Training Strategy ppt

Strategy Planning Training Department Mydin Mohammed Holding Berhad

Process Flow
Practical Vision
Underlying Constraint
Strategic Directions
Systematic Actions
Implementation Timeline

Vision: Definition
A mental picture of what the organization should look like in the future

New Definition of Mission
To assist in increasing the effectiveness and efficiency of all individuals in Mydin Mohamed Holdings Bhd.
Our measures of success is based on the improvement of job behaviors, job performance, problem solved, cost savings to organization, product quantity, product quality, lower absenteeism, lower turnover and customer satisfaction of the training we provide,

Objective
Transform organization to achieve performance effectiveness
Create a joyful and meaningful workplace.

Old Definition of Mission
To provide all types of training support services to all employees
Our measures of success is based on
Hours of training
Persons trained
Classes delivered
Media Produced
Instructional objectives accomplished
Course catalogs

Transformation
Traditional Training
Performance Driven
(refer to HPI Model)

Comparison
Sample Mission statement
Measures of success
Origin of performance problems
Audience served
Relationship with organizational goals
Perception of others
Staff skills required
Potential survival in difficult times

Roles
Past
Trainer
Future: Facilitator (Process control) Consultant (Provide answer) Trainer (Skills, attitudes, knowledge)

Skills Required
Consulting
Needs assessment
Needs analysis
Data collection
System Design
Long range planning
Cost-benefit planning
Evaluation
Research
Learning
Facilitation
Training

Training skills
Delivering Training
Creating lesson plans
Media Production
Department Budgeting
Course Scheduling
Coordinating events
Developing survey, questionnaires
Manage external vendors or trainers

Old Relationship with Organization
Support function
Cost center
Little relationship exists between dept activities and organizational goals

New Relationships
Proactive Function
Profit Center
Documented savings related to waste, turnover, defects, and downtime
A high relationship exists with organizational goals

Traditional Training Function
Indirect link to organizational bottom line
Lack of management support
No relation to other organizational Initiative
Lack of respect and credibility

Strategic Direction
Learning Organization that encompasses:
Improving organizational learning capabilities
Facilitating organization development or reengineering
Building team based workforce to enhance productivity
Cultivating world class customer care
Upgrading operational excellence
Building, expanding and manage knowledge

Improving organizational learning capabilities

Organizational Learning
Focus on training and learning
Training and learning must be fun, practical and interactive
Exploring new ways of training and learning methods such as Multisensory, NLP, Visual/Music/Multimedia, Dialogue, Facilitative and etc

Learning
Widening learning channels such as accessing to internet, resource library, audio visual
Hold in house seminar, conference and workshop to improve convergence and divergence of knowledge
Encourage Team Learning (training department)

Prioritize Training Course
Focus on the foundation for first year
Customer Care
Retail Training
Housekeeping
Merchandizing Display
English
Supervisor Development
Team Development
HR competency training

What we do now
Conduct fundamental training
Setting up team learning
Applying facilitative and multi-sensory training

What can we do further?
Exploring latest training methodology
Widening learning opportunities such as Certificate Program

Facilitating organization development or reengineering

Organization Development/Reengineering
Function as Process facilitator
Using various facilitator tools such as
HPE: Performance
FishBone
5 Why
Flow Chart
Run Chart
Needed for fundamental change due to outdated organization system (;policies, roles and responsibilities etc)

What are we doing now?
Renovation – mental rehearsal – Nesan/Laurence
Store clearance – Nesan/Laurence
Price Change - Laurence
Energy level of Cashier – Guna/Zaidi/Laurence
Motivational level of employees
Collecting problems facing by employees through customer service training- Trg Dept

JMI: Our first client of Consultancy
Conduct field study and consulting on JMI from 15 th Sept onward (45 days)
Informed Zaidi, the branch manager of JMI.
Areas to look into:
Redesigning jobs or work tasks
Improving information flow
Improving feedback to performer
Improving OJT (on job or off job training)
Using structure practice (OA2)
Improving tools and equipment
Using job or performance aids
Improving reward systems

