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Introduction
Aims and Objectives
Workshop Programme
Opening Remarks of the Regional Director
Participants Groupings
Group Work Presentations
- What is Training System?
- Training Models
- Training Needs Analysis
- Modular System
- Developing Subject Models
Current / Future Issues and Challenges in HRD
Staff and Participants’ Directory
Captured Moments
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iNTRODUCTION
Training System Development
Persekutuan Pengakap Negara Brunei Darussalam (PPNBD) in coordination with the
World Scout Bureau/APR organized the Asia-pacific Regional Workshop on Training Sys-
tem Development on 13-17 December 2003 at the PPNBD National Headquarters.
The workshop aimed to develop a dynamic training system that is responsive to the
needs of ‘Adults in Scouting’ and the changing environment in the field of Training and
Development.
In a span of five days, workshop topics included the definition and description of the
components of an effective training system and its development, the use and applica-
tion of models to design a training programmme and scheme, development strategies
for evaluation of learning effectiveness, identification of future trends in the field of
training and development in the 21st century, and the development of an effective
strategies for future needs.
There were 46 local and overseas participants representing Bangladesh, Brunei
Darussalam, Indonesia, Japan, Korea, Malaysia, Nepal, Saudi Arabia, Taiwan, Thailand
and Singapore. Four locals joined as observers.
Resource speakers were composed of WSB/Geneva Director, Adult Resources-Effendy
bin Rajab; WSB/APR Director, Administration & Resources Development-S. Prassana
Shrivastava; Leader Trainer and Coordinator, APR Tools Development Task Force-Dr
Evelina Vicencio (Philippines); Training Secretary-Ms Noraini Mohammad (Singapore).
PPNBD International Commissioner, Haji Ismail bin Dato Paduka Haji Awang Hapidz
was the Workshop Director while Regional Director, Abdullah Rasheed and PPNBD Chief
National Commissioner, Hj Zainal Abidin P Ibrahim were the Workshop Directors.
3
AIM:
To bring Scout Leader together to further develop their skills required in designing
and developing the National Training System.
OBJECTIVES:
- To technically assist participants technically so that they will be able to contribute
to the development of their own National Scout Training System.
- To provide an opportunity for the participants to exchange their ideas on ‘Adult
Resources Management concept particularly Training System and Development.
- To share experience on new approaches to training design ‘E-Models’ including
modular system.
- To provide participants with technical support for their personal development in
this important element of Adult Resources Management.
- To introduce ‘Renewed Approach to Programme’ (RAP) in the development of
Training System.
oBJECTIVES: andaIM
4
12 December Friday
Arrival of Participants and Staff
Registration
1630 hrs: Staff meeting
1830-200 hrs Dinner
13 December Saturday
0730-0830 hrs Breakfast
0830-0845 hrs Assembly
0845-1030 hrs Opening Ceremony
1030-1100 hrs Tea Break
1100-1200 hrs Workshop Objectives
1200-1300 hrs Overview of WARP: Training and Support and status of AIS
implementation as at Oct 2003.
1300-1400 hrs Lunch
1400-1500 hrs What is a Training System?
1500-1600 hrs Each NSO to present their Training Systems
1600-1630 hrs Tea Break
1630-1830 hrs Each NSO to present their Training Systems…continues
1830-2000 hrs Welcome Dinner and Socials
2000-2100 hrs Free Evening for Participants
14 December Sunday
0730-0830 hrs Breakfast
0830-1030 hrs Training Needs Analysis (TNA)
1030-1100 hrs Tea Break
1100-1300 hrs Group work on TNA followed by presentation
1300-1400 hrs Lunch
1400-1500 hrs Designing Training Model
1500-1600 hrs Group work and presentation on designing Training Model
1600-1630 hrs Tea Break
1630-1830 hrs Group work and presentation on designing Training Model…continues
1830-2000 hrs Dinner
2000-2100 hrs Free Evening
pROGRAMME
5
15 December Monday
0730-0830 hrs Breakfast
0830-0845 hrs Assembly
0845-1030 hrs How Adults Learn: Learning Theories, Adult learning principles,
Experiential Learning Model
1030-1100 hrs Tea Break
1100-1200 hrs Approaches to Training: Self Directed Learning, Action learning,
Modular Training Systems
1200-1300 hrs Group work on modular training system
1300-1400 hrs Lunch
1400-1600 hrs Presentation of group on modular system
1600-1830 hrs Educational Tour
1830-2000 hrs Dinner
2000-2100 hrs Free Evening
16 December Tuesday
0730-0830 hrs Breakfast
0830-1030 hrs Training Evaluation: Kirkpatrick’s model-4 levels approach
1030-1100 hrs Tea Break
1100-1200 hrs Requirements of a good Training Systems
1200-1300 hrs Group Work on designing Training Systems
1300-1400 hrs Lunch
1400-1600 hrs Group Work on designing Training Systems…continues
1600-1630 hrs Tea Break
1630-1830 hrs Group Work on designing Training Systems…continues
1830-2000 hrs Dinner
2000-2100 hrs Free Evening
17 December Wednesday
0730-0830 hrs Breakfast
0830-1030 hrs Group Presentation on Training system
1030-1100 hrs Tea Break
1100-1300 hrs Challenges of Training in the 21st Century and New roles of Trainers
1300-1400 hrs Lunch
1400-1500 hrs Managing the Training Function
1500-1600 hrs Open forum and Course Evaluation
1600-1630 hrs Tea Break
1630-1730 hrs Closing Ceremony
6
OPENING REMARKS:rEGIONAL DIRECTOR’S
MR ABDULLAH RASHEED
The Guest of honour Yang Mulia Dato Seri Laila Jasa Awang
Haji Ahmed, Vice President of PPNBD
Chief Commissioner Haji Zainal Abidin
Course Director
Resource speakers
Dear participants
Ladies and gentleman
Assalaamu Allaikum,
It is with much pleasure that we begin this APR workshop on
Training System Development today. This workshop also brings
to a conclusion of a series of events at regional level, where
we have touched on some of the very burning issues in Vision
2013. We may recall that as the first exercise in March this
year we began to touch upon the issue of Programme Devel-
opment, taking the view of the Renewed Approach to
Programme Development and in the light of the new Interna-
tional Hand book for Scout Leaders. It provoked lot of inter-
est across the region not only to the programme people but
also to the trainers and many NSO’s are following that work
at national level. The international Scout Leaders Handbook
has already been translated and printed in to Mongolian lan-
guage and translation into Bahasa is underway. National work-
shops have been conducted. This is definitely an area that should
be relevant not only to the programme people but to you as
trainers. Then the issue of self reliance of National Scout Asso-
ciations was the coverage of our Jakarta international seminar in
September, where for the first time we touched upon on all areas
related to resources development and management in Scouting.
Although much documentation and references are available
in areas like adults in Scouting or programme development
in Scouting, there are no materials yet to cover resources
development in Scouting available across WOSM. The refer-
7
ences and materials gathered for the seminar will form the first compilation of such references for
WOSM and in particular to this region. In November, we also discussed growth of Scouting in the
region and at national level and the role of ICT, PR and Marketing can play to achieve this. Today we
need to talk of Scouting as a brand and we need to market properly. These ideas will form the basis
for a regional strategy for growth of Scouting across Asia and Pacific.
Today, we also notice that parents and the public in favor of the protection of their words also expects
that we as an organization are capable and have rules and procedures in place at the national, and
provincial level for the management of risks and thus the role of risk management in Scouting was
the high light at the Singapore workshop where we raised the awareness on this matter. Again it is
very relevant to you as trainers as well. The concept of risk management in Scouting has been
drafted and this concept needs to find a place in all Scout activities and in future training schemes.
Risk management should also be an integral part of total planning of every Scout activity. Risk
management in Scouting is no longer to be taken for granted but it has to be a planned element in
Scouting. The changing role of trainers in this aspect, again is crucial. Then let us look at from
another angle. We are a movement for young people and we need young leaders to take their due
place today and tomorrow. In Scouting, the breeding place for young Scout leaders is in the Rovering
but as we all know in many national situations that section is one of the weakest sections. We have
either no proper programme for Rovering or it is too much bent on one direction or alternatively we
do not have systematic training for Rover leaders either. Some countries have not conducted any
systematic training for Rover leaders for many years. This is an area, which again should be very
dear to you all as trainers. For this reason, we have just concluded the APR workshop on the promo-
tion of Rovering in the region in Manila with very encouraging and positive outcomes.
Here in this workshop, we are dealing with the development of training system itself, to meet to the
changing environment. Are our training systems relevant to the current needs and situation? Are we
following the proper design models to redesign or review our training systems, are we analyzing the
training needs in the way that it should be done and are we adopting or applying new models to our
training programmes and training schemes to be relevant and appropriate for today. These are some
of the questions that we will try to answer in this workshop. Here as trainers your sharing of knowl-
edge is important to bring the same message across to all NSOs in the region, to those who are
present here and to those who are not with us today.
In early next year we will then be focusing on the change management issues and trying to under-
stand how as Scouts, we can become a learning organization as demanded today in the 21st century.
In April 2004 Hong Kong will host the first APR workshop on learning organization. It would then be
8
followed with another issue – the role of ICT in Scout programmes and making using of the
present day communication tools for Scouting. Japan would be hosting the first APR workshop
on the role of ICT in October 2004, just before the next regional conference. We then intend to
bring all these issues to the Regional Scout Conference Forum to make it prominent, and as
areas that we all need to pay our attention now and in the future.
