Because The Minor Food Group strives for growth and expansion, management needs HR as a strategic business partner. Here is how we develop our senior HR leaders and HR staff from selected, outside companies.

1. Learning Topics in 9 Sessions
MOVING TOWARDS
STRATEGIC
PARTNERS
TOTAL HR
LANDSCAPE
MODERN HR POLICIES
& ISSUES
DESIGNING
ORGANIZATION & JOB
PEOPLE SOURCING
PEOPLE DEVELOPMENT
PEOPLE PERFORMANCE
PEOPLE REWARDING
PEOPLE RETENTION
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2
3
4
5
6
7
8
9
OVERVIEW MAINLAND ESCALATION
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2. 2
Why the HR Academy?
How HR Academy
Addresses the Needs
Establish a common HR background /
foundation
Boost knowledge regarding HR trends
Equip the HR with modern HR tools
Enable HR to start to move away from
operations-only focus
Enable HR to see the big-picture HR
systems linkage rather than focusing only
on their day-to-day duties
Equip the HR so they are able to support
the five-year HR Strategy
Enable HR to communicate HR issues
effectively with their non-HR counterparts
(seniors, peers, and other functions)
Key Drivers
MINT Business
Growth & Expansion
Management need HR as
business partner
HR need strong credibility and
professional/technical
knowledge to fulfill the roles

3. ADDIE Learning Design Model
ACHIEVED THROUGH CO-DESIGN & CO-DECISION
Standard Learning Model
APPROACH: BLENDED LEARNING
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4. How to implement the HR Academy
Session
4
HR Academy Workshop
“Bring Content into context: Practice and transfer learning into applications”
 Receive pre and post assignments before and after the HR Academy
Workshop Session
 Be Facilitate to actively participate in making the most of the content and
practices that enhance on each other’s learning (Learn/ unlearn/relearn) into
application together
 HR Academy Workshop held by full-day session/ 2 months
 Staring the kick-off session from Oct 28,2013 and planned to finish on May
6,2015