t

ABLE of CONTENTS
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

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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 System 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 application 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.

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aIM

and

oBJECTIVES:
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.

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pROGRAMME
12 December Friday Arrival of Participants and Staff Registration 1630 hrs: 1830-200 hrs Staff meeting Dinner

13 December 0730-0830 hrs 0830-0845 hrs 0845-1030 hrs 1030-1100 hrs 1100-1200 hrs 1200-1300 hrs

Saturday Breakfast Assembly Opening Ceremony Tea Break Workshop Objectives Overview of WARP: Training and Support and status of AIS implementation as at Oct 2003.

1300-1400 hrs 1400-1500 hrs 1500-1600 hrs 1600-1630 hrs 1630-1830 hrs 1830-2000 hrs 2000-2100 hrs

Lunch What is a Training System? Each NSO to present their Training Systems Tea Break Each NSO to present their Training Systems…continues Welcome Dinner and Socials Free Evening for Participants

14 December 0730-0830 hrs 0830-1030 hrs 1030-1100 hrs 1100-1300 hrs 1300-1400 hrs 1400-1500 hrs 1500-1600 hrs 1600-1630 hrs 1630-1830 hrs 1830-2000 hrs 2000-2100 hrs

Sunday Breakfast Training Needs Analysis (TNA) Tea Break Group work on TNA followed by presentation Lunch Designing Training Model Group work and presentation on designing Training Model Tea Break Group work and presentation on designing Training Model…continues Dinner Free Evening

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Adult learning principles.15 December 0730-0830 hrs 0830-0845 hrs 0845-1030 hrs Monday Breakfast Assembly How Adults Learn: Learning Theories. Experiential Learning Model 1030-1100 hrs 1100-1200 hrs Tea Break Approaches to Training: Self Directed Learning. Modular Training Systems 1200-1300 hrs 1300-1400 hrs 1400-1600 hrs 1600-1830 hrs 1830-2000 hrs 2000-2100 hrs Group work on modular training system Lunch Presentation of group on modular system Educational Tour Dinner Free Evening 16 December 0730-0830 hrs 0830-1030 hrs 1030-1100 hrs 1100-1200 hrs 1200-1300 hrs 1300-1400 hrs 1400-1600 hrs 1600-1630 hrs 1630-1830 hrs 1830-2000 hrs 2000-2100 hrs Tuesday Breakfast Training Evaluation: Kirkpatrick’s model-4 levels approach Tea Break Requirements of a good Training Systems Group Work on designing Training Systems Lunch Group Work on designing Training Systems…continues Tea Break Group Work on designing Training Systems…continues Dinner Free Evening 17 December 0730-0830 hrs 0830-1030 hrs 1030-1100 hrs 1100-1300 hrs 1300-1400 hrs 1400-1500 hrs 1500-1600 hrs 1600-1630 hrs 1630-1730 hrs Wednesday Breakfast Group Presentation on Training system Tea Break Challenges of Training in the 21st Century and New roles of Trainers Lunch Managing the Training Function Open forum and Course Evaluation Tea Break Closing Ceremony 5 . Action learning.

taking the view of the Renewed Approach to Programme Development and in the light of the new International Hand book for Scout Leaders. where we have touched on some of the very burning issues in Vision 2013. It is with much pleasure that we begin this APR workshop on Training System Development today.r EGIONAL DIRECTOR’S OPENING REMARKS: The Guest of honour Yang Mulia Dato Seri Laila Jasa Awang Haji Ahmed. where for the first time we touched upon on all areas related to resources development and management in Scouting. there are no materials yet to cover resources development in Scouting available across WOSM. The international Scout Leaders Handbook has already been translated and printed in to Mongolian language and translation into Bahasa is underway. We may recall that as the first exercise in March this year we began to touch upon the issue of Programme Development. Then the issue of self reliance of National Scout Associations was the coverage of our Jakarta international seminar in September. National workshops have been conducted. This is definitely an area that should be relevant not only to the programme people but to you as trainers. Although much documentation and references are available in areas like adults in Scouting or programme development in Scouting. It provoked lot of interMR ABDULLAH RASHEED 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. This workshop also brings to a conclusion of a series of events at regional level. Vice President of PPNBD Chief Commissioner Haji Zainal Abidin Course Director Resource speakers Dear participants Ladies and gentleman Assalaamu Allaikum. The refer- 6 .

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. Here in this workshop. For this reason. 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. Today we need to talk of Scouting as a brand and we need to market properly. This is an area. 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. In April 2004 Hong Kong will host the first APR workshop on learning organization. Here as trainers your sharing of knowledge is important to bring the same message across to all NSOs in the region. 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. The changing role of trainers in this aspect. to meet to the changing environment.ences and materials gathered for the seminar will form the first compilation of such references for WOSM and in particular to this region. In Scouting. 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. Some countries have not conducted any systematic training for Rover leaders for many years. Again it is very relevant to you as trainers as well. again is crucial. Risk management in Scouting is no longer to be taken for granted but it has to be a planned element in Scouting. These ideas will form the basis for a regional strategy for growth of Scouting across Asia and Pacific. PR and Marketing can play to achieve this. These are some of the questions that we will try to answer in this workshop. 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. In early next year we will then be focusing on the change management issues and trying to understand how as Scouts. We are a movement for young people and we need young leaders to take their due place today and tomorrow. we also discussed growth of Scouting in the region and at national level and the role of ICT. which again should be very dear to you all as trainers. It would then be 7 . to those who are present here and to those who are not with us today. we have just concluded the APR workshop on the promotion of Rovering in the region in Manila with very encouraging and positive outcomes. 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. Risk management should also be an integral part of total planning of every Scout activity. we can become a learning organization as demanded today in the 21st century. Today. In November. we are dealing with the development of training system itself. Then let us look at from another angle.

marked changes will be seen in seen in years to come. To me all the areas mentioned earlier are becoming burning issues because we need to look at them in line with the current thinking. just before the next regional conference. Thank you once again and ‘Terima Kasih’ 8 . and as areas that we all need to pay our attention now and in the future. Japan would be hosting the first APR workshop on the role of ICT in October 2004. it is most of you who could really bring about the change at the grass root level. and more importantly as those of you who are with training responsibilities at national level. 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. On our part we would be bringing up the necessary information and the recommendations for change where necessary to the upcoming policy decision forums. 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. it is the training to a large that can play the most vital role. However. In conclusion. In all these issues. 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. 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. However. I am sure we will be able to bring about the desired change in time to come. By these attempts at regional level and highlighting these matters to all of you as key national leaders.followed with another issue – the role of ICT in Scout programmes and making using of the present day communication tools for Scouting. 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 recommendations on all these areas at national level. We then intend to bring all these issues to the Regional Scout Conference Forum to make it prominent. 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. 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. at NSO’s. I am confident that if we focus our attention in the above mentioned areas from now on at the national level.

