2. Outline
A. OD and Scope
B. Business Sustainability
C. Strategy Management
D. Business Process Reengineering
E. Performance Management
F. Organization Culture
G. Organization Structure
3. Outline
I. Innovation and Continuous Improvement Culture
J. Problem Solving and DM
K. Effective Meeting and Facilitation
L. Leadership Development
M. Talent Management and Succession Planning
N. Merger and Acquisition for Cultural Integration
13. 4 Primary Success Factors
Strategy
Execution
Culture
Structure
Make Your Strategy Clear and
Narrowly Focused
Execute Flawlessly
Build a Performance Based Culture
Make Your Organization Fast and Flat
Self Assessment 1-10
Rank 1 to 4
14. 4 Secondary Success Factors
Talent
Leadership
Innovation
M&A
Make Talent Stick Around and Develop
More
Make Your Leaders Committed to Your
Business
Make Industry-Transforming Innovations
Make Growth Happen With Mergers and
Partnerships
Self Assessment 1-10
Rank 1 to 4
15. Results
Strategy
Execution
Culture
Structure
Talent
Leadership
Innovation
M&A
Total Return to Shareholders
943% (Winners) vs 62% (losers)
Sales
413% (Winners) vs 83% (losers)
Operating Income
326% (Winners) vs 22% (losers)
Return on Invested Capital (%)
+5.45% (Winners) vs -8.52% (losers)
Engagement
Talent
Productivity
Profit
29. Six Needs of OrganizationSustainable Growth Model
Profit and
Productivity
Strategy
Execution
Structure
Merger and Acquisition
People and Culture Performance Culture
Talent
Leadership
Continuous Improvement and
Innovation
32. Target Growth 1 Strategy
Objectives
Build a strategies based on customer needs
Communicate and review strategies regularly
Action 1 Strategy Review, Planning and
Communicating for Corporate
Action 2 Department Strategy Management
Action 3 Town Hall Communication and Strategic
Rewards
40. Target Growth 5 Talents
Objectives
Build a strategies based on customer needs
Communicate and review strategies regularly
Action 1 Strategy Review, Planning and
Communicating for Corporate
Action 2 Department Strategy Management
Action 3 Town Hall Communication and Strategic
Rewards
52. Results and Matrix
Strategy
Company and Employee Alignment 100%
Execution
Lean drive 30% productivity
Supply Chain improve 50% speed deliver and reduce 25% cost
Improve 80% work processes
Performance Culture
Create a motivated culture by scoring 80%
Reduction of underperformer 20%
Coaching and contact time 30%
Talent Pipeline
Training Hours – 16 hours
Create Trainer pool 200%
Strengthen Talent pipeline 40% achieve ready in 1 year
Leadership Development
Leadership training hour 16%
Innovation
Increase 20% Work Process Improvement and Innovation annually
55. Organizations investing in
Modern Development
• 8x greater bench strength than those not
investing in modern Learning and
Development
• 6x improved engagement
• 7x better business results
56. Team of Experts
Dr Yulin
Asia Pacific Turn Around
Solution
Ramesh Victor
Global Lean Enterprise
and Productivity Solution
Laurence Yap
Asia Pacific OD, People.
