Mesyuarat Perunding

Pendidikan & Latihan

(MPPL)
4 Februari 2008
Institut Aminuddin Baki
Kementerian Pelajaran Malaysia
Genting Highlands

INSTITUT AMINUDDIN BAKI

The Way Forward

Objectives
To explain
Professional Development Framework
for School Headteachers and IAB Trainers

HR Wheel

Union
Assistance

Training
&
Development

Employee
Assistance

HR Research
&
Information System

HRD
HRD
Organizational
Development

Career
Development

Human
Human
Resource
Resource
Result
Result

Organizational
Job
Design

Compensation /
Benefit

Selection
&
Staffing

HR
Planning
Performance
Management
System

Closely
CloselyHRD
HRD

Source : From P.A. McLagan(1989). Models for HRD practice, Training and Development Journal, 41:56

HRD Perspective
Human resource development (HRD) is a process of developing and
unleashing human expertise through personnel training and
development (T&D) and organization development (OD) for the
purpose of improving performance .

HRD Perspective
Training and Development (T&D) primarily focuses on individuals
and connects with organization, while Organization Development
(OD) primarily focuses on the organizational level and connects with
individuals.

Training and Development

. . . is the process of systematically developing
expertise in individuals for the purpose of improving
performance.

. . . change process . . .

Organization Development
. . . is the process of systematically unleashing human
expertise to implement organizational change for the
purpose of improving performance.

HRD Process
HRD

T&D

OD

Phase 1

Analyze

Analyze

Analyze/Contract

Phase 2

Propose

Design

Diagnose/Feedback

Phase 3

Create

Develop

Plan/Develop

Phase 4

Implement

Implement

Implement

Phase 5

Assess

Evaluate

Evaluate/Institutionalize

TRAINING & DEVELOPMENT

JUSA

Mempunyai pelbagai kepakaran dan

berkebolehan menjadi konsultan dalam
merangka strategi yang komprehensif dan
melaksanakan latihan yang tepat untuk
memastikan kejayaan sesebuah organisasi.

STRATEGIST

Holistic Thinking

E5

DG 54

Mempunyai kepakaran khusus dan

berkebolehan mengurus perubahan secara
cekap dan berkesan.

EXPERT

Strategic Foresight

E4

DG 52

Menjadi pakar rujuk, mentor dan pembimbing

serta berkebolehan merancang dan
melaksanakan penambahbaikan berterusan
dalam bidang-bidang tertentu.

PROFICIENT

Systems Thinking
Learning Organization
Knowledge Management
Building Partnerships
Culture Management
Training & Development
Change Management

Leading Change

V
A
L
U
E
S

E3

DG 48

Berpengalaman luas, mampu menyelia dan

membimbing serta berkebolehan melakukan
educated guess masalah organisasi yang
mungkin timbul dan melaksanakan langkah
pencegahan.

&
COMPETENT

Coaching & Mentoring

E2

DG 44

Sentiasa melaksanakan tugas dan

tanggungjawab dengan penyeliaan dan
bimbingan yang minimum serta mampu
menyelesaikan masalah.

ASPIRING

Decision Making

E1

DG 41

Memahami dan melaksanakan tugas dan

tanggungjawab dengan penyeliaan dan
bimbingan.

PROFIL PRESTASI

BEGINNER

Problem Solving

BIDANG LATIHAN

Content-Pedagogy
Communication
Etiquette
Interpersonal
Teambuilding
Conflict Management
Creativity & Innovation
Information Management
Quality Management
Relationship & Networking
Staff Development
Performance Management
Action Research
Technological Learning
Strategic Management
School Improvement
Community Development

E
T
H
I
C

TRAINING & DEVELOPMENT MODEL

HIGH IMPACT SCHOOL LEADERSHIP

10

SCHOOL LEADERSHIP COMPETENCY DOMAIN

Personal Effectiveness

Personal Effectiveness

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1. Achievement
Orientation
2. Instructional
Planning & Development
3. Knowledge Sharing
4.Curriculum Focus
5. Supervision

1. Problem Solving
2. Managing Change
3. Informed Decision
Making
4. Managing School
Improvement
5. Creativity and
Innovation

