Training & Development Programs

8/11/2019 Training & Development Programs

1/15

Training &

Development

Programs

11-Jul-14 Created by Uray Andro [email protected]


2/15

Why do we

need toDevelop?

Its a VUCA

World!

VolatileBerubahubah

UncertainTidak pasti

ComplexRumit

AmbiguityTidak Jelas


DevelopBusiness & Strategy DevelopmentSystem & Tech Development

People Development


3/15


4/15

REASON & BENEFIT

Increased job satisfactionandmoraleamong employees. Making them

more motivatedso worked moreproductively.

Increased capacityto adopt new methodand technology. So will also increasing

efficienciesin work process.

Create pool of readily availableand adequate personnelto

replacing future vacant position.

Create overall organization image as a goodplace to work.value, nurture

and offer its employeesopportunity to grow.



5/15

Alignment

Employee focused

Build on strengths

Skill & knowledge

Improvedperformance


KEY CHARACTERISTICSAlignment How do the teams support

achievement of organization

goal?

how do individuals support

achievement of team goal? What is the organization trying

to achieve?

Employee focused What key competencies actually

support the achievement of the

employees goals?

What characteristic &

capabilities are critical to thesuccess of your organizations

goal

Build on strength Nurture individual strengths Target specific skill gap &

challenges

What are the common traits &

strengths of top performers?

Skill & Knowledge Knowledge & Skill is gained with

the purpose of supporting

performance

Improved performance


6/15

PERFORMANCE& NEEDSANALYSIS

ESTABLISHCOMPETENCIES

ESTABLISH JOBROLE

STANDARD

IDENTIFY SKILLGAPS

CREATE IDP

ASSESS &MEASURE

IMPLEMENTATION

PROCESS

PERFORMANCE & NEEDS

ANALYSIS Identify skills and

behaviors that are critical

to achieve our

organizations goals

Are the current KSAsaligned and support

organizations values?


ESTABLISH COMPETENCIES

Identify top performersacross job roles

Benchmark top performers

ESTABLISH JOB ROLE

STANDARD What are top performers

do?

What does success look

like?

IDENTIFY SKILL GAPS

Find difference betweendesired and actual level of

performance

Identify applied

competencies

CREATE INDIVIDUAL

DEVELOPMENT PLANS Objective information

(Mission Statement)

Learning StyleTraining

Curriculum

Career plansuccessionplan

Manager support

ASSESS & MEASURE

LEVEL 1ParticipanReaction

LEVEL 2Learned

Knowledge, Skill &

Attitudes

LEVEL 3Behaviorchanges

LEVEL 4Results on

business impact

LEVEL 5Return of

investment


7/15

COMPETENCIES Job performance

Abilities

Behavior

Skill

Personal Characteristics Knowledge; motive,trait, self-

concept

Is an underlyingcharacteristicof an individual

that is causally related to

criterion-referenced

effective or superior

performancein a job.



8/15

COMPETENCY LEVELS

Industry

organizational value

cultureCORE COMPETENCIES

Technicians & Professionals

Salespeople

Helping & Human service

Managers

Enterpreneurs

JOB FAMILYCOMPETENCIES

Level of specific skill mastery

JOB ROLECOMPETENCIES



9/15

Sample skills assessment

Costumer focusLittle / not

needed

Less

neededNeeded

Most

needed

CF.1 Memperlakukan kostumer secara sopan 1 2 3 4

CF.2 Merespon kebutuhan kostumer dgn cepat 1 2 3 4

CF.3 Mengambil tanggung jawab terhadap komplain kostumer 1 2 3 4

CF.4 Mengidentifikasi kebutuhan kostumer dgn proaktif 1 2 3 4

CF.5Menerima feedback dari kostumer utk melihat kepuasan

mereka1 2 3 4

CF.6 Membuat strategi utk membantu organisasi melayanikostumer dgn lbh baik

1 2 3 4


gap

potential


10/15


Succession planning


11/15


1.00

2.00

3.00

4.00

7.00 7.30 7.60 7.90

Potential(comp

etenciesassessment)

Performance (scoring card)

61 2 34

5

7 8 9


12/15

axis keterangan jumlah %

1

potensi rendah - performa rendah => underperforming, sudah mencapai ujung potensi dan kurang menunjukan

performa

saran : berikan tugastugas harian, atau digantikan

5 6%

2

potensi rendah - performa moderat => potensi karir sudah mencapai ujung pengembangan dan kinerja dinilai

cukup, performa stabil.Saran : berikan motivasi, tantangan tugas dan kembangkan keterampilan pengerjaan tugas.

