2. Training allows employees to acquire new skills, sharpen existing
ones, perform better, increase productivity and be better leaders.
In an ever changing and fast paced corporate world, training and
development is an indispensable function
Managing Director
PROFILE OF IPDC TRAINING INSTITUTE
Bun Sucento
e have vast experience, we have accumulated
over the years to provide our Clients with a
competitiveedge through the provision of qualitywassured training and skills development courses. IPDC leading-
edge training courses provide business professionals the skills
they need to develop their competency, improve their
performance, and drive business success. Our talented team
of national and regional trainers and consultants has
exceptional credentials complemented by practical, real-
world experience
2

3. Where Our Participants Are
From 6 Countries
“Training programs were delivered effectively by excellent trainers with high quality
standard. IPDC has become our preference and choices for our employee’s training
development”
Fahrizal Tampubolon, MM
Head of APRIL Learning Institute I PT Riau Andalan Pulp and Paper
Bangladesh
Brunai
Indonesia
Malaysia
Thailand
Vietnam
Participants have attended
our programs since 2001
50.000+
150+
95+
Open programs offered each
year
1000+Major clients and growing...
Independently minded and
experienced trainer and
facilitators
90+Customized learning soluction
delivered
“
PROFILE OF IPDC TRAINING INSTITUTE
3

4. 16 YEARS+ of excellent intraining
High quality standard in process on obtaining ISO 9001
CERTIFICATION
100% Customer satisfaction guarantee
TRUSTED by many major corporation in indonesia andregion
Learning partner and PREFERRED by many corporation
Offer a wideranged but FOCUS applied programs
EXCELLENT IN SERVICE
EXPERIENCED and caringevent staff
Trainers are INDUSTRY-TESTED
PROFESSIONALS and PROFESSORS gaining for
more than 25 years of professional experience coming from
international and national firms and nation’s top universities
respectively
Why
IPDC ?
PROFILE OF IPDC TRAINING INSTITUTE
4 PT.IPDC Consulting & Advisory | Copyright 2017

5. Mission
To inspire, equip and empower people,
through excellent personal development
training and consulting by providing
comprehensive professional services
to our client and building relationships
and develop innovative solutions, which
help dynamic people and organizations
create and realize value.
WHAT DRIVES US
We have a dedicated impact team
that works under our vision,
mission, corporate values and
passion
Vision
Being a Recognized Industry Leader
Creating Value for Our Clients
Providing a Stimulating and Rewarding
Work Environment
Capitalizing on Opportunities to
Strengthen the Company
VMV
Vision, Mission and Values
PROFILE OF IPDC TRAINING INSTITUTE
Vision, Mission and Values
5

6. TRAINING CATEGORIES
WE OFFERED
COMMUNICATION SKILLS
OIL & GAS INDUSTRY TECHNICAL
KNOWLEDGE ANDPRACTICE
HSE
PRE-RETIREMENT PROGRAM
(PURNABHAKTI)
HUMANRESOURCES
PRODUCTION SHARING CONTRACT
(PSC), ACCOUNTING, FINANCIAL AND
CONTRACTUAL ASPECTS
LOGISTIC, CONTRACT, AND SUPPLY
CHAINMANAGEMENT
PROJECT AND PROCUREMENT
MANAGEMENT
MANAGEMENT ANDLEADERSHIP PURCHASING & MATERIAL
MANAGEtMENT
MANAGEMENT OFTRAINING
01
02
03
04
05
06
07
08
09
10
11
12 SECRETARIES ANDOFFICE
ADMINISTRATION
Current SimilarExperiences
(in-house training)
IPDC has been facilitating a
great numbers of In-house
And Public Training Programs
for the last 16 years.
See our website www.ipdc.
co.id (Clients and Gallery) to
find out on our experiences
Please call us for the copy of
contract for fact and data
verification on our claimed
experiences.
PROFILE OF IPDC TRAINING INSTITUTE
6

7. Rasuna Office Park 2/QO-08.
Jl. HR. Rasuna Said, Jakarta 12960 Indonesia
Ph (+6221) 8378 6465 ; 8378 6477 ; 8378
6389
Fax (+6221) 8378 6478
E-mail : training@ipdc.co.id; registration@ipdc.co.id
www.ipdc.co.id
Permanent Office
PROFILE OF IPDC TRAINING INSTITUTE
7

8. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
8
Considerations for Developing a Leadership Development Program
5 - PHASE LEADERSHIP DEVELOPMENT PROCESS
ANALYZE
the Needs
Phase 1
DEVELOP
the Blueprint
Phase 2
PLAN
the
Implementation
Phase 3
IMPLEMENT
the Plans
Phase 4
MONITOR
Performance
Improvements
Phase 5
Identify
performance
issues
Clarify high
performance
expectations
Identify
performance
gaps & “hot
spots”
1.1
1.2
1.3
Refine/Develop
Leadership
Competency
Model
Define
Leadership
competency
elements
Develop
Leadership
Development
Blueprint
2.1
2.2
3.3
Establish
Leadership
Development
Project Team
Design &
develop
learning
solutions
Plan roll-out
of Leadership
Development
Program
3.1
3.2
3.3
Deliver
learning
Solutions
Assign
Individual and
Team Learning
Individual &
Team Coaching
for projects
4.1
4.2
4.3
Monitor
Individual &
Team Projects
Evaluate
performance
and rectify
Final
evaluation &
Completion
5.1
5.2
5.3

9. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
9
Considerations for Developing a Leadership Development Program
Level 1: First Line Development Management Program
Introduces the fundamentals of effective leadership for greater success, faster
Level 2: Supervisory Management Development Program
Prepares first-time managers to achieve lasting results through people.
Level 3: Middle Management Development Program
Builds the leadership skills and confidence needed to translate
strategy into effective action on the front line.
Level 4: Senior Management Development
Enhances the ability to lead strategically while balancing
short and long-term perspectives.

10. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
10
Considerations for Developing a Leadership Development Program
• Changes in Knowledge, Skills,
Attitudes, and Perceptions
• Changes in Behavior
• Changes in Values and Beliefs
• Leadership Paths
• Relationship with Others
• Enhancing Organizational
Leadership Capacity
• Broadening Leadership
Participation
• Collaboration
• Developing Future Leaders
Organization Impact Individual Leadership Outcomes
We expect the Leadership Development Program will contribute and have a
significant impact to our clients both for Organization and Individual
Participants

11. LECTURE ICE BREAKERS AND GAMES CASE STUDIES AND PROBLEM
BASED LEARNING
GROUP COACHING GROUP DISCUSSION ROLE PLAY & PRACTICE
“It should be Fun, Interactive, and Applied”
APPROACH & METHODOLOGY
Training Delivery Method
11

12. 12
APPROACH & METHODOLOGY
Training Effectiveness Evaluation (The Four Levels of Learning Evaluation by Donald L. Kirkpatrick)
Level 1 Level 2 Level 4
Reaction Learning Results
Measuring
How participants react
to the training program
Learning can be done
through identifying what
evaluator wants to evaluate,
(i.e., changes in knowledge,
skills, or attitudes
Final results that occurred
because
participants already have
attended training
program.
HowtoDoIt?
Questions of surveys or
questionnaires like these
should be considered:
• Did the trainees feel that
training was worth their
time?
• What were the biggest
strengths of training, and
the biggest weaknesses?
• Learners’ skills and knowledge
are assessed before training
program.
• Candidates are unaware of the
objectives and learning
outcomes of the program.
Level 3
Behavior
The extent to which change
in participants’ behavior has
occurred because of
attending training
programs.
For measuring changes in
behavior, questions like these
should be considered:
• Did the trainees put any of
their learning to use?
• Are trainees able to teach their
new knowledge, skills, or
attitudes to other people?
Measuring final results
that occurred because
participants already have
attended training
program.
BEFORE Training
• The phase where instructions
are started.
• This phase consists of short
tests and quizzes at regular
intervals.
DURING Training
• Learners’ skills and knowledge
are assessed again to measure
the effectiveness of training
program.
POST Training
Changes
After gathering
information, changes
could be done based
on the trainees’
feedback and
suggestions.
Make changes happen, these
conditions are necessary, the
trainees:
• have the desire to change
themselves.
• know what to do and how to
do it.
• be trained in the right climate.
• be rewarded for changing.
Outcomes or final results that
are closely related to training
program should be
considered such as:
• Increased employee
retention.
• Higher morale.
• Increased customer
satisfaction
IPDC will only use two levels for
Training Effectiveness Evaluation
in this program

13. 13
APPROACH & METHODOLOGY
Training Effectiveness Evaluation: LEVEL 2 (PRE & POST TRAINING)
• Each test is titled with the course title, date, instructor and either pre- or post test
• Tests assess the attainment of the learning objectives
• Both tests have the same items
• Brainstorm 15- 25 possible questions that would effectively test the participants’
knowledge prior to the course and after the concepts have been presented.
• This knowledge should be based on the learning outcomes and objectives that have
established for the course
• Select a variety of questions (multiple choices, fill-in-the-blank, etc.) that will peak the
participants’s interest in excelling on the pre/post test and learning the material being
taught.
IPDC will construct Pre and Post Assessments based on the
following criteria and elements
Training Effectiveness Evaluation

14. 14
APPROACH & METHODOLOGY
Deliverable
• Report of Program Summary
and Recommendation
• Program result of all
participants
• Pre and post-assessment result
of all participants
• All survey and evaluation result
of the program
Upon completion of the Training and Coaching (All Terms, Pre and Post
Assessment, Evaluation and Observation), IPDC shall submit the following
Reports in form of Hardcopy and Softcopy:
In facilitating the program, our supporting
team and assistant facilitator will develop a
customized Log Book for individual report on
the performance and achievement level
REPORT / LOG BOOK

15. Duration
Max. of 30 Participants in
one class to allow better
class interaction and
experiential learning
Training Participants Location
• Option # 1: Client’s
Office
• Option # 2: Training
Room in Hotel
APPROACH & METHODOLOGY
Course Format
2 Days

16. 16
TRAINING AGENDA
Overview
Successful future leaders (Managers, Supervisors and Senior Staff) are able to lead, manage,
supervise and mobilize the talents of the people they work with. They ability to lead and
inspire individuals and teams towards optimal performance is a crucial factor in reaching the
desired personal and organizational goals. Many people when given the new role of
"manager“ or “supervisors” have never actually been trained for their new responsibilities.
This training program offers opportunity for participants to acquire insights, explore
leadership and management skills, supervisory management concepts, and examine
actionable strategies for building the kind leadership and management skills to enable their
team or their co-workers to deliver their optimum performance.
This training is designed for all those who have the potential and capabilities of developing
into team leaders and new managers.

