HRD   Competency  Model Your Career  Development Road map
<ul><li>Where are you now? </li></ul><ul><li>What is your next stage? </li></ul><ul><li>What do you go from here? </li></u...
Passion
Skills and Knowledge Training  Coaching Facilitating  Course Designing  Coordinating  Planning & organizing  Staffing  Bud...
<ul><li>Level 1 </li></ul><ul><li>Training Executive </li></ul><ul><li>Training Asistant </li></ul><ul><li>Level 2 </li></...
Level 1 Competencies  (Training Executive and Training Assistant) <ul><li>Training – 16 skills </li></ul><ul><li>Coaching ...
<ul><li>Planning & organizing – 3 skills  </li></ul><ul><li>Staffing – 9 skills </li></ul><ul><li>Budgeting – 3 skills </l...
Individual Competency Analysis
Career Development WIIFM - Competency Analysis  Status of SKA Corporate Needs
<ul><li>Individual analysis  in each of the competencies </li></ul><ul><li>Combine   Individual   competencies into one ch...
<ul><li>Manager and Section Head </li></ul><ul><li>81 skills for Level 1 & </li></ul><ul><li>21 skills for Level 2 </li></...
<ul><li>Step 1: Evaluate Development Plan </li></ul><ul><li>Self-Rating or 3 rd  Party Rating: 1-5 </li></ul><ul><li>0 = b...
2 4 Step 1. Evaluate Competency  4-5 3 1-2 0 4 3 4 Refer to Development Plan Form
Step 2. Calculate Competency Score 3 2 5 4 1 1 3 4 5 2 1 15/25 = 60% 1/5 = 20% Refer to Expanded Competencies Form
Step 3. Calculate Total Competency Score   89% 43% 73% 56% 65% 326/5=65.2% Lim Mei Mei Alina Trg Admin Refer to Individual...
Individual Analysis (Level 2) Refer to Individual Competency Analysis Form
<ul><li>1. List competencies that exceed expectation: </li></ul><ul><li>a. Training  </li></ul><ul><li>b. Course Designing...
<ul><li>Identify competencies that require coaching and feedback: </li></ul><ul><li>Identify resources required to develop...
Division Analysis
Division Analysis (Progressive Status)
Department Analysis
Appendix
<ul><li>Moving Toward Chief Learning Officer . ASTD Model provides a broad picture of the change. </li></ul><ul><li>Integr...
Future Trend: CLO & ASTD
Foundation Competencies Future Trend: CLO & ASTD
Areas of Expertise Future Trend: CLO & ASTD
Roles Future Trend: CLO & ASTD
<ul><li>Training Assistant -  Diploma </li></ul><ul><li>Training Executive –  Degree </li></ul><ul><li>Training Manager - ...
Possible Monthly Income
<ul><li>Training Assistant   RM 800  - 1600 </li></ul><ul><li>Training Executive   RM 1600 – RM 5000 </li></ul><ul><li>Tra...
<ul><li>HRDF </li></ul><ul><li>ASTD </li></ul><ul><li>Training Ideas </li></ul><ul><li>Journey of HRD </li></ul><ul><li>Ch...
Market Requirement: MFC                                                                                                   ...
Market Requirement: MFC                                                                                                   ...
Market Requirement: MFC                                                                                                   ...
Market Requirement: MFC                                                                                                   ...
Market Requirement: GLC                                                                                                   ...
Market Requirement: GLC                                                                                                   ...
Market Requirement: GLC                                                                                                   ...
Market Requirement: Bank Hong Leong Investment Bank Berhad (43526-P ) A Member of the Hong Leong Group                    ...
Market Requirement: Bank                                                                                                  ...
Market Requirement: Bank                                                                                                  ...
Market Requirement: OD                                                                                                    ...
Market Requirement: OD                                                                                                    ...
Market Requirement: OD                                                                                                    ...
Market Requirement: OD                                                                                                    ...
Credit: Assessment Tools The Trainer's Journey to Competence: Tools, Assessments, and Models Jean Barbazette Paperback: 33...
