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Our Only Competative Edge is to Learn Faster than Our Competitors

*http://www.flickr.com/photos/pingnews/493761196/Creative Commons Attribution Share Alike LicenseDavid Shapinsky

HRD Competencies in MalaysiaLaurence Yap M.A. (Uni. Malaya)[Senior Manager]
Human Resource Development

*http://www.flickr.com/photos/dankamminga/17580365/CC Attribution LicenseDan Kamminga

HRD & Productivity Contribution

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28%MALAYSIAS HRDF:An Evaluation of Its Effects on Training and ProductivityHong TanLead Economist, World Bank Institute

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OutlinePassionTraining CompetenciesLearning and Development CompetenciesMoneyJob RequirementFuture

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

HRD is the integrated use of training and learning, career development, and organization development to improve individual and organizational effectiveness

Patrician McLaren

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Passion & Career Vision

Q1

__________________________________Eg: Training Director, Training Consultant, OD Director
Lecturer and etc

Q2 Why do you like to be a HRD profession?_________________________________ Help people, influence people, joy of teaching, Joy of developing instructional design, work with different group of people

Q3What still excite you to these days?

__________________________________Joy of teaching, positive influence the mindset of people, seeing organization grow, coaching people

Q4 What moment of the past gives you joy and meaning?

________________________________ Zenger Miller, Leadership program, lean manufacturing, OD work in Pfizer

Q5What are your strengths?

_______________________________People skills, strategic thinking, networking skills, Training skills, Team builder, leader

Q6What are things you would like to do in future? (Is this the right job?) _________________________________

Training consultant, regional training director, Global HRD director

Q7What is meaning of the work you are doing now?

_______________________________ Contributing to organization direction, learning opportunities for employees, compete with the world

Q8What is the plan for you to achieve that?

_______________________________ Get a PhD, Write and develop courses, Talent Management, Advance English proficiency

Q9What do you want to achieve?

_______________________________ male learning part of organization growth, develop people, gather training managers

HRD
Competency
ModelYour Career DevelopmentRoad map

Assessment ToolsThe Trainer's Journey to Competence: Tools, Assessments, and ModelsJean Barbazette

Paperback: 336 pages Publisher: Pfeiffer (August 24, 2005) Language: English ISBN-10: 0787975230 ISBN-13: 978-0787975234

Skills and KnowledgeTraining CoachingFacilitating Course Designing Coordinating Planning & organizing Staffing Budgeting Project Management Internal Consulting

A. Training and LearningCreative delivery of Training

Nano Training, Mobile LearningManagement System

E-LearningCorporate Learning Strategies

Alignment to Department Needs YB approaches, Vendor supportLearning Culture

Benchmarking, Shared Learning (Book, Best Practice), Internet research, Books and Magazines

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HRD CompetenciesChief Learning Officer

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

Future Trend: CLO & ASTD

Future Trend: CLO & ASTD

Foundation CompetenciesFuture Trend: CLO & ASTD

Areas of ExpertiseFuture Trend: CLO & ASTD

RolesFuture Trend: CLO & ASTD

B. Organization DevelopmentOrganization Effectiveness

Strategy Planning, Organization Design, Team Collaboration, Facilitation ChangeCultural Development

Values, Leadership Development, Positive MindsetWork Process Interventions

Lean Manufacturing, TQMs Small Group Activities

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Career Dev

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Career DevelopmentTraining Assistant - DiplomaTraining Executive DegreeTraining Manager - DegreeTraining Senior Manager/Vice President MBA/MATraining Director

Possible Monthly Income

Possible IncomesTraining Assistant RM 800 - 1600Training Executive RM 1600 RM 5000Training Manager RM 3500 RM 8000Training Senior RM 8000 RM 18000

Manager/Vice PresidentTraining Director RM 16000 RM 25000

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.

Market Requirement: MFC

Learning and Development Manager

Responsibilities:

Lead the IL & DL Training team to deliver excellent performancesand customer satisfactions.

Provide leadership and strategic direction as a content expert intraining & development to implement organization's core trainingcurriculum covering technical skills, soft-skills and leadershipdevelopment programs.

Design, develop and facilitate training sessions through strategicpartnership with training providers and internal customers toachieve set goals.

Market Requirement: MFC

Learning and Development Manager

Responsibilities:

Establish, manage and review training guidelines and policy toensure alignment with the organization's expectations and compliance.

Perform budgetary control for Training Section.

Device development plan, assessment methods and systemsmeasure training effectiveness and ROI of Training.

Drive for continuous training improvements

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.

Self-starter and ability to drive the team towards excellence.

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)

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

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

Market Requirement: BankHong Leong Investment Bank Berhad (43526-P)
A Member of the Hong Leong Group

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

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

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

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.

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.

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.

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.

HRDFASTDTraining IdeasJourney of HRDChief Learning Officer Network

Reference

Credit: Assessment ToolsThe Trainer's Journey to Competence: Tools, Assessments, and ModelsJean Barbazette

Paperback: 336 pages Publisher: Pfeiffer (August 24, 2005) Language: English ISBN-10: 0787975230 ISBN-13: 978-0787975234

Credit: ASTD Model

Credit: Pictures

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*http://www.flickr.com/photos/pingnews/493761196/Creative Commons Attribution Share Alike LicenseDavid Shapinsky*http://www.flickr.com/photos/dankamminga/17580365/CC Attribution LicenseDan Kamminga

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