(Indonesia) MR. KONOSUKE KOBAYASHI (Japan) MR.Pd. HAJI MOHAMMED BIN HAJI ALI (Brunei Darussalam) MR. SAYAN SANTAD (Thailand) MR. MIRZA ALI HAIDER (Bangladesh) MR. MAMAN RACHMAN. HAJI OTHMAN BIN DURANI (Brunei Darussalam) GROUP 1 MR. DAUD (Brunei Darussalam) MR. ALFHIAN JEFFRY CHIN (Malaysia) MR.H. HAN SIEW KWONG (Malaysia) MR. M SUPRAMANIAM (Singapore) MR. SALEH MOHAMMAD SALEH ABDULLAH (Saudi Arabia) DR. MAHDI BIN PG. M. HAJI SUHAIBON BIN HAJI OTHMAN (Brunei Darussalam) MR.gROUPINGS SL NO 1 of p ARTICIPANTS GROUP 3 DRS.Sc (Indonesia) DR. M. HAJI SIDEK BIN HAJI ALI GREEN (Malaysia) MR. MOHAMMED ALNATHEER (Saudi Arabia) MS. HAJI MOHD. YUSSOF BIN MOHD. CHANG. KALAIMANI A/L SUPRAMANIAM (Malaysia) MR. SALLEH (Brunei Darussalam) MR. PG. HAJI YASSIN HAJI ADAM 9 10 MR. LEE. BURHANUDDIN BIN HAJI MD. PRATJOJO . JOHN LEE YUE HUNG (Singapore) MR. HAJI BADAR HAJI ALI / MR. HAJI MOHD. SALLEH (Brunei Darussalam) MR. JUI-SUNG (Taiwan) MR. HAJI MOHD. HAMAD A. YUNG-CHAN (Taiwan) MR. 9 . JUNAIDI BIN HAJI HUSSIN (Brunei Darussalam) MR. SALLEH BIN HAJI AHMAD (Brunei Darussalam) MISS EFFARAIHAN BINTI MISS EFFAYANE BINTI HAJI SALAM HAJI SALAM (Brunei Darussalam) (Brunei Darussalam) MR. ABDUL MANAN BIN HAJI ABDUL LATIP (Brunei Darussalam) MR. HAJI NORDIN BIN HAJI KASAH (Brunei Darussalam) CAPTAIN HAJI NARAWI BIN HAJI OMAR ALI (Brunei Darussalam) MISS HARANI BINTI HASA (Brunei Darussalam) MR. PENGIRAN MATAHIR BIN PENGIRAN LUBA (Brunei Darussalam) MR. ABDUL SIDIK BIN MOHAMMED SALLEH (Brunei Darussalam) MR. ZAINUDDIN BIN HAJI ISHAK 11 MDM. CHANG. ABDULLAH SAFAR AL-GHAMDI (Saudi Arabia) MR. HAJI ABU BAKAR BIN HAJI OTHMAN (Brunei Darussalam) GROUP 2 MR AMNACH VETAYAPRASIT (Thailand) MR. WENSHING (Taiwan) 5 6 7 8 MR. BHAKTA RAJBHANDARI (Nepal) GROUP 4 DRS. SAMSUDIN BIN HAJI AHMAD (Brunei Darussalam) MR. HAJI DOMENG BIN HAJI ABDUL WAHAB FAC. HUSIN BIN BUDIN / NOOR BINTI SYED BRUDIN IBRAHIM (Brunei Darussalam) (Brunei Darussalam) MR. SO YEON MIN (Korea) 2 3 4 MR.ALYAHYA (Saudi Arabia) MR. MATASSIM BIN HAJI DURAMAN (Brunei Darussalam) MR. HAJI AWANG HASSAN BIN HAJI ABDUL HAMID MR. YOUSEF SALEH ALHAGGASS (Saudi Arabia) MR. HAJAH SHARIFAH MR. HAN SONG GUANG (Singapore) MR.

GROUPWORK PRESENTATIONS 10 .

The trainer in the organization. (2000). Training in organizations. Enables the trainer to work realistically within the constraints which may be placed on time. Purpose – All elements of a system serve as a means to an end. 1987) 1. employed to achieve a mission or objective (Tracey. SYSTEM APPROACH VS. W. 4. IMPORTANCE OF A SYSTEMATIC APPROACH TO TRAINING 1. including the organization and procedures required to coordinate their functioning. Needs and assessment. The parts cannot be viewed separately – Parts of the system cannot be viewed separately from the whole system. (1992).L. 5. The trainers’ library. NY: American Management Association. Buckley. 3. A logical relationship between the sequential stages in the process of investigating training needs. 1968). Provides a frame of reference for planning and remaining on target. 1992). available staff. J. One part impacts the whole – A breakdown in any one part of a system affects the functioning of the whole system. As a logical process. Each affects the behavior of the whole. 4th ed. 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. An aid to future diagnosis and problem solving should the need arise. 6. SYSTEMATIC APPROACH (BUCKLEY & CAPLE 2000) A system approach can be applied at organizational level to examine the broader issues of the aim. The theory and practice of training. designing. and evaluation. 2. 4. 2. 3rd ed. Reading. Feedback – The system uses feedback to continually modify the training process. It possesses unique properties – A system has some properties or displays some behavior that none of its parts exhibits. 7. C. A system is any combination of human and material resources. A systematic approach is applicable directly to the day-to-day functioning of the training division. 1983) 1. REFERENCES American Telephone & Telegraph (1987). Pacific Grove. Tracey. 2. MS: Addison-Wesley Training Systems. (1993). functions and appropriateness of training. SYSTEM APPROACH TO TRAINING (ATKINS. UK: Kogan Page. Interrelatedness of elements – All elements are interrelated. Interdependence of elements – All system elements depend upon each other to achieve their optimum goals. delivering and validating training. I. R & Caple. Designing training and development systems. the trainer is aware of where this has been done and conscious of the possible effects. 11 .WHAT IS TRAINING SYSTEM? System is a whole which functions as a whole by virtue of the interdependence of its parts (Buckley. and of other resources 3. ensures that nothing is overlooked accidentally and when short cuts have to be taken and some stages have to be abbreviated.A: Brooks/Cole. CHARACTERISTICS OF A SYSTEM APPROACH TO TTRAINING (ATTC. development.R. Goldstein.

base system. Evelina M. mission and goals of Training for NSOs. CLT) E—specialist Courses M—embership Course (Orientation/Introductory) B. Characteristics of a Training System A. mission. Training as a Sub-system of the NSO (Outputs of group work) 2. IT. Definition: Training System is composed of interrelated parts to achieve the vision. discussion. Needs analysis A. C. coaching. Output of Six Gear Group Output of Sayang Group: ILLUSTRATION ILLUSTRATION A Training System is a system in stages to bring about changes to develop individual Scout skills using lecture. A comprehensive concept of Training System A Training System is composed of interrelated parts to achieve the vision. Implementation 4. Evaluation Training System is a series of some steps to help adults to achieve goals. Elements are interdependent E. Training as Levels of Courses S—cout Courses Y—oung Scouts (Cubs) Courses Adults (Rovers) Courses S—enior Scouts Courses T—rainers’ Courses (CALT. D. The parts are interrelated. teaching. It is flexible. Training System as a Process Output of Shyamjyeom Tree Group Steps: 1. Concept of Training System C. LT A Training System is a tool used to train people develop knowledge and skills in the organization. There is a goal or purpose B. demonstration. I. and goals of training and the NSO. etc. Vicencio. D.ILLUSTRATION Day 1—Saturday Time: 1400 – 1500 hrs. Parts make up the whole system 12 . Output of BN-Smart Group II. Design 3.

DESIGNING A TRAINING MODELS Model A model is representation of a system (Tracey. 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 anticipated shortfall in performance. which are shown in their simplest form in the basic model. but the system is always more complicated and richer in detail than the model. for it is being used in the model being used exactly as designed. 1. as contrasted with a closed model. An open model considers that outside factors exist which can have an impact on the design proves. selected features of the system under study. and the instruments used for validation. If there is anything that can possibly have an impact on the design process. Models all contain the same activities even though they have different formats. leaders need to be trained to perform an existing job for which no training exists. The model is not a system. However. It is working hypothesis which provides the designer with possible courses of action and anticipation of outcomes. the course content. all models are likely to have individual variations around four main activities. DIFFERENT TRAINING MODELS The diagrammatic representation of a systematic approach is a model. The closed model is predictive. Whatever the format. 2. Purpose of Developing a Training Model To convey key concepts and processes to be included in a particular approach Kinds of Training Models 1. then all stages of the model would have to be applied. It endeavor to build all the possible variables into the model. if the trainer is faced with a situation in which trainees using sn existing training program appear to be performing badly. Depending on the nature of the project the trainer could start at any point in the model once terms of reference have been established. the model represents. The number of stages have been arranged in sequential order. the trainer is most likely to begin an investigation by examining the training objectives. in simplified form. it does not necessarily represent the sequence in which trainers approach every project. For ex- ample. 13 . if a large number of. A Systematic Model of Training (Buckley & Caple. 1992). it should have been previously identified and integrated into the model. It tends to be a verbal model. The model tends to be linear. However. The open model is descriptive. and therefore the outcome is predictable. A closed model is based on the assumption that all inputs can be identified. as it endeavors to describe what will happen if the model is followed. which is mathematical.

Designing training programs. Managing employee development. Nadler. feedback. The critical events model. Reid. The theory and practice of training. (1992). NY: American Management Association. 1996) 5. and (c) systems validation. 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. and returning to goals and functions – a constantly repeating cycle of evaluation. The Critical Events Model (CEM) (Nadler. J. Development. R. M. REFERENCES: Buckley. Flow-Chart Model (Tracey. Addison-Wesley. The Training Process or Procedural Model This approach owes its origins to Fayol’s (plan-organize-do-review) process theory of management. & Barrington.R. 4th ed. Design.2. a continuous sequence of steps beginning with goals and functions and implementing a development strategy. 1992) The flow chart model is generalized qualitative model that portrays the total training system.A. (1982). 14 . The system consists of three major phases: (a) systems analysis. UK: Kogan Page. (b) systems development. W. It is likewise not useful for non-job oriented learning. & Caple. 4. Analysis. Reading. continuing through the other system components to evaluation of the end products of the system. Designing training and development systems. 4th ed. for example. L. H. Training interventions. and Evaluation (ADDIEE Model) (Craig. 1982) The CEM is essentially useful for training programs related to the job that individual has now. Tracey. 3rd ed. 3. (1994). It would require modification if used for learning for a future job. London: Institute of Personnel and Development. MS. It shows a closed-loop system. Implementation. and improvement.

