cycle.
obtained and validity.  Learning styles & Neuroscience.
 The major competence issues in psychometric  The Training Cycle.
assessment.  Training Needs Analysis.
 Why proper training and practice is required in order to  Training Design.
make psychometric assessment useful.  Training Implementation.
 Why standardization is a key repetitive theme in  The training transfer problem.
psychometrics.  The often ignored evaluation and the importance of
 Error associated with tests as well as all other methods training evaluation.
of assessment.  Kirkpatrick Evaluation Model (why feedback forms are
 Demonstration of how publishers compute reliability & useless!).
validity.  Solomon Evaluation Model (how to scientifically evaluate
 How to ensure that bias does not occur in testing using training).
the 4/5 rule.  The learning organization and the concept of continuous
 Computer-based testing and how it compares with learning.
pencil & paper testing.  Cross-cultural comparisons of training utility.
 The use of psychometric tests in Asia.  Practical Exercise: Role Play HR Team who have been
 Indigenous (local) tests versus Global tests. asked to source training for a line manager.
 Practical Exercise: Using psychometric test data in the
job interview.

“I have been facilitating this course for more than 15 years. I still learn on every course because every delegate, organization and
course is different. I enjoy being able to help delegates bring global best practices and science to their HR processes. The end result
is more confident HR professionals and Line Managers, along with a better performing organization. This comes as a result of selecting
the best people, being passionate about learning and development, motivating for performance and commitment and, obtaining a
better image for the organization in the eyes of current and prospective employees as well as for the public who may buy or use its
products and services.”

Dr. Graham Tyler

Course Facilitator

PsyAsia International
Telephone & Contact Details
Course and content design strictly @ PsyAs ia International Pte. Ltd.
 Putting Psychology to
Work in Asia

Learn to apply scientific, evidence-based Human Resource Processes in your

Organisation in this 4-day course facilitated by an award-winning Business Psychologist.

Course Modules
Module 7: Performance Appraisal Module 8: Motivation & Reward

 History of performance appraisal.  Major theories of motivation.

 Purposes of performance appraisal.
 Advantages and disadvantages of linking performance
appraisal with pay.
 The design of performance appraisal systems.
 Issues in the implementation of performance appraisal
systems.
 Rating scales.
 Common errors in evaluation.
 Characteristics of effective performance appraisal
interviews.
 Monitoring and maintaining appraisal systems.
 Improving performance appraisal for the future.
 Practical Exercise: Develop Behaviourally Anchored
Rating Scales (BARS) for Performance Appraisal in order
to enhance objectivity and reliability.
 Evidence for and against each theory.
 The implications of each theory for workplace
performance and motivation.
 How to design work in order to maximize motivation and
increase employee retention.
 Why managers prefer to use the Maslow theory despite
the lack of evidence to support it.
 What influences pay?
 Motivational issues in the design of salary systems,
including Performance Related Pay (PRP).
 Problems associated with different salary-systems.
 PRP, motivation and performance appraisal.
 Practical Exercise: Case study on Job Redesign on the
basis of what we know about human motivation and the
remainder of the HR Cycle.

GROUP PRESENTATION
In addition to presentations which naturally take place during the course as a result of team exercises, each delegate is
expected to prepare a short team presentation (along with 2-3 other delegates) on one of the topics from the course. Each
delegate will be expected to contribute about 5 minutes to the presentation. For those delegates who choose to undergo
the optional competency assessment, this exercise contributes 10% towards those scores.

FINAL PRACTICAL
On the final afternoon of the course, delegates are split into 2 teams and work on a case study that encompasses the
learning for the entire course. For those delegates who choose to undergo the optional competency assessment, this
exercise contributes 20% towards those scores. Both contribution during the case study, as well as during the final
presentation will be assessed.

OPTIONAL WRITTEN ASSESSMENT

For an additional fee, delegates may choose to be assessed for competence in the course topics. This will require reading
outside of the course, followed by submission of a good quality assignment (one month post-course) which has both
practical and theoretical components. Those who pass the competency assessment will receive a Certificate of
Competence instead of a Certificate of Attendance.

PsyAsia International
Telephone & Contact Details
Course and content design strictly @ PsyAs ia International Pte. Ltd.
 Putting Psychology to
Work in Asia

Learn to apply scientific, evidence-based Human Resource Processes in your

Organisation in this 4-day course facilitated by an award-winning Business Psychologist.

REVIEWS OF THE HRM COURSE FROM PREVIOUS DELEGATES

“Dr. Tyler is very high standard and motivated us to know and learn HRM.”
Agus Sulistiyo, Auditor | BPKP Financial Supervisory Board | Government of Indonesia

“Course was well structured and explained in an easy understandable manner. Discussion, case study, face to face, scenarios,
presentation was all used throughout the course to apply them. Recap on overall of the course to ensure we understand
what we've learnt.”
Karin Soon Wen Zin | Human Resource Officer | Brunei Methanol Company | Brunei

“The course is good for people who want to work or develop in the HR area.”
Hang Le Thi | HR Assistant | BP Vietnam

“It gives you the best practices globally. If you have not practised HR ever then this will be one of the best courses to take.”
Diana Penaflor | HR Officer | Financial Times Electronic Publishing, Philippines

“Inspiring. Worth attending and value for ROI.”

Kamal Yousof | HR/Office Administrator | EMGS Asia Pacific (Malaysia)

“Learned a lot of things which I haven't been aware of.”

Fathimath Nihaya | Director | Housing Development Corporation (Maldives)

More Reviews?
Please see our webpage for more course reviews and details.

Registration
We advise registration at least 6 weeks before the course dates because we limit places on this course to ensure effective
learning. To register, kindly go to http://www.psyasia.com/register or, outside of Singapore and Hong Kong, please contact our
local partner. You may also view dates for next public courses here.

PsyAsia International
Telephone & Contact Details
Course and content design strictly @ PsyAs ia International Pte. Ltd.