Mandatory Development Program
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Transcript of Mandatory Development Program
People DevelopmentMCCI Development Program
Presentation Track
1
Background
2
Objective
3
Development Program
4
Competency Based Approach
5
Development Model
6
Evaluation & Monitoring
INDUCTION PROGRAM
4
Development Program
4
Competency Based Approach
4
Development Model
4
Evaluation & Monitoring
CAREER PROGRAM
3Background
SAFETY ISSUE
TURN OVER
New Employee
Very Low Experience
Minimum Safety
Knowledge Minimum
Vocational Training
Unstructured Training
Program & Dedicated
Mentor
Minimum Technical
Orientation
Skilled Operator
RESIGN
Competency GAP
DEVELOPMENT PROGRAM
Lack of Skill Preparation
Jr OperatorNew ‘injured’
Operator
2
13
NEW
EM
PLO
YEE
LT
I D
ATA
GR
AD
E 4- 6 TU
RN
OVER
26
20092008
1
20092008
*Source: RCP *Source: PERS
1. B
ackg
roun
d2.
Obj
ectiv
e
Undefined Individual
Development Program
Direct Operational
TaskLack of risk
management program (backup
employees)
Extremely difficult to recruit
Experience Employment in
the market
4
DEVELOPMENT PROGRAM
MANAGEMENTBackground
Officer
Supervisor
Ass Manager
Officer
Supervisor
Ass Manager
1
9
2Sect Manager 1
1
3
5
TURN OVER
Lack of Cadre Program to Replace Certain People in
Certain Position
Extremely difficult to recruit Experience Employment in
the market
5Background
SAFETY ISSUE
TURN OVER
STRUCTURE DEVELOPMENT
PROGRAM
Competent New Operator
Human Capital Readiness
Objective
ORIENTATION PROGRAM CAREER PROGRAM
Executive Mgt Development Program
Supervisor Mgt Development Program
Officer Mgt Development Program
Specific Function
Specific Cross Function
General Technical
Corporate Value Foundation Program
( New Employee )
( Officer )
( Supervisor )
( Assistant Manager – Section Manager )
Frontline Development Program 3
Frontline Development Program 2
Frontline Development Program ( Sr. Operator )
( Group Leader )
( Shift Leader )
Strategic Mgt Development Program ( Division Manager )
1. B
ackg
roun
d2.
Obj
ectiv
e
6 MCCI Competency ProfileEx. Operator
4. A
ppro
ach
5. M
odel
6. E
valu
atio
nCompetency Based Approach
7 Competency Based Development Program
Corporate Value Foundation Module
General Soft General Tech
General Tech Specific Cross Function Specific Function Module
COMPETENCY Specific Specific
CQ
1
INF
1
LUR
1
OC
1
RO
1
SVO
1
TW
1
PK
1
QSHE
1
ENG
1
CL
1
PLOP
1
PLMG
1
GMP
1
PPIC
1
MKH
1
WH
1
PROT
1
CON
1
Common Specific (PRO,UTT,MNT,QI)
1
MFG-MNT-MKT-RCP-ADM-FIN PRO-UTT-MNT-QI-SHE PRO-UTT-MNT-QI
MODULE
FRESH GRADUATE
MFG-MNT-MKT-RCP-ADM-FIN
EXPERIENCE
1 week 3 week 1 Month 3 MonthTRAINEE PROBATION
Behavior Indicator - UnskilledMCCI COMPETENCY MATRIX (Operator)
PROBATION
Corporate Value Foundation Module General Tech On The Job TrainingMODULE
1 week 2 week 2 Month 1 week
4. A
ppro
ach
5. M
odel
6. E
valu
atio
nINDUCTION PROGRAM
7 Month
8 Induction Program Development Model8
CORP VALUE FOUNDATION
GENERAL TECHNICAL
SPECIFIC CROSS FUNCTION
PTA
PET
PTA
PET UTT
MEC
ELCINS
Quality Insurance
Proc
ess
Maintenance
SPECIFIC
For all new employee
Company ProfileOrganization Commitment & ComplianceLURService OrientationTeamworkKnowledge SeekingConcern for QualityResult Orientation
Product KnowledgeQSHE
EnglishComputer Literacy
Defining program in progress
4. A
ppro
ach
5. M
odel
6. E
valu
atio
n
Basic ChemicalBasic EquipmentOperation UnitInstrumentation & Process ControlIntroduction to DCSElectricity in MCCIStartup PlantIntroduction to Maintenance
9 Induction ProgramEvaluation & Monitoring9
Tech
nica
l (T)
Behavior (B)
30 B : 70 T 40 B : 60 T 50 B : 50 T
[ Value’s ]
[Kno
wle
dge
& Sk
ill]
Rate C Rate C Rate C
4. A
ppro
ach
5. M
odel
6. E
valu
atio
n
Corp Value Foundation General Tech Specific Cross Function Specific Function Module
TRAINEE PROBATION
1 week 2 week 7 Month 3 Month
Rate C
50 B : 50 T
1 Month
12
The New Employee Orientation Program
Following Direction
Able to operate with minimum assistant
General Technical
Value Foundation
1 w 2 w
Specific Technical
7 m
Specific Technical
3 m NEW EMPLOYEE
Rate C
1 m
Rate C Rate C
Specific Cross Function
Passing Rate
Passing Rate
Passing Rate
CAREER PROGRAM
Syllabus Training
1. B
ackg
roun
d2.