GROUP WORK PRESENTATION ON TRAINING MODELS SMART MODEL SAYANG MODEL 15 .

NAOMIE MODEL 6 GEAR MODEL 16 .

issues. Executive pressure: does top management expect a solution? 4. etc. Legal mandates: are there laws requiring a solution? 3. needs. measure and evaluate No Important? Select and develop a nontraining solution Devote your T&D energies to human performance problems with greater impact and greater value 17 . NOT to find solution Identify ideas for education and training programmes Change of organisation’s mission / goals / plan organisation’ Introduction of New Technology New work assignment for employee Maintain proficiency Improve present performance Increase organisational effectiveness through planned learning Career Development Future staffing needs Unavailability of specific skills Check actual performance against existing standards .TRAINING NEEDS ANALYSIS Training Needs Analysis When? Before training During training After training Training Needs Analysis Training System Development Workshop Training Needs Analysis Training Needs Analysis What? Is a systematic way of identifying educational and training problems. Population: are many people or key people involved? Yes Do the workers know how to do the job properly? Put into proper training priority and develop a training programme: train. Cost-effectiveness: the cost of the problem vs cost of solution 2. Training Needs Analysis How? Various models used Job descriptions Job Specifications or Task Analysis Performance Standards Perform the job Review Literature concerning the job Ask questions about the job Training committees Analysis of operating problems Interviews Individual analysis Training Needs Analysis Monitor the operation Monitor the personnel moves Laird’s model for assessing training needs (to identify performance deficiency) Monitor all policy and procedural changes Accept requests from client managers Survey or interview the client population Why? To clarify and define the problems.or set new standards Is there a deficiency? Check the deficiency for its importance: 1.

TRAINING NEEDS ANALYSIS NSO Direction Job / Task Training Needs Analysis Flowchart Training Needs Analysis Task analysis REQUIRED TASK BY WHEN SKILL KNOWLEDGE HOW TO ACHIEVE RESOURCES & SUPPORT REQUIRED Personal Advisor Needs Assessment Knowledge Skills Attitudes What he knows What is needed What he has What is needed The Behavioural Response Required for the Job Training Plan Training Activities / Courses On the job Off the job Monitor Progress / Evaluate Learning Review Training Plan 18 .

communication.TRAINING NEEDS ANALYSIS TOOL Task Analysis GROUP 1 JOB: Adult Resources Commissioners REQUIRED TASK SKILL Job description NSO level Job description Analysis District Commissioner Job description Designing Job description Design Analysis Form Design D. management 1-3 months (March 04) 3-6 months (June 04) Review 19 . other Commissioners. learning/motivation experts on how to plan HOW TO ACHIEVE Form programme committee Initiated by Programme Committee Chief Commissioner. Job Description KNOWLEDGE 3 months 6 months 12 months National Executive BY WHEN HOW TO ACHIEVE RESOURCES & SUPPORT REQUIRED AIS fact sheets HRM WB/APR information NSO information AIS Commissioner IT Internet/HLM National Headquarter Workshop Reporting of Administration District Headquarter Commissioner GROUP 2 JOB: Programme Commissioners REQUIRED TASK Planning SKILL Planning Skills KNOWLEDGE Youth Programme BY WHEN 1-3 months (March 04) RESOURCES & SUPPORT REQUIRED Discussion. management Design Youth Programme Implementation of Youth Programme Design capability skills Management.C. self Chief Commissioner. delivery Youth Programme & activities Contents of programme (syllabus & schemes of YP).C. other Commissioners C.

TRAINING NEEDS ANALYSIS TOOL Task Analysis GROUP 3 JOB: Training Commissioner REQUIRED TAS K SKILL 1) Job Allocation 2) Walfare of trainers 3) Training needs of the trainers 4) Organize training courses 5) Training Logistic 6) Conduct the meeting KNOWLEDGE Task distribution Needs of the trainer -Hands on -Reading -Reading -Seminar BY WHEN HOW TO ACH IEVE RESOURCES & SUPPORT REQUIRED Management Relations skill A year 6 Months -Management Books -Mentor -Management Book -Management Book -Handout Training Skill Training and development 6 Months -Work shop Planning skill Knowledge in presentation Administration knowledge 6 Months 6 Months -Document -Media Management -Work shop Invetories Planning and leadership skill Procedures 6 Months -Meeting Meeting of trainers GROUP 4 JOB: Chief Commissioner REQUIRED TASK SKILL Management Strategic Planning Decision Making Power of endor sement Leadership and relation Evaluation Vision / Mission KNOWLEDGE 1st quarter 4th quarter -Course -Seminar -Workshop -Workshop -Meeting 4th quarter 1st quarter 1st quarter 1st quarter -Workshop -Meeting -Workshop -Meeting -Workshop -Meeting -Workshop -Meeting Leader to follower Leader to leader and group Leader to leader and group Leader to leader and group Person to person Regional Director BY WHEN HOW TO ACHIEVE RESOURCES & SUPPORT REQUIRED Planning SWOT Consultant SWOT Consult Management negotiation communication Training and pl anning Planning SWOT SWOT SWOT SWOT 20 .

speak our own voice. 1925 Eduard Lindeman. 1938 “You can’t say you respect them and not their experience” Horton & Freire Horton & Freire Adult Education and Learning thru’ Experience Adult education is defined “As a co-operative venture in a non-authoritarian. there is potential for learning” Jarvis. informal learning and the chief purpose is to discover the meaning of experience” Eduard Lindeman. fun-filled learning opportunities that are free from fear. 1987 “Learning consist of grasping experience and transforming it” Kolb.non threatening A good learning environment is one which: “helps people to grow and develop through creating exciting. Important for learner to negotiate meaning. their experience is who they are … reject their experience … reject them as a person” Knowles. 1984 “ We can never be free from the past. wherever there is life. … name our reality. 1990 Trainer to provide opportunity for learners to: • Explore and experiment • Feel safe. 1925 “Life is about experience. purpose and value reflectively. free from embarrassment • Have fun.MODULAR SYSTEM Training Methods What methods to use? Depends on: • learning objectives • Inventory / prior knowledge of the learners • Culture of organisation • Resources available • Nature of operation “ … to adults. 1975 “All genuine education come about through experience” Dewey. supporting environment .” (Trevor Bently) 21 . embarrassment and judgement and which are managed with a loving touch. rationally and critically instead of passively accepting the social realities defined by others” Mezirow.

controlled-own pace & time • Just in time. • Benefits: • leaner. Virtual reality. focussing on acquired learning and implementing systems-wide solution.learn as and when required • Cost-effective-less travel time & cost • Wide geographical accessibility • Uniformity of content & delivery 22 . thinking about. etc. pulling apart. Internet. L=P+Q+R+I Learning is equal to programmed instruction (known variables) plus questioning (unknown variables) plus reflection (recalling.Action Learning (AL) AL is a group effort that involves solving real problems. 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 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. making sense. 1972 Reflection Decision to Experiment Reflection and analysis Experiment 7 STEPS TO SDL • Recognise need for learning • Will to learn. Simulator. trying to understand) plus implementation (a commitment to action) Six fundamental elements of AL • • • • • • An AL group as teams (referred to as a “set”) A project.the WHY • What to learn? • How to learn? • Make it happen! • Celebrate success • Apply learning COMPUTER BASED LEARNING • Examples: CD-ROM.