2 2%

3

potensi rendah - performa tinggi => potensi karir sudah susah dikembangkan sedangkan kinerja dan semangat

dinilai tinggi, tenaga terampil

Saran : ikutkan dalam pengembangan non-teknis, berikan reward dan motivasi

10 12%

4

potensi moderat - performa rendah => mungkin karyawan baru yang belum menunjukan hasil kinerja optimal

tetapi cukup memiliki potensi

saran : berikan orientasi teknis dalam pekerjaan sehari hari, berikan waktu untuk berkembang, berikan

tantangan dengan pencapaian yang jelas.

11 13%

5potensi moderat - performa moderat => tenaga kerja yang stabil dalam memenuhi tuntutan pekerjaan

saran : berikan kesempatan dan tantangan untuk berkembang dan mendapatkan pengalaman baru.8 9%

6

potensi moderat - performa tinggi => tenaga terampil yang memiliki kapasitas pengembangan, tenaga potensial

untuk disoroti sebagai calon pemangku jabatan 1 level diatasnya.

Saran : berikan tantangan dan kesempatan untuk mengembangkan karir ke level selanjutnya. Berikan training

training manajerial/konseptual.

37 43%

7

potensi tinggi - performa rendah => tenaga potensial yang mungkin masih baru dan membutuhkan arahan dalam

memenuhi tuntutan pekerjaansaran : berikan waktu untuk berkembang pada posisinya, berikan orientasi teknis.

0 0%

8potensi tinggi - performa moderat => tenaga potensial yang memiliki minat di bidang pekerjaannya sekarang.

Saran : berikan kesempatan untuk mempelajari hal hal teknis baru untuk mengembangkan keahlian.6 7%

9potensi tinggi - performa tinggi => tenaga ahli yang mampu dikembangkan ke level jabatan selanjutnya.

Saran : berikan tugastugas level jabatan diatasnya, mungkin dapat dipromosikan ke level diatasnya.7 8%

86



13/15


no. nama pesertaperformance (avg scoring

card)

potential (avg skill

assessment)axis

88 Alo O 7,79 3,10 9

46 Mugi Rahayu 7,76 3,10 9

38 Dian Nugraha 7,67 3,00 9

97 Nindyas P 7,58 3,50 8

42 Josaf P.A 7,55 3,20 8

79 Herni Heryani 7,49 3,20 8

58 Asep Sopian 7,72 2,90 6

77 Suryana 7,65 2,90 6

9 Memey Melani 7,79 2,80 6

69 Ivan Setia 7,69 2,80 6

61 Dudy Iskandar 7,65 2,80 6

48 Susilawati 7,59 2,90 5

6 Iyus Yusup 7,50 2,70 5

57 Devi Dathiah 7,48 2,70 5

22 Astri Yulianti 7,00 2,90 4

130 Imas Sulastri 7,00 2,90 4

44 A.Doma Satrio Wibowo 7,00 2,80 4

73 Yuni Soewito 7,76 1,90 3

52 Isniarti 7,74 1,90 3

25 Sulastri 7,50 1,90 2

40 Dani Mochdani 7,48 1,70 2

8 Susi Heryani 7,25 1,90 1

3 Santi Susanti 7,00 1,80 1


14/15


15/15

Its not the 95% thats right that

makes something works; its the5% thats wrong that messes

everything up.Will KaydosMeasuring, Managing and maximizing performance


Thank youByUray Andro Oktaviar

Presented for :

Training & Development Programs

Documents

Transcript of Training & Development Programs