Obj
ectiv
e
Rate C
Passing Rate
13 Core Team
Development Stakeholders
HRDOMDevelopment Executive
Program Principle
Core Values Trainers
General Technical Trainers
Cross Function Trainers
Specific Trainers
Provide Direction to Develop Framework, Policy & Curriculum and Feedback the program effectiveness, Deploy the Trainers
Monitor & Evaluate program implementation according to Framework & Policy deployment, Setup the program calendar
Organize program implementation, Coordinate all Trainers, Evaluate Training Effectiveness and Monitor Training Activities
Prepare training module, Conduct training activities, Analyze training curriculum, Evaluate the Trainee’s,
KHM, MED, JPN, DHK, BBS, RDA, DDT, SANO, WOER, DP
LA, SAN
SAN
Development Instructor
16 Presentation Track
1
Background
2
Objective
3
Development Program
4
Competency Based Approach
5
Development Model
6
Evaluation & Monitoring
INDUCTION PROGRAM
4
Development Program
4
Competency Based Approach
4
Development Model
4
Evaluation & Monitoring
CAREER PROGRAM
17Background
SAFETY ISSUE
TURN OVER
STRUCTURE DEVELOPMENT
PROGRAM
Competent New Operator
Human Capital Readiness
Objective
ORIENTATION PROGRAM CAREER PROGRAM
Executive Mgt Development Program
Supervisor Mgt Development Program
Basic Management Program
Specific Function
Specific Cross Function
General Technical
Corporate Value Foundation Program
( New Employee )
( Officer )
( Supervisor )
( Assistant Manager – Section Manager )
Basic Operational Program ( Group Leader / Shift Leader )
Strategic Mgt Development Program ( Division Manager )
1. B
ackg
roun
d2.
Obj
ectiv
e
18CAREER PROGRAM
Management
FRESHGRADE
START
SUPERVISORTechnical
RefreshmentSupervisory
Management Dev Program
IDPLDP
ASMBusiness
RefreshmentExecutive
Management Dev Program
IDPLDPMDP
SMBusiness Strategic
RefreshmentStrategic Management
Dev Program
DM
IDP LDPMDP
Technical Refreshment
Officer Management Dev Program
IDP LDP
OFFICERTRAINEE Specific Technical
Corp Value Foundation
1M 2M 4M Probation
General Technical
Specific Cross Function
*benchmark
BOD
1919
OFF
SPV
ASM-SM
MANAGING TASK
MANAGING PEOPLE
MANAGING BUSINESS
DM
Career ProgramDevelopment Approach
20Career Program
Management Development Program
Managing Task
1. Problem Analysis
2. Effective People (7 Habits)
3. Effective Report Writing
Managing People
2. Effective Team Player
3. Frontline Leadership
Managing Business
1. Performance PlanningPS
RO
TW
LUR
SO
CQ
:: BASIC OPERATIONAL PROGRAM
21Career Program
Management Development Program
Managing Task
1. Problem Analysis
2. Effective People (8 Habits)
3. Presentation Skill
Managing People
2. Effective Team Player
3. Communication Style
Managing Business
1. Performance PlanningPS
POC
RO
TW
LUR
SO
CQ
1. Problem Solving
3. Finance for Non Finance
1. Situational Leadership
2. Group Dynamics
3. Assertiveness Skills
1. Business PresentationPS
RO
LEAD
PM
LUR
SO
4. Coaching & CounselingDO
INF
:: BASIC MANAGEMENT PROGRAM
:: SUPERVISOR MANAGEMENT DEVELOPMENT PROGRAM
Managing Task Managing People Managing Business
22Career Program
Management Development Program
1. Risk Management 1. Operational ManagementRO STM
1. Regional/Global Seminar
:: EXCUTIVE MANAGEMENT DEVELOPMENT PROGRAM (ASM-SM)
:: STRATEGIC MANAGEMENT DEVELOPMENT PROGRAM (DM)
Business Networking
Managing Task Managing Business
1. Knowledge Management 1. Man Management
2. HR for non HR
3. Conflict Resolution
1. Business PlanningPS LEAD
PM
CM
SO
4. Coaching & CounselingDO
Managing Task Managing People Managing Business
2. Change ManagementOD
1. Finance for non Finance
2. Financial Management
3. Business Strategy
4. Marketing Management
1. Transformational LeaderLEAD
Managing People
Managing Task Managing People Managing Business
Managing Task Managing People Managing Business
2323Roadmap
Development Framework
Curriculum & Program
Structure & InfrastructurePolicy
Current State
Batch 1 – New Employee Orientation Program
Roadmap Syllabus SOP
TimeframeTraining
Management
Training Center
Trainers
Treatment for Trainers
Curriculum & Evaluation
Training Matrix
Development Stage
Career Management
Mgt & Non Mgt Design
Apr
Frontline Development Program 1
Frontline Development
Program 2
Executive Development
Program
Supervisor Development
Program
Strategic Development
Program
Officer Development
Program
GENERAL TECHNICAL
MODULE
CORP VALUE FOUNDATION
MODULE
SPECIFIC MODULE
Blue
prin
t Sc
ratc
hIn
duct
ion
Prog
ram
Man
dato
ry P
rogr
am
Career Program
Jul
May
Jun
Aug
Sr.Opr – GL GL-SLOFF
SPV ASM-SM
DM
Sept
Oct
Dec
Q1- Batch 1 Mandatory Program
Nov
2nd Phase
1st Phase
24Milestone Program
24 1st Phase – Orientation Program
Outcome
Evaluation CriteriaTrainers
Training Center
Curriculum
MCCI Development
Program Structure
Approved Proposal
Curriculum
Evaluation Criteria
100% Passing Probation
Policy
Schedule
Aug
14 June
11 June
Dec
Aug
Jul
Jul
?
14 June
Orientation Program