1001 trucat profile - april 2016

TruCAT Company Profile APRIL 2016 | Document # 1001

TruCAT Company Profile | APRIL 2016 | Page 1

www.trucat.net

TruCAT Profile TruCAT stands for “True Competency

Assessment Tools”. Recently

established in April 2015 with

Malaysian Registrar of Companies

(ROC) by Adida Datuk Yang Amri and M.

Zolkarnain Tun Abdullah with a trade-

marked “TruCAT™ Sendirian Berhad”,

company number 1126833-V.

Address:

No. 38-1 Jalan Setia Indah U13/Y,

Seksyen U13, Setia Alam, 40170 Shah

Alam, Selangor D.E., Malaysia.

Contact number:

+6016 26 23432 (ADIDA)

Website:

www.truvoc.com

Email:

Adida: [email protected]

Zolkarnain: [email protected]

Karuna: [email protected]

TruCAT is a registered with the

Malaysian Ministry of Finance (MOF)

100% Bumiputera company.

TruCAT Offers Enhanced productivity and innovative

capacity of any organization depends on

two groups of people; employees and

managers.

The adaptive capacity of any

organization will be dependent on the

skill set of the managers entrusted with

the responsibility to develop, motivate

and empower staff as a foundation to

stronger organizational performance. In

turn, this will lead to greater

organizational capacity through

innovation and change and increased

profitability, which fuels organizational

sustainability and growth.

If building organizational leadership is a

major concern, we have programs,

which address the critical issues of

today’s changing business environment

by offering an in-depth exploration of

critical leadership and motivational

skills. This unique approach allows

participants to gain knowledge and

tools required for creating a shared

leadership language and culture at all

levels and a lasting, effective change

within the organization.

All processes are characterized by

Professionalism, Compassion,

Confidentiality, Customization and

Focus on the bottom-line appropriate to

each participant and organization’s

purpose.

People Development

Leadership Diagnosis &

Transformation

Coaching/Mentoring

Competency Assessment

Human Capital strategic audit and

advisory

http://www.truvoc.com/

mailto:[email protected]




ADIDA Datuk Yang

Amri

CEO and

Principal Consultant

ADIDA DATUK YANG AMRI Adida is a Principal Consultant in TruCAT

Sdn. Bhd. and her last posting was as the

GM of Human Resource in an oil & gas

company in Malaysia. She specializes in

Strategic Human Resource Management,

Change Management, Organizational

Development, and Career Development.

Adida holds a Master’s in Public

Administration and Human Resource

Management from USC, United States,

and a Bachelor with Honours from

University of North London, UK. Her

research interest focuses on Strategic HR

– Specializing in Human Capital

Development, Gender Issues in

Organization and Competency

Management.

Adida was the Lab Leader for Human

Capital Development & Education for the

Economic Corridors under PEMANDU

Cities & Corridor Lab 2011: Templates

generated were implemented throughout

the corridors. Adida has published in six

international journals on “Gender &

Success” and her research has been used

as references. Author of chapters in HR

related texts used in universities and

reviewer for international human resource

journals. As a professional facilitator and

HR Consultant - Adida works with

individuals and corporate clients across a

spectrum of industries. 18 years hands-

on HR experience in senior management

across both public and private industries.

Plus, 18 years academic, research and

consultation experience - Senior Lecturer,

Supervised post-graduates (DBA & MBA)

as well as undergraduates.

Certified Professional Coach (CPC) – by

Federation University Australia & IAC

Coaching Masteries™


M. Zolkarnain Tun

Abdullah

COO and

Principal Engineer

MOHAMMAD

ZOLKARNAIN TUN

ABDULLAH Zolkarnain specializes in Project

Management related to new product

introduction (Hardware, software and

processes), also in Business Development

Strategies and Research Methods.

Zolkarnain holds MBA from Universiti Sains

Malaysia (USM), BSc. in Solid State

Engineering and minor in Economics from

Johns Hopkins University, MD, USA.

Advisor to various private and public

organizations. Mainly relating to business

modelling, structure and strategies.

