Program and Services Directory

Transcription

1 Program and Services Directory

2 About CBLD Set up in April 2007, CBLD has established itself as a one-stop resource center providing agencies, organizations and individuals with a complete range of services relating to competency-based learning & development and human capital management. CBLD is headed by its Founder & CEO, Ms Elizabeth Chan. She has more than 15 years of experience in assisting agencies and organizations in developing and implementing competency frameworks. Together with her team of dedicated professionals and highly-qualified and committed trainers, she has grown CBLD Center to be a front runner in the competency-based training and consultancy industry. CBLD offers a broad base of competency-based consultancy services that address industry and organizational needs. This ranges from developing competency maps & competency standards, providing consultancy and training on the use of Workforce Skills Qualification (WSQ) frameworks for human capital development & management, customizing competency-based training to meet organizations needs to on-the-job training and development & consultancy. 2

3 Other training programs provided by CBLD include: Caregiver s program (appointed by Agency for Integrated Care under the Ministry of Health) Learning Technologies (appointed re-seller of SMART products from Canada and Luidia ebeam from the United States) Adopt competency-based approach for Human Capital Management On-the-Job Training (OJT) courses for consultants, managers, developers and Instructors Develop and Implement competency-based Performance Management Working with English In addition, CBLD Center is appointed by SkillsFuture Singapore (SSG) to carry out these: Workforce Skills Qualifications (WSQ) Human Resource Programs targeting at HR professionals Environmental Cleaning WSQ focusing on the skills development for the Cleaning Industry at the national level WSQ Advanced Certificate in Training & Assessment (ACTA), a national train-the-trainer program ( ) Till date, it has set up a total of 3 Training Centers. More training centers will be set up in the coming years as part of the company s expansion plan. CBLD Center currently employs more than 50 staff, associate trainers and consultants. Vision To be the leader in competency-based learning and development Mission Partnering agencies, organisations and individuals in building workplace capabilities Creating opportunities for continuous learning in the areas of competency-based training and assessment Promoting competency-based training and assessment CRISP Value Commitment championing the use of competencybased training in the field of learning and development Respect respecting and valuing the people we encounter in the course of our work Integrity maintaining integrity in all our dealings Sincerity helping individuals, organisations and industries build capabilities through learning and development Passion adding value to our clients through constant upgrading of our technical competence and capabilities 3

4 ELIZABETH CHAN Founder and CEO of CBLD Master of Management (major in HRM), Macquarie University, Australia Pioneer Consultant for the Workforce Skills Qualification (WSQ) System Council Member, Workforce Development Agency (WDA) Training & Adult Education (TAE) Manpower and Training Council ( ) Award winner for contributions to national workforce development by SPRING Singapore in 2002 Certified Practising Management Consultant (PMC) by the Singapore Business Advisors & Consultants Council Certified Gallup Strengths Coach Elizabeth has over 20 years of experience in HR Management & Development and HR training & consultancy. She has developed industry competency maps, competency standards, assessment plans and on-the-job training blueprints for many different industries for SPRING Singapore and WDA, (now known as SkillsFuture Singapore) under the National Skills Recognition System (NSRS) and the Workforce Skills Qualifications (WSQ) frameworks respectively. Having developed and implemented competency frameworks for more than 40 industries, Elizabeth is also a certified on-the-job training facilitator and consultant as well as a pioneer and master trainer for the WSQ Advanced Certificate in Training and Assessment (ACTA) Program. As a certified Gallup Strengths coach, Elizabeth provides Strength-based training & coaching services to individuals as well as companies. She believes in empowering people with the right Competencies and Strengths to fly high. Building on the Strengths of individuals, she can cultivate high-performing teams by working with them to leverage on each other s Strengths to achieve team and organizational goals, as well as to bring the organization to higher levels. 4

5 Her areas of specialty are: Development of competency maps and standards Development of competency-based HR systems > Manpower Planning > Competency-based job descriptions > Competency-based interview system > Competency-based performance management system > Competency-based learning and development > Competency-based talent management and succession planning Development of on-the-job training infrastructure and training programs Conduct of strengths-based coaching Development of competency-based training programs and assessment plans (WSQ & non-wsq) 5

6 HUMAN RESOURCE MANAGEMENT Established as a HR professional body, the Institue for Human Resource Professionals (IHRP) sets benchmark for the competencies and behaviours of future-ready HR professionals through the national HR certificate framework. 6

