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HRD Competency Model
Your Career DevelopmentRoad map
Where are you now? What is your next stage? What do you go from here?
Questions?
Passion
Skills and Knowledge
Training CoachingFacilitating Course Designing Coordinating Planning & organizing Staffing Budgeting Project Management Internal Consulting
Level 1
Training Executive
Training Asistant
Level 2Training ManagerTraining Section Head
Grouping
Level 1 Competencies (Training Executive and Training Assistant)
Skills and Knowledge
Training – 16 skillsCoaching – 5 skillsFacilitating – 10 skillsCourse Designing – 32 skillsCoordinating – 18 skills
Planning & organizing – 3 skills Staffing – 9 skills
Budgeting – 3 skillsProject Management – 3 skills
Internal Consulting – 3 skills
Skills and Knowledge
Level 2 Competencies (Training Manager and Training Section Head)
Individual Competency Analysis
Career Development
WIIFM - Competency Analysis
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
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)
Individual Competency Analysis
Development Plan of Training Executive for Training Competency
Trainer’s Name: ______________________________ Date:________________________
A = meets advanced competency (advanced tangible results or outputs are visible)
B = meets basic competency (tangible results or outputs are visible) I = incomplete (tangible results or outputs are not observed, missing or partially complete) N = behavior not observed (not competent)
Trainer or Instructor Competency
Advanced Results or Output
Self-Rating 3rd Party Rating
1. Prepares for instruction
Management partnership training course announcement
Pre-work assignments
Room set-up diagram
Training equipment materials
2. Sets a learning environment
Active participants, completed introductions, music, course graphic, name tents, materials, ground rules are set, objectives posted
2
4
Step 1. Evaluate Competency
4-53
1-2
0
4
3
4
Refer to Development Plan Form
Step 2. Calculate Competency Score
12. Handles problem
Changed learner behavior
13. Manages appropriate use of technology
Use of technology
14. Promotes learning transfer
Transferred learning is used on the job
15. Conducts learning online
Completed lessons
16. Recommends course modifications
Written recommendations for changes
% Total of competencies Observed (total score) 36/90 = 45%
% Total required for competence (0-1) 4/16 = 25%
Trainer or Instructor Competency
Advanced Results or Output
Self-Rating 3rd Party Rating
3
2
5
41
1
3
4
5
2
1
15/25 = 60%
1/5 = 20%
Refer to Expanded Competencies Form
Step 3. Calculate Total Competency Score
Individual Competency Analysis (Level 1)
Name Division
Competency Analysis Areas Need to Improve (A) (Below 50%)
Areas that Perform Averagely (B) (50%-70%)
Areas that doing well (A) (Above 70%)
Level 1
Training
Coaching
Facilitating
Corse Designing
Coordinating
Total
89%
43%
73%
56%
65%
326/5=65.2%
Lim Mei Mei Alina Trg Admin
Refer to Individual Competency Analysis Form
Individual Competency Analysis (Level 2)
Name Division
Competency Analysis Areas Need to Improve (A) (Below 50%)
Areas that Perform Averagely (B) (50%-70%)
Areas that doing well (A) (Above 70%)
Level 1
Training
Coaching
Facilitating
Corse Designing
Coordinating
Total
Level 2Planning & Organizing
Staffing
Budgeting
Project ManagementInternal Consutling
Total
Individual Analysis (Level 2)
Refer to Individual Competency Analysis Form
1. List competencies that exceed expectation:
a. Training b. Course Designing2. Identify Areas of Underdevelopment
Step 4. Chart Out Development Plan
2. Identify
Underdeveloped or Knowledge, skills, and unobserved competencies attitudes to acquire
Facilitation
Refer to Expanded Competencies Form
1: Plans Team or Training Meetings Using an Agenda
Supporting Knowledge
* Understands collaborative agenda-setting techniques
* Is aware of what can be accomplished during a given meeting
* Understands additional planning steps needed for a specific meeting
Supporting Skills
* 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
3. Identify competencies that require coaching and feedback:
4. Identify resources required to develop these competencies:
5. Target date for re-evaluation:
Step 4. Chart Out Development Plan
Coordination & Facilitation
TrainingAssignmentCoaching
Attend Training at FMM, Shadowing from Shidah, Read Peter Drucker’s execution
14th Dec 2009 3.00 pm to 4.30 pm
Division Analysis
Distribution of Competency: Division
Division Leader
Name Training Coaching Facilitating Designing Training Course
Coordinating Total
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 CompetencyDepartment: HRD
Competency Planning Organizing Staffing Budgeting Project Management Internal Consulting
KW CheahPeter ChewMalarRamond ChinRosSalbiahKalimuddin
A = Advance (Above 70%)B = Average (50%-70%)C = Under develop (Below 50%)
Appendix
• 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
Future Trend: CLO & ASTD
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
• HRDF• ASTD• Training Ideas• Journey of HRD• Chief Learning Officer Network
Reference
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.
Self-starter and ability to drive the team towards excellence.
Market Requirement: MFC
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: GLC
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
Hong Leong Investment Bank Berhad (43526-P)A Member of the Hong Leong Group
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: Bank
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.
Market Requirement: OD
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