LEARNING AND DEVELOPMENTPLANNING FOR EFFECTIVENESS

Learning and Development Plan

• Long Term Robust Culture: Onboarding, Leaders as Teachers, Performance Metric Leadership Continuity: Talent, Mgn, Succession Planning & Leadership Dev Professional Competency Development: Technical and Soft Skills Execution Culture: Lean, TPM, Continuous Improvement Cycle Performance and Coaching Culture: career Dev, Coaching, Performance Core Business Skills Transfer: Training With Industry

• Short Term Corporate Strategic Learning Operation Certification Technology Advancement Customer Relations

Long Term PlanningYear One Year Two Year

threeYear Four Year Five

Strategies OrganizationStrategic Learning

X X X X X

Execution Coaching. LeanOperation CertificationCustomer Relations

X X X X X

Structure Review of StructureChange Mgn

X X X X X

Culture OnboardingLeaders as Teachers

XCorp Onboard

XDeptOnboard

XLeaders as Teachers

X X

Leadership Leadership DevSuccession Planning

X Exe

XJunior Mgr

XMiddleMgr

XSeniro Mgr

XC-Level

Talent CompetencyCareer DevTech AdvancementTalent Management

XTechComp

XSoft SkillsTalent Mgm

XCareer

X X

Innovation Continuous Improvement Cycle

XTWI

XTWI

XKaizen

XKaizen

XKaizen

BUSINESS SUSTAINABILITY GROWTH MODEL

Results

Strategy Execution Culture Structure Talent Leadership Innovation M&A

Total Return to Shareholders 943% (Winners) vs 62% (losers)

Sales 413% (Winners) vs 83% (losers)

Operating Income 326% (Winners) vs 22% (losers)

Return on Invested Capital (%) +5.45% (Winners) vs -8.52% (losers)

EngagementTalent

ProductivityProfit

Background The Evergreen Project

200 well-established management practices within 160 companies over a 10-year period (1986-1996)

Prof Nirtin Nohria from Harvard Business School has pointed out that companies which consistently follow this formula of 4 + 2 have a 90% chance of sustaining superior business performance.

EngagementTalent

ProductivityProfit

Overview of Tools and Processes Strategy

Execution

Culture

Structure

Strategy PlanningPerformance Management Coaching

Process Improvement ToolsLean Organization and TWITeam Transfer of Skills and Knowledge

Four Corporate Culture ManagementEmployee Engagement Survey Team Bonding and Planning

Organization Structure Review

Overview of Tools and Processes

Talent

Leadership

Innovation

M&A

High Potential Talent DevelopmentSuccession PlanningTraining and Development SystemIndividual Contributor Development

High Potential Leadership Development Senior Leadership Development Management Competencies and HR Processes

Continuous Improvement Culture

ORGANIZATION STRATEGIC LEARNING

Organization Strategic LearningShort Term Strategic Learning SolutionsLink Learning Activities to Corporate Strategies

• Training Department develop the learning needs together with the Business Leaders.

• Create Learning cycle to assist the organization to deal with business challenges

Stretch Goals

Strategies TacticalPlan

Champion Talent Needed

Learning Results

Retain Customers 100%

Closer to customers

Account Managers improve their effort to know the needs of customers

Albert Tan ReneRossMei Ling

Customer relationship training with specific target

Increase customers scorecard from 55% to 85%

KNOW HOW O USEA WIDE RANGE OF PROCESS OOLS

Learning Cycle

Learning Function 1General Management• Organization Design• Funding• Strategic Planning• Goal Alignment• Investment Priority• Competency Management• Measurement• L&D Staff Selection and Development

Learning Function 2Relationship Management• Communicating Values• Needs Assessment• Internal Marketing• Cross Functional Partnering• Branding• Clients Partnering

Learning Function 3Operational Efficiency• Content Design• Administrative Process Efficiency• Contents Portfolio Management• Channel Management• L&D Sourcing• Vendor Partnering and Management

Learning Function 4Leadership Development• Talent Pipeline Segmentation• Onboarding• High Potential Identification• Leadership Development Programs• Succession Management• Leaders as Teachers• Transition Management• Executive Coaching

Learning Function 5Service Delivery• Manager Led Development• Coaching and Mentoring• Experience Based Delivery• Individualized Development Plan• E-Learning• Peer to peer Learning

Learning Function 6Systems and Infrastructure• Learning Technology Architecture• In the moment performance support systems• Knowledge Management Systems• Learning Portal• Performance Management and Development

Planning Systems