Training & Development Programs
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8/11/2019 Training & Development Programs
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Training &
Development
Programs
11-Jul-14 Created by Uray Andro [email protected]
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Why do we
need toDevelop?
Its a VUCA
World!
VolatileBerubahubah
UncertainTidak pasti
ComplexRumit
AmbiguityTidak Jelas
11-Jul-14 Created by Uray Andro [email protected]
DevelopBusiness & Strategy DevelopmentSystem & Tech Development
People Development
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REASON & BENEFIT
Increased job satisfactionandmoraleamong employees. Making them
more motivatedso worked moreproductively.
Increased capacityto adopt new methodand technology. So will also increasing
efficienciesin work process.
Create pool of readily availableand adequate personnelto
replacing future vacant position.
Create overall organization image as a goodplace to work.value, nurture
and offer its employeesopportunity to grow.
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Alignment
Employee focused
Build on strengths
Skill & knowledge
Improvedperformance
11-Jul-14 Created by Uray Andro [email protected]
KEY CHARACTERISTICSAlignment How do the teams support
achievement of organization
goal?
how do individuals support
achievement of team goal? What is the organization trying
to achieve?
Employee focused What key competencies actually
support the achievement of the
employees goals?
What characteristic &
capabilities are critical to thesuccess of your organizations
goal
Build on strength Nurture individual strengths Target specific skill gap &
challenges
What are the common traits &
strengths of top performers?
Skill & Knowledge Knowledge & Skill is gained with
the purpose of supporting
performance
Improved performance
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PERFORMANCE& NEEDSANALYSIS
ESTABLISHCOMPETENCIES
ESTABLISH JOBROLE
STANDARD
IDENTIFY SKILLGAPS
CREATE IDP
ASSESS &MEASURE
IMPLEMENTATION
PROCESS
PERFORMANCE & NEEDS
ANALYSIS Identify skills and
behaviors that are critical
to achieve our
organizations goals
Are the current KSAsaligned and support
organizations values?
11-Jul-14 Created by Uray Andro [email protected]
ESTABLISH COMPETENCIES
Identify top performersacross job roles
Benchmark top performers
ESTABLISH JOB ROLE
STANDARD What are top performers
do?
What does success look
like?
IDENTIFY SKILL GAPS
Find difference betweendesired and actual level of
performance
Identify applied
competencies
CREATE INDIVIDUAL
DEVELOPMENT PLANS Objective information
(Mission Statement)
Learning StyleTraining
Curriculum
Career plansuccessionplan
Manager support
ASSESS & MEASURE
LEVEL 1ParticipanReaction
LEVEL 2Learned
Knowledge, Skill &
Attitudes
LEVEL 3Behaviorchanges
LEVEL 4Results on
business impact
LEVEL 5Return of
investment
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COMPETENCIES Job performance
Abilities
Behavior
Skill
Personal Characteristics Knowledge; motive,trait, self-
concept
Is an underlyingcharacteristicof an individual
that is causally related to
criterion-referenced
effective or superior
performancein a job.
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COMPETENCY LEVELS
Industry
organizational value
cultureCORE COMPETENCIES
Technicians & Professionals
Salespeople
Helping & Human service
Managers
Enterpreneurs
JOB FAMILYCOMPETENCIES
Level of specific skill mastery
JOB ROLECOMPETENCIES
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Sample skills assessment
Costumer focusLittle / not
needed
Less
neededNeeded
Most
needed
CF.1 Memperlakukan kostumer secara sopan 1 2 3 4
CF.2 Merespon kebutuhan kostumer dgn cepat 1 2 3 4
CF.3 Mengambil tanggung jawab terhadap komplain kostumer 1 2 3 4
CF.4 Mengidentifikasi kebutuhan kostumer dgn proaktif 1 2 3 4
CF.5Menerima feedback dari kostumer utk melihat kepuasan
mereka1 2 3 4
CF.6 Membuat strategi utk membantu organisasi melayanikostumer dgn lbh baik
1 2 3 4
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gap
potential
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11-Jul-14 Created by Uray Andro [email protected]
Succession planning
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11-Jul-14 Created by Uray Andro [email protected]
1.00
2.00
3.00
4.00
7.00 7.30 7.60 7.90
Potential(comp
etenciesassessment)
Performance (scoring card)
61 2 34
5
7 8 9
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axis keterangan jumlah %
1
potensi rendah - performa rendah => underperforming, sudah mencapai ujung potensi dan kurang menunjukan
performa
saran : berikan tugastugas harian, atau digantikan
5 6%
2
potensi rendah - performa moderat => potensi karir sudah mencapai ujung pengembangan dan kinerja dinilai
cukup, performa stabil.Saran : berikan motivasi, tantangan tugas dan kembangkan keterampilan pengerjaan tugas.
