Learning and

Development Plan
FY2023
May 2023
 Learning & Development Framework

TNA, Training Needs Analysis (TOPIC)

• Establish what areas to focus on in order to improve the skills,
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knowledge, and abilities of employees as per Company and
employee’s requirements.

TNI, Training Needs Identification (TARGET)

Learning & Development • Identify who, what, and when training is needed.
Framework 02 • Establish a list of specific target groups to implement training
program that are matched with their improvement & development
areas.

TNE, Training Needs Evaluation (REVIEW)

• Set the measurement of TNA effectiveness for validation i.e.
03 there has been clear improvement as targeted before with
proven significant change in performance & productivity.

Slide 2
 Learning and Development FY2023
DEVELOPMENT
JOB LEVEL PROPOSED COURSE LEARNING OUTCOME
AREAS
LEADING TO BOOST TEAM PRODUCTIVITY • Clarifying objectives and priorities:
1. Manager • Planning
• Maximizing efficiency and productivity:
2. Assistant Manager • Organizing The goals of POLC are to help individuals and • Minimizing risk and uncertainty:
organizations achieve their objectives efficiently and • Promoting collaboration and teamwork:
3. Engineer (L1, L2) • Leading
effectively while minimizing risk and promoting
• Controlling collaboration and teamwork. • Improving communication

Content focus:
1. Quality and Effective planning and organizing.
2. Tools and technology to plan and organize
3. How to communicate and share your plan
effectively
4. Meeting Deadlines: Ensuring and monitoring
5. Effective tools and technology to update, share,
and communicate progress
6. Control measure
7. Team feedback

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 Learning and Development FY2023
DEVELOPMENT
TARGET GROUP PROPOSED COURSE LEARNING OUTCOME
AREAS
MASTERING LIFE AND CAREER GROWTH • Mastering ownership
• Senior Executive • OWNERSHIP,
(DEVELOPING A GROWTH MINDSET) • Understanding the difference between a fixed
• Executive • SELF-DRIVE mindset and a growth mindset
Objectives • Identifying limiting beliefs and replacing them
• Non-executive • BEHAVIOR
• Learn how to self motivate with growth-oriented ones
• Techinician (L4, L3) /ATTITUDE • Initiate self-drive, take ownership of their • Developing resilience and perseverance in the
personal and professional development, face of challenges
• Self-control and adopt a positive attitude • Cultivating a love of learning and a willingness
towards challenges and setbacks. to take risks
• Creating a personal development plan to
Content Focus achieve goals and monitor progress
1. Understanding of Ownership: Importance
and Impact
2. Identifying the big purpose – personal and
career
3. Self-motivation: Initiating and triggering
4. Managing emotion: Developing resilience
and perseverance
5. Mapping personal development to achieve
goals

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 Strategies to Increase Training Participation Rate
Target group: Operations (esp. Ground Crews)

1. Offer a flexible training schedule

2. Training schedule based on the preferred date (specific group)
3. Set a realistic target training completion date
4. Tie training attendance/ completion to job duties/ KPI
5. Track registered attendance and send reminders via email and mobile

* Liaise with En Kamal, ESTD

Slide 5
 Select Target Audience

1. Target audience will be identified using 9 box talent matrix as a tool

2. Collaboration with all HOD to implement the Talent Assessment tool
3. HOD will conduct the assessment and return the completed assessment form to TOD
4. TOD will summarize the results and prepare the finalized listings for staff nomination
5. TOD will notify the nominated staff

Slide 6
 Proposed Training Courses

1.1 Soft Skills

Competency Level Core Topics
Sr. Executive, Executive and Mastering Life and Career Growth I
Non-Executive Mastering Life and Career Growth II
Leading Team to Boost Productivity I
Manager and Assistant Manager
Leading Team to Boost Productivity II

