Training Department - Hrd Competency Model

HRD Competency Model Your Career Development Road map

Where are you now?
What is your next stage?
What do you go from here?
Questions?

Passion

Skills and Knowledge Training Coaching Facilitating Course Designing Coordinating Planning & organizing Staffing Budgeting Project Management Internal Consulting

Level 1
Training Executive
Training Asistant
Level 2
Training Manager
Training Section Head
Grouping

Level 1 Competencies (Training Executive and Training Assistant)
Training – 16 skills
Coaching – 5 skills
Facilitating – 10 skills
Course Designing – 32 skills
Coordinating – 18 skills
Skills and Knowledge

Planning & organizing – 3 skills
Staffing – 9 skills
Budgeting – 3 skills
Project Management – 3 skills
Internal Consulting – 3 skills
Level 2 Competencies (Training Manager and Training Section Head) Skills and Knowledge

Individual Competency Analysis

Career Development WIIFM - Competency Analysis Status of SKA Corporate Needs

Individual analysis in each of the competencies
Combine Individual competencies into one chart to see to overall areas of strengths and development with Rating (points) and comments
Combine all individuals according to division for overall strengths and development with rating and comments
Competency Analysis

Manager and Section Head
81 skills for Level 1 &
21 skills for Level 2
Executive and Training Assistant
81 skills
Competency Analysis

Step 1: Evaluate Development Plan
Self-Rating or 3 rd Party Rating: 1-5
0 = behavior not observed (N);
1-2 = incomplete (tangible results or outputs are not observed, missing or partially complete)(I);
3 = meets basic competency - tangible results or outputs are visible) (B);
4-5 = meets advanced competency - advanced tangible results or outputs are visible) (A)
Individual Competency Analysis

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 Competency Analysis Form

Individual Analysis (Level 2) Refer to Individual Competency Analysis Form

1. List competencies that exceed expectation:
a. Training
b. Course Designing
2. Identify Areas of Underdevelopment
Step 4. Chart Out Development Plan Facilitation Refer to Expanded Competencies Form 1: Plans Team or Training Meetings Using an Agenda

Identify competencies that require coaching and feedback:
Identify resources required to develop these competencies:
5. Target date for re-evaluation:
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

Division Analysis

Division Analysis (Progressive Status)

Department Analysis

Appendix

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

Future Trend: CLO & ASTD

Foundation Competencies Future Trend: CLO & ASTD

Areas of Expertise Future Trend: CLO & ASTD

Roles Future Trend: CLO & ASTD

Training Assistant - Diploma
Training Executive – Degree
Training Manager - Degree
Training Senior Manager/Vice President – MBA/MA
Training Director
Career Development

Possible Monthly Income

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

HRDF
ASTD
Training Ideas
Journey of HRD
Chief Learning Officer Network
Reference

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.

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.

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

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.

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)

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

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

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

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

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

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.

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.

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.

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.

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

Credit: ASTD Model

Credit: Pictures

http://journeyofhrd.blogspot.com	16
http://www.slideshare.net	8
http://journeyofhrd.blogspot.in	2
http://mcollaboration.blogspot.com	1
http://journeyofhrd.blogspot.de	1

Training Department - Hrd Competency Model

by Laurence Yap on Sep 06, 2009

Accessibility

Categories

Tags

Upload Details

Usage Rights

5 Embeds 28

Statistics

Training Department - Hrd Competency Model — Presentation Transcript