Corporate Learning and Organization Development 人力资源培训与组织发展

Employee Engagement Congress HRM Asia Singapore 30th Nov-1 Dec 2017

2018-01-13T12:38:00.001+08:00

MIHRM Award

2018-01-13T12:37:00.001+08:00

New Model of Talent Management by Bersin

2016-04-04T21:10:00.000+08:00

The New Model for Talent Management: Agenda for 2015 from Josh Bersin

What is CLO?

2016-04-04T21:03:00.004+08:00

What is a Chief Learning Officer? [Infographic] from ELM Marketing

2015-12-09T21:29:00.002+08:00

Good Case Studies on L&D Technologies

How Xerox Services is Driving Learning Culture with New L&D Technologies from David Blake

2015-12-09T21:24:00.001+08:00

The Changing Role of L&D - How Workers Learn: 10% Classroom, 20% from other people, 70% informal learning as part of the day to day work (Deloitte 2014 Corporate Learning FactBook)

Putting Learners First in Enterprise Training from David Blake

7 Areas of Survey of the Effectiveness of Learning & Development

2015-05-25T10:42:00.000+08:00

7 Areas of Survey of the Effectiveness of Learning & Development

May 18, 2015

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Starbucks is not an advertiser; people think we are a great marketing company, but in fact we spend very little money on marketing and more money on training our people than advertising. Howard Schultz

Learning Function Survey and Audit

Seven Functions with 56 Areas of Development Opportunities

General Management
Relationship Management
Operational Efficiency
Leadership Development
Service Delivery
Systems and Infrastructure

Survey

Self ranking of performance and Importance
Business Leader ranking of performance and importance
Discussion
Identify gaps and opportunities

Learning Function 1 General Management

Organization Design
Funding
Strategic Planning
Goal Alignment
Investment Priority
Competency Management
Measurement
L&D Staff Selection and Development

Learning Function 2 Relationship Management

Communicating Values
Needs Assessment
Internal Marketing
Cross Functional Partnering
Branding
Clients Partnering

Learning Function 3 Operational Efficiency

Content Design
Administrative Process Efficiency
Contents Portfolio Management
Channel Management
L&D Sourcing
Vendor Partnering and Management

Learning Function 4 Leadership Development

Talent Pipeline Segmentation
Onboarding
High Potential Identification
Leadership Development Programs
Succession Management
Leaders as Teachers
Transition Management
Executive Coaching

Learning Function 5 Service Delivery

Manager Led Development
Coaching and Mentoring
Experience Based Delivery
Individualized Development Plan
E-Learning
Peer to peer Learning

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

Learning Function 7 Organization Development

Facilitation of Discussion
Organization Development Diagnosis
Alignment to Business Strategies
Corporate Culture
Key Business Process Improvement
Inclusive and diversity

Laurence Yap has 20 years of industrial experience in organization development and human resource development. He has served in multiple multinational organizations in Asia Pacific Region such as PayPal, Western Digital, First Solar and Pfizer. You can read more about his work in his blog Journey of HRD, Slideshare and Online Portfolio.
Email: hrod@laurenceyap..com

Gratitude Letter

2015-05-25T10:39:00.002+08:00

Gratitude Letter

May 21, 2015

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Gratitude Letter

Task

Close your eyes.

Think of someone did something or said something that changed your life.

Write a letter or SMS or WeChat of gratitude to this individual

Format

Be specific about what he did for you or said to you

How it affected your life.

Let him know what you are doing now

Mention how you often remember what she did and said

When you meet him, take your time reading your message again

Benefits

We benefit from the pleasant memory of the past

We lead by example

We strengthen our relationship with them

Source:
A Simple Exercise to Increase Well-Being and Lower Depression from Martin Seligman

No one has addressed the eternal question of what begets happiness with more rigor and empirical dedication than Dr. Martin Seligman, founding father of Positive Psychology — a movement premised on countering the traditional “disease model” of psychology, which focuses on how to relieve suffering rather than how to amplify well-being. Seligman, whom I first had the pleasure of encountering at my alma mater, the University of Pennsylvania, and who was once elected President of the American Psychological Association by the largest vote in the organization’s history, remains one of the most influential psychologists in the study of happiness. This exercise is taken from his bookFlourish: A Visionary New Understanding of Happiness and Well-being.