However, one very pertinent question that you may ask is why we pick up these burning issues
and emphasis on all these issues at regional level. To me all the areas mentioned earlier are
becoming burning issues because we need to look at them in line with the current thinking, to
be relevant as an organization in the 21st century or alternatively we have not paid much
attention in the past in these areas and therefore these areas are either loosing its focus that it
should have or these areas are not moving in the right direction. By these attempts at regional
level and highlighting these matters to all of you as key national leaders, and more importantly
as those of you who are with training responsibilities at national level, I am sure we will be able
to bring about the desired change in time to come. But the focus must be given first at regional
level and it will trickle down. Most of you who are directly responsible for training at national
level I would urge you to take note of these burning issues and to follow up the recommenda-
tions on all these areas at national level. On our part we would be bringing up the necessary
information and the recommendations for change where necessary to the upcoming policy
decision forums. However, it is most of you who could really bring about the change at the grass
root level, at NSO’s. In all these issues, it is the training to a large that can play the most vital
role. I am confident that if we focus our attention in the above mentioned areas from now on at
the national level, marked changes will be seen in seen in years to come.
In conclusion, let me thank all of you and in particular the resource speakers for your presence
and finding time to share your knowledge and experience for the betterment of the region and
for Scouting at large. I would also like to express my sincere thanks for the host association and
to Haji Zainal Abidin for making everything possible to make this workshop a success. I know
that this is only one in the series of activities leading to the Regional Scout Conference which
PPNBD will host in December next year. You have done it so well up to now and I am sure this
activity itself will bear witness to your organizing ability and build up your capacity towards the
bigger event.
Thank you once again and ‘Terima Kasih’
9
SLNO GROUP 1 GROUP 2 GROUP 3 GROUP 4
1MR. KONOSUKEKOBAYASHI (Japan)
MR AMNACHVETAYAPRASIT(Thailand)
DRS. MAMANRACHMAN, M.Sc(Indonesia)
DRS. PRATJOJO , M.Pd.(Indonesia)
2MR. SAYAN SANTAD(Thailand)
MR. ABDULLAH SAFARAL-GHAMDI(Saudi Arabia)
DR. HAMAD A.H.AL-YAHYA (Saudi Arabia)
MR. MOHAMMED AL-NATHEER(Saudi Arabia)
3
MR. SALEHMOHAMMA D SALEHABDULLAH(Saudi Arabia)
MR. BHAKTARAJBHANDARI (Nepal)
MR. YOUSEF SALEH AL-HAGGASS(Saudi Arabia)
MS. SO YEON MIN(Korea)
4DR. MIRZA ALI HAIDER(Bangladesh)
MR. HAN SONG GUANG(Singapore)
MR. SAMSUDIN BINHAJI AHMAD(Brunei Darussalam)
MR. LEE, YUNG-CHAN(Taiwan)
5MR. HAJI SUHAIBON BINHAJI OTHMAN(Brunei Darussalam)
MR. HAN SIEW KWONG(Malaysia)
MR. M SUPRAMANIAM(Singapore)
MR. CHANG, JUI-SUNG(Taiwan)
6
MR. HAJI SIDEK BINHAJIALI GREEN(Malaysia)
MR. ABDUL MANAN BINHAJI ABDUL LATIP(Brunei Darussalam)
MR. ALFHIAN JEFFRYCHIN(Malaysia)
MR. KALAIMANI A/LSUPRAMANIAM(Malaysia)
7
MR. JOHN LEE YUEHUNG(Singapore)
MR. HAJI MOHAMMEDBIN HAJI ALI(Brunei Darussalam)
MR. HAJI MOHD.YUSSOF BIN MOHD.SALLEH(Brunei Darussalam)
MR. CHANG, WEN-SHING (Taiwan)
8
MR. MATASSIM BINHAJI DURAMAN(Brunei Darussalam)
MR. BURHANUDDIN BINHAJI MD. DAUD(Brunei Darussalam)
MR. HAJI OTHMAN BINDURANI(Brunei Darussalam)
MR. PENGIRANMATAHIR BINPENGIRAN LUBA(Brunei Darussalam)
9
MR. PG. MAHDI BIN PG.HAJI MOHD. SALLEH(Brunei Darussalam)
MR. ABDUL SIDIK BINMOHAMMED SALLEH(Brunei Darussalam)
MR. HAJI MOHD.SALLEH BIN HAJIAHMAD(Brunei Darussalam)
MR. HAJI NORDIN BINHAJI KASAH(Brunei Darussalam)
10MR. HAJI ABU BAKARBIN HAJI OTHMAN(Brunei Darussalam)
MISS EFFARAIHAN BINTIHAJI SALAM(Brunei Darussalam)
MISS EFFAYANE BINTIHAJI SALAM(Brunei Darussalam)
CAPTAIN HAJI NARAWIBIN HAJI OMAR ALI(Brunei Darussalam)
11
MDM. HAJAH SHARIFAHNOOR BINTI SYEDIBRAHIM(Brunei Darussalam)
MR. HUSIN BIN BUDIN /BRUDIN(Brunei Darussalam)
MR. JUNAIDI BIN HAJIHUSSIN(Brunei Darussalam)
MISS HARANI BINTIHASA(Brunei Darussalam)
FAC.
MR. HAJI AWANGHASSAN BIN HAJIABDUL HAMID
MR. HAJI DOMENG BINHAJI ABDUL WAHAB
MR. ZAINUDDIN BINHAJI ISHAK
MR. HAJI BADAR HAJIALI /MR. HAJI YASSIN HAJIADAM
pARTICIPANTSgROUPINGS of
11
System is a whole which functions as a whole by virtue of the interdependence of its parts (Buckley, 1968). A system is
any combination of human and material resources, including the organization and procedures required to coordinate
their functioning, employed to achieve a mission or objective (Tracey, 1992).
CHARACTERISTICS OF A SYSTEM APPROACH TO TTRAINING (ATTC, 1987)
1. Purpose – All elements of a system serve as a means to an end.
2. Interrelatedness of elements – All elements are interrelated. Each affects the behavior of the whole.
3. Interdependence of elements – All system elements depend upon each other to achieve their optimum goals.
4. Feedback – The system uses feedback to continually modify the training process.
5. One part impacts the whole – A breakdown in any one part of a system affects the functioning of the whole
system.
6. The parts cannot be viewed separately – Parts of the system cannot be viewed separately from the whole system.
7. It possesses unique properties – A system has some properties or displays some behavior that none of its
parts exhibits.
SYSTEM APPROACH TO TRAINING (ATKINS, 1983)
1. An approach that views training as a sub-system interacting with the other sub-systems upon which an
organization depends for its progress and its survival.
2. A logical relationship between the sequential stages in the process of investigating training needs, designing,
delivering and validating training.
SYSTEM APPROACH VS. SYSTEMATIC APPROACH (BUCKLEY & CAPLE 2000)
A system approach can be applied at organizational level to examine the broader issues of the aim, functions
and appropriateness of training. A systematic approach is applicable directly to the day-to-day functioning of the
training division.
IMPORTANCE OF A SYSTEMATIC APPROACH TO TRAINING
1. Provides a frame of reference for planning and remaining on target.
2. Enables the trainer to work realistically within the constraints which may be placed on time, available staff,
and of other resources
3. As a logical process, ensures that nothing is overlooked accidentally and when short cuts have to be taken
and some stages have to be abbreviated, the trainer is aware of where this has been done and conscious of the
possible effects.
4. An aid to future diagnosis and problem solving should the need arise.
REFERENCES
American Telephone & Telegraph (1987).
The trainers’ library. The trainer in the organization.
Reading, MS: Addison-Wesley Training Systems.
Buckley, R & Caple, J. (2000). The theory and practice of training. 4th ed. UK: Kogan Page.
Goldstein, I.L. (1993). Training in organizations. Needs and assessment, development, and evaluation. Pacific Grove, C.A: Brooks/Cole.
Tracey, W.R. (1992). Designing training and development systems. 3rd ed. NY: American Management Association.
WHAT IS TRAINING SYSTEM?
12
Day 1—Saturday Evelina M. Vicencio, LT
Time: 1400 – 1500 hrs.
Definition: Training System is composed of interrelated parts
to achieve the vision, mission and goals of Training for NSOs.
I. Concept of Training System
A. Training as Levels of Courses
S—cout Courses
Y—oung Scouts (Cubs) Courses
Adults (Rovers) Courses
S—enior Scouts Courses
T—rainers’ Courses (CALT, CLT)
E—specialist Courses
M—embership Course (Orientation/Introductory)
B. Training as a Sub-system of the NSO
(Outputs of group work)
Output of Sayang Group:
ILLUSTRATION
A Training System is a system in stages to bring about changes
to develop individual Scout skills using lecture, demonstration,
teaching, coaching, discussion, IT, base system, etc.
Output of BN-Smart Group
ILLUSTRATION
A Training System is a tool used to train people
develop knowledge and skills in the organization.
C. Training System as a Process
Output of Shyamjyeom Tree Group
Steps:
1. Needs analysis
2. Design
3. Implementation
4. Evaluation
Training System is a series of some steps to help adults
to achieve goals.
Output of Six Gear Group
ILLUSTRATION
D. A comprehensive concept of Training System
A Training System is composed of interrelated parts
to achieve the vision, mission, and goals of training
and the NSO.
II. Characteristics of a Training System
A. There is a goal or purpose
B. The parts are interrelated.
C. It is flexible.
D. Elements are interdependent
E. Parts make up the whole system
13
Model
A model is representation of a system (Tracey, 1992). The model is not a system; the model
represents, in simplified form, selected features of the system under study, but the system
is always more complicated and richer in detail than the model.
Purpose of Developing a Training Model
To convey key concepts and processes to be included in a particular approach
Kinds of Training Models
1. An open model considers that outside factors exist which can have an impact on the
design proves. It is working hypothesis which provides the designer with possible courses
of action and anticipation of outcomes. The open model is descriptive, as it endeavors to
describe what will happen if the model is followed. It tends to be a verbal model, as con-
trasted with a closed model, which is mathematical.
2. A closed model is based on the assumption that all inputs can be identified. It endeavor
to build all the possible variables into the model. If there is anything that can possibly have
an impact on the design process, it should have been previously identified and integrated
into the model. The closed model is predictive, for it is being used in the model being used
exactly as designed, and therefore the outcome is predictable. The model tends to be
linear.
DIFFERENT TRAINING MODELS
The diagrammatic representation of a systematic approach is a model. Models all contain
the same activities even though they have different formats. Whatever the format, all
models are likely to have individual variations around four main activities, which are shown
in their simplest form in the basic model.
