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Introduction
Aims and Objectives
Workshop Programme
Opening Remarks of the Regional Director
Participants Groupings
Group Work Presentations
- What is Training System?
- Training Models
- Training Needs Analysis
- Modular System
- Developing Subject Models
Current / Future Issues and Challenges in HRD
Staff and Participants’ Directory
Captured Moments
ABLE of CONTENTS
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AIM:
To bring Scout Leader together to further develop their skills required in designing
and developing the National Training System.
OBJECTIVES:
- To technically assist participants technically so that they will be able to contribute
to the development of their own National Scout Training System.
- To provide an opportunity for the participants to exchange their ideas on ‘Adult
Resources Management concept particularly Training System and Development.
- To share experience on new approaches to training design ‘E-Models’ including
modular system.
- To provide participants with technical support for their personal development in
this important element of Adult Resources Management.
- To introduce ‘Renewed Approach to Programme’ (RAP) in the development of
Training System.
oBJECTIVES: and aIM
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12 December Friday
Arrival of Participants and Staff
Registration
1630 hrs: Staff meeting
1830-200 hrs Dinner
13 December Saturday
0730-0830 hrs Breakfast
0830-0845 hrs Assembly
0845-1030 hrs Opening Ceremony
1030-1100 hrs Tea Break
1100-1200 hrs Workshop Objectives
1200-1300 hrs Overview of WARP: Training and Support and status of AIS
implementation as at Oct 2003.
1300-1400 hrs Lunch
1400-1500 hrs What is a Training System?
1500-1600 hrs Each NSO to present their Training Systems
1600-1630 hrs Tea Break
1630-1830 hrs Each NSO to present their Training Systems…continues
1830-2000 hrs Welcome Dinner and Socials
2000-2100 hrs Free Evening for Participants
14 December Sunday
0730-0830 hrs Breakfast
0830-1030 hrs Training Needs Analysis (TNA)
1030-1100 hrs Tea Break
1100-1300 hrs Group work on TNA followed by presentation
1300-1400 hrs Lunch
1400-1500 hrs Designing Training Model
1500-1600 hrs Group work and presentation on designing Training Model
1600-1630 hrs Tea Break
1630-1830 hrs Group work and presentation on designing Training Model…continues
1830-2000 hrs Dinner
2000-2100 hrs Free Evening
pROGRAMME
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15 December Monday
0730-0830 hrs Breakfast
0830-0845 hrs Assembly
0845-1030 hrs How Adults Learn: Learning Theories, Adult learning principles,
Experiential Learning Model
1030-1100 hrs Tea Break
1100-1200 hrs Approaches to Training: Self Directed Learning, Action learning,
Modular Training Systems
1200-1300 hrs Group work on modular training system
1300-1400 hrs Lunch
1400-1600 hrs Presentation of group on modular system
1600-1830 hrs Educational Tour
1830-2000 hrs Dinner
2000-2100 hrs Free Evening
16 December Tuesday
0730-0830 hrs Breakfast
0830-1030 hrs Training Evaluation: Kirkpatrick’s model-4 levels approach
1030-1100 hrs Tea Break
1100-1200 hrs Requirements of a good Training Systems
1200-1300 hrs Group Work on designing Training Systems
1300-1400 hrs Lunch
1400-1600 hrs Group Work on designing Training Systems…continues
1600-1630 hrs Tea Break
1630-1830 hrs Group Work on designing Training Systems…continues
1830-2000 hrs Dinner
2000-2100 hrs Free Evening
17 December Wednesday
0730-0830 hrs Breakfast
0830-1030 hrs Group Presentation on Training system
1030-1100 hrs Tea Break
1100-1300 hrs Challenges of Training in the 21st Century and New roles of Trainers
1300-1400 hrs Lunch
1400-1500 hrs Managing the Training Function
1500-1600 hrs Open forum and Course Evaluation
1600-1630 hrs Tea Break
1630-1730 hrs Closing Ceremony
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OPENING REMARKS:r EGIONAL DIRECTOR’S
MR ABDULLAH RASHEED
The Guest of honour Yang Mulia Dato Seri Laila Jasa Awang
Haji Ahmed, Vice President of PPNBD
Chief Commissioner Haji Zainal Abidin
Course Director
Resource speakers
Dear participants
Ladies and gentleman
Assalaamu Allaikum,
It is with much pleasure that we begin this APR workshop on
Training System Development today. This workshop also brings
to a conclusion of a series of events at regional level, where
we have touched on some of the very burning issues in Vision
2013. We may recall that as the first exercise in March this
year we began to touch upon the issue of Programme Devel-
opment, taking the view of the Renewed Approach to
Programme Development and in the light of the new Interna-
tional Hand book for Scout Leaders. It provoked lot of inter-
est across the region not only to the programme people but
also to the trainers and many NSO’s are following that work
at national level. The international Scout Leaders Handbook
has already been translated and printed in to Mongolian lan-
guage and translation into Bahasa is underway. National work-
shops have been conducted. This is definitely an area that should
be relevant not only to the programme people but to you as
trainers. Then the issue of self reliance of National Scout Asso-
ciations was the coverage of our Jakarta international seminar in
September, where for the first time we touched upon on all areas
related to resources development and management in Scouting.
Although much documentation and references are available
in areas like adults in Scouting or programme development
in Scouting, there are no materials yet to cover resources
development in Scouting available across WOSM. The refer-
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ences and materials gathered for the seminar will form the first compilation of such references for
WOSM and in particular to this region. In November, we also discussed growth of Scouting in the
region and at national level and the role of ICT, PR and Marketing can play to achieve this. Today we
need to talk of Scouting as a brand and we need to market properly. These ideas will form the basis
for a regional strategy for growth of Scouting across Asia and Pacific.
Today, we also notice that parents and the public in favor of the protection of their words also expects
that we as an organization are capable and have rules and procedures in place at the national, and
provincial level for the management of risks and thus the role of risk management in Scouting was
the high light at the Singapore workshop where we raised the awareness on this matter. Again it is
very relevant to you as trainers as well. The concept of risk management in Scouting has been
drafted and this concept needs to find a place in all Scout activities and in future training schemes.
Risk management should also be an integral part of total planning of every Scout activity. Risk
management in Scouting is no longer to be taken for granted but it has to be a planned element in
Scouting. The changing role of trainers in this aspect, again is crucial. Then let us look at from
another angle. We are a movement for young people and we need young leaders to take their due
place today and tomorrow. In Scouting, the breeding place for young Scout leaders is in the Rovering
but as we all know in many national situations that section is one of the weakest sections. We have
either no proper programme for Rovering or it is too much bent on one direction or alternatively we
do not have systematic training for Rover leaders either. Some countries have not conducted any
systematic training for Rover leaders for many years. This is an area, which again should be very
dear to you all as trainers. For this reason, we have just concluded the APR workshop on the promo-
tion of Rovering in the region in Manila with very encouraging and positive outcomes.
Here in this workshop, we are dealing with the development of training system itself, to meet to the
changing environment. Are our training systems relevant to the current needs and situation? Are we
following the proper design models to redesign or review our training systems, are we analyzing thetraining needs in the way that it should be done and are we adopting or applying new models to our
training programmes and training schemes to be relevant and appropriate for today. These are some
of the questions that we will try to answer in this workshop. Here as trainers your sharing of knowl-
edge is important to bring the same message across to all NSOs in the region, to those who are
present here and to those who are not with us today.
In early next year we will then be focusing on the change management issues and trying to under-
stand how as Scouts, we can become a learning organization as demanded today in the 21st century.
In April 2004 Hong Kong will host the first APR workshop on learning organization. It would then be
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followed with another issue – the role of ICT in Scout programmes and making using of the
present day communication tools for Scouting. Japan would be hosting the first APR workshop
on the role of ICT in October 2004, just before the next regional conference. We then intend to
bring all these issues to the Regional Scout Conference Forum to make it prominent, and as
areas that we all need to pay our attention now and in the future.
However, one very pertinent question that you may ask is why we pick up these burning issues
and emphasis on all these issues at regional level. To me all the areas mentioned earlier are
becoming burning issues because we need to look at them in line with the current thinking, to
be relevant as an organization in the 21st century or alternatively we have not paid much
attention in the past in these areas and therefore these areas are either loosing its focus that it
should have or these areas are not moving in the right direction. By these attempts at regional
level and highlighting these matters to all of you as key national leaders, and more importantly
as those of you who are with training responsibilities at national level, I am sure we will be able
to bring about the desired change in time to come. But the focus must be given first at regional
level and it will trickle down. Most of you who are directly responsible for training at national
level I would urge you to take note of these burning issues and to follow up the recommenda-
tions on all these areas at national level. On our part we would be bringing up the necessary
information and the recommendations for change where necessary to the upcoming policy
decision forums. However, it is most of you who could really bring about the change at the grass
root level, at NSO’s. In all these issues, it is the training to a large that can play the most vital
role. I am confident that if we focus our attention in the above mentioned areas from now on at
the national level, marked changes will be seen in seen in years to come.
In conclusion, let me thank all of you and in particular the resource speakers for your presence
and finding time to share your knowledge and experience for the betterment of the region and
for Scouting at large. I would also like to express my sincere thanks for the host association and
to Haji Zainal Abidin for making everything possible to make this workshop a success. I know
that this is only one in the series of activities leading to the Regional Scout Conference which
PPNBD will host in December next year. You have done it so well up to now and I am sure this
activity itself will bear witness to your organizing ability and build up your capacity towards the
bigger event.