7 Tips of Becoming a Damn Good Leadership Trainer with NPS of 96%

2015-05-25T10:38:00.001+08:00

7 Tips of Becoming a Damn Good Leadership Trainer with NPS of 96%

May 25, 2015

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It's all to do with the training: you can do a lot if you're properly trained. Queen Elizabeth II

Delivering training like an art to me. Every training session is like a movie-making.You set up the stage, put up the light, video and music, and play games and roleplay. The highest level of a trainer can make the audience able to apply the thingsthey learn the next day while making the training interesting and engaging.

I have been conducting soft skills and leadership training for the last 20 years.I  have scored 96% in Net Promoting Score for my leadership management trainingin PayPal Asia. In most soft skills training, I have always gotten excellent feedback.Some of the stakeholders and directors complemented my ability to change theparticipants' behaviors of leading people after training.

My greatest compliments came from two managers from IBM and HP. They told methis was the first time for such a leadership training course after ten years ofattending management training in IBM and HP. They found my class is engaging,practical and interesting.

Below is my seven secrets of delivering a management training program.

1. 30% theory and 70% practical. Spend more time in role play, feedback, dramaand games to let them practice the new skills.

2. Apply Job Instruction Concept in TWI. State the Main Step, Key  Points andReasons.

Source: Creating a Kaizen Culture by Jon Miller

3. Change your pace every 20 minutes - use various activities to impart skills andknowledge every 20 minutes to maintain freshness such as videos, games, groupdiscussion, drawing, role play, drama, break time and group discussion

4. Participant-centric. Design the program from the participant perspective. Adultslove to share their experience, to learn from others and to practice what is beingtaught. Let the participants share their achievements, successes and good practicesin a group. Give them ample of time to practice, feedback and reflection.

5. Participants Engagement. Design activities to engage among the participants inthe whole training program.Breaking down the barriers of communication andinteraction. I have the participants to share what they have learned at the end ofthe course in a coffee house nearby, in the chilling winter outdoor.

6. Multisensory. Play videos illustrate the key learning points. Play music to vitalizethe environment while playing games, break time and group discussion.

Video: The responsibilities of a mentor

Video: Determination and Dream

7. Impart the skills they can use the next day. Explain the skills in a simplelanguage. Demonstrate the skills to the class. Tell them your own experience ofapplying the skills.

The objective of training delivering is to transfer skills, knowledge and behaviors to the participants. Do use new technologies, games, videos, stories and techniques to make an unforgotten experience to the participants.

How Learning and Development Leader can build and foster relationships with Business Leaders (Video)

2015-05-11T14:25:00.000+08:00

How Learning and Development Leader can build and foster relationships with Business Leaders

http://www.clomedia.com/media/videos/play/235

CEO and HR Recruitment Challenge

2015-05-11T14:22:00.001+08:00

CEO and HR Recruitment Challenge - Hire for Optimism, Social Connection and Stress Management

Shawn explained that intelligence and technical skills only predict 25% of success.

75% of long term job success is predicted by your optimism (which is the belief that your behavior matters in the midst of challenge), your social connection (whether or not you have depth and breadth in your social relationships), and the way that you perceive stress.

http://www.bakadesuyo.com/2014/09/be-more-successful/

Corporate Culture 101 for CEO & HRD

2015-05-11T14:08:00.002+08:00

What is culture? Physical? Values? Belief? Some say Corporate culture is what you do everyday at the workplace.

What corporate culture Apple, Google or PayPal has to make them extremely successful? (I have used PayPal as an example because I worked in PayPal Asia Pacific before. PayPal has a dynamic corporate culture as well)

Google

Apple

PayPal

Puzzle?

Not until I have come across a book on corporate culture with a long complicated name CVF "Competing Values Framework". It is written by Kim Cameron and Robert Quinn.