1. A Systematic Model of Training (Buckley & Caple, 2000)
The decision to apply a systematic approach to training is made when the trainer is
convinced that training is the most appropriate way to overcome a current or antici-
pated shortfall in performance. The number of stages have been arranged in sequen-
tial order. However, it does not necessarily represent the sequence in which trainers
approach every project. Depending on the nature of the project the trainer could start
at any point in the model once terms of reference have been established. For ex-
ample, if a large number of; leaders need to be trained to perform an existing job for
which no training exists, then all stages of the model would have to be applied.
However, if the trainer is faced with a situation in which trainees using sn existing
training program appear to be performing badly, the trainer is most likely to begin an
investigation by examining the training objectives, the course content, and the instru-
ments used for validation.
DESIGNING A TRAINING MODELS
14
2. The Training Process or Procedural Model
This approach owes its origins to Fayol’s (plan-organize-do-review) process theory of manage-
ment.
3. The Critical Events Model (CEM) (Nadler, 1982)
The CEM is essentially useful for training programs related to the job that individual has now.
It would require modification if used for learning for a future job. It is likewise not useful for
non-job oriented learning, for example, development. The CEM is an open model which allows
the design process to be halted when something other than a learning response is deemed
appropriate.
4. Analysis, Design, Development, Implementation, and Evaluation (ADDIEE Model)
(Craig, 1996)
5. Flow-Chart Model (Tracey, 1992)
The flow chart model is generalized qualitative model that portrays the total training system.
It shows a closed-loop system, a continuous sequence of steps beginning with goals and
functions and implementing a development strategy, continuing through the other system
components to evaluation of the end products of the system, and returning to goals and
functions – a constantly repeating cycle of evaluation, feedback, and improvement. The sys-
tem consists of three major phases: (a) systems analysis; (b) systems development; and (c)
systems validation.
REFERENCES:
Buckley, R. & Caple, J. The theory and practice of training. 4th ed. UK: Kogan Page.
Nadler, L. (1982). Designing training programs. The critical events model. Reading, MS. Addison-Wesley.
Reid. M.A. & Barrington, H. (1994). Training interventions. Managing employee development. 4th ed. Lon-
don: Institute of Personnel and Development.
Tracey, W.R. (1992). Designing training and development systems. 3rd ed. NY: American Management
Association.
17
Training SystemTraining SystemDevelopment WorkshopDevelopment Workshop
Training Needs AnalysisTraining Needs Analysis
Training Needs AnalysisTraining Needs Analysis
Is a systematic way of identifying educationalIs a systematic way of identifying educationaland training problems, needs, issues, etc.and training problems, needs, issues, etc.
What?What?
Training Needs AnalysisTraining Needs Analysis
To clarify and define the problems, NOT to find solutionTo clarify and define the problems, NOT to find solution
Identify ideas for education and training Identify ideas for education and training programmesprogrammesChange of Change of organisationorganisation’’ss mission / goals / plan mission / goals / plan
Introduction of New TechnologyIntroduction of New TechnologyNew work assignment for employeeNew work assignment for employeeMaintain proficiencyMaintain proficiency
Improve present performanceImprove present performanceIncrease Increase organisationalorganisational effectiveness through planned effectiveness through planned
learninglearningCareer DevelopmentCareer DevelopmentFuture staffing needsFuture staffing needs
Unavailability of specific skillsUnavailability of specific skills
Why?Why?
Training Needs AnalysisTraining Needs Analysis
Before trainingBefore trainingDuring trainingDuring trainingAfter trainingAfter training
When?When?
Training Needs Analysis
Training Needs AnalysisTraining Needs Analysis
Various models usedVarious models usedJob descriptionsJob descriptionsJob Specifications or Task AnalysisJob Specifications or Task AnalysisPerformance StandardsPerformance StandardsPerform the jobPerform the jobReview Literature concerning the jobReview Literature concerning the jobAsk questions about the jobAsk questions about the jobTraining committeesTraining committeesAnalysis of operating problemsAnalysis of operating problemsInterviewsInterviews
Individual analysisIndividual analysis
How?How?
TRAINING NEEDS ANALYSIS
Laird’s model for assessing training needs(to identify performance deficiency)
Check the deficiency for its importance:
1. Cost-effectiveness: the cost of the problem vs cost of solution2. Legal mandates: are there laws requiring a solution?
3. Executive pressure: does top management expect a solution?4. Population: are many people or key people involved?
Important?
Is there adeficiency?
Check actual performance against existing standards - or set new standards
Monitor all policy
and proceduralchanges
Survey or
interview theclient population
Accept requests
from clientmanagers
Monitor the
personnel moves
Monitor the
operation
Yes No
Do the workersknow how to do
the job properly?
Put into proper trainingpriority and develop atraining programme:train, measure and
evaluate
Select anddevelop a non-
training solution
Devote your T&D energiesto human performanceproblems with greater
impact and greater value
18
TRAINING NEEDS ANALYSIS
Training NeedsAnalysis Flowchart
NSO Direction
What he
has
The Behavioural Response
Required for the Job
What is
neededWhat is
neededWhat he
knows
On the job
Training Plan
Off the job
Job / Task
Personal Advisor
Needs Assessment
AttitudesSkillsKnowledge
Training Activities / Courses
Monitor Progress / Evaluate Learning
Review Training Plan
Training Needs AnalysisTraining Needs AnalysisTask analysisTask analysis
TASK
REQUIRED
BY WHENHOW TOACHIEVE
RESOURCES &SUPPORTREQUIRED
SKILL KNOWLEDGE
19
TASK
REQUIREDBY
WHENHOW TOACHIEVE
RESOURCES& SUPPORTREQUIRED
SKILL KNOWLEDGE
JobdescriptionNSO level
DesigningJob
descriptionAIS fact sheets
3months
NationalExecutive
AISCommissioner
ITInternet/HLM
JobdescriptionAnalysis
DesignAnalysis
Form
HRMWB/APR
information
6months
Workshop NationalHeadquarter
DistrictCommissioner
Jobdescription
DesignD.C.Job
Description
NSOinformation
12months
Reporting ofDistrict
Commissioner
AdministrationHeadquarter
TRAINING NEEDS ANALYSIS TOOL
Task Analysis
GROUP 1
JOB: Adult Resources Commissioners
GROUP 2
JOB: Programme Commissioners
REQUIREDTASK
SKILL KNOWLEDGEBY WHEN HOW TO ACHIEVE
RESOURCES &SUPPORT
REQUIREDPlanning Planning Skills Youth Programme 1-3 months (March
04)Discussion, selflearning/motivationon how to plan
Chief Commissioner,experts
Design YouthProgramme
Design capabilityskills
Youth Programme& activities
1-3 months (March04)
Form programmecommittee
Chief Commissioner,other Commissioners
Implementation ofYouth Programme
Management,communication,delivery
Contents ofprogramme(syllabus &schemes of YP),management
3-6 months(June 04)
Initiated byProgrammeCommittee
C.C, otherCommissioners,management
Review
20
TRAINING NEEDS ANALYSIS TOOL
Task Analysis
GROUP 3
GROUP 4
TASK
REQUIREDBY
WHENHOW TOACHIEVE
RESOURCES& SUPPORTREQUIRED
SKILL KNOWLEDGE
1) JobAllocation
Management Taskdistribution
A year -Hands on-Reading
-ManagementBooks
-Mentor
2) Walfareof trainers
Relationsskill
Needs of thetrainer
6Months
-Reading-Seminar
-ManagementBook
3)Trainingneeds of thetrainers
Training Skill Training anddevelopment
6Months
-Workshop-Management
Book-Handout
4)Organizetraining courses
Planningskill
Knowledge inpresentation
6Months
-Document -Media
5)TrainingLogistic
Management Administrationknowledge
6Months -Workshop Invetories
6)Conductthe
meeting
Planning andleadership
skillProcedures 6
Months-Meeting Meeting of
trainers
JOB: Chief Commissioner
JOB: Training Commissioner
TASK
REQUIREDBY
WHENHOW TOACHIEVE
RESOURCES& SUPPORTREQUIRED
SKILL KNOWLEDGE
ManagementStrategicPlanning
Planning SWOT
1st
quarter4th
quarter
-Course-Seminar
-Workshop
Person toperson
RegionalDirector
DecisionMaking
Consultant SWOT -Workshop-Meeting
Power ofendorsement Consult SWOT
4th
quarter-Workshop-Meeting
Leader tofollower
Leadershipand relation
Managementnegotiation
communicationSWOT
1st
quarter-Workshop-Meeting
Leader toleader and
group
Evaluation Training andplanning
SWOT 1st
quarter-Workshop-Meeting
Leader toleader and
group
Vision /Mission Planning SWOT
1st
quarter-Workshop-Meeting
Leader toleader and
group
21
MODULAR SYSTEM
Training MethodsWhat methods to use?
Depends on:
• learning objectives
• Inventory / prior knowledge of the learners
• Culture of organisation
• Resources available
• Nature of operation
“ … to adults, their experience iswho they are
… reject their experience … rejectthem as a person”
Knowles, 1975
“ … to adults, their experience iswho they are
… reject their experience … rejectthem as a person”
Knowles, 1975
“All genuine education come about throughexperience”
Dewey, 1938
“All genuine education come about throughexperience”
Dewey, 1938
“You can’t say you respect themand not their experience”
Horton & Freire
“You can’t say you respect themand not their experience”
Horton & Freire
Adult education is defined
“As a co-operative venture in anon-authoritarian, informallearning and the chief purpose isto discover the meaning ofexperience”
Eduard Lindeman, 1925
Adult education is defined
“As a co-operative venture in anon-authoritarian, informallearning and the chief purpose isto discover the meaning ofexperience”
Eduard Lindeman, 1925
Adult Education and Learning thru’ ExperienceAdult Education and Learning thru’ Experience
“Life is about experience,wherever there is life, there ispotential for learning”
Jarvis, 1987
“Life is about experience,wherever there is life, there ispotential for learning”
Jarvis, 1987
“Learning consist ofgrasping experience andtransforming it”
Kolb, 1984
“Learning consist ofgrasping experience andtransforming it”
Kolb, 1984
“ We can never be free from thepast, … name our reality, speak ourown voice.