Thank you once again and ‘Terima Kasih’
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SL
NOGROUP 1 GROUP 2 GROUP 3 GROUP 4
1
MR. KONOSUKE
KOBAYASHI (Japan)
MR AMNACH
VETAYAPRASIT(Thailand)
DRS. MAMAN
RACHMAN, M.Sc(Indonesia)
DRS. PRATJOJO , M.Pd.
(Indonesia)
2
MR. SAYAN SANTAD(Thailand)
MR. ABDULLAH SAFARAL-GHAMDI(Saudi Arabia)
DR. HAMAD A.H.AL-YAHYA (Saudi Arabia)
MR. MOHAMMED AL-NATHEER(Saudi Arabia)
3
MR. SALEHMOHAMMAD SALEHABDULLAH
(Saudi Arabia)
MR. BHAKTARAJBHANDARI (Nepal)
MR. YOUSEF SALEH AL-HAGGASS(Saudi Arabia)
MS. SO YEON MIN(Korea)
4DR. MIRZA ALI HAIDER(Bangladesh)
MR. HAN SONG GUANG(Singapore)
MR. SAMSUDIN BINHAJI AHMAD
(Brunei Darussalam)
MR. LEE, YUNG-CHAN(Taiwan)
5MR. HAJI SUHAIBON BINHAJI OTHMAN
(Brunei Darussalam)
MR. HAN SIEW KWONG(Malaysia)
MR. M SUPRAMANIAM(Singapore)
MR. CHANG, JUI-SUNG(Taiwan)
6
MR. HAJI SIDEK BINHAJIALI GREEN
(Malaysia)
MR. ABDUL MANAN BINHAJI ABDUL LATIP(Brunei Darussalam)
MR. ALFHIAN JEFFRYCHIN(Malaysia)
MR. KALAIMANI A/LSUPRAMANIAM(Malaysia)
7
MR. JOHN LEE YUEHUNG
(Singapore)
MR. HAJI MOHAMMEDBIN HAJI ALI
(Brunei Darussalam)
MR. HAJI MOHD.YUSSOF BIN MOHD.
SALLEH(Brunei Darussalam)
MR. CHANG, WEN-SHING (Taiwan)
8
MR. MATASSIM BINHAJI DURAMAN
(Brunei Darussalam)
MR. BURHANUDDIN BINHAJI MD. DAUD
(Brunei Darussalam)
MR. HAJI OTHMAN BINDURANI
(Brunei Darussalam)
MR. PENGIRANMATAHIR BIN
PENGIRAN LUBA(Brunei Darussalam)
9
MR. PG. MAHDI BIN PG.HAJI MOHD. SALLEH
(Brunei Darussalam)
MR. ABDUL SIDIK BINMOHAMMED SALLEH
(Brunei Darussalam)
MR. HAJI MOHD.SALLEH BIN HAJI
AHMAD(Brunei Darussalam)
MR. HAJI NORDIN BINHAJI KASAH
(Brunei Darussalam)
10
MR. HAJI ABU BAKAR
BIN HAJI OTHMAN(Brunei Darussalam)
MISS EFFARAIHAN BINTI
HAJI SALAM(Brunei Darussalam)
MISS EFFAYANE BINTI
HAJI SALAM(Brunei Darussalam)
CAPTAIN HAJI NARAWI
BIN HAJI OMAR ALI(Brunei Darussalam)
11
MDM. HAJAH SHARIFAH
NOOR BINTI SYEDIBRAHIM
(Brunei Darussalam)
MR. HUSIN BIN BUDIN /
BRUDIN(Brunei Darussalam)
MR. JUNAIDI BIN HAJI
HUSSIN(Brunei Darussalam)
MISS HARANI BINTI
HASA(Brunei Darussalam)
FAC.
MR. HAJI AWANGHASSAN BIN HAJIABDUL HAMID
MR. HAJI DOMENG BINHAJI ABDUL WAHAB
MR. ZAINUDDIN BINHAJI ISHAK
MR. HAJI BADAR HAJIALI / MR. HAJI YASSIN HAJI
ADAM
p ARTICIPANTSgROUPINGS of
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PRESENTATIONS
WORKROUPG
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System is a whole which functions as a whole by virtue of the interdependence of its parts (Buckley, 1968). A system is
any combination of human and material resources, including the organization and procedures required to coordinate
their functioning, employed to achieve a mission or objective (Tracey, 1992).
CHARACTERISTICS OF A SYSTEM APPROACH TO TTRAINING (ATTC, 1987)
1. Purpose – All elements of a system serve as a means to an end.
2. Interrelatedness of elements – All elements are interrelated. Each affects the behavior of the whole.
3. Interdependence of elements – All system elements depend upon each other to achieve their optimum goals.
4. Feedback – The system uses feedback to continually modify the training process.
5. One part impacts the whole – A breakdown in any one part of a system affects the functioning of the whole
system.
6. The parts cannot be viewed separately – Parts of the system cannot be viewed separately from the whole system.
7. It possesses unique properties – A system has some properties or displays some behavior that none of its
parts exhibits.
SYSTEM APPROACH TO TRAINING (ATKINS, 1983)
1. An approach that views training as a sub-system interacting with the other sub-systems upon which an
organization depends for its progress and its survival.
2. A logical relationship between the sequential stages in the process of investigating training needs, designing,
delivering and validating training.
SYSTEM APPROACH VS. SYSTEMATIC APPROACH (BUCKLEY & CAPLE 2000)
A system approach can be applied at organizational level to examine the broader issues of the aim, functions
and appropriateness of training. A systematic approach is applicable directly to the day-to-day functioning of the
training division.
IMPORTANCE OF A SYSTEMATIC APPROACH TO TRAINING
1. Provides a frame of reference for planning and remaining on target.
2. Enables the trainer to work realistically within the constraints which may be placed on time, available staff,
and of other resources
3. As a logical process, ensures that nothing is overlooked accidentally and when short cuts have to be takenand some stages have to be abbreviated, the trainer is aware of where this has been done and conscious of the
possible effects.
4. An aid to future diagnosis and problem solving should the need arise.
REFERENCES
American Telephone & Telegraph (1987).
The trainers’ library . The trainer in the organization .
Reading, MS: Addison-Wesley Training Systems.
Buckley, R & Caple, J. (2000). The theory and practice of training . 4th ed. UK: Kogan Page.
Goldstein, I.L. (1993). Training in organizations . Needs and assessment, development, and evaluation . Pacific Grove, C.A: Brooks/Cole.
Tracey, W.R. (1992). Designing training and development systems . 3rd ed. NY: American Management Association.
WHAT IS TRAINING SYSTEM?
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Day 1—Saturday Evelina M. Vicencio, LT
Time: 1400 – 1500 hrs.
Definition: Training System is composed of interrelated parts
to achieve the vision, mission and goals of Training for NSOs.
I. Concept of Training System
A. Training as Levels of Courses
S—cout Courses
Y—oung Scouts (Cubs) Courses
Adults (Rovers) Courses
S—enior Scouts Courses
T—rainers’ Courses (CALT, CLT)
E—specialist Courses
M—embership Course (Orientation/Introductory)
B. Training as a Sub-system of the NSO
(Outputs of group work)
Output of Sayang Group:
ILLUSTRATION
A Training System is a system in stages to bring about changes
to develop individual Scout skills using lecture, demonstration,
teaching, coaching, discussion, IT, base system, etc.
Output of BN-Smart Group
ILLUSTRATION
A Training System is a tool used to train people
develop knowledge and skills in the organization.
C. Training System as a Process
Output of Shyamjyeom Tree Group
Steps:
1. Needs analysis
2. Design
3. Implementation
4. Evaluation
Training System is a series of some steps to help adults
to achieve goals.
Output of Six Gear Group
ILLUSTRATION
D. A comprehensive concept of Training System
A Training System is composed of interrelated parts
to achieve the vision, mission, and goals of training
and the NSO.
II. Characteristics of a Training System
A. There is a goal or purpose
B. The parts are interrelated.
C. It is flexible.
D. Elements are interdependent
E. Parts make up the whole system
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Model
A model is representation of a system (Tracey, 1992). The model is not a system; the model
represents, in simplified form, selected features of the system under study, but the system
is always more complicated and richer in detail than the model.
Purpose of Developing a Training Model
To convey key concepts and processes to be included in a particular approach
Kinds of Training Models
1. An open model considers that outside factors exist which can have an impact on the
design proves. It is working hypothesis which provides the designer with possible courses
of action and anticipation of outcomes. The open model is descriptive, as it endeavors to
describe what will happen if the model is followed. It tends to be a verbal model, as con-trasted with a closed model, which is mathematical.
2. A closed model is based on the assumption that all inputs can be identified. It endeavor
to build all the possible variables into the model. If there is anything that can possibly have
an impact on the design process, it should have been previously identified and integrated
into the model. The closed model is predictive, for it is being used in the model being used
exactly as designed, and therefore the outcome is predictable. The model tends to be
linear.
DIFFERENT TRAINING MODELS
The diagrammatic representation of a systematic approach is a model. Models all contain
the same activities even though they have different formats. Whatever the format, all
models are likely to have individual variations around four main activities, which are shown
in their simplest form in the basic model.
1. A Systematic Model of Training (Buckley & Caple, 2000)
The decision to apply a systematic approach to training is made when the trainer is
convinced that training is the most appropriate way to overcome a current or antici-
pated shortfall in performance. The number of stages have been arranged in sequen-
tial order. However, it does not necessarily represent the sequence in which trainers
approach every project. Depending on the nature of the project the trainer could start
at any point in the model once terms of reference have been established. For ex-
ample, if a large number of; leaders need to be trained to perform an existing job for
which no training exists, then all stages of the model would have to be applied.
