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FAQ
What does an annual licence fee cover?
Do we have to be trained to use the STARF® system?
What training is available to STARF® licence holders?
How does the license work?
How can we purchase a STARF license?
We are interested in becoming a STARF Reseller. Is this possible?
What does an annual licence fee cover?
The license fee includes the initial branding of the STARF® system to reflect the client organisation.
Starf manages security, the servers, and all enhancements and maintains the databases. There are no hidden costs.
Please note, the annual license fee does not cover training or employment relations consulting.
Do we have to be trained to use the STARF® system?
Yes. The Starf system manages all recruitment and performance management of stakeholders.
The training supports the best practice communication models (called the Pattern®). Use of the STARF® system
is available only to graduates of the Starf Pattern® training.
What training is available to STARF® licence holders?
Pattern® training HR1, 2 and 3.
HR Stage 1 (2 Days)
The results of having Management trained in behavioural interviewing accrue to both the organisation and staff who both
apply these skills as well as those to whom they are applied. The subsequent performance and overall effectiveness of
individual staff members who undertake this training manifests itself over time in a measurable improvement in key
statistics in terms of selection interviewing, performance management and retention. Both internal and external
people are more responsive at interview and more appreciative of the methodology and professionalism of the organisation.
This professionalism also is beneficial in the image of the organisation to customers. Information is more explicit and
comprehensive as well as more valid and objective.
In essence the programme concentrates on participants' individual skill development in behavioural interviewing.
These are demonstrated, explained, practiced and appraised.
On completion of the workshop each participant is able to:
- Identify key job dimensions using behavioural interviewing
- Assess individuals against key job dimensions using behavioural interviewing
- Objectively compare candidates
- Incorporate behavioural interviewing in other processes in their day-to-day management activities.
HR Stage 2 (2 Days)
The work performance of employees is a key concern for organisations. Changing economic and market conditions have meant
that organisations have had to ensure that they become as competitive as others in their market. For this they have to
become more efficient and effective as possible, and develop and utilize whatever strategic advantages they have.
Employees are one particular source of competitive advantage. Harnessing their potential is of mutual benefit to both
the organisation and the individual.
Performance management: The organisation of work in ways that achieve
the best possible results in line with organisational objectives.
Performance management is a continuous process and goes on day by day even if it is not actually referred to as such a
process.
Participants use behavioural interviewing to:
- Mutually agree future performance objectives and action plans to achieve them with another employee who reports to them
- Review past performance against previously agreed objectives with that same employee
- Develop mutually agreeable specific action plans to resolve acknowledged performance deficiencies
- Give feedback on individual performance
- Counsel an employee who reports to them in respect of adverse or unaligned workplace behaviour
- Incorporate performance management tasks within present responsibilities
HR Stage 3 (2 Days)
Programme:
- Introduction to http://www.starf.net
- Demonstration of http://www.starf.net
- Creating Job Descriptions and use of the STARF® tools
- Rogerjob® RMS (Recruitment Management System).
Users learn to Scope positions and create STARF® Job Descriptions online. Throughout HR3 participants will receive
coaching on cascading the responsibilities in their personal job descriptions to those who report to them.
STARF® Job Descriptions focus on "HOW" "WHAT" is done and participants learn to communicate clear expectations in terms of
behaviour in Job Descriptions. These skills improve with practice and enable an organisation to reverse the Hire for
Skills, Fire for Values adage.
Participants in this course are equipped to return to the workplace with clarity of purpose, the resultant effect is
improved organisational alignment, recruitment, performance management and morale.
How does the licence work?
The license fees are charged on the total number of employees and contractors (including Board members,
casuals and part-timers) an organisation has.
How can we purchase a Starf license?
STARF® licenses are available from Starf Ltd or through an accredited STARF® Reseller. If you would like to speak to
someone regarding Starf, call us free in NZ on 0800 4STARF, PIN: STARF (0800 478 273, PIN: 7823) or if calling outside of New Zealand, call
+64 9 426 1059.
We are interested in becoming a Starf Reseller. Is this possible?
Yes. Starf Ltd licenses Resellers. Click here for more information.
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