1.2 Specific Functions

Competency Level Core Topics
Specific Functional Defensive Driving (KBR and KTE)
Managing Performance (KPI)
  Domestic Inquiry 2.0
Slide 7
 Estimated Investment
TOTAL SESSIONS
  CORE TOPICS COST (RM)
1 Mastering Life and Career Growth I – 1 day 2 14,000
2 Mastering Life and Career Growth I – 1 day 2 14,000
3 Leading To Boost Team Productivity I 2 18,000
4 Leading To Boost Team Productivity II 2 18,000
5 Defensive Driving (KTE and KBR) 1 11,000
6 Domestic Inquiry Part 2 1 12,000
7 Managing Performance (KPI Setting) 2 30,000
TOTAL 12 117,000

Budgeted FY2023: RM210K

Slide 8
 Learning and Development Schedule FY2023

No Target No
Focus Group Core Topics Time Frame Head Pax Days
Count

Q2 Q3 Q4

April May June July Aug Sept Oct Nov Dec

GM AND SR. Individual Development Program √ √ √ √ √ √ √ √ √ 15 - -

MANAGER

MANAGER AND Leadership: Planning and Organising √ √ √ 153 72 1

ASST MANAGER (POLC):
Leveraging Technology to Optimize
Productivity
EXECUTIVE AND Ownership and Self-Drive: √ √ √ 445 165 1
NON-EXEC Embracing a Growth Mindset

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L&D TARGET FY2023 613 237
 10 Months Roadmap Timeline for L&D Plan

DELIVE
DELIVE
REVIEW REPEAT
CONTINUOUS
R R
• Review training needs • Deliver employee training IMPROVEMENT
• Review target group and program using methods that will • Review the overall training
resources lead to key success program and implementation
as per the findings

Month 1 Month 2 Month 3 - 5 Month 10

EVALUAT
Month 9

E
APPROACH AND EVALUATE
IMPLEMENTATION
• Select relevant topics match with • Evaluate training
the specific target audience effectiveness and
• Select training participants identify areas for
among the target group improvement
• Engage with external training
expert
• Implementation planning

Slide 10
 Summary: Learning & Development Plan FY2023
Focus Group Training Needs Assessment Design Training Program Select target Training Strategies to Increase Training Program
*Identify Problem Area *Improvement & Development audience Implementation Training Completion Rate Success Indicators
Area *Criteria for Training
Participants
GM & Senior 1. No training Training Content: Identify a pool Assessment Tool: - - Ready & well-
Manager requirements since of qualified candidates for vacant 9 Box Talent Matrix groomed high
they are the subject key positions. potential managers
matter expert (SMEs). for advancement
2. Prepare them for Recommendation of Training into vacant key and
replacements of high- Program: senior positions
level position. Succession Planning

Manager & 1. Poor planning Training Content: Complete Assessment Tool: Training Frequency: 1. Offer flexible training Training Validation
Assistant 2. Lack of POLC; they project delivery within 9 Box Talent Matrix 1-2 training program schedule by:
Manager cannot balance established timeline per year 2. Make training 1. Performance/
between completeness Assessment available upon KPI
& timeliness. Recommendation of Training Method: Training Delivery request 2. Behavior
Program: Views of HODs to Mode: 3. Set a realistic target change
Project Management Basics- identify “the Online training completion date
POLC diamond in the 4. Tie training
rough”. Training Duration: attendance/
1 day training completion to job
Executive – Non 1. Ownership or Training Content: Foster job
duties/ KPI
Executive accountability of their ownership mindset
Training Expert: 5. Track training
work/task
Certified External attendance &
2. Not issue of Recommendation of Training
HRDC Trainer provide gentle
competency, more on Program:
reminder
attitudes such as not Ownership: The Mindset Shift
Slide 11 meeting deadline etc. From ‘Company’s Work’ To ‘My
Proposed L&D

Slide 12
 THANK YOU
Yo u r s a f e t y i s o u r p r i o r i t y

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