Leadership Solution
59
63. Target Growth 1 Profit
Strategy, Customers and Leadership
Module 1 Strategy Planning for Change
Module 2 Performance Management +
Module 3 Coaching +
Module 4 Leadership Development +
Module 5 Talent Management and Succession
Planning
Module 6 Growing Your Customer +
64. Strategy Planning for change
Consulting
67
Objectives
Explore the desirable organization changes
Blueprint and Challenges
Outline
The success story
Next level of development Profit, Productivity, Dev & Engagement
Possible Action Plan
Benchmark
Internal Talent and structure
Change Process – challenges, communication, partnership,
learning community, Change Council and Reward
65. Strategy Planning Facilitation
68
Objectives
Develop Stretch Goals and Strategies
Communicate to employees for engagement
Quarterly review
Outline
Facilitate Review and Stretch Goals with Senior Leadership Team
Facilitate Strategy Planning Session
HR Communicate to Employees
Facilitate Alignment of Department Goals
Facilitate SLT reviews of HOD Strategies
Quarterly Review
2-8 Day
66. 69
Objectives
Understanding Talent Management Process
Succession Planning for Business Continuity
Leadership Pipeline
Outline
Part I: Introduction to Talent Management
Part II: Performance and Potential Criteria
Part III: Talent Review, Talent Development. Talent Evaluation, Talent
Actions
Part IV: Succession Panning
Part V Leadership Pipeline
Part VI Implementation Consideration
Talent Management and Succession
Planning Consulting
67. Leadership Management Consulting
70
Objectives
Understanding Leadership Management Process
Succession Planning for Business Continuity
Leadership Pipeline
Outline
Part I: Senior Leadership
Part II: Performance and Potential Criteria
Part III: Succession Planning
Part IV: Leadership Pipeline
Part V Implementation Consideration
68. Leadership for Junior Managers
71
Objectives
• Discover your role as a people manager
•Learn to manage yourselves as people manager
•Apply principles and practices to engage, manage and develop your
employees
Outline
Part I: Introduction
Part II: Profiling
Part III: Manage Yourself
Part IV: Manage Others
3 Day
69. Leadership for Middle Managers
72
Objectives
Building Personal Leadership Capabilities
Strategies to developing and Managing Team
•Sustaining Team Momentum for higher performance
Outline
Part I: Personal Leadership
Part II: Developing Team
Part III: Motivating Team
Part IV: Sustaining Team
3 Day
70. Leadership for Senior Managers
73
Objectives
Setting Management Culture for your organization
Growing Your Influence and communication effectiveness
Developing Your Strategy and Business Acumen
Dealing with Management Team
Outline
Part I: Management Culture
Part II: Growing Your Influence
Part III: Business Acumen and Strategies
Part IV: Managing Your Supervisors and Management Team
3 Day
71. Six Thinking Hats
74
Objectives
Setting Management Culture for your organization
Growing Your Influence and communication effectiveness
Developing Your Strategy and Business Acumen
Dealing with Management Team
Outline
Part I: Management Culture
Part II: Growing Your Influence
Part III: Business Acumen and Strategies
Part IV: Managing Your Supervisors and Management Team
2 Day
72. Motivate and Encourage Your Employees
75
Objectives
•Identifying methods of Employee Motivation
•Describing the theories which pertain to Employee Motivation
•Identifying personality types to motivate different employees
•Ways to motivate employees in managing their goals
•Ways to encourage your employees
Outline
2 Day
• Module One: Getting Started
•Module Two: A Psychological Approach
•Module Three: Object-Oriented Theory
•Module Four: Using Reinforcement Theory
•Module Five: Using Expectancy Theory
•Module Six: Personality’s Role in Motivation
•Module Seven: Setting Goals
•Module Eight: Motivation on the Job
•Module Nine: Encouragement Your staff
•Module Ten: Keeping Yourself Motivated
74. Target Growth 2
Productivity
Execution and Innovation
Module 1 Work Process Improvement +
Module 2 Lean +
Module 3 Core Business Skills +
Module 4 Managing Events +
Module 5 Project Management+
75. Work Process Improvement
78
Objectives
Learning Process Improvement Tools
Developing Facilitation Skills
Acquiring Rehearsing and Following Up
Outline
1 Days
Process Mapping
Appreciative Work Process
Performance Consulting
Facilitate Discussion
Brainstorming, Creativity and Selection
76. Managing events
79
Objectives
Managing Projects and Events with minimum errors
Engaging and Empowering Team Members
Facilitating Event
Outline
1 Days
Vision and Goals
Beginning of Projects
Job Function Empowerment
Time Flow Mapping
Rehearsal
Control of Event
Action Review
Post Mortem
77. Lean Productivity for Office and Operations
and Suppliers
80
Objectives
Reduce eight wastes
Reduce Operating Expense
Reduce Excess Inventory
Increase output
Outline
5 Days
Consultant led Approach – 30% productivity improvement
Diagnosis organization in lean context
Conduct projects with employees
Train employees on the jobs
Report results
78. 6S Consulting and Training
81
Objectives
Reduce eight wastes
Reduce Operating Expense
Reduce Excess Inventory
Increase output
Outline
Consultant led Approach – 30% productivity improvement
Diagnosis organization in lean context
Conduct projects with employees
Train employees on the jobs
Report results
79. Shop Floor Management
82
Objectives
Reduce eight wastes
Reduce Operating Expense
Reduce Excess Inventory
Increase output
Outline
Consultant led Approach – 30% productivity improvement
Diagnosis organization in lean context
Conduct projects with employees
Train employees on the jobs
Report results
80. Account Management
83
Objectives
Differentiate the customer base.
