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Training Strategies to Gain Support


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Gaining Support from Line Managers for Talent Development. Presented on 29thSept2010.iqpc. novotel hotel
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Training Strategies to Gain Support

  1. 1. Educating & Training Line Managers In Talent Management Getting Their Full Support For Your Program Laurence Yap
  2. 2. Getting Full Support From Line Managers For Your Talent Management Programs Laurence Yap Sr. Manager of Training & OD
  3. 4. <ul><li>Background </li></ul><ul><li>Gaining Support Strategies </li></ul><ul><ul><li>1. Co-designing Corporate Strategy </li></ul></ul><ul><ul><li>2. Identifying Business Challenges </li></ul></ul><ul><ul><li>3. Communicating Effectively </li></ul></ul>Outline
  4. 5. <ul><ul><li>Reviewing Training Programs Collectively </li></ul></ul><ul><ul><li>Creating Teaching Culture </li></ul></ul><ul><ul><li>6. Conducting Talent Review meetings </li></ul></ul><ul><ul><li>Setting up Council to review monthly </li></ul></ul><ul><li>C. Summary </li></ul>Outline
  5. 8. A. Background
  6. 10. Talent Management <ul><li>Specific Employees –Future Leaders </li></ul><ul><li>Common Group – Build Talent & Culture </li></ul>Two Approaches
  7. 11. Busy. Priorities How do you gain their support? Dilemmas
  8. 12. B. Gaining Support Strategies
  9. 13. 1. Co-designing Corporate Strategy
  10. 14. Change Management Implementation STRATEGY IMPLEMENTATION © Bridges Business Consultancy Int, 2005t Do What Matters Most Vision, Mission & Values t Strategy Creation
  11. 15. 2. Identifying Business Challenges
  12. 16. <ul><li>Talent Gaps/Issues* </li></ul><ul><li>#1 </li></ul><ul><li>#2 </li></ul><ul><li>#3 </li></ul><ul><li>Talent Management Action Plan (2009) </li></ul><ul><li>#1 </li></ul><ul><li>#2 </li></ul><ul><li>#3 </li></ul><ul><li>#4 </li></ul><ul><li>#5 </li></ul>Current Changes/Challenges Impacting Your Business <ul><li>#1 </li></ul><ul><li>#2 </li></ul><ul><li>#3 </li></ul>Future Changes/Challenges Impacting Your Business <ul><li>Talent Management Accomplishments (2009) </li></ul><ul><li>#1 </li></ul><ul><li>#2 </li></ul><ul><li>#3 </li></ul><ul><li>#4 </li></ul><ul><li>#5 </li></ul><ul><li>#1 </li></ul><ul><li>#2 </li></ul><ul><li>#3 </li></ul><ul><li>2010 Talent Management Action Plan </li></ul><ul><li>#1 </li></ul><ul><li>#2 </li></ul><ul><li>#3 </li></ul><ul><li>#4 </li></ul><ul><li>Talent Strengths* </li></ul><ul><li>#1 </li></ul><ul><li>#2 </li></ul><ul><li>#3 </li></ul>Business Challenges Based : Direct
  13. 17. 3. Communicating Effectively
  14. 18. Dialog Session with Carsem Supervisory Community
  15. 22. 4. Reviewing Training Programs Collectively
  16. 23. Evaluation Team
  17. 24. Summary Evaluation Form Comment
  18. 25. 5. Creating Teaching Culture
  19. 27. Program Overview <ul><li>Module 1 Best Leadership Practices (1) </li></ul><ul><li>Module 2 Best Leadership Practices (2) </li></ul><ul><li>Module 3 How to Motivate Today’s Employees </li></ul><ul><li>Module 4 Situational Leadership </li></ul><ul><li>Module 5 Business Alignment </li></ul>Program Overview
  20. 28. 6. Conducting Talent Review meetings
  21. 29. Selection Development Review Talent Management Pool Flow
  22. 30. 7. Setting up Councils
  23. 31. Talent Management <ul><li>A. QPP Council for Leadership </li></ul><ul><li>Lean Council for Lean </li></ul><ul><li>manufacturing </li></ul>Councils
  24. 32. <ul><li>Wave 1 </li></ul><ul><li>Lean overview </li></ul><ul><li>Value Stream Mapping </li></ul><ul><li>Set-up Reduction </li></ul><ul><li>5S </li></ul><ul><li>Change Management </li></ul><ul><li>Wave 2 </li></ul><ul><li>Visual Management </li></ul><ul><li>Standardized Work </li></ul><ul><li>Error Proofing </li></ul><ul><li>Handling Resistance </li></ul>LEAN IMPLEMENTATION IN CARSEM <ul><li>Factory will be more Visual & Organize </li></ul><ul><li>Reduced set-up time </li></ul><ul><li>Factory will have less error </li></ul><ul><li>Work will be more standardize/repeatable </li></ul><ul><li>Wave 3 </li></ul><ul><li>Material Control (Kanban) </li></ul><ul><li>Total Production Mgt (TPM) </li></ul><ul><li>Overall Engineering Efficiency (OEE) </li></ul><ul><li>Performance Measurement </li></ul><ul><li>Introduce pull mechanism through Kanban </li></ul><ul><li>Working with lower level of inventory </li></ul><ul><li>Improve equipment OEE </li></ul><ul><li>Wave 4 </li></ul><ul><li>Theory of constraints </li></ul><ul><li>Lay-out optimization </li></ul><ul><li>IT Tools </li></ul><ul><li>Lean Diagnostics </li></ul><ul><li>Further strengthen the whole Value Stream Map after the 3 waves project. </li></ul><ul><li>Lean Masters have advanced diagnostic ability for continuous improvement on their own VSM (Value Stream Mapping) </li></ul><ul><li>Lean lay-out </li></ul>
  25. 33. Lean Consultants <ul><li>The AMC founders & principal consultants are: </li></ul><ul><ul><li>Ramesh Victor Rajathavavaram </li></ul></ul><ul><ul><li>Lean Master (USA) </li></ul></ul><ul><ul><li>Soundrarajan Pitchay </li></ul></ul><ul><ul><li>Lean Master (USA) </li></ul></ul><ul><ul><li>URL: </li></ul></ul><ul><ul><li>Email: </li></ul></ul>
  26. 34. Consulting
  27. 35. Fear and Status Quo
  28. 36. C. Summary
  29. 38. <ul><li>Gaining Support Strategies </li></ul><ul><ul><li>1. Co-designing Corporate Strategy </li></ul></ul><ul><ul><li>2. Identifying Business Challenges </li></ul></ul><ul><ul><li>Communicating Effectively </li></ul></ul><ul><ul><li>Reviewing Training Programs Collectively </li></ul></ul><ul><ul><li>Creating Teaching Culture </li></ul></ul><ul><ul><li>6. Conducting Talent Review meetings </li></ul></ul><ul><ul><li>Setting up Council to review monthly </li></ul></ul>Summary
  30. 39. Discover Talent: Paul Potts
  31. 41. OD, Training and Education Corporate Learning HRD Best Practice Malaysia Chief Learning Officer Network Contact Network