Embed Size (px)
DESCRIPTION
2008
Citation preview
1
HRD Planning and Focus/ 2008
2
Organization Focus Profitability to sustain businessMarket Growth (Profitable Growth)Talented People (Employer of Choice)High Quality Product (Supplier of Choice)
3
| Our Challenges: The World Is Changing |
4
HRD Effort Talented People (Employee of Choice)Leadership, Positive Culture, People DevHigh Quality Product (Supplier of Choice)Lean, Quality, Technical Dev
5
8 Strategies to improve organization effectiveness and performance
6
8 Strategies:-Cultivate Values and Positive Culture-Build Employer Brand-Speed up knowledge transfer-Focus on performance solution-Broaden learning activities-Invest in strategic learning-Leverage on our intellectual capital-Partnership with different business Units
7
Training FocusA. Soft Skills-Leadership -Positive Culture-People DevelopmentB. Technical Skills-Lean-Quality-Technical DevelopmentC. Departmental Focus
8
Non-Training Focus-One Point Lesson-LMS: Express Learning-Nano Training-Lean Facilitation-Asset Based Thinking-Digital Newsletter-Resource Library-E-Learning (IT)-Conference-Benchmarking-Competency Model
9
Asset Based Thinking
10
Nano Training
15 – 60 min of Learning Session
D
11
Competency Model at IBM
12
Learning Management System
14
Benchmarking
16
HRDDepartment Structure
HRD
Training Administration
Soft Skills Developme
nt
Frontline Employee
(DL) (Lean) Process
Improvement
Technical Skills
Development
(QPP/OD) Change
Management
17
Training Focus
Text
Focus
HRD
Leadership Dev
Technical and Quality Dev
Lean Academy
Engineering Dev
Succession Planning
E-Learning
Frontline EmployeeDevelopment
Employee Dev for Resource Group
18
Branding Learning to Compete
Professional InnovationGlobal
19
•Organization Development
Specialist – Succession Planning
•Performance Consultant
•Facilitator
•Frontline Employee
Developers
•Knowledge Management
•Nano Learning
•Learning Specialist
•Organization change
thru Lean Manufacturing
20
HR Award: 2001 HRDF Award: 2011 (Quality in Training and Development)