Important for learner to negotiatemeaning, purpose and valuereflectively, rationally and criticallyinstead of passively accepting thesocial realities defined by others”
Mezirow, 1990
“ We can never be free from thepast, … name our reality, speak ourown voice.
Important for learner to negotiatemeaning, purpose and valuereflectively, rationally and criticallyinstead of passively accepting thesocial realities defined by others”
Mezirow, 1990
Trainer to provide opportunity for learners to:• Explore and experiment• Feel safe, free from embarrassment• Have fun, supporting environment - non
threatening
A good learning environment is one which:“helps people to grow and develop through
creating exciting, fun-filled learningopportunities that are free from fear,embarrassment and judgement and whichare managed with a loving touch.”
(Trevor Bently)
22
Action Learning (AL)AL is a group effort that involves solving realproblems, focussing on acquired learning andimplementing systems-wide solution.
L = P + Q + R + I
Learning is equal to programmed instruction (knownvariables) plus questioning (unknown variables) plusreflection (recalling, thinking about, pulling apart,making sense, trying to understand) plusimplementation (a commitment to action)
Six fundamental elements of AL
• An AL group as teams (referred to as a “set”)
• A project, problem or task
• Questioning and Reflection process
• A commitment to Action
• A commitment to learning
• A group facilitator (“set advisor”)
The Action Learning Cycle
Activity / Event /Experiment
ReflectionDecision toExperiment
Experiment
Reflectionand analysis
New Actions
SELF-DIRECTED LEARNING (SDL)
• A process where individual:
• Acquire knowledge by his or her
own efforts & engage in critical
inquiry & evaluation
• Decide what & how to learn
with or without aid of expert
• Assume educational
responsibility for learning
Forster, 1972
7 STEPS TO SDL
• Recognise need for learning
• Will to learn- the WHY
• What to learn?
• How to learn?
• Make it happen!
• Celebrate success
• Apply learning
COMPUTER BASED LEARNING
• Examples: CD-ROM, Internet, Virtualreality, Simulator, etc.
• Benefits:
• leaner.controlled-own pace & time
• Just in time- learn as and when required
• Cost-effective-less travel time & cost
• Wide geographical accessibility
• Uniformity of content & delivery
23
MODULAR TRAINING
Training to be Provided:•Ongoing Basis•Flexible & Varied•Availale When & Where Required
Basis for Modular TrainingSystem
AIS
DESIGNING MODULAR TRAINING
IDENTIFY THE REQUIRED COMPENTENCIES FOR EACH FUNCTION
FOR EG, LEADERSHIP, SCOUT METHOD, SCOUTCRAFT, ETC
IDENTIFY THE TRAINING MODULE (SUBJECTS / TOPICS) FOR EACH COMPETENCY
DETERMINE THE NUMBERS OF HOURS REQUIRED FOR EACH MODULE /SUBJECT
DETERMINE WHO TO PROVIDE TRG, WHEN & WHERE TO CONDUCT , HOW TO VALIDATE & CO-ORDINATE TRG
LINEAR FORMAT
A
B
C
GENERICTOPICS
SPECIFICSKILLTOPICS
X
Y
Z
GENERICMANAGEMENT TOPICS
LINEAR VERSUS MODULAR SYSTEM
MODULAR FORMAT
A Generic Topics on Scouting
B Generic Topics on Scouting
C Generic Topics on Scouting
Specific Topics for each function
X Generic Topics on Management
Y Generic Topics on Management
Z Generic Topics on Management
CubScout
Section
ScoutSection
VentureScout
SectionTrainer
Comm-issioner
DISTRIBUTION OF MODULES FOR THE MODULARUNIT LEADER TRAINING BASIC COURSE
Module LC 6
Unit administration and management
Module SMC 6
Adults in Scouting (AIS Policy)
Module LC 5
Skills for common Scouting activities:Story-telling and teaching of games
Module SMC 5
The P.O.R. (warrants, uniforms anddiscipline)
Module LC 4Risk Assessment and Management System(RAMS)
Module SMC 4Training Methods and Techniques
Module LC 3
Programme Planning
Module SMC 3
Youth Programme: progress & ProficiencyBadge Schemes
Module LC 2Role and function of the Unit Leader
Module SMC 2Know Your Boys
Module SCC 1Unit Meeting I (theory)Unit Meeting II (practical)
Module SCC 2Practical session on Basic Campcraft skills
Module SCC 3Practical session on Basic Pioneering skills
Module SCC 4Practical session on Basic Orienteeringskills
Module SCC 5Practical session on Basic CampfireLeader Skills
Module SCC 6Practical session on Reflection (using theWWW approach)
Module LC 1
Milestones of Singapore Scouting andScout 21 strategic plans
Module SMC 1
Fundamentals of Scouting
6 modules
To be completed through a 3-day / 2-nightresidential training
6 modules of 1 _ hours each
3 evening classes at the Scout HQ
(each evening 2 modules – 3 hours)
6 modules of 1 _ hours each
3 evening classes at the Scout HQ
(each evening 2 modules – 3 hours)
SCOUT CRAFT COMPETENCY(SCC)
LEADERSHIP COMPETENCY (LC)SCOUT METHOD COMPETENCY(SMC)
24
GROUP 1. SAYAN
DEVELOPING SUBJECT MODELS
FUNCTION: _____Training course for COMMISSIONERS______
Basic Stage/Level Advanced Stage/LevelCompetency
Modules Subjects Time Modules SubjectsFundamentals of ScoutingKnow your leaderYouth programTraining methodPOR/NSO’s and by low
Scouting MethodCompetency
Adult in ScoutingHistory of ScoutingHistory of NSO’sRole of leadersProgram planning
Scouting Method
LeadershipCompetency
AdministrationBudgeting (One year) 1 hSource of finance 1 h
Budget
Design project 1 hPlanning project 1 hAnalysis project 1 hFund Raising
Finance
Planning projects
Basic Stage/Level Advanced Stage/LevelCompetency
Modules Subjects Time Modules SubjectsHandling people 1 hGood communicationskills
1 h
Job Analysis
Managing Change
Anticipate the danger ofany activities.Administration of risksControlCompile a checklist forall activities
Risk Management
Team buildingDelegation skills
Management
Administration
Public Relations conceptand public image
1 hImage of Scouting
OrientationPublication
Effective CommunicationSkills
Public Relation
Publicinvolvement
Effective presentation
2 h
25
Course for Assistant Leader Trainer and Course for Leader Trainer
This training module system is based on organization & individual needs. The competencies required are:
- Leadership & Training Management
- Scouting Knowledge
The system is flexible and accessible, and training provided is progressive using multiple methods, strategies
and approaches.
Prerequisites:
- Woodbadge (2 beads) for CALT
- ALT appointment (3 beads) for CLT
GROUP 2
Basic Stage/Level Advanced Stage/LevelCompetency
Modules Subjects Time Modules Subjects TimeRole of a course
director
1 hr Advanced management
• Forming a
committee
• Chairmanship
2 hrs
Stress management 1 hr
Leadership skills (I) 1 hr Leadership skills (II) 1 hr
Counselling (I) 1 hr Counselling (II) 1 hr
Function &
Responsibility of
Trainer
Public Relations 1 hr
Function &
Responsibility of
a Senior Trainer
Delivery &
communication skills
• Questioning
2 hrs Supervision skills 1 hr
Planning a session 3 hrs Assessment methods &
tools
• Development of
training material
4 hrs
Training methods
• Base method
• Buzz
• Role Playing
• Brainstorming
• Lecture
• Discussion
• Panel/Forum
5 hrs Training system
development
• Training Needs
Analysis
• Syllabus
development
• Designing
training models
• Training
evaluation
8 hrs
Practical on giving a
session
2 hrs
Individual Presentation 8 hrs
How adults learn 2 hrs
Teaching Aids 1 hr
Multimedia and ICT in
Training
• Internet
• Presentation
software
1 hr
Training games 1 hr
Leadership &
Training
Management
Training Method
& Technique
Problem solving 1 hr
Training Method
& Technique
Technology in training
• ICT skills
• Technology-
assisted learning
3 hrs
26
Can be handled by accredited or external agencies
GROUP 3
FUNCTION: _UNIT LEADER
Basic Stage/Level Advanced Stage/LevelCompetency
Modules Subjects Time Modules Subjects• What and why are
fundamental.1 1/2 � Implementing the
youth programme.• Promise and law. � Progress Badge
Scheme.• Learning by doing � Proficiency Badge
Scheme.� Patrol System � Effective conduct
of the test.
Fundamental ofscouting
Youth Programme.
� YouthAchievementAwards.
� Cub Scout AgeSection.
1 1/2 � Implementation ofAIS.
� Scout Section. � Appointment.� Venture Scout
Section.� Re-appointment.
� Rover ScoutSection.
� Re-assignment.
1) SCOUTMETHOD
Knows your Boys AIS
� Retirement.� Resignation.� Awards and
Decoration.• What and why in
scout.1 1/2
• Progress BadgeSystem.
• Proficiency BadgeScheme.
• Effectiveconducting of test.
Youth Programme
• Proper and correct,wear of badge onthe scout uniform.
Basic Stage/Level Advanced Stage/LevelCompetency
Modules Subjects Time Modules Subjects Time
Scouting and the
community
1 hrEssentials of
Scouting
Philosophy of Scouting
(include revision on
fundamentals of
Scouting)
3 hr
WOSM & the APR
• World strategy
for Scouting
1 hr WOSM & the APR
• Management of
human resources
5 hrsWorld Scouting
(I)
Adult resources and AIS
policy
1 hr
World Scouting
(II)
Implementing the AIS
policy
2 hrs
Vision and mission of
the NSO
1 hr Structure of training in
the NSO
1 hr
Role of the NSO 1 hr Understanding strategic
planning in the NSO
1 hr
Fund raising 1 hr Current issues in the
NSO
• What you can
offer the NSO
• Identifying
problems
• Group problem
solving
• Presentation
4 hrs
Financial management 3 hrs
Scouting
Knowledge
Policy of NSO Policy and
administration of
NSO
Logistics management 3 hrs
Total training hours: CALT (38 hours), CLT (41 hours)
Y P
S ?