7 WSQ: Develop and Implement In-house Competency and Career Pathing Framework (DICCF) Who should attend: Human Resource Managers and Directors Duration: 4 Days (28 hours) START DEVELOPING A STRATEGIC HR PLAN WITH AN IN-HOUSE COMPETENCY HUMAN RESOURCE FRAMEWORK In every organization, human capital is one of the most important resources. Managing, nurturing and developing it is a fundamental tenet of management and as a result, some organizations invest heavily in HR systems. However, these systems are usually standalone and not integrated and as such, organizations fail to reap the benefits they desire. Without a holistic HR system, managers stand to lose focus, which results in them not knowing exactly what are needed by the organization and the outcome to be achieved. This in turn leads to high turnover, promoting the wrong person for the job or not having enough of competent employees to achieve organizational goals. To address these challenges, defining competencies for every job, consolidating all competencies into a competency framework and incorporating career paths is critical. LEARNING OUTCOMES Introduce the competency & career pathing framework Identify rationale, objectives and scope of competency and career pathing framework to be developed in alignment with your organizational needs Conduct research to identify competencies relevant for your organization Develop competency framework incorporating career progression using key criteria to illustrate organizational career paths that are aligned to organization s learning and development needs Validate competency and career pathing framework in consultation with key stakeholders to ensure the framework is applicable and relevant Implement competency and career pathing framework to enable learning and development and other human resource processes Review competency and career pathing framework to refine the framework for relevance and applicability Participants will receive TWO Statements of Attainment from SkillsFuture Singapore upon successful completion of the training program: Develop and Implement In-house Competency Framework Develop Career Pathing Framework 7

8 WSQ: Conduct Competency-Based Interviews & Make Hiring Decisions (CBI) Who should attend: Line Supervisors and Managers, Human Resource Managers and Directors, and Anyone who conducts interviews Duration: 2 Days (16 hours) ACQUIRING THE RIGHT TALENT THE FIRST TIME THROUGH COMPETENCY-BASED INTERVIEWING TECHNIQUES In today s competitive world, organizations are no longer only looking for talent to carry out the role and fit into the organization, rather they are looking for potential leaders of the organization for the future. In any organization, be it SME or MNC, employing the right talent for the organization is crucial. A critical step in the employee selection is the interviewing and selection process. The competency-based interview is an essential assessment tool for your organization to find out how a candidate behaves in different situations that require him/her to use the relevant attitude, skills and knowledge to handle situations as well as how to gather the evidence needed for the competencies required. In this 2-day course, participants will learn how to use the STAR approach, to design and ask competency-based questions during the interview to identify the right talent for the job. LEARNING OUTCOMES Understand the differences between conventional and competency-based interview techniques and the aims of a competency-based interview Identify competencies needed for a job Identify types and forms of evidences to be gathered Prepare competency questions using the STAR approach Plan other logistics required for conducting a competency-based interview Conduct a competency-based interview Document, consolidate and evaluate evidence to make hiring decision Participants will be issued with a Statement of Attainment from SkillsFuture Singapore upon successful completion of the training program: Conduct Competency-based Interviews & Make Hiring Decisions 8

9 Define Job Profiles and Develop Competency-Based Job Descriptions Who should attend: Directors, Line Managers and Human Resource Managers & HR Consultants Duration: 1 Day (8 hours) BE A STEP AHEAD IN DEFINING COMPETENCIES THAT CAN BE ACCOMPLISHED, QUANTIFIED, & MEASURED. A well written job description serves as a good guide in the process of hiring, orientation and performance management. This training program describes how job analysis is done, how competency-based job descriptions are developed using the DACUM method, what they are used for and the benefits of using it. It includes hands-on practice in job analysis and developing the competency-based job description using prescribed templates which learners can use in their workplace after the course. LEARNING OUTCOMES Define dimensions and types of competency in consultation with stakeholders along with key performance indicators & standards Design process of defining a job profile Conduct job analysis comprising of critical tasks, duties and responsibilities Develop competency-based job description Develop and review systems for obtaining feedback from managers and employees regarding the job design process Evaluate job descriptions to ensure continued relevancy and identifying any required changes Document outcomes of review activities to clarify future enhancements to the job design process Participants will receive Certificate of Completion from CBLD upon completion of the training program: 9

10 Develop & Implement Strategies for Competency- Based Performance Management Who should attend: Directors, Line Managers and Human Resource Managers & HR Consultants Duration: 2 Days (16 hours) BE A STEP AHEAD IN ALIGNING YOUR EMPLOYEES TO YOUR ORGANIZATIONAL GOALS This course introduces a competency-based approach to performance management. It is a shift of emphasis from not only achieving numbers but to gather evidence on employee s behaviors and competencies demonstrated. Linking employee development to competency-based performance management ensures knowledge transfer; succession planning and employee learning needs are met as part of the daily operations - paving the way to building a healthier, more productive workforce which attracts and retains qualified talents. LEARNING OUTCOMES Develop and facilitate the implementation of competency-based performance management program Evaluate effectiveness of competency-based performance management program Promote understanding and awareness of competency-based performance management program Provide support to conduct competency-based performance management reviews Monitor and review competency-based performance management program & activities with evidence-based approach Participants will receive Certificate of Completion from CBLD upon completion of the training program: 10

