Thursday, January 12, 2017
美國科邁大學 (Akamai University) 正式成為美國遠距教育協會 (The United States Distance Learning Association - USDLA) 並列名於: https://content.usdla.org/wp-content/uploads/2017/01/USDLA-Non-Profit-Members-16-17-1-10-17.pdf
創辦於1987年的美國遠距教育協會(United States Distance Learning Association) 在美國一直是遠距學習的權威領導者，致力於遠距教學的培訓與溝通。
Sunday, January 1, 2017
Asia Talent Management Institute
Certified Talent Management Specialist Program (CTMS)
Date : 25 - 30 March, 2017
Venue: Akamai Asia Campus @EDS Executive Learning Centre, Kuala Lumpur
The focus of this program is to provide an in-depth view, knowledge, and skills needed to effectively work with and manage talents within the organization. In today’s VUCA world, Talent is the only sustainable advantage for organizations and integrated talent management strategy and practices are central to the achievement of planned and much needed business results. The Certified Talent Management Specialist Program (CTMS) provides the foundational framework, practical application and tools to move the talent needle in the organization and to propel the talents to the fore for higher level of performance.
Modules for the program are:
• Aligning Talent Management to Strategy
• Cross Generation Talent Management
• Strategic Talent Recruitment, Selection and Employer Branding
Award of ATMI Certification
Upon completion of the international residential Human Capital Specialist Program, participant’s can apply for the Certified Talent Management Specialist (CTMS) certification awarded by Asia Talent Management Institute upon fulfilling the following conditions:
- Completed all the required coursework and pass the Certification exam,
- With the payment of US$350 for the administrative and CHCS Certification Fee.
Benefits of CTMS Certification
The Certified Talent Management Specialist holder is qualified to use the designatory letters “CTMS” after their name.
Benefits of having a CTMS designation:
• With a CTMS designation signifies a mark of expertise and excellence in Talent Development and Human Capital Leadership,
• With a CTMS designation, you will have access to better positions and salaries in the marketplace,
• CTMS is viewed as an essential tool for maintaining high performance standards in the profession and in your workplace,
• CTMS represents an ongoing commitment to professional development in Talent Management and Human Capital Development – it means you have accepted the personal challenge of keeping abreast of new developments in the field,
• CTMS becomes a public recognition of professional achievement—both within and outside of the profession.
CTMS Assessment and Coursework
Students are required to attend all the three tutorial seminars and to submit the following assessment and coursework in a timely manner as indicated below.
• Class Attendance and Participation - 20% marks
• Quiz (to give at end of 1st day or quiz on second day) - 20% marks
• Self-Reflection Log / Blog - 30% (to be submitted within 7 days after attending the 2-day tutorial seminar.)
• Online Exam - 30% (The online exam will be conducted within 30 days after the Residential Seminar.)
CTMS Program Fees
• Seminar Fee, USD1,000
• ATMI Certification Fee, USD350
• Residential Accommodation & Meal, USD690
Residential Accommodation & Meal
The fee for Residential Accommodation and Meal is USD690 which cover the following costs:
• 8 days and 7 night hotel accommodation in twin sharing at Sri Sutra Hotel, a business budget hotel in Kuala Lumpur
• Breakfast and lunch provided during the tutorial seminar session
• Free flow of coffee and tea provided during the tutorial seminar session
• Field study to visit award winning world class company, Feruni Ceramiche
• Lecture guides, training materials, and stationery
• Certificate of Participation
For registration to the Certified Talent Management Specialist Program (CTMS) >>> click HERE
About Asia Talent Management Institute
The Asia Talent Management Institute (ATMI) is a reputable training provider for talent management and human capital development, and work-force learning solutions in Asia Pacific. ATMI is Division of EDS Business School, an international award winning executive learning institution.
ATMI vision is to support companies to attract, train and retain talent by providing state-of-the-art research in talent management and human capital development and continuing professional development for turning good people into top talent.
ATMI Professional Certification Programs is led by experienced leaders in field and designed to help human resource professionals to acquire the latest Talent Management, Human Capital Development and HR knowledge, methods, and skills needed to meet the challenges of today's changing workplace and workforce. Whether you want to develop effective management skills, seek professional advancement, or gain professional recognition, ATMI programs will provide the hands-on skills to empower you in your career.
ATMI Panel of Trainers and Consultants
All the ATMI facilitators, trainers and consultants are highly qualified professionals who majority of them posses a Doctoral Degree and have vast experience in their fields as industrial practitioners. They offer a blend of academic excellence, rigorous scholarship, real-world relevance, and practical application that provides our learners with unparalleled opportunities to expand their horizons. They present topics by lecture, case studies and group discussion.
Professor Dr. Lee Karling, PhD
Area of Expertise: Talent Management and Human Capital Development
Professor Dr. Premkumar Rajagopal, PhD
Area of Expertise: Balance Scorecard, Corporate Leadership and Supply Chain.
