Training Department - Hrd Competency Model

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)


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


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

Foundation Competencies


Areas of Expertise


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

• 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.


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


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.


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


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


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


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


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.


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.


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

Training Department - Hrd Competency Model

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