Previously he was in charge of product

(Hardware, software, processes and

supports) introduction and localization for

Dell Asia Pacific Customer Centre (APCC) –

as the Program Manager for APCC region

including Japan. Ensuring that all HW &

SW inputs are in place, Marketing & Sales

team ready to market and deliver,

manufacturing line ready to go high

volume manufacturing, and Quality &

Customer Support team ready to resolve

any end user issues.

Experienced in Project Management:

Manage first large project while he was in

Intel (1994) and became a mentor/trainer

(Team Leader, Engineering) for new project

managers while in Dell (1998). Invited as

a guest lecturer in USM to deliver a

module on project management.

Experienced as a test program developer

for Intel 8-bit and 16-bit microprocessors.

Written over millions-line of codes and had

written a few test specifications for Intel.

Part of the Change Control Management

team for various test program

developments. Later became the Product

Team Leader for the first USB device,

which oversees the transfer of the first

commercialized USB product to the

manufacturing plant in Penang, Malaysia.


G. Karuna Pillay

CTO and

Principal Consultant

G. KARUNA PILLAY G. Karuna is a Principal Consultant in

TruCAT Sdn. Bhd. and his last posting was

as the Regional Specialist and Strategic

Consultant and Head of Operations for an

Australian Based Consulting Company

AWBT Asia –Pacific Division. Karuna is

also a certified PSMB (HRDF) trainer. He

has extensive experience in the Talent

Development area in both the private and

public sectors over a period of 20 years.

His academic qualifications include a

Master’s degree in Business

Administration, Canterbury University UK

and a Diploma in Training and

Development, Leicester University, UK.

Throughout his working career he has held

a variety of senior management positions

in Human Resources, Talent

Development, Competency Management,

Manufacturing, Quality Assurance and

Strategic Planning for a number of

Malaysian based multinationals. Like

Dastek, Unico Technology, TFS, Kontron,

Motorola, Texas Instruments, MIMOS

Berhad and Australia-wide Business

Training (awbt).

Certified Professional Coach (CPC) – by


Coaching Masteries™


Abdul Rahman Madeni

CIO and

Principal Engineer

ABDUL RAHMAN MADENI Abdul Rahman has more than 15 years’

experience in IT industry especially in

Military, Banking and Finance, Inter-bank

Giro, Banking Switching and Internet

Banking or E-Commerce as well as E-

Business. The most advanced technology

developed and implemented by him was

smart card systems for Malaysian (1999-

2001) – Bankcard for Banking and

Finance industry, and MyKad for

citizenship which was under Malaysian

Super Corridor (MSC) initiatives. In

addition, he also involved in various

projects with private sectors for database-

oriented system such Call Centre solution,

and Workflow.

With an extensive exposure and

experience in developing and

implementing automation design software

for Integrated Circuit industry, he had

developed and implemented Vehicle

Tracking Systems in Brunei where the

systems also embedded with navigation

and anti-theft facilities with insurance

industry.

Previous experiences with US Defence for

Network Centric, GIS, Communication and

Security; and EMV Consortia, based in

Munich, as a Technical Director (the last

position prior to coming back to Malaysia

in 2003), had developed various

technologies and patented especially in

banking industry, digital technology, and

robotic that had attracted Malaysian

Government to appoint him as Technical

Director for MyKad and Bankcard. He

completed her first degree and Master in

Mathematics and Computer Science from

Universiti Kebangsaan Malaysia, and also

MBA from UNIMAS.


Professor Dr. Zainal

Ariffin Ahmad

Associate &

Senior Consultant

ZAINAL ARIFFIN AHMAD, PhD

Professor Dr. Zainal Ariffin Ahmad is a

Certified Professional Coach under the

International Association of Coaching (IAC)

and Management Member of the IAC

Malaysia Branch. He is currently serving

an Adjunct Professor in the School of

Management, Asia e-University, Associate

Fellow of the Academy of Sciences

Malaysia, Associate Member of the Centre

of Social Innovation, Universiti Teknologi

Petronas, and External assessor for

Wawasan Open University.

He is a member of the Malaysian Institute

of Human Resource Management

(MIHRM) and Malaysian Institute of

Management (MIM) and the Institute of

Electrical and Electronics Engineers (until

2015).

