Global  Talent  Development  

April  2015  CICOM  BRAINS  Inc.  

© CICOM BRAINS Inc.

PersonalizationØ Talent  development  rather  than  skill  transferØ Focus  on  influencers  (top  management  /  leaders)Ø Emphasize  self  awareness  and  individual  goal  setting

-­‐  Hogan  Personality  Inventory  (Approach  to  work  &  other  people)-­‐  Hogan  Development  Survey  (ʻ‘Derailersʼ’  that  emerge  during  times  of  stress)-­‐  Motives,  Values,  Preferences  Inventory  (Personal  goals,  interests,  and  drivers)

-‐‑‒  Hogan  Business  Reasoning  Inventory-‐‑‒  Matrigma

Assessment&  feedback

Assessment  on:Personality

Reasoning  Ability  (Problem  Solving,  Logical  Thinking,  Stress  Management)    

Traininggroup  work

Personaldevelopment  

plan

Applica@on  to  the  workplace  

Follow-‐‑‒upsession

© CICOM BRAINS Inc.

Hybrid  Learning1.   New  way  of  training  (CICOM  BRAINS  method)

Video  Lecture Class  SessionOutputEfficiencyTraining  time

Simplified  opera@ng  system      (The  Academy)  

Know-‐‑‒how  on  flipped  classroom  training

l  Learning  regardless  of  time  and  placel  Providing  multiple  viewings  of  contentl  Consistent  content  in  any  language

l Measures  to  make  training  more  active  and  engagingl  Delivered  by  the  same  instructor  as  in  the  videol  Practice  based  class  activities

2.   Strong  capabilities  in  content  developmentl   Highly  qualified  instructors  and  quality  video  contentl Large  selection  (50  courses  as  of  March  2015)  l Multilingual  support  (Starting  in  2015)

3.   Our  plansl  Increase  the  number  of  coursesl  Expand  services  throughout  Asia  (international  staff  training  in  English  and  Chinese)

© CICOM BRAINS Inc.

Sales  Enhancement

Sales  Reps

Mentors

Follow-‐‑‒Up  Training

1  Day

UPC  Mentor  Training2  Days

On-­‐the-­‐job  training  3  Months

On-‐‑‒the-‐‑‒job  training

• Visit  customers  together

• Coaching  sessions

Assessment

UPC  Skill  Training  

Learn  UPC  1  Day   ＋

 Role  PlayIn  real  world    scenarios0.5  Day

<  Expected  Outcome  >l For  individual  sales  reps

-­‐ Understand  steps  and  actions-­‐ Think  like  a  partner  (not  a  vender)-­‐ Gain  long-‐‑‒term  customer  loyalty

l For  managers  or  trainers-­‐ Easy  to  train  junior  sales  people-­‐ Organize  and  clarify  key  sales  skills

l For  sales  organizations-­‐ Develop  benchmark  skills-­‐ Build  sales  knowledge  throughout  the  organizationØ UPC  Sales  Training  Program:  Overview

Ø Key  Concept  

Follow-‐‑‒Up  Training

1  Day

© CICOM BRAINS Inc.

Cross-‐‑‒Cultural  FitØ Prepare  to  deal  with  different  cultures  using  Hofstede  6-‐‑‒D  model  Ø Focus  on  communication  to  develop  multinational  capabilitiesØ Develop  management  skills  through  personal  coaching  during  the  initial  stage  of  foreign  assignment

Cultural  CompassThe  culture  compass  helps  to  make  you  aware  of  potential  cultural  pitfalls  and  to  increase  your  effectiveness  in  dealing  with  those  being  born  and  raised  in  your  country  of  interest.

IRCAssess  intercultural  capabilities  over  4  dimensions•  Intercultural  Sensitivity•  Intercultural  Communication•  Building  Commitment•  Managing  Uncertainty

TrainingCoaching IRC

(2nd)• Learn  theory• Case  study• Country  specific      exercises  IRC

(1st)

Cultural  Compass

 

Pre-‐‑‒Departure Post-‐‑‒Departure

Case  Studies

6

© CICOM BRAINS Inc.

Case  1  :  Logistics  sector  Ø  Participants:  Regional  Managers  in  Southeast  AsiaØ  Goal:  Executive  DevelopmentØ  Overview:  

GROWTH  PHASE MANAGEMENT  REQUIREMENTS TRAINING  CURRICULUM  

Global  business  management  

Ø Management  of  SBU  Global  Business-‐‑‒  Business  Model  Creation-‐‑‒  Global  Level  New  Business-‐‑‒  Global  SBU  Investment  Decision  Making  

Expanding  into  regional  markets

Ø Management  of  Regional  Business-‐‑‒  Regional  Strategy,  Investment-‐‑‒  Regional  Strategic  Team  Management-‐‑‒  Global  Human  Resource  Development