Facilitating the final project management by doing mental rehearsal for Hypermarket
GAMES for Hypermarket
Examine the organization system of SUBANG
Doing organization studies of SKE and other branches
Move into troubled branches to find root course and solutions
Initial projects to rescue critical area of Mydin

Things to remember
Water and stone
Human psychology
Positive orientated
Ambience
Beware of people

Building team based workforce to enhance productivity

Building team based workforce
Organize Group to become Team
Train team to be Self Directed Work Team (SDWT) or Self Managed Team (SMT)
The move will revolutionize the industrial practice of retail industry
Implement in MNC Manufacturing such as AMD, Nestle and Komag in Malaysia

What is SDWT?
Empower to make decisions
Know each other jobs
Supervisors act as facilitator
Accountable for work group
Facilitator, team leader and team member

Skills needed 1/2
Leadership
Communication
Interpersonal
Group problem Solving
Peer Coaching and feedback
Consensus decision making
Conflict management
Project management

Skills Needed -2/ 2
Team dynamics
Process Improvement

Change of Perception of Team Members
Accept change
Try new things
Take on more responsibilties
Held accountable
Take actions
Act in the best interest of team
Take risks
Be open minded

Experiment on JMI
Halid
8 45 am
15 people
Daily meeting and discussion
Rest 30 minutes in afternoon
Scram

Agenda of Meetings
Motivation sharing
Improvement projects
Group and individual appraisal
Problems and solutions sharing
Ways to increase sales and customer base
Ways to upgrade customer service, grooming
housekeeping and mechanizing
Get to know each other activities
Training

Cultivating world class customer care

Customer Care Driven
Customer Care
Complete JMI’s Training
Still no positive results. It proves my hypothesis is right. It is the organizational system (80%) that contribute to the “indifferent” of customer service

What are we doing now?
Completed customer care training at H=JMI within six week time
Completed the manual writing (Farha)
Training at Malacca (5 th -13 th Sept)

Weekly focus – Floor Meeting, Daily Briefing
Competition
Poster
Customer Survey form
Remember customer names
Field study on JMI Organization System – Manpower, Roles and responsibilities, Leadership style etc….

Operasi Akar 2
Operational excellency driven – Nesan
360 degree feedback for Leadership style
Set up Ground Rules of Human Relationships

Upgrading operational excellence

Operational Excellency Driven
Implement housekeeping and mechanizing display

What do we do now?
Training an audit SKE
Begin training at JMI

Building, expanding and manage knowledge

Knowledge Management
E Learning
Internet Strategy
Portal Information
Community of Expert
Best Practice/Lesson-Learned Sharing
Enlarge learning channels

E Learning
Build learning module online for managers and executives to learn
Incorporating LMS into our recording system
Experimenting short and practical topic such as:
10 minutes learning on effective email writing
10 minutes learning on vendor negotiation
10 minutes learning on English for customer service

Internet Strategy
Search information for competitive edge
Teach internet search strategy
Formulate internet user policy to draw boundaries of surfing and searching
Train buyers, HR, branch executive etc.
Create directory search for relevant departments

Portal Information
Put up useful information on training department
Provide a online suggestion and feedback format

Community of Expert
Gather expert for sharing knowledge
Collect list of skills, knowledge, hobbies and achievement of every employees
Have info exchange session
Do benchmarking tours

Best Practice/Lesson-Learned Sharing
Invite experts to share such as Victor and Halim
Facilitate the session to have tangible outcome

Enlarge learning channels
Access to Public Library
Access to Magazines
Access to Internet
Access to books (RM 300)

What do we do now?
Facilitate Halim’s session
Gather the list of skills from HR personnel
Doing some studies on LMS and e module

Have web presence at intranet (Oct)
Put up e Module online (Nov)

Who do what?
List down our expertise
Take one strategy direction to champion
Teach internet search to access info
Master learning skills
Master facilitation skills
Master training skills
Set up self manage team for ourselve
Team learning on workbook

Next
Have weekly meeting
Have weekly strategy discussion to generate action plan
Have weekly training

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Training Strategy ppt

by Laurence Yap on May 13, 2007

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Training Strategy ppt — Presentation Transcript