However, if the trainer is faced with a situation in which trainees using sn existing
training program appear to be performing badly, the trainer is most likely to begin an
investigation by examining the training objectives, the course content, and the instru-
ments used for validation.
DESIGNING A TRAINING MODELS
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2. The Training Process or Procedural Model
This approach owes its origins to Fayol’s (plan-organize-do-review) process theory of manage-
ment.
3. The Critical Events Model (CEM) (Nadler, 1982)
The CEM is essentially useful for training programs related to the job that individual has now.
It would require modification if used for learning for a future job. It is likewise not useful for
non-job oriented learning, for example, development. The CEM is an open model which allows
the design process to be halted when something other than a learning response is deemed
appropriate.
4. Analysis, Design, Development, Implementation, and Evaluation (ADDIEE Model)
(Craig, 1996)
5. Flow-Chart Model (Tracey, 1992)
The flow chart model is generalized qualitative model that portrays the total training system.
It shows a closed-loop system, a continuous sequence of steps beginning with goals and
functions and implementing a development strategy, continuing through the other system
components to evaluation of the end products of the system, and returning to goals and
functions – a constantly repeating cycle of evaluation, feedback, and improvement. The sys-
tem consists of three major phases: (a) systems analysis; (b) systems development; and (c)
systems validation.
REFERENCES:
Buckley, R. & Caple, J. The theory and practice of training. 4th ed. UK: Kogan Page.
Nadler, L. (1982). Designing training programs. The critical events model. Reading, MS. Addison-Wesley.
Reid. M.A. & Barrington, H. (1994). Training interventions. Managing employee development. 4th ed. Lon-
don: Institute of Personnel and Development.
Tracey, W.R. (1992). Designing training and development systems. 3rd ed. NY: American Management
Association.
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SMART MODEL
SAYANG MODEL
GROUP WORK
PRESENTATION
ON TRAINING
MODELS
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NAOMIE MODEL
6 GEAR MODEL
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Training SystemTraining System
Development WorkshopDevelopment Workshop
Training Needs AnalysisTraining Needs Analysis
Training Needs AnalysisTraining Needs Analysis
Is a systematic way of identifying educationalIs a systematic way of identifying educational
and training problems, needs, issues, etc.and training problems, needs, issues, etc.
What?What?
Training Needs AnalysisTraining Needs Analysis
To clarify and define the problems, NOT to find solutionTo clarify and define the problems, NOT to find solution
Identify ideas for education and trainingIdentify ideas for education and training programmesprogrammes
Change of Change of organisationorganisation’’ss mission / goals / planmission / goals / plan
Introduction of New TechnologyIntroduction of New Technology
New work assignment for employeeNew work assignment for employee
Maintain proficiencyMaintain proficiency
Improve present performanceImprove present performance
IncreaseIncrease organisationalorganisational effectiveness through plannedeffectiveness through planned
learninglearning
Career DevelopmentCareer Development
Future staffing needsFuture staffing needs
Unavailability of specific skillsUnavailability of specific skills
Why?Why?
Training Needs AnalysisTraining Needs Analysis
Before trainingBefore training
During trainingDuring training
After trainingAfter training
When?When?
Training Needs Analysis
Training Needs AnalysisTraining Needs Analysis
Various models usedVarious models used
Job descriptionsJob descriptions
Job Specifications or Task AnalysisJob Specifications or Task Analysis
Performance StandardsPerformance Standards
Perform the jobPerform the job
Review Literature concerning the jobReview Literature concerning the job
Ask questions about the jobAsk questions about the jobTraining committeesTraining committees
Analysis of operating problemsAnalysis of operating problems
InterviewsInterviews
Individual analysisIndividual analysis
How?How?
TRAINING NEEDS ANALYSIS
Laird’s model for assessing training needs(to identify performance deficiency)
Check the deficiency for its importance:
1. Cost-effectiveness: the cost of the problem vs cost of solution2. Legal mandates: are there laws requiring a solution?
3. Executive pressure: does top management expect a solution?
4. Population: are many people or key people involved?
Important?
Is there a
deficiency?
Check actual performance against existing standards - or set new standards
Monitor all policy
and proceduralchanges
Survey or
interview theclient population
Accept requests
from clientmanagers
Monitor the
personnel moves
Monitor the
operation
Yes No
Do the workersknow how to do
the job properly?
Put into proper training
priority and develop atrainingprogramme:
train, measure andevaluate
Select and
develop a non-training solution
Devote your T&D energies
to human performanceproblems with greater
impact and greater value
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TRAINING NEEDS ANALYSIS
Training Needs
Analysis Flowchart
NSO Direction
What he
has
The Behavioural Response
Required for the Job
What is
neededWhat is
neededWhat he
knows
On the job
Training Plan
Off the job
Job / Task
Personal Advisor
Needs Assessment
AttitudesSkillsKnowledge
Training Activities / Courses
Monitor Progress / Evaluate Learning
Review Training Plan
Training Needs AnalysisTraining Needs Analysis
Task analysisTask analysis
TASK
REQUIRED
BY WHENHOW TO
ACHIEVE
RESOURCES &SUPPORTREQUIRED
SKILL KNOWLEDGE
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TASK
REQUIREDBY
WHEN
HOW TO
ACHIEVE
RESOURCES& SUPPORT
REQUIRED
SKILL KNOWLEDGE
Jobdescription
NSO level
Designing Job
description
AIS fact sheets3
monthsNational
Executive
AISCommissioner
IT
Internet/HLM Job
description Analysis
Design Analysis
Form
HRM WB/APR information
6months
WorkshopNational
Headquarter
DistrictCommissioner
Jobdescription
DesignD.C. Job
Description
NSOinformation
12months
Reporting of District
Commissioner
AdministrationHeadquarter
TRAINING NEEDS ANALYSIS TOOL
Task Analysis
GROUP 1
JOB: Adult Resources Commissioners
GROUP 2
JOB: Programme CommissionersREQUIRED TASK
SKILL KNOWLEDGEBY WHEN HOW TO ACHIEVE
RESOURCES &SUPPORT
REQUIREDPlanning Planning Skills Youth Programme 1-3 months (March
04)Discussion, self learning/motivationon how to plan
Chief Commissioner,experts
Design YouthProgramme
Design capability skills
Youth Programme& activities
1-3 months (March04)
Form programmecommittee
Chief Commissioner,other Commissioners
Implementation of Youth Programme
Management,communication,delivery
Contents of programme(syllabus &schemes of YP),management
3-6 months(June 04)
Initiated by ProgrammeCommittee
C.C, otherCommissioners,management
Review
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TRAINING NEEDS ANALYSIS TOOL
Task Analysis
GROUP 3
GROUP 4
TASK
REQUIREDBY
WHEN
HOW TO
ACHIEVE
RESOURCES& SUPPORT
REQUIRED
SKILL KNOWLEDGE
1) Job Allocation
ManagementTask
distributionA year
-Hands on-Reading
-ManagementBooks
-Mentor
2) Walfareof trainers Relationsskill Needs of thetrainer 6Months -Reading-Seminar -ManagementBook
3)Trainingneeds of
thetrainers
Training SkillTraining anddevelopment
6Months
-Workshop-Management
Book-Handout
4)Organizetraining
courses
Planningskill
Knowledge inpresentation
6Months
-Document -Media
5)TrainingLogistic
ManagementAdministration
knowledge6
Months-Workshop Invetories
6)Conductthe
meeting
Planning andleadership
skillProcedures
6Months
-MeetingMeeting of
trainers
JOB: Chief Commissioner
JOB: Training Commissioner
TASK
REQUIREDBY
WHENHOW TO
ACHIEVE
RESOURCES& SUPPORTREQUIRED
SKILL KNOWLEDGE
ManagementStrategicPlanning
Planning SWOT
1st
quarter 4th
quarter
-Course-Seminar
-Workshop
Person toperson
RegionalDirector
DecisionMaking
Consultant SWOT-Workshop-Meeting
Power of endorsement
Consult SWOT4th
quarter -Workshop-Meeting
Leader tofollower
Leadershipand relation
Managementnegotiation
communicationSWOT
1st
quarter -Workshop-Meeting
Leader toleader and
group
EvaluationTraining and
planningSWOT
1st
quarter -Workshop-Meeting
Leader toleader and
group
Vision /Mission
Planning SWOT1st
quarter -Workshop-Meeting
Leader toleader and
group
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MODULAR SYSTEM
Training MethodsWhat methods to use?
Depends on:
• learning objectives
• Inventory / prior knowledge of the learners
• Culture of organisation
• Resources available
• Nature of operation
“ … to adults, their experience is
who they are
… reject their experience … reject
them as a person”
Knowles, 1975
“ … to adults, their experience is
who they are
… reject their experience … reject
them as a person”
Knowles, 1975
“All genuine education come about through
experience”
Dewey, 1938
“All genuine education come about through
experience”
Dewey, 1938
“You can’t say you respect them
and not their experience” Horton & Freire
“You can’t say you respect them
and not their experience” Horton & Freire
Adult education is defined
“As a co-operative venture in a
non-authoritarian, informal
learning and the chief purpose is
to discover the meaning of
experience” Eduard Lindeman, 1925
Adult education is defined
“As a co-operative venture in a
non-authoritarian, informal
learning and the chief purpose is
to discover the meaning of
experience” Eduard Lindeman, 1925
Adult Education and Learning thru’ Experience Adult Education and Learning thru’ Experience
“Life is about experience,
wherever there is life, there is
potential for learning”
Jarvis, 1987
“Life is about experience,
wherever there is life, there is
potential for learning”
Jarvis, 1987
“Learning consist of
grasping experience and
transforming it” Kolb, 1984
“Learning consist of
grasping experience and
transforming it” Kolb, 1984
“ We can never be free from the
past, … name our reality, speak our
own voice.
