A professional services firm is defined as one that provides specialist business support to businesses of all sizes and in all sectors.

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1 Learning & Development Calendar 2018 What We Do A professional services firm is defined as one that provides specialist business support to businesses of all sizes and in all sectors. SMR HR Group Sdn Bhd, a wholly owned subsidiary of SMRT Holdings Berhad is a regional human resource professional services firm dedicated to helping people learn and perform. We are committed to producing world class learning solutions. While we work globally, our focus remains largely Asia, specifically South East Asia and the Middle East. (603) hrds@smrhrgroup.com

2 2018Programmes at a Glance Q1 Q3 January - March July - September Q1 Foundation Level Diploma in Human Resource Practice - CIPD CIPD workshop 1:Leveraging HR Analytics and Data Accredited Training Professional (ATP) 6 Jan onwards March March Q3 Fast Track Accredited Training Professional Fast Track Accredited Competency Professional Foundation Level Diploma in Human Resource Practice - CIPD 8-10 August 8-10 August 11 Aug onwards z High Impact Train the Trainer (HITTT) March CIPD workshop 2: HR Business Partner Masterclass Sept z The Magic of Making Training FUN March Q2 April - June Q2 Foundation Level Diploma in Learning and Development Practice - CIPD Accredited Training Professional (ATP) z High Impact Train the Trainer (HITTT) z The Magic of Making Training FUN Accredited Competency Professional 28 Apr onwards 7-11 May 7-9 May 8-9 May May z Competency Management May Q4 October - December Q4 Accredited Competency Professional 8-12 Oct z Competency Management 8-9 Oct Accredited Training Professional (ATP) z High Impact Train the Trainer (HITTT) z The Magic of Making Training FUN Foundation Level Diploma in Learning and Development Practice - CIPD Nov Nov Nov 24 Nov onwards Certification programmes Accreditation programmes Workshops For more information, please contact us at or hrds@smrhrgroup.com or visit our website at *All dates are subject to change at the discretion of the Management of SMR HR Group without prior notice 2

3 CIPD Level 3 Foundation Diploma in Human Resource Practice (CIPD UK) Introduction The CIPD Diploma in Human Resource Practice - DHRP is the foundation level CIPD Qualification for the HR profession. This qualification is ideal for practitioners looking to acquire a means of professional recognition through CIPD membership in the field of human resources practice. The qualification is designed to provide a solid foundation in HR, whether you are just starting out in your career or want to move to the next level. The course will help you develop practical and relevant HR skills allowing you to add real value to your HR function. Accredited by the CIPD, the qualification is equivalent to QCF Level 3 and is designed to reflect the CIPD professional standards and membership criteria. Successful completion will provide you with the knowledge you need to work towards the CIPD Associate professional level of membership (Assoc. CIPD). This is a professional grade of membership which recognises the skill, knowledge and approach needed to make a significant supporting contribution, and deliver excellent results in the workplace. Whether you re just starting out in your career or want to take your career to the next level with a recognised professional qualification, the DHRP will help to build your knowledge and skills. Designed for The qualification is designed for those who are: y New to the HR function y Working in the field of HR in a support role and wish to develop their knowledge and skills y Responsible for HR activities and decisions within an organisation without a specialist role y Looking to further their HR career with a professional qualification Prior Knowledge No formal prior qualifications are required; however, candidates will need to have a level of numeracy, literacy and IT skills to enable them to participate and complete the assessments. Programme Objectives On completion of the DHRP, participants will be able to: y Describe how HR activities support an organisation s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors. y Define the knowledge and skills required to deliver planned HR activities. y Develop a sound understanding of the knowledge and acquire the practical skills required for as an HR practitioner. Competencies Addressed HR practitioner skills mapped to Band 1 & 2 of the CIPD HR profession map. (HRPM) Learning Approach The modules are delivered in a highly practical and participative way with discussions, videos, exercises and reviews. Comprehensive notes supplement the lectures and aid discussion. There is NO EXAMINATION for this programme. Assessment On successful completion of the programme and submission of all assessed course work, you will be awarded the CIPD Foundation Level Diploma in HR Practice. Duration 12 months to completion 16 classroom days Classes will be conducted on weekends only Date 6 th Jan 2018 Venue Cyberjaya Fees RM 18, Fees Include Facilitation of sessions Tuition Fees Manuals / handouts Coaching on assignments CIPD Registration Fee CIPD membership Fee Assessment and Internal verification CIPD External Verifier Fees (UK) January 2018 (603) hrds@smrhrgroup.com 3

