Training Strategy Ppt 23046

Company

LOGO

Strategy Planning

Training Department Mydin Mohammed Holding Berhad

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 Training

Performance 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

PastTrainer

Future: 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 DirectionLearning 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

Company

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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

Company

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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

Things to remember

• Water and stone• Human psychology• Positive orientated• Ambience• Beware of people

Company

LOGO

Building team based workforce to enhance productivity

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?

• 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

• Leadership• Communication• Interpersonal• Group problem Solving• Peer Coaching and feedback• Consensus decision making• Conflict management• Project management

Skills Needed -2/ 2

• Team dynamics• Process Improvement

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

• Halid• 8 45 am• 15 people• Daily meeting and discussion• Rest 30 minutes in afternoon• Scram

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

Company

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Cultivating world class customer care

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 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 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

• Operational excellency driven – Nesan

• 360 degree feedback for Leadership style

• Set up Ground Rules of Human Relationships

Company

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Upgrading operational excellence

Operational Excellency Driven

• Implement housekeeping and mechanizing display

What do we do now?

• Training an audit SKE• Begin training at JMI

Company

LOGO

Building, expanding and manage knowledge

Knowledge Management

• E Learning• Internet Strategy• Portal Information• Community of Expert• Best Practice/Lesson-Learned

Sharing• Enlarge learning channels

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

• 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

• Put up useful information on training department

• Provide a online suggestion and feedback format

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

Invite experts to share such as Victor and Halim

Facilitate the session to have tangible outcome

Enlarge learning channels

Access to Public Library Access to Magazines Access to Internet Access to books (RM 300)

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 further?

• Have web presence at intranet (Oct)• Put up e Module online (Nov)

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

Next

• Have weekly meeting• Have weekly strategy discussion to

generate action plan• Have weekly training