uniforms and discipline) Module SMC 6 Adults in Scouting (AIS Policy) Module LC 5 Skills for common Scouting activities: Story-telling and teaching of games Module LC 6 Unit administration and management Practical session on Basic Campfire Leader Skills Module SCC 6 Practical session on Reflection (using the WWW approach) 23 . WHEN & WHERE TO CONDUCT . LEADERSHIP.R. HOW TO VALIDATE & CO-ORDINATE TRG LINEAR VERSUS MODULAR SYSTEM DISTRIBUTION OF MODULES FOR THE MODULAR UNIT LEADER TRAINING BASIC COURSE SCOUT METHOD COMPETENCY (SMC) LEADERSHIP COMPETENCY (LC) 6 modules of 1 _ hours each 3 evening classes at the Scout HQ (each evening 2 modules – 3 hours) Module LC 1 Milestones of Singapore Scouting and Scout 21 strategic plans Module LC 2 Role and function of the Unit Leader SCOUT CRAFT COMPETENCY (SCC) 6 modules To be completed through a 3-day / 2-night residential training Module SCC 1 Unit Meeting I (theory) Unit Meeting II (practical) LINEAR FORMAT A B C GENERIC TOPICS SPECIFIC SKILL TOPICS X Y Z GENERIC MANAGEMEN T TOPICS Cub Scout Section MODULAR FORMAT A Generic Topics on Scouting B Generic T opics on Scouting C Generic T opics on Scouting Specific Topics for each function Scout Section Venture Scout Section Trainer Commissioner 6 modules of 1 _ hours each 3 evening classes at the Scout HQ (each evening 2 modules – 3 hours) Module SMC 1 Fundamentals of Scouting Module SMC 2 Know Your Boys Module SCC 2 Practical session on Basic Campcraft skills Module SMC 3 Youth Programme: progress & Proficiency Badge Schemes Module SMC 4 Training Methods and Techniques Module LC 3 Programme Planning Module LC 4 Risk Assessment and Management System (RAMS) Module SCC 3 Practical session on Basic Pioneering skills X Generic Topics on Management Y Generic Topics on Management Z Generic T opics on Management Module SCC 4 Practical session on Basic Orienteering skills Module SCC 5 Module SMC 5 The P. (warrants.MODULAR TRAINING AIS Training to be Provided: •Ongoing Basis •Flexible & Varied •Availale When & Where Required Basis for Modular Training System DESIGNING MODULAR TRAINING IDENTIFY THE REQUIRED COMPENTENCIES FOR EACH FUNCTION FOR EG. SCOUT METHOD. SCOUTCRAFT.O. 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.

DEVELOPING SUBJECT MODELS GROUP 1. SAYAN FUNCTION: _____Training course for COMMISSIONERS______ Competency Scouting Method Basic Stage/Level Subjects Fundamentals of Scouting Know your leader Youth program Training method POR/NSO’s and by low Adult in Scouting History of Scouting History of NSO’s Role of leaders Program planning Administration Budgeting (One year) Source of finance Advanced Stage/Level Subjects Modules Scouting Method Competency Time Modules Leadership Competency Budget Finance 1h 1h Planning projects Design project Planning project Analysis project Fund Raising 1h 1h 1h Competency Management Modules Managing Change Basic Stage/Level Subjects Handling people Good communication skills Job Analysis Time 1h 1h Modules Advanced Stage/Level Subjects Risk Management Anticipate the danger of any activities. Administration of risks Control Compile a checklist for all activities Team building Delegation skills Administration Image of Scouting Public Relation Public Relations concept and public image 1h Public involvement Orientation Publication Effective Communication Skills Effective presentation 2h 24 .

Prerequisites: . The competencies required are: . and training provided is progressive using multiple methods.Woodbadge (2 beads) for CALT .GROUP 2 Course for Assistant Leader Trainer and Course for Leader Trainer This training module system is based on organization & individual needs. strategies and approaches.ALT appointment (3 beads) for CLT Competency Leadership & Training Management Modules Function & Responsibility of Trainer Basic Stage/Level Subjects Role of a course director Time 1 hr Advanced Stage/Level Modules Subjects Function & Advanced management Responsibility of • Forming a a Senior Trainer committee • Chairmanship Leadership skills (II) Counselling (II) Training Method & Technique Supervision skills Time 2 hrs Training Method & Technique Stress management Leadership skills (I) Counselling (I) Public Relations Delivery & communication skills • Questioning Planning a session 1 hr 1 hr 1 hr 1 hr 2 hrs 1 hr 1 hr 1 hr 3 hrs Training methods • Base method • Buzz • Role Playing • Brainstorming • Lecture • Discussion • Panel/Forum 5 hrs 2 hrs Practical on giving a session Individual Presentation Teaching Aids Multimedia and ICT in Training • Internet • Presentation software Training games Problem solving Assessment methods & tools • Development of training material Training system development • Training Needs Analysis • Syllabus development • Designing training models • Training evaluation How adults learn 4 hrs 8 hrs 2 hrs 8 hrs 1 hr 1 hr Technology in training • ICT skills • Technologyassisted learning 3 hrs 1 hr 1 hr 25 .Scouting Knowledge The system is flexible and accessible.Leadership & Training Management .

• Learning by doing Patrol System Advanced Stage/Level Modules Subjects Youth Programme. Re-appointment. Y Progress Badge Scheme.Competency Scouting Knowledge Basic Stage/Level Subjects Scouting and the community Philosophy of Scouting (include revision on fundamentals of Scouting) World Scouting WOSM & the APR (I) • World strategy for Scouting Adult resources and AIS policy Policy of NSO Vision and mission of the NSO Role of the NSO Modules Essentials of Scouting Fund raising Time 1 hr 3 hr Modules Advanced Stage/Level Subjects Time 1 hr World Scouting (II) 1 hr 1 hr 1 hr 1 hr Policy and administration of NSO WOSM & the APR • Management of human resources Implementing the AIS policy Structure of training in the NSO Understanding strategic planning in the NSO Current issues in the NSO • What you can offer the NSO • Identifying problems • Group problem solving • Presentation Financial management Logistics management 5 hrs 2 hrs 1 hr 1 hr 4 hrs 3 hrs 3 hrs Total training hours: CALT (38 hours). wear of badge on the scout uniform. Resignation. Proficiency Badge Scheme. Venture Scout Section. AIS Implementation of AIS. Retirement. Implementing the youth P programme. Effective conducting of test. Proper and correct. Rover Scout Section. 1 1/2 Progress Badge System. CLT (41 hours) Can be handled by accredited or external agencies GROUP 3 FUNCTION: _UNIT LEADER Competency 1) SCOUT METHOD Basic Stage/Level Subjects • What and why are fundamental. Appointment. Proficiency Badge Scheme. Youth Achievement Awards. Awards and Decoration. Scout Section. 1 1/2 Youth Programme • • • • • What and why in ? S scout. 26 . Re-assignment. Modules Fundamental of scouting Time 1 1/2 Knows your Boys Cub Scout Age Section. • Promise and law. Effective conduct of the test.

• G roup Dynamics. Purpose of POR 1 1/2 Policy Organisation and Rules ( P. Develop boy leadership. Uniform for all section. Re-assignment Retirement. S ? Appointment. Adult in Scouting • • • • • • • 1 1/2 2) LEADERSHIP Strategic Plans History of NSO. • O rganising activity. Directing. • P ersonal discipline. Scouting before World War II. Re-appointment. • W o rking in a small group • W eekly programmed and annual programme.R ) • • • • • Warrant and structure. Scouting today: V ision and Mission. 1 1/2 Risk Assessment. ? What is AIS. Risk assessment. • S cheduling. • S teps in planning. Role and function of unit leader • Situational leadership: 1 1/2 Team Building Games. Empowerment of young people to develop and lead. Resignation. Scouting after World War II. • M aintain procedures. Programme Planning Coaching. Supporting. S cout Strategic plan for the future. Hazard identification. • W o rk your plan. 1 1/2 27 . Effective use of the peer-Learning Method. Why adult in scouting. Discipline. Effective supervision. Risk Control options and decision. Delegating. Scout M method – Learning by doing.O. Time Management • • Facilitator of boys learning Change Agent : Teach value system. Effective of Base Method. • D ocumentation and proper records. • P lan your work. Adult / leaders.Training method and Technique • • • • 1 1/2 Brief description of different training method and technique: Advantages and Disadvantages.

Saving / current account. Files and circulars. Outdoor activity. • Risk Assessment. Provision for achievement. Unit o Unit FinancialFinancial Records. • Important pointers for programme planning. • Attendance. Records of income and expenditure. Why are games important in scouting? Different kinds of games used in scouting. • Risk Control options and decision. • Implementation of control measures. Enjoyable activity. 28 . 1 1/2 1 1/2 Teaching of Games Unit Administration • The art of story telling. • Effective supervision. • Check list. • The teaching of games. Invoices and receipts. Petty cash. Why story telling? Different kinds of stories. Annual statements of accounts. • Annual registration. • Planning your unit’s Annual Programme of Activities. Records. • Unit Register 1 1/2 1 1/2 • Personal data. • Hazard identification.Programme Planning • Risk Assessment and Management system What and why of programme planning? • Three bases of programme planning. Correspond ences and meetings. Stock books. Games leadership.

