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RETHINKING CORPORATE TRAINING
This document summarizes a training program on developing competencies. It discusses the current workplace outlook and introduces a competency-based training model. It also describes various training delivery methods, such as traditional training, flipped training, and blended learning. Key aspects of developing talent through training programs and transitioning employees between job levels are also presented.
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RETHINKING CORPORATE TRAINING
- 1. All rights reserved.This document is the confidential and proprietary property of Sdn. Bhd. This document (including the format and the presentation thereof) may not be reproduced, modified, sold or otherwise transferred or provided, in whole or in part, to any other person or entity without the prior written permission of Sdn. Bhd.. RETHINKING CORPORATE TRAINING Improve Training ROI with Competencies Current workplace outlook Company profile The total investment for this engagement is RM360 per pax only.. High-impact learning resource 27-Oct-16ghazali.mdnoor@gmail.com
- 3. Employer-Directed Learning Role ofCompliance Employee-Directed Learning On-demand Just-in-Time Training 3 Competency-based training model Employee proposes learning plan Manager confirms learning plan Employee implements learning plan Employee self evaluates performance Manager observes and evaluates performance Organisation defines competencies Employee self- evaluates Manager confirms evaluation Skill gaps identified Growth Mindset leads to a desire to learn, so tends to: Believe that skills can always improve with hard work See effort as a path to mastery and therefore essential Embrace challenges and see them as opportunity to grow See feedback as useful for learning and improving Views setbacks as a wake-up call to work harder next time Find lessons and inspiration in the success of others As a result, they reach ever-higher levels of potential and performance. Fixed Mindset leads to a desire to look good, so tends to: Believe that most skills are based on traits that are fixed and cannot change See effort as unnecessary; something to do when you’re not good enough Avoid challenges because could reveal lack of skill; tends to give up easily See feedback as personally threatening to sense of self and gets defensive View setbacks as discouraging; tends to blame others Feel threatened by the success of others; may undermine others in effort to look good As a result, they may plateau early and achieve less than their full potential.
- 4. Score on 1-5 3.00 5.00 7.00 9.00 11.00 PercentageCorrect Compare toOthers Compare to Self Score on 6-10 Score on 1-5 Score on 6-10 Mindset changes performances 4
- 5. Name of Company: Go Sovereign Sdn. Bhd. Registration No. : 601898 K Date of Incorporation : 26 December 2002 Business Address : Unit B1-B3-05, Block B Vista Komanwel B Bukit Jalil 57000 FT Kuala Lumpur Type : Private Company Limited By Shares Paid-Up Capital : RM100,000 Shareholding : 100% Bumiputra Owned and Managed Status : Multimedia Super Corridor Company Ministry of Finance, Malaysia : Registered Training & Consultancy Resource Banker : Malayan Banking Berhad Contact No. : +6 019-3878585 Contact Person : Ghazali Md. Noor
- 6. Traditional training CONTENT During: Lecture After: Homework Flipped training Before: Learn During: Application+ Discussion CONTENT After: Extend Learning 6
- 7. 7 Facilitation and training deliverymethodology One size doesn’t fit all Blended learning can be wonderful Oversight still required Traditional academic content isn’t always relevant Short, snappy, interactive and to the point lectures to introduce a topic Hands-on individual, team or group activities, case studies, or assessments to experiment about the topic Group debriefing and discussions about the topic to provide necessary links with the workplace Assessment of the level of intake of the topic by the participants Subject exploration Experiential learning Workplace implementation Validation
- 8. Manager of Managers SUCCESSFULLY CREATE NEW& DIFFERENT Can develop skills & people, look at bottom line, Results, skip level for others, number of people promoted, retention 1:1 training/coaching, stretch assignments, cross-training - Learn entrepreneurship competencies - Apply specific occupational training - Learn how to create new businesses Manager EXERCISE GOOD JUDGEMENT; UNDERSTAND THE BUSINESS Goal-setting, business acumen, initiative, discern learning styles & motivations Turn over in dept, results E-learning & instructor led - Discover entrepreneurship competencies - Understand problems of employers Individual Contributor SELF AWARENESS Adaptive, collaborative, influence without authority Observable, 360-degree feedback tests, projects, working with others E-learning & instructor led - Gain prerequisite basic skills - Identify career options - Understand economics & free enterprise Content Activities/ Outcomes Delivery Support Group Training Programmes Developing a training plan 8
- 9. Transition to Managing Others Transitionto Managing Managers Transition to Senior Leader Transition to Leader of Leaders Transition to Colleague Senior Leader Manager Colleague 9 9 Manager of Managers SUCCESSFULLY CREATE NEW & DIFFERENT Manager EXERCISE GOOD JUDGEMENT; UNDERSTAND THE BUSINESS Individual Contributor SELF AWARENESS Key pivot points for talent development to impact success? *The Leadership Pipeline: How to Build the Leadership-Powered Company Charan, Drotter, Noel`
- 10. *The Leadership Pipeline:How to Build the Leadership-Powered Company Charan, Drotter, Noel` Competencies and the dimensions to be measured for high performance and enhanced service delivery at the appropriate competency framework level LEARN EXECUTE ATTRACT PERFORM * Detailed lesson plan available upon request. 10 Manager of Managers SUCCESSFULLY CREATE NEW & DIFFERENT Manager EXERCISE GOOD JUDGEMENT; UNDERSTAND THE BUSINESS Individual Contributor SELF AWARENESS
