Business English Soft Skills Training in Hong Kong
HKEnglish.com provides one to one Soft Skills Coaching for:
• Job Interview Skills • Negotiation Skills • Presentation Skills
Experienced Business Skills Trainers and Job Interview Careers Trainers
Our soft Skills trainers are experienced, native speakers who will develop push your business, job and career soft-skills to a new level. Watch our Videos below for more information about our courses and for helpful tips on how to start improving your skills and move ahead in your career.
These courses are via one-to-one practice based coaching. We use practice based training methods which and tailored to your learning needs. We will analyse your current skill set and discuss what you want to achieve at the end of the course. We may do some language testing (grammar, pronunciation, writing) if this is also a focus needed for you.
In each seminar your personal business soft skills trainer will give help, feedback, tips and guidance. HKEnglish promotes the development of your own business communication style.
The teaching materials and videos are designed to develop your soft skills quickly and effectively. We ask that you bring in your own business presentations, negotiations scenarios or interview job outline & Resume/CV as materials for use within the training workshops.
The Job Interview Course, negotiation skills workshop and presentations skills training course are held at our conveniently located office in Hong Kong - right on top of Wanchai MTR (HK Island Line). We also hold regular Presentation Skills Training Workshops in mainland China and other Asia Pacific Rim countries (by negotiation). Email Us for more information.
HK Job Interview Course Video
HK Negotiation Skills Course Video
HK Presentation Skills Course Video
Presentation Skills Video - Tips to Give a Perfect Presentation
HKEnglish.com’s Soft Skills Training Workshopsare suitable for all levels of professional and technical staff - including Senior Executives (CEO, CFO, etc) and other professional staff such as investment analysts and financial services executives, investment bankers, systems analysts, IT & ICT directors, lawyers, accountants etc
Corporate Presentation Skills Training
HKEnglish specialises in Public Speaking and Presentation Skills Courses for key staff and executives with our intensive high quality company "in-house" staff &
management leadership training programsheld in Hong Kong (HK SAR), China and throughout Asia. For more details about our Email Us
Invest in your EnglishClick To Email Us or Call our Hotline 2916 8887
Soft Skills Explained
What Is Negotiation?
Negotiation is a dialogue between two or more people or parties, intended to reach an understanding, resolve point of difference, or gain advantage in outcome of dialogue, to produce an agreement upon courses of action, to bargain for individual or collective advantage, to craft outcomes to satisfy various interests of two people/parties involved in negotiation process. Negotiation is a process where each party involved in negotiating tries to gain an advantage for themselves by the end of the process. Negotiation is intended to aim at compromise.
Negotiation occurs in business, non-profit organisations, government branches, legal proceedings, among nations and in personal situations such as marriage, divorce, parenting, and everyday life. The study of the subject is called negotiation theory. Professional negotiators are often specialised, such as union negotiators, leverage buyout negotiators, peace negotiators, hostage negotiators, or may work under other titles, such as diplomats, legislators or brokers.
Business Presentation Skills - Overview
Although some think of presentations in a business meeting context, there are often occasions when that is not the case. For example, a Non Profit Organisation presents the need for a capital fund-raising campaign to benefit the victims of a recent tragedy; a school district superintendent presents a program to parents about the introduction of foreign-language instruction in the elementary schools;an artist demonstrates decorative painting techniques to a group of interior designers; a horticulturist shows garden club members or homeowners how they might use native plants in the suburban landscape; a police officer addresses a neighbourhood association about initiating a safety program.
Presentations can also be categorised as vocational and avocational. In addition, they are expository or persuasive. And they can be impromptu, extemporaneous, written, or memorised. When looking at presentations in the broadest terms, it's more important to focus on their purpose. There are three basic purposes for giving oral presentations:
- To inform
- To persuade
- To build good will
Definitions of Presentation and Public Speech
- The process of offering for consideration or display
- A social introduction, as of a person at court
- A demonstration, lecture, or welcoming speech
- A manner or style of speaking, instructing or putting oneself forward
- The manner of presenting, especially the organisation of visual details to create an overall impression
- The formal introduction of a person, as into society or at court; debut
Types of Presentations
There are six types of presentations
- Decision Making
Job Interview Skills - The Interview Process
A typical job interview has a single candidate meeting with between one and three persons representing the employer; the potential supervisor of the employee is usually involved in the interview process. A larger interview panel will often have a specialised human resources worker. While the meeting can be over in as little as 15 minutes, job interviews usually last less than two hours.
The bulk of the job interview will entail the interviewers asking the candidate questions about his or her job history, personality, work style and other factors relevant to the job. For instance, a common interview question is "What are your strengths and weaknesses?" The candidate will usually be given a chance to ask any questions at the end of the interview. These questions are strongly encouraged since they allow the interviewee to acquire more information about the job and the company, but they can also demonstrate the candidate's strong interest in them. When an interviewer asks about the weaknesses of a candidate, they are acknowledging the fact that they are not perfect. However, the interviewer is not really interested in their weaknesses but how they may make up for them.
Candidates for lower paid and lower skilled positions tend to have much simpler job interviews than do candidates for more senior positions. For instance, a lawyer's job interview will be much more demanding than that of a retail cashier. Most job interviews are formal; the larger the firm, the more formal and structured the interview will tend to be. Candidates generally dress slightly better than they would for work, with a suit (called an interview suit) being appropriate for a white-collar job interview.
Additionally, some professions have specific types of job interviews; for performing artists, this is an audition in which the emphasis is placed on the performance ability of the candidate.
In many companies, assessment days are increasingly being used, particularly for graduate positions, which may include analysis tasks, group activities, presentation exercises, and psychometric testing.
In recent years it has become increasingly common for employers to request job applicants who are successfully shortlisted to deliver one or more presentations at their interview. The purpose of the presentation in this setting may be to either demonstrate candidates' skills and abilities in presenting, or to highlight their knowledge of a given subject likely to relate closely to the job role for which they have applied. It is common for the applicant to be notified of the request for them to deliver a presentation along with their invitation to attend the interview. Usually applicants are only provided with a title for the presentation and a time limit which the presentation should not exceed.
A bad hiring decision nowadays can be immensely expensive for an organisation—cost of the hire, training costs, severance pay, loss of productivity, impact on morale, cost of re-hiring, etc. (Gallup international places the cost of a bad hire as being 3.2 times the individual's salary). Studies indicate that 40% of new executives fail in their first 18 months in a new job. This has led to organisations investing in on-boarding for their new employees to reduce these failure rates.