Fear not. It turns out to be very easy to understand. They have divided corporate culture into four elements: clan, adhocracy, hierarchy and market. The diagram below is self-explanatory.

Each of the corporate culture has a distinctive characteristics, leadership style, management style, organization glues, strategic emphasis, criteria for success.

You must be thinking by now what is the corporate culture of my company? The following by Online Talent Manager will enlighten you.

That's about it. Corporate Culture 101. A new term to add on to your personal dictionary: CVF.

One last thing, If you have the time, you may want to explore Master Manager. Another tool developed to look into the management style of the managers by using the CVF Model. Jeff DeGraff explains these four management styles in a more elaborative manner.

Laurence Yap has 20 years of industrial experience in organization development and human resource development. He has served in multiple multinational organizations in Asia Pacific Region such as PayPal, Western Digital, First Solar and Pfizer. You can read more about his work in his blog Journey of HRD and Eastleaf in Slideshare. Email: laurence.yap@gmail.com

Leadership Development Programs and Social Learning Theory

2015-05-11T14:06:00.001+08:00

Leadership Development Programs and Social Learning Theory

The best trainers for leadership development training programs should be coming from someone who is a good people manager in deliver business results and people management. The reason is obvious: people learn from the behavior of the trainers rather than what the trainers teach in the class. It is stated in the Social Learning Theory that people learn by observing other persons whom they believe are credible and knowledgeable. This theory also recognizes that behavior which is reinforced or rewarded tends to be repeated.

I. Social Learning Theory

According to social learning theory, learning new skills or behaviors comes from

Directly using that behavior or skill
Observing others demonstrating that behavior or using the skills
Learning is influenced by a person’s self-efficacy, a person’s judgment about whether he or she can successfully learn knowledge and skills.

II. Four Elements

Four Elements to consider when you develop and deliver leadership training programs.

Verbal Persuasion
offering words of encouragement to convince others they can learn.

Logical Verification
involves perceiving a relationship between a new task and a task already mastered.

Modeling
involves having employees who already have mastered the learning outcomes demonstrate them for trainees.

Past Accomplishments
allowing employees to build a history of successful accomplishments

III. Application of Delivering Leadership Skills

Explanation in their context and cultural background
Enlighten with multimedia and games
Share with them your own examples
Demonstrate on site
Explain each of the Practical Steps
Sharing from the group
Questions and answer
Role Play
Feedback
Team sharing
Follow Up
Level Three Kirkpatrick Evaluation

IV. Implications in Employee Engagement
The Social Learning Theory is not only applied to the delivery leadership training. It also play an important role in cultivating positive corporate culture through the demonstration of good leadership behaviors. Such behaviors will determine the retention of high performers and the quality of employee engagement.

Positive Psychology Shawn Achor: The happy secret to better work

2015-05-11T14:01:00.001+08:00

Training Strategic Planning - 195,000 Viewers

2015-04-29T20:57:00.001+08:00

Training Strategies -190,000 Viewers and still growing

Apr 28, 2015

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Training Strategic Planning - 195,000 Viewers

3 Ways to Show Love at Workplace: Compassion, Knowledge and Network

2015-04-29T20:53:00.001+08:00

3 Ways to Show Love at Workplace: Compassion, Knowledge and Network

Apr 29, 2015

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Somewhere along the line, I decided I didn't want to be a big shot. I didn't want to bulldoze coworkers and employees. I didn't want to climb the corporate ladder at the expense of others. I didn't want to abuse people the way I'd been ill-treated by certain employers. Human values seemed more important. I wanted to treat my customers, employees, coworkers and bosses with respect and--dare I say it?--L-O-V-E. I soon found that work was much more fulfilling and fruitful when I cared for those with whom I worked.

According to Tim Sanders, director of Yahoo's in-house think tank, author of Love is the Kller App: How to Win Business and Influence Friends, believes love is the crucial element in the search for personal and professional success. In His Book, he shares about how to demonstrate love at work through compassion, knowledge and network.