Important for learner to negotiate
meaning, purpose and value
reflectively, rationally and critically
instead of passively accepting the
social realities defined by others”
Mezirow, 1990
“ We can never be free from the
past, … name our reality, speak our
own voice.
Important for learner to negotiate
meaning, purpose and value
reflectively, rationally and critically
instead of passively accepting the
social realities defined by others”
Mezirow, 1990
Trainer to provide opportunity for learners to:
• Explore and experiment
• Feel safe, free from embarrassment
• Have fun, supporting environment - non
threatening
A good learning environment is one which:
“helps people to grow and develop through
creating exciting, fun-filled learning
opportunities that are free from fear,
embarrassment and judgement and which
are managed with a loving touch.”
(Trevor Bently)
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Action Learning (AL)
AL is a group effort that involves solving realproblems, focussing on acquired learning and
implementing systems-wide solution.
L = P + Q + R + I
Learning is equal to programmed instruction (known
variables) plus questioning (unknown variables) plus
reflection (recalling, thinking about, pulling apart,
making sense, trying to understand) plus
implementation (a commitment to action)
Six fundamental elements of AL
• An AL group as teams (referred to as a “set”)
• A project, problem or task
• Questioning and Reflection process
• A commitment to Action
• A commitment to learning
• A group facilitator (“set advisor”)
The Action Learning Cycle
Activity / Event /
Experiment
Reflection
Decision toExperiment
Experiment
Reflection
and analysis
New Actions
SELF-DIRECTED LEARNING (SDL)
• A process where individual:
• Acquire knowledge by his or her
own efforts & engage in critical
inquiry & evaluation
• Decide what & how to learn
with or without aid of expert
• Assume educational
responsibility for learning
Forster, 1972
7 STEPS TO SDL
• Recognise need for learning
• Will to learn- the WHY
• What to learn?
• How to learn?
• Make it happen!
• Celebrate success
• Apply learning
COMPUTER BASED LEARNING
• Examples: CD-ROM, Internet, Virtual
reality, Simulator, etc.
• Benefits:
• leaner.controlled-own pace & time
• Just in time- learn as and when required
• Cost-effective-less travel time & cost
• Wide geographical accessibility
• Uniformity of content & delivery
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MODULAR TRAINING
Training to be Provided:
•Ongoing Basis
•Flexible & Varied
•Availale When & Where Required
Basis for Modular Training
System
AIS
DESIGNING MODULAR TRAINING
IDENTIFY THE REQUIRED COMPENTENCIES
FOR EACH FUNCTION
FOR EG, LEADERSHIP, SCOUT METHOD, SCOUTCRAF T, ETC
IDENTIFY THE TRAINING MODULE (SUBJECTS / TOPICS)
FOR EACH COMPETENCY
DETERMINE THE NUMBERS OF HOURS REQUIRED FOR
EACH MODULE /SUBJECT
DETERMINE WHO TO PROVIDE TRG, WHEN & WHERE
TO CONDUCT , HOW TO VALIDATE & CO-ORDINATE TRG
LINEAR FORMAT
A
B
C
GENERIC
TOPICS
SPECIFIC
SKILL
TOPICS
X
Y
Z
GENERIC
MANAGEMEN
T TOPICS
LINEAR VERSUS MODULAR SYSTEM
MODULAR FORMAT
A Generic Topics on Scouting
B Generic Topics on Scouting
C Generic Topics on Scouting
Specific Topics for each function
X Generic Topics on Management
Y Generic Topics on Management
Z Generic Topics on Management
Cub
Scout
Section
Scout
Section
Venture
Scout
Section
Trainer
Comm-
issioner
DISTRIBUTION OF MODULES FOR THE MODULAR
UNIT LEADER TRAINING BASIC COURSE
Module LC 6
Unit administration and management
Module SMC 6
Adults in Scouting (AIS Policy)
Module LC 5
Skills for common Scouting activities:
Story-telling and teaching of games
Module SMC 5
The P.O.R. (warrants, uniforms and
discipline)
Module LC 4
Risk Assessment and Management System
(RAMS)
Module SMC 4
Training Methods and Techniques
Module LC 3
Programme Planning
Module SMC 3
Youth Programme: progress & ProficiencyBadge Schemes
Module LC 2
Role and function of the Unit Leader
Module SMC 2
Know Your Boys
Module SCC 1
Unit Meeting I (theory)
Unit Meeting II (practical)
Module SCC 2
Practical session on Basic Campcraft skills
Module SCC 3
Practical session on Basic Pioneering skills
Module SCC 4
Practical session on Basic Orienteeringskills
Module SCC 5
Practical session on Basic Campfire
Leader Skills
Module SCC 6
Practical session on Reflection (using theWWW approach)
Module LC 1
Milestones of Singapore Scouting and
Scout 21 strategic plans
Module SMC 1
Fundamentals of Scouting
6 modules
To be completed through a 3-day / 2-night
residential training
6 modules of 1 _ hours each
3 evening classes at the Scout HQ
(each evening 2 modules – 3 hours)
6 modules of 1 _ hours each
3 evening classes at the Scout HQ
(each evening 2 modules – 3 hours)
SCOUT CRAFT COMPETENCY
(SCC)
LEADERSHIP COMPETENCY (LC)SCOUT METHOD COMPETENCY
(SMC)
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GROUP 1. SAYAN
DEVELOPING SUBJECT MODELS
FUNCTION: _____Training course for COMMISSIONERS______
Basic Stage/Level Advanced Stage/LevelCompetency
Modules Subjects Time Modules Subjects
Fundamentals of Scouting
Know your leader
Youth program
Training method
POR/NSO’s and by low
Scouting Method
Competency
Adult in Scouting
History of Scouting
History of NSO’s
Role of leaders
Program planning
Scouting Method
LeadershipCompetency
AdministrationBudgeting (One year) 1 h
Source of finance 1 h
Budget
Design project 1 h
Planning project 1 h
Analysis project 1 h
Fund Raising
Finance
Planning projects
Basic Stage/Level Advanced Stage/LevelCompetency Modules Subjects Time Modules Subjects
Handling people 1 h
Good communication
skills
1 h
Job Analysis
Managing Change
Anticipate the danger of any activities.
Administration of risks
Control
Compile a checklist for
all activities
Risk Management
Team building
Delegation skills
Management
Administration
Public Relations concept
and public image
1 hImage of Scouting
Orientation
Publication
Effective CommunicationSkills
Public Relation
Public
involvement
Effective presentation
2 h
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Course for Assistant Leader Trainer and Course for Leader Trainer
This training module system is based on organization & individual needs. The competencies required are:
- Leadership & Training Management
- Scouting Knowledge
The system is flexible and accessible, and training provided is progressive using multiple methods, strategies
and approaches.
Prerequisites:
- Woodbadge (2 beads) for CALT
- ALT appointment (3 beads) for CLT
GROUP 2
Basic Stage/Level Advanced Stage/LevelCompetency
Modules Subjects Time Modules Subjects Time
Role of a coursedirector
1 hr Advanced management• Forming a
committee• Chairmanship
2 hrs
Stress management 1 hr Leadership skills (I) 1 hr Leadership skills (II) 1 hr
Counselling (I) 1 hr Counselling (II) 1 hr
Function &Responsibility of Trainer
Public Relations 1 hr
Function &Responsibility of a Senior Trainer
Delivery &communication skills
• Questioning
2 hrs Supervision skills 1 hr
Planning a session 3 hrs Assessment methods &tools
• Development of training material
4 hrs
Training methods• Base method
• Buzz• Role Playing• Brainstorming• Lecture
• Discussion• Panel/Forum
5 hrs Training systemdevelopment
• Training Needs Analysis
• Syllabusdevelopment
• Designingtraining models
• Trainingevaluation
8 hrs
Practical on giving asession
2 hrs
Individual Presentation 8 hrs
How adults learn 2 hrs
Teaching Aids 1 hr Multimedia and ICT inTraining
• Internet• Presentation
software
1 hr
Training games 1 hr
Leadership &TrainingManagement
Training Method& Technique
Problem solving 1 hr
Training Method& Technique
Technology in training• ICT skills• Technology-
assisted learning
3 hrs
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Can be handled by accredited or external agencies
GROUP 3
FUNCTION: _UNIT LEADER
Basic Stage/Level Advanced Stage/LevelCompetency
Modules Subjects Time Modules Subjects
• What and why are
fundamental.
1 1/2 Implementing the
youth programme.• Promise and law. Progress Badge
Scheme.
• Learning by doing Proficiency Badge
Scheme.
Patrol System Effective conductof the test.
Fundamental of
scouting
Youth Programme.
Youth
Achievement
Awards.
Cub Scout Age
Section.
1 1/2 Implementation of
AIS.
Scout Section. Appointment.
Venture Scout
Section.
Re-appointment.
Rover Scout
Section.
Re-assignment.
1) SCOUT
METHOD
Knows your Boys AIS
Retirement.
Resignation. Awards and
Decoration.
• What and why in
scout.
1 1/2
• Progress Badge
System.
• Proficiency Badge
Scheme.
• Effective
conducting of test.
Youth Programme
• Proper and correct,wear of badge on
the scout uniform.