27
• Brief descriptionof differenttraining methodand technique:Advantages andDisadvantages.
1 1/2
• Scout method –Learning by doing.
• Effective of BaseMethod.
• Effective use ofthe peer-LearningMethod.
Training methodand Technique
PolicyOrganisation andRules ( P.O.R )
• Purpose of POR 1 1/2
• Warrant andstructure.
• Uniform for allsection.
• Adult / leaders.• Discipline.
Adult in Scouting • What is AIS. 1 1/2• Why adult in
scouting.• Appointment.• Re-appointment.• Re-assignment• Retirement.• Resignation.
2) LEADERSHIP Strategic Plans � History of NSO. 1 1/2 Risk Assessment. � Hazardidentification.
� Scouting beforeWorld War II.
� Risk assessment.
� Scouting afterWorld War II.
� Risk Controloptions anddecision.
� Scouting today: � Effectivesupervision.
� V ision andMission.
� S cout Strategicplan for thefuture.
Role and functionof unit leader
• Situationalleadership:
1 1/2 Team BuildingGames.
• G roup Dynamics.
• W o rking in a small group
� Directing. ProgrammePlanning
• W eeklyprogrammed andannual programme.
� Coaching. • S teps in planning.� Supporting.� Delegating.
Time Management • P ersonaldiscipline.
• Facilitator of boyslearning
1 1/2 • S cheduling.
• Change Agent : • O rganisingactivity.
� Teach valuesystem.
• D ocumentationand proper records.
� Develop boyleadership.
• P lan your work.• W o rk your plan.
� Empowermentof young peopleto develop andlead.
• M aintainprocedures.
M
?
S ?
28
ProgrammePlanning
• What and why ofprogrammeplanning?
1 1/2
• Three bases ofprogrammeplanning.
� Enjoyable activity.� Outdoor activity.� Provision for
achievement.• Important pointers
for programmeplanning.
• Planning yourunit’s AnnualProgramme ofActivities.
Risk Assessmentand Managementsystem
• Hazardidentification.
1 1/2
• Risk Assessment.• Risk Controloptions and decision.• Implementation ofcontrol measures.• Effectivesupervision.• Check list.
Teaching ofGames
• The art of storytelling.
1 1/2
� Why story telling?� Different kinds of
stories.• The teaching ofgames.� Why are games
important inscouting?
� Different kinds ofgames used inscouting.
� Games leadership.UnitAdministration
• Unit Register 1 1/2
• Personal data.• Attendance.• Annual
registration.o UnitFinancialRecords.
� Saving / currentaccount.
� Records of incomeand expenditure.
� Petty cash.� Annual statements
of accounts.� Invoices and
receipts.� Stock
books.� Files and
circulars.� Correspond
ences andmeetings.
UnitFinancialRecords.
29
3) SCOUTCRAFT
Unit Meeting(Theory andPractical)
• Unit Meeting I(Theory)
4 hrs
� What is unitmeeting?
� What are theingredients of agood unit meeting?
� Different scoutceremonies.
• U nit Meeting II(Practical)
� How to construct aflagstaff.
� How to fold andbreak a flag.
� How to form thehorse shoe forassembly.
� How to use handsignals forassembly a n dceremony.
� How to use basicfoot drillcommands t ocontrol theceremony.
Camp craft skills • Camping ingeneral.
3 hrs Advance Campcraft Skill
• C amping ingeneral.
• About tents. • D iff erent kind oftent.
• Pitching a tent. • P itching a tent.• Striking a tent. • S triking a tent.
• C amping standard.
Pioneering Skills • Knots a n dlashings.
3 hrs AdvancePioneering Skills
• K nots andLashing.
• Reef knot. • B owl – line.• Clove Hitch. • W h ippings.• Guy line Hitch. • S quare Lashing.• Sheet Bent. • D iagonal Lashing.
• S heer Lashing.OrienteeringSkills
• What isorienteering
3 hrs AdvanceOrienteering Skills
• H ow to set a map.
• What is compass. • H ow to read gridli ne.
• Diff erent parts ofcompass.
• H ow to interpret amap.
• How to usecompass.
• H ow to write logbook.
Camp Fire LeaderSkills
• An introduction toscout camp fire.
4 hrs Advance CampFire Leader Skills
• D emonstration of ascout camp fire.
• Demonstration of ascout camp fire.
• Running andpreparation of ascout camp fire.
• First handexperience throughparticipation.
• O rganising a campfire.
Reflection • What is reflection? 2 hrs Evaluating UnitActivities
• W WW Approach.
• What went well ? • R eceiving anobtaining feedback,
• What went wrong?• Follow up actions.• WWW Approach.• Using W WW
Approach in patrolin c ouncil andpatrol leaders’council.
S
?
?
?
?
?
?
?
?
?
?
?
S
S
30
Developing Training Modules
Flowchart
ORIENTATION (4 hours)
BASIC COURSE
Modular system and hands on at camp
ADVANCED COURSE
Modular system and hands on at camp
ON-THE-JOB TRAINING
(6 months)
AWARD OF WOODBADGE
GROUP 4
FUNCTION: ___________Unit Leader Training
__________________________________________
1st
Stage 2nd StageCompetency
Modules Subjects Time Modules SubjectsLaw & Promise 0.5Mission Statement 0.5History 1Organization Structure 1P.O.R. 2Role of Unit Leader 2APR/WOSM 1Ceremony 2Patriotic 0.5Scouting RegistrationSystem
1
AIS Policy 1
ScoutingFundamental
Module 1ScoutingKnowledge
Management of Group 1Group Meeting 1Risk Management 2Financial Component 1Inventory of Stocks 0.5Filing System 1Public Relation 2
Management Module 2Management
31
Camp fire leaderPioneeringGame & SongKnotting/LashingCampingHiking & Expedition
Scout-craft
CookingObservationOrienteering & MapReadingEstimationAstronomyJungle Tracking
Modules 3Scouting Skills
Presentation SkillsYouth Program 2Badge System 1Advancement Scheme 1Patrol System 2
Planning 2Age Section 1
Methodology Modules 4Scout Method
Values 1Health Care 2Environment Protection 2Community Service 3Adolescent 1Children’s Right 1
SocialResponsibility
Modules 5YouthDevelopment
Bandaging 1Fracture 1CPR 2
Medical Module Modules 6First Aid
Li fe Saving 2Treatment of wounds,burns, diseases, bites, foodpoison, etc.
2
Stretcher 1Emergency Information 0.5Medicine 0.5
Computer Skills 3E-Mail & Internet 1Web-page Design 4Data Base 4
ICT Module Modules 7ICT
Cub Scouting 4Boy Scouting 4Venture Scouting 4Rover Scouting 4
Special TopicModule
Modules 8Scouting Program
Remarks: You should read the “Scouting for Boys” and “Scout Handbook” before finishing the 1st stage.
32
Unit Leaders
First Stage (compulsory) 3-monthsModule 2 can be skipped with outside agency’s certificate)
Module 1ScoutingFundamental
Module 2Management
Second Stage (compulsory with credit transfer) 6-monthsModule 5, 6 and 7 can be skipped with outside agency’s certificate)
Module 3ScoutingSkills
Module 4ScoutingMethod
Module 5YouthDevelop-ment
Module 6First Aid
Module 7ICT
Module 8ScoutingProgram
Compulsory reading:Scouting for Boys and Scout Handbook
Af ter complete the modules,Interview with District Commissioner (1 month)
Evaluation/assessment
Issue of Warrants1 month
Wood badge1 month
NB: This is only for one section unit, if one unit leader is transferred to different unit, he/she onlytake particular section and one more additional modules and be interviewed by respective DC.
