1. LEARNING AND DEVELOPMENT
PLANNING FOR EFFECTIVENESS

2. Learning and Development Plan
• Long Term
Robust Culture: Onboarding, Leaders as Teachers, Performance Metric
Leadership Continuity: Talent, Mgn, Succession Planning &
Leadership Dev
Professional Competency Development: Technical and Soft Skills
Execution Culture: Lean, TPM, Continuous Improvement Cycle
Performance and Coaching Culture: career Dev, Coaching, Performance
Core Business Skills Transfer: Training With Industry
• Short Term
Corporate Strategic Learning
Operation Certification
Technology Advancement
Customer Relations

3. Long Term Planning
Year One Year Two Year
three
Year Four Year Five
Strategies Organization
Strategic Learning
X X X X X
Execution Coaching. Lean
Operation Certification
Customer Relations
X X X X X
Structure Review of Structure
Change Mgn
X X X X X
Culture Onboarding
Leaders as Teachers
X
Corp
Onboard
X
Dept
Onboard
X
Leaders
as
Teachers
X X
Leadership Leadership Dev
Succession Planning
X
Exe
X
Junior Mgr
X
Middle
Mgr
X
Seniro Mgr
X
C-Level
Talent Competency
Career Dev
Tech Advancement
X
Tech
Comp
X
Soft Skills
Talent
X
Career
X X

4. BUSINESS SUSTAINABILITY
GROWTH MODEL

5. 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

6. Background
The Evergreen Project
200 well-established management
practices within 160 companies over a 10-
year period (1986-1996)
Prof Nirtin Nohria from Harvard Business
School has pointed out that companies
which consistently follow this formula of 4
+ 2 have a 90% chance of sustaining
superior business performance.
Engagement
Talent
Productivity
Profit

7. Overview of Tools and Processes
 Strategy
 Execution
 Culture
 Structure
Strategy Planning
Performance Management
Coaching
Process Improvement Tools
Lean Organization and TWI
Team Transfer of Skills and Knowledge
Four Corporate Culture Management
Employee Engagement Survey
Team Bonding and Planning
Organization Structure Review

8. Overview of Tools and Processes
 Talent
 Leadership
 Innovation
 M&A
High Potential Talent Development
Succession Planning
Training and Development System
Individual Contributor Development
High Potential Leadership Development
Senior Leadership Development
Management Competencies and HR
Processes
Continuous Improvement Culture

9. ORGANIZATION STRATEGIC
LEARNING

10. Organization Strategic Learning
Short Term Strategic Learning Solutions
Link Learning Activities to Corporate Strategies
• Training Department develop the learning needs together
with the Business Leaders.
• Create Learning cycle to assist the organization to deal with
business challenges
Stretch
Goals
Strategies Tactical
Plan
Champion Talent
Needed
Learning Results
Retain
Customers
100%
Closer to
customers
Account
Managers
improve
their effort
to know the
needs of
customers
Albert Tan Rene
Ross
Mei Ling
Customer
relationship
training with
specific
target
Increase
customers
scorecard
from 55% to
85%

11. KNOW HOW
O USE
A WIDE RANGE OF
PROCESS
OOLS

12. Learning Cycle

13. Learning Function 1
General Management
• Organization Design
• Funding
• Strategic Planning
• Goal Alignment
• Investment Priority
• Competency Management
• Measurement
• L&D Staff Selection and Development

14. Learning Function 2
Relationship Management
• Communicating Values
• Needs Assessment
• Internal Marketing
• Cross Functional Partnering
• Branding
• Clients Partnering

15. Learning Function 3
Operational Efficiency
• Content Design
• Administrative Process Efficiency
• Contents Portfolio Management
• Channel Management
• L&D Sourcing
• Vendor Partnering and Management

16. Learning Function 4
Leadership Development
• Talent Pipeline Segmentation
• Onboarding
• High Potential Identification
• Leadership Development Programs
• Succession Management
• Leaders as Teachers
• Transition Management
• Executive Coaching

17. Learning Function 5
Service Delivery
• Manager Led Development
• Coaching and Mentoring
• Experience Based Delivery
• Individualized Development Plan
• E-Learning
• Peer to peer Learning

18. Learning Function 6
Systems and Infrastructure
• Learning Technology Architecture
• In the moment performance support systems
• Knowledge Management Systems
• Learning Portal
• Performance Management and Development
Planning Systems