Knowledge: finding ways to share what you know with co-workers and partners. You can coach your staff, share info with your colleagues, mentor new employees. The more you share your knowledge, the more you demonstrate care to others. I have coached numerous people at work or outside of work. I always told my staff. I was going to share 110% what I know to them. I arranged Weekly one on one meeting, Weekly team learning and Monthly workshop to ensure the team grow together.

I have ever gone as far as sharing my knowledge in HR Conferences to let other training and OD colleagues how we could do certain things in creative ways. I have uploaded 50 presentations in slideshare.net ( http://www.slideshare.net/eastleaf) and viewed by 760,000 since 2008. Some of the topics are listed below:

Good Practices on Retention Strategies, Application of Action Learning, Career Development, On boarding Impacts on Retention, HR as Leading Department, Effectively managing Conflict in the Workplace, Facilitating Corporate Strategy, Educating and Training Line Managers in Talent Management, Learning and Employee Retention

Network: expanding your networks by being open and sharing your contacts with those that could benefit. Involving in talks and seminars, collecting name cards, expanding your circle through networking events or NGO are able for you to share your contacts with your co-workers and staff.

Develop yourselves to be a "go-to" person. Becoming resourceful means your ability to get info and help from your network. It means you are able to connect to one and another in your network without a hidden agenda. I have connected competent trainers to many training mangers. Sometimes, I have ever got calls from HR Director to recommend a good candidate for training profession.

Compassion: listening and showing care to your co-workers and business associates regardless of their position in the company. Encouraging others, listening and demonstrating you care for those you come in contact with is an end in itself, and you will soon find the encouragement and caring coming back to you.

This is the most fundamental way to connect human. I have the principle of respecting people regardless of their job titles. I talk to the cleaner the same way I talk to the CEO. Compassion needs consistence sincerity and willingness to listen and to spare time to be with them.

The main point here is that love is not selfish. The thread he weaves throughout the book is a message about caring for others, not with the expectation of getting something in return, but because it is the right thing to do and will cause a change to them.

In summary, remember three key points of showing love at work: Compassion, Network and Knowledge.

This Book Summary

Note: Love Is the Killer App is a global and New York Times best seller.
For an excerpt: http://www.fastcompany.com/magazine/5...

Credit to Gordon Gregory,Michael Erisman, David E. Roger: and John Porcaro

Laurence Yap has 20 years of industrial experience in organization development and human resource development. He has served in multiple multinational organizations in Asia Pacific Region such as PayPal, Western Digital, First Solar and Pfizer. You can read more about his work in his blog Journey of HRD and Eastleaf in Slideshare. Email: laurence.yap@gmail.com

HR Driven Business Sustainability Model from Harvard Business School

2015-04-22T13:34:00.004+08:00

HR Driven Business Sustainability Model from Harvard Business School

Background

How do HR drive organization changes in sustaining business growth? These are the burning questions for HR. As s senior manager of OD and Training, part of the HR, my job needed to face CXO and Senior Leadership Team or Senior Business Leaders from time to time. I need to find a model to create values of the business from HR perspective.

The primary concerns of an organization are two areas - Business and People. In Business, the focus is on profit and productivity while in people, the focus in on engagement and culture. With this in mind, only HR can begin to think like a CEO to be macro-minded. Finally, I found a model suitable for HR, OD and Training Profession to adopt.

Harvard Business School

The dotcom era of 90s has changed the business landscape. Green Project has
carefully examined more than 200 well-established management practices as they
were employed over a ten-year period by 160 companies. The finding of the study revealed those companies that outperformed their industry peers has exhibited what we call the four primary management practices—strategy, execution, culture, and structure. They also found out these companies were mastered of any two out of four secondary management practices—talent, innovation, leadership, and mergers and partnerships. These eight management practices can relate to the four key concerns of the Senior Leadership Team as shown in the diagram below.

Findings

From the diagram below, one can see the difference between those companies who practiced six of the eight management practices. Those companies observed those management practices has showed the following results: Total return to shareholders is 943% growth, Sales is 413%, Operating Income 326% and Return on Investment +5.45%.