4 Workshop Outline 1 Module 1: Developing Yourself as an Effective HR or L&D Practitioner This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviour required of a professional practitioner, whether their role is generalist in nature or specialist, for example L&D. 5 Module 5: Resourcing Talent Studying this unit will enable learners to understand the factors that impact on an organisation s resourcing and talent planning activities. They will learn about The relationship between recruitment and selection by identifying the key stages in each separate but related process. 2 Module 2: Understanding Organisations and the Role of Human Resources 6 Module 6: Supporting Good Practice in Performance and Reward Management 3 4 By the end of this unit the learner will have developed their understanding of how HR activities support an organisation s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors. Module 3: Recording, Analysing and Using Human Resources Information This unit develops the learner s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the human resources (HR) or learning and development (L&D) function. Module 4: Contributing to the Process of Job Analysis The overall focus of this unit is to develop the learner s understanding of the principles and practice of job analysis and job design. The unit content is designed as an introduction to the knowledge and skills required in the use of several methods of conducting job analysis. Programme Leader Gurit Kaur Gurit is Head of Training at SMR HR Group with close to 15 years experience in delivering highly engaging and interactive workshops. She has successfully conducted sessions across the Asia Pacific and Middle East regions. She brings with her an International work experience that spans various industries and verticals. 7 8 This unit provides an introduction to the purpose and processes of performance and reward management and the role of human resources (HR) in promoting and supporting good practice. Studying this unit will enable learners to develop their understanding of how motivational theories and associated tools can be used within the context of performance and reward management and how these can have a positive impact on an organisation s business objectives. Module 7: Supporting Individual Learning through Coaching and Mentoring This unit enables L&D professionals to develop the knowledge and skills required to be able to provide basic coaching and mentoring support themselves, as well as being able to support line managers in coaching and mentoring team members. Module 8: Supporting Good Practice in Managing Employment Relations This unit allows learners to develop their understanding of employment relations and to apply this understanding to the practical management of employment relations within a specific sector and assess the approach to employment relations within an identified organisations. About CIPD UK The Chartered Institute of Personnel and Development (CIPD) is Europe s largest Human Resource development professional body. It is a globally recognised brand with over 135,000 members, and they pride themselves on supporting and developing those responsible for the management and development of people within organisations. For more information, please visit 4 (603) hrds@smrhrgroup.com

5 Leveraging HR Analytics and Data (CIPD UK) Introduction Employee salaries and HR programmes frequently account for close to half of many organisations operating expenses. In order to leverage maximum employee value and potential, organisations are turning to human capital analytics to gain a deeper understanding of their workforces, and improve the quality and credibility of HR decision-making. That essentially means a greater demand from organisational leaders and business partners for insight into whether their current investments are going to pay off and where should they invest to ensure pay off in the future. This two-day programme run by leading HR analytics expert will explore: Designed for HR generalists, L&D practitioners needing to quantify the potential value of their workforce. IT specialists responsible for implementing technologies underpinning their organisation s analytics initiatives. Programme Objectives Help you measure current investments whilst building future capabilities. Course benefits: Articulate the value of HR Analytics in supporting evidence-based decision-making and evaluation of HR investments Describe the key steps in an effective HR Analytics programme from framing the questions for analysis to reporting the results of the analysis Understand how leading organisations have successfully started the journey to effectively implement an HR Analytics function Describe tangible examples of how HR Analytics has been used effectively by organisations including the optimisation of HR investments Reflect on where you are on the analytics journey and how to leverage analytics in support of your HR function and wider organisation Day 1 State of the art analytics: examine current good practices in human capital metrics Why all the interest in analytics: understanding the value and optimising investments The notion of return-investment: introducing the formula, concept of optimisation and modelling What is HR analytics: explores big data, data mining, analytics mindset and processes Step 1: Framing the questions and understanding stakeholder perspectives: understanding the underlying causes and developing the business case Day 2 Step 2: Specifying the data and metrics required: aligning HR metrics and data to key organisational challenges Step 3: Executing the analysis: explore tangible examples of the analysis phase of HR analytics Step 4: Communicating the results: importance of how analytics results are socialised and communicated. Building the narrative and synthesising for impact. Putting the steps into practice: learnings from leading companies, pros and cons of starting the analytics journey and setting expectations Duration 2 Days Date 13 th - 14 th March Duration 2 Days Venue Melia Hotel, Kuala Lumpur Fees RM 6, March 2018 About CIPD UK The Chartered Institute of Personnel and Development (CIPD) is Europe s largest Human Resource development professional body. It is a globally recognised brand with over 135,000 members, and they pride themselves on supporting and developing those responsible for the management and development of people within organisations. For more information, please visit (603) hrds@smrhrgroup.com 5

