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

1

23

4

56

7

8

9

OVERVIEW MAINLAND ESCALATION

1

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

3

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