HRD Department Dev 2007/8 Plan

High Performance Model Learning: change Collaborating: speed Teaching: Growth Learning Informal learning formal learning Teaching Management becomes trainers Groom internal employees as trainers Collaborating Network to customers and vendors Cross Function Team Community of Practices Profit Employee Supplier

Agenda 1. Vision and Mission 2. Department Structure 3. Learning Focus 4. Strategies 6. HRD Development 5. New Approaches

Vision and Mission Vision Mission

Branding Learning to Compete Professional Innovation Global

HRD Current Needs

Needs Eliminate waste and standardization – Lean Manufacturing Create motivation workforce -Leadership Development for Supervisors and Leaders Speed up knowledge transfer to promote alternate learning: internet, book, nano learning, seminar, benchmarking Improve organizational effectiveness through OD activities Improve SKA of employees through various training courses Equip for organization transformation by improving the capabilities of HRD

Eliminate waste and standardization – Lean Manufacturing

Create motivation workforce -Leadership Development for Supervisors and Leaders

Speed up knowledge transfer to promote alternate learning: internet, book, nano learning, seminar, benchmarking

Improve organizational effectiveness through OD activities

Improve SKA of employees through various training courses

Equip for organization transformation by improving the capabilities of HRD

HRD Strategies and Activities

Factors that Promote Learning Anthony Dibella (2001) Scanning imperative Performance Gap Concern for measurement Organization curiosity Climate of openness Continuous Education Operational variety Multiple advocates Involved leadership System Perspective

Anthony Dibella (2001)

Scanning imperative

Performance Gap

Concern for measurement

Organization curiosity

Climate of openness

Continuous Education

Operational variety

Multiple advocates

Involved leadership

System Perspective

Nine Strategies Focus on Performance Solution Align to Corporate Objectives Broadening Learning Activities Building Employee Branding Invest in Strategic Learning Leverage on our intellectual capital Partnership with Different Business Unit Cultivate Values and Positive Culture Speed up knowledge transfer

HRD Department Structure

Learning Focus Focus HRD Management Dev Technical and Quality Dev Lean Academy Engineering Dev OD: Succession Planning & Values E-Learning Nano Learning For Frontline Employee Employee Dev Center for Resource Group Dev Informal Learning

HRD Organization Development

Scope The fundamental of OD is developing capacity to realize and achieve organization aims Developing capacity require learning of new skills, pattern of communication, knowledge and attitudes To change organization culture, we need to learn new values or assumption, to design new system and structure – to change behavior, change the rules

The fundamental of OD is developing capacity to realize and achieve organization aims

Developing capacity require learning of new skills, pattern of communication, knowledge and attitudes

To change organization culture, we need to learn new values or assumption, to design new system and structure – to change behavior, change the rules

Organization Development Corporate Values Leadership Development Performance Consulting Facilitate Meetings Succession Planning Lean Process Improvement

Corporate Values

Leadership Development

Performance Consulting

Facilitate Meetings

Succession Planning

Lean Process Improvement

Team Approach

Best Practices

Leadership Development

Succession Planning

Cultural Changes

Competency Model at IBM

Defining Learning Services

Informal Learning

Learning Management System

Nano Learning Posters: 15 Minutes

Asset Based Thinking

Benchmarking

Training Center HRD Global Learning Center TSDC Carsem Business School Center of Excellent Carsem U Carsem Multimedia Studio Training Center

HRD Development

Staff Development Training Management Competency (one day a month: Mc Grew Hill; ASTD) Consulting Skills Human Performance Consulting Lean Academy Internet Research Performance Communication Leadership Skills Organizing and Managing Training Delivery Skills Soft skills for Instructors Benchmarking HRD Conferences (4 times a year)

Training Management Competency (one day a month: Mc Grew Hill; ASTD)

Consulting Skills

Human Performance Consulting

Lean Academy

Internet Research

Performance Communication

Leadership Skills

Organizing and Managing

Training Delivery Skills

Soft skills for Instructors

Benchmarking

HRD Conferences (4 times a year)

Internal Changes Restructure Department Structure Job Rotation Branding Establish various Training Centers (GLC, CoE, Carsem U etc) External Consultants (AMD, Intel & Aiesec) Team Learning Matrix Organization Sculpture/Media/Model center Intranet

Restructure Department Structure

Job Rotation

Branding

Establish various Training Centers

(GLC, CoE, Carsem U etc)

External Consultants (AMD, Intel & Aiesec)

Team Learning

Matrix Organization

Sculpture/Media/Model center

Intranet