design management trainee program - wordpress.com · 2016. 12. 4. · about idr 20 million if...

Design Management Trainee

ProgramLuthfi Rochmatika

Objective

• Develop people to become leader who has competent, knowledgeable, and excellence work to achieve the target with fast track learning systems.

• Develop staff or trainee who have entrepreneurship skill, young talents align with core values culture and company Visions Missions

• Support business expansion

• Create career path

Model Management Trainee

Recruitment&

Selection

Change Behavior

Evaluation & Monitoring

Training Class room

Job rotationProject

Assignment

Couching&

Counseling

Development Method

Target Soft Competency

� Planning & Organizing

� Impact� Work Standards� Building positive working relationship

• Driving Execution

• Information Monitoring

• Gaining Commitment

• Building Trust

Definition Soft Competency

Competency Definition

Planning & Organizing Establishing courses of action for self and others to ensure that works is completed efficiently.

• Prioritizes• Determines task and resources• Schedules

Work Standards Setting high standards of performance for self and others; assuming responsibility and accountability for successfully completing assignments or tasks; self-imposing standards of excellence rather than having standards imposed.

• Set standards for excellence• Ensures high quality

Source : Harvard University, Competency Dictionary



Impact Creating a good first impression; commanding attention and respect; showing an air of confidence.

• Dress appropriately• Displays professional demeanor• Speaks confidently

Building Positive relationship

Developing and using collaborative relationships to facilitate the accomplishment of work goals.

• Seeks opportunities• Clarifies the current condition• Develops others and own ideas




Driving Execution Translating strategic priorities into operational reality; aligning communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measurable and sustainable results.

• Translates initiatives into actions• Implements communication strategy• Creates accountability• Ensures skill and readiness• Align systems and process• Creates measurement discipline

Gaining Commitment Using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one’s own behavior to accommodate tasks, situations, and individuals involved.

• Open discussions effectively• Clarifies the current conditions• Develops others and own idea• Facilitates agreement • Closes discussions with clear summaries




Information Monitoring

Setting up ongoing procedures to collect and review information needed to manage an organization or ongoing activities within it.

• Identifies monitoring needs• Develops monitoring system• Implement tracking systems• Review data

Building Trust Interacting with others in a way that gives them confidence in one’s intentions and those of the organization.

• Operates with integrity• Discloses own positions• Remains open to idea• Supports others


Specifications

AgeMax. 25 years old

EducationS1/Diploma with minimum GPA 3.00

BackgroundAny Major, preferably hotel, hospitality, tourism

Personality Traits

• Exhibit High Personal Integrity, Entrepreneurship, Analytical Thinking

• Good interpersonal skills

• Hard worker and ability to work under pressure

• Fluent in English both oral and written

• Have leadership skill

• Service oriented• Ready work longer hours and weekend/holiday

Sourcing…

External Internal

• Campus

Channeling

such as IPB,

UPH, UGM, UI

• Job Street

• Referrals

Program

• LinkedIn

• Referrals and

recommendations

• Internal

newsletter

• Internal Company

Portal

Selection Process…

Application Screening

Psychological test

HR Interview

User Interview

GM InterviewAssessment Center

Medical Check up

Offering & Signing

Note : Ensure all psychological test and competency based interview (CBI) align with staff competency

Development Methods (1)…


Note : Choose and ensure every development method align with competency that to be developed