Credit: ASTD Model
Credit: Pictures
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Training Department - Hrd Competency Model

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Ver2 05sept09

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Training Department - Hrd Competency Model

  1. 1. HRD Competency Model Your Career Development Road map
  2. 2. <ul><li>Where are you now? </li></ul><ul><li>What is your next stage? </li></ul><ul><li>What do you go from here? </li></ul>Questions?
  3. 3. Passion
  4. 4. Skills and Knowledge Training Coaching Facilitating Course Designing Coordinating Planning & organizing Staffing Budgeting Project Management Internal Consulting
  5. 5. <ul><li>Level 1 </li></ul><ul><li>Training Executive </li></ul><ul><li>Training Asistant </li></ul><ul><li>Level 2 </li></ul><ul><li>Training Manager </li></ul><ul><li>Training Section Head </li></ul>Grouping
  6. 6. Level 1 Competencies (Training Executive and Training Assistant) <ul><li>Training – 16 skills </li></ul><ul><li>Coaching – 5 skills </li></ul><ul><li>Facilitating – 10 skills </li></ul><ul><li>Course Designing – 32 skills </li></ul><ul><li>Coordinating – 18 skills </li></ul>Skills and Knowledge
  7. 7. <ul><li>Planning & organizing – 3 skills </li></ul><ul><li>Staffing – 9 skills </li></ul><ul><li>Budgeting – 3 skills </li></ul><ul><li>Project Management – 3 skills </li></ul><ul><li>Internal Consulting – 3 skills </li></ul>Level 2 Competencies (Training Manager and Training Section Head) Skills and Knowledge
  8. 8. Individual Competency Analysis
  9. 9. Career Development WIIFM - Competency Analysis Status of SKA Corporate Needs
  10. 10. <ul><li>Individual analysis in each of the competencies </li></ul><ul><li>Combine Individual competencies into one chart to see to overall areas of strengths and development with Rating (points) and comments </li></ul><ul><li>Combine all individuals according to division for overall strengths and development with rating and comments </li></ul>Competency Analysis
  11. 11. <ul><li>Manager and Section Head </li></ul><ul><li>81 skills for Level 1 & </li></ul><ul><li>21 skills for Level 2 </li></ul><ul><li>Executive and Training Assistant </li></ul><ul><li>81 skills </li></ul>Competency Analysis
  12. 12. <ul><li>Step 1: Evaluate Development Plan </li></ul><ul><li>Self-Rating or 3 rd Party Rating: 1-5 </li></ul><ul><li>0 = behavior not observed (N); </li></ul><ul><li>1-2 = incomplete (tangible results or outputs are not observed, missing or partially complete)(I); </li></ul><ul><li>3 = meets basic competency - tangible results or outputs are visible) (B); </li></ul><ul><li>4-5 = meets advanced competency - advanced tangible results or outputs are visible) (A) </li></ul>Individual Competency Analysis
  13. 13. 2 4 Step 1. Evaluate Competency 4-5 3 1-2 0 4 3 4 Refer to Development Plan Form
  14. 14. Step 2. Calculate Competency Score 3 2 5 4 1 1 3 4 5 2 1 15/25 = 60% 1/5 = 20% Refer to Expanded Competencies Form
  15. 15. Step 3. Calculate Total Competency Score 89% 43% 73% 56% 65% 326/5=65.2% Lim Mei Mei Alina Trg Admin Refer to Individual Competency Analysis Form
  16. 16. Individual Analysis (Level 2) Refer to Individual Competency Analysis Form
  17. 17. <ul><li>1. List competencies that exceed expectation: </li></ul><ul><li>a. Training </li></ul><ul><li>b. Course Designing </li></ul><ul><li>2. Identify Areas of Underdevelopment </li></ul>Step 4. Chart Out Development Plan Facilitation Refer to Expanded Competencies Form 1: Plans Team or Training Meetings Using an Agenda
  18. 18. <ul><li>Identify competencies that require coaching and feedback: </li></ul><ul><li>Identify resources required to develop these competencies: </li></ul><ul><li>5. Target date for re-evaluation: </li></ul>Step 4. Chart Out Development Plan Coordination & Facilitation Training Assignment Coaching Attend Training at FMM, Shadowing from Shidah, Read Peter Drucker’s execution 14 th Dec 2009 3.00 pm to 4.30 pm
  19. 19. Division Analysis