17. 17
TRAINING AGENDA
Program Objectives
At the end of the workshop, the participants will be able to
• Develop strategies to address the challenges facing new leaders today.
• Use an appropriate strategy for supervising and managing others
• Motivate and support others in the achievement of targets
• Be able to coach the team members
• Handle all team members from different generation
• Create an energized and inspired team for better performance
• Monitor and evaluate his or her subordinates’ works
• Organize and Delegate Effectively
• Use effective problem solving and decision making techniques.
• Select and apply the most suitable leadership styles, motivation tools, communication
strategies and persuasion principles when dealing with people.
• Learn and practice key coaching techniques.

18. 18
TRAINING AGENDA
Agenda
Program Topics Highlights
Self Leadership
Managing and
Working with
Multiple Generation
Organizing and
Delegating
Effectively
Managing Results
(Performance &
Monitoring)
Problem Solving &
Decision Making
Effective
Communication
Managing Team
Performance
Coaching and
Counseling

19. DAY ONE Leadership & Managerial Skills
Time Session Topic
08.00 – 10.30
Program
Introduction
• Program Objection & Direction
• Role, Responsibilities and Challenges for Leaders in today’s
successful organizations
Today’s
Leadership &
Challenges
• Challenges leaders face in dynamic and changing organizations
• What your boss, employees, peers and senior management
expect from you
• Management versus Leadership
• The Characteristics of a Effective Leaders
10.30 – 10.45 Coffee Break
10.45 – 12.00 Self-Leadership
• Defining Self-Leadership
• Four Pillars of Self-Leadership
• Creating a Personal Vision Statement
• Identifying Dreams and Setting Goals
• Behaving as a leader:
• Leading oneself and Others; Leading within a System
12.00 – 13.00 Lunch Break and Prayer Time
19
TRAINING AGENDA
Agenda

20. DAY ONE Leadership & Managerial Skills
Time Session Topic
13.00 – 15.00
Effective
Communication &
Interpersonal
Relationships
• Principles of effective business communication
• Identify the communication styles and how to adapt with
people who have different styles
• Assertiveness Communication and Interpersonal Relationship
Managing and
Working with
Multiple
Generation
• Communicating and working with multi-cultural and
generation teams: Millennial, Baby Boomers, Gen X
• Understand multiple generation values, expectation and
behavior
• Best strategies and techniques in dealing multiple generation
workforce
15.00 – 15.30 Coffee Break & Prayer
15.30 – 17.00
Managing Results
(Performance &
Monitoring)
• The importance of strategic Goal Setting
• Key Performance Indicators (KPIs): Characteristics; Units of
measure
• Quantitative and Qualitative objectives: the 'SMART' way
• Monitoring Results and Giving Feedback
Assertiveness Communication Practice &
Simulation
DISC Profiling of
Personality
20
TRAINING AGENDA
Agenda

21. DAY TWO Leadership & Managerial Skills
Time Session Topic
08.00 – 10.00
The Rational Approach To
Problem Solving
• Techniques of recognizing problems
• Information analysis
• Difference between causes and symptoms
Problem Analysis
Supplementary Tools
• Root cause analysis
• Ishikawa fishbone concept
• Assumptions in the workplace
• Pareto analysis
• Creative Thinking Methods
10.00 – 10.15 Coffee Break
10.15 – 12.00
Decision Making
Supplementary Tools
• Being decisive and principles of decision making
• Decision analysis weighted worksheet
• The decision making process
Creativity and Problem
Solving
• Lateral thinking tips
• Brainstorming tips and tools
• Six thinking hats
12.00 – 13.00 Lunch Break and Prayer Time
21
TRAINING AGENDA
Agenda

22. DAY TWO Leadership & Managerial Skills
Time Session Topic
13.00 – 15.00
Organizing,
Empowering and
Delegating Effectively
• Organizing time and Setting priorities
• Organizing the work of others
• Delegating for greater productivity and Degrees of
delegation
Motivating Team
Members
• Motivating Team Members
• Supporting Others
• Motivation for excellent performance
15.00 – 15.30 Coffee Break & Prayer
15.30 – 17.00
Coaching and
Counseling to Boost
People Performance
• Leadership Principles in Coaching and Counseling
• The Dynamics of Coaching and Counseling
• The GROW Model in Coaching and Coaching
Group Exercise & Role Plays
• Y WAY FORWARD – areas for my personal development
• My goals, plans, strategies and actions for the immediate future
• Post-Test
• Insight and Lesson Learned of the day; Writing a Personal Statement of Commitment
22
TRAINING AGENDA
Agenda