11 Develop & Implement Strategies for Competency-Based Talent Management Who should attend: HR Consultants, HR Business Partners, HR Directors, HR Managers, Mid-level HR Professionals Duration: 2 Days (16 hours) PROVEN WAY TO ENSURE CONSISTENCY AND SUCCESS IN AN ORGANIZATION You have hired the best in the industry but are you able to retain them? Are you bringing out the best in them? Successful organizations do not stop at talent acquisition. They continue to develop and nurture their talents to maximize their potential in meeting business goals. In return for the time and effort in developing them, the talents are motivated to stay and contribute, thus, creating a win-win situation for both the organization and the talent. This course will equip learners with practical skills, knowledge and attitudes to develop talent management strategies and implement talent management programs that are integrated with other human resource and business functions which are required for talent recognition, management, retention and development; a proven way to ensure continuity and success in an organization. LEARNING OUTCOMES Develop a talent management strategy Determine organizational talent capability and succession planning Integrate talent management programs with human resource and business functions Identify talent gaps within the organization Facilitate the use of talent management tools and processes Monitor and review talent management processes Participants will receive Certificate of Completion from CBLD upon completion of the training program: 11

12 Provide Strategic HR Advice Who should attend: HR Consultants, HR Business Partners, HR Directors, HR Managers, Mid-level HR Professionals Duration: 1 Day (8 hours) BE STRATEGIC, STAY AHEAD IN THE HR GAME In these uncertain times, the need for HR role to evolve is getting more pressing. Human resource professionals can no longer afford to be just administrators. They have to evolve from being purely administrative to a more pro-active role as a strategic advisor to the organization. As a strategic advisor, human resource professional is responsible for attracting, aligning and retaining the right resources to support business objectives. They also serve as a consultant on human resources-related issues and lead as an employee champion and be a change agent by anticipating future talent requirement that is critical for the success of the organization. LEARNING OUTCOMES Study the business environment: emerging trends Identify the difference between strategic vs tactical thinking and its impact on business Adopt strategic HR views Provide strategic HR advice > Establish business needs in consultation with key stakeholders > Develop customized HR interventions aligned to strategic goals > Identify risks and implications of customized HR interventions > Conduct action planning with key stakeholders Participants will receive Certificate of Completion from CBLD upon completion of the training program: 12

13 Develop and Implement Strategies for Change Management Who should attend: Directors, Line Managers and Human Resource Managers Duration: 1 Day (8 hours) DO YOU HAVE THE STRATEGIES IN PLACE FOR CHANGE MANAGEMENT? Changes are occurring in every organization strategic changes, tactical changes, leadership changes, technology changes these changes are going to have impacts and effects on people, processes and performance. To help minimize those impacts and effects, from having negative outcomes, it is necessary to have change management strategies and methodologies in place with skilled resources delivering and executing on those methodologies, principles and processes. Today, market transparency, labor mobility, global capital flows, and instantaneous communications have blown that comfortable scenario to bits and pieces. In most industries, all companies ranging from MNCs to SMEs, are faced with heightened global competition. This has forced the management s focus to be on something that was happily avoided in the past: CHANGE. With effective Change Management strategies, organizations can minimize resistance, increase engagement, improve performance, reduce costs and enhance innovation. As shared by Professor Rosabeth Moss Kanter from Harvard Business School, Successful companies develop a culture that just keeps moving all the time. LEARNING OUTCOMES Develop a change management program Facilitate the implementation of change management program Evaluate effectiveness of change management program Promote understanding and awareness of change management program Provide support to conduct change management reviews Monitor and review change management program and activities Participants will receive Certificate of Completion from CBLD upon completion of the training program: 13

14 WSQ: Establishing Relationships for Customer Confidence Who should attend: Managers, supervisors, team leaders and customer facing employees and individuals who are interested in providing excellent customer service. Duration: 2 Days (16 hours) Service Excellence In today s competitive and dynamic commercial landscape, service excellence has to be part of the business strategy for companies to succeed and stand out. It is vital to instil confidence in providing services that meet or exceed the customers expectations to enjoy enhanced customer retention and reputable market positioning. Service excellence is the commitment by an organization to provide great service consistently to all its customers In these uncertain times, the need for HR role to evolve is getting more pressing. Human resource professionals can no longer afford to be just administrators. They have to evolve from being purely administrative to a more pro-active role as a strategic advisor to the organization. As a strategic advisor, human resource professional is responsible for attracting, aligning and retaining the right resources to support business objectives. They also serve as a consultant on human resources-related issues and lead as an employee champion and be a change agent by anticipating future talent requirement that is critical for the success of the organization. LEARNING OUTCOMES Develop knowledge of the organization s service offerings and customer profile Establish customer rapport to build customer confidence Provide post-sales follow up in accordance with the organization s guidelines Respond to service opportunities and escalated service challenges to reinforce customers confidence in the organization Participants will receive Certificate of Completion from CBLD upon successful completion of the training program: 14

