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HRD
Competency
Model


Your Career
Development
Road map
Questions?


Where are you now?
What is your next stage?
What do you go from here?
Passion
Skills and Knowledge

Training
Coaching
Facilitating
Course Designing
Coordinating
Planning & organizing
Staffing
Budgeting
Project Management
Internal Consulting
Grouping


                                   Level 1
                        Training Executive
                          Training Asistant




Level 2
Training Manager
Training Section Head
Skills and Knowledge

Training – 16 skills
Coaching – 5 skills
Facilitating – 10 skills
Course Designing – 32 skills
Coordinating – 18 skills



Level 1 Competencies
(Training Executive and Training Assistant)
Skills and Knowledge


              Planning & organizing – 3 skills
                             Staffing – 9 skills
                           Budgeting – 3 skills
               Project Management – 3 skills
                  Internal Consulting – 3 skills


Level 2 Competencies
(Training Manager and Training Section Head)
Individual Competency Analysis
WIIFM - Competency Analysis


  Career Development

         Status of SKA
          Corporate Needs
Competency Analysis

• Individual analysis in each of the
  competencies

• Combine Individual competencies into one
  chart to see to overall areas of strengths and
  development with Rating (points) and
  comments

• Combine all individuals according to
  division for overall strengths and
  development with rating and comments
Competency Analysis

• Manager and Section Head
  81 skills for Level 1 &
  21 skills for Level 2

• Executive and Training Assistant
   81 skills
Individual Competency Analysis
Step 1: Evaluate Development Plan

  Self-Rating or 3rd Party Rating: 1-5

  0= behavior not observed (N);

 1-2= incomplete (tangible results or outputs are not observed,
 missing or partially complete)(I);

 3 = meets basic competency - tangible results or outputs are
 visible) (B);

 4-5 = meets advanced competency - advanced tangible
 results or outputs are
 visible) (A)
Step 1. Evaluate Competency
Refer to Development Plan Form
     Development Plan of Training Executive for Training Competency

     Trainer’s Name: ______________________________ Date:________________________

     A= meets advanced competency (advanced tangible results or outputs are
         visible)    4-5
     B = meets basic competency (tangible results or outputs are visible) 3
     I = incomplete (tangible results or outputs are not observed, missing or partially complete) 1-2
     N= behavior not observed (not competent) 0

              Trainer or Instructor                                   Self-Rating 3rd Party Rating
              Competency              Advanced Results or Output

               1. Prepares for        Management partnership              2
                  instruction         training course announcement        4
                                      Pre-work assignments                4
                                      Room set-up diagram                 3
                                      Training equipment materials
                                                                          4
Step 2. Calculate Competency Score
Refer to Expanded Competencies Form

             Trainer or Instructor                                      Self-Rating 3rd Party Rating
             Competency              Advanced Results or Output

             12. Handles
              1                      Changed learner behavior
                 problem                                                  3
             13. Manages
              2                      Use of technology
                 appropriate
                                                                          2
                 use of
                 technology

             14. Promotes
              3                      Transferred learning is used on
                 learning            the job                              5
                 transfer


             4 Conducts
             15.                     Completed lessons
                                                                          1
                 learning online

             16. Recommends          Written recommendations for
             5                                                            4
                 course              changes                                                           1
                 modifications

             % Total of competencies Observed (total score)            15/25 = 45%
                                                                        36/90 = 60%

             % Total required for competence (0-1)
                                                                       1/5 = = 25%
                                                                         4/16
                                                                              20%
Step 3. Calculate Total Competency Score
Refer to Individual Competency Analysis Form

  Individual Competency Analysis (Level 1)

  Name                        Lim Mei Mei Alina                                Division    Trg Admin

  Competency Analysis
                Areas Need to Improve (A)   Areas that Perform Averagely (B)   Areas that doing well (A)
                (Below 50%)                 (50%-70%)                          (Above 70%)


  Level 1

  Training                                                                                89%

  Coaching
                                                         65%

  Facilitating                43%
  Corse Designing                                                                         73%
  Coordinating                                          56%
  Total

                                                                                      326/5=65.2%
Individual Analysis (Level 2)
Individual Competency Analysis (Level 2)

Name                                                                         Division