6 March & May 2018 Accredited Training Professional (ATP) Introduction Here is an opportunity to learn the skills needed to engage learners, accelerate learning, increase learner retention, and deliver highly impactful training sessions. At this accredited training professional workshop from SMR Group, one of the world s largest HRD training firms, you will learn strategies and techniques to make your training more effective. You will learn strategies on how to make training FUN, enthusiastic, learner-centered, experiential, and with ensured transfer of learning. The SMR accreditation associates you with a select group of exceptional trainers who are recognised locally and internationally for their high impact training methods. This workshop designed and developed by Tan Sri Dato Dr. R. Palan, the author of the highly-regarded book, The Magic of Making Training Fun!!, is designed to produce world class trainers. Designed for This is a workshop for professionals: y With some experience in delivering content y Who are now interested in delivering high level programmes and engaging learners irrespective of their job levels y Seeking an international accreditation Prior Knowledge y Participants on this workshop are expected to have ability to present content. y They should have attended a basic Train-The-Trainer workshop. Facilitator Karen Ong Karen is Director and Master Trainer with more than 20 years of experience in training; specialising in Train-the-Trainer programmes. She has lead numerous workshops in more than 15 countries working in both public and private sectors throughout Asia and the Middle East. Programme Objectives On completion of this workshop, participants will be able to: y Use high impact training and facilitation tools with adult learning principles to deliver content y Identify learning styles of learners y Use FUN tools to engage learner and accelerate learning y Use the 5 I s-introduce content, involve participants, interact with learners, instruct actively and intensify learner retention y Use experiential learning strategies to maximize learning Awards Benefits to your organisation Customers and stakeholders can see at a glance that your human resource development team and trainers/ facilitators are developed to ILM s benchmark, validating your investment in talent. Supporting and celebrating success All participants on ILM Endorsed programmes benefit from free support, information, networking and advice with ILM studying membership for their programme or a minimum of six months. On completion of the course, they receive a certificate from ILM, recognising and celebrating their learning and achievement. Learning Approach y This workshop will be conducted in a fun and interactive way y Participants will have numerous opportunities for skills practice y Continuous feedback will be provided by the facilitator and peers About ILM UK The Institute of Leadership & Management (ILM) is the UK s largest management body, combining industry-leading qualifications and specialist member services. Our primary purpose is to improve the standards of leadership and management in order to drive social and economic prosperity. We work with organisations of all shapes and sizes to define, develop and embed the leadership and management capability they need to succeed. 6 (603) hrds@smrhrgroup.com

7 Assessment Tools The Kolb Learning-Style Inventory (LSI) assesses the way you learn, and how you deal with ideas and day-to-day situations. We all learn in different ways. This inventory can serve as a stimulus for you to interpret and reflect on the ways you prefer to learn in specific settings. The Kolb Learning-Style Inventory is an assessment tool, developed by David A. Kolb, Ph.D. Date 26 th 30 th March & 7 th 11 th May Duration 5 Days Venue Melia Hotel, Kuala Lumpur Fees RM 6, Workshop Outline 1 Module One: High Impact Training and Facilitation Tools 2 Module Two: The Magic of Making Training FUN!! 3 Module Three : Identifying Learning styles using KOLB s Learning Styles Instrument (LSI) 4 Module Four: Skills Practice 5 Module Five: Assessment & Feedback (603) hrds@smrhrgroup.com 7

