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Hrd Competency Model

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  • 1. HRDCompetencyModelYour CareerDevelopmentRoad map
  • 2. Questions?Where are you now?What is your next stage?What do you go from here?
  • 3. Passion
  • 4. Skills and KnowledgeTrainingCoachingFacilitatingCourse DesigningCoordinatingPlanning & organizingStaffingBudgetingProject ManagementInternal Consulting
  • 5. Grouping Level 1 Training Executive Training AsistantLevel 2Training ManagerTraining Section Head
  • 6. Skills and KnowledgeTraining – 16 skillsCoaching – 5 skillsFacilitating – 10 skillsCourse Designing – 32 skillsCoordinating – 18 skillsLevel 1 Competencies(Training Executive and Training Assistant)
  • 7. Skills and Knowledge Planning & organizing – 3 skills Staffing – 9 skills Budgeting – 3 skills Project Management – 3 skills Internal Consulting – 3 skillsLevel 2 Competencies(Training Manager and Training Section Head)
  • 8. Individual Competency Analysis
  • 9. WIIFM - Competency Analysis Career Development Status of SKA Corporate Needs
  • 10. Competency Analysis• 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
  • 11. Competency Analysis• Manager and Section Head 81 skills for Level 1 & 21 skills for Level 2• Executive and Training Assistant 81 skills
  • 12. Individual Competency AnalysisStep 1: Evaluate Development Plan Self-Rating or 3rd 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)
  • 13. Step 1. Evaluate CompetencyRefer to Development Plan Form Development Plan of Training Executive for Training Competency Trainer’s Name: ______________________________ Date:________________________ A= meets advanced competency (advanced tangible results or outputs are visible) 4-5 B = meets basic competency (tangible results or outputs are visible) 3 I = incomplete (tangible results or outputs are not observed, missing or partially complete) 1-2 N= behavior not observed (not competent) 0 Trainer or Instructor Self-Rating 3rd Party Rating Competency Advanced Results or Output 1. Prepares for Management partnership 2 instruction training course announcement 4 Pre-work assignments 4 Room set-up diagram 3 Training equipment materials 4
  • 14. Step 2. Calculate Competency ScoreRefer to Expanded Competencies Form Trainer or Instructor Self-Rating 3rd Party Rating Competency Advanced Results or Output 12. Handles 1 Changed learner behavior problem 3 13. Manages 2 Use of technology appropriate 2 use of technology 14. Promotes 3 Transferred learning is used on learning the job 5 transfer 4 Conducts 15. Completed lessons 1 learning online 16. Recommends Written recommendations for 5 4 course changes 1 modifications % Total of competencies Observed (total score) 15/25 = 45% 36/90 = 60% % Total required for competence (0-1) 1/5 = = 25% 4/16 20%
  • 15. Step 3. Calculate Total Competency ScoreRefer to Individual Competency Analysis Form Individual Competency Analysis (Level 1) Name Lim Mei Mei Alina Division Trg Admin Competency Analysis Areas Need to Improve (A) Areas that Perform Averagely (B) Areas that doing well (A) (Below 50%) (50%-70%) (Above 70%) Level 1 Training 89% Coaching 65% Facilitating 43% Corse Designing 73% Coordinating 56% Total 326/5=65.2%
  • 16. Individual Analysis (Level 2)Individual Competency Analysis (Level 2)Name DivisionCompetency Analysis Areas Need to Improve (A) Areas that Perform Averagely (B) Areas that doing well (A) (Below 50%) (50%-70%) (Above 70%)Level 1Training Refer to Individual Competency Analysis FormCoachingFacilitatingCorse DesigningCoordinatingTotalLevel 2Planning &OrganizingStaffingBudgetingProjectManagementInternalConsutlingTotal
  • 17. Step 4. Chart Out Development PlanRefer to Expanded Competencies Form 1. List competencies that exceed expectation: a. Training b. Course Designing 2. 2. Identify Areas of Underdevelopment Identify Underdeveloped or Knowledge, skills, and unobserved competencies attitudes to acquire Supporting Knowledge Facilitatio * Understands collaborative agenda-setting techniques n 1: Plans Team or * * Is aware of what can be accomplished during a given meeting Understands additional planning steps needed for a specific meeting Training Meetings Using Supporting Skills an Agenda * Solicits agenda items from participants * Ties agenda items to a business need * Contacts participants from prior meetings to obtain updated information and completed assignments * Circulates the agenda prior to the meeting Supporting Attitudes * Is willing to share decision making * Is thorough and persistent
  • 18. Step 4. Chart Out Development Plan1. Identify competencies that require coaching and feedback: Coordination & Facilitation4. Identify resources required to develop these competencies: Attend Training at FMM, Shadowing from Shidah, Read Peter Drucker’s execution5. Target date for re-evaluation: Training 14th Dec 2009 3.00 pm to 4.30 pm Assignment Coaching
  • 19. Division AnalysisDistribution of Competency: DivisionDivision LeaderName Training Coaching Facilitating Designing Training Coordinating Total CourseYY Song 60% 70% 45% 90% 78% 69%Alexa 56% 45% 78% 56% 69% 61%Aminah 35% 67% 53% 39% 58% 50%Yarti 35% 76% 97% 49% 56% 63%Total 47% 65% 68% 59% 65% 61%A = Advance (Above 70%)B = Average (50%-70%)C = Under develop (Below 50%)
  • 20. Division Analysis (Progressive Status)Distribution of Competency: DivisionDivisionName Total 2009 Total 2010 Total 2011YY Song 69% 75% 82%Alexa 61% 67% 72%Aminah 50% 58% 63%Yarti 63% 69% 78%Total 2009 65% 67% 74%A = Advance (Above 70%)B = Average (50%-70%)C = Under develop (Below 50%)
