Mandatory Development Program
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The document outlines an employee development program for MCCI. It discusses the need to address safety issues, turnover and skills gaps. The development program includes an orientation program for new employees and a career program. The orientation program provides corporate values training, general technical training and specific technical modules. The career program includes management development programs at different levels to develop skills in managing tasks, people and business. It provides a roadmap for launching the development program with milestones like getting approvals, finalizing the curriculum and trainers.
![9
Induction Program
Evaluation & Monitoring9
Technical(T)
Behavior (B)
30 B : 70 T 40 B : 60 T 50 B : 50 T
[ Value’s ]
[Knowledge&Skill]
Rate C Rate C Rate C
4.Approach5.Model6.Evaluation
Corp Value Foundation General Tech Specific Cross Function Specific Function Module
TRAINEE PROBATION
1 week 2 week 7 Month 3 Month
Rate C
50 B : 50 T
1 Month](https://image.slidesharecdn.com/mandatorydevelopmentprogram-170301060624/85/Mandatory-Development-Program-9-320.jpg)
Mandatory Development Program
- 1. People Development MCCI Development Program
- 2. Presentation Track 1 Background 2 Objective 3 Development Program 4 Competency Based Approach 5 Development Model 6 Evaluation & Monitoring INDUCTION PROGRAM 4 Development Program 4 Competency Based Approach 4 Development Model 4 Evaluation & Monitoring CAREER PROGRAM
- 3. 3 Background SAFETY ISSUE TURN OVER New Employee Very Low Experience Minimum Safety Knowledge Minimum Vocational Training Unstructured Training Program & Dedicated Mentor Minimum Technical Orientation Skilled Operator RESIGN Competency GAP DEVELOPMENT PROGRAM Lack of Skill Preparation Jr Operator New ‘injured’ Operator 22 1313 NEWEMPLOYEE LTIDATA GRADE4-6 TURNOVER 262620092008 11 20092008 *Source: RCP *Source: PERS 1.Background2.Objective Undefined Individual Development Program Direct Operational Task Lack of risk management program (backup employees) Extremely difficult to recruit Experience Employment in the market
- 4. 4 DEVELOPMENT PROGRAM MANAGEMENT Background Officer Supervisor Ass Manager Officer Supervisor Ass Manager 1 9 2 Sect Manager 1 1 3 5 TURN OVER Lack of Cadre Program to Replace Certain People in Certain Position Extremely difficult to recruit Experience Employment in the market
- 5. 5 Background SAFETY ISSUE TURN OVER STRUCTURE DEVELOPMENT PROGRAM Competent New Operator Human Capital Readiness Objective ORIENTATION PROGRAMORIENTATION PROGRAM CAREER PROGRAMCAREER PROGRAM Executive Mgt Development Program Supervisor Mgt Development Program Officer Mgt Development Program Specific Function Specific Cross Function General Technical Corporate Value Foundation Program ( New Employee ) ( Officer ) ( Supervisor ) ( Assistant Manager – Section Manager ) Frontline Development Program 3 Frontline Development Program 2 Frontline Development Program ( Sr. Operator ) ( Group Leader ) ( Shift Leader ) Strategic Mgt Development Program ( Division Manager ) 1.Background2.Objective
- 6. 6 MCCI Competency Profile Ex. Operator 4.Approach5.Model6.Evaluation Competency Based Approach
- 7. 7 Competency Based Development Program Corporate Value Foundation Module General Soft General Tech General Tech Specific Cross Function Specific Function Module COMPETENCY Specific Specific CQ 1 INF 1 LUR 1 OC 1 RO 1 SVO 1 TW 1 PK 1 QSHE 1 ENG 1 CL 1 PLOP 1 PLMG 1 GMP 1 PPIC 1 MKH 1 WH 1 PROT 1 CON 1 Common Specific (PRO,UTT,MNT,QI) 1 MFG-MNT-MKT-RCP-ADM-FIN PRO-UTT-MNT-QI-SHE PRO-UTT-MNT-QI MODULE FRESH GRADUATE MFG-MNT-MKT-RCP-ADM-FIN EXPERIENCE 1 week 3 week 1 Month 3 Month TRAINEE PROBATION Behavior Indicator - Unskilled MCCI COMPETENCY MATRIX (Operator) PROBATION Corporate Value Foundation Module General Tech On The Job TrainingMODULE 1 week 2 week 2 Month 1 week 4.Approach5.Model6.Evaluation INDUCTION PROGRAM 7 Month
- 8. 8 Induction Program Development Model8 CORP VALUE FOUNDATION GENERAL TECHNICAL SPECIFIC CROSS FUNCTION PTA PET PTA PET UTT MEC ELC INSQualityInsuranceProcess M aintenance SPECIFIC For all new employee Company Profile Organization Commitment & Compliance LUR Service Orientation Teamwork Knowledge Seeking Concern for Quality Result Orientation Product Knowledge QSHE English Computer Literacy Defining program in progress 4.Approach5.Model6.Evaluation Basic Chemical Basic Equipment Operation Unit Instrumentation & Process Control Introduction to DCS Electricity in MCCI Startup Plant Introduction to Maintenance
- 9. 9 Induction Program Evaluation & Monitoring9 Technical(T) Behavior (B) 30 B : 70 T 40 B : 60 T 50 B : 50 T [ Value’s ] [Knowledge&Skill] Rate C Rate C Rate C 4.Approach5.Model6.Evaluation Corp Value Foundation General Tech Specific Cross Function Specific Function Module TRAINEE PROBATION 1 week 2 week 7 Month 3 Month Rate C 50 B : 50 T 1 Month