15 HUMAN RESOURCE DEVELOPMENT

16 OJT Developer Who should attend: Managerial, Supervisory, Leadership roles, subject matter expert and Instructional Designer Duration: 2 Days (14 hours) CHAMPION MASTERY OF SKILLS THROUGH A STRUCTURED ON-THE-JOB TRAINING (OJT) OJT is a structured process guided by a set of training blueprints which is conducted at the workplace. It equips your employees with the required knowledge and skills to carry out specific tasks or roles in your organization according to defined standards. This training can be conducted by any skilled staff in a managerial, supervisory, leadership role who is well versed with the job role/ tasks. When there is consistency in training, there will be uniformity in quality products and services. In our OJT series, we have the OJT course for OJT Developers and OJT Instructors. The OJT blueprint is the key to structured OJT training, as it lays out clearly and transparently the knowledge and skills (including key points to take note of) to be taught in a structured and step-by-step manner. This ensures that OJT trainers conduct training in a logical and structured manner with the benefit of an organizationally validated OJT blueprint that spells out the standards and best practices expected in the task to be carried out. In this workshop, learners will acquire the skills and knowledge required to conduct job and task analysis; design and develop OJT blueprints and other supplementary materials using appropriate instructional design as well as adult learning principles; and conduct validation of OJT materials. LEARNING OUTCOMES Conduct job and task analysis Design OJT blueprints and materials using appropriate adult learning and instructional design principles Conduct validation of OJT blueprints and materials Participants will receive Certificate of Completion from CBLD upon completion of the training program: 16

17 OJT Instructor Who should attend: Managerial, Supervisory, Senior Staff familiar with Job Task Duration: 1.5 Days (11 hours) CHAMPION MASTERY OF SKILLS THROUGH A STRUCTURED ON-THE-JOB TRAINING (OJT) In OJT training, training is conducted in a one-on-one or small group setting, usually conducted by a staff (e.g. manager, supervisor, senior) who is experienced in the task for which the trainee is to be trained. In this workshop, learners will acquire the competencies to effectively conduct OJT training. This includes preparing for OJT training, preparing learners for OJT; conducting OJT, as well as reviewing the effectiveness of an OJT program. An OJT trainer with these competencies would be an effective mentor and coach, and produce highly-competent staff who can provide quality work. LEARNING OUTCOMES Prepare for OJT Prepare workplace for OJT Prepare learners for OJT training Conduct OJT applying effective communication and motivational skills Review effectiveness of OJT program Participants will receive Certificate of Completion from CBLD upon completion of the training program: 17

18 OJT Consultant Who should attend: Anyone positioning themselves as Advisors Duration: 4 Days (28 hours) CHAMPION MASTERY OF SKILLS THROUGH A STRUCTURED ON-THE-JOB TRAINING (OJT) This workshop would equip learners with the knowledge and skills to provide in-house or external consultancy services to organizations in order to leverage on OJT for maximum results. Learners will learn how to use the Total Approach to provide a holistic and effective solution, starting from establishing client s requirements; analyzing and diagnosing the current state and gaps; action planning; implementing the action plan; and finally evaluating the effectiveness of the OJT framework. As the learners apply the Total Approach as well as consulting skills covered in the workshop, they will position themselves as a professional and trusted advisor to the client to meet organizational goals and needs LEARNING OUTCOMES Understand structured OJT Role and core skills of an OJT consultant 5-step total approach to OJT consultancy 1. Establishing OJT requirements 2. Analyzing and diagnosing current state and gaps 3. Action planning 4. Implementing action plan 5. Evaluating OJT framework Participants will receive Certificate of Completion from CBLD upon completion of the training program: 18

19 OJT Manager Who should attend: Managerial role Duration: 1 Day (7 hours) CHAMPION MASTERY OF SKILLS THROUGH A STRUCTURED ON-THE-JOB TRAINING (OJT) The OJT manager is instrumental to the success of the organization s OJT system, as he/she is responsible for overseeing the development and implementation of the OJT framework to ensure that it translates to tangible results for the organization. In this workshop, you would have a clear understanding of the role and importance of the OJT manager, and the process required to set up an OJT framework for the organization so as to provide organizational support. Learners would also acquire the competencies required to set up and maintain an OJT infrastructure for the organization, such as the up-to-date OJT competencies and blueprints that match the best practices and requirements of the organization and the industry. LEARNING OUTCOMES Understand and apply structured OJT Understand the role and importance of OJT manager Understand the 5-step total approach to setting up an organizational OJT framework and system Set up and maintain organizational OJT framework and system 1. Setting up system to identify training needs and to match qualified trainers within the organization 2. Setting up proper documentation system to plan, develop, schedule, conduct, assess, evaluate and record OJT 3. Setting up grant administration systems 4. Ensuring updated documentation and competencies in the organization Participants will receive Certificate of Completion from CBLD upon completion of the training program: 19

20 ]Discover your Strengths & Unlock your Potential Who should attend: Individuals who wants to know their strengths and how to maximize them Duration: 1 Day (8 hours) BRING OUT THE BEST IN YOU Do you often hear people asking what is your weakness, how do you overcome your weakness? or how do you plan to improve? Is it taking a lot out of you to work on your weakness and with the same effort, you could have achieved more using your strengths? This is because you are made to spend more time on doing things you do not have natural strengths for and hence do not enjoy doing. Research has shown that using your strengths increases performance as well as a sense of fulfilment and goal accomplishment. Focusing on your strengths will energize you to keep making progress towards your goals. So stop fixing your blind spots and start building upon your top strengths! LEARNING OUTCOMES Demonstrate understanding in the concept of Strengths Discover your own Signature Themes and Talents, how and when you have been applying them Discover your greatest Talents and understand how to build your strengths Identify obstacles in building your Strengths Create support system in managing weaknesses Combine your Signature Themes and Talents to achieve success Combine your Themes to achieve success Participants will receive Certificate of Completion from CBLD upon completion of the training program: 20

