The document provides details on competency models, career development paths, and training needs analysis for different levels within an organization's human resource development department, with the goal of assessing and improving individual, department, and divisional competencies over time. Competency assessments and analyses are conducted at the individual, department, and divisional levels to identify strengths, areas for development, and resources needed to improve competencies.

1. HRD
Competency
Model
Your Career
Development
Road map

2. Questions?
Where are you now?
What is your next stage?
What do you go from here?

3. Passion

4. Skills and Knowledge
Training
Coaching
Facilitating
Course Designing
Coordinating
Planning & organizing
Staffing
Budgeting
Project Management
Internal Consulting

5. Grouping
Level 1
Training Executive
Training Asistant
Level 2
Training Manager
Training Section Head

6. Skills and Knowledge
Training – 16 skills
Coaching – 5 skills
Facilitating – 10 skills
Course Designing – 32 skills
Coordinating – 18 skills
Level 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 skills
Level 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 Analysis
Step 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 Competency
Refer 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 Score
Refer 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 Score
Refer 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 Division
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
Refer to Individual Competency Analysis Form
Coaching
Facilitating
Corse Designing
Coordinating
Total
Level 2
Planning &
Organizing
Staffing
Budgeting
Project
Management
Internal
Consutling
Total

17. Step 4. Chart Out Development Plan
Refer 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 Plan
1. Identify competencies that require coaching and
feedback:
Coordination & Facilitation
4. Identify resources required to develop these
competencies:
Attend Training at FMM, Shadowing from Shidah,
Read Peter Drucker’s execution
5. Target date for re-evaluation:
Training
14th Dec 2009 3.00 pm to 4.30 pm Assignment
Coaching

19. Division Analysis
Distribution of Competency: Division
Division Leader
Name Training Coaching Facilitating Designing Training Coordinating Total
Course
YY 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: Division
Division
Name Total 2009 Total 2010 Total 2011
YY 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 Analysis
Distribution of Competency
Department: HRD
Competency Planning Organizing Staffing Budgeting Project Management Internal Consulting
KW Cheah
Peter Chew
Malar
Ramond Chin
Ros
Salbiah
Kalimuddin
A = 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: MFC
Learning and Development Manager
Responsibilities:
Lead the IL & DL Training team to deliver excellent performances
and customer satisfactions.
Provide leadership and strategic direction as a content expert in
training & development to implement organization's core training
curriculum covering technical skills, soft-skills and leadership
development programs.
Design, develop and facilitate training sessions through strategic
partnership with training providers and internal customers to
achieve set goals.

34. Market Requirement: MFC
Learning and Development Manager
Responsibilities:
Establish, manage and review training guidelines and policy to
ensure alignment with the organization's expectations and
compliance.
Perform budgetary control for Training Section.
Device development plan, assessment methods and systems
measure training effectiveness and ROI of Training.
Drive for continuous training improvements

35. Market Requirement: MFC
Requirements:
Candidate must possess at least Bachelor's Degree, Post
Graduate Diploma, Professional Degree or Master's Degree
in Engineering (Electrical/Electronic), Computer
Science/Information Technology, Human Resource
Management or equivalent.
At least 5 year(s) of working experience in the related field is
required for this position.
Preferably Managers specializing in Training & Development
or equivalent.
Excellent leadership qualities and skills in the areas of
training and development, and people and performance
management.
Experienced in developing, driving, and delivering effective
training & development programs.
Hands On experience in Direct Labor(DL) Training.

36. Market Requirement: GLC
Located in Johor, the southern gateway to Malaysia,
the Iskandar Development Region is poised to
become Asia's most exciting regional metropolis. The
Iskandar Regional Development Authority (IRDA) has
been entrusted to realise this vision of developing a
vibrant new City in the heart of South East Asia.
Such an endeavor will require the talents of the
regions best in the area of planning, implementation,
coordination, control, management, finance and
promotion to ensure the success of the Iskandar
Development Region. Work with others who share
your same enthusiasm for excellence, new challenges
and 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: GLC
Responsibilities:
• 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 based
in 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 and
Oceania. Hong Leong Investment Bank Berhad is
part 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 organization's 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 organization's 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: Bank
Requirements:
Candidate must possess at least Bachelor's Degree or Post
Graduate Diploma in Human Resource Management,
Business Administration or equivalent
At least 4 years of working experience in the related field is
required for this position
Preferably Managers specializing in Training & Development
or equivalent
Excellent leadership qualities and skills in the areas of
training and development, and people and performance
management
Experienced in developing, driving, and delivering effective
training & development programs
Hands-on experience in conducting training
Self-starter and ability to drive the team towards excellence

42. Market Requirement: OD
Responsibilities
Develop, 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: OD
Responsibilities
Develop 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: OD
Responsibilities
Monitor 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: OD
Requirements:
Degree in Human Resource Development or any related
discipline.
Minimum 3 years working experience in related field.
A good understanding of the latest/best HR practices in areas
such as Talent Management and Leadership Development,
Competency Development and Performance Management
will be an added advantage.

46. Credit: Assessment Tools
The Trainer's 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