The flow chart of unit leader training program,
6-gear Scout Association
33
Patriotic Know the country
National anthem and Flag
Leaders of the Nation
Past and present leaders
Tradition and proud of the country
Scout Songs
Scouting Registration
System
Ideals of Registration
How to register through computer
Deadline
Fees
AIS Policy Concept and its application of AIS
Training opportunity and support
Adults Responsibilities
Module 1Scouting KnowledgeSubject ContentLaw & Promise Meaning of the scout law & promise
Mission of Scouting WOSM mission statementOur mission
History B-P’s LifeHistory of National ScoutingWorld ScoutingAPR Scouting Movement
Organization Structure Unit StructureDistrict/Province/National StructureCommitteesWorld and APR Structure
P.O.R. Explain the PORBadges & UniformMembershipWarrantAwards
Role of Unit Leader Function of a unit leadersResponsibilitiesGroup CommitteeCourt of HonourPatrol Council
APR/WOSM APR ScoutingWOSM and World Events
Ceremony Flag CeremonyOpening and Closing FunctionReceiving awardsScouts’ ownDisplay and preparationVIP reception
34
Module 2ManagementSubject ContentManagement of Group Group Organization
Committee meetingCalendar PlanningProgram Planning
Group Meeting How to run the meetingHow to design the activitiesAgenda and minutesDecision-Making
Risk Management Fire fightingSafe Scouting EnvironmentWater safetyInsurance procedureChildren’s right
Financial Component AccountingBudgetingBankingFund-raising
Inventory of Stocks Stock proceedingRecord and Book KeepingWarehouseScout roomEquipment
Filing System Filing MethodsImportance of FilingRecord Keeping & Computer Data base
Public Relation MediaNews ConferenceInter-personal RelationshipCommunication
35
Modules 3Scouting Skills
Subject ContentCamp fire leader Camp fire Building
Camp fire ProcedureCamp fire songsHistory of camp fire
Pioneering LashingMonkey BridgeTowerRope and its care
Game & Song Different types of gamesHow to lead different types of gamesSafety method of gamesHow to lead a Scouting songAction songsEducation Objective
Knotting/Lashing All the knots: Square Knot, Reef Knot, Sheet bend, Figure-8Knot, Fireman chair knot, Square Lashing,Rope care
Camping Procedure of fixing the campHow to choose the camp siteCamping EquipmentDifferent types of tentsCamping programCamping RulesImprovides CampWilderness SurvivorSimple GagesBreak CampPackingPreparation for different weather conditions
36
Modules 4Scout Method
Subject ContentYouth Program WOSM Youth Program Policy
Government Youth Program Policy
Development, Implementation, delivery, and evaluation ofyouth program
Badge System How it worksDifferent types of badges according to the unitUniformHow to use the badge system to achieve scouting goalRecordsRules of badgesMerit badges
Advancement Scheme Different advancement scheme according to unitHow it worksHow to achieve scouting goal through advancement schemeRecords
Patrol System The definition of patrol systemFunction and responsibilitiesTeamworkSymbolic framework of patrol systemPatrol spiritsThe Lines of a patrol
Planning Planning SkillsDifferent types of planningHow to design a Training Program
Age Section Definition of Age SectionPeer groupCharacteristic of different age sectionsAge Sections of various section
Programme PolicyProgramme Policy
Youth Programme
programme
S
P S
37
Modules 5Youth Development
Subject ContentValues Universal Values
Scouting ValuesCommunity ValuesEvaluation of Values
Religious Values
Health Care Personal Health CaresPublic Health CaresRespect your bodyPersonal HygieneExerciseDrugs
EnvironmentProtection
Different types of pollution and its causesRecyclingSolar EnergyConservation
Community Service Different types of communities service projectsKnow your communitiesGovernment program for youth
Adolescent Characteristic of adolescentCo-educationPeer groupNeeds and aspiration of young people
Children’s Right What is Children’s rightImplication of Children’s right in scouting activitiesChild abuses
S
38
Modules 6First Aid
Subject ContentBandaging Different types of bandaging
Bleeding and its treatmentParts of the body
Fracture Different types of fractureTreatment of fracture
CPR Definition of CPRWhen and how to use CPRSituation analysis and treatmentProceduresPractical training
Li fe Saving Life saving SkillsBasic Life savingWater RescueSafety on swimmingAccidentsUse of Life saving jacket
Treatment of wounds,burns, diseases, bites,food poison, etc.
First Aid KitDifferent types of wounds and its treatmentProcedure, action to be taken, and follow up Report
Stretcher Different types of stretchers
How to make a simple stretcher
EmergencyInformation
Police, Fire DepartmentCivil DefenceSearch and RescueAmbulanceTraffic ControlRed CrossHospital
39
Modules 7ICT
Subject ContentComputer Skills Basic usage of computers
Hard and soft wares
E-Mail & Internet How to use e-mail and internet
Web-page Design How to design a simple web page using different types ofsoftware package
Data Base Update recordsUse and application of data base packageUsing data base to manage the unit scout record
Modules 8Scouting Program
Subject Content
Cub Scouting History of Cub Scouting
Cub Scout Advancement Scheme“The Jungle Book”Cub Scout CampoutCommissioner Award
Boy Scouting History of Boy ScoutingBoy Scout Advancement Scheme“Scouting for Boys”Chief Scout Award
Venture Scouting History of Venture ScoutingVenture Scout Advancement SchemeThe Award System, King Scout Award
Rover Scouting History of Rover ScoutingRover Scout Advancement Scheme“Rovering to Success”
Programme
40
PioneeringSpecialist
OutboundTrainingSpecialist
Knots andLashingSpecialist
CampfireLeadersSpecialist
First AidSpecialist
InternationalUnderstandingSpecialist
OutdoorGamesSpecialist
CampingSpecialist
PatrolLeaderSpecialist
ICTSpecialist
RiskManagementSpecialist
ScoutingSongsSpecialist
Additional Modules
42
The New Paradigm Business(Robert D Harris, 1993)
“The most visible difference between the corporation ofthe future and its present-day counterpart will not be the
product they make or the equipment they use …
but
Who will be working,
How they will be working,
Why they will be working
and
What work will mean to them”
Employees of the future (Free Agents)• Known as Generation X [Net or Scho-boam Generation (people born between 1977-1997).
Grow up in digital age].
• Knowledge worker - information and media savvy.
• Multiple career. Don’t expect a lifetime career with a single employer.
• View themselves as contract worker; lending their services and expertise for a time.
• Take own responsibility for charting and preparing their own professional future.
• Engage in self-directed learning that is career specific.
• Strong advocates of life-long learning.
• Develops competencies to promote employability and career success based on knowledgeand network.
• Portfolio of assets - a collection of skills that makes them value-added contributors.
• Expect employers to offer them opportunity for growth through learning and application ofthat learning.
• Use spare time to learn.
• Seek to learn wherever and from whoever they can. Little patience with planned learningexperiences that don’t match their desired format, timing and location.
• Regards constant and turbulent change as normal - more attuned to the need foradjustments.
• Usually not interested in ladder climbing - don’t bother so much about organisational rank,age or tenure.
43
Challenges for HRD
• Planning greater emphasis on learning to build expertise, specialist knowledge
– provide opportunity to learn new skills
• Allowing employees reinvent themselves within organisations as they acquirenew useful skills
• Allowing flexibility in design and delivery of learning
• Creating system to track learning, audit learning and support transfer of learning
• Reviewing appraisal system that include learning - reward learning
• Facilitating learning and reflection
• Using technology-based instruction and instructional design
• Focussing on employability and opportunity for growth
• Co-ordinating individual and organisational learning (complementary)
• Managing and sharing of knowledge
• Removing barriers to learning and applying learning
• Linking learning to longer-term career goals
• Developing and maintaining networks
• Exploring new learning technologies / opportunities
Essential Components
of HRD
Integrating and improvingperformance of other people
Working with andthru’ other people
Facilitatingdevelopment,change andlearning
44
New employer-employee contract
“You are responsible for your own career…
Employer provides the experience andtraining to keep you marketable and
employable but
NOT
necessarily a job forever”
Walter Kiechel II
Fortune, 4 April 1994
Revolution inEducation
“The real illiterate of the 21st Centurywon’t be he or she who can’t read or
write, but he or she who cannot learn,unlearn and relearn”
Alvin Toffler, 2000
45
New Economy
Innovation ~ CreativityLife-long LearningProcess-skillEmpowermentTeam-playerOutsourcingDouble-loop learningMulti-focus thinkingStrategic alliancesElectronic networkingManaging Diversity
How tomanage changes
•InformationTechnology•Advancedtelecommunication•Increasedcompetition•Removal of tradebarriers•Restructuring / Re-engineering•Mergers &Acquisitions
What’shappening
Knowledge-basedEconomy
•One-person org.(entrepreneur)•project based•knowledge-worker(computer & media literate)•Multiple career•teleworking•flexible organisationalstructure•Globalisation - singlemarket / borderless world•E - “Everything”•Service economy•Life-long learner -employability•Facilitator