- 10. 12 The New Employee Orientation Program Following Direction Able to operate with minimum assistant General Technical Value Foundation 1 w 2 w Specific Technical 7 m Specific Technical 3 m NEW EMPLOYEE Rate C 1 m Rate C Rate C Specific Cross Function Passing Rate Passing Rate Passing Rate CAREER PROGRAM Syllabus Training 1.Background2.Objective Rate C Passing Rate
- 11. 13 Core Team Core Team Development Stakeholders HRDOMHRDOM Development Executive Program Principle Program Principle Core Values Trainers Core Values Trainers General Technical Trainers General Technical Trainers Cross Function Trainers Cross Function Trainers Specific Trainers Specific Trainers Provide Direction to Develop Framework, Policy & Curriculum and Feedback the program effectiveness, Deploy the Trainers Monitor & Evaluate program implementation according to Framework & Policy deployment, Setup the program calendar Organize program implementation, Coordinate all Trainers, Evaluate Training Effectiveness and Monitor Training Activities Prepare training module, Conduct training activities, Analyze training curriculum, Evaluate the Trainee’s, KHM, MED, JPN, DHK, BBS, RDA, DDT, SANO, WOER, DP LA, SAN SAN Development Instructor
- 12. 16 Presentation Track 1 Background 2 Objective 3 Development Program 4 Competency Based Approach 5 Development Model 6 Evaluation & Monitoring INDUCTION PROGRAM 4 Development Program 4 Competency Based Approach 4 Development Model 4 Evaluation & Monitoring CAREER PROGRAM
- 13. 17 Background SAFETY ISSUE TURN OVER STRUCTURE DEVELOPMENT PROGRAM Competent New Operator Human Capital Readiness Objective ORIENTATION PROGRAMORIENTATION PROGRAM CAREER PROGRAMCAREER PROGRAM Executive Mgt Development Program Supervisor Mgt Development Program Basic Management Program Specific Function Specific Cross Function General Technical Corporate Value Foundation Program ( New Employee ) ( Officer ) ( Supervisor ) ( Assistant Manager – Section Manager ) Basic Operational Program ( Group Leader / Shift Leader ) Strategic Mgt Development Program ( Division Manager ) 1.Background2.Objective
- 14. 18 CAREER PROGRAM Management FRESHGRADE START SUPERVISOR Technical Refreshment Supervisory Management Dev Program IDPLDP ASM Business Refreshment Executive Management Dev Program IDPLDP MDP SM Business Strategic Refreshment Strategic Management Dev Program DM IDP LDP MDP Technical Refreshment Officer Management Dev Program IDP LDP OFFICERTRAINEE Specific Technical Corp Value Foundation 1M 2M 4M Probation General Technical Specific Cross Function *benchmark BOD
- 16. 20 Career Program Management Development Program Managing Task 1. Problem Analysis 2. Effective People (7 Habits) 3. Effective Report Writing Managing People 2. Effective Team Player 3. Frontline Leadership Managing Business 1. Performance PlanningPS RO TW LUR SO CQ :: BASIC OPERATIONAL PROGRAM
- 17. 21 Career Program Management Development Program Managing Task 1. Problem Analysis 2. Effective People (8 Habits) 3. Presentation Skill Managing People 2. Effective Team Player 3. Communication Style Managing Business 1. Performance PlanningPS POC RO TW LUR SO CQ 1. Problem Solving 3. Finance for Non Finance 1. Situational Leadership 2. Group Dynamics 3. Assertiveness Skills 1. Business PresentationPS RO LEAD PM LUR SO 4. Coaching & CounselingDO INF :: BASIC MANAGEMENT PROGRAM :: SUPERVISOR MANAGEMENT DEVELOPMENT PROGRAM Managing Task Managing People Managing Business
- 18. 22 Career Program Management Development Program 1. Risk Management 1. Operational ManagementRO STM 1. Regional/Global Seminar :: EXCUTIVE MANAGEMENT DEVELOPMENT PROGRAM (ASM-SM) :: STRATEGIC MANAGEMENT DEVELOPMENT PROGRAM (DM) Business Networking Managing Task Managing Business 1. Knowledge Management 1. Man Management 2. HR for non HR 3. Conflict Resolution 1. Business PlanningPS LEAD PM CM SO 4. Coaching & CounselingDO Managing Task Managing People Managing Business 2. Change ManagementOD 1. Finance for non Finance 2. Financial Management 3. Business Strategy 4. Marketing Management 1. Transformational LeaderLEAD Managing People Managing Task Managing People Managing Business Managing Task Managing People Managing Business
- 19. 2323 Roadmap Development Framework Curriculum & Program Structure & InfrastructurePolicy Current State Batch 1 – New Employee Orientation Program Roadmap Syllabus SOP Timeframe Training Management Training Center Trainers Treatment for Trainers Curriculum & Evaluation Training Matrix Development Stage Career Management Mgt & Non Mgt Design Apr Frontline Development Program 1 Frontline Development Program 2 Executive Development Program Supervisor Development Program Strategic Development Program Officer Development Program GENERAL TECHNICAL MODULE CORP VALUE FOUNDATION MODULE SPECIFIC MODULE BlueprintScratchInductionProgramMandatoryProgram Career Program Jul May Jun Aug Sr.Opr – GL GL-SLOFF SPV ASM-SM DM Sept Oct Dec Q1- Batch 1 Mandatory Program Nov 2nd Phase1st Phase
- 20. 24 Milestone Program 24 1st Phase – Orientation Program Outcome Evaluation Criteria Trainers Training Center Curriculum MCCI Development Program Structure Approved Proposal Curriculum Evaluation Criteria 100% Passing Probation Policy Schedule Aug 14 June 11 June Dec Aug Jul Jul ? 14 June Orientation Program