  • 21. Department AnalysisDistribution of CompetencyDepartment: HRDCompetency Planning Organizing Staffing Budgeting Project Management Internal ConsultingKW CheahPeter ChewMalarRamond ChinRosSalbiahKalimuddinA = Advance (Above 70%)B = Average (50%-70%)C = Under develop (Below 50%)
  • 22. Appendix
  • 23. Future Trend: CLO & ASTD • 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
  • 24. Future Trend: CLO & ASTD
  • 25. Future Trend: CLO & ASTD Foundation Competencies
  • 26. Future Trend: CLO & ASTD Areas of Expertise
  • 27. Future Trend: CLO & ASTD Roles
  • 28. Career Development• Training Assistant - Diploma• Training Executive – Degree• Training Manager - Degree• Training Senior Manager/Vice President – MBA/MA• Training Director
  • 29. Possible Monthly Income
  • 30. Possible Incomes• 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
  • 31. Reference• HRDF• ASTD• Training Ideas• Journey of HRD• Chief Learning Officer Network
  • 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. Market Requirement: MFCLearning and Development ManagerResponsibilities:Lead the IL & DL Training team to deliver excellent performancesand customer satisfactions.Provide leadership and strategic direction as a content expert intraining & development to implement organizations core trainingcurriculum covering technical skills, soft-skills and leadershipdevelopment programs.Design, develop and facilitate training sessions through strategicpartnership with training providers and internal customers toachieve set goals.
  • 34. Market Requirement: MFCLearning and Development ManagerResponsibilities:Establish, manage and review training guidelines and policy toensure alignment with the organizations expectations andcompliance.Perform budgetary control for Training Section.Device development plan, assessment methods and systemsmeasure training effectiveness and ROI of Training.Drive for continuous training improvements
  • 35. Market Requirement: MFCRequirements:Candidate must possess at least Bachelors Degree, PostGraduate Diploma, Professional Degree or Masters Degreein Engineering (Electrical/Electronic), ComputerScience/Information Technology, Human ResourceManagement or equivalent. At least 5 year(s) of working experience in the related field isrequired for this position. Preferably Managers specializing in Training & Developmentor equivalent.Excellent leadership qualities and skills in the areas oftraining and development, and people and performancemanagement.Experienced in developing, driving, and delivering effectivetraining & development programs.Hands On experience in Direct Labor(DL) Training.
  • 36. Market Requirement: GLCLocated in Johor, the southern gateway to Malaysia,the Iskandar Development Region is poised tobecome Asias most exciting regional metropolis. TheIskandar Regional Development Authority (IRDA) hasbeen entrusted to realise this vision of developing avibrant new City in the heart of South East Asia.Such an endeavor will require the talents of theregions best in the area of planning, implementation,coordination, control, management, finance andpromotion to ensure the success of the IskandarDevelopment Region. Work with others who shareyour same enthusiasm for excellence, new challengesand innovation.Vice President, Learning & Development(Johor)
  • 37. 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
  • 38. Market Requirement: GLCResponsibilities:• 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
  • 39. Market Requirement: Bank Hong Leong Group is a leading conglomerate basedin 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 andOceania. Hong Leong Investment Bank Berhad ispart of the member of the Hong Leong Group Hong Leong Investment Bank Berhad (43526-P) A Member of the Hong Leong Group
  • 40. Market Requirement: Bank Responsibilities: Provide leadership and strategic direction as a content expert in training & development to implement organizations 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 organizations 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. Market Requirement: BankRequirements:Candidate must possess at least Bachelors Degree or PostGraduate Diploma in Human Resource Management,Business Administration or equivalentAt least 4 years of working experience in the related field isrequired for this positionPreferably Managers specializing in Training & Developmentor equivalentExcellent leadership qualities and skills in the areas oftraining and development, and people and performancemanagementExperienced in developing, driving, and delivering effectivetraining & development programsHands-on experience in conducting trainingSelf-starter and ability to drive the team towards excellence
  • 42. Market Requirement: OD ResponsibilitiesDevelop, 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. Market Requirement: ODResponsibilitiesDevelop 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. Market Requirement: ODResponsibilitiesMonitor 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. Market Requirement: ODRequirements:Degree in Human Resource Development or any relateddiscipline.Minimum 3 years working experience in related field.A good understanding of the latest/best HR practices in areassuch as Talent Management and Leadership Development,Competency Development and Performance Managementwill be an added advantage.
  • 46. Credit: Assessment Tools The Trainers 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. Credit: ASTD Model
  • 48. Credit: Pictures