Strategy planning
1 / 55

training-strategy - PowerPoint PPT Presentation

  • Uploaded on


I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

PowerPoint Slideshow about 'training-strategy' - peak3

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Strategy planning l.jpg

Strategy Planning

20 mg 30mg

Training Department

Mydin Mohammed Holding Berhad

Levitra 20 mg

Process flow l.jpg
Process Flow

  • Practical Vision

  • Underlying Constraint

  • Strategic Directions

  • Systematic Actions

  • Implementation Timeline

Vision definition l.jpg
Vision: Definition

  • A mental picture of what the organization should look like in the future

New definition of mission l.jpg
New Definition of Mission

  • To assist in increasing the effectiveness and efficiency of all individuals in Mydin Mohamed Holdings Bhd.

  • Our measures of success is based on the improvement of job behaviors, job performance, problem solved, cost savings to organization, product quantity, product quality, lower absenteeism, lower turnover and customer satisfaction of the training we provide,

Objective l.jpg

  • Transform organization to achieve performance effectiveness

  • Create a joyful and meaningful workplace.

Old definition of mission l.jpg
Old Definition of Mission

  • To provide all types of training support services to all employees

  • Our measures of success is based on

    • Hours of training

    • Persons trained

    • Classes delivered

    • Media Produced

    • Instructional objectives accomplished

    • Course catalogs

Transformation l.jpg

Traditional Training

Performance Driven

(refer to HPI Model)

Comparison l.jpg

  • Sample Mission statement

  • Measures of success

  • Origin of performance problems

  • Audience served

  • Relationship with organizational goals

  • Perception of others

  • Staff skills required

  • Potential survival in difficult times

Roles l.jpg



Future:Facilitator (Process control)Consultant (Provide answer)Trainer (Skills, attitudes, knowledge)

Skills required l.jpg
Skills Required

  • Consulting

  • Needs assessment

  • Needs analysis

  • Data collection

  • System Design

  • Long range planning

  • Cost-benefit planning

  • Evaluation

  • Research

  • Learning

  • Facilitation

  • Training

Training skills l.jpg
Training skills

  • Delivering Training

  • Creating lesson plans

  • Media Production

  • Department Budgeting

  • Course Scheduling

  • Coordinating events

  • Developing survey, questionnaires

  • Manage external vendors or trainers

Old relationship with organization l.jpg
Old Relationship with Organization

  • Support function

  • Cost center

  • Little relationship exists between dept activities and organizational goals

New relationships l.jpg
New Relationships

  • Proactive Function

  • Profit Center

  • Documented savings related to waste, turnover, defects, and downtime

  • A high relationship exists with organizational goals

Traditional training function l.jpg
Traditional Training Function

  • Indirect link to organizational bottom line

  • Lack of management support

  • No relation to other organizational Initiative

  • Lack of respect and credibility

Strategic direction l.jpg
Strategic Direction

Learning Organization that encompasses:

  • Improving organizational learning capabilities

  • Facilitating organization development or reengineering

  • Building team based workforce to enhance productivity

  • Cultivating world class customer care

  • Upgrading operational excellence

  • Building, expanding and manage knowledge

Organizational learning l.jpg
Organizational Learning

  • Focus on training and learning

  • Training and learning must be fun, practical and interactive

  • Exploring new ways of training and learning methods such as Multisensory, NLP, Visual/Music/Multimedia, Dialogue, Facilitative and etc

Learning l.jpg

  • Widening learning channels such as accessing to internet, resource library, audio visual

  • Hold in house seminar, conference and workshop to improve convergence and divergence of knowledge

  • Encourage Team Learning (training department)

Prioritize training course l.jpg
Prioritize Training Course

Focus on the foundation for first year

  • Customer Care

  • Retail Training

  • Housekeeping

  • Merchandizing Display

  • English

  • Supervisor Development

  • Team Development

  • HR competency training

What we do now l.jpg
What we do now

  • Conduct fundamental training

  • Setting up team learning

  • Applying facilitative and multi-sensory training

What can we do further l.jpg
What can we do further?

  • Exploring latest training methodology

  • Widening learning opportunities such as Certificate Program

Organization development reengineering l.jpg
Organization Development/Reengineering

  • Function as Process facilitator

  • Using various facilitator tools such as

    • HPE: Performance

    • FishBone

    • 5 Why

    • Flow Chart

    • Run Chart

  • Needed for fundamental change due to outdated organization system (;policies, roles and responsibilities etc)

What are we doing now l.jpg
What are we doing now?

  • Renovation – mental rehearsal – Nesan/Laurence

  • Store clearance – Nesan/Laurence

  • Price Change - Laurence

  • Energy level of Cashier – Guna/Zaidi/Laurence

  • Motivational level of employees

  • Collecting problems facing by employees through customer service training- Trg Dept

Jmi our first client of consultancy l.jpg
JMI: Our first client of Consultancy

  • Conduct field study and consulting on JMI from 15th Sept onward (45 days)

  • Informed Zaidi, the branch manager of JMI.

    Areas to look into:

    • Redesigning jobs or work tasks

    • Improving information flow

    • Improving feedback to performer

    • Improving OJT (on job or off job training)

    • Using structure practice (OA2)

    • Improving tools and equipment

    • Using job or performance aids

    • Improving reward systems

What can we do further26 l.jpg
What can we do further?