8 March & May 2018 High Impact Train-the-Trainer (HITTT) Introduction There is more to training than being able to tell or inform learners. Knowledge of the subject alone does not guarantee effective training. For delivering effective training sessions, content experts need to know the 5 P s: Purpose of helping people learn Preparing to help people learn Presenting to help people learn Promoting the application of learning Participative approaches to help people learn Learning Approach y Practical sessions with lectures, small group activities and opportunities for participants to develop their skills through exercises. Model Reference y ADDIE Model y Bob Mager s Making Instruction Work y Palan s 5P s Designed for High Impact Train-The-Trainer workshop aims to help anyone who has a need to deliver content learn the skills of helping people learn faster, easier and more effectively. (The workshop is suitable for both technical and non-technical professionals.) Date 26 th 28 th March & 7 th - 9 th May Duration 3 Days Venue Melia Hotel, Kuala Lumpur Fees RM 3, Prior Knowledge None required Workshop Outline Workshop Objectives On completion of this workshop, participants will be able to: y Describe the purpose of helping people learn, y Prepare the requisites for effective learning, y Present content using a variety of training techniques, y Promote application of learning, and y Use participative approaches to help people learn. Competencies Addressed Module 1 - Purpose of Helping People Learn y Making Instruction Work y Six Rules for Effective Learning y The ADDIE Model y Adult Learning Principles Module 2 - Preparing to Help People Learn y Learning Domains y Preparing Training Objectives y Preparing Session Plans Module 3 - Presenting to Help People Learn y The Magic of Making Training FUN!! y Ability to support learner s needs y Ability to train small groups and deliver one to one training Both the UK standards at NVQ Level 3 and Australian Qualifications Framework Certificate in Assessment and Workplace Training have been taken into consideration in designing and delivering this workshop. Facilitator Karen Ong Karen is Director and Master Trainer with more than 20 years of experience in training; specialising in Train-the-Trainer programmes. She has lead numerous workshops in more than 15 countries working in both public and private sectors throughout Asia and the Middle East. 8 (603) hrds@smrhrgroup.com

9 The Magic of Making Training FUN!! Introduction Effective training improves learning results when learners are engaged; they learn faster, retain the content much better and are enthusiastic about workplace application. Unfortunately, most of the training programmes today are passive, sedentary and uninspiring. You can change all of this by making your training active, lively and inspiring by incorporating fun tools and exponentially improve learning results. The fun tools will help stimulate their senses and engage them through increased attention, participation and immediate workplace application. Learning objectives are achieved better when content is delivered with fun. When you make learning easy, fun and enjoyable, the results are exceptional. This workshop aims to develop your skills in the use of fun tools based on Palan s 5I s outlined in his book The Magic of Making Training Fun!!. Designed for Workshop Outline Module 1 The use of FUN to deliver content y FUN x Content = Results model y 5 I s Skills Practice Module 2 - Introduction y Three Strategies for effective introductions Module 3 - Involvement y Warm ups to switch on learners y Nine Strategies to get your learners READY Module 4 - Interaction Three strategies y Frame questions y Partial visuals y Press conference Module 5 - Instruction Three strategies y Lecturettes y Guided discussions y Storytelling March & May 2018 This is a workshop for trainers who:- y Have some experience in presenting content, facilitating learning and leading discussions. y Are now interested to learn about the use of Fun Tools to engage learners, accelerate learning and improve learning results. This is not a Train-the-Trainer or presentation skills workshop. 6 Module 6 - Intensify Retention Three Strategies y Symbolic charades y PINGO y Wrap-ups Workshop Objectives On completion of the workshop, participants will be able to improve learning results with the use of Fun tools that will enable them to: y Introduce content y Involve participants y Interact with learners y Instruct actively y Intensify learner retention Facilitator Karen Ong Karen is Director and Master Trainer with more than 20 years of experience in training; specialising in Train-the-Trainer programmes. She has lead numerous workshops in more than 15 countries working in both public and private sectors throughout Asia and the Middle East. Date 27 th 28 th March & 8 th - 9 th May Duration 2 Days Venue Melia Hotel, Kuala Lumpur Fees RM 2, (603) hrds@smrhrgroup.com 9