2 2%
3
potensi rendah - performa tinggi => potensi karir sudah susah dikembangkan sedangkan kinerja dan semangat
dinilai tinggi, tenaga terampil
Saran : ikutkan dalam pengembangan non-teknis, berikan reward dan motivasi
10 12%
4
potensi moderat - performa rendah => mungkin karyawan baru yang belum menunjukan hasil kinerja optimal
tetapi cukup memiliki potensi
saran : berikan orientasi teknis dalam pekerjaan sehari hari, berikan waktu untuk berkembang, berikan
tantangan dengan pencapaian yang jelas.
11 13%
5potensi moderat - performa moderat => tenaga kerja yang stabil dalam memenuhi tuntutan pekerjaan
saran : berikan kesempatan dan tantangan untuk berkembang dan mendapatkan pengalaman baru.8 9%
6
potensi moderat - performa tinggi => tenaga terampil yang memiliki kapasitas pengembangan, tenaga potensial
untuk disoroti sebagai calon pemangku jabatan 1 level diatasnya.
Saran : berikan tantangan dan kesempatan untuk mengembangkan karir ke level selanjutnya. Berikan training
training manajerial/konseptual.
37 43%
7
potensi tinggi - performa rendah => tenaga potensial yang mungkin masih baru dan membutuhkan arahan dalam
memenuhi tuntutan pekerjaansaran : berikan waktu untuk berkembang pada posisinya, berikan orientasi teknis.
0 0%
8potensi tinggi - performa moderat => tenaga potensial yang memiliki minat di bidang pekerjaannya sekarang.
Saran : berikan kesempatan untuk mempelajari hal hal teknis baru untuk mengembangkan keahlian.6 7%
9potensi tinggi - performa tinggi => tenaga ahli yang mampu dikembangkan ke level jabatan selanjutnya.
Saran : berikan tugastugas level jabatan diatasnya, mungkin dapat dipromosikan ke level diatasnya.7 8%
86
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11-Jul-14 Created by Uray Andro [email protected]
no. nama pesertaperformance (avg scoring
card)
potential (avg skill
assessment)axis
88 Alo O 7,79 3,10 9
46 Mugi Rahayu 7,76 3,10 9
38 Dian Nugraha 7,67 3,00 9
97 Nindyas P 7,58 3,50 8
42 Josaf P.A 7,55 3,20 8
79 Herni Heryani 7,49 3,20 8
58 Asep Sopian 7,72 2,90 6
77 Suryana 7,65 2,90 6
9 Memey Melani 7,79 2,80 6
69 Ivan Setia 7,69 2,80 6
61 Dudy Iskandar 7,65 2,80 6
48 Susilawati 7,59 2,90 5
6 Iyus Yusup 7,50 2,70 5
57 Devi Dathiah 7,48 2,70 5
22 Astri Yulianti 7,00 2,90 4
130 Imas Sulastri 7,00 2,90 4
44 A.Doma Satrio Wibowo 7,00 2,80 4
73 Yuni Soewito 7,76 1,90 3
52 Isniarti 7,74 1,90 3
25 Sulastri 7,50 1,90 2
40 Dani Mochdani 7,48 1,70 2
8 Susi Heryani 7,25 1,90 1
3 Santi Susanti 7,00 1,80 1
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Its not the 95% thats right that
makes something works; its the5% thats wrong that messes
everything up.Will KaydosMeasuring, Managing and maximizing performance
11-Jul-14 Created by Uray Andro [email protected]
Thank youByUray Andro Oktaviar
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