Since 1989, Professor Zainal has had 27

years’ experiences in teaching, training

and consultancy at Northern Illinois

University, Universiti Sains Malaysia,

Universiti Tenaga Nasional, and Malaysian

Multimedia University.

Prior to his retirement in 2015, Professor

Zainal served Head of the Graduate

Business School and Deputy Dean of the

College of Graduate Studies in the

Universiti Tenaga Nasional. He was also

adjunct faculty teaching in the DBA

programme in Malaysian Multimedia

University in 2010 to 2012. Previously, he

was an Associate Professor in the

Graduate School of Business (2009-

2010) and Deputy Dean for Research and

Graduate Studies at the School of

Management (1994-2008) in Universiti

Sains Malaysia. He headed the OB Lab

which was an experimental research

laboratory for behaviour and learning in

USM prior to conversion into Human

Development Laboratory (HD Lab).

Formerly, he had served as Chairperson

for the MBA/DBA Programs and

Chairperson for the Organization/Human

Resource section (2 terms).

Professor Zainal lectured at the

Undergraduate, Masters (MBA) and

Doctorate (DBA) levels and his teaching

and research specialization includes

organisational behaviour (OB), human

resource management/development

(HRM/HRD), learning and learning

disabilities (LD).

In 2007, Professor Zainal was awarded

Outstanding Educators Award 2007 at

Universiti Sains Malaysia and recipient of

the Anugerah Akademik Negara (National

Academic Award in Teaching) in 2008. As

past recipient of the AAN, he served on

the Selection Committee from 2010 to

2015. He has presented keynote address

at several international conferences.

Professor Zainal has been an active

researcher and headed or was involved

in 32 grants in the areas of learning,

human resource management, ergo-

quality (human side of quality), quality in

higher education and public services

(TQM/ISO 9000). After retirement, he is

still involved in research on national R&D

activities, nursing disaster preparedness

and socio-economic impact of the oil and

gas industry in the East Coast. He is a

lifetime member of the Qualitative

Research Association Malaysia (QRAM).

To date, he has co-written seven books:

Quest for Teaching Excellence,

Understanding Organizational Behaviour

(2), Human Resource Management,

Industrial Relations in Malaysia,

Guidebook for TQM Trainers and

Benchmarking University Publishers. He

had previously served as the chief editor

of the Asian Academy of Management

Journal. He recently received Best Paper

Award from the fifth Asian Conference of

the Academy of Human Resource

Development (AHRD) 2006 and the

UNITEN International Business

Conference 2007.


Syahrul Azmi

Associate &

Senior Facilitator

SYAHRUL AZMI Syahrul is a high-calibre professional who

is conscientious and meticulous with his

preparation and execution. He has

developed strong articulation and

problem-solving skills and has had

experiences in honing these skills with

audiences on all levels of organisations in

developed and emerging markets. His

work experience ranges from Conferences

& Exhibitions, Customer Service,

Educational Software, Learning &

Development, Shared Services,

Manufacturing, Sales and Marketing. He

has worked in small-medium enterprises,

multi-nationals and public listed

companies.

Syahrul’s passion is people. His mission is

helping people achieve goals they never

thought they could. One of his focus is the

art of getting your message across.

Syahrul designs, develops and has

delivered workshops and coaching

engagements in 10 countries in Asia-

Pacific and Western Europe. He has done

so in the capacity of an external, internal

and as an independent trainer.

Syahrul trains and coaches executives,

middle & senior management in Business

Communications. His sense of detail and

passion in helping people makes him a

client’s repeated choice as presentations

coach for conferences and key events. His

experience in various communication

situations – presentations, pitch, media

launches, handling difficult customers,

managing people and conferences gives

him a variety of insights to draw from and

share with his learners.


True Competency

Assessment Tools

SAMPLE PRODUCT & SERVICES

1. Auditing Human Resource Processes

2. Identifying Leadership Competencies

Requirements

3. Leadership Diagnostic Workshop

4. What is Competency Management System?

5. Get Key Performance Indicators Right

6. Writing Effective Job Description

7. Mentoring & Coaching Awareness Workshop

8. 3 Bins Workshop

9. Business Process Improvement (BPI) Workshop


Auditing Human Resource

Processes

Introduction to PCMM

The People Capability Maturity Model is

a tool that helps you successfully

address the critical people issues in

your organization. The People CMM

employs the process maturity

framework of the highly successful

Capability Maturity Model for Software

(CMMI) as a foundation for a model of

best practices for managing and

developing an organization's workforce.