• U nit Meeting II (Practical) How to construct a flagstaff. Sheet Bent. ? Camp craft skills • • • • • • • • • Orienteering Skills • • • • • • • Camping general. Ho w to use compass.3) SCOUT CRAFT Unit Meeting (Theory and Practical) • Unit Meeting I 4 hrs (Theory) What is unit meeting? What are t h e ingredients of a good unit meeting? Different scout S ceremonies. First hand experience through participation. • H ow to read grid line. • S heer Lashing. Reef knot. Pitching a tent. Guy line Hitch. What is orienteering ? What is compass. • K nots and Lashing. • W h ippings. • S triking a tent. ? How to fold and break a flag. Using W WW Approach in patrol in c ouncil and patrol leaders’ council. ? • H ow to interpret a map. • C amping standard. • D iagonal Lashing. Striking a tent. About tents. Different parts of compass. • S quare Lashing. in 3 hrs Advance Camp craft Skill • C amping in general. WWW Approach. • D ifferent kind of tent. ? Camp Fire Leader Skills Advance Camp Fire Leader Skills • D emonstration of a scout camp fire. • R eceiving an obtaining feed back. S • O rganising a camp fire. 29 . ? How to use basic foot drill commands to control the ceremony. What is reflection? What went well ? 2 hrs 4 hrs 3 hrs Advance Pioneering Skills Advance Orienteering Skills • H ow to set a map. ? Pioneering Skills Knots a n d 3 hrs lashings. S • Running and preparation of a scout camp fire. Clove Hitch. • B owl – line. ? • H ow to write log book. Reflection • • • • • • Evaluating Unit Activities What went wrong? Follow up actions. • W WW Approach. ? An introduction to scout camp fire. ? How to form the horse shoe for assembly. • P itching a tent. Demonstration of a scout camp fire. ? How to use hand signals for assembly and ceremony.

O.5 0.5 1 1 1 1 2 1 0.5 1 1 2 2 1 2 0.5 1 2 Modules 2nd Stage Subjects Management Module 2 Management 30 . Role of Unit Leader APR/WOSM Ceremony Patriotic Scouting Registration System AIS Policy Management of Group Group Meeting Risk Management Financial Component Inventory of Stocks Filing System Public Relation st Modules Module 1 Scouting Knowledge Time 0.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 __________________________________________ Competency Scouting Fundamental 1 Stage Subjects Law & Promise Mission Statement History Organization Structure P.R.

Stretcher Emergency Information Medicine Computer Skills E-Mail & Internet Web-page Design Data Base 2 1 1 2 2 1 1 2 2 3 1 1 1 1 2 2 2 Social Responsibility Modules 5 Youth Development Medical Module Modules 6 First Aid 1 0.Scout-craft Modules 3 Scouting Skills Camp fire leader Pioneering Game & Song Knotting/Lashing Camping Hiking & Expedition Cooking Observation Orienteering & Map Reading Estimation Astronomy Jungle Tracking Presentation Skills Methodology Modules 4 Scout Method Youth Program Badge System Advancement Scheme Patrol System Planning Age Section Values Health Care Environment Protection Community Service Adolescent Children’s Right Bandaging Fracture CPR Life Saving Treatment of wounds. food poison.5 0. etc. bites.5 3 1 4 4 ICT Module Modules 7 ICT Special Topic Module Modules 8 Scouting Program Cub Scouting Boy Scouting Venture Scouting Rover Scouting 4 4 4 4 Remarks: You should read the “Scouting for Boys” and “Scout Handbook” before finishing the 1st stage. 31 . burns. diseases.

32 . he/she only take particular section and one more additional modules and be interviewed by respective DC. 6 and 7 can be skipped with outside agency’s certificate) Module 3 Scouting Skills Module 4 Scouting Method Module 5 Youth Development Module 6 First Aid Module 7 ICT Module 8 Scouting Program Compulsory reading: Scouting for Boys and Scout Handbook After complete the modules. 6-gear Scout Association Unit Leaders First Stage (compulsory) 3-months Module 2 can be skipped with outside agency’s certificate) Module 1 Scouting Fundamental Module 2 Management Second Stage (compulsory with credit transfer) 6-months Module 5. Interview with District Commissioner (1 month) Evaluation/assessment Issue of Warrants 1 month Wood badge 1 month NB: This is only for one section unit.The flow chart of unit leader training program. if one unit leader is transferred to different unit.

O. Explain the POR Badges & Uniform Membership Warrant Awards Function of a unit leaders Responsibilities Group Committee Court of Honour Patrol Council APR Scouting WOSM and World Events Flag Ceremony Opening and Closing Function Receiving awards Scouts’ own Display and preparation VIP reception Role of Unit Leader APR/WOSM Ceremony Patriotic Know the country National anthem and Flag Leaders of the Nation Past and present leaders Tradition and proud of the country Scout Songs Ideals of Registration How to register through computer Deadline Fees Concept and its application of AIS Training opportunity and support Adults Responsibilities Scouting Registration System AIS Policy 33 .Module 1 Scouting Knowledge Subject Law & Promise Mission of Scouting Content Meaning of the scout law & promise WOSM mission statement Our mission B-P’s Life History of National Scouting World Scouting APR Scouting Movement Unit Structure District/Province/National Structure Committees World and APR Structure History Organization Structure P.R.

Module 2 Management Subject Management of Group Content Group Organization Committee meeting Calendar Planning Program Planning How to run the meeting How to design the activities Agenda and minutes Decision-Making Fire fighting Safe Scouting Environment Water safety Insurance procedure Children’s right Accounting Budgeting Banking Fund-raising Stock proceeding Record and Book Keeping Warehouse Scout room Equipment Group Meeting Risk Management Financial Component Inventory of Stocks Filing System Filing Methods Importance of Filing Record Keeping & Computer Data base Media News Conference Inter-personal Relationship Communication Public Relation 34 .

Square Lashing. Rope care Procedure of fixing the camp How to choose the camp site Camping Equipment Different types of tents Camping program Camping Rules Improvides Camp Wilderness Survivor Simple Gages Break Camp Packing Preparation for different weather conditions Camping 35 . Fireman chair knot. Sheet bend. Figure-8 Knot. Reef Knot.Modules 3 Scouting Skills Subject Camp fire leader Content Camp fire Building Camp fire Procedure Camp fire songs History of camp fire Lashing Monkey Bridge Tower Rope and its care Different types of games How to lead different types of games Safety method of games How to lead a Scouting song Action songs Education Objective Pioneering Game & Song Knotting/Lashing All the knots: Square Knot.

and evaluation of youth program How it works Different types of badges according to the unit S Uniform How to use the badge system to achieve scouting goal Records Rules of badges Merit badges Different advancement scheme according to unit How it works How to achieve scouting goal through advancement scheme Records P S Badge System Advancement Scheme Patrol System The definition of patrol system Function and responsibilities Teamwork Symbolic framework of patrol system Patrol spirits The Lines of a patrol Planning Skills Different types of planning How to design a Training Program Planning Age Section Definition of Age Section Peer group Characteristic of different age sections Age Sections of various section 36 . Implementation. delivery.Modules 4 Scout Method Subject Youth Programme Youth Program Content Programme Policy Programme WOSM Youth Program Policy Policy Government Youth Program Policy programme Development.

Modules 5 Youth Development Subject Values Content Universal Values Scouting Values Community Values Evaluation of Values Religious Values Personal Health Cares Public Health Cares Respect your body Personal Hygiene Exercise Drugs Different types of pollution and its causes Recycling Solar Energy Conservation Different types of communities service projects Know your communities Government program for youth Health Care Environment Protection Community Service Adolescent Characteristic of adolescent Co-education Peer group Needs and aspiration of young people Children’s Right What is Children’s right Implication of Children’s right in S scouting activities Child abuses 37 .

Modules 6 First Aid Subject Bandaging Content Different types of bandaging Bleeding and its treatment Parts of the body Different types of fracture Treatment of fracture Definition of CPR When and how to use CPR Situation analysis and treatment Procedures Practical training Life saving Skills Basic Life saving Water Rescue Safety on swimming Accidents Use of Life saving jacket First Aid Kit Different types of wounds and its treatment Procedure. Fire Department Civil Defence Search and Rescue Ambulance Traffic Control Red Cross Hospital 38 . action to be taken. and follow up Report Fracture CPR Life Saving Treatment of wounds. diseases. food poison. bites. etc. Stretcher Emergency Information Different types of stretchers How to make a simple stretcher Police. burns.