21 OTHER COURSES NON-HR

22 WSQ: Environmental Cleaning Who should attend: Organizations and Individuals in the Cleaning industry Duration: Call regarding class schedule and Duration OVERVIEW The Environmental Cleaning Workforce Skills Qualifications (WSQ) focus on the skills development for workers in the Cleaning Industry at the national level, and include skills standards, assessment strategies and training curricula. Its objectives include: Providing the relevant competencies that are recognized by employers in the Cleaning Industry Charting the training and progression pathways for the cleaning workforce by mapping the competencies against occupational groups at various levels Professionalizing the Cleaning Industry and boosting performance and productivity of the cleaning workforce, thereby increasing opportunities for better pay and mobility BENEFITS For Organizations Provides a systematic way to benchmark employees Employees that are able to meet the required standard will perform at a higher capability Increases the productivity of the organization and develops clear job descriptions Helps in recruitment of personnel Helps to align staff behavior with organizational strategies and values Supports the performance management system Helps organizations adapt to changes For Individuals Helps individuals upgrade their skills Helps individuals gain confidence as they progress in WSQ training program Allows individuals to master specific competencies and helps individuals plan their own career paths and achieve their career goals Provides individuals with program that are certified by the Singapore Workforce Development Agency and enhances the employability of individuals There are three (3) levels of certification: WSQ Certificate in Environmental Cleaning WSQ Higher Certificate in Environmental Cleaning WSQ Advanced Certificate in Environmental Cleaning 22

23 Ace the Interview Who should attend: Career seekers Duration: 1 Day (7 hours) GET YOUR DREAM JOB Curious what questions interviewers will ask you during the interview? How do you prepare yourself with answers that impress? Looking for the key to stand out amongst the many job interviewees? How do you provide evidence that you are the right fit for the job? In today s competitive world, organizations are no longer only looking for talent who can carry out the role and fit into the organization culture, rather they are looking for potential leaders of the organization for tomorrow. How do you show them you have what it takes? More companies are also adopting the competency-based interviewing approach to assess behaviours and attitudes. Understanding how it works and how it can bring out the best in you will definitely bring you a step closer to clinching your dream job. LEARNING OUTCOMES Explain what is competency Explain what is competency-based interview and how it works Identify the job requirements based on company information and job specifications Identify the different types of competencies needed for the job Conduct self-assessment and gather evidence of your own competency Identify possible questions that may be asked during the interview using STAR Prepare answers to questions and evidences that may be asked Undergo a competency-based interview confidently Participants will receive Certificate of Completion from CBLD upon completion of the training program: 23

24 Provide Care for the Elderly at Home Who should attend: All caregivers, including family members and foreign domestic helpers looking after the elderly who require assistance in their day-to-day activities These programs are available in English, Mandarin or Bahasa Melayu. OVERVIEW The Provide Care for the Elderly at Home training program is conducted by qualified nurses. It aims to equip participants with the competencies to provide basic elderly care for your loved ones in need at home. On completion of the program, participants will be able to better understand the needs of the elderly and to confidently and correctly assist them in their activities of daily living. In addition, participants will also learn about various wellness supports for themselves as caregivers. HOME-BASED PROGRAMS* 1. Provide Basic Care for the Elderly at Home - (FDWG) Program Outline Provide care for personal hygiene Assist elderly in safe toileting Prevent pressure sores 2. Perform Care of Elderly with History of Stroke Program Outline Understand stroke condition Provide post-hospital care Provide moral support to elderly with stroke 3. Perform Care of Elderly with History of Diabetes Mellitus Program Outline Understand diabetes mellitus Perform glucometer reading test Understand the difference between Provide care and treatment to elderly with history of high blood sugar and low blood sugar diabetes mellitus Gain awareness on diabetes if left untreated and its complication FDW - Foreign Domestic Worker Grant Assist with ambulation and range-of-motion activities Perform basic home care & first aid Make effective decision in the event of attack Assist in daily activities that need close monitoring Participants will receive Certificate of Completion from CBLD upon completion of the training program: 24