Potential growth of each segment.
Key focus areas that will drive success for each segment.
Develop specific action plan and strategy to enhance business growth.
Outline
Part I: RAD Concept
Part II: Calculation of Potential Growth Vs Target
R = Existing Business
A = Potential Opportunity
D = Establishment of Score Card
Part III: Develop Strategies for Each Segment to Promote Revenue
Growth
Part IV: Establish Key Imperatives
1 Day
81. Improving Core Business Skills (TWI)
84
Objectives
• Delivering operational process training more effectively.
• Analysing and Improving work processes
• Manging effective employee relations in the shop floor
Outline
Day One: Training Within Industry Job Instructions
Day Two: Training Within Industry Job Instructions
Day Three: Training Within Industry Job Method Improvement
Day Four: Training Within Industry Job Method Improvement
Day Five: Training Within Industry Job Relations
5 Days
82. Performance Management
85
Objectives
Managing Corporate and Department Goals
Able to conduct performance appraisal fairly
Managing performance of employees
Outline
Part I: Understand of the Concept of Performance Measurement
Part II: Designing the Performance Plan
Part III: Reviewing Draft Performance Plans
Part IV: Tying Performance Appraisal Rating with Merit Increment,
Bonus and / or Other Compensation Packages
Part V: Communicating to Employees on the New Performance
Measurement System
2 Day
83. Coaching for Performance
86
Objectives
• Understanding the coaching concept
• How to coach and mentor
•Understand their work expectations, beliefs and behaviors.
•Learn how to manage and lead employees
Outline
Part I: Working Phenomena of the 21st Century
Part II Different Generation Cohort Worker in Malaysia
Part III: The Concept of On-The-Job Coaching
Part IV: 8-Unique Steps of Coaching Model
Part V: Managing Performance
2 Day
85. Target Growth 3
Employee Development
Talent
Module 1 Training and Development
Module 2 Career Development
Module 3 Critical Soft Skills Development +
Module 4 Train the trainers +
86. 89
Objectives
. Identifying currents and long terms needs of competencies
Improving training system
Establishing investment parameter
Outline
Current Needs
Part I. Business Needs Analysis
CEO Needs, Core Business, BSG Model
Part II: Department Needs
Part III: Job Needs
TRAINING AND DEVELOPMENT
CONSULTING
87. 90
Outline
Long Term Needs
Part I: Identify Core Business and Technical Development
Part II: Business continuity: succession, transfer skills, manuals
Part III: Identify Core Values and soft skills development
Part IV Organization Continuity: succession, culture, development
Training System
Part I: Vendor Management
Part II: Internal Training and Trainers
Part III Investment, ROI and ROE
TRAINING AND DEVELOPMENT
CONSULTING (CONT.)
88. 91
Objectives
Differentiate the customer base.
Potential growth of each segment.
Key focus areas that will drive success for each segment.
Develop specific action plan and strategy to enhance business growth.