King Scout Award Boy Scouting Venture Scouting Rover Scouting History of Rover Scouting Rover Scout Advancement Scheme “Rovering to Success” 39 .Modules 7 ICT Subject Computer Skills Content Basic usage of computers Hard and soft wares How to use e-mail and internet How to design a simple web page using different types of software package Update records Use and application of data base package Using data base to manage the unit scout record E-Mail & Internet Web-page Design Data Base Modules 8 Programme Scouting Program Subject Cub Scouting Content History of Cub Scouting Cub Scout Advancement Scheme “The Jungle Book” Cub Scout Campout Commissioner Award History of Boy Scouting Boy Scout Advancement Scheme “Scouting for Boys” Chief Scout Award History of Venture Scouting Venture Scout Advancement Scheme The Award System.

Additional Modules Pioneering Specialist Knots and Lashing Specialist Campfire Leaders Specialist First Aid Specialist Outbound Training Specialist Patrol Leader Specialist Camping Specialist Outdoor Games Specialist International Understanding Specialist ICT Specialist Scouting Songs Specialist Risk Management Specialist 40 .

CURRENT/FUTURE ISSUES and CHALLENGES in HRD 41 .

How they will be working. 42 . Engage in self-directed learning that is career specific.more attuned to the need for adjustments. Don’t expect a lifetime career with a single employer. lending their services and expertise for a time. View themselves as contract worker.don’t bother so much about organisational rank.a collection of skills that makes them value-added contributors. Little patience with planned learning experiences that don’t match their desired format. Take own responsibility for charting and preparing their own professional future. Usually not interested in ladder climbing . Grow up in digital age]. Multiple career. 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). Portfolio of assets . Develops competencies to promote employability and career success based on knowledge and network.information and media savvy. timing and location. Expect employers to offer them opportunity for growth through learning and application of that learning. age or tenure. Knowledge worker . 1993) “The most visible difference between the corporation of the future and its present-day counterpart will not be the product they make or the equipment they use … but Who will be working. Strong advocates of life-long learning. Regards constant and turbulent change as normal . Use spare time to learn.The New Paradigm Business (Robert D Harris. Seek to learn wherever and from whoever they can.

change and learning Working with and thru’ other people Essential Components of HRD Integrating and improving performance of other people 43 .Challenges for HRD • • • • • • • • • • • • • • Planning greater emphasis on learning to build expertise. audit learning and support transfer of learning Reviewing appraisal system that include learning . specialist knowledge – provide opportunity to learn new skills Allowing employees reinvent themselves within organisations as they acquire new useful skills Allowing flexibility in design and delivery of learning Creating system to track 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 Facilitating development.

4 April 1994 Revolution in Education “The real illiterate of the 21st Century won’t be he or she who can’t read or write. unlearn and relearn” Alvin Toffler. 2000 44 . but he or she who cannot learn.New employer-employee contract “You are responsible for your own career… Employer provides the experience and training to keep you marketable and employable but NOT necessarily a job forever” Walter Kiechel II Fortune.

New Economy What’s happening •Information Technology •Advanced telecommunication •Increased competition •Removal of trade barriers •Restructuring / Reengineering •Mergers & Acquisitions How to manage changes Innovation ~ Creativity Life-long Learning Process-skill Empowerment Team-player Outsourcing Double-loop learning Multi-focus thinking Strategic alliances Electronic networking Managing Diversity Knowledge-based Economy •One-person org.“Everything” •Service economy •Life-long learner employability •Facilitator Old Thinking Concept Order out of stability / certainty Status-quo Human Resource Job description Career development Mentoring Single-loop Training Trainer Manager Leader Control Authority Judgemental focus Single appraisal Permanent staff Brick and Mortar (tangible asset) STRUCTURE PHYSICAL TEAM New Thinking Concept Order out of Chaos / ambiguities Change Human Capital Person description Job planning Reverse mentoring Double-loop Learning Facilitator Coach Follower-leader Trust Autonomy / Empowerment Developmental focus Multiple appraisal (360 system) Free agent (outsource) Atom and Air (intangible asset) Networking Virtual team Fleas organisation Employability (multiple career) Fire Bosses Seek customer (cost-benefit perspective Elephant organisation Life long employment (single career) Retain Bosses Fire customer (make life intolerable to employee) 45 .single market / borderless world •E . (entrepreneur) •project based •knowledge-worker (computer & media literate) •Multiple career •teleworking •flexible organisational structure •Globalisation .

PARTiCiPANTS and STAFF DIRECTORY 46 .

O.:+880 2 934 226 Mobile Phone:+880 171520665 Email: scouts@bangla. Jln Tutong Brunei Darussalam Tel No. Brunei Darussalam Mobile Phone: +673 894 606 47 . Mohammed Bin Hj Ali District Commissioner.: +673 2 683 245 Mobile Phone: +67 883 2456 Persekutuan Pengakap NBD Ibu Pejabat Pengakap P.:+880 2 933 7714 FaxNo. Wisma Puri Flat SPG 540. PPDT / Tutong. Jln Keil Lumut Tel No. Brunei Darussalam Tel No. Box 222.: +673 266 1166 Mobile Phone: +673 872 1607 Lot 18373 Spg 25. Kakrail Dhaka 1000 Bangladesh Tel No. Bandar Seri Begawan Brunei Darussalam Tel No.com No. Hajah Sharifah Noor Bte Syed Ibrahim HQ Commissioner PPNBD 7. PPNBD 6. Matassim Bin Haji Duraman Chief Executive Commissioner Persekutuan Pengakap Negara Brunei Darussalam HQ Commissioner PPNBD 3. Gadong Brunei Darussalam Tel No. Hj Noordin Hj Kasah 4. Kg Bunut.:+673 2 326 6667 Mobile Phone:+673 880 5186 Ibu Pejabat Pengakap./Email 70/1 Purana Paltan Line Inner Circular Road. Jln. PPNBD SPG 455-14 Kecil No. Tutong. 10. PG Mahdi PG Hj Mohd Salleh HQ Commissioner PPNBD 5. Hj. Hj Abu Bakar Bin Hj Othman District Commissioner Belait.:+673 2 651956 Fax No. 55 SPG 1253 KG Batu.: +673 2 380704/380714 Mobile Phone: +673 887 0807 Email: mahsal88@yahoo.: + 673 2 653126 Mobile Phone: +673 877 2233 51 KG Tumpuan Telisan.net mder@bdonline. Mirza Ali Haider National Training Commissioner Bangladesh Scouts 2 Mr. Limau Manis Ampar. Brunei Darussalam Tel No.PARTICIPANTS DIRECTORY SL No 1 Name Position/NSO Address/Contact No. Jln Haji Halus.:+673 2 652272 Mobile Phone:+67 872 1300 B2 Block B. Abdul Manan Bin Hj Abdul Latip HQ Commissioner PPNBD 8.com Dr.

com 48 . Hj Mohd Yussof Bin Mohd Salleh Deputy Secretary General PPNBD No. Tutong. 268 Kampong Panchopapan Tutong TA1941 Brunei Darussalam Mobile Phone: +673 877 9730 H19/15 100 Lorong 3 Seria Belait Simpang.9.O. Gadong 6.O.Bhg Keagamaan PPNBD 1521 Sulapsehia. Effayane Binti Haji Salam Scout Leader Tutong. Box 222. Brunei Darussalam Tel No. Jalan Padang Baru KG Penanjong Tutong Brunei. Effaraihan Bte Hj Salam Scout Leader / Tutong. Hj Md Salleh Bin Hj Ahmad bin Asst. PPNBD 12. District Commissioner .: +673 2 337174 Mobile Phone: +673 876 6076 14.: +673 2 424 4336 Mobile Phone: +673 863 2610 No.:+673 2 226822 Ibu Pejabat Pengakap Daerah Tutong. Bandar Seri Begawan Brunei Darussalam Tel No. Pesuruhjaya Ibu Pejabat PPNBD 15. STKRJ Tungku Gadong. TC 1145 Tel No. Abdul Sidik Bin Mohamed Salleh Scout Leader PPNBD 11. Burhanuddin Bin Hj Md Daud Penolong Pesuruhjaya Asst. Brunei Darussalam Mobile Phone:+673 862 5394 125 SPG 342-22 KG Sturj.:+673 2 2225226 Mobile Phone:+673 873 3453 Email: bonjovi_453@hotmail. Tutong/PPNBD Kegiatan dan Latihan) Persatuan Pengakap Daerah Tutong/PPNBD 10. SPG 1523 Kpg Telisai. 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 Ibupejabat Pengakap Daerah Tutong Brunei Darussalam Mobile Phone:+673 886 8563 Email: shalyanne@hotmail. Darussalam Tel No:+673 2 2225227 (Pejabat) Fax No. PPNBD 16. PPNBD 17. (Planning (Rancangan Tutong. Suhaibon bin Hj Othman Pesuruhjaya Ibu HQ Commissioner Pejabat PPNBD Religion. Haji Othman Durani HQ Commissioner. Husin bin Budin @ Brudin PPNBD 13. Hj. Brunei Darussalam Mobile Phone+673 880 0397 Persekutuan Pengakap NBD Ibu Penjabat Pengakap P.com P. Box 184. Dist. Commisioner Pengakap Training).