Based on the best current practices in

fields such as human resources,

knowledge management, and

organizational development, the People

CMM guides organizations in improving

their processes for managing and

developing their workforce. The People

CMM helps organizations characterize

the maturity of their workforce

practices, establish a program of

continuous workforce development, set

priorities for improvement actions,

integrate workforce development with

process improvement, and establish a

culture of excellence.

Objectives

By auditing an organisation’s - HR

processes via benchmarking it against

PCMM standards will allow an accurate

analysis to what are the actual gaps if

any. You will be able:

To assess the current level of

effectiveness of the HR Processes

and Services

To prioritise the next steps to be

taken to enhance the strategic

effectiveness of HR.

To identify intervention programmes

that will close these gaps and the

duration required

What You Will Gain

A comprehensive Audit Report.

A step-by-step guide to the

Intervention Programmes that

should be implemented to close any

gaps identified.

An in-depth analysis of what other

elements or factors that may be

impacting the effectiveness of your

organisation.

Who Should Be Involved

The Human Resource Team and

support from top management.

Phases

A face-to-face interview with

relevant managers and team

members in regards to their process

and work flow.

Copies of current HR policies/ SOPs

and other relevant documents.

Overall reports will be generated

and presented to management.

Duration

2 days.

Investment Required

The total investment will be dependent

on the size of the organization.


Identifying Leadership

Competencies Requirements

Description of the project

Each organisation is unique and thus

requires a different set of leadership

competencies and there are hundreds

of competencies to choose from.

TruCAT has a tool that not only

identifies these competencies gap but

will be able to assess your current team

members and identify people related

interventions that can close any gaps

that may exist. Thus ensuring continued

growth of your organisation and

development of your internal talents.

Objectives

By using our tools and techniques,

you will be able:

Add value or Improve current

organisation leadership Framework

To create a leadership model

unique for your organisation or if

you already have a model, you will

be able

To assess the current level of

competency among your leaders

To identify the actual gaps in their

competency levels

To identify intervention programmes

that will close these gaps and the

duration required to do so

To strategically design your

succession plans

To create a leadership talent

pipeline

What You Will Gain

A unique leadership model for your

organisation

A comprehensive assessment

report on the current leadership

talents within your organisation.

Recommendation or solution to the

intervention programmes that

should be implemented to close any

gaps identified.

An in-depth analysis of what other

elements or factors that may be

impacting the effectiveness of your

organisation. That may not be

training or development issues.

Who Should Be Involved

The Top management team, Head of

OD, Human Resource and Learning &

Development personnel, and people

managers.

Project Phases

One on one interviews with top

management to fully understand

the leadership Model of your

organization or if there is a need to

create a model. The technique used

would be ‘card sort’

Based on the competencies

identified as crucial for leadership

in your organization, a library and

dictionary will be created for each of

the competency level. (4 levels)

A competency assessment exercise

will be completed for all relevant

managers

A face to face interviews with

relevant managers to understand

their perception of leadership and

their assessment of their leadership

competencies

Overall reports will be generated

and presented to management

Duration

Dependent on size of organization.


Leadership Diagnostic Workshop

Description of the program

What are the challenges facing you as

lead of your team? How would you

improve your leadership and

management style to be more

effective?

The focus of the workshop is on

answering the above questions, by

asking your team what you can do

better and how to do better.

The workshop should be attended by

homogeneous work teams, that work

together in order to achieve set KPIs.

The workshop is interactive and is

dependent on the teams to discuss

openly in regards to their perception of

the current leadership/ management

style of their HOD/ Organisation.

All feedback will be analysed for root

cause and categorised. Feedback will

be presented to the relevant HOD for

development purposes. The feedback

from this workshop should be coupled

with the Leadership Assessment results

for a holistic approach to development

of eldership skills.

Leadership Assessment exercise is

done for C suites/ Snr. Management

team/ HODs and potential talents. The

assessment is based on 17 globally

benchmarked dimensions for top

leaders of organisations.