Dr. Balakrishnan Muniapan, DBA
Area of Expertise: Human Capital Development and Corporate Leadership
Dr. Arivalan Ramaiyah, DBA, PhD
Area of Expertise: NLP, Human Physcology and Consumer Behavior
Dr. Harwindar Singh, PhD
Area of Expertise: Corporate Leadership and Wealth Management
Associate Prof. Low Wei Hoong, MA
Econ Area of Expertise: Corporate Strategic Planning
Ms. Ewan Lee, MBA
Area of Expertise: Conflict Management, Negotiation and Organization Development
Ms. Fivean Ho Sok Ching, PhD in Strategic Management (Candidate)
Area of Expertise: Corporate Strategic Planning and Operation Management
PATHWAY TO AKAMAI UNIVERSITY M.SC IN HR & TALENT MANAGEMENT
The minimum program requirement for a M.Sc. in HR and Talent Management Degree program is 40 credits. Students are required to attend all of the three HR Certification programs as outlined below:
Core Modules (Required: 27 credits)
Certified Human Capital Specialist Program (CHCS) (9 credits)
THR 501: Competencies for Transformational Human Capital Leadership
THR 502: HR Scorecard for Effective Human Capital Management
THR 503: Human Capital Accounting
Certified Talent Management Specialist Program (CTMS) (9 credits)
THR 504: Aligning Talent Management to Strategy
THR 505: Cross Generation Talent Management
THR 506: Strategic Talent Recruitment, Selection and Employer Branding
Certified Human Performance Specialist Program (CHPS) (9 credits)
THR 507: Human Capital Development Design and Analyses, Assessment and Management
THR 508: Creating a World Class Organization
THR 509: Strategic Performance Management - KRA and KPI
Master Project (Required: 13 credits)
RES 500: Master Project Preparation (2 credits)
RES 885: Master Project Proposal (4 credits)
RES 890: Thesis Project (6 credits)
EXM 895: Oral Review of Project (1 credits)
For further information, kindly contact:
Associate Prof. Dr. Dung Nguyen,
Asia Talent Management Institute
C/o: MBA Institute
78 Thong Tay Hoi, Ward 10, Go Vap District,
Ho Chi Minh City, Vietnam
Dato’ Dr. Ben Lee, President
Asia Talent Management Institute
c/o: EDS Business School, Malaysia
48 Lorong Kurau 17, Chai Leng Park,
13700 Prai, Penang, Malaysia
THR 504: Aligning Talent Management to Strategy
The most pressing imperative for businesses and other organizations today is the quest for growth with the biggest challenge being the talent (including TE talents) and the leadership needed to secure and sustain such growth. But it’s not just about the people. It is about having the right people, in the right place, at the right time. Equally important, it is the entire organization acting in harmony to execute the strategies established for achieving critical results.
With a combination of individual and organizational components, understanding Talent Strategy and Organizational Alignment will help the human capital specialist to transform the organization by enabling the management team to engage people, ignite potential, overcome inertia, generate motion, enhance teamwork, coordinate action, and actually activate the organization’s planned strategies. Without such alignment, the Talent management initiatives will not bear fruition.
THR505: Cross Generation Talent Management
Managing talents in today’s VUCA world is already challenging enough for many organisations without having to take into consideration the multiple generations of talents working together under one roof. Today’s workplace is experiencing increased turmoil as the ongoing retirement of Baby Boomers and the advancement of Generation Xers to fill their positions is accelerating a transition to a younger generation of workers commonly referred to as Millennials or the Gen Yers. This group of Gen Yers have its own beliefs, values and assumptions about behavior in the workplace but lacks the real-world experience needed to move up the management ladder. Consequently, there now exist a potential talent gap that could leave organizations short-handed and vulnerable especially with regards to leadership talents. Therefore, it is imperative that business leaders and the human capital specialist in any organization understand how each of these different generation group works best in order to have a productive unified, focused, and aligned direction to achieve organization objectives.
Therefore, with at least three (3) generations of employees working together and with the Gen Z employees joining the workforce soon, cross generation talent management will become even more challenging, and thus, organizations and the human capital specialists need to be adept at managing across different generations
THR 506: Strategic Talent Acquisition, Selection and Employer Branding
Managing people is the most difficult task for any organisations regardless of whether they are profit oriented or non-profit focused. The need to acquire talent is becoming even more challenging for organisations today as there is a scarcity of the right talent for every organisation. Acquiring the best talent for a role can serve as a competitive advantage for an organisation whereas ineffective recruitment and selection can result in enormous disruption, reduced productivity and performance, interpersonal difficulties and interruptions to operations, customer service and other associated costs.
On the other hand, although the talent acquisition strategy may be relevant and appropriate for the organisation, at times, when the selection is not effectively executed, it could still lead to “disaster” for the organisation as the wrong person is hired for the job. Putting the right talent for a specific job also lies on the organisation’s ability to effectively screen through potential candidates in order to select the most appropriate talent.
However, due to the scarcity of the right talent for the right job, many organisations are finding it increasingly difficult to source and attract these talents to the organisation. Consequently, organisations are increasingly turning to Employer Branding to build a talent attraction “brand” to ensure that the right talents are being acquired for the right job.