Old Thinking Concept New Thinking Concept
Order out of stability / certainty Order out of Chaos / ambiguities
Status-quo Change
Human Resource Human Capital
Job description Person description
Career development Job planning
Mentoring Reverse mentoring
Single-loop Double-loop
Training Learning
Trainer Facilitator
Manager Coach
Leader Follower-leader
Control Trust
Authority Autonomy / Empowerment
Judgemental focus Developmental focus
Single appraisal Multiple appraisal (360 system)
Permanent staff Free agent (outsource)
Brick and Mortar (tangible asset) Atom and Air (intangible asset)
STRUCTURE NetworkingPHYSICAL TEAM Virtual team
Elephant organisation Fleas organisation
Life long employment (single career) Employability (multiple career)
Retain Bosses Fire Bosses
Fire customer (make life intolerable toemployee)
Seek customer (cost-benefitperspective
47
PARTICIPANTS DIRECTORY
SL
No
Name Position/NSO Address/Contact
No./Email
1 Dr. Mirza Ali Haider National Training
Commissioner
Bangladesh Scouts
70/1 Purana Paltan Line
Inner Circular Road, Kakrail
Dhaka 1000 Bangladesh
Tel No.:+880 2 933 7714
FaxNo.:+880 2 934 226
Mobile Phone:+880
171520665
Email: scouts@bangla.net
mder@bdonline.com
2 Mr. Matassim Bin
Haji Duraman
Chief Executive
Commissioner
Persekutuan Pengakap
Negara Brunei
Darussalam
No. 55 SPG 1253 KG Batu,
Jln. Limau Manis Ampar,
Brunei Darussalam
Tel No.: +673 2 683 245
Mobile Phone: +67 883 2456
3. Hj Noordin Hj Kasah HQ Commissioner
PPNBD
Persekutuan Pengakap NBD
Ibu Pejabat Pengakap
P.O. Box 222, Bandar Seri
Begawan Brunei Darussalam
Tel No.: +673 266 1166
Mobile Phone: +673 872
1607
4. PG Mahdi PG Hj
Mohd Salleh
HQ Commissioner
PPNBD
Lot 18373 Spg 25, Jln Haji
Halus, Kg Bunut, Brunei
Darussalam
Tel No.: +673 2
380704/380714
Mobile Phone: +673 887
0807
Email: mahsal88@yahoo.com
5. Hj Abu Bakar Bin Hj
Othman
District Commissioner
Belait, PPNBD
SPG 455-14 Kecil
No. 10, Jln Keil Lumut
Tel No.:+673 2 326 6667
Mobile Phone:+673 880
5186
6. Hajah Sharifah Noor Bte
Syed Ibrahim
HQ Commissioner
PPNBD
Ibu Pejabat Pengakap,
Gadong
Brunei Darussalam
Tel No.:+673 2 651956
Fax No.:+673 2 652272
Mobile Phone:+67 872
1300
7. Abdul Manan Bin Hj
Abdul Latip
HQ Commissioner
B2 Block B. Wisma Puri
Flat
SPG 540, Jln Tutong
Brunei Darussalam
Tel No.: + 673 2 653126
Mobile Phone: +673 877
2233
8. Hj. Mohammed Bin Hj
Ali
District Commissioner,
PPDT
Tutong, PPNBD
51 KG Tumpuan Telisan,
Tutong, Brunei
Darussalam
Mobile Phone: +673 894
606
PPNBD
/
48
9. Burhanuddin Bin Hj Md
Daud
Penolong Pesuruhjaya
Pengakap (Rancangan
Kegiatan dan Latihan)
Persatuan Pengakap
Daerah Tutong/PPNBD
No. 268 Kampong
Panchopapan
Tutong TA1941
Brunei Darussalam
Mobile Phone: +673 877
9730
10. Abdul Sidik Bin
Mohamed Salleh
Scout Leader
PPNBD
H19/15 100 Lorong 3
Seria Belait
Simpang, Brunei
Darussalam
Tel No.:+673 2 226822
11. Effaraihan Bte Hj Salam Scout Leader
Tutong, PPNBD
Ibu Pejabat Pengakap
Daerah Tutong, Brunei
Darussalam
Mobile Phone:+673 862
5394
12. Husin bin Budin @
Brudin
PPNBD
125 SPG 342-22
KG Sturj. STKRJ Tungku
Gadong, Brunei
Darussalam
Mobile Phone+673 880
0397
13. Hj Mohd Yussof Bin
Mohd Salleh
Deputy Secretary
General
PPNBD
Persekutuan Pengakap
NBD
Ibu Penjabat Pengakap
P.O. Box 222, Bandar
Seri Begawan Brunei
Darussalam
Tel No.: +673 2 337174
Mobile Phone: +673 876
6076
14. Haji Othman Durani Pesuruhjaya Ibu
Pejabat
PPNBD
1521 Sulapsehia, SPG 1523
Kpg Telisai, Tutong, TC 1145
Tel No.: +673 2 424 4336
Mobile Phone: +673 863 2610
15. Hj Md Salleh Bin Hj
Ahmad bin
Asst. District
Commissioner
PPNBD
No. 2 SPG 120-48-70-17 S
TKEJ
Mumong Kuala Belait
KA 1731 Breunei Darussalam
Tel No:+673 2 334 1687
Mobile Phone:+673 8620 414
16. Effayane Binti Haji
Salam
Scout Leader
Tutong, PPNBD
Ibupejabat Pengakap Daerah
Tutong
Brunei Darussalam
Mobile Phone:+673 886 8563
Email: shalyanne@hotmail.com
17. Hj. Suhaibon bin Hj
Othman
Pesuruhjaya Ibu
Pejabat Bhg
Keagamaan
PPNBD
P.O. Box 184, Gadong
6, Jalan Padang Baru
KG Penanjong Tutong
Brunei, Darussalam
Tel No:+673 2 2225227
(Pejabat)
Fax No.:+673 2 2225226
Mobile Phone:+673 873 3453
Email:
bonjovi_453@hotmail.com
Asst. Dist. Commisioner
(Planning Training),
Tutong, Tutong/PPNBD
/
HQ Commissioner,
,
HQ Commissioner
Religion, PPNBD
49
18. PG Matahir bin PG
Luba
District Commissioner
Brunei Muara
No. 13 Jin 88 SPG 7-23
Perumahan Lambak Kanan
Brunei Darussalam
Tel No.:+673 2 390278
Mobile Phone:+673 886 0278
Email: matamet@hotmail.com
19. Captain Hj Narawi
Bin Hj Omar Ali
Elite Scout
Commissioner
BSB/PPNBD
No C3 Jalan Pengiran Di-gadong
Berarakas kem
Berakas Garrison, Brunei
Darussalam
Tel No:+673 2 394 776
Mobile Phone:+673 886 8311
20. Harani Bte Hasa
Scout Leader
PPNBD
Ibu Pejabat Pengakap Daerah
Tutong, Brunei Darussalam
Mobile Phone: +673 878 9154
21.
Samsudin Bin Hj
Ahmad
PPNBD No. 5 Jln 16 SPG 63
Perpindahan Lambak
Kanan, N.B.D.
22 Junaidi Hj Hussin HQ Commissioner
PPNBD
F 12: 1 Flat Perumahan
Kerajaan, Beribi BE 1118
Brunei Darussalam
23. Hj Domeng bin Hj
Abd Wahab
Facilitator
National HQ
Commissioner
(Research & Archive)
Persekutuan Pengakap
Negara Brunei
Darussalam
P.O. Box 1554
BSB BS 8673, Brunei
Darussalam
Tel No.: +673 2 392021
Fax No.:+673 2 391676
Mobile Phone: +67 872 1676
24. Mr. Chang Wen-
Shing
Scout Executive
The General
Association of the
Scouts of China
9 Lane 23, Sec. 1 Chien-kuo N.
Road
Taipei, Taiwan Repu. of China
Tel No.:+886 2 274 01336
Fax No.:+886 2 2773 6525
Email: wschang@scout.org.tw
25. Mr. Chang Jui-
Song
National Training
Secretary
The General
Association of the
Scouts of China
9 Lane 23, Sec. 1 Chien-kuo N.
Road
Taipei, Taiwan Repu. of China
Tel No.:+886 2 274 01336
Fax No.:+886 2 2773 6525
Email:
chang.jinsung@msa.hinet.net
26. Mr. Li Yung-Chan Leader Trainer
The General
Association of the
Scouts of China
123 Sing-hing St. Tam-shui
Town
TPC, Taiwan Rep. of China
Tel No.: +886 2 2620 3646
Fax NO.:+886 2 2629 4443
Email: lee@shes.tpc.edu.tw
PPNBD
,
PPNBD
HQ Commissioner-
(Research & Archive)
PPNBD
,
,
50
29. Mr. Konosuke
Kobayashi
Director, Educational
Dept.
Scout Association of
Japan
4-11-10 Osawa, Mitaka-shi,
Tokyo 181-0015, JAPAN
Tel No.:+422 31 5168
Fax No.:+422 31 5162
Email:
kobayashi@scout.or.jp
30. Ms. So Yeon Min Professional HQ
Staff Korea Scout
Association
Yeouido-Dong 18-3, Seoul,
Korea
Tel No.:+82 2 6335 2034
Fax No.:+82 2 6335 2020
Email: symin@scout.or.kr
31. Mr. Haji Sidek bin
Haji Mohd Ali Green
Asst. State
Commissioner
W.P. Labuan,
Persekutuan Pengakap
Malaysia
49 Taman Sehat
Kerupang 3, 87009 W.P.
Labuan, Malaysia
Tel No.:+60 13 854 5163
32. Mr. Han Siew Kwong
Asst. State
Commissioner
W.P.
Labuan/Persekutuan
Pengakap Malaysia
P.O. Box 140
8700 W.P. Labuan, Malaysia
Tel No.:+60 87 431787
33. Mr. Alfhian Jeffri Chin Adult Leader
Persekutuan Pengakap
Malaysia
Lot 6 Tama Jasa, 87008
Labuan
Malaysia
Tel. No.:+60 19 8713131
Email: laucadia@tm.net.my
34. Mr. Kalaimani A/L
Supramaniam
National Rover Scout
Leader
Persekutuan Pengakap
Malaysia
5 Belakang Hospital
09300 Kuala Ketil, Kedah,
Malaysia
Tel. No.:+604 416 3439
Fax No.:+604 4160 559
Mobile Phone:+6013 468
4785
Email: maniria@yahoo.com
35. Mr. Haji Ibrahim bin
Haji Ismail
State Commissioner
W.P.
Labuan/Persekutuan
Pengakap Malaysia
c/o Peti Surat 107
8700 W.P. Labuan,
MALAYSIA
Tel No. :+60 87 412695
Fax No. :+60 87 412184
36. Mr. Bhakta
Rajbhandari
National Training
Commissioner
Nepal Scouts
Bhaktapur 15, Mibachen,
NEPAL
Tel No.:+977 1 661 1211
Fax No.:+977 1 661 1143
Email:
bkeveres@mail.com.np
W.P. Labuan, Persekutuan
Pengakap Malaysia
Rover Scout
Leader,
Scout Leader,
W.P. Labuan, Persekutuan
Pengakap Malaysia
,
51
37. Mr. Lee Yue Hung
John
Asst. Leader Trainer
Singapore Scout
Association
37 Jalan Limau Nipis
Singapore 468290
Tel No.:+65 6241 0424
Email: johnleeyh@yahoo.com.sg
38. Mr. Han Song Guang Member
Singapore Training
Team
Block 921 Tampines St. 91
#104-201 Singapore 520921
Tel. No.:+65 678 21419
Email: sghan@magix.com.sg
39. Mr. M. Supramaniam District
Commissioner &
Asst. Leader Trainer
Singapore Scout
Association
Block 734 Yishun Ave. 5
03-420, Singapore 760734
Tel No.:+65 6758 7337
Fax NO.:+65 6731 9814
Email:
m_supramaniam@yahoo.com.sg
40. Mr. Sayun Santad National
Commissioner
National Scout
Organization of
Thailand
Vajiravudh House, National
Stadium
Rama 1 Street, Bangkok 10330
THAILAND
Tel No.:+66 2 219 2731
Fax No.:+66 2 219 2108
41. Mr. Amnach
Vetayaprasit
Member, Training
Team
National Scout
Organization of
Thailand
Vajiravudh House, National
Stadium
Rama 1 Street, Bangkok 10330
THAILAND
Tel. No.:+66 2 215 3539
Mobile Phone:+66 1 82 60496
42. Mr. Saleh
Mohammad Saleh
Saudi Arabia Scout
Association
P.O. Box 5671, Madinah
Tel. No.:+966 553 03429
Email: salehms@yahoo.com
43. Mr. Abdullah Safar
Al-Ghamdi
Saudi Arabia Scout
Association
Saudi Arabia, Najran
Tel. No.:+966 557 25725
Fax No.:+966 752 21546
Email: showil@hotmail.com
44. Mr. Yousef Saleh Al-
Haggas
Saudi Arabia Scout
Association
Saudi Arabia
Tel No.:+966 364 3619
Fax NO.:+966 365 1509
Email: haggass@yahoo.com
45. Dr. Hamad A.H. Al-
Yahya
Adult Resources
Commissioner
Saudi Arabia Scout
Association
P.O. Box 12, Riyadh 11342
Tel No.:+966 552 59466
Email:
yahya515@hotmail.com
46. Mr. Mohammed
Abdullah Al-Natheer
Saudi Arabia Scout
Association
P.O. 20779, Riyadh 11465
Saudia Arabia
Tel No.:+966 552 39636
Email:
m_alnatheer@yahoo.com
,
,
,
,
,
52
Observers:
1 Hjh Hadijah Hj Abd Harith PPNBD A9 ‘c’ Jlln Kg. Perpindahan
Lambak Kanan, BC 2915,
N.B.D.
