Design Management Trainee Program - WordPress.com · 2016. 12. 4. · about IDR 20 million if...
Transcript of Design Management Trainee Program - WordPress.com · 2016. 12. 4. · about IDR 20 million if...
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Design Management Trainee
ProgramLuthfi Rochmatika
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Objective
• Develop people to become leader who has competent, knowledgeable, and excellence work to achieve the target with fast track learning systems.
• Develop staff or trainee who have entrepreneurship skill, young talents align with core values culture and company Visions Missions
• Support business expansion
• Create career path
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Model Management Trainee
Recruitment&
Selection
Change Behavior
Evaluation & Monitoring
Training Class room
Job rotationProject
Assignment
Couching&
Counseling
Development Method
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Target Soft Competency
� Planning & Organizing
� Impact� Work Standards� Building positive working relationship
• Driving Execution
• Information Monitoring
• Gaining Commitment
• Building Trust
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Definition Soft Competency
Competency Definition
Planning & Organizing Establishing courses of action for self and others to ensure that works is completed efficiently.
• Prioritizes• Determines task and resources• Schedules
Work Standards Setting high standards of performance for self and others; assuming responsibility and accountability for successfully completing assignments or tasks; self-imposing standards of excellence rather than having standards imposed.
• Set standards for excellence• Ensures high quality
Source : Harvard University, Competency Dictionary
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Definition Soft Competency
Competency Definition
Impact Creating a good first impression; commanding attention and respect; showing an air of confidence.
• Dress appropriately• Displays professional demeanor• Speaks confidently
Building Positive relationship
Developing and using collaborative relationships to facilitate the accomplishment of work goals.
• Seeks opportunities• Clarifies the current condition• Develops others and own ideas
Source : Harvard University, Competency Dictionary
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Definition Soft Competency
Competency Definition
Driving Execution Translating strategic priorities into operational reality; aligning communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measurable and sustainable results.
• Translates initiatives into actions• Implements communication strategy• Creates accountability• Ensures skill and readiness• Align systems and process• Creates measurement discipline
Gaining Commitment Using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one’s own behavior to accommodate tasks, situations, and individuals involved.
• Open discussions effectively• Clarifies the current conditions• Develops others and own idea• Facilitates agreement • Closes discussions with clear summaries
Source : Harvard University, Competency Dictionary
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Definition Soft Competency
Competency Definition
Information Monitoring
Setting up ongoing procedures to collect and review information needed to manage an organization or ongoing activities within it.
• Identifies monitoring needs• Develops monitoring system• Implement tracking systems• Review data
Building Trust Interacting with others in a way that gives them confidence in one’s intentions and those of the organization.
• Operates with integrity• Discloses own positions• Remains open to idea• Supports others
Source : Harvard University, Competency Dictionary
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Specifications
AgeMax. 25 years old
EducationS1/Diploma with minimum GPA 3.00
BackgroundAny Major, preferably hotel, hospitality, tourism
Personality Traits
• Exhibit High Personal Integrity, Entrepreneurship, Analytical Thinking
• Good interpersonal skills
• Hard worker and ability to work under pressure
• Fluent in English both oral and written
• Have leadership skill
• Service oriented• Ready work longer hours and weekend/holiday
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Sourcing…
External Internal
• Campus
Channeling
such as IPB,
UPH, UGM, UI
• Job Street
• Referrals
Program
• LinkedIn
• Referrals and
recommendations
• Internal
newsletter
• Internal Company
Portal
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Selection Process…
Application Screening
Psychological test
HR Interview
User Interview
GM InterviewAssessment Center
Medical Check up
Offering & Signing
Note : Ensure all psychological test and competency based interview (CBI) align with staff competency
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Development Methods (1)…
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Development Methods (2)…
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Development Methods (3)…
Note : Choose and ensure every development method align with competency that to be developed
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Roadmap and timeline…
Training in class room
On job training
Training class room
On job training
Training class room
Special assignments
Final presentation
1
weeks
12
weeks
1
weeks
12
weeks
1
weeks
16
weeks
1
weeks
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Graduation Criteria…
Workshop Action Learning
Post test 70%
Coaching 60%
Multirater feedback
20 %
Final Presentation 30%
Implementation 50%
Participation 30%
10% Workshop
Resume 20%
60% On Job Training
Result 10%
Proposal 10%
30% Project
Improvement
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Stakeholder…
HR Mgr Dept Head
Trainee
• Attend and follow the program
• On the job training
• Following the terms and
condition of this program
including termination process
• Facilitate the
implementation and
administration of the
program and guide the
process
• Keep tracking
competency and
report data by
evaluation and
coaching form
• Ensure all the program
align with the training
module
• Verify all process and
development stages
• As coach for trainee to
develop their
competency
• Give recommendation
to ops mgr about
trainee
• Report all process to
GM
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Stakeholder…
General Mgr
Other Mgr
• As a trainer to teach about
their department knowledge
• Support training module
related to their department
• Give advice how to run this
program
• Participating in program
evaluation
• Monitor development
progress
• Project sponsor
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Placement Guideline…
The graduate program will be placed at company both coreand support function based on
Management decision
The decision is made based on the overall profile of each person and business need
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Next program…
Executive Development Program
Management Development Program
Supervisor Development Program
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Budget Component…
Item Number
Salary Rp.