10 CIPD Level 3 Foundation Diploma in Learning and Development (CIPD UK) April 2018 Introduction The CIPD Level 3 Foundation Diploma in Learning & Development is ideal for practitioners looking to acquire a means of professional recognition in the field of learning and development. With a qualification in L&D Practice from the Chartered Institute of Personnel and Development (CIPD), the largest HR and Development professional body in Europe, you ll be developing your skills and career options while you learn to do the same for others. You may already be working in an L&D-related role. Or perhaps you d like to make a move into this popular and rewarding field. Either way, this established and reputable qualification will show employers that you have what it takes to develop both an effective workforce and your own career. The CIPD Diploma in L&D Practice uses a highly practical approach, to provide an in-depth and thorough grounding in the training cycle and the fundamentals of learning and development. The CIPD Diploma in Learning and Development Practice provides a firm foundation in all the areas of Learning and Development including its impact on business sustainability. It is an essential introduction for L&D professionals. It will help develop essential skills and give students the confidence to be more effective at work and to add value to your HR or training function. Designed for The qualification is designed for those who are: y New to the L&D function y Working in the field of L&D in a support role and wish to develop their knowledge and skills y Responsible for L&D activities and decisions within an organisation without a specialist role y Engaged as employees or independent consultants within the field of L&D y Looking to further their L&D career with a professional qualification Prior Knowledge No formal prior qualifications are required; however, candidates will need to have a level of numeracy, literacy and IT skills to enable them to participate and complete the assessments. Programme Objectives On completion of the DLDP, participants will be able to: y Describe how L&D activities support an organisation s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors. y Define the knowledge and skills required to deliver planned L&D activities. y Develop a sound understanding of the knowledge and acquire the practical skills required for training delivery. Competencies Addressed L&D practitioner skills mapped to Band 1 & 2 of the CIPD HR profession map. Learning Approach The modules are delivered in a highly practical and participative way with discussions, videos, exercises and reviews. Comprehensive notes supplement the lectures and aid discussion. There is NO EXAMINATION for this programme. Assessment On successful completion of the programme and submission of all assessed course work, you will be awarded the CIPD Foundation Level Diploma in L&D Practice. Duration 12 months to completion 16 classroom days Classes will be conducted on weekends only Date 28 th April Venue Cyberjaya Fees RM 18, Fees Include Facilitation of sessions Tuition Fees Manuals / handouts Coaching on assignments CIPD Registration Fee CIPD membership Fee Assessment and Internal verification CIPD External Verifier Fees (UK) 10 (603) hrds@smrhrgroup.com

11 Workshop Outline 1 Module 1: Becoming An Effective Learning And Development Practitioner 5 Module 5: Delivering Learning and Development Activities This unit enables learners to develop a deep understanding of the knowledge, skills and behaviours required by L&D practitioners, and the importance of continuing professional development (CPD). Module 2: Learning and Development and the Organisation Learners need to develop their understanding of organisations, the reasons they are established and the factors that differentiate them, and their operating environments. The unit moves on to look at some different ways L&D is positioned and the typical services L&D provides. Module 3: Identifying Learning and Development Needs This unit supports the development of the skills required to undertake an effective identification of others learning needs. It begins with a consideration of why individual and group learning needs arise and why it is important for both organisations and individuals to be aware of them. Module 4: Designing Learning and Development Activities Being able to deliver learning activities in a way that gains learner confidence and engages learners is a crucial skill-set for all trainers. This unit takes learners through the essential stages of preparing for and delivering an inclusive and effective L&D activity for a group of learners. Module 6: Evaluating Learning and Development Activities This unit develops learners understanding of the reasons for evaluation and the different approaches that can be taken to evaluating L&D activities. Armed with this understanding, learners are required to determine criteria for evaluating a specific L&D activity and identify the related information to be collected. Module 7: Supporting Individual Learning through Coaching and Mentoring This unit enables L&D professionals to develop the knowledge and skills required to be able to provide basic coaching and mentoring support themselves, as well as being able to support line managers in coaching and mentoring team members. Module 8: Enhancing Learner Engagement The quality and success of L&D activity is largely determined by how well it is designed. This unit aims to develop the knowledge and skills required to become an effective designer of learning activity. This unit builds on some of the areas introduced in core units by looking in greater depth at the concept of learner engagement and some of the factors which impact on it. The unit explores the psychological background to L&D and psychology-based strategies that have been adopted by L&D practitioners, as well as the potential impact of findings emerging from brain and neuroscience. Programme Leader Gurit Kaur Gurit is Head of Training at SMR HR Group with close to 15 years experience in delivering highly engaging and interactive workshops. She has successfully conducted sessions across the Asia Pacific and Middle East regions. She brings with her an International work experience that spans various industries and verticals. About CIPD UK The Chartered Institute of Personnel and Development (CIPD) is Europe s largest Human Resource development professional body. It is a globally recognised brand with over 135,000 members, and they pride themselves on supporting and developing those responsible for the management and development of people within organisations. For more information, please visit (603) hrds@smrhrgroup.com 11