Tel No.:+673 861 7049
2. Masrura Hj Moksin PPNBD No. 9-499 KG Batu Apoi
Temburong, PC 1151
N.B.D.
Tel No.:+673 863 2747
3. Md. Firdausin Bin Hj Ang
Matusin
PPNBD No. 2 Spg 897 Kg Serdang
Mukin Kota Balu
Tel No.:+673 880 9742
4. Kamarulsalihen bin Hj
Zain
PPNBD HP:+673 885 1710
5. Eddy nor Zahsin bin
Jumat
PPNBD No. 140 Jalan Ban 6, Kg
Mulant, N.B.D.
HP:+673 889 7605
Tel No.:+673 2 266 2804
53
SL
No
Name Position/NSO Address/Contact No./Email
1 Abdullah Rasheed
Workshop Advisor
Regional Director
World Scout bureau/Asia
Pacific Region
4F ODC Int’l. Plaza Building
219 Salcedo Street, Legaspi
Village
Makati City, PHILIPPINES
Tel No.: +63 2 8180984/ 817
1675
Fax No.: +63 2 819 0093
Mobile Phone: +63 917 896
8556
Email: rasheed@apr.scout.org
2 Mr Hj Zainal
Abidin bin
Penghulu Hj
Ibrahim
Workshop Advisor
Chief Commissioner
Persekutuan Pengakap
Negara Brunei
Darussalam
Tingkat 4, Bangunan Ibu
Pejabat PPNBD Kompleks
Pengakap, Jalan Gadong BE
4119
Brunei Darussalam
Tel No.:+673 2 425312
Fax No.:+673 2 420822
Email:
brunei_scouts@hotmail.com
3. Dr Effendy bin
Rajab
Resource Speaker
Director
Adult Resources
World Scout
Bureau/Geneva
P.O. Box 241
CH 1211 Geneva 4,
SWITZERLAND
Tel No.: +4122 705 1080
Fax No.: +4122 705 1020
Mobile Phone:+41
65967790512
Email:
meffendy@world.scout.org
STAFF DIRECTORY
4. S. Prassanna
Shrivastava
Resource Speaker &
Coordinator for
Programme
Director
Administration and
Resources
Development
World Scout
Bureau/Asia Pacific
Region
4F ODC Int’l. Plaza Building
219 Salcedo Street, Legaspi
Village
Makati City, PHILIPPINES
Tel No.: +63 2 8180984/ 817
1675
Fax No.: +63 2 819 0093
Mobile Phone: +63 917 518
7110
Email:
prassanna@apr.scout.org
5. Hj Zainuddin Hj
Jaafar
Coordinator,
Administration
Secretary General
Persekutuan Pengakap
Negara Brunei
Darussalam
No. 11 SPG 41-21 Jln Kecil
Masin
KG Masin, Brunei BH2723
Tel No.: +673 2 680 164
Mobile Phone: +673 884 4494
6. Dr. Evelina M.
Vicencio
Resource Speaker
Leader Trainer, Boy
Scouts of the
Philippines &
Coordinator, APR Tools
and Development Task
Force
37 Aguinaldo St., U.P. Campus
1101 Diliman, Quezon City
Philippines
Tel/Fax: +632 928 5423
Email:
emvicencio@edsamail.com.ph
B
54
7. Nur Aini
Mohammad
Resource Speaker
Leader Trainer and
Training Secretary
Singapore Scout
Association
1 Bishan Street 12
Singapore 821171
Tel No.: +65 62592858
Fax No.:+65 62592118
Mobile Phone: +65 9450
6419
Email:
dolpheen@starhub.net.sg
8. Hj Ismail bin Dato
Paduka Haji Abdul
Hapidz
Workshop Director
Deputy Chief Executive
Comimision cum
International
Commissioner
Persekutuan Pengakap
Negara Brunei
Darussalam
No. 367, Kampung Mulaut
Simpang 143, Jalan Lubuk,
Sigurun Km 6 Jalan Mulaut
Tel No.: +673 2 670440
Mobile Phone: +673 872
5957
9. Hj Domeng bin Hj
Abd Wahab
Facilitator
National HQ
Commissioner
(Research & Archive)
Persekutuan Pengakap
Negara Brunei
Darussalam
P.O. Box 1554
BSB BS 8673, Brunei
Darussalam
Tel No.: +673 2 392021
Fax No.:+673 2 391676
Mobile Phone: +67 872 1676
10. Hj Badar bin Hj Ali
Facilitator
Deputy Chief National
Commissioner
Persekutuan Pengakap
Negara Brunei
Darussalam
Persekutuan Pengakap
Negara Brunei Darussalam
National Headquarters
4/F PPNBD Building, Jalan,
Gadong
Brunei Darussalam
Tel No.: +673 2 672110/872
4494
Fax No.: +673 2 244 9050
Mobile Phone: 872 4496
11. Zainudin bin Ishak
Facilitator
Asst. Estate Manager
Persekutuan Pengakap
Negara Brunei
Darussalam
P.O. Box 535 MPC Berakas
BB 3577
Brunei Darussalam
Tel No.: +673 2 455 550
Fax No.:+673 2 455 550
Mobile Phone: +673
8861249
Email:
zaibruscout@hotmail.com
12. Hj Awg Hassan bin
Hj Abd Hamid
Facilitator
Persekutuan Pengakap
Brunei Darussalam
National Training Team
Secretary
No. 24 SPG 525 Kg. Masin
BH 2723, Brunei Darussalam
Tel No.: +673 2 681 304
Fax No.:+673 2 391 676
Mobile Phone: +67 874 2304
13. Hj Ismail bin Dato
Paduka Haji Abdul
Hapidz
Facilitator
Deputy Chief Executive
Comimision cum
International
Commissioner
Persekutuan Pengakap
Negara Brunei
Darussalam
No. 367, Kampung Mulaut
Simpang 143, Jalan Lubuk,
Sigurun Km 6 Jalan Mulaut
Tel No.: +673 2 670440
Mobile Phone: +673 872
5957
,
55
14. Saifulrijal Hj Md
Hussain
Quartermaster
National HQ
Commissioner
Persekutuan Pengakap
Negara Brunei
Darussalam
P.O. Box 461, MPC Airport
Lama BB3577
Brunei Darussalam
Fax No.:+673 2 420822
Mobile Phone: +673 871
0730
Email: fuzi36@yahoo.com
15. Lilian R de Luna
Secretariat In-Charge
Executive Secretary cum
Librarian
World Scout bureau/Asia
Pacific Region
4F ODC Int’l. Plaza
Building
219 Salcedo Street,
Legaspi Village
Makati City, PHILIPPINES
Tel No.: +63 2 8180984/
817 1675
Fax No.: +63 2 819 0093
Mobile Phone: +63 917
896 8556
Email:
lilian@apr.scout.org
16. Mohd. Jayah bin Haji
Dollah
Asst. District
Commissioner
Kuala Belait/PPNBD
TSW/411
Brunei Shell Petroleum Co.
San BHD, Seria KB3534
Kuala Belait, Brunei
Darussalam
Tel No.:+673 3 3375185
Fax No.:+673 3 3374647
Mobile Phone:+673 864
8235
17. Abdul Manan Hj Abd.
Latip
Computer Operator
National HQ
Commissioner
(Arts and Culture)
Persekutuan Pengakap
Negara Brunei
Darussalam
B2 Block 13, Wisma Puri
Apartment
SPG 540, Jalan Tutong,
Brunei Darussalam
Tel No.: +673 2 653126
Fax No.:+673 2 380192
Mobile Phone: +67 877
2233
Email:
amal6336@hotmail.com
18. Hajah Mergawati Hj
Abd. Manaf
Documentalist
Adult Leader
Persekutuan Pengakap
Negara Brunei
Darussalam
No. 45, Kg. Kiarong, Jln
Dato Ratna
BE 1318, Brunei Darussalam
Tel No.:+673 2 420342 (H)
Fax No.:+673 2 452152 (O)
Mobile Phone: +673 826
9833
Email:
dmegamect@yahoo.com
19. Hajah Norliza bt
Dato Seri Setia Hj
Mahalle
Computer Operator
Adult Leader
Persekutuan Pengakap
Negara Brunei
Darussalam
DJ-A Dataran Jangsak Spg
872
KG Jangsak, Jln Gadong BF
2720
Negara Brunei Darussalam
Tel No. :+673 2663306
Fax No.:+673 2 661461
Mobile Phone:+673 8717915
Email:
lizamahalle@yahoo.com
Scout
Scout
World Scout Bureau Mondial du Scoutisme
Asia-Pacific Regional Office
Bureau RÈgional Asie-Pacifique
P.O. Box 4050
MCPO 1280
Makati City, Philippines
4/F ODC International Plaza Building
219 Salcedo Street, Legaspi Village
Makati City, Philippines
Tel: (+63 2) 818 09 84
(+63 2) 817 16 75
Fax: (+63 2) 819 00 93
(+63 2) 401 39 84
wsb@apr.scout.org
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