Competency Analysis
              Areas Need to Improve (A)   Areas that Perform Averagely (B)   Areas that doing well (A)
              (Below 50%)                 (50%-70%)                          (Above 70%)


Level 1

Training
                                    Refer to Individual Competency Analysis Form
Coaching

Facilitating

Corse Designing

Coordinating

Total

Level 2
Planning &
Organizing
Staffing

Budgeting

Project
Management
Internal
Consutling
Total
Step 4. Chart Out Development Plan
Refer to Expanded Competencies Form

    1.     List competencies that exceed expectation:
           a. Training
           b. Course Designing
   2.     2. Identify Areas of Underdevelopment
          Identify
            Underdeveloped or             Knowledge, skills, and
            unobserved competencies       attitudes to acquire
                                      Supporting Knowledge
            Facilitatio               *   Understands collaborative agenda-setting techniques

            n
           1: Plans Team or
                                      *
                                      *
                                          Is aware of what can be accomplished during a given meeting
                                          Understands additional planning steps needed for a specific meeting

           Training Meetings Using    Supporting Skills
           an Agenda                  *   Solicits agenda items from participants
                                      *   Ties agenda items to a business need
                                      *   Contacts participants from prior meetings to obtain updated information and
                                          completed assignments
                                      *   Circulates the agenda prior to the meeting
                                      Supporting Attitudes
                                      *   Is willing to share decision making
                                      *   Is thorough and persistent
Step 4. Chart Out Development Plan

1.   Identify competencies that require coaching and
     feedback:
     Coordination & Facilitation

4.   Identify resources required to develop these
     competencies:
      Attend Training at FMM, Shadowing from Shidah,
      Read Peter Drucker’s execution
5. Target date for re-evaluation:
                                           Training
      14th Dec 2009 3.00 pm to 4.30 pm     Assignment
                                           Coaching
Division Analysis
Distribution of Competency: Division
Division                                                  Leader

Name            Training        Coaching   Facilitating   Designing Training   Coordinating   Total
                                                          Course
YY Song               60%          70%          45%                90%             78%        69%
Alexa                 56%          45%          78%                56%             69%        61%
Aminah                35%          67%          53%                39%             58%        50%
Yarti                 35%          76%          97%                49%             56%        63%




Total                 47%          65%          68%                59%              65%       61%



A = Advance (Above 70%)
B = Average (50%-70%)
C = Under develop (Below 50%)
Division Analysis (Progressive Status)
Distribution of Competency: Division
Division


Name            Total 2009      Total 2010    Total 2011

YY Song               69%               75%           82%
Alexa                 61%               67%           72%
Aminah                50%               58%           63%
Yarti                 63%               69%           78%




Total      2009        65%              67%           74%
A = Advance (Above 70%)
B = Average (50%-70%)
C = Under develop (Below 50%)
Department Analysis
Distribution of Competency
Department: HRD

Competency     Planning   Organizing   Staffing   Budgeting   Project Management Internal Consulting

KW Cheah
Peter Chew
Malar
Ramond Chin
Ros
Salbiah
Kalimuddin


A = Advance (Above 70%)
B = Average (50%-70%)
C = Under develop (Below 50%)
Appendix
Future Trend: CLO & ASTD

 • 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 Competencies
Future Trend: CLO & ASTD




         Areas of Expertise
Future Trend: CLO & ASTD




               Roles
Career Development


• Training Assistant - Diploma
• Training Executive – Degree
• Training Manager - Degree
• Training Senior Manager/Vice
  President – MBA/MA
• Training Director
Possible Monthly Income
Possible Incomes

• Training Assistant RM 800 - 1600
• Training Executive RM 1600 – RM 5000
• Training Manager RM 3500 – RM 8000
• Training Senior    RM 8000 – RM 18000
  Manager/Vice
  President
• Training Director RM 16000 – RM 25000
Reference

• HRDF
• ASTD
• Training Ideas
• Journey of HRD
• Chief Learning Officer Network
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 performances
and customer satisfactions.

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.

Design, develop and facilitate training sessions through strategic
partnership with training providers and internal customers to
achieve set goals.
Market Requirement: MFC


Learning and Development Manager

Responsibilities:

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

Perform budgetary control for Training Section.

