Venue: EDS Executive Learning Center,
Modules for the program are:
• Human Capital Development Design and Analyses, Assessment and Management
• Creating a Sustainable World Class Organization
• Strategic HR Performance Management via KRA and KPI
ATMI Workshop participants who are pursuing the Master of Science in HR and Talent Management Degree program with Akamai University are required to attend all the three tutorial seminars and submit the following assessment and assignment on self-reflection log in a timely manner as indicated below.
- Class Attendance and Participation - 20% marks
- Class Homework / Quiz (to give at end of 1st day or quiz on second day) - 20% marks
- Self-Reflection Log / Blog - 30%
- Online Exam - 30% (The online exam will be conduct within 30 days after the Residential Seminar.)
• Workshop Fee, USD1,800
• Residential Accommodation & Meal, USD750
Residential Accommodation & Meal
The fee for Residential Accommodation and Meal is USD750 which cover the following costs:
- 8 days and 7 night hotel accommodation in twin sharing at Orkid Inn Hotel, a business budget hotel in Puchong, Kuala Lumpur
- Breakfast and lunch provided during the tutorial seminar session
- Free flow of coffee and tea provided during the tutorial seminar session
- Lecture guides, training materials, and stationery
- Certificate of Participation
For registration form to 7-Day Advanced HR and Performance Management Workshop,
>>> 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 Advanced HR and Talent Management Workshop series is led by experienced leaders in field and designed to help human resource professionals and senior business executive 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.
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)
Advanced HR and Human Capital Leadership Workshop (9 credits)
THR 501: Competencies for Transformational Human Capital Leadership
THR 502: HR Scorecard for Effective Human Capital Management
THR 503: Human Capital Accounting
Advanced HR and Talent Management Workshop (9 credits)
THR 504: Aligning Talent Management to Strategy
THR 505: Cross Generation Talent Management
THR 506: Strategic Talent Recruitment, Selection and Employer Branding
Advanced HR and Human Performance Workshop (9 credits)
THR 507: Human Capital Development Design and Analyses, Assessment and Management
THR 508: Creating a World Class Organization
THR 509: Strategic HR Performance Management via 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)
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 Performance Management
Dr. Balakrishnan Muniapan, DBA
Area of Expertise: Human Resource and Human Capital Development
Dr. Arivalan Ramaiyah, DBA, PhD
Area of Expertise: NLP, Human Psychology 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 and Organizational Behavior
Ms. Ewan Lee, MBA
Area of Expertise: Conflict Management, Negotiation and Organization Development
Dr. Fivean Ho Sok Ching, PhD
Area of Expertise: Corporate Strategic Planning and Operation Management
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
Tel: +604-398-4306 Fax: +604-3909766
THR 507: Human Capital Development – Design, Analyses, Assessment and Management
When organizations flounder within the global business environment, many begin to realize that the internal human capital pool is inadequately developed to meet the challenges of the millennium. This is because when the economy goes into recession, human capital development will often be required to take the back seat as the organization focuses on cost cutting measures. Unfortunately, such strategy will often lead to an even faster downward spiral for the organization as human capital development is even more crucial during recession. One of the oft-cited reasons for management and HR practitioners in general to shift the focus of the organization away from effective and relevant human development activities is the lack of assessment to provide evidence of the effectiveness and contribution of the human capital development endeavor. Consequently, HCD is not being given appropriate attention, thereby leading to a lack of talent pool for many organizations. A strong competency-based organization would be more appreciative of the value of HCD as the use of appropriate measuring and assessment tools can assist organizations in achieving more effective ways of recouping the investment in its development efforts.
Objective: The objective of the module is to provide the tools to HR Professionals to allow them to analyze performance gaps in order to facilitate the development of human capital as well as to provide the analyses and assessments needed to calculate the return on human capital development investments and to ensure that competencies are being effectively developed and applied on a daily basis to enhance and strengthen organization performance.
Delivery Methodologies: Facilitation, group discussions, hands-on analyses, calculations, design of appropriate assessment forms and tools.
Brief Module Content:
• Understanding the need for Human Capital Development
• Using appropriate tools for identifying human capital development needs – the use of performance gap analyses (Previous term: TNA which does NOT lead to training or development)
• Provide the HR Professional with the right tools for conducting the performance gap analyses – to determine whether a developmental or non-human development solution is required
• Understanding the human capital development cycle for short term and long term learning and retention
• The design of annual development plan focusing on three types of competencies: core, tasks, and generic
• Scheduling of human capital development activities to cater to organization needs
• Differentiating the tools for human capital development – the use of training, coaching, mentoring, and facilitating, and online LMS
• Determining the need for the assessment of human capital development
• Recognizing differences between formative and summative assessments – using both
• Summative assessment: Kirkpatrick’s Model VS Others
• Understanding the step-by-step assessment of human capital development endeavors using Kirkpatrick’s model
• Learning the other methods of assessments: DOE
THR 508: Creating a Sustainable World Class Company (4 credits)
This course is specially designed for graduate research students who want to learn the proven principles and practices for planning, implementing, and operating a lasting enterprise. This course will clarify why some companies, like Disney, Boeing, Citicorp, Wal-Mart, 3M & Sony, continue to grow beyond 50 years, whereas the majority of enterprises fail in a short span of time.
This course relies heavily upon the land mark works of James C. Collins, and his books, Built to Last and Good to Great, which reveal the nature of innovation and the culture and longevity of the world's most successful organizations. This module covers six unique characteristics of world class companies and shows how organizations can cultivate them and achieve the same level of lasting performance.
Students will learn to refine their business by identifying its strength and weakness. They will learn to analyze the competitive landscape to find opportunities and identify aspects that can be improved before making the big leap! They will also learn from the world-class experts based upon extensive review of research and will develop a clear vision of where they want their companies to be in ten and twenty-five years.
THR 509: Strategic HR Performance Management via KRAs and KPIs
Performance Management is the process set by an organization to ensure all employees are aware of the level of performance expected of them, as well as any individual objectives they will need to achieve to achieve overall organizational objectives.
The objective of the module is to provide HR Professionals with the knowledge and skills required to design and implement KRAs (Key Result Areas) and KPIs (Key Performance Indicator) to manage individual performances in the organization.
Delivery Methodologies: Facilitation, discussions and experiential learning.
Brief Module Content:
• Overview on the use of KRAs and KPIs as tools for performance measurement
• Understanding KRAs and identification of appropriate KRAs for different categories of tasks and positions
• Goal setting as part of performance measurement system
• Defining KPIs and the linkage between KRAs, Goal setting and KPIs
• Developing appropriate KRAs and KPIs for specific jobs or tasks
• Measuring performances based on KRAs, goals and KPIs