25 Provide Care for the Elderly at Home Who should attend: All caregivers, including family members and foreign domestic helpers looking after the elderly who require assistance in their day-to-day activities These programs are available in English, Mandarin or Bahasa Melayu. OVERVIEW The Provide Care for the Elderly at Home training program is conducted by qualified nurses. It aims to equip participants with the competencies to provide basic elderly care for your loved ones in need at home. On completion of the program, participants will be able to better understand the needs of the elderly and to confidently and correctly assist them in their activities of daily living. In addition, participants will also learn about various wellness supports for themselves as caregivers. CLASSROOM-BASED PROGRAMS 1. Provide Care for the Elderly at Home - Classroom-Based (FDWG) Program Outline Provide care for personal hygiene Assist elderly in safe toileting Prevent pressure sores Assist with ambulation and range-of-motion activities Perform basic home care and first aid Provide the right nutrition 2. Provide Care for the Elderly at Home - Classroom-Based Program Outline Understand the needs of elderly Provide care for personal hygiene Assist elderly in toileting Provide the right nutrition Prevent pressure sores Assist with ambulation and range-of-motion activities Perform basic home care and first aid Support oneself as a caregiver FDW - Foreign Domestic Worker Grant Participants will receive Certificate of Completion from CBLD upon completion of the training program: 25

26 Provide Care for the Elderly at Home Who should attend: All caregivers, including family members and foreign domestic helpers looking after the elderly who require assistance in their day-to-day activities These programs are available in English, Mandarin or Bahasa Melayu. NEW SPECIALIZED HOME-BASED PROGRAMS 1. Common Mental Illnesses in Elderly (Dementia & Depression) Program Outline Understand mental illnesses in elderly Cope with mental illness of elderly at home Understand dementia in elderly Provide emergency response to mental illnesses of Understand depression in elderly elderly at home 2. Infection Control at Home Program Outline Understand infectious diseases Prevent modes of spread and identify potential risks Learn handwashing procedures and techniques 3. Manage Medication Program Outline Understand different types of medication for elderly Interpret medication information on medication label Learn measures to be taken before and after medication Understand how to detect drug allergy reactions 4. Perform Care of Elderly with Heart-Related Conditions Program Outline Understand the heart anatomy and physiology Learn signs and symptoms of heart attack Provide first aid treatment during a heart attack Participants will receive Certificate of Completion from CBLD upon completion of the training program: 26

27 Working with English Who should attend: Foreign Workers and Anyone interested in learning the Language Duration: 30 Hours of Comprehensive Training BE CONFIDENT. COMMUNICATE EFFECTIVELY AT THE WORKPLACE Fear no more. Read, Write and Speak with confidence through interactive games that will make learning more engaging. LEARNING OUTCOMES Introductions, Greetings & Polite Expressions (5 hours) Introductions, greetings and polite expressions Using appropriate language in social context & responding to personal questions Conversing about personal interests and information Review of English Alphabet (3 hours) Reading and writing 26 letters of the alphabet, vowels and consonants Review of Numeracy (2 hours) Reviewing and writing of numbers & simple addition and subtraction Life Skills (10 hours) Requesting and asking for information and clarification Asking for and giving directions in relation to places, buildings and neighborhood Learning the different modes of transportation and fares Reading and interpreting maps, road and traffic signage, telling time and days of the week and months of the year and reading and interpreting food and medicine labels Workplace Skills (10 hours) Using appropriate language in making requests & asking for and making clarifications Responding and following oral instructions and Interpreting workplace related vocabulary words Using the phone effectively and using text messages for communications Reading and interpreting tables, diagrams and charts in the workplace Participants will receive Certificate of Completion from CBLD upon completion of the training program: 27

28 Design and Facilitate a Competency- Based learning program in the 21st Century Who should attend: Trainers working within the WSQ framework, People who are moving into the Training & development Full or part-time in-house trainers / Line Leaders and trainers / Curriculum or Assessment Developers, Assessors, Management Representatives Duration: 4 Days (32 hours) CREATE AN ENGAGING AND MODERN LEARNING EXPERIENCE The key focus of a 21st century training program is to create a conducive environment to stimulate higher order thinking skills, effective communication skills, and collaboration skills among the learners. Hence, instead of giving repetitive lectures, 21st century training programs incorporate hands-on-experience and class participation to promote active learning. As such, this course aims to equip trainers with the skills to develop and facilitate interactive training programs that are more efficient, effective, and aligned with the business. Trainers will learn how to develop and deliver effective personalized trainings based on organizational needs, background of learners and availability of resources. With the skills attained from this course, trainers will be able to effectively design and facilitate a competency-based learning program that either meets or even surpasses the industrial standards. LEARNING OUTCOMES Acquire information on learner s profile in preparation for training delivery to help learners achieve learning outcomes. Identify and apply adult learning principles/theories to help learners achieve learning outcomes in training delivery. Address different learning styles of adult learners to prepare for training delivery. Develop strategies to promote retention of learning. Apply code of ethics of Continuing Education & Training (CET) Professionals in adult education. Identify training needs of target organization/industry/learners to support design of learning experience. Define specific and measurable learning outcomes to determine the knowledge, skills and attitudes required of learners. Apply adult learning principles in the design of lesson plan. Design lesson plan incorporating qualities of an active learning environment. Identify instructional methods in lesson plan to help learners achieve learning outcomes. Develop strategies in lesson plan to help learners review and retain learning. 28

