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Training process, The Process of Creating Workshop - Coggle Diagram
Training process
Clarify Objectives
Assess resource
Skills Gap Analysis
Breakdown Job tasks and responsibility
Training Needs Analysis
Assess the gap between current talent and required talent
Specialist are required to serve a set period in the role and conduct training
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Training Plan
Curate content
Identify Required Library
In house development with " Skills Champions", Internal Trainers
External acquisition
MOOC
External learning institutions
Professional bodies
Departments
Design Department
Drafting
Architecture
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Administration
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Procurement Department
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Standards Department
Standards Coordinator
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Project Audit Department
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CMED ACADEMY
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Internship
Students in last year of school
2 year process
Semester 3-4 months
Rotate on to new department
Learning encapsulated in desired working culture
Department Heads to identify core learning from their department
Skills champions to create learning content
Education done on Weekends
Application applied during week
Graduation
Learning Process
Pre Learning
- Agree with Line Manager training justification
- Minimum of 2 weeks prior to any lesson, monitor own actions and evaluate current capabilities.
- Establish desired improvement, stating tangible outcomes.
- Complete personal development plan based on SMART based goals.
- Sign off with line manager
SMART GOAL SETTING
SMART GOAL SETTING
Specific tasks - clear and concise
Measurable - what gets measured gets done
Attainable - Something you believe you can get
Relevant - has be related to you work
Time bound - a committed deadline
During Training
- Learning Journey: A combination of learning approaches set over a specific period of time focused on a specific outcome.
Project: A specific task that allows the individual to take on roles and responsibilities for the purpose of apply new skills and gaining experience.
- Instructor Led Training: Workshops and Seminars led by subject matter experts.
- Self Paced Learning: individual uses digital learning, video, website, library and other tool to learn under own speed.
- Mentoring: Pairing staff with experienced colleagues or trainers in real work scenarios, allowing them to learn by doing and gaining practical skills.
- Coaching: provide guidance, support, and personalized development for individuals or groups
- Cross-Training: training and exposure to different areas of the organization, broadening skills and knowledge.
- Peer-to-Peer Learning: Encouraging staff to share their expertise and knowledge with colleagues through informal peer-to-peer learning sessions, lunch-and-learn sessions, or knowledge-sharing platforms.
- Professional Development Events: External public events that provide exposure to industry trends, new ideas, and opportunities for skill development.
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Cross Training, going into other areas of the business to gain knowldge and experience
Post Training
- Monitor and record post training experience
- Highlight specific examples of success and failure
- May be required to participate in post training project
- May be required to establish learning buddy relationship
- May be required to receive coaching/mentoring
- After 3 month, retested to establish knowledge drain, if score below expectation, staff is to redo until score meets expectation
- Write small essay to demonstrate improvement citing specific evidence to support
- Present to Line Manager, OJT and HRD to sign off
Job Rotation
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Staff need to gain exposure in different areas of the business, in order to have a fuller appreciation of the entire business, build strong relationship and strengthen capacity.
Staff should be encouraged to take on different role with in a project
Brand Visibility
Employer of Choice
Concept is to generate interest from young talent to want to join CMED, by elevating the profile of CMED in the education system
Grass roots
STEM related competition in Schools
Promote Reuse, Reduce, Recycle, Competition
Alignment with MoE
Internal Team do public talks to schools
Promote brand get young talent interested in joining
Parents will hear
Business Strategy
Department Development Plan
Department Strategy
Head Count
Skills Required
Training Objectives
Communication Alignment
Departmental challenges
Strategic Development Plan
MD Wants to shape the team to match her vision
On the Job Training
Invest in staff
Grow team
Get them to buy into the vision
"Creating their legacy"
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