Outcomes

Teams will leave the workshops with a

better understanding of the challenges

their HOD and Organisation’s leadership

is facing.

Teams will also realise that their

Leaders are serious in taking steps

forward to understand, how to improve

their work environment and culture.

The workshop will be the first step in

creating an open communication style

to create a “We” culture and not an “I”

culture.

Duration

0.5 day.


What is Competency

Management System?

CMS

‘Competencies’ are defined as ‘the

behaviours and skills individuals should

have in order to perform their role

effectively’. The competency model/

framework is divided into three areas:

Knowledge, Skills and Systems/

Processes.

Many organizations develop a

Competency Framework with an intent

of managing performance more

effectively. However, the organization

may find that the competency system

they have in place falls short of their

expectations.

The most common reasons for this

shortfall is that in many cases the

fundamentals of the organization are

not in place or is in-accurate. Other

reasons could be the users of the

system especially the Human Resource

staff may not be aware of the holistic

benefits of using a competency

framework. They have not been trained

adequately; do not see the clear links to

organizational goals, organizations do

not want to put in the time and effort,

and most critical of all, Job Descriptions

used are not accurate.

Objectives

By participating in this briefing session,

you will:

Get an overview of what is a

Competency Management System

(CMS)

Be aware of how a CMS can be

used in all decision making

processes in Human Capital

Development planning

In areas such as selection of new

recruits, promotion exercises, and

other workforce planning decisions

Aware of how to benchmark your

organization’s Human Resource

Processes against world-class

standards

Who Should Attend

This session is appropriate for top

management in all industries/

organizations as it will create

awareness of how to make effective,

quality decisions in regards to Talent

Sourcing and Management.

Duration

This awareness session requires 1.5 / 2

hours.


Get Key Performance Indicators

Right

Description of workshop

Whether you’re the CEO, manager,

supervisor, or line employee, having the

right KPI will determine the success of

the individual and ultimately the

success of the organization. This

program is designed to address the lack

of understanding of performance

measures and how to build better KPIs.

This intensive one-day program

provides a theoretical framework for

individual participants to discover their

strengths and weaknesses in their KPI

– and acquire skills in aligning their

KPIs to business goals with a more ‘we’

thinking instead of relying on the ‘I’

thinking.

Learning Objectives

In this stimulating and interactive

workshop, you will:

Understand what are KPIs and the

management theory (Performance

Management) behind why KPIs is

one of the best tool of performance

management

The characteristics of a winning KPI

How KPIs tie to business goals and

strategies

How to translate and cascade KPI’s

to all levels

Discover the strengths and

weaknesses of your KPIs and the

importance of knowing your critical

success factors

Learn how to get ‘we’ based KPIs

vs. ‘I’ based KPIs

Gain skills in how to identify the

challenges that you need to

overcome to achieve your KPIs

Who Should Attend

This workshop is designed for

executives, operational managers and

team members of all levels, across all

functions areas. Such as human

resource, finance, project management,

strategic & planning, and operations.

Note: Participants are required to bring

with them their individual KPIs when

attending the session.

The organization must provide the

organization’s KPIs and Strategic Plan

to TruCAT within five working days prior

to start of program.

Format

This intensive workshop features real-

KPI case studies, small group and one-

on-one in-class coaching and a platform

to share learning’s and best practices.

The workshop provides an opportunity

to revisit individual, departmental and

organizational KPIs – in a collaborative

learning environment.


Writing Effective Job Description


This one-day programme is designed to

be of highly practical value for the

participants. At the end of the

programme, they will have the

necessary skills to write Job

Descriptions and Person Specifications

for their organizations.

The workshop will create awareness of

how to make effective, quality decisions

in regards to Talent Sourcing and

Management.

Objectives

By participating in this workshop, you

will be able:

To understand the need for clear

Job Descriptions and Person

Specifications in the workplace

To understand the difference

between Job Descriptions, Person

Specifications and Competencies

To understand the key components

of Job Descriptions and Person

Specifications

To understand how to use Job

Descriptions and Person


To provide practice in constructing

professional Job Descriptions and

Person Specifications

What You Will Gain

Practical experience in writing Job

Descriptions and Person

Specifications

A guided understanding of the

needs, components, and various

uses of Job Descriptions and Person


Who Should Attend

Human Resource personnel,

administration staff responsible for

Human Resources, and / or line

managers involved in staff appraisals,

job evaluation, or other organizational

changes.