29 Develop resources for learning activities in accordance with the lesson plan. Review lesson plan based on feedback from relevant stakeholders. Prepare training venue for active learning in accordance with relevant safety and health requirements. Create conducive learning environment to promote active learning. Demonstrate verbal and non-verbal communication skills to engage learners. Conduct leaning activities to help learners achieve learning outcomes. Manage group dynamics to help learners achieve learning outcomes. Use media to help learners achieve learning outcomes. Adjust lesson plan in response to learners progress to help learners achieve learning outcomes. Facilitate learner s identification of opportunities for transfer of learning to workplace. Apply strategies to help learners review and retain learning. Participants will receive Certificate of Completion from CBLD upon completion of the training program: 29

30 Consultancy Services

31 Competency-Based Human Resource Consultancy Services In every organization, human capital is one of the most important resources. Managing, nurturing and developing it is a fundamental tenet of management. As basic as it sounds, this aspect of management is complex. Many organizations face one or more of the following challenges when they encounter issues with human capital: Job misfits and difficulties in recruiting the right people High customer complaints High reject and accident rates High operating costs Lack of standardization and consistency in task performance Lack of talents for succession Poor quality standards in products and services Unclear job roles Lack of competent workers High staff turnover 31

32 The above issues, if not addressed, can affect the productivity of the organization causing it to lose its competitiveness and sustainability. CBLD has the expertise in helping organizations overcome critical organizational challenges to deliver productivity gains, increase staff retention and improve work performance. We help organizations to effectively translate its corporate vision, mission and values into the desired behaviors that are measurable to meet its business goals and objectives. CBLD adopts a competency-based approach in its consultancy. Depending on the needs of organizations, the services provided may start with the development of an in-house competency framework and/or career pathing framework by engaging stakeholders in job and task analysis to profile competencies for given job roles. The framework can be used to develop a holistic, totally integrated and highly effective and efficient human resource management system to drive organization to higher productivity and excellence. 32

33 OJT Consultancy Services In today s competitive times, it is essential for your organization to keep up with your customer s growing demands. The need to constantly improve existing and introduce new products and services is the key to staying competitive in today s business world! However, just by improving existing products and services or introducing new ones will not result in the turnover you have in mind. It is extremely important that your staffs are aligned to the changes of the product or service you have implemented. To do this, you will need to re-train and re-skill your staff to quickly handle new equipment, processes and work methods to meet the expectation of customers in a short span of time. How best to do this? The ANSWER: OJT. OJT is a flexible and structured in-house training system that provides employees with the new skills and knowledge required to quickly adapt to the changes made. This system can help organizations save costs by providing just-in-time job specific skills which reduces the need for employees to be released for training. 33

34 OJT is beneficial for your organization on multiple folds: What is in store for your staff? Job-specific skills and knowledge are imparted, resulting in higher performance A conducive learning environment is created amongst employees due to the common work processes and standardization in training New knowledge and skills can be transferred to other jobs Training conducted at the job site has more relevance for the staff as they can practice new or enhanced skills immediately. This makes your staff more confident and competent in their job quickly. What is in store for your supervisors? Staff performance outcomes can be easily observed and measured Staff trained by supervisor/senior worker is clear about the job requirements Supervisors can be lightened of the burden to correct staffs mistakes Creates a cordial supervisor-subordinate relationship What is in store for your organization? Increase in productivity Reduction in customer complaints Consistent high-performance practices in the organization Cost effective training Skills formation- each staff is equipped with multiple skills Result in better workflow, improved work processes and more effective use of manpower in the organization Employees need not be released from their jobs specially for training Being job, product and organization specific, OJT ensures that the skills learnt are relevant and contribute immediately to the production 34

35 Competency-Based Digital Marketing Consulting Services Competency-Based Digital Marketing is a consulting service specialized by CBLD which focuses on creating skill-based framework for Sales & Marketing vertical. We assist companies to develop and adopt the right set of skills in Sales & Marketing with the inception of Digital Marketing vertical. Digital Marketing is a sub-set of the Sales & Marketing and this team comprises of Sales, Marketing & IT specialists. Competency-Based Digital Marketing strongly believes that, there should be the right skill-set professionals working within the Sales & Marketing vertical, and eventually help companies to leverage on: Higher Sales Succession Planning Inbound Lead Generation Delegation of Authority Digital Platform (Target based) Automated Lead Generation Adoption of CMS Effectiveness of SEO (Tools & Techniques ) How CRM works Effectively (Automation) Resource Planning Career Growth Map Planning Gap Analysis Our training and consultancy services add high value to the organizations with the adoption of Competency-Based framework. 35