Basic Stage/Level Advanced Stage/LevelCompetency
Modules Subjects Time Modules Subjects TimeScouting and thecommunity
1 hr Essentials of Scouting
Philosophy of Scouting(include revision onfundamentals of Scouting)
3 hr
WOSM & the APR
• World strategyfor Scouting
1 hr WOSM & the APR
• Management of human resources
5 hrsWorld Scouting(I)
Adult resources and AISpolicy
1 hr
World Scouting(II)
Implementing the AISpolicy
2 hrs
Vision and mission of the NSO
1 hr Structure of training inthe NSO
1 hr
Role of the NSO 1 hr Understanding strategicplanning in the NSO
1 hr
Fund raising 1 hr Current issues in theNSO
• What you canoffer the NSO
• Identifyingproblems
• Group problemsolving
• Presentation
4 hrs
Financial management 3 hrs
ScoutingKnowledge
Policy of NSO Policy andadministration of NSO
Logistics management 3 hrs
Total training hours: CALT (38 hours), CLT (41 hours)
Y P
S ?
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• Brief description
of different
training methodand technique:
Advantages and
Disadvantages.
1 1/2
• Scout method –
Learning by doing.
• Effective of Base
Method.
• Effective use of the peer-Learning
Method.
Training method
and Technique
Policy
Organisation and
Rules ( P.O.R )
• Purpose of POR 1 1/2
• Warrant and
structure.
• Uniform for all
section.
• Adult / leaders.
• Discipline.
Adult in Scouting • What is AIS. 1 1/2
• Why adult in
scouting.
• Appointment.
• Re-appointment.
• Re-assignment
• Retirement.
• Resignation.
2) LEADERSHIP Strategic Plans History of NSO. 1 1/2 Risk Assessment. Hazardidentification.
Scouting beforeWorld War II.
Risk assessment.
Scouting afterWorld War II.
Risk Controloptions and
decision. Scouting today: Effective
supervision.
V ision andMission.
S cout Strategicplan for thefuture.
Role and functionof unit leader
• Situationalleadership:
1 1/2 Team BuildingGames.
• G roup Dynamics.
• W o rking in asmall group
Directing. ProgrammePlanning
• W eeklyprogrammed and
annual programme. Coaching. • S teps in planning.
Supporting. Delegating.
Time Management • P ersonaldiscipline.
• Facilitator of boyslearning
1 1/2 • S cheduling.
• Change Agent : • O rganisingactivity.
Teach valuesystem.
• D ocumentationand proper records.
Develop boyleadership.
• P lan your work.• W o rk your plan.
Empowermentof young people
to develop andlead.
• M aintainprocedures.
M
?
S ?
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Programme
Planning
• What and why of
programme
planning?
1 1/2
• Three bases of
programme
planning.
Enjoyable activity.
Outdoor activity.
Provision for
achievement.
• Important pointersfor programme
planning.
• Planning yourunit’s Annual
Programme of
Activities.
Risk Assessment
and Managementsystem
• Hazard
identification.
1 1/2
• Risk Assessment.
• Risk Control
options and decision.
• Implementation of
control measures.
• Effectivesupervision.
• Check list.
Teaching of
Games
• The art of story
telling.
1 1/2
Why story telling?
Different kinds of
stories.
• The teaching of games.
Why are games
important inscouting?
Different kinds of games used in
scouting.
Games leadership.
Unit
Administration
• Unit Register 1 1/2
• Personal data.
• Attendance.
• Annual
registration.
o Unit
Financial
Records.
Saving / current
account.
Records of income
and expenditure.
Petty cash.
Annual statements
of accounts.
Invoices and
receipts.
Stock
books.
Files and
circulars.
Correspondences and
meetings.
Unit
Financial
Records.
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3) SCOUT
CRAFT
Unit Meeting
(Theory and
Practical)
• Unit Meeting I
(Theory)
4 hrs
What is unit
meeting?
What are the
ingredients of agood unit meeting?
Different scout
ceremonies.
• U nit Meeting II(Practical)
How to construct a
flagstaff.
How to fold and
break a flag.
How to form the
horse shoe for
assembly.
How to use hand
signals for
assembly an dceremony.
How to use basic
foot drill
commands t ocontrol the
ceremony.
Camp craft skills • Camping in
general.
3 hrs Advance Camp
craft Skill• C amping in
general.
• About tents. • D ifferent kind of
tent.
• Pitching a tent. • P itching a tent.
• Striking a tent. • S triking a tent.
• C amping standard.
Pioneering Skills • Knots a n d
lashings.
3 hrs Advance
Pioneering Skills• K nots and
Lashing.
• Reef knot. • B owl – line.• Clove Hitch. • W h ippings.
• Guy line Hitch. • S quare Lashing.
• Sheet Bent. • D iagonal Lashing.
• S heer Lashing.Orienteering
Skills
• What is
orienteering
3 hrs Advance
Orienteering Skills
• H ow to set a map.
• What is compass. • H ow to read gridline.
• Different parts of
compass.
• H ow to interpret a
map.
• How to usecompass.
• H ow to write logbook.
Camp Fire Leader
Skills
• An introduction to
scout camp fire.
4 hrs Advance Camp
Fire Leader Skills
• D emonstration of a
scout camp fire.
• Demonstration of ascout camp fire.
• Running and
preparation of a
scout camp fire.
• First hand
experience through
participation.
• O rganising a camp
fire.
Reflection • What is reflection? 2 hrs Evaluating Unit
Activities
• W WW Approach.
• What went well ? • R eceiving anobtaining feed
back,
• What went wrong?
• Follow up actions.
• WWW Approach.
• Using W WW
Approach in patrol
in c ounci l and
patrol leaders’
council.
S
?
?
?
?
?
?
?
?
?
?
?
S
S
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Developing Training Modules
Flowchart
ORIENTATION (4 hours)
BASIC COURSE
Modular system and hands on at camp
ADVANCED COURSE
Modular system and hands on at camp
ON-THE-JOB TRAINING
(6 months)
AWARD OF WOODBADGE
GROUP 4
FUNCTION: ___________Unit Leader Training
__________________________________________
1st
Stage 2nd StageCompetency
Modules Subjects Time Modules Subjects
Law & Promise 0.5
Mission Statement 0.5
History 1
Organization Structure 1
P.O.R. 2
Role of Unit Leader 2
APR/WOSM 1
Ceremony 2
Patriotic 0.5
Scouting RegistrationSystem
1
AIS Policy 1
Scouting
Fundamental
Module 1
Scouting
Knowledge
Management of Group 1
Group Meeting 1
Risk Management 2
Financial Component 1
Inventory of Stocks 0.5
Filing System 1
Public Relation 2
Management Module 2
Management
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Camp fire leader
Pioneering
Game & Song
Knotting/Lashing
Camping
Hiking & Expedition
Scout-craft
Cooking
Observation
Orienteering & Map
Reading
Estimation
Astronomy
Jungle Tracking
Modules 3
Scouting Skills
Presentation Skills
Youth Program 2
Badge System 1
Advancement Scheme 1
Patrol System 2
Planning 2
Age Section 1
Methodology Modules 4
Scout Method
Values 1
Health Care 2
Environment Protection 2
Community Service 3
Adolescent 1
Children’s Right 1
Social
Responsibility
Modules 5
Youth
Development
Bandaging 1
Fracture 1
CPR 2
Medical Module Modules 6
First Aid
Life Saving 2Treatment of wounds,
burns, diseases, bites, foodpoison, etc.
2
Stretcher 1
Em ergency Information 0.5
Medicine 0.5
Computer Skills 3
E-Mail & Internet 1
Web-page Design 4
Data Base 4
ICT Module Modules 7
ICT
Cub Scouting 4
Boy Scouting 4
Venture Scouting 4
Rover Scouting 4
Special Topic
Module
Modules 8
Scouting Program
Remarks: You should read the “Scouting for Boys” and “Scout Handbook” before finishing the 1st stage.
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Unit Leaders
First Stage (compulsory) 3-months
Module 2 can be skipped with outside agency’s certificate)
Module 1
Scouting
Fundamental
Module 2
Management
Second Stage (compulsory with credit transfer) 6-months
Module 5, 6 and 7 can be skipped with outside agency’s certificate)
Module 3
ScoutingSkills
Module 4
ScoutingMethod
Module 5
YouthDevelop-
ment
Module 6
First Aid
Module 7
ICT
Module 8
ScoutingProgram
Compulsory reading:
Scouting for Boys and Scout Handbook
After complete the modules,
Interview with District Commissioner (1 month)
Evaluation/assessment
Issue of Warrants1 month
Wood badge1 month
NB: This is only for one section unit, if one unit leader is transferred to different unit, he/she only
take particular section and one more additional modules and be interviewed by respective DC.