Device development plan, assessment methods and systems
measure 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.
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: Bank



  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




                                    Hong Leong Investment Bank Berhad (43526-P)
                                    A 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.
Credit: Assessment Tools
            The Trainer's Journey to
            Competence: Tools,
            Assessments, and Models


            Jean
            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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Hrd Competency Model

  • 2. Questions? Where are you now? What is your next stage? What do you go from here?
  • 4. Skills and Knowledge Training Coaching Facilitating Course Designing Coordinating Planning & organizing Staffing Budgeting Project Management Internal Consulting
  • 5. Grouping Level 1 Training Executive Training Asistant Level 2 Training Manager Training Section Head
  • 6. Skills and Knowledge Training – 16 skills Coaching – 5 skills Facilitating – 10 skills Course Designing – 32 skills Coordinating – 18 skills Level 1 Competencies (Training Executive and Training Assistant)
  • 7. Skills and Knowledge Planning & organizing – 3 skills Staffing – 9 skills Budgeting – 3 skills Project Management – 3 skills Internal Consulting – 3 skills Level 2 Competencies (Training Manager and Training Section Head)
  • 9. WIIFM - Competency Analysis Career Development Status of SKA Corporate Needs
  • 10. Competency Analysis • Individual analysis in each of the competencies • Combine Individual competencies into one chart to see to overall areas of strengths and development with Rating (points) and comments • Combine all individuals according to division for overall strengths and development with rating and comments
  • 11. Competency Analysis • Manager and Section Head 81 skills for Level 1 & 21 skills for Level 2 • Executive and Training Assistant 81 skills
  • 12. Individual Competency Analysis Step 1: Evaluate Development Plan Self-Rating or 3rd Party Rating: 1-5 0= behavior not observed (N); 1-2= incomplete (tangible results or outputs are not observed, missing or partially complete)(I); 3 = meets basic competency - tangible results or outputs are visible) (B); 4-5 = meets advanced competency - advanced tangible results or outputs are visible) (A)
  • 13. Step 1. Evaluate Competency Refer to Development Plan Form Development Plan of Training Executive for Training Competency Trainer’s Name: ______________________________ Date:________________________ A= meets advanced competency (advanced tangible results or outputs are visible) 4-5 B = meets basic competency (tangible results or outputs are visible) 3 I = incomplete (tangible results or outputs are not observed, missing or partially complete) 1-2 N= behavior not observed (not competent) 0 Trainer or Instructor Self-Rating 3rd Party Rating Competency Advanced Results or Output 1. Prepares for Management partnership 2 instruction training course announcement 4 Pre-work assignments 4 Room set-up diagram 3 Training equipment materials 4
  • 14. Step 2. Calculate Competency Score Refer to Expanded Competencies Form Trainer or Instructor Self-Rating 3rd Party Rating Competency Advanced Results or Output 12. Handles 1 Changed learner behavior problem 3 13. Manages 2 Use of technology appropriate 2 use of technology 14. Promotes 3 Transferred learning is used on learning the job 5 transfer 4 Conducts 15. Completed lessons 1 learning online 16. Recommends Written recommendations for 5 4 course changes 1 modifications % Total of competencies Observed (total score) 15/25 = 45% 36/90 = 60% % Total required for competence (0-1) 1/5 = = 25% 4/16 20%
  • 15. Step 3. Calculate Total Competency Score Refer to Individual Competency Analysis Form Individual Competency Analysis (Level 1) Name Lim Mei Mei Alina Division Trg Admin Competency Analysis Areas Need to Improve (A) Areas that Perform Averagely (B) Areas that doing well (A) (Below 50%) (50%-70%) (Above 70%) Level 1 Training 89% Coaching 65% Facilitating 43% Corse Designing 73% Coordinating 56% Total 326/5=65.2%
  • 16. Individual Analysis (Level 2) Individual Competency Analysis (Level 2) Name Division Competency Analysis Areas Need to Improve (A) Areas that Perform Averagely (B) Areas that doing well (A) (Below 50%) (50%-70%) (Above 70%) Level 1 Training Refer to Individual Competency Analysis Form Coaching Facilitating Corse Designing Coordinating Total Level 2 Planning & Organizing Staffing Budgeting Project Management Internal Consutling Total
