Corporation Training Consulting Report
_TEAM4
NAM, YOU KYOUNG
SEO, MIN HWI
KIM, EUNA
PARK, HYUN HEE
PARK, NAEUN
_ CREDU & KBI
Introduction
Commercial _ CREDU
1. About Organization
2. Training Program
3. Reflection
Non-commercial
_ Korea Banking Institute
1. About Organization
2. Training Program
3. Reflection
Conclusion
1
2 3
4
1. Introduction
According to 2013 American Society for Training and Developing (ASTD),
2013 HRD Issues are
Learning program
designer & implementer
Strategic HRD partner for organization
• Content
• Community
• Global perspective
Data Analysis Method
• ISD model from Employee Training and Development (5th Ed.) to
general approach
• transfer of training model to transfer design
• Kirk-Patrick’s evaluation model to evaluation design
1. Introduction
vision Learning Designer for Your Value
mission We contribute to increase customers’ value by creating the best learning
services based on creativity and expertise.
core
value
People – Respect each individual’s personality.
Challenge – Always challenge to meet higher goals.
Excellence – Be passionate and become the best in each field.
Customer – Satisfy customers with differentiated products and services.
slogan Design Your Value
2. Commercial : about CREDU
For new staff For managers For
general directors
The settlement of
CREDU Value/
Culture
Connection
between
Vision and
Business
strategy
The improvement
of performance by
Developing
Expertise
Competency
Performance-
Based building
infrastructure
CLP (CREDU Leadership Program)
2. Commercial : about CREDU
A basic direction of employee training
Need Assessment
1. Organizational Analysis
: Output Oriented, Affluent Training Resources
2. Person Analysis: 그룹장 (Team directors)
3. Task Analysis
: development of leader’s competency Like performance management and leadership skills
2. Commercial : about CREDU
CLP (CREDU Leadership Program) Process
Performance
managementLeadership
turn-aroundPre-test
Opening
sessionLesson
planning
Actual task
workshop
Post-testAction
planning
Closing
session
a half month two months a half month
online
offlineActual task
workshop
WisePOP service
Leadership vitamin
informal
2. Commercial : about CREDU Training Program
Evaluation Design
1. Pretest on Degree of Leadership
2. Online test after each module
: 20 multiple-choice questions(50%) + reports (50%)
3. Posttest on Degree of Leadership
Pre-test Post-test
Performance
management
Leadershipturn-around
2. Commercial : about CREDU Training Program
Transfer Design
1. Trainee Characteristics
: Motivation
(Opening Session, Lesson Planning)
2. Training Design
: Create an Learning Environment (Online, Offline, Mobile)
: Use Self-Management Strategies
(Self Evaluating Checklist, Developing Action Plan)
Opening
Session
ActionPlanning
Lessonplanning
2. Commercial : about CREDU Training Program
Transfer Design
3. Work Environment
: Manager and Peer Support
(360 degree feedback)
: Opportunity to Perform
(Case Study, Actual-task Workshop)
: Technological Support
(WisePOP, Leadership Vitamin)
Actual-task Workshop
Leadership Vitamin
WisePOP
2. Commercial : about CREDU Training Program
_ Because they are already education specialists, it is easy for them to fall into
mannerisms of corporate training paradoxically.
_Great leaders lead to Performance(output)-oriented.
_Hybrid learning that integrates online+offline+mobile / formal+informal learning
that came from experiences of many years
⇒ So they need to become strategic HRD partners.
Strength
Weakness
2. Commercial : about CREDU Reflection
vision Cultivate financial experts who can enhance competitiveness of the
financial industry in Korea
mission Develop Korea’s banking and financial industry by providing financial
education services to industry professionals
core
value
Customer centered - provide training programs fit customers' needs
Excellence - maintain top-quality lecturers Professionalism –enhance capacity to manage top-class training programs
Symbol &
character
3. Non-Commercial : about KBI
Foreign Exchange Transaction Courses - Cyber
Opening new
strategy courses
for training
global financial
experts
reinforcing
cooperation
training business
with foreign
organization
creating
separated
organization for
developing
high-quality
training.
reinforcing
training
management
services
publishing
financial books
and advancing
financial
qualification
system
A basic direction of employee training
3. Non-Commercial : about KBI
Need Assessment
1. Organizational Analysis
: Pursuit of high quality
2. Person Analysis: All employees of some departments
(Planning&Coordination Department, U-learning Department, Faculty Office)
3. Task Analysis: Learning expertise about Foreign Exchange Transaction
3. Non-Commercial : about KBI Training Program
orientation
Period 1
UnderstandingOf
Foreign exchangetransaction
a month
A Variety of CoPs
Diagnostic Evaluation
First
Formative Evaluation
Foreign Exchange Transaction Course Process
Offering CDP&
Recommendingprograms
online
informal
Period 2
Property and Administration
Of
ForeignExchange
transaction
SecondFormative Evaluation
Period 3
Financial accident
Cases andprevention
ThirdFormative
Evaluation
Summative Evaluation
a month a month
offline
3. Non-Commercial : about KBI Training Program
Evaluation Design
1. Diagnostic Evaluation (Pretest)
2. 3 times Formative Evaluation (Monthly)
3. Summative Evaluation (Posttest)
Diagnostic
Evaluation
First
Formative
Evaluation
Second
Formative
Evaluation
Third
Formative
Evaluation
Summative
Evaluation
3. Non-Commercial : about KBI Training Program
Transfer Design
1. Trainee Characteristics
: Intrinsic Motivation
(Developing Lesson Plan,
Knowing the importance of
learning the knowledge for themselves)
2. Training Design
: Use Self-Management Strategies
(Developing Action Plan)
Orientation
3. Non-Commercial : about KBI Training Program
Transfer Design
3. Work Environment: Manager Support
(Planning & Coordination Department
offers CDP and
recommends education programs)
4. Organizational Environment: Knowledge Management – Sharing
(Use communities of Practice - CoPs)
Offering CDP
&
Recommending
programs
A Variety of CoPs
3. Non-Commercial : about KBI Training Program
_ The program is not customized targeting only employees.
_ Offer Financial job-speific contents made by 700 fianacial specialists and
reliable evaluation system.
⇒ Employee-customized training program should be produced and offered.
Strength
Weakness
3. Non-Commercial : about KBI Reflection
4. Conclusion Strategic HRD Perspective
-education about
organization culture Sharing and spread of culture -proclamation ceremony
in every August
-choose major talents in
advance
-leadership training
Training next leaders and the telanted -20% Leadership training
and perfuntory
-360 degree evaluation
-education program
solve and prevent various
problems
Supporting business performance and achievement of goals
-learning paradigm, not
performance paradigm.
-various resources
-not until 2013Supporting and leading change and
innovation
-culture is not flexible
-hard to change and
innovate
CREDU KBI
Thank You!!Any Question?