  • Facilitating the final project management by doing mental rehearsal for Hypermarket

  • GAMES for Hypermarket

  • Examine the organization system of SUBANG

  • Doing organization studies of SKE and other branches

  • Move into troubled branches to find root course and solutions

  • Initial projects to rescue critical area of Mydin

Things to remember l.jpg
Things to remember

  • Water and stone

  • Human psychology

  • Positive orientated

  • Ambience

  • Beware of people

Building team based workforce l.jpg
Building team based workforce

  • Organize Group to become Team

  • Train team to be Self Directed Work Team (SDWT) or Self Managed Team (SMT)

  • The move will revolutionize the industrial practice of retail industry

  • Implement in MNC Manufacturing such as AMD, Nestle and Komag in Malaysia

What is sdwt l.jpg
What is SDWT?

  • Empower to make decisions

  • Know each other jobs

  • Supervisors act as facilitator

  • Accountable for work group

  • Facilitator, team leader and team member

Skills needed 1 2 l.jpg
Skills needed 1/2

  • Leadership

  • Communication

  • Interpersonal

  • Group problem Solving

  • Peer Coaching and feedback

  • Consensus decision making

  • Conflict management

  • Project management

Skills needed 2 2 l.jpg
Skills Needed -2/ 2

  • Team dynamics

  • Process Improvement

Change of perception of team members l.jpg
Change of Perception of Team Members

  • Accept change

  • Try new things

  • Take on more responsibilties

  • Held accountable

  • Take actions

  • Act in the best interest of team

  • Take risks

  • Be open minded

Experiment on jmi l.jpg
Experiment on JMI

  • Halid

  • 8 45 am

  • 15 people

  • Daily meeting and discussion

  • Rest 30 minutes in afternoon

  • Scram

Agenda of meetings l.jpg
Agenda of Meetings

  • Motivation sharing

  • Improvement projects

  • Group and individual appraisal

  • Problems and solutions sharing

  • Ways to increase sales and customer base

  • Ways to upgrade customer service, grooming

    housekeeping and mechanizing

  • Get to know each other activities

  • Training

Customer care driven l.jpg
Customer Care Driven

  • Customer Care

  • Complete JMI’s Training

  • Still no positive results. It proves my hypothesis is right. It is the organizational system (80%) that contribute to the “indifferent” of customer service

What are we doing now38 l.jpg
What are we doing now?

  • Completed customer care training at H=JMI within six week time

  • Completed the manual writing (Farha)

  • Training at Malacca (5th-13th Sept)

What can we do further39 l.jpg
What can we do further?

  • Weekly focus – Floor Meeting, Daily Briefing

  • Competition

  • Poster

  • Customer Survey form

  • Remember customer names

  • Field study on JMI Organization System – Manpower, Roles and responsibilities, Leadership style etc….

Operasi akar 2 l.jpg
Operasi Akar 2

  • Operational excellency driven – Nesan

  • 360 degree feedback for Leadership style

  • Set up Ground Rules of Human Relationships

Operational excellency driven l.jpg
Operational Excellency Driven

  • Implement housekeeping and mechanizing display

What do we do now l.jpg
What do we do now?

  • Training an audit SKE

  • Begin training at JMI

Knowledge management l.jpg
Knowledge Management

  • E Learning

  • Internet Strategy

  • Portal Information

  • Community of Expert

  • Best Practice/Lesson-Learned Sharing

  • Enlarge learning channels

E learning l.jpg
E Learning

  • Build learning module online for managers and executives to learn

  • Incorporating LMS into our recording system

  • Experimenting short and practical topic such as:

    • 10 minutes learning on effective email writing

    • 10 minutes learning on vendor negotiation

    • 10 minutes learning on English for customer service

Internet strategy l.jpg
Internet Strategy

  • Search information for competitive edge

  • Teach internet search strategy

  • Formulate internet user policy to draw boundaries of surfing and searching

  • Train buyers, HR, branch executive etc.

  • Create directory search for relevant departments

Portal information l.jpg
Portal Information

  • Put up useful information on training department

  • Provide a online suggestion and feedback format

Community of expert l.jpg
Community of Expert

  • Gather expert for sharing knowledge

  • Collect list of skills, knowledge, hobbies and achievement of every employees

  • Have info exchange session

  • Do benchmarking tours

Best practice lesson learned sharing l.jpg
Best Practice/Lesson-Learned Sharing

  • Invite experts to share such as Victor and Halim

  • Facilitate the session to have tangible outcome

Enlarge learning channels l.jpg
Enlarge learning channels

  • Access to Public Library

  • Access to Magazines

  • Access to Internet

  • Access to books (RM 300)

What do we do now52 l.jpg
What do we do now?

  • Facilitate Halim’s session

  • Gather the list of skills from HR personnel

  • Doing some studies on LMS and e module

What can we do further53 l.jpg
What can we do further?

  • Have web presence at intranet (Oct)

  • Put up e Module online (Nov)

Who do what l.jpg
Who do what?

  • List down our expertise

  • Take one strategy direction to champion

  • Teach internet search to access info

  • Master learning skills

  • Master facilitation skills

  • Master training skills

  • Set up self manage team for ourselve

  • Team learning on workbook

Slide55 l.jpg

  • Have weekly meeting

  • Have weekly strategy discussion to generate action plan

  • Have weekly training