  • 17. Step 4. Chart Out Development Plan Refer to Expanded Competencies Form 1. List competencies that exceed expectation: a. Training b. Course Designing 2. 2. Identify Areas of Underdevelopment Identify Underdeveloped or Knowledge, skills, and unobserved competencies attitudes to acquire Supporting Knowledge Facilitatio * Understands collaborative agenda-setting techniques n 1: Plans Team or * * Is aware of what can be accomplished during a given meeting Understands additional planning steps needed for a specific meeting Training Meetings Using Supporting Skills an Agenda * Solicits agenda items from participants * Ties agenda items to a business need * Contacts participants from prior meetings to obtain updated information and completed assignments * Circulates the agenda prior to the meeting Supporting Attitudes * Is willing to share decision making * Is thorough and persistent
  • 18. Step 4. Chart Out Development Plan 1. Identify competencies that require coaching and feedback: Coordination & Facilitation 4. Identify resources required to develop these competencies: Attend Training at FMM, Shadowing from Shidah, Read Peter Drucker’s execution 5. Target date for re-evaluation: Training 14th Dec 2009 3.00 pm to 4.30 pm Assignment Coaching
  • 19. Division Analysis Distribution of Competency: Division Division Leader Name Training Coaching Facilitating Designing Training Coordinating Total Course YY Song 60% 70% 45% 90% 78% 69% Alexa 56% 45% 78% 56% 69% 61% Aminah 35% 67% 53% 39% 58% 50% Yarti 35% 76% 97% 49% 56% 63% Total 47% 65% 68% 59% 65% 61% A = Advance (Above 70%) B = Average (50%-70%) C = Under develop (Below 50%)
  • 20. Division Analysis (Progressive Status) Distribution of Competency: Division Division Name Total 2009 Total 2010 Total 2011 YY Song 69% 75% 82% Alexa 61% 67% 72% Aminah 50% 58% 63% Yarti 63% 69% 78% Total 2009 65% 67% 74% A = Advance (Above 70%) B = Average (50%-70%) C = Under develop (Below 50%)
  • 21. Department Analysis Distribution of Competency Department: HRD Competency Planning Organizing Staffing Budgeting Project Management Internal Consulting KW Cheah Peter Chew Malar Ramond Chin Ros Salbiah Kalimuddin A = Advance (Above 70%) B = Average (50%-70%) C = Under develop (Below 50%)
  • 23. Future Trend: CLO & ASTD • 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
  • 25. Future Trend: CLO & ASTD Foundation Competencies
  • 26. Future Trend: CLO & ASTD Areas of Expertise
  • 27. Future Trend: CLO & ASTD Roles
  • 28. Career Development • Training Assistant - Diploma • Training Executive – Degree • Training Manager - Degree • Training Senior Manager/Vice President – MBA/MA • Training Director
  • 30. Possible Incomes • Training Assistant RM 800 - 1600 • Training Executive RM 1600 – RM 5000 • Training Manager RM 3500 – RM 8000 • Training Senior RM 8000 – RM 18000 Manager/Vice President • Training Director RM 16000 – RM 25000
  • 31. Reference • HRDF • ASTD • Training Ideas • Journey of HRD • Chief Learning Officer Network
  • 32. 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.
  • 33. Market Requirement: MFC Learning and Development Manager Responsibilities: Lead the IL & DL Training team to deliver excellent performances and customer satisfactions. 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. Design, develop and facilitate training sessions through strategic partnership with training providers and internal customers to achieve set goals.
  • 34. Market Requirement: MFC Learning and Development Manager Responsibilities: Establish, manage and review training guidelines and policy to ensure alignment with the organization's expectations and compliance. Perform budgetary control for Training Section. Device development plan, assessment methods and systems measure training effectiveness and ROI of Training. Drive for continuous training improvements
  • 35. 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.
  • 36. 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)
  • 37. 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
  • 38. 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
  • 39. Market Requirement: Bank 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 Hong Leong Investment Bank Berhad (43526-P) A Member of the Hong Leong Group
  • 40. 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
  • 41. 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
  • 42. 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.
  • 43. 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.
  • 44. 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.
  • 45. 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.
  • 46. Credit: Assessment Tools The Trainer's Journey to Competence: Tools, Assessments, and Models Jean Barbazette Paperback: 336 pages Publisher: Pfeiffer (August 24, 2005) Language: English ISBN-10: 0787975230 ISBN-13: 978-0787975234