Application and Results

HR, Training and OD are in perfect position to assist the Senior Leadership Team to business sustainable growth. Looking into the eight aspects of the organization mentioned above to see how the Department can value added in sustain the growth. There are four columns in the diagnosis - strengths of the company, next area of improvement, solution and results.

Generally speaking, I use the following triangle diagram to look into the eight aspects from HR, OD and Training perspective.

I have used it in my previous three companies and discuss my observations to the CEO, MD and APAC Head. From the analysis, they have agreed to mobilize resources to strengthen those areas, we can create values - retain employees, improvement work process, develop leaders, facilitate corporate strategies, increase productivity and improve output and etc. With this approach, we can dialogue with Senior Leadership Team with their concerns in mind - profit, productivity, engagement and culture.

Authors

William Joyce is professor of strategy and organization theory at the Amos Tuck School of Business at Dartmouth College. Nitin Nohria is a professor of business administration at the Harvard Business School. Bruce Roberson was a partner with McKinsey & Co. for 11 years and is part of a new management team undertaking the turnaround of a major corporation.

Book Summary of What Really Works from Soundview Executive Book Summaries

Laurence Yap has 20 years of industrial experience in organization development and human resource development. He has served in multiple multinational organizations in Asia Pacific Region such as PayPal, Western Digital, First Solar and Pfizer. You can read more about his work in his blog Journey of HRD and Eastleaf in Slideshare. Email: laurence.yap@gmail.com

organizational effectiveness
organizational leadership
hr transformation

65% of Employees Leave Because of Bad Bosses

2015-04-15T11:43:00.001+08:00

65% of Employees Leave Because of Bad Bosses

Apr 15, 2015

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If your company has high attribution. This piece of information will shed light to your search of reasons.

People leave bad bosses. 68% people left their jobs are due to their bosses. According to Saratoga Research Report (Authored by Leign Branham) on why people leave their jobs.

They have interviewed and studied 20000 employees who left their jobs. Below is the listing of those reasons:

Too few growth and advancement opportunities 16%
Lack of support by and respect from supervisor 13%
Job Duties Boring and unchallenging 11%
Lack of leadership skills by supervisor 9%
Not recognize for my contribution 4%
Display favoritism 4%
Poor supervisor-employee relations 3%
Training 3%
Incompetent supervisor 2%
Poor senior leadership 2%
Supervisor lack technical skills 1%

Leign Branham has proposal seven strategies to counter the outflow of employees. He has suggested many practical steps in his book "7 Hidden Reasons Employee Leaves". Among others,

To Match Expectations with Reality
Select the Right Talent for the Job
To Provide Coaching and Feedback
To Provide Career Advancement and Growth Opportunities
To Make Employees Feel Valued and Recognize
To Reduce Stress from Work-Life Imbalance and Overwork
To Inspire and Confidence in Senior Leaders

If you follow his suggestions, your company may well be the employee of choice one day.

Dan Ariely: What makes us feel good about our work?

2015-04-11T18:47:00.005+08:00

Dan Ariely: What makes us feel good about our work?

The important of Meaning

David Grady: How to save the world (or at least yourself) from bad meetings (6.4 Minutes)

2015-04-11T18:30:00.001+08:00

One great way to manage your calendar: No MAS

BCG's Yves Morieux researches how corporations can adapt to a modern and complex business landscape

2015-04-11T18:23:00.002+08:00

2015-04-09T22:26:00.001+08:00

Corporate Strategic Learning Needs from Laurence Yap Senior Manager of HR (Talent and OD)

2015-04-09T22:25:00.001+08:00

Team bonding from Laurence Yap Senior Manager of HR (Talent and OD)

2015-04-09T21:58:00.000+08:00

Chairperson and Speaker at Annual HR Conference of CapSource, Prince Hotel, Kuala Lumpur, Malaysia. Presented a paper titled "Good Practices of Retention Strategies", 24th-25th March 2015

2015-04-09T21:55:00.001+08:00

How to Create a Learning Culture: A Framework from David Blake