Training Provider Rp.
Advertising/Sourcing Rp.
Selection tools Rp.
Laptop/PC Rp.
Email Rp.
Working Space Rp.
Transportation Rp.
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Term and condition…
1. During training program, the status of the trainee is contract. After one year,
trainee will be permanent employee and under special agreement with penalty
about IDR 20 million if trainee resign. The engagement period after the program
is 1 year to stay with the company.
2. The trainee will be terminated if they don’t meet the requirements and
expectations of the program.
3. All manager must support this program to develop trainee become ideal
Supervisor
4. After project completion the talent will be as supervisor with proven competency.
5. Recruitment process get the best talent in market (Garbage in Garbage out)
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Key Point Development…
• Baseline competencies
• People who developed
• Buddy manager (commitment)
• Development Method
• Scheme benefits
• Clear contract agreement between company and talents
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Challenges…
• Resistance from staff incumbent or other employee
• Juggling between daily activity and buddy trainee
• Budget for development
• Organization Maturity
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Insights…
• People can be developed related with change behavior that expected in certain position.• The key success of development is commitment between trainee and user or senior management. Senior management as mentor give time, advice and sharing experience. User as buddy manager always trains participants until show expected competencies. • However, if development system can not running well as long as program get best talents, they are still developing.• Prepare competitive compensation and benefit for participants since they are talents. The package should be different with others.
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Insights…
• One indicators that development running well is feeling stressful from trainee, exit from comfort zone by doing new things and never do before. The program should stretch their ability and competencies.
• Always room to be developed even he is a director with different treat and approach.
• Employee from development program is cheaper and more engage than external hiring. Other side, development program needs effort from senior management.
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Nama : Luthfi Rochmatika
Jabatan : HR Manager & Trainer
Contact : 081319554465
Email : [email protected]
Universitas Jurusan Tahun
Insitut Pertanian Bogor Agribisnis 2002 - 2006
Universitas Indonesia Ekonomi Syariah 2009 - 2011
Perjalanan karir Luthfi diawali dari dunia perbankan selama 5 tahun. Mulai tidakmenemukan passionnya, Luthfi mendapatkan tawaran program development dariMahadasha (Trakindo Grup) untuk menjadi level managerial. Sistem rekrutmenmenggunakan assessment center dan pelatihan bekerja sama dengan PPM managementdengan kurikulum yang komprehensif membuat Luthfi semakin paham dunia HR. Lulusdari program tersebut, Luthfi mendapat tantangan untuk mengajar soft skill d ibidangCustomer Service di bawah perusahaan Mahadya (Carl’s Jr, WingStop, Caribou Coffebrand) . Hingga saat ini, program-program soft skill merupakan andalan Luthfi di dalammengajar. Karirnya tidak berhenti disitu, Mahadya memberikan kesempatan Luthfi untukmengambil program HR sertifikasi yang diadakan oleh GML. Kesehariannya, Luthfimenjadi HR Business Partner di Mahadya mendukung keberhasilan operasional Bisnis.