Strategy Planning,Training Department Mydin Mohammed Holding Berhad,资料PPT中国PPT资源网www.1ppt.com收集提供,版权归原作者所有,Process Flow,Practical Vision Underlying Constraint Strategic Directions Systematic Actions Implementation Timeline,Vision: Definition,A mental picture of what the organization should look like in the future,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,Transform organization to achieve performance effectiveness Create a joyful and meaningful workplace.,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,Traditional TrainingPerformance Driven(refer to HPI Model),Comparison,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,Past TrainerFuture: Facilitator (Process control) Consultant (Provide answer) Trainer (Skills, attitudes, knowledge),Skills Required,Consulting Needs assessment Needs analysis Data collection System Design Long range planning Cost-benefit planning Evaluation Research Learning Facilitation Training,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,Support function Cost center Little relationship exists between dept activities and organizational goals,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,Indirect link to organizational bottom line Lack of management support No relation to other organizational Initiative Lack of respect and credibility,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,Improving organizational learning capabilities,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,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,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,Conduct fundamental training Setting up team learning Applying facilitative and multi-sensory training,What can we do further?,Exploring latest training methodology Widening learning opportunities such as Certificate Program,Facilitating organization development or reengineering,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?,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,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 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,