The flow chart of unit leader training program,
6-gear Scout Association
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Patriotic Know the country National anthem and Flag
Leaders of the NationPast and present leaders
Tradition and proud of the countryScout Songs
Scouting Registration
System
Ideals of Registration
How to register through computer Deadline
Fees
AIS Policy Concept and its application of AIS
Training opportunity and supportAdults Responsibilities
Module 1Scouting Knowledge
Subject Content
Law & Promise Meaning of the scout law & promise
Mission of Scouting WOSM mission statementOur mission
History B-P’s LifeHistory of National ScoutingWorld ScoutingAPR Scouting Movement
Organization Structure Unit StructureDistrict/Province/National StructureCommitteesWorld and APR Structure
P.O.R. Explain the POR
Badges & UniformMembershipWarrantAwards
Role of Unit Leader Function of a unit leadersResponsibilitiesGroup CommitteeCourt of HonourPatrol Council
APR/WOSM APR ScoutingWOSM and World Events
Ceremony Flag CeremonyOpening and Closing FunctionReceiving awardsScouts’ ownDisplay and preparationVIP reception
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Module 2
Management
Subject Content
Management of Group Group Organization
Committee meeting
Calendar Planning
Program Planning
Group Meeting How to run the meeting
How to design the activities
Agenda and minutes
Decision-Making
Risk Management Fire fighting
Safe Scouting Environment
Water safety
Insurance procedureChildren’s right
Financial Component Accounting
BudgetingBanking
Fund-raising
Inventory of Stocks Stock proceeding
Record and Book KeepingWarehouse
Scout room
Equipment
Filing System Filing Methods
Importance of Filing
Record Keeping & Computer Data base
Public Relation Media
News Conference
Inter-personal Relationship
Communication
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Modules 3
Scouting Skills
Subject Content
Camp fire leader Camp fire Building
Camp fire Procedure
Camp fire songs
History of camp fire
Pioneering Lashing
Monkey Bridge
Tower
Rope and its care
Game & Song Different types of games
How to lead different types of games
Safety method of games
How to lead a Scouting songAction songs
Education Objective
Knotting/Lashing All the knots: Square Knot, Reef Knot, Sheet bend, Figure-8
Knot, Fireman chair knot, Square Lashing,
Rope care
Camping Procedure of fixing the campHow to choose the camp site
Camping Equipment
Different types of tents
Camping program
Camping Rules
Improvides Camp
Wilderness Survivor
Simple Gages
Break Camp
Packing
Preparation for different weather conditions
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Modules 4
Scout Method
Subject Content
Youth Program WOSM Youth Program PolicyGovernment Youth Program PolicyDevelopment, Implementation, delivery, and evaluation of
youth program
Badge System How it works
Different types of badges according to the unit
Uniform
How to use the badge system to achieve scouting goal
Records
Rules of badgesMerit badges
Advancement Scheme Different advancement scheme according to unitHow it works
How to achieve scouting goal through advancement scheme
Records
Patrol System The definition of patrol system
Function and responsibilitiesTeamwork
Symbolic framework of patrol systemPatrol spirits
The Lines of a patrol
Planning Planning Skills
Different types of planningHow to design a Training Program
Age Section Definition of Age Section
Peer groupCharacteristic of different age sections
Age Sections of various section
Programme PolicyProgramme Policy
Youth Programme
programme
S
P S
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Modules 5
Youth Development
Subject Content
Values Universal Values
Scouting Values
Community Values
Evaluation of Values
Religious Values
Health Care Personal Health Cares
Public Health Cares
Respect your body
Personal Hygiene
Exercise
Drugs
EnvironmentProtection
Different types of pollution and its causesRecycling
Solar Energy
Conservation
Community Service Different types of communities service projects
Know your communities
Government program for youth
Adolescent Characteristic of adolescent
Co-education
Peer group
Needs and aspiration of young people
Children’s Right What is Children’s right
Implication of Children’s right in scouting activities
Child abuses
S
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Modules 6
First Aid
Subject Content
Bandaging Different types of bandaging
Bleeding and its treatment
Parts of the body
Fracture Different types of fractureTreatment of fracture
CPR Definition of CPR
When and how to use CPR
Situation analysis and treatment
Procedures
Practical training
Life Saving Life saving SkillsBasic Life saving
Water Rescue
Safety on swimming
Accidents
Use of Life saving jacket
Treatment of wounds,
burns, diseases, bites,
food poison, etc.
First Aid Kit
Different types of wounds and its treatment
Procedure, action to be taken, and follow up Report
Stretcher Different types of stretchers
How to make a simple stretcher
Emergency
Information
Police, Fire Department
Civil DefenceSearch and Rescue
Ambulance
Traffic ControlRed CrossHospital
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Modules 7ICT
Subject Content
Computer Skills Basic usage of computers
Hard and soft wares
E-Mail & Internet How to use e-mail and internet
Web-page Design How to design a simple web page using different types of
software package
Data Base Update records
Use and application of data base package
Using data base to manage the unit scout record
Modules 8
Scouting Program
Subject Content
Cub Scouting History of Cub Scouting
Cub Scout Advancement Scheme
“The Jungle Book”
Cub Scout Campout
Commissioner Award
Boy Scouting History of Boy Scouting
Boy Scout Advancement Scheme
“Scouting for Boys”
Chief Scout Award
Venture Scouting History of Venture Scouting
Venture Scout Advancement Scheme
The Award System, King Scout Award
Rover Scouting History of Rover Scouting
Rover Scout Advancement Scheme
“Rovering to Success”
Programme
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PioneeringSpecialist
Outbound
raining
Specialist
Knots andLashing
Specialist
CampfireLeaders
Specialist
irst Aidpecialist
InternationalUnderstanding
Specialist
utdoor
ames
pecialist
Camping
Specialist
Patrol
Leader
Specialist
ICTSpecialist
isk anagement
pecialist
ScoutingSongs
Specialist
Additional Modules
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HRD
CURRENT/FUTUREISSUES and CHALLENGES in
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The New Paradigm Business(Robert D Harris, 1993)
“The most visible difference between the corporation of
the future and its present-day counterpart will not be the
product they make or the equipment they use …
but
Who will be working,
How they will be working,
Why they will be working
and
What work will mean to them”
Employees of the future (Free Agents)• Known as Generation X [Net or Scho-boam Generation (people born between 1977-1997).
Grow up in digital age].
• Knowledge worker - information and media savvy.
• Multiple career. Don’t expect a lifetime career with a single employer.
• View themselves as contract worker; lending their services and expertise for a time.
• Take own responsibility for charting and preparing their own professional future.
• Engage in self-directed learning that is career specific.
• Strong advocates of life-long learning.
• Develops competencies to promote employability and career success based on knowledge
and network.
• Portfolio of assets - a collection of skills that makes them value-added contributors.
•
Expect employers to offer them opportunity for growth through learning and application of that learning.
• Use spare time to learn.
• Seek to learn wherever and from whoever they can. Little patience with planned learning
experiences that don’t match their desired format, timing and location.
• Regards constant and turbulent change as normal - more attuned to the need for
adjustments.
• Usually not interested in ladder climbing - don’t bother so much about organisational rank,
age or tenure.
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Challenges for HRD
• Planning greater emphasis on learning to build expertise, specialist knowledge – provide opportunity to learn new skills
• Allowing employees reinvent themselves within organisations as they acquire
new useful skills
• Allowing flexibility in design and delivery of learning
• Creating system to track learning, audit learning and support transfer of learning
• Reviewing appraisal system that include learning - reward learning
• Facilitating learning and reflection
• Using technology-based instruction and instructional design
• Focussing on employability and opportunity for growth
• Co-ordinating individual and organisational learning (complementary)
• Managing and sharing of knowledge
