(1) Establish Performance-based Learning / Development Needs Analysis
(2) Prepare your Company’s Annual Learning/Development Plan and Calendar
(3) Arrange your Staff to participate in Needs-driven Learning/Development Programmes
(4) Plan, Organise, Administer and Coordinate all your Company’s Learning/Development Activities
(5) Facilitate Transfer of Learning to Work Place Applications
(6) Carry out effective Evaluation of Learning/Development
(7) Ensure that Learning/Development contributes to the achievement of Performance Goals
(8) Maximize the Learning/Development Budget for your Company
(9) Provide Periodic Learning/Development Performance Report
(10) Align Learning/Development with your Company’s Human Capital Management Policies
(1) Formulate the Learning/Development Mission/Policy to support Corporate Direction
(2) Develop the Learning/Development Culture Framework
(3) Develop the Learning/Development Function’s Operating Structure and Lines of Reporting
(4) Establish the Goals, KRAs and KPIs of the Learning/Development Function and Staff
(5) Establish Performance-based Learning/Development Needs Analysis System and Procedures
(6) Establish your Company’s Annual Learning/Development Plan and Calendar
(7) Establish The Transfer of Learning System and Procedures
(8) Establish the Learning/Development Evaluation System
(9) Establish the Learning/Development Performance Reporting System
(10) Establish the Learning/Development Administration System
(11) Align Learning/Development with your Company’s Human Capital Management Policies
(12) Coach the Learning/Development Staff to effectively Plan, Organize and Manage the Function
(1) Facilitate a Familiarization Session to Strategically Position your Corporate Learning Centre
(2) Formulate the Strategic Focus of your Corporate Learning Centre (CLC) – Mission, Policy and Culture
(3) Develop your CLC Operating Structure, Objectives, Goals and Strategies
(4) Determine the Strategic and Operational Roles of your CLC and staffing requirements
(5) Implement a Model of Excellence to develop the Highly Focused Capabilities of your CLC Staff
(6) Establish Knowledge-based and Performance-driven Learning/Development Needs Analysis System
(7) Establish Strategic Annual Plan of your CLC and Strategic CLC Performance Review System
(8) Establish Corporate Learning and Development Directory and Administration System
(9) Establish the Corporate Transfer of Learning System
(10) Establish the Corporate Learning/Development Evaluation System
(11) Establish the Corporate Learning/Development Performance Reporting System
(12) Establish Knowledge-based Performance Management System for CLC
(1) Conduct a CLC Management Analysis
(2) Strengthen the Strategic Focus of your CLC
(3) Strengthen your CLC Strategic and Operational Structure
(4) Develop Strategic Capabilities of your CLC Staff
(5) Strengthen your Corporate Learning/Development Solutions
(6) Develop more Strategic Alliances with Internal and External Collaborating Partners
(7) Improve your CLC Learning/Development Processes and Systems
(8) Accelerate your CLC Innovation Intensity
(9) Strengthen your CLC Culture
(10) Improve the Financial Aspects of Managing your CLC
(1) Conduct a CLC Enhancement Analysis
(2) Re-position and Re-brand CLC
(3) Carry out CLC Organisational Restructuring
(4) Develop Strategic Capabilities of CLC Staff and Import Critical Capabilities
(5) Re-organise the Corporate Learning/Development Solutions
(6) Significantly Enhance Strategic Alliances with Internal and External Collaborating Partners
(7) Re-engine your CLC Learning/Development Processes and Systems
(8) Accelerate your CLC Innovation Intensity
(9) Institutionalise your CLC Culture
(10) Re-structure the FInancial Aspects of Driving your CLC
1997 |
Established Corporate Learning Centres in The PHILIPPINES, INDONESIA and TAIWAN by duplicating the Highly Structured FrankieKnowledge Corporate Learning Centre Framework |
1998 |
Developed Strategic Collaboration with INDUSTRIAL and VOCATIONAL TRAINING BOARD (IVTB), Republic of Mauritius and designed, developed, customised and facilitated The 1st 5-day CERTIFICATE in TRAINING MANAGEMENT Programme in May 1998 in Mauritius |
1998 |
Developed Strategic Collaboration with FLOREAL KNITWEAR LIMITED, Republic of Mauritius and Crystallised the GROUP CORPORATE LEARNING CENTRE FRAMEWORK for 7500 plus employees |
1999 |
Designed, developed and facilitated The 1st 5-day CERTIFICATE in TRAINING TECHNOLOGY Programme and The 1st 5-day CERTIFICATE in TRAINING NEEDS ANALYSIS Programme in the Republic of Mauritius |
1999 |
Designed, developed and implemented the Key Result Area – driven TRAINING NEEDS ANALYSIS SURVEY leading to the formulation of Floreal Knitwear Limited’s 1st HUMAN RESOURCE DEVELOPMENT DIRECTORY. Developed Floreal’s TRAINING ADMINISTRATION SYSTEM |
2000 |
Designed, developed and facilitated The 1st 5-day CERTIFICATE in TRAINING MANAGEMENT CERTIFICATION Programme for TRAINERS. This Programme was organised in collaboration with Industrial and Vocational Training Board (IVTB), Republic of Mauritius |
2013 |
Innovated and launched the Latest FrankieKnowledge CORPORATE LEARNING and DEVELOPMENT SERIES consisting of 17 Programme Titles |
2014 |
Innovated and launched the Latest FrankieKnowledge Programme on – “A Systematic Approach to SET UP a CORPORATE LEARNING CENTRE” |