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Training Department Competencies

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A Hrd Best Practice Semina 07 Nov2009

A Hrd Best Practice Semina 07 Nov2009

Published in: Business, Education

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  • http://www.flickr.com/photos/pingnews/493761196/ Creative Commons – Attribution Share Alike License David Shapinsky
  • http://www.flickr.com/photos/dankamminga/17580365/ CC Attribution License Dan Kamminga
  • Transcript

    • 1. Our Only Competative Edge is to Learn Faster than Our Competitors
    • 2. HRD Competencies in Malaysia Laurence Yap M.A. (Uni. Malaya) [Senior Manager] Human Resource Development
    • 3. HRD & Productivity Contribution
    • 4.
      • 28%
      MALAYSIA’S HRDF: An Evaluation of Its Effects on Training and Productivity Hong Tan Lead Economist, World Bank Institute
    • 5. Outline
      • Passion
      • Training Competencies
      • Learning and Development Competencies
      • Money
      • Job Requirement
      • Future
    • 6.
      • Where are you now?
      • What is your next stage?
      • What do you go from here?
      Questions?
    • 7. HRD is the integrated use of training and learning , career development , and organization development to improve individual and organizational effectiveness Patrician McLaren
    • 8. Passion & Career Vision
    • 9. Q1
      • __________________________________
      • Eg: Training Director, Training Consultant, OD Director Lecturer and etc
    • 10. Q2
      • Why do you like to be a HRD profession?
      • _________________________________
      • Help people, influence people, joy of teaching, Joy of developing instructional design, work with different group of people
    • 11. Q3
      • What still excite you to these days?
      • __________________________________
      • Joy of teaching, positive influence the mindset of people, seeing organization grow, coaching people
    • 12. Q4
      • What moment of the past gives you joy and meaning?
      • ________________________________
      • Zenger Miller, Leadership program, lean manufacturing, OD work in Pfizer
    • 13. Q5
      • What are your strengths?
      • _______________________________
      • People skills, strategic thinking, networking skills, Training skills, Team builder, leader
    • 14. Q6
      • What are things you would like to do in future? (Is this the right job?) _________________________________
      • Training consultant, regional training director, Global HRD director
    • 15. Q7
      • What is meaning of the work you are doing now?
      • _______________________________
      • Contributing to organization direction, learning opportunities for employees, compete with the world
    • 16. Q8
      • What is the plan for you to achieve that?
      • _______________________________
      • Get a PhD, Write and develop courses, Talent Management, Advance English proficiency
      •  
    • 17. Q9
      • What do you want to achieve?
      • _______________________________
      • male learning part of organization growth, develop people, gather training managers
    • 18. HRD Competency Model Your Career Development Road map
    • 19. Assessment Tools The Trainer's Journey to Competence: Tools, Assessments, and Models Jean Barbazette Paperback: 336 pages Publisher: Pfeiffer (August 24, 2005) Language: English ISBN-10: 0787975230 ISBN-13: 978-0787975234
    • 20. Skills and Knowledge Training Coaching Facilitating Course Designing Coordinating Planning & organizing Staffing Budgeting Project Management Internal Consulting
    • 21.  
    • 22. A. Training and Learning
      • Creative delivery of Training
      • Nano Training, Mobile Learning
      • Management System
      • E-Learning
      • Corporate Learning Strategies
      • Alignment to Department Needs
      • YB approaches, Vendor support
      • Learning Culture
      • Benchmarking, Shared Learning (Book, Best Practice), Internet research, Books and Magazines
    • 23. HRD Competencies Chief Learning Officer
    • 24.
      • Moving Toward Chief Learning Officer . ASTD Model provides a broad picture of the change.
      • Integration of Training, OD, Talent Management, Succession Planning, Continuous Improvement, Coaching and Mentoring, E-Learning, Web 2.0, Knowledge Management and Facilitation
      • Same level with HR Operation: Digi, Sunway
      Future Trend: CLO & ASTD
    • 25. Future Trend: CLO & ASTD
    • 26. Foundation Competencies Future Trend: CLO & ASTD
    • 27. Areas of Expertise Future Trend: CLO & ASTD
    • 28. Roles Future Trend: CLO & ASTD
    • 29.  
    • 30. B. Organization Development
      • Organization Effectiveness
      • Strategy Planning, Organization Design, Team Collaboration, Facilitation Change
      • Cultural Development
      • Values, Leadership Development, Positive Mindset
      • Work Process Interventions
      • Lean Manufacturing, TQM’s Small Group Activities
    • 31. Career Dev
    • 32.
      • Training Assistant - Diploma
      • Training Executive – Degree
      • Training Manager - Degree
      • Training Senior Manager/Vice President – MBA/MA
      • Training Director
      Career Development
    • 33. Possible Monthly Income
    • 34.
      • Training Assistant RM 800 - 1600
      • Training Executive RM 1600 – RM 5000
      • Training Manager RM 3500 – RM 8000
      • Training Senior RM 8000 – RM 18000