• Removing barriers to learning and applying learning
• Linking learning to longer-term career goals
• Developing and maintaining networks
• Exploring new learning technologies / opportunities
Essential
Components
of
HRD
Integrating and improving
performance of other people
Working with and
thru’ other people
Facilitating
development,
change and
learning
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New employer-employee contract
“You are responsible for your own career…
Employer provides the experience and
training to keep you marketable and
employable but
NOT
necessarily a job forever”
Walter Kiechel II
Fortune, 4 April 1994
Revolution in
Education
“The real illiterate of the 21st Century
won’t be he or she who can’t read or
write, but he or she who cannot learn,
unlearn and relearn”
Alvin Toffler, 2000
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New Economy
Innovation ~ Creativity
Life-long Learning
Process-skill
Empowerment
Team-player
Outsourcing
Double-loop learning
Multi-focus thinkingStrategic alliances
Electronic networking
Managing Diversity
How to
manage changes
•Information
Technology
•Advanced
telecommunication
•Increased
competition
•Removal of trade
barriers
•Restructuring / Re-engineering
•Mergers &
Acquisitions
What’s
happening
Knowledge-based
Economy
•One-person org.(entrepreneur)
•project based
•knowledge-worker
(computer & media literate)
•Multiple career
•teleworking
•flexible organisational
structure
•Globalisation - single
market / borderless world•E - “Everything”
•Service economy
•Life-long learner -
employability
•Facilitator
Old Thinking Concept New Thinking Concept
Order out of stability / certainty Order out of Chaos / ambiguities
Status-quo Change
Human Resource Human Capital
Job description Person description
Career development Job planning
Mentoring Reverse mentoring
Single-loop Double-loop
Training Learning
Trainer Facilitator
Manager Coach
Leader Follower-leader
Control Trust
Authority Autonomy / Empowerment
Judgemental focus Developmental focus
Single appraisal Multiple appraisal (360 system)
Permanent staff Free agent (outsource)
Brick and Mortar (tangible asset) Atom and Air (intangible asset)
STRUCTURE NetworkingPHYSICAL TEAM Virtual team
Elephant organisation Fleas organisation
Life long employment (single career) Employability (multiple career)
Retain Bosses Fire Bosses
Fire customer (make life intolerable to
employee)
Seek customer (cost-benefit
perspective
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DIRECTORY
ARTiCiPANTSPSTAFF
and
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PARTICIPANTS DIRECTORY
SL
No
Name Position/NSO Address/Contact
No./Email
1 Dr. Mirza Ali Haider National Training
CommissionerBangladesh Scouts
70/1 Purana Paltan LineInner Circular Road, Kakrail
Dhaka 1000 BangladeshTel No.:+880 2 933 7714
FaxNo.:+880 2 934 226Mobile Phone:+880
171520665
Email: [email protected]
2 Mr. Matassim Bin
Haji Duraman
Chief Executive
Commissioner
Persekutuan Pengakap
Negara BruneiDarussalam
No. 55 SPG 1253 KG Batu,
Jln. Limau Manis Ampar,
Brunei Darussalam
Tel No.: +673 2 683 245
Mobile Phone: +67 883 2456
3. Hj Noordin Hj Kasah HQ Commissioner
PPNBD
Persekutuan Pengakap NBDIbu Pejabat Pengakap
P.O. Box 222, Bandar Seri
Begawan Brunei Darussalam
Tel No.: +673 266 1166
Mobile Phone: +673 8721607
4. PG Mahdi PG Hj
Mohd Salleh
HQ Commissioner
PPNBD
Lot 18373 Spg 25, Jln HajiHalus, Kg Bunut, Brunei
Darussalam
Tel No.: +673 2
380704/380714
Mobile Phone: +673 887
0807Email: [email protected]
5. Hj Abu Bakar Bin Hj
Othman
District Commissioner
Belait, PPNBD
SPG 455-14 Kecil
No. 10, Jln Keil Lumut
Tel No.:+673 2 326 6667Mobile Phone:+673 880
5186
6. Hajah Sharifah Noor BteSyed Ibrahim
HQ CommissionerPPNBD
Ibu Pejabat Pengakap,
GadongBrunei Darussalam
Tel No.:+673 2 651956Fax No.:+673 2 652272
Mobile Phone:+67 872
1300
7. Abdul Manan Bin Hj
Abdul Latip
HQ CommissionerB2 Block B. Wisma PuriFlat
SPG 540, Jln Tutong
Brunei DarussalamTel No.: + 673 2 653126
Mobile Phone: +673 8772233
8. Hj. Mohammed Bin Hj
Ali
District Commissioner,
PPDT
Tutong, PPNBD
51 KG Tumpuan Telisan,
Tutong, Brunei
DarussalamMobile Phone: +673 894
606
PPNBD
/
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9. Burhanuddin Bin Hj Md
Daud
Penolong PesuruhjayaPengakap (Rancangan
Kegiatan dan Latihan)
Persatuan Pengakap
Daerah Tutong/PPNBD
No. 268 KampongPanchopapan
Tutong TA1941
Brunei Darussalam
Mobile Phone: +673 8779730
10. Abdul Sidik BinMohamed Salleh
Scout LeaderPPNBD
H19/15 100 Lorong 3
Seria BelaitSimpang, Brunei
DarussalamTel No.:+673 2 226822
11. Effaraihan Bte Hj Salam Scout Leader
Tutong, PPNBD
Ibu Pejabat PengakapDaerah Tutong, Brunei
Darussalam
Mobile Phone:+673 862
5394
12. Husin bin Budin @
Brudin
PPNBD125 SPG 342-22KG Sturj. STKRJ Tungku
Gadong, Brunei
DarussalamMobile Phone+673 880
0397
13. Hj Mohd Yussof Bin
Mohd Salleh
Deputy Secretary
General
PPNBD
Persekutuan PengakapNBD
Ibu Penjabat Pengakap
P.O. Box 222, Bandar
Seri Begawan BruneiDarussalam
Tel No.: +673 2 337174
Mobile Phone: +673 8766076
14. Haji Othman Durani Pesuruhjaya IbuPejabatPPNBD
1521 Sulapsehia, SPG 1523Kpg Telisai, Tutong, TC 1145Tel No.: +673 2 424 4336Mobile Phone: +673 863 2610
15. Hj Md Salleh Bin Hj
Ahmad bin
Asst. District
Commissioner
PPNBD
No. 2 SPG 120-48-70-17 STKEJ
Mumong Kuala Belait
KA 1731 Breunei DarussalamTel No:+673 2 334 1687
Mobile Phone:+673 8620 414
16. Effayane Binti HajiSalam
Scout LeaderTutong, PPNBD
Ibupejabat Pengakap Daerah
TutongBrunei DarussalamMobile Phone:+673 886 8563Email: [email protected]
17. Hj. Suhaibon bin Hj
Othman
Pesuruhjaya Ibu
Pejabat Bhg
KeagamaanPPNBD
P.O. Box 184, Gadong6, Jalan Padang Baru
KG Penanjong Tutong
Brunei, DarussalamTel No:+673 2 2225227
(Pejabat)Fax No.:+673 2 2225226
Mobile Phone:+673 873 3453Email:
Asst. Dist. Commisioner(Planning Training),Tutong, Tutong/PPNBD
/
HQ Commissioner,
,
HQ CommissionerReligion, PPNBD
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18. PG Matahir bin PG
Luba
District Commissioner
Brunei Muara
No. 13 Jin 88 SPG 7-23
Perumahan Lambak Kanan
Brunei Darussalam
Tel No.:+673 2 390278
Mobile Phone:+673 886 0278
Email: [email protected]
19. Captain Hj NarawiBin Hj Omar Ali
Elite ScoutCommissioner
BSB/PPNBD
No C3 Jalan Pengiran Di-gadong
Berarakas kemBerakas Garrison, Brunei
Darussalam
Tel No:+673 2 394 776
Mobile Phone:+673 886 8311
20. Harani Bte HasaScout LeaderPPNBD
Ibu Pejabat Pengakap DaerahTutong, Brunei Darussalam
Mobile Phone: +673 878 9154
21.
Samsudin Bin Hj
Ahmad
PPNBD No. 5 Jln 16 SPG 63
Perpindahan Lambak
Kanan, N.B.D.
22 Junaidi Hj Hussin HQ CommissionerPPNBD
F 12: 1 Flat PerumahanKerajaan, Beribi BE 1118
Brunei Darussalam
23. Hj Domeng bin Hj
Abd Wahab
Facilitator
National HQ
Commissioner
(Research & Archive)
Persekutuan Pengakap
Negara Brunei
Darussalam
P.O. Box 1554
BSB BS 8673, Brunei
Darussalam
Tel No.: +673 2 392021
Fax No.:+673 2 391676
Mobile Phone: +67 872 1676
24. Mr. Chang Wen-
Shing
Scout Executive
The General
Association of theScouts of China
9 Lane 23, Sec. 1 Chien-kuo N.
Road
Taipei, Taiwan Repu. of China
Tel No.:+886 2 274 01336Fax No.:+886 2 2773 6525
Email: [email protected]
25. Mr. Chang Jui-
Song
National Training
SecretaryThe General
Association of the
Scouts of China
9 Lane 23, Sec. 1 Chien-kuo N.
Road
Taipei, Taiwan Repu. of ChinaTel No.:+886 2 274 01336
Fax No.:+886 2 2773 6525
Email:
26. Mr. Li Yung-Chan Leader Trainer
The General
Association of the
Scouts of China
123 Sing-hing St. Tam-shui
TownTPC, Taiwan Rep. of China
Tel No.: +886 2 2620 3646
Fax NO.:+886 2 2629 4443
Email: [email protected]
PPNBD
,
PPNBD
HQ Commissioner-(Research & Archive)PPNBD
,
,
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50
29. Mr. KonosukeKobayashi
Director, EducationalDept.
Scout Association of
Japan
4-11-10 Osawa, Mitaka-shi,
Tokyo 181-0015, JAPANTel No.:+422 31 5168
Fax No.:+422 31 5162
Email:
30. Ms. So Yeon Min Professional HQ
Staff Korea Scout
Association
Yeouido-Dong 18-3, Seoul,
Korea
Tel No.:+82 2 6335 2034
Fax No.:+82 2 6335 2020
Email: [email protected]
31. Mr. Haji Sidek bin
Haji Mohd Ali Green
Asst. State
Commissioner
W.P. Labuan,
Persekutuan Pengakap
Malaysia
49 Taman Sehat
Kerupang 3, 87009 W.P.
Labuan, Malaysia
Tel No.:+60 13 854 5163
32. Mr. Han Siew KwongAsst. StateCommissioner
W.P.
Labuan/Persekutuan
Pengakap Malaysia
P.O. Box 1408700 W.P. Labuan, Malaysia
Tel No.:+60 87 431787
33. Mr. Alfhian Jeffri Chin Adult Leader
Persekutuan Pengakap
Malaysia
Lot 6 Tama Jasa, 87008
Labuan
Malaysia
Tel. No.:+60 19 8713131Email: [email protected]
34. Mr. Kalaimani A/L
Supramaniam
National Rover Scout
Leader
Persekutuan PengakapMalaysia
5 Belakang Hospital
09300 Kuala Ketil, Kedah,
Malaysia
Tel. No.:+604 416 3439Fax No.:+604 4160 559
Mobile Phone:+6013 468
4785
Email: [email protected]
35. Mr. Haji Ibrahim bin
Haji Ismail
State Commissioner
W.P.
