PEOPLE DEVELOPMENT ROAD MAP

PRESENTATION
Prepared by Jossie Suryadinata
18 April 2017

Human Resources Development Program

 Outline.
1. EF Vision & Mission.
2. English Institute Competitor Service Comparison.
3. Education Institution Challenges.
4. Job Profile & Organization Development.
5. Human Capital is Resources
6. House of Managing Human Resources / Capital
7. Human Resources Alignment Framework To Store Leadership
Development.
8. Branch Leadership Development Road Map & Time Frame.
9. Purpose.
10. People & Organization Development Frame Work.
11. EF EXPERT Model.
12. Branch Manager Leader Competencies Requirement.
13. Who’s in charge.
 EF Vision & Mission.
“ EF Vision”
New market expansion and further development within existing markets will
continue to be dominant drivers of EF worldwide strategy over the coming years.
“EF Mission”
EF provides its employees & students with "What Education First Effect"
guidelines, which serve English as major both experiential learning process &
academic process

Core Values as Principal Corp Culture

Competent Employee in order to fit in the right

job for the the right position

X – Team Work to synergize with all business

Vision units

Making an impactful profits to sustain the

business
Mission
Up to date Technology to simplified business
process

Extreme Customer Centric towards Internal &

External Stakeholders
English Institute
Competitor Service Comparison.

Small Classes in the same level with
personal tutor
Native Speaker Teacher
Near Immersion Experiences
Open for all English Levels
Blended Learning Method
English Program for Children
English Program for Teenagers
English Program for an Adult
Go Abroad Learning
English High School Homestay
Program

Online Course 24 Hours a day and English for Business Solution

7 days a week
Online Studying
Global Online Community
 Education Institution Challenges.
“Distance” or “distributed” learning raises a strategic and financial challenge for every type of higher education
institution. Advancements in technology and expansion of markets for distributed learning pose questions for
college and university presidents, regardless of their institutional mission. Our goal in this series is to provide leaders
with tools that help them ask the right questions about technology and higher education.
Michael A. Baer Senior Vice President, Programs & Analysis American Council on
Education| http://wwmr.us/educate/readings/distributed-learning-01.pdf

Based on the definition above, in order to be academically resources Industry

must pay attention on:
1. Leader
2. Strategic
3. Financial
4. Advancement in technology & expansion of markets

All of those points has been accelerated by the EF Vision & Mission

The question now are : How READY is EF Employees to provide World Best Education Service?
How GOOD is the EF Leader productivity?
 Job Function
PEOPLE & ORGANIZATION DEVELOPMENT.

Customized Development
Strategies Develop Excellent –
Develop Existing Talent Competencies Defines
Assess Systems Methodology: Performance Goals
Target Audiences: Succession Plan Assessment Tools:
Branch Leadership Character Professional & Leadership Techical & Soft Skills Assessment
Corporate Leadership Development
Character Personality Assessment
Executive Coaching
Core Values Assessment
360 – Degree Feedback
 Human Capital is Resources.
“Building a Structure Human Capital System”
Human Capital is an asset for the organization to be able to grow as what
is expected by the organization in pursuance of business sustainability.
Building a structure Human Capital System will enact a friendly user tools
in mapping strategies of an effective and efficient People &
Organizational Development.

Based on the above statements, explained in order to have the correct function of the
Human Capital System must be in order as below:

Productivity/
Quality/
1. Employement MS (Attracting)
Management
2. Performance MS (Utilizing)
Improvement Rewarding
3. Career Dev MS (Developing)
HOUSE System Management
4. Empoyee Relation MS
Of System
(Maintaining)
HR And
5. Termination MS (Terminating)
6. General Affairs MS
Supporting
House of Managing Human Capital / Resources.
Human Resources
Alignment Framework to Support Operation.
Soft Skill Training
Training
P PM E Technical Sales Training
Leader Development
Competencies B
H D Assessment M U
Program C
Core Values Training
U Corp Culture P I Branch PM O
L P M
M L
O Org Chart
D
Correct Job Desc R P
A O I
Job Profiling (Job Desc & Correct Org Chart O A
N D Job Evaluation) Y N Business Model
F
G N
E Y
R B I
R R
MPP Strategy R Branch Position T
E E Psiko Test A Fulfillment
A B
S B N
C C B
R
O R H A
Succession Plan Program I N
U T Talent Banks A C
Promotion Development
Program L
R Talent Program N D
M H Branch Leaders MT
I I
C D A
M T N
E C I P
Y G
S Salary Structure N I Sales Incentive Program
& Variable Benefits O Branch Benefits program
Structure G N
B
Branch Leadership Development Road Map.

EF Branch EF
EF Core Values Performance
Champion Business
Competitivenes Expansion

• Core Values Agent • Branch Best Practices • Branch Manager Development

• Promote Core Values Best Development Program Program
Practices • Product Selling Target Program • RM Development Program
• Q2 – Q3 – Q4 • Revenue Development Program
• Q2 & Q3
• Q1 – Q2 – Q3 – Q4
 Purpose.
To progress the next level of Branch Leadership attitudes
towards the up to date market trend by securing vital points
from all of Sales segment amongst all of the Education (English
Program) companies.
To live on an Organization Vision & Mission by
developing Education First
 The Branch Leadership Development Road Map is to
create innovation starting from Brand Strategy to Sales
maximum efforts which is resulting on innovate business
expansion.
 Increase profitability to sustain EF business in a long
run and to be able to compete within the region with
the financial growth as well as people development.
 With People & Organization Development Framework
concept is to shape each of EF employee’s to have an
entrepreneurial mindset in order to ensure the
standard quality from top to rank & file whereas
being an Expert has becoming a habit.
 With those being actioned will result in mutual
profitability towards the organization – the business
expansion – the competence people (Internal
Stakeholders) and ofcourse EF Customers / Clients &
Investors (External Stakeholders)
 People & Organization Development Framework.

COMPETENT BRP
Basic Regular
Program
BRP ITP ASP IDP
ITP
Rank & File Development Intermediate
Program Traning
ASP1 program
Supervisor - Asst Manager Basic MLP A & B
Development Program ASP2
Tailor Made &
Manager – Sr Manager MLP1
ASP3
Customization ASP
ASP4 Advance STAR
Development Program MLP2
ASP5 Program
MLP3
Executive Development
Program
MLP4 IDP
Individual
Competencies : Technical – Managerial & Leadership Development
Program
Core Competencies / EF Values
 EF Experd Model.

Value Core Competencies Trusted

Competency M – L – T:
What
Why
Knowledge 5W Who Prided
Where M
When
Managerial

H  How
L
Skill Reliable Leadership
Cultural Pillars T
Morality
Technical
Capability
Attitude Integrity Role Model

COMPETENT Excellent PROFESSIONAL

Behavior
 Branch Leader
Competencies Requirement.
D + 48 Months
Coaching
The 7 Habits of Highly effective
Presentation Skills People

Retail Management Account Management

The Fundamental of Selling Business Development Skills RM Charter

D + 24 Months
Extreme Customer Centric A Manager Supply Chain Management
Project Management &
System P & L Analysis
Budgetting
Key to Communication Selling Strategy Sales Management

D + 3 Months
90 Days Evaluation
Department Induction
Welcome to EF & EF Core Values Induction

Rank & File & SPV Asst Manager Executives

 Who’s In charge.

People Development Project

 Patronage : Board Director

 Responsible Person : HR & Training
 Team Member :
 All HR & Training Team
 Dept Head from department related
 All other supporting department that has cross
interaction (Business Process)
Thank you