… i n l earni ng & devel opment i ni t i at i ves

Protecting Your Investments

Building People The Coaching Way

The Purpos e…

… of this presentation is to illuminate the essence of

EXCELLENT LEAR N IN G

&AP P LIC ATIO

N

Learning Partnership

Prof i t mar gi n i s const ant l y under t hr eat .

Chal l enges f r om nei ghbour i ng and emergi ng market s are al ways emi nent .

Rapi d l ear ni ng i s t he onl y compet i t i ve edge.

How t o maxi mi se t he out put f r om t he wor kf or ce?

The r ol e of HR has t o evol ve t o st ay r el evant !

…And The Reality Is

Why ‘Training’ …

… doesn’t seems to

have permanent

posit ive impact?

Lack of alignment with

business needs Lack of specif ic

direct ion & f ocus

Lack of accountabilit y t o

ensure lessons learnt are

properly implement ed

Lack of f ollow up

support act ivit ie s

C u r r e n t p r a c t ic e s C u r r e n t p r a c t ic e s

C u r r e n t c h a lle n g e s C u r r e n t c h a lle n g e s

C u r r e n t b iz C u r r e n t b iz

p r io r it ie sp r io r it ie s

SelectionSelection

EvaluationEvaluation

AlignmentAlignment

Good

Companies

From Good to Great

Great Companies

Cost reduction in order to increase profit

A good competitor

HR is a good adminis tra tor

Tra ining is inspired by HRDF

Tra ining is conducted in isola tion from bus iness dynamics

Tra ining is an event

- Value driven in order to increase profit

A vis ionary solution provider

HR is a valuable s tra tegic partner

- Tra ining is inspired by bus iness driven ta lent deve lopment

Tra ining is conducted part of s tra tegic planning & implementa tion

Tra ining is a continuous process

Learning must be a…

continuous process...

not an event

We are committed to…

enhancing business acumen to

deliver learning services

l inked directly to business

issues, trends & projections!!

Our Core Competencies

I de nt i f y s t af fs t r e ngt h

Anal ys e bus i ne s sc hal l e nge s

Compe t e nc ymappi ng

I nt e gr at e d pr ogr am de s i gn & de l i ve r y

Spe c i f i c & meas ur abl e l e ar ni ng & de ve l opment

obj e c t i ve s

Fol l ow up s e s s i on t o s us t ai n l e ar ni ng

ac c ount abi l i t y

Ques tion

What What res ultsres ults are your are your

fo llow up fo llow up activities activities

bringing in bringing in ??

Active Learning

It has been said that on average we remember;

20% of what we read

30% of what we hear

40% of what we see

50% of what we say

60% of what we do

90% of what we hear, say, do

Source – Accelerated Learning for the 21st Century by Colin Rose & Malcolm J Nicholl

The Role of Various LearningInterventions

Understanding Application Behavioural Change

BusinessImpact

Training

Coaching

Mentoring

Consulting

Counselling

Type of HumanCapital Dev

Interventions

Follow Up Follow Through

Ins titute Pers onnel Mgmt As s oc iation…s ays

Increase in Productivity %

Training alone

Training + Coaching

22 % 86 %

LEARN TM Methodology

Lesson Assi mi l at e Ref l ect Next St ep

What happened?How did you

respond?

WI I FMAbsor bi ng what ’s

i mpor t ant

Creating the relevant

personalmeaning

What ’s t he next act i on st ep t o t ake?

Exper i ence

Shar i ngr el evantconcept

Follow on

Assignments

Follow up

Reporting-in

Achieving

Desired

Results

Via proven & effective coaching approaches

Our Program Competencies

Our Program Competencies

We help your workforce to

Sharpen skills, improve behaviours & overcome hurdles

Towards peak performance

Partnering to protect your inves tment

Partnering to improve performance

Working towards a long-term partnership!

Co-creation of KLDO

Blended learning structuring

Managed program delivery

Track Follow Up Activities

Interview stakeholders

Learning impactassessment

Pleas e reach us at

info@ coachingworks.com.my