36 Traditionally, Sales & Marketing team comprises of old specialist in Marketing, Sales or General Management. However, with the changing times and the adoption of technology, a new term is coined as Digital Marketing. The set of people involved are primarily a mix of Marketing, Sales or General Management & IT professionals and this actually changed the dynamics of any organization and thus diluted the effectiveness of companies target market and positioning in the market. This dilution is created due to the absence of Sales & Marketing experience among the Digital technology implementation specialists. Digital Marketing Consulting Services Digital Planning & Development Digital Marketing - End Objective Service Offerings Marketing Advisory Sales Target Marketing Platform Budgeting Role of Digital marketing Objective of Digital Platform Type of Digital Platform Website Development Mobile App Dev Other digital / IOTs Resource Planning Target Location Website Traffic E-commerce Online Branding Lead Generation Signups Informative Aggregator Market Place Website development SEO SEM SMM Social Media Mobile app ASO LG Automation CRM E-learning Training Competency-based DM 36

37 Digital Marketing Consultancy Process Diagnostic & Fact Finding Analysis Gap Analysis Solution Cost & Funding Cost & Funding Consulting Stage- Research, Development, Validation and Pilot Testing Website Analysis Solution Provider Services offerings Cost & Funding s Success Factor Agreed SLA SEO Analysis Training Appointment of Vendor Employee Cost Case Study Meeting stakeholders On-Page analysis Resource Mapping SEO Campaign Cost Testimonial Post Maintenance Off Page Analysis Competency- Based DM Traffic Acquisition Marketing Budget History Training Keyword Analysis Digital Culture Google AdWords Sales Target DM Experiences Implementation Website Traffic Budgeting Facebook Ads ROI Profile Review Digital leads Service Level Understanding Instagram Ads Existing vendor Cost Skill Gap Analysis Keywords Searches Funding Options Google Search Google Searches Social Network AdWords Analysis Engagement Profile Influencer Analysis Future needs Leadership Pathfinders Competitor Analysis Audience Research Ads Creativity Online Channel Management Digital Culture Tracking Tools Budget Allocation Automation & Process Digital Analytics Personalized Optimization of Digital Platform Campaign Monitoring Visitor Traffic Analysis Marketing Cloud Data Risk Analysis User Behavior Analysis Traffic Acquisition Report Internet Of Things (IOT) Online Branding - Social Influencer User Interface Simplify Digital Interactive Live Chat - Customer support Google Tag Manager Live Chat Departmental Digital Team SEO Paid Marketing Google Search Analysis Google Index mapping Lead Generation Training Mobile Apps Competency Framework 37

38 Maximize Marketing Potential through Digital Marketing Digital Marketing Services Digital Marketing, Lead Generation, Cloud and Big Data are the buzz words in today s market. As per the Google search data, companies as well as potential clients are looking for these search words on the internet. To remain competitive and increase productivity, companies are swiftly expanding their online Lead Generation capabilities by Internet of Things (IOT). Companies have realized that the conventional way of generating leads by phone calls, EDMs, one-to-one meetings, word of mouth marketing, referrals and networking are helping companies till date to sustain in the business, but moving into next level is only by generating higher leads & higher sales. Thus, companies are also exploring other channels for increasing leads and digital platform provides the right kind of marketplace for companies and buyers to interact directly and this is converting into leads. Online lead generation is playing an important role and it s helping companies to remove dependability on resources, automation of marketing funnel, inbound leads and also helps to reduce the total cost. Importantly, apart from expanding lead generation and bringing higher sales, it does not disturb the conventional marketing system. The term Lead generation is also commonly referred to as online business development. In business terms, business development of any company is heavily dependent on the amount of potential leads it has, and whether the leads are qualified. As only 2% of actual sale is generated from the qualified leads, it can be concluded that: 38

39 Industry thumb of rule: Due to the low conversion rate of 2%, more leads will be required to generate a sale. The success mantra of any company is to strategize their moves for all the different verticals of business development. As per the Six Sigma theory, lead generation is the best way to reach deeper into the market, by tapping on the lost opportunity. The failure or success of a company no longer only depends on the product or service itself and the amount spent on marketing it. Instead, companies should be looking at ways to market themselves efficiently through the use of lead generation. This will be a rising vital cog in every company. Now, these verticals are not just getting old connections, network or database of the company or buying leads from third party vendors. Lead generation service providers are generating leads by using predictive analytics softwares and extracting information from the internet and social networking sites of companies and individuals. Despite lead generation services being able to bring in initial revenue folds, companies must know how to generate leads on their own in order to sustain the sales growth. Hence, it is important for companies to focus on building adequate internal resources and actively acquire new technologies to reduce their dependency on the business development professionals. Generation of leads is complex and unpredictable in nature. Every company has their own set of strategies and techniques to generate leads. The only golden rule for lead creation is to reach deeper into the market. This helps to reduce the risk of complexity and unpredictability, focus on sales, and save the time required for lead generation by 75%. Successful lead generation can help companies save up to million of dollars! Despite having multiple ways to generate leads, the lead generation service providers place strong focus on specifically the process driven lead generation system for online lead generation. (Don t really get what is the takeaway for this paragraph) Once the database of target audience is captured, we then proceed to the identification of real prospects and subsequent rapport building with them. Rapport with prospects will be built through sending frequent communications that are personalized. All the communication campaigns will constantly be reviewed and improved to cater to the changing needs of the customers and their evolving media consumption trends. 39