12 Accredited Competency Professional (ACP) May 2018 Introduction The ILM Accredited Competency Professional (ACP) workshop is a comprehensive five-day training which enables you to design, develop and implement the competency framework within organisations. This workshop will help you gain the knowledge and skills to develop customised competency dictionaries for best fit purposes in your organisation. Programme Objectives On completion of this workshop, participants will be able to: y Develop competency model and framework y Identify methods of competency profiling y Describe competency assessment methods y Map and Validate Position Competency Profiles y Integrate Competency into HR processes Designed for Those responsible for the development of Competency Framework. Prior Knowledge Knowledge of competency and its application Date 21 st 25 th May Duration 5 Days Venue Melia Hotel, Kuala Lumpur Fees RM 6, Competencies Addressed y Development of job competency profiles y Implementation of Competency applications Learning Approach Learning will take place though small group activities, discussions, and experiential learning. Model Reference y SMR Page Framework Facilitator Samsudin A. Rahman Samsudin is a Senior Consultant and trainer at SMR HR Group Sdn Bhd. He has 20 years experience in HR field holding various roles. He delivers his session with a wealth of experience in terms of practical knowledge and well-rounded exposure in all aspects of HR Management functions About ILM UK The Institute of Leadership & Management (ILM) is the UK s largest management body, combining industry-leading qualifications and specialist member services. Our primary purpose is to improve the standards of leadership and management in order to drive social and economic prosperity. We work with organisations of all shapes and sizes to define, develop and embed the leadership and management capability they need to succeed. 12 (603) hrds@smrhrgroup.com

13 Workshop Outline 1 Module One : Competency Model y Introduction to Competency Management y Types of competencies y SMR s PAGE framework 2 Module Two: Developing a Competency Model y Customisation y Start from scratch y Expert advice y External Library 3 Module Three: Competency Dictionary & Position Profile Customisation y Structure y Simplicity VS Complexity y Business case y Proficiency level y Mapping & Validation 4 Module Four: Competency Assessments & Verification y Assessment Methods y Processes & Procedures y Employee position match 5 Module Five: Talent & Career Management y Talent review system y Career development y Succession planning 6 Module Six: Learning & Development y Matching training programme to competency y Developing competency based Training framework 7 Module Seven: Implementing & Enabling Success y Business case y Critical success factors y Action plan (603) hrds@smrhrgroup.com 13

14 Competency Management May 2018 Introduction Implementing Competency in an organisation may seem overwhelming and difficult. It doesn t have to be. The knowledge of the fundamentals and guiding principles for successful application will make the implementation process simpler. There are several options and tools to manage competencies in a more effective and practical manner. This two day workshop aims to equip practitioners with the tools and techniques required for successful implementation. Designed for Those responsible for executing or managing competency based related HR processes and applications within the Talent Management cycle. Number of Participants To ensure effective learning, participation is limited to a maximum of 20 participants. Date 21 st 22 nd May Duration 2 Days Venue Melia Hotel, Kuala Lumpur Fees RM 2, Workshop Outline Prior Knowledge Some knowledge of Human Resource processes and competencies. Competencies Addressed Competency framework management Workshop Objectives On completion of this workshop, participants will be able to: y Explain competency framework, model and best practices y Identify the competency link to HR functions and processes y Communicate benefits of competency management to the organisation Model Reference y SMR Page Framework Module One: Business Case for Competency Management y Introduction to Competency y Why Competencies? Module Two: Competency Model y Differentiating vs. Threshold y Types of Competencies y Competency Model & Dictionary y Competency Mapping & Profiling Module Three: Applications of Competency in the Talent Management Cycle y Competency based recruitment y Competency based training y Competency based career progression y Integrating competencies within performance management system Module Four: Communicating of competency to organisation y Business case y Action plan Learning Approach Learning will take place though small group activities, discussions, and experiential learning. Facilitator Samsudin A. Rahman Samsudin is a Senior Consultant and trainer at SMR HR Group Sdn Bhd. He has 20 years experience in HR field holding various roles. He delivers his session with a wealth of experience in terms of practical knowledge and well-rounded exposure in all aspects of HR Management functions 14 (603) hrds@smrhrgroup.com

15 2018 Direction Coaching (supported by established instruments/tools) Increasing employee engagement Improving certification opportunities for the HR community Sectoral focus (e.g. universities) 15

16 Our Learning Approach FUN Practical Interactive Contact Us HRPS Team SMR HR Group Sdn Bhd No.3517, Jalan Teknokrat 5, Cyber Cyberjaya Selangor, Malaysia (603) (603) hrds@smrhrgroup.com facebook.com/smr HR Professional Services instagram.com/smrgroupinsta linkedin.com/groups/ twitter.com/smr_group Copyright 2018, SMR HR Group Sdn Bhd This brochure is intended to be a general statement of information. All information is correct at time of printing, but subject to change without prior notice. For more detailed and recent information, please consult SMR HR Group Sdn Bhd. The Company shall not be held liable for any errors or omissions.