Download - Training Department Strategies and Structure
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HRD Department Dev
2007/8 Plan
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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
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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
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Vision and Mission
VisionVision MissionMission
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Branding
Learning to Compete
Professional InnovationGlobal
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HRD
Current Needs
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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
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HRD
Strategies and Activities
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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
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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
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HRD
Department Structure
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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
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HRD
Organization Development
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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
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Organization Development
Corporate Values
Leadership Development
Performance Consulting
Facilitate Meetings
Succession Planning
Lean Process Improvement
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Team Approach
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Best Practices
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Leadership Development
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Succession Planning
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Cultural Changes
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Competency Model at IBM
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Defining Learning Services
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Informal Learning
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Learning Management System
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Nano Learning
Posters: 15 Minutes
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Asset Based Thinking
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Benchmarking
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Training Center
HRD Global Learning Center
TSDC
Carsem Business School
Center of Excellent
Carsem U
Carsem Multimedia Studio
Training Center
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HRD
Development
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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)
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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