  20. 20. Division Analysis (Progressive Status)
  21. 21. Department Analysis
  22. 22. Appendix
  23. 23. <ul><li>Moving Toward Chief Learning Officer . ASTD Model provides a broad picture of the change. </li></ul><ul><li>Integration of Training, OD, Talent Management, Succession Planning, Continuous Improvement, Coaching and Mentoring, E-Learning, Web 2.0, Knowledge Management and Facilitation </li></ul><ul><li>Same level with HR Operation: Digi, Sunway </li></ul>Future Trend: CLO & ASTD
  24. 24. Future Trend: CLO & ASTD
  25. 25. Foundation Competencies Future Trend: CLO & ASTD
  26. 26. Areas of Expertise Future Trend: CLO & ASTD
  27. 27. Roles Future Trend: CLO & ASTD
  28. 28. <ul><li>Training Assistant - Diploma </li></ul><ul><li>Training Executive – Degree </li></ul><ul><li>Training Manager - Degree </li></ul><ul><li>Training Senior Manager/Vice President – MBA/MA </li></ul><ul><li>Training Director </li></ul>Career Development
  29. 29. Possible Monthly Income
  30. 30. <ul><li>Training Assistant RM 800 - 1600 </li></ul><ul><li>Training Executive RM 1600 – RM 5000 </li></ul><ul><li>Training Manager RM 3500 – RM 8000 </li></ul><ul><li>Training Senior RM 8000 – RM 18000 </li></ul><ul><li>Manager/Vice </li></ul><ul><li>President </li></ul><ul><li>Training Director RM 16000 – RM 25000 </li></ul>Possible Incomes
  31. 31. <ul><li>HRDF </li></ul><ul><li>ASTD </li></ul><ul><li>Training Ideas </li></ul><ul><li>Journey of HRD </li></ul><ul><li>Chief Learning Officer Network </li></ul>Reference
  32. 32. 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.
  33. 33. 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.
  34. 34. 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
  35. 35. 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.
  36. 36. 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)
  37. 37. Market Requirement: GLC                                                                                                    <ul><li>Requirements: </li></ul><ul><li>Degree in Human Resource Development or equivalent. MBA is an advantage </li></ul><ul><li>Minimum 8 years of working experience in learning and human capital development, with at least 3 years in managerial role </li></ul><ul><li>Well versed in current learning and human capital development trends </li></ul><ul><li>Strong leadership qualities </li></ul><ul><li>Good networking, interpersonal, and communication skills </li></ul>
  38. 38. Market Requirement: GLC                                                                                                    <ul><li>Responsibilities: </li></ul><ul><li>Identify and plan for the present and future learning and development needs of the organization </li></ul><ul><li>Deploy learning strategies </li></ul><ul><li>Develop learning and development solutions and competency framework </li></ul><ul><li>Oversee the cost- effectivenes of learning and development programs </li></ul><ul><li>Recommend and plan learning and development programs to develop staff skills </li></ul><ul><li>Assess the effectiveness of learning and development designs and delivery methods </li></ul><ul><li>Assist in Talent Development and Succession Planning for the Authority </li></ul><ul><li>Prepare and review learning and development policies </li></ul><ul><li>Designing learning curriculum and programs </li></ul>
  39. 39. 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
  40. 40. 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  
  41. 41. 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
  42. 42. 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.
  43. 43. 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.
  44. 44. 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.
  45. 45. 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.
  46. 46. 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
  47. 47. Credit: ASTD Model
  48. 48. Credit: Pictures
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