Outline
Part I: Job Description and Competencies
Part II: Career Development Conversation
Part III: Performance Development Conversation
Part IV: Personal Development Plan
Part V: Development Activities
Part V: Follow Up: Contact, Feedback, Coaching and Mentoring
CAREER DEVELOPMENT CONSULTING
89. Critical Business Skills
92
Objectives
Developing Seven Critical .Skills as Individual Contributor
Building better relationship with your managers
Applying ways to deal with people
Outline
Part I: Effective Work Habits: Motivation, Thinking and Emotions
Part II: Work Effectiveness: Time, Priorities, Information Management
Part III: Project Management
Part IV: Communication: Feedback, Meeting and Convey info
Part V Critical Thinking and Creative Thinking
Part VI People Skills
Part VII: Working with Your Managers
7 Day
90. Train the Trainers: Instruction Design
93
Objectives
Analyzing Training Needs
Designing Training Programs
Evaluating Training Programs
Engaging Internal Customers
Outline
• Part I Instructional Goals
• Part II Researching the Problems: Instructional Analysis
• Part III Designing a Training Program
• Part IV Choosing the appropriate intervention and Media
• Part V Structuring the content for the course
• Part VI Evaluating the content
2 Day
91. Train the Trainers: Training Delivery
94
Objectives
Understand Effective Adult Learning and communication styles
Delivery and facilitating training
Enhancing training with various tools
Ending the training with impacts
Outline
Part I Adult Learning Principles
Part II Communication Styles
Part III Creating the learning environment
Part IV Enhancers: Ice Breaker, Games, Music and Videos
Part IV Facilitation and Training
Part V Role Play and Feedback
Part VI Flipchart
Part VII End with Purpose
2 Day
93. Target Growth 4
Engagement
Culture, Structure and M&A
Module 1 Corporate culture
Module 2 Employee Engagement
Module 3 Team Development
Module 4 Organization Structure Review
Module 5 Onboarding
94. Corporate Culture Consulting
97
Objectives
Understanding Four types Corporate Corporate
Implementing cultural changes
Outline
Part I: Understand Background of Corporate Culture
Part II: Survey
Part III: Findings
Part IV: Discussion
Part V Implement Changes
Part VI Monitor Progress
95. Employee Engagement Consulting
98
Objectives
Understanding employee engagement
Implanting employee engagement strategies
Outline
Part I: Employee Engagement WIFI
Part II: Explore Seven Reasons of Disengagement
Part III: Survey
Part IV: Findings
Part V Implement Changes
Part VI Monitor Progress
96. Team Bonding Workshop
99
Objectives
Improve team relations
Reduce conflicts
Understand Corporate Direction and Strengths
Outline
Key Point 1 Communicate Development to convey meaning
Key Point 2 Know Your Team to foster Understanding
Key Point 3 Knowing Team Dynamics through personality
Key Point 4 Seeking Opportunities to make things better
Key Point 5 Create sense of belonging
1 Day
97. Team Development
100
Objectives
Understanding Team Process
Applying Team work principles
Productive Communication
Outline
• Part I Definition Team
• Part II Team Development
• Part III Team Meeting
•Part IV Team Conflict
• Part V Team Profiling
• Part VI Team Communication
• Part V Team Collaboration
2 Days
98. Organization structure Consulting
101
Objectives
Understanding employee engagement
Succession Planning for Business Continuity
Leadership Pipeline
Outline
Part I: Basic Structure Level
Part II: Level of Management
Part III: Span of Control
Part IV: Departmentalization
Part V: Centralization and Decentralization
Part Vi: Delegation
Part V Abnormality
Part VI Cross Function Teams
99. Onboarding Consulting
102
Objectives
Understanding effective onboarding process
Implanting new onboarding process
Outline
Part I: Assess Onboarding Process
Part II: Preparation
Part III: First Day Experience
Part IV: Team Bonding
Part V Senior Leadership
Part VI Learning Environment
Part V Department Orientation
Part VI Manager Roles