      • Manager/Vice
      • President
      • Training Director RM 16000 – RM 25000
      Possible Incomes
    • 35. Market Requirement: MFC                                                                                                    Jabil is an electronics solutions company providing comprehensive electronics design, production and product management services to global electronics and technology companies. We help bring electronics products to the market faster and more cost effectively by providing complete electronic product supply chain management around the world. With more than 85,000 employees and facilities in 21 countries, Jabil provides comprehensive, individualized, focused solutions to customers in a broad range of industries.
    • 36. Market Requirement: MFC                                                                                                    Learning and Development Manager Responsibilities: Lead the IL & DL Training team to deliver excellent performances and customer satisfactions. Provide leadership and strategic direction as a content expert in training & development to implement organization's core training curriculum covering technical skills, soft-skills and leadership development programs. Design, develop and facilitate training sessions through strategic partnership with training providers and internal customers to achieve set goals.
    • 37. Market Requirement: MFC                                                                                                    Learning and Development Manager Responsibilities: Establish, manage and review training guidelines and policy to ensure alignment with the organization's expectations and compliance. Perform budgetary control for Training Section. Device development plan, assessment methods and systems measure training effectiveness and ROI of Training. Drive for continuous training improvements
    • 38. Market Requirement: MFC                                                                                                    Requirements: Candidate must possess at least Bachelor's Degree, Post Graduate Diploma, Professional Degree or Master's Degree in Engineering (Electrical/Electronic), Computer Science/Information Technology, Human Resource Management or equivalent. At least 5 year(s) of working experience in the related field is required for this position. Preferably Managers specializing in Training & Development or equivalent. Excellent leadership qualities and skills in the areas of training and development, and people and performance management. Experienced in developing, driving, and delivering effective training & development programs. Hands On experience in Direct Labor(DL) Training. Self-starter and ability to drive the team towards excellence.
    • 39. Market Requirement: GLC                                                                                                    Located in Johor, the southern gateway to Malaysia, the Iskandar Development Region is poised to become Asia's most exciting regional metropolis. The Iskandar Regional Development Authority (IRDA) has been entrusted to realise this vision of developing a vibrant new City in the heart of South East Asia. Such an endeavor will require the talents of the regions best in the area of planning, implementation, coordination, control, management, finance and promotion to ensure the success of the Iskandar Development Region. Work with others who share your same enthusiasm for excellence, new challenges and innovation. Vice President, Learning & Development (Johor)
    • 40. Market Requirement: GLC                                                                                                   
      • Requirements:
      • Degree in Human Resource Development or equivalent. MBA is an advantage
      • Minimum 8 years of working experience in learning and human capital development, with at least 3 years in managerial role
      • Well versed in current learning and human capital development trends
      • Strong leadership qualities
      • Good networking, interpersonal, and communication skills
    • 41. Market Requirement: GLC                                                                                                   
      • Responsibilities:
      • Identify and plan for the present and future learning and development needs of the organization
      • Deploy learning strategies
      • Develop learning and development solutions and competency framework
      • Oversee the cost- effectivenes of learning and development programs
      • Recommend and plan learning and development programs to develop staff skills
      • Assess the effectiveness of learning and development designs and delivery methods
      • Assist in Talent Development and Succession Planning for the Authority
      • Prepare and review learning and development policies
      • Designing learning curriculum and programs
    • 42. Market Requirement: Bank Hong Leong Investment Bank Berhad (43526-P ) A Member of the Hong Leong Group                                                                                                    Hong Leong Group is a leading conglomerate based in Malaysia with diversified businesses in banking & financial services, manufacturing & distribution, property development & investment and hospitality & leisure with presence in North and Southeast Asia, Western Europe and the UK, North America and Oceania. Hong Leong Investment Bank Berhad is part of the member of the Hong Leong Group