Labuan/Persekutuan
Pengakap Malaysia
c/o Peti Surat 107
8700 W.P. Labuan,
MALAYSIA
Tel No. :+60 87 412695
Fax No. :+60 87 412184
36. Mr. Bhakta
Rajbhandari
National Training
Commissioner
Nepal Scouts
Bhaktapur 15, Mibachen,NEPAL
Tel No.:+977 1 661 1211
Fax No.:+977 1 661 1143
Email:
W.P. Labuan, PersekutuanPengakap Malaysia
Rover Scout
Leader,
Scout Leader,
W.P. Labuan, PersekutuanPengakap Malaysia
,
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37. Mr. Lee Yue HungJohn
Asst. Leader TrainerSingapore Scout
Association
37 Jalan Limau Nipis
Singapore 468290Tel No.:+65 6241 0424
Email: [email protected]
38. Mr. Han Song Guang MemberSingapore Training
Team
Block 921 Tampines St. 91
#104-201 Singapore 520921Tel. No.:+65 678 21419
Email: [email protected]
39. Mr. M. Supramaniam District
Commissioner &
Asst. Leader TrainerSingapore Scout
Association
Block 734 Yishun Ave. 5
03-420, Singapore 760734
Tel No.:+65 6758 7337
Fax NO.:+65 6731 9814Email:[email protected]
40. Mr. Sayun Santad National
Commissioner
National Scout
Organization of
Thailand
Vajiravudh House, NationalStadium
Rama 1 Street, Bangkok 10330
THAILAND
Tel No.:+66 2 219 2731
Fax No.:+66 2 219 2108
41. Mr. Amnach
Vetayaprasit
Member, Training
Team
National ScoutOrganization of
Thailand
Vajiravudh House, National
Stadium
Rama 1 Street, Bangkok 10330
THAILANDTel. No.:+66 2 215 3539
Mobile Phone:+66 1 82 60496
42. Mr. Saleh
Mohammad Saleh
Saudi Arabia Scout
Association
P.O. Box 5671, MadinahTel. No.:+966 553 03429
Email: [email protected]
43. Mr. Abdullah Safar
Al-Ghamdi
Saudi Arabia Scout
Association
Saudi Arabia, NajranTel. No.:+966 557 25725
Fax No.:+966 752 21546
Email: [email protected]
44. Mr. Yousef Saleh Al-
Haggas
Saudi Arabia Scout
Association
Saudi Arabia
Tel No.:+966 364 3619
Fax NO.:+966 365 1509
Email: [email protected]
45. Dr. Hamad A.H. Al-Yahya
Adult ResourcesCommissioner
Saudi Arabia Scout
Association
P.O. Box 12, Riyadh 11342
Tel No.:+966 552 59466Email:
46. Mr. Mohammed
Abdullah Al-Natheer
Saudi Arabia Scout
Association
P.O. 20779, Riyadh 11465
Saudia Arabia
Tel No.:+966 552 39636
Email:[email protected]
,
,
,
,
,
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Observers:
1 Hjh Hadijah Hj Abd Harith PPNBD A9 ‘c’ Jlln Kg. Perpindahan
Lambak Kanan, BC 2915,
N.B.D.
Tel No.:+673 861 7049
2. Masrura Hj Moksin PPNBD No. 9-499 KG Batu Apoi
Temburong, PC 1151
N.B.D.Tel No.:+673 863 2747
3. Md. Firdausin Bin Hj AngMatusin
PPNBD No. 2 Spg 897 Kg SerdangMukin Kota Balu
Tel No.:+673 880 9742
4. Kamarulsalihen bin Hj
Zain
PPNBD HP:+673 885 1710
5. Eddy nor Zahsin bin
Jumat
PPNBD No. 140 Jalan Ban 6, Kg
Mulant, N.B.D.
HP:+673 889 7605
Tel No.:+673 2 266 2804
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SL
No
Name Position/NSO Address/Contact No./Email
1 Abdullah Rasheed
Workshop Advisor
Regional Director
World Scout bureau/Asia
Pacific Region
4F ODC Int’l. Plaza Building
219 Salcedo Street, Legaspi
VillageMakati City, PHILIPPINESTel No.: +63 2 8180984/ 817
1675
Fax No.: +63 2 819 0093Mobile Phone: +63 917 896
8556
Email: [email protected]
2 Mr Hj Zainal
Abidin binPenghulu Hj
IbrahimWorkshop Advisor
Chief Commissioner
Persekutuan PengakapNegara Brunei
Darussalam
Tingkat 4, Bangunan Ibu
Pejabat PPNBD Kompleks
Pengakap, Jalan Gadong BE4119
Brunei DarussalamTel No.:+673 2 425312
Fax No.:+673 2 420822
Email:[email protected]
3. Dr Effendy bin
Rajab
Resource Speaker
Director
Adult Resources
World ScoutBureau/Geneva
P.O. Box 241
CH 1211 Geneva 4,
SWITZERLAND
Tel No.: +4122 705 1080Fax No.: +4122 705 1020
Mobile Phone:+41
65967790512
Email:
STAFF DIRECTORY
4. S. PrassannaShrivastavaResource Speaker &
Coordinator forProgramme
DirectorAdministration andResources
DevelopmentWorld ScoutBureau/Asia PacificRegion
4F ODC Int’l. Plaza Building219 Salcedo Street, LegaspiVillageMakati City, PHILIPPINES
Tel No.: +63 2 8180984/ 8171675Fax No.: +63 2 819 0093Mobile Phone: +63 917 5187110
Email:[email protected]
5. Hj Zainuddin HjJaafar
Coordinator,Administration
Secretary GeneralPersekutuan Pengakap
Negara BruneiDarussalam
No. 11 SPG 41-21 Jln KecilMasinKG Masin, Brunei BH2723
Tel No.: +673 2 680 164Mobile Phone: +673 884 4494
6. Dr. Evelina M.VicencioResource Speaker
Leader Trainer, BoyScouts of thePhilippines & Coordinator, APR Tools
and Development TaskForce
37 Aguinaldo St., U.P. Campus
1101 Diliman, Quezon CityPhilippines
Tel/Fax: +632 928 5423
Email:[email protected]
B
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7. Nur Aini
Mohammad
Resource Speaker
Leader Trainer and
Training Secretary
Singapore Scout
Association
1 Bishan Street 12Singapore 821171
Tel No.: +65 62592858
Fax No.:+65 62592118
Mobile Phone: +65 94506419
Email:[email protected]
8. Hj Ismail bin Dato
Paduka Haji AbdulHapidz
Workshop Director
Deputy Chief Executive
Comimision cumInternational
Commissioner
Persekutuan Pengakap
Negara Brunei
Darussalam
No. 367, Kampung Mulaut
Simpang 143, Jalan Lubuk,
Sigurun Km 6 Jalan MulautTel No.: +673 2 670440
Mobile Phone: +673 872
5957
9. Hj Domeng bin Hj
Abd WahabFacilitator
National HQ
Commissioner(Research & Archive)
Persekutuan Pengakap
Negara BruneiDarussalam
P.O. Box 1554
BSB BS 8673, Brunei
DarussalamTel No.: +673 2 392021
Fax No.:+673 2 391676
Mobile Phone: +67 872 1676
10. Hj Badar bin Hj Ali
Facilitator
Deputy Chief National
Commissioner
Persekutuan Pengakap
Negara BruneiDarussalam
Persekutuan PengakapNegara Brunei Darussalam
National Headquarters
4/F PPNBD Building, Jalan,
GadongBrunei Darussalam
Tel No.: +673 2 672110/872
4494
Fax No.: +673 2 244 9050
Mobile Phone: 872 4496
11. Zainudin bin IshakFacilitator
Asst. Estate ManagerPersekutuan PengakapNegara BruneiDarussalam
P.O. Box 535 MPC BerakasBB 3577Brunei DarussalamTel No.: +673 2 455 550Fax No.:+673 2 455 550Mobile Phone: +6738861249
Email:[email protected]
12. Hj Awg Hassan binHj Abd HamidFacilitator
Persekutuan PengakapBrunei DarussalamNational Training TeamSecretary
No. 24 SPG 525 Kg. MasinBH 2723, Brunei DarussalamTel No.: +673 2 681 304Fax No.:+673 2 391 676Mobile Phone: +67 874 2304
13. Hj Ismail bin DatoPaduka Haji AbdulHapidzFacilitator
Deputy Chief ExecutiveComimision cumInternationalCommissionerPersekutuan Pengakap
Negara BruneiDarussalam
No. 367, Kampung MulautSimpang 143, Jalan Lubuk,Sigurun Km 6 Jalan MulautTel No.: +673 2 670440Mobile Phone: +673 8725957
,
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14. Saifulrijal Hj MdHussain
Quartermaster
National HQCommissioner
Persekutuan Pengakap
Negara BruneiDarussalam
P.O. Box 461, MPC Airport
Lama BB3577Brunei Darussalam
Fax No.:+673 2 420822
Mobile Phone: +673 8710730
Email: [email protected]
15. Lilian R de Luna
Secretariat In-Charge
Executive Secretary cum
LibrarianWorld Scout bureau/Asia
Pacific Region
4F ODC Int’l. PlazaBuilding
219 Salcedo Street,Legaspi Village
Makati City, PHILIPPINES
Tel No.: +63 2 8180984/817 1675
Fax No.: +63 2 819 0093Mobile Phone: +63 917
896 8556Email:
16. Mohd. Jayah bin HajiDollah
Asst. DistrictCommissioner
Kuala Belait/PPNBD
TSW/411Brunei Shell Petroleum Co.
San BHD, Seria KB3534
Kuala Belait, Brunei
Darussalam
Tel No.:+673 3 3375185
Fax No.:+673 3 3374647
Mobile Phone:+673 8648235
17. Abdul Manan Hj Abd.
LatipComputer Operator
National HQ
Commissioner(Arts and Culture)
Persekutuan Pengakap
Negara Brunei
Darussalam
B2 Block 13, Wisma Puri
ApartmentSPG 540, Jalan Tutong,
Brunei Darussalam
Tel No.: +673 2 653126
Fax No.:+673 2 380192
Mobile Phone: +67 877
2233Email:
18. Hajah Mergawati HjAbd. Manaf
Documentalist
Adult LeaderPersekutuan Pengakap
Negara Brunei
Darussalam
No. 45, Kg. Kiarong, JlnDato Ratna
BE 1318, Brunei Darussalam
Tel No.:+673 2 420342 (H)
Fax No.:+673 2 452152 (O)Mobile Phone: +673 826
9833
Email:[email protected]
19. Hajah Norliza btDato Seri Setia Hj
Mahalle
Computer Operator
Adult LeaderPersekutuan Pengakap
Negara Brunei
Darussalam
DJ-A Dataran Jangsak Spg872
KG Jangsak, Jln Gadong BF
2720
Negara Brunei Darussalam
Tel No. :+673 2663306
Fax No.:+673 2 661461
Mobile Phone:+673 8717915
Email:[email protected]
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