CY

&D
I RE
CT

IO
N

1. Vision and Purpose

2. Quality Focus
3. Reasoning
4. Strategic Thinking
5. Self Direction

Hi-IMPACT
SCHOOL
LEADERSHIP

1. Self Awareness
2. Self Management
3. Social Awareness
4. Social Management

1. Finance Management
2. Physical Development
3. Performance Management
4. ICT Management

IP

1. Capacity Building
2. Communication
3. Relationship Building
4. Teamwork

N
ATIO
PER
&O

P
E
O
P
LE
&
R

LA
T
I
O
N
S
H

NGE &
A
H
C

POL
I

ONAL EFFECTIVENES
PERS
S

INNOVATION

IN
ST

UC

A
N
O
TI

CH
A
&

ENT
M
E
IEV

S
CE
UR
SO
RE

SCHOOL LEADERSHIP COMPETENCY

12

SCHOOL LEADERSHIP COMPETENCY

DOMAIN

POLICY
&
DIRECTION

COMPETENCY

DESCRIPTORS

1. Vision Building

Able to develop school vision and ensure the

vision clearly articulated, shared, understood
and acted upon effectively by all.

2. Quality Focus

Focus on continuous improvement.

3. Reasoning

The ability to relate the principles between

two or more policies.

4. Future Thinking

The ability to predict future needs.

5. Self Direction

The ability to establish goals, time-lines and

budget with little or no motivation from
superiors.

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CRITERIA FOR ASSESSMENT NEEDS

14

HIGH IMPACT COMPETENCY INVESTMENT

15

HIGH IMPACT COMPETENCY MATRIX

DOMAIN
(Sub-domain)

Instructional &
Achievement

Policy & Direction

1

People &
Relationship

Change & Innovation

5

Resources &
Operation
4

Personal
Effectiveness
4

Competency matrix according existing TNA

COURSE A
High Impact Competency Matrix
COURSE A

Low Proficiency; High Demand: High Forecast; High Strategic

Low Proficiency; High Demand: High Forecast
LEGEND
Low Proficiency; High Demand; High Strategic
Low Proficiency; High Demand
High Proficiency; Low Demand

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COMPETENCY PROFILE
PERSONAL EFFECTIVENESS

RESOURCES
&
OPERATION

POLICY
&
DIRECTION

ACHIEVEMENT ORIENTATION

INSTRUCTIONAL
PLANNING
AND DEVELOPMENT

SUPERVISION

INSTRUCTIONAL
&
ACHIEVEMENT

PEOPLE
&
RELATIONSHIP

CHANGE & INNOVATION

DOMAIN

CURRICULUM FOCUS

KNOWLEDGE SHARING

SUB DOMAIN

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ORGANIZATION
DEVELOPMENT

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ORGANIZATION DEVELOPMENT APPROACH

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ORGANIZATION DEVELOPMENT APPROACH

x
e

t
n

o
C

l
a
u
Love your employees
Connect peers with purpose
Capacity building trumps judgmentalism

Learning is the work

Transparency rules
Systems learn

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ORGANIZATION DEVELOPMENT APPROACH

Im

t
c
a
p

Reaction
Learning
Behaviors Change
Organizational Change
Students Performance
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ORGANIZATION DEVELOPMENT APPROACH

UK School Remodeling

22

PROFESSIONAL DEVELOPMENT
for
TRAINERS
A Framework for Institut Aminuddin Baki

25

REQUIRED KNOWLEDGE

Received Knowledge
Functional
Content

Experiential Knowledge
Practitioner

26

REQUIRED COMPETENCY

General
Andragogy; Writing Skills; Research
Methodology; Training Method;
Training Design; Coaching &
Mentoring; Assessment.

Core
Educational Leadership & Management

Specialization
Policy & Direction; Instructional &
Achievement; Change & Innovation;
People & Relationship; Resources &
Operation; and Personal Effectiveness

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DEVELOPMENT APPROACH

Organizational Initiatives
Induction Program; Job Shadowing; Attachment;
Courses; Professional Learning Community; and
Further Study.

Personal Initiatives
Reflective Practices, Enrichment Planning etc.

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PROFESSIONAL DEVELOPMENT FRAMEWORK

CERTIFIED TRAINERS
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Thank You

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