Roadmap and timeline…

Training in class room

On job training

Training class room

On job training

Training class room

Special assignments

Final presentation

1

weeks

12

weeks

1

weeks

12

weeks

1

weeks

16

weeks

1

weeks

Graduation Criteria…

Workshop Action Learning

Post test 70%

Coaching 60%

Multirater feedback

20 %

Final Presentation 30%

Implementation 50%

Participation 30%

10% Workshop

Resume 20%

60% On Job Training

Result 10%

Proposal 10%

30% Project

Improvement

Stakeholder…

HR Mgr Dept Head

Trainee

• Attend and follow the program

• On the job training

• Following the terms and

condition of this program

including termination process

• Facilitate the

implementation and

administration of the

program and guide the

process

• Keep tracking

competency and

report data by

evaluation and

coaching form

• Ensure all the program

align with the training

module

• Verify all process and

development stages

• As coach for trainee to

develop their

competency

• Give recommendation

to ops mgr about

trainee

• Report all process to

GM

Stakeholder…

General Mgr

Other Mgr

• As a trainer to teach about

their department knowledge

• Support training module

related to their department

• Give advice how to run this

program

• Participating in program

evaluation

• Monitor development

progress

• Project sponsor

Placement Guideline…

The graduate program will be placed at company both coreand support function based on

Management decision

The decision is made based on the overall profile of each person and business need

Next program…

Executive Development Program

Management Development Program

Supervisor Development Program

Budget Component…

Item Number

Salary Rp.

Training Provider Rp.

Advertising/Sourcing Rp.

Selection tools Rp.

Laptop/PC Rp.

Email Rp.

Working Space Rp.

Transportation Rp.

Term and condition…

1. During training program, the status of the trainee is contract. After one year,

trainee will be permanent employee and under special agreement with penalty

about IDR 20 million if trainee resign. The engagement period after the program

is 1 year to stay with the company.

2. The trainee will be terminated if they don’t meet the requirements and

expectations of the program.

3. All manager must support this program to develop trainee become ideal

Supervisor

4. After project completion the talent will be as supervisor with proven competency.

5. Recruitment process get the best talent in market (Garbage in Garbage out)

Key Point Development…

• Baseline competencies

• People who developed

• Buddy manager (commitment)

• Development Method

• Scheme benefits

• Clear contract agreement between company and talents

Challenges…

• Resistance from staff incumbent or other employee

• Juggling between daily activity and buddy trainee

• Budget for development

• Organization Maturity

Insights…

• People can be developed related with change behavior that expected in certain position.• The key success of development is commitment between trainee and user or senior management. Senior management as mentor give time, advice and sharing experience. User as buddy manager always trains participants until show expected competencies. • However, if development system can not running well as long as program get best talents, they are still developing.• Prepare competitive compensation and benefit for participants since they are talents. The package should be different with others.

Insights…

• One indicators that development running well is feeling stressful from trainee, exit from comfort zone by doing new things and never do before. The program should stretch their ability and competencies.

• Always room to be developed even he is a director with different treat and approach.

• Employee from development program is cheaper and more engage than external hiring. Other side, development program needs effort from senior management.

Nama : Luthfi Rochmatika

Jabatan : HR Manager & Trainer

Contact : 081319554465

Email : [email protected]

Universitas Jurusan Tahun

Insitut Pertanian Bogor Agribisnis 2002 - 2006

Universitas Indonesia Ekonomi Syariah 2009 - 2011

Perjalanan karir Luthfi diawali dari dunia perbankan selama 5 tahun. Mulai tidakmenemukan passionnya, Luthfi mendapatkan tawaran program development dariMahadasha (Trakindo Grup) untuk menjadi level managerial. Sistem rekrutmenmenggunakan assessment center dan pelatihan bekerja sama dengan PPM managementdengan kurikulum yang komprehensif membuat Luthfi semakin paham dunia HR. Lulusdari program tersebut, Luthfi mendapat tantangan untuk mengajar soft skill d ibidangCustomer Service di bawah perusahaan Mahadya (Carl’s Jr, WingStop, Caribou Coffebrand) . Hingga saat ini, program-program soft skill merupakan andalan Luthfi di dalammengajar. Karirnya tidak berhenti disitu, Mahadya memberikan kesempatan Luthfi untukmengambil program HR sertifikasi yang diadakan oleh GML. Kesehariannya, Luthfimenjadi HR Business Partner di Mahadya mendukung keberhasilan operasional Bisnis.

design management trainee program - wordpress.com · 2016. 12. 4. · about idr 20 million if...

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