training department strategies and structure

HRD Department Dev

2007/8 Plan

High Performance Model

Learning: change Collaborating: speed

Teaching: Growth

LearningInformal learningformal learning

Teaching Management becomes trainers Groom internal employees as trainers

Collaborating Network to customers and vendors Cross Function Team Community of Practices

Profit

Employee

Supplier

Agenda

1. Vision and Mission 1. Vision and Mission

2. Department Structure2. Department Structure

3. Learning Focus 3. Learning Focus

4. Strategies4. Strategies

6. HRD Development6. HRD Development

5. New Approaches5. New Approaches

Vision and Mission

VisionVision MissionMission

Branding

Learning to Compete

Professional InnovationGlobal

HRD

Current Needs

Needs

Eliminate waste and standardization – Lean Manufacturing Create motivation workforce -Leadership Development for Supervisors and

Leaders Speed up knowledge transfer to promote alternate learning: internet, book, nano

learning, seminar, benchmarking Improve organizational effectiveness through OD activities Improve SKA of employees through various training courses Equip for organization transformation by improving the capabilities of HRD

HRD

Strategies and Activities

Factors that Promote Learning

Anthony Dibella (2001)

Scanning imperative

Performance Gap

Concern for measurement

Organization curiosity

Climate of openness

Continuous Education

Operational variety

Multiple advocates

Involved leadership

System Perspective

Nine Strategies

Focus on Performance Solution

Align to Corporate Objectives

BroadeningLearning Activities

Building Employee Branding

Invest in Strategic Learning

Leverage on our intellectual capital

Partnership with Different Business UnitCultivate Values and

Positive Culture

Speed up knowledge transfer

HRD

Department Structure

Learning Focus

Focus

HRD

Management Dev

Technical and Quality Dev

Lean Academy

Engineering Dev

OD: Succession Planning & Values

E-Learning

Nano LearningFor Frontline Employee

Employee Dev Center for Resource Group Dev

InformalLearning

HRD

Organization Development

Scope

The fundamental of OD is developing capacity to realize and achieve organization aims

Developing capacity require learning of new skills, pattern of communication, knowledge and attitudes

To change organization culture, we need to learn new values or assumption, to design new system and structure – to change behavior, change the rules

Organization Development

Corporate Values

Leadership Development

Performance Consulting

Facilitate Meetings

Succession Planning

Lean Process Improvement

Team Approach

Best Practices

Leadership Development

Succession Planning

Cultural Changes

Competency Model at IBM

Defining Learning Services

Informal Learning

Learning Management System

Nano Learning

Posters: 15 Minutes

Asset Based Thinking

Benchmarking

Training Center

HRD Global Learning Center

TSDC

Carsem Business School

Center of Excellent

Carsem U

Carsem Multimedia Studio

Training Center

HRD

Development

Staff Development

Training Management Competency(one day a month: Mc Grew Hill; ASTD)

Consulting Skills

Human Performance Consulting

Lean Academy

Internet Research

Performance Communication

Leadership Skills

Organizing and Managing

Training Delivery Skills

Soft skills for Instructors

Benchmarking

HRD Conferences (4 times a year)

Internal Changes

Restructure Department Structure

Job Rotation

Branding

Establish various Training Centers

(GLC, CoE, Carsem U etc)

External Consultants (AMD, Intel & Aiesec)

Team Learning

Matrix Organization

Sculpture/Media/Model center

Intranet