Executive Search Recruitment in Myanmar

Talent is essential to the success of any organization. It is especially true for senior management, since the difference between a good and a bad year often lies in choosing the right candidate for the right job. The issues surrounding this choice should not be taken lightly. Do not neglect the importance of making the right choice the first time.

The long experience of Asia HR guarantees exactly that: successful hires that benefit both the organization and the candidate.

Our process has been refined throughout our multiple recruitment mandates. Our reach extends from coast to coast, and we have privileged relationships in all areas where we operate. We place the utmost importance on confidentiality and communication.

Recruitment, leadership development, and career transition are both simple and complex. Simple on the form: hiring, the transmission of new knowledge, offers of development opportunities, and orientation to a new career. And complex on the bottom: the human is not a simple machine endowed with intelligence, but a complex and emotive creature presenting a whole spectrum of preferences and personal motivations.

To be able to make informed decisions about talent management, it is essential first to identify them and understand who they are. While many organizations rely on the good intentions and necessarily biased opinions of managers and supervisors to identify and develop talent, this approach often leads to mistakes and wasted resources.

If the evaluation is the key, you have to know how to choose the right one. At Asia HR, we use the Behavior Assessment Tool, which provides an unbiased, high-definition portrait of a person’s skills, preferences, motivations, and potential. We believe this is the best tool for making smart talent decisions throughout an employee’s work life cycle – from recruitment to succession, to development and performance.

Investing in leadership means investing in your organization.

The business world is becoming more and more complex and competitive. All organizations live their difficulties; some are looking for ways to engage and align their employees to achieve optimal performance, while others are struggling to cope with the dramatic effects of the digital revolution. So how are the leading organizations doing to distinguish themselves from others? They have excellent leaders.

At Asia HR, we take a holistic approach to leadership development, which begins with an assessment to clearly define a profile, and includes development components such as coaching, experiential learning, and skills development. The result is an inspired leader with the ability to boost performance by motivating, aligning, and winning teams.

Initially, career management was simple: it was about doing what the manager said to do. Businesses have evolved and the freedom and rights of staff have multiplied, so that career management has come back to employees. They were told: be free and live your passion. Unfortunately, no one has told them how.

Today, many businesses face a lack of employee engagement, low productivity, and high turnover. The solution is to motivate staff, a task that has always been difficult.

1. Create a career culture

Nowadays, business managers focus on “working” and often feel that their team is running out of time. Yet conversations, encouragement and direction are lovely for personnel management.

By creating a career culture in your business, you not only boost success and productivity, but you enhance your brand as an employer and increase the appeal of your workplace.

At Asia HR, we help businesses in two ways, by teaching managers to talk about career paths with staff and by showing employees how to stand up for their careers. If managers are open and honest, and the employees are equipped and responsible, more energy will be devoted to productive activities. Everyone will excel.

2. Organizational Assessment

As part of this assessment, we are working with you to design and implement your career management strategy, integrate existing programs and tools, and fill any gaps.

3. workshops

Asia HR organizes two workshops: one for employees and the other for managers.

Succees in guiding and managing your career – This employee workshop addresses career accountability and shows everyone how to defend and benefit their job. The employee learns to determine his goals, to create his brand, and to network within the company. By knowing better his interests, values, motivations and his own professional strength, he is called upon to create a plan of advancement with confidence, eloquence and methodology, which will allow him to speak effectively of his aspirations with his manager and to access the tools needed to plan and act. The workshop is offered in three consecutive hours or not, and employees can attend in person or by video conference.

The Art of Conversation on Career Coaching – Designed for managers, this workshop highlights the return on investment that can emerge from an influential career culture and the value of one-to-one discussions with managers. It proposes an approach to hold and lead career-oriented conversations rather than performance management. The participant is invited to lift the veil on professional motivations and aspirations to match individual desires and corporate objectives, as well as to define targets, responsibilities, and opportunities. The workshop lasts more than four hours and can take different forms.

4. Coaching

Coaching is an optional element offered to managers and employees. The sessions of one to two hours can take place in a group so that the whole company benefits.

Initially, career management was simple: it was about doing what the manager said to do. Businesses have evolved and the freedom and rights of staff have multiplied, so that career management has come back to employees. They were told: be free and live your passion.

The success of an organization depends on the efficiency of its teams. A motivated team focused on its goals can produce optimal results in a short time. When this management team is yours, the potential is even more significant.

Asia HR’sHR’s Team Efficiency service works wonders for the following customers:

• organizations taking a new strategic turn;
• teams experiencing difficulties in fulfilling their mandate; and
• newly formed management teams.

With a minimum threshold of diversity, your organization can improve its operational performance by up to 50%. The difference is a handy tool. However, a lack of understanding on both sides can lead to problems.

Any team – newly trained or welcoming new members – can benefit from a variety of approaches to problem-solving, motivations and self-assessment methods. That said, without an effort of mutual understanding, the differences of each one are likely to engender conflict rather than progress.

Our Team Effectiveness department includes self-assessment, team assessment and goal alignment exercises that facilitate understanding of each other’s strengths and weaknesses.

By knowing who excels in what, you will have more ease to assert your best assets, according to the situations.

Our Team Effectiveness department is part of a “business first” philosophy. Each step of the process is designed to bring you closer to your business goals. You may want to increase your revenue, reduce your workforce or help members of your organization collaborate remotely? Whatever your requirements, the Team Effectiveness department adapts to the unique needs of your organization.

Interview: We conduct one-on-one meetings with team members and then plan a working session to review key business requirements and strategic challenges.

Assessment: These evaluations are intended to highlight the strengths of each individual and the aspects to be perfected. They also help determine how team members work together.

Profile: We develop a team management profile using comparative data and taking into account individual results.

Tracking: We identify vital competencies to meet business requirements and issues that may arise, as well as who is best placed to support team development in areas where results are low.

Workshop: We organize one-day or half-day workshops to present the results and carry out practical exercises. The goal is to help team members prioritize the forces that will collectively serve as leverage, identify critical areas for improvement, and develop possible solutions to overcome challenges.