1 Chien-kuo N. Taiwan Rep.: +886 2 2620 3646 Fax NO. Brunei Darussalam Tel No:+673 2 394 776 Mobile Phone:+673 886 8311 Ibu Pejabat Pengakap Daerah Tutong. of China Tel No.:+886 2 274 01336 Fax No. F 12: 1 Flat Perumahan Kerajaan. Taiwan Repu. Mr. Tam-shui Town TPC.edu. Brunei Darussalam Tel No.:+886 2 274 01336 Fax No. N. Li Yung-Chan Leader Trainer . Box 1554 BSB BS 8673.tpc. The General Association of the Scouts of China 25.jinsung@msa. Hj Domeng bin Hj Abd Wahab Facilitator HQ CommissionerNational HQ (Research & Archive) Commissioner PPNBD (Research & Archive) Persekutuan Pengakap Negara Brunei Darussalam 24.: +673 2 392021 Fax No. of China Tel No.18. The General Association of the Scouts of China 49 . Taiwan Repu. Brunei Darussalam Mobile Phone: +673 878 9154 No.tw 22 Junaidi Hj Hussin HQ Commissioner PPNBD 23. Sec. Road Taipei. PG Matahir bin PG Luba District Commissioner Brunei Muara .:+886 2 2773 6525 Email: chang. of China Tel No.hinet. Captain Hj Narawi Bin Hj Omar Ali Elite Scout Commissioner PPNBD BSB/PPNBD 20. Sec. No.net 123 Sing-hing St. 13 Jin 88 SPG 7-23 Perumahan Lambak Kanan Brunei Darussalam Tel No. Road Taipei. 1 Chien-kuo N. 5 Jln 16 SPG 63 Perpindahan Lambak Kanan. Harani Bte Hasa Samsudin Bin Hj Ahmad Scout Leader PPNBD PPNBD 21.:+886 2 2629 4443 Email: lee@shes. Mr. PPNBD 19.B.:+673 2 390278 Mobile Phone:+673 886 0278 Email: matamet@hotmail.tw 9 Lane 23.com No C3 Jalan Pengiran Di-gadong Berarakas kem Berakas Garrison.D.O.org. Beribi BE 1118 Brunei Darussalam P. Mr.:+886 2 2773 6525 Email: wschang@scout. Chang JuiSong National Training Secretary The General Association of the Scouts of China 26.:+673 2 391676 Mobile Phone: +67 872 1676 9 Lane 23. Chang WenShing Scout Executive .

Ms. No. Labuan. Alfhian Jeffri Chin 34. Educational Dept. Mibachen. Persekutuan W. State Commissioner W. Labuan. So Yeon Min Professional HQ Staff Korea Scout Association 31. Mr.np 50 . Kedah.jp Yeouido-Dong 18-3.:+604 4160 559 Mobile Phone:+6013 468 4785 Email: maniria@yahoo.P.P. Mr. Han Siew Kwong Asst. Leader Persekutuan Pengakap Malaysia 35. 87008 Labuan Malaysia Tel.or. 87009 W. :+60 87 412184 Bhaktapur 15. Persekutuan Pengakap Malaysia Asst. Pengakap Malaysia Labuan/Persekutuan Pengakap Malaysia National Training Commissioner .29. W. Tokyo 181-0015.:+60 87 431787 33. Seoul. Mitaka-shi.:+422 31 5168 Fax No. Mr. Labuan.:+60 13 854 5163 P. Nepal Scouts 36. Kalaimani A/L Supramaniam Rover Scout National Rover Scout Leader. Mr.P. MALAYSIA Tel No.com.kr 49 Taman Sehat Kerupang 3. Malaysia Tel.com c/o Peti Surat 107 8700 W. Box 140 8700 W. State Commissioner W. Scout Association of Japan 30. NEPAL Tel No.:+60 19 8713131 Email: laucadia@tm. Haji Sidek bin Haji Mohd Ali Green 32. Mr. Bhakta Rajbhandari Lot 6 Tama Jasa.:+422 31 5162 Email: kobayashi@scout.:+977 1 661 1143 Email: bkeveres@mail. Mr. No. Labuan. Labuan.:+82 2 6335 2034 Fax No.P. Korea Tel No.:+82 2 6335 2020 Email: symin@scout. Labuan.:+977 1 661 1211 Fax No.P.:+604 416 3439 Fax No. Persekutuan Pengakap Malaysia 4-11-10 Osawa.my 5 Belakang Hospital 09300 Kuala Ketil. Mr.O. Malaysia Tel No.P. JAPAN Tel No.P. Persekutuan Pengakap Malaysia Labuan/Persekutuan Pengakap Malaysia Adult Leader Scout Leader. :+60 87 412695 Fax No. Konosuke Kobayashi Director.net. Haji Ibrahim bin Haji Ismail State Commissioner W.P. Malaysia Tel No.or.

sg Block 734 Yishun Ave. Riyadh 11342 Tel No. 91 #104-201 Singapore 520921 Tel.:+66 2 215 3539 Mobile Phone:+66 1 82 60496 P. Mr. Box 12. Amnach Vetayaprasit 42. Hamad A. Mr. M.sg Block 921 Tampines St.:+966 557 25725 Fax No.:+66 2 219 2731 Fax No.:+65 678 21419 Email: sghan@magix. Mr. No. Bangkok 10330 THAILAND Tel.:+966 552 59466 Email: yahya515@hotmail.com. National Stadium Rama 1 Street. Dr. AlYahya Adult Resources Commissioner . Mr.com 45. Mr. Yousef Saleh AlHaggas Saudi Arabia Scout Association Vajiravudh House.:+966 553 03429 Email: salehms@yahoo. Supramaniam District Commissioner & Asst. Lee Yue Hung John Asst. 5 03-420. Singapore Training Team 38.O.:+966 365 1509 Email: haggass@yahoo. Singapore Scout Association Member . Madinah Tel. Han Song Guang 37 Jalan Limau Nipis Singapore 468290 Tel No. Abdullah Safar Al-Ghamdi 43.37.H.sg 39. Leader Trainer . Najran Tel. 44. Saudi Arabia Scout Association P.:+65 6758 7337 Fax NO.:+966 364 3619 Fax NO. Singapore Scout Association National Commissioner .com Saudi Arabia Tel No. Bangkok 10330 THAILAND Tel No.O.com 51 . Singapore 760734 Tel No.:+65 6241 0424 Email: johnleeyh@yahoo. No.com 46.:+65 6731 9814 Email: m_supramaniam@yahoo.com. No.com. National Scout Organization of Thailand Member. Sayun Santad 41. National Stadium Rama 1 Street.:+66 2 219 2108 Vajiravudh House. 20779.:+966 752 21546 Email: showil@hotmail.com Saudi Arabia. Mr. Training Team National Scout Organization of Thailand Saudi Arabia Scout Association Saudi Arabia Scout Association 40. Leader Trainer . Riyadh 11465 Saudia Arabia Tel No. Mr.O.:+966 552 39636 Email: m_alnatheer@yahoo. Box 5671. Mohammed Abdullah Al-Natheer Saudi Arabia Scout Association P. Mr. Saleh Mohammad Saleh Mr. No.