Crea@ng  new  business  &  expanding  exis@ng  

business

Ø Leadership  in  Planning  &  Creating  New  Business-‐‑‒  Strategic  New  Business  Planning-‐‑‒  Strong  Leadership-‐‑‒  Strategic  Investment  Plan

Existing  business  management

Ø Good  Management  of  Existing  Business-‐‑‒  P/L  Management-‐‑‒  Labor  Management,  H/R  Management-‐‑‒  Compliance  

3rd    STEP-‐‑‒UP

2nd    STEP-‐‑‒UP

Ø New  Business  Model  CreaAon  Ø Strategic  Investment  &  Finance  (M&A,  Project  Finance)    Ø CreaAng  New  Market Ø Global  Business  Strategy Ø Global  OrganizaAon  Management

Ø Management  Problem  Solving  CapabiliAes  Ø InnovaAon  Strategy    Ø OrganizaAon  Management,  NegoAaAon

Ø Problem  Solving  Ø Strategic  Thinking,  Leadership Ø AccounAng  Skills Ø Market  Analysis Ø Business  SimulaAon

1st    STEP-‐‑‒UP

© CICOM BRAINS Inc.

Case  2  :  Chemical  sectorØ  Participants:  All  New  Managers  (3rd  phase  of  Regional  Management  Training)Ø  Goal:  Innovation  Mindset  &  SkillsØ  Overview:      

SUBJECT CONTENTS TRAINING  OBJECTIVES

DAY  1

Learn  from  our  history

Ø Talk  by  keynote  speaker/  VideoØ Discussion

-‐‑‒Success  factors-‐‑‒What  we  have  to  learn?-‐‑‒What  is  innovation  to  us?

Ø Internal  case  studies

• Understand  why  innovation  is  important  by  learning  the  companyʼ’s  history  and  itʼ’s  past  projects

• Understand  the  companyʼ’s  medium-‐‑‒term  management  plan  “Change  &  Innovation”

Innovation  theories&

Idea  generation

Ø Lecture:-‐‑‒Innovation  as  recombination-‐‑‒Six  types  of  innovation

Ø Discussion:  Innovative  ideas  prepared  by  participants

• Study  different  types  of  innovation  and  case  examples

• Think  of  how  the  business  can  be  developed  in  the  future

DAY  2 How  to  execute  innovation

Ø Case  Study  :  “Innovative  Organization  –  Involving  Team  as  a  Leader”Ø Lecture:  Change  ManagementØ Action  PlanningØ Presentation

•  Learn  theory  of  organizational  change  while  executing  innovation

• Create  a  future  action  plan

© CICOM BRAINS Inc.

Case  3  :  FMCG  sectorØ  Participants:  Managers  in  China,  Hong  Kong  &  TaiwanØ  Goal:  Leadership  DevelopmentØ  Overview:  

SUBJECT COURSE  OVERVIEW TRAINING  OBJECTIVES

Understanding  Leadership(Phase  1  over  2  days)

Ø Differences  between  leaders  &  managersØ Leadership  factorsØ Understanding  one's  own  leadership  style

-‐‑‒  Leadership  theory  -‐‑‒  Hogan  Assessment（Leadership  personality  assessment  /  feedback）

•  Learn  the  basics  of  leadership•  Understand  oneʼ’s  own  strengths  and  weaknesses  through  Hogan  assessment

Leadership  Experience  through  Virtual  Project(over  approx.  3  months)

Instructor  acting  as  coach

Ø Scenario  making-‐‑‒  Understanding  the  current  situation-‐‑‒  Setting  the  task

Ø Group  project-‐‑‒  Task  setting-‐‑‒  Practice-‐‑‒  Individual  coaching

•  Group  project  planning  and  leadership  practicing

•  Review  &  improve  leadership  skills  through  coaching

Leadership  Reinforcement  Training（over  2  days）

Ø Review  Virtual  ProjectØ Case  study  &  role  playsØ Group  project  presentation  Ø Feedback    session

•  Leadership  reinforcement  through  group  project  &  case  study

•  Create  leadership  development  plan

© CICOM BRAINS Inc.

Asian  Network

10

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CICOM  BRAINS  UBCL  CO.,  LTD.

7th  Floor,  Akihabara  Daibiru,  1-­‐18-­‐13,  Soto-­‐kanda,  Chiyoda-­‐ku,  Tokyo  101-­‐0021,  Japan  Email:  hrd@cicombrains.com  

Level  30  Six  BaYery  Road  Singapore  049909  Email:  cba@cicombrains.com

7th  Floor,  Hang  Seng  Bank  Tower,  1000  Lujiazui  Ring  Road,  Pudong  New  Area,  Shanghai  200120,China  Email:  cbs@cicombrains.com

68/27,North  Sathorn  Road,  Silom,  Bangrak,  Bangkok  10500,  Thailand  Email:  cbubcl@cicombrains.com