    • 43. Market Requirement: Bank                                                                                                    Responsibilities: Provide leadership and strategic direction as a content expert in training & development to implement organization's core training curriculum covering technical skills, soft-skills and leadership development programs Build Human Competency Model – from HR / Training perspective Liaison with external trainers and help identify and negotiate the best in class available programs Design, develop and facilitate training sessions through strategic partnership with training providers and internal customers to achieve set goals Establish, manage and review training guidelines and policy to ensure alignment with the organization's expectations and compliance Able to plan and organize training events Perform budgetary control for Training Section Device development plan, assessment methods and systems to measure training effectiveness and ROI of Training Drive for continuous training improvements  
    • 44. Market Requirement: Bank                                                                                                    Requirements: Candidate must possess at least Bachelor's Degree or Post Graduate Diploma in Human Resource Management, Business Administration or equivalent At least 4 years of working experience in the related field is required for this position Preferably Managers specializing in Training & Development or equivalent Excellent leadership qualities and skills in the areas of training and development, and people and performance management Experienced in developing, driving, and delivering effective training & development programs Hands-on experience in conducting training Self-starter and ability to drive the team towards excellence
    • 45. Market Requirement: OD                                                                                                    Responsibilities Develop, plan and implement the overall performance management system for the Sunway Group of Companies. Plan, implement and manage the overall Talent Management & Development initiatives (e.g. Talent Identification on Program, Assessment Centre and High Potentials Development Program, etc) to ensure that all projects are implemented according to the agreed scope, budget and timeline. Plan and implement Company-wide succession planning to ensure leadership continuity and building future top leader from within. Develop and implement career pathing processes within the Group to improve the committed and retention of the top talents and also build a strong pipeline of leadership talents. Monitor progress of the overall talent pool of the Group. Ascertain future talent and capabilities requirements of the Group in line with its business objectives.
    • 46. Market Requirement: OD                                                                                                    Responsibilities Develop and implement suitable talent sourcing strategy to meet the quality and quantity of capabilities required in the Group. Initiate, develop and implement an integrated e-system to support the relevant performance, talent management and development, and succession planning initiatives. Design and prepare relevant documents, materials and tools such as policies, guidelines, principles, templates, process flow chart, FAQs, etc as required for the relevant initiatives. Design and deliver communication and learning material as part of the implementation and continuous education of the relevant initiatives. Monitor progress of implementation of relevant initiatives throughout the Group.
    • 47. Market Requirement: OD                                                                                                    Responsibilities Monitor the effectiveness and efficiency of all initiatives in areas of performance, talent and succession management using selected key performance indicators. Review, revamp and introduce new Organizational Development practices and policies to ensure that the practices in the Company are in-line with the current market trend and practices. Provide support and advice to relevant stakeholders in the subsidiaries as required for all areas of responsibilities. Collaborate with relevant stakeholders e.g. GHR – Compensation & Benefits, Recruitment, etc to ensure alignment of processes/policies and efforts. Any other duties as assigned.
    • 48. Market Requirement: OD                                                                                                    Requirements: Degree in Human Resource Development or any related discipline. Minimum 3 years working experience in related field. A good understanding of the latest/best HR practices in areas such as Talent Management and Leadership Development, Competency Development and Performance Management will be an added advantage.
    • 49.
      • HRDF
      • ASTD
      • Training Ideas
      • Journey of HRD
      • Chief Learning Officer Network
      Reference
    • 50. Credit: Assessment Tools The Trainer's Journey to Competence: Tools, Assessments, and Models Jean Barbazette Paperback: 336 pages Publisher: Pfeiffer (August 24, 2005) Language: English ISBN-10: 0787975230 ISBN-13: 978-0787975234
    • 51. Credit: ASTD Model
    • 52. Credit: Pictures
    • 53.  
    • 54.