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Learning Topics in 9 Sessions
MOVING TOWARDS STRATEGIC PARTNERS
TOTAL HR LANDSCAPE
MODERN HR POLICIES & ISSUES
DESIGNING ORGANIZATION & JOB
PEOPLE SOURCING
PEOPLE DEVELOPMENT
PEOPLE PERFORMANCE
PEOPLE REWARDING
PEOPLE RETENTION
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23
4
56
7
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9
OVERVIEW MAINLAND ESCALATION
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2
Why the HR Academy?
How HR Academy Addresses the Needs
Establish a common HR background / foundation Boost knowledge regarding HR trendsEquip the HR with modern HR toolsEnable HR to start to move away from operations-only focusEnable HR to see the big-picture HR systems linkage rather than focusing only on their day-to-day dutiesEquip the HR so they are able to support the five-year HR StrategyEnable HR to communicate HR issues effectively with their non-HR counterparts (seniors, peers, and other functions)
Key DriversMINT Business
Growth & Expansion
Management need HR as business partner
HR need strong credibility and professional/technical
knowledge to fulfill the roles
ADDIE Learning Design ModelACHIEVED THROUGH CO-DESIGN & CO-DECISION
Standard Learning Model
APPROACH: BLENDED LEARNING
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How to implement the HR Academy
Session
4
HR Academy Workshop
“Bring Content into context: Practice and transfer learning into applications”
Receive pre and post assignments before and after the HR Academy Workshop Session
Be Facilitate to actively participate in making the most of the content and practices that enhance on each other’s learning (Learn/ unlearn/relearn) into application together
HR Academy Workshop held by full-day session/ 2 months Staring the kick-off session from Oct 28,2013 and planned to finish on May
6,2015
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