Training Strategies to Grow Organizations

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Training Strategies to Grow Organizations

  1. 1. LEARNING AND DEVELOPMENT PLANNING FOR EFFECTIVENESS
  2. 2. Learning and Development Plan • Long Term Robust Culture: Onboarding, Leaders as Teachers, Performance Metric Leadership Continuity: Talent, Mgn, Succession Planning & Leadership Dev Professional Competency Development: Technical and Soft Skills Execution Culture: Lean, TPM, Continuous Improvement Cycle Performance and Coaching Culture: career Dev, Coaching, Performance Core Business Skills Transfer: Training With Industry • Short Term Corporate Strategic Learning Operation Certification Technology Advancement Customer Relations
  3. 3. Long Term Planning Year One Year Two Year three Year Four Year Five Strategies Organization Strategic Learning X X X X X Execution Coaching. Lean Operation Certification Customer Relations X X X X X Structure Review of Structure Change Mgn X X X X X Culture Onboarding Leaders as Teachers X Corp Onboard X Dept Onboard X Leaders as Teachers X X Leadership Leadership Dev Succession Planning X Exe X Junior Mgr X Middle Mgr X Seniro Mgr X C-Level Talent Competency Career Dev Tech Advancement X Tech Comp X Soft Skills Talent X Career X X
  4. 4. BUSINESS SUSTAINABILITY GROWTH MODEL
  5. 5. Results  Strategy  Execution  Culture  Structure  Talent  Leadership  Innovation  M&A Total Return to Shareholders 943% (Winners) vs 62% (losers) Sales 413% (Winners) vs 83% (losers) Operating Income 326% (Winners) vs 22% (losers) Return on Invested Capital (%) +5.45% (Winners) vs -8.52% (losers) Engagement Talent Productivity Profit
  6. 6. Background The Evergreen Project 200 well-established management practices within 160 companies over a 10- year period (1986-1996) Prof Nirtin Nohria from Harvard Business School has pointed out that companies which consistently follow this formula of 4 + 2 have a 90% chance of sustaining superior business performance. Engagement Talent Productivity Profit
  7. 7. Overview of Tools and Processes  Strategy  Execution  Culture  Structure Strategy Planning Performance Management Coaching Process Improvement Tools Lean Organization and TWI Team Transfer of Skills and Knowledge Four Corporate Culture Management Employee Engagement Survey Team Bonding and Planning Organization Structure Review
  8. 8. Overview of Tools and Processes  Talent  Leadership  Innovation  M&A High Potential Talent Development Succession Planning Training and Development System Individual Contributor Development High Potential Leadership Development Senior Leadership Development Management Competencies and HR Processes Continuous Improvement Culture
  9. 9. ORGANIZATION STRATEGIC LEARNING
  10. 10. Organization Strategic Learning Short Term Strategic Learning Solutions Link Learning Activities to Corporate Strategies • Training Department develop the learning needs together with the Business Leaders. • Create Learning cycle to assist the organization to deal with business challenges Stretch Goals Strategies Tactical Plan Champion Talent Needed Learning Results Retain Customers 100% Closer to customers Account Managers improve their effort to know the needs of customers Albert Tan Rene Ross Mei Ling Customer relationship training with specific target Increase customers scorecard from 55% to 85%
  11. 11. KNOW HOW O USE A WIDE RANGE OF PROCESS OOLS
  12. 12. Learning Cycle
  13. 13. Learning Function 1 General Management • Organization Design • Funding • Strategic Planning • Goal Alignment • Investment Priority • Competency Management • Measurement • L&D Staff Selection and Development
  14. 14. Learning Function 2 Relationship Management • Communicating Values • Needs Assessment • Internal Marketing • Cross Functional Partnering • Branding • Clients Partnering
  15. 15. Learning Function 3 Operational Efficiency • Content Design • Administrative Process Efficiency • Contents Portfolio Management • Channel Management • L&D Sourcing • Vendor Partnering and Management
  16. 16. Learning Function 4 Leadership Development • Talent Pipeline Segmentation • Onboarding • High Potential Identification • Leadership Development Programs • Succession Management • Leaders as Teachers • Transition Management • Executive Coaching
  17. 17. Learning Function 5 Service Delivery • Manager Led Development • Coaching and Mentoring • Experience Based Delivery • Individualized Development Plan • E-Learning • Peer to peer Learning
  18. 18. Learning Function 6 Systems and Infrastructure • Learning Technology Architecture • In the moment performance support systems • Knowledge Management Systems • Learning Portal • Performance Management and Development Planning Systems

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