- 11. Winner of bestin employee career development award 11 4 3 2 Review your L+D needs Consider existing learning technology Evaluate MOOC options Take a free course or a trial 1
- 12. The professional feefor this project is at a special rate of RM360 per pax. Facilitation workshops are based on the maximum of 25 paxper session. The fee is payable upon the completion of each module. This quote excludes the 6% GST. The fee quoted covers workshop development fees and printed materials only. Out-of-Pocket Expenses which include project related expenses such as travelling and accommodation incurred while travelling outside Klang Valley are to be reimbursed by client separately at cost. The fee quoted herein should be considered current for two weeks from the date of submission. RM Your investment are based on the minimum a 2-days’ session 9,000 6% GST 540 Total 9,540
- 13. 13 MOHR ranked usin the top three contributor of the previous Train And Place programme thus allowing us to… Build Talent Pipelines Candidate Screening, Sponsorship Onboard New Employees Self-directed Development Workplace & On- the-Job Training Brand Marketing Collaboration and Innovation Train Channel Partners and Customers
- 14. Services Clients ExampleScope of Work Mentoring & Coaching Defined the human resource capacity requirements / constraints and to outline how human resources can be mobilised to support the Transformation Operating Model. Ensured that Maybank had the capability to deliver the transformation Development of Concept Paper Identified critical success factors and best practices for an efficient TEVT system Developed and designed a conceptual paper on a TEVT School Concept on behalf of Encorp Berhad Talent Management Assisted TNB in understanding the current competencies and competencies desired to reduce the talent gap. Assisted to form a group of leaders who can leverage human capital for competitive advantage. Development of Training Needs Provided assistance and guidance to create an organisation where personal goals and incentives are aligned with strategy and that encourages personal contribution. Designed and established a teamwork culture to encourage the sharing of knowledge and experience needed by the strategy. 14 … leverage on our frameworks and experiences to accelerate the delivery of our services
- 15. Driving strategic initiativesto realize bottom line results and enhance employee engagement in the pursuit of organisational objectives. Involved in cross border humanitarian missions, Ghazali specialises in skills from an Islamic perspective. Held responsibilities as Group Director, Corporate Services. Portfolio includes Legal, Corporate Planning, Human Resources and IT. Performance-driven professional with 28 years of combined expertise in Human Resources management, recruiting, corporate and employment laws. Strategy architect in the development of innovative Learning initiatives to streamline processes and capitalise on organisational growth opportunities. A creative thinker, problem solver and decision maker who effectively balances the needs of employees with the mission of the organisation. Strong communication, interpersonal relations, mentoring, negotiation and organisational skills. Passionate in sharing through lectures and learning, he is registered as a Resource Person with Malaysian Institute of Management and frequent speaker at both local and foreign conferences for Signium International and Asia Business Forum. Ghazali Md. Noor
- 16. 16 Call +6019 3878585 email: ghazali.mdnoor@gmail.com Ready to get started? Current workplace outlook Company profile The total investment for this engagement is RM360 per pax only.. High-impact learning resource
Editor's Notes
- #2 Massive Open Online Course
- #3 User Experience
- #4 The third distinguishing aspect of competency-based training is the training model. The learner is responsible for their own learning Their manager or coach is accountable for their learning The competency-based training model is really a performance development model. It integrates competency and performance requirements into the organisations performance development system
- #5 True in performance evals too Sal Khan, Khan Academy, has amazing stats too
- #6 27-Oct-16
- #8 Changing role for L&D (content curators)
- #9 Helping Create a Pipeline of Entrepreneurs Everywhere The Future Entrepreneurs are in our Schools today The Aspiring Entrepreneurs are everywhere in our education system and in our workplaces The Start-up Entrepreneur needs specific skills, training, mentoring and guidance toward successful practices All Entrepreneurs need the opportunity to problem solve with other entrepreneurial minded business persons
- #10 Companies most often use: Training for Cognitive Skills Self-directed learning Custom-designed programs Open-enrollment programs Coaching for Emotional Skills 360º feedback Executive coaching Formal mentoring Experiences for Values and Decisiveness Action learning Job rotation Business scenario simulation
- #11 Companies most often use: Training for Cognitive Skills Self-directed learning Custom-designed programs Open-enrollment programs Coaching for Emotional Skills 360º feedback Executive coaching Formal mentoring Experiences for Values and Decisiveness Action learning Job rotation Business scenario simulation
- #12 Labour crunch will continue Training is key to productivity Blended learning is a viable solution Mobile technologies are enablers Costs will decline
- #13 Terms and Conditions: Should any invoice remain unpaid for more than 30 days, interest shall be paid at a rate of 1.5% per month (or other appropriate amount based on the applicable business environment). We also reserve the right to demobilise our team if we do not receive payment for any invoice which remains unpaid for more than 30 days. Should we need to demobilise our team, we will seek your prior consent with regard to our demobilisation plan.
- #14 Types of workplace Massive Open Online Courses