PC 1151 N. Md. Masrura Hj Moksin PPNBD 3. N.D.Observers: 1 Hjh Hadijah Hj Abd Harith PPNBD A9 ‘c’ Jlln Kg. HP:+673 889 7605 Tel No. N.:+673 2 266 2804 52 .B. Tel No.:+673 863 2747 No. 140 Jalan Ban 6. Kamarulsalihen bin Hj Zain Eddy nor Zahsin bin Jumat PPNBD 5.B. 2 Spg 897 Kg Serdang Mukin Kota Balu Tel No.:+673 880 9742 HP:+673 885 1710 2. PPNBD No. Kg Mulant.D. BC 2915.B.D. Firdausin Bin Hj Ang Matusin PPNBD 4. 9-499 KG Batu Apoi Temburong.:+673 861 7049 No. Perpindahan Lambak Kanan. Tel No.

11 SPG 41-21 Jln Kecil Masin KG Masin.: +63 2 819 0093 Mobile Phone: +63 917 896 8556 Email: rasheed@apr.O. Brunei BH2723 Tel No.: +63 2 8180984/ 817 1675 Fax No. S.: +4122 705 1020 Mobile Phone:+41 65967790512 Email: meffendy@world.org 4.: +673 2 680 164 Mobile Phone: +673 884 4494 37 Aguinaldo St. Prassanna Shrivastava Resource Speaker & Coordinator for Programme Director Administration and Resources Development World Scout Bureau/Asia Pacific Region 5.scout. Boy Scouts of the Philippines & Coordinator.:+673 2 425312 Fax No.ph 53 .scout.: +63 2 819 0093 Mobile Phone: +63 917 518 7110 Email: prassanna@apr.org Tingkat 4. Jalan Gadong BE 4119 Brunei Darussalam Tel No. Campus 1101 Diliman. Evelina M.: +63 2 8180984/ 817 1675 Fax No. Email: emvicencio@edsamail.scout.com. Plaza Building 219 Salcedo Street. U.P. Dr Effendy bin Rajab Resource Speaker Director Adult Resources World Scout Bureau/Geneva 4F ODC Int’l. Administration Dr. Plaza Building 219 Salcedo Street. Bangunan Ibu Pejabat PPNBD Kompleks Pengakap. Legaspi Village Makati City. Hj Zainuddin Hj Jaafar Coordinator.com P. Legaspi Village Makati City.: +4122 705 1080 Fax No. Box 241 CH 1211 Geneva 4./Email Abdullah Rasheed Workshop Advisor Regional Director World Scout B bureau/Asia Pacific Region 2 Mr Hj Zainal Abidin bin Penghulu Hj Ibrahim Workshop Advisor Chief Commissioner Persekutuan Pengakap Negara Brunei Darussalam 3. Vicencio Resource Speaker Secretary General Persekutuan Pengakap Negara Brunei Darussalam Leader Trainer..:+673 2 420822 Email: brunei_scouts@hotmail. SWITZERLAND Tel No. APR Tools and Development Task Force 4F ODC Int’l.STAFF DIRECTORY SL No 1 Name Position/NSO Address/Contact No. PHILIPPINES Tel No. PHILIPPINES Tel No.org No. Quezon City Philippines Tel/Fax: +632 928 5423 6.

Brunei Darussalam Tel No. Hj Ismail bin Dato Paduka Haji Abdul Hapidz Facilitator P. Zainudin bin Ishak Facilitator Asst. Box 535 MPC Berakas BB 3577 Brunei Darussalam Tel No. 367. Nur Aini Mohammad Resource Speaker Leader Trainer and Training Secretary Singapore Scout Association 8.:+673 2 391 676 Mobile Phone: +67 874 2304 No. Sigurun Km 6 Jalan Mulaut Tel No.sg No.O. Kampung Mulaut Simpang 143.7. 367.O. Gadong Brunei Darussalam Tel No. Jalan.:+673 2 455 550 Mobile Phone: +673 8861249 Email: zaibruscout@hotmail. Estate Manager Persekutuan Pengakap Negara Brunei Darussalam 12.net.:+673 2 391676 Mobile Phone: +67 872 1676 Persekutuan Pengakap Negara Brunei Darussalam National Headquarters 4/F PPNBD Building.: +65 62592858 Fax No.: +673 2 392021 Fax No. Hj Awg Hassan bin Hj Abd Hamid Facilitator Persekutuan Pengakap Brunei Darussalam National Training Team Secretary Deputy Chief Executive Comimision cum International Commissioner Persekutuan Pengakap Negara Brunei Darussalam 13. Jalan Lubuk. Sigurun Km 6 Jalan Mulaut Tel No.: +673 2 670440 Mobile Phone: +673 872 5957 9.: +673 2 244 9050 Mobile Phone: 872 4496 10. Box 1554 BSB BS 8673. Persekutuan Pengakap Negara Brunei Darussalam National HQ Commissioner (Research & Archive) Persekutuan Pengakap Negara Brunei Darussalam Deputy Chief National Commissioner Persekutuan Pengakap Negara Brunei Darussalam 1 Bishan Street 12 Singapore 821171 Tel No. Brunei Darussalam Tel No.: +673 2 455 550 Fax No. 24 SPG 525 Kg. Jalan Lubuk.: +673 2 670440 Mobile Phone: +673 872 5957 54 .com No. Kampung Mulaut Simpang 143.: +673 2 672110/872 4494 Fax No. Hj Ismail bin Dato Paduka Haji Abdul Hapidz Workshop Director Deputy Chief Executive Comimision cum International Commissioner .:+65 62592118 Mobile Phone: +65 9450 6419 Email: dolpheen@starhub. Hj Domeng bin Hj Abd Wahab Facilitator P.: +673 2 681 304 Fax No. Hj Badar bin Hj Ali Facilitator 11. Mas in BH 2723.

PHILIPPI NES Tel No. Hajah Mergawati Hj Abd.14. San BHD.scout. Abdul Manan Hj Abd.:+673 2 452152 (O) Mobile Phone: +673 826 9833 Email: dmegamect@yahoo.com DJ-A Dataran Jangsak Spg 872 KG Jangs ak. Jayah bin Haji Dollah Asst.:+673 2 380192 Mobile Phone: +67 877 2233 Email: amal6336@hotmail. Latip Computer Operator National HQ Commissioner (Arts and Culture) Persekutuan Pengakap Negara Brunei Darussalam 18.: +63 2 8180984/ 817 1675 Fax No. Jalan Tutong. Mohd. Seria KB3534 Kuala Belait.O.:+673 2 420342 (H) Fax No. Lilian R de Luna Secretariat In-Charge Executive Secretary cum Librarian World Scout bureau/Asia Pacific Region P. :+673 2663306 Fax No.com No. Jln Dato Ratna BE 1318. MPC Airport Lama BB3577 Brunei Darussalam Fax No.:+673 2 661461 Mobile Phone:+673 8717915 Email: lizamahalle@yahoo.:+673 2 420822 Mobile Phone: +673 871 0730 Email: fuzi36@yahoo. Hajah Norliza bt Dato Seri Setia Hj Mahalle Computer Operator Adult Scout Leader Persekutuan Pengakap Negara Brunei Darussalam 55 . District Commissioner Kuala Belait/PPNBD TSW/411 Brunei Shell Petroleum Co. Box 461. Brunei Darussalam Tel No. Legaspi Village Makati City. Wisma Puri Apartment SPG 540. Manaf Documentalist Scout Leader Adult Persekutuan Pengakap Negara Brunei Darussalam 19. Brunei Darussalam Tel No.com 4F ODC Int’l. Kiarong.: +63 2 819 0093 Mobile Phone: +63 917 896 8556 Email: lilian@apr. Plaza Building 219 Salcedo Street. Kg. 45. Jln Gadong BF 2720 Negara Brunei Darussalam Tel No.:+673 3 3374647 Mobile Phone:+673 864 8235 B2 Block 13. Brunei Darussalam Tel No.: +673 2 653126 Fax No.com 17. Saifulrijal Hj Md Hussain Quartermaster National HQ Commissioner Persekutuan Pengakap Negara Brunei Darussalam 15.org 16.:+673 3 3375185 Fax No.

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Legaspi Village Makati City.O.org . Philippines Tel: Fax: (+63 (+63 (+63 (+63 2) 2) 2) 2) 818 817 819 401 09 16 00 39 84 75 93 84 wsb@apr. Box 4050 MCPO 1280 Makati City.scout. Philippines 4/F ODC International Plaza Building 219 Salcedo Street.World Scout Bureau Mondial du Scoutisme Asia-Pacific Regional Office Bureau RÈgional Asie-Pacifique P.

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