Workshop Contents

What is an Effective Job

Description?

What is 'Job Analysis' & Why is it

Important?

The Definitions used in Job Analysis

The Employee's Role in Job Analysis

Creating a Job Description

Guidelines for writing Job

Descriptions

What to include in a Job

Description?

Job Descriptions & Recruitment

What are 'Key / Core

Competencies'?

What is a 'Person Specification'?

Guided Practice in writing Job

Descriptions & Person

Specifications, for your workplace


Mentoring & Coaching

Awareness Workshop


In today’s environment of changing

technology and evolving organizations,

coaching can create a strong

competitive advantage. It provides

continuous learning and develops

people to meet current and future

needs. Business mentoring and

coaching is an investment that you

make in developing your key resource

people for the long-term benefit of the

organization.

Productivity happens when managers

can develop strong relationships with

their employees. Executive coaching

builds the capability of managers to

help their employees with the intangible

elements of human

relationships. This Coaching and

Mentoring Training program will help

you turn performance management into

a collaborative process that benefits

everyone.

Benefits

Through our Coaching and Mentoring

training course, new Mentors will learn

effective strategies that build trust,

rapport and break down the obstacles

for growth in their staff.

This Coaching and Mentoring training

course will empower you with the

behavior, knowledge and skills to help

develop and motivate others in a

constructive manner. With the use of

efficient coaching and mentoring skills,

you can help boost an individual or

team’s overall performance.

Our facilitators are Certified

Professional Coach (CPC) – by


Coaching Masteries™.

The workshop will discuss the following

techniques:

Defining Coaching and Mentoring

The Importance of Trust

Providing Feedback

Overcoming Roadblocks

How Mentoring Differs from

Coaching

Duration

1.5-day workshop

Certified Professional Coach by


3 Bins Workshop

Facilitation - Managing KPI challenges


What are the challenges facing your

team from achieving your KPIs?

The focus of the workshop is on

answering the above question.

The workshop should be attended

by teams that work together in order

to achieve set KPIs.

The workshop is interactive and is

dependent on the teams to discuss

openly in regards to the challenges

/ road blocks they are facing to

achieve their KPIs effectively.

All challenges / road blocks will be

listed during a brain storming

session. The list will be prioritised

and categorised into three bin list.

Bins A, B & C.

Teams will discuss on how best to

overcome the challenges/ road

blocks listed.

Strategies will be noted and

implemented. Results will be

monitored throughout the duration

of the KPIs validity.

Outcomes

Teams will leave the workshops with

a better understanding of their

challenges / road blocks and will

have strategies and plans on how to

overcome them in order to achieve

their KPIs effectively.

Teams will understand how they

work with each other and why they

are dependent on each other for

their successes.

Weak KPIs will be identified and

modified. Teams will become aware

of what is a challenging KPI.

Duration

1 day – 2 days depending on complexity

of KPIs and size of teams.


Business Process Improvement

(BPI) Workshop


What are the things preventing us

from being a great company?

What frequent frustrations or

complaints do our customers or

employees have?

What challenges are we facing?

What are the consequences of not

changing, improving or solving

these problems?

What specific things could we do to

improve some aspect of our

company, department, or team?

This workshop is ideal for the following

people:

Leaders who would like to establish

a business process improvement

initiative

Staff who will lead or participate on

process improvement teams

Benefits of Attending this Workshop

This workshop will teach these basic

techniques:

1. Selecting and Organizing a Process

Improvement Project

Create a context for launching a

business process improvement

project. Learn what a process is, the

benefits of conducting process

improvement projects, how to select

a process and a team, and how to

ground the project with a clearly

articulated charter and leadership

support.

2. Understanding the Current Process

Become comfortable reading and

drawing process maps that explain

how a process works. Learn about

linear and swim lane process maps,

and how lengthy processes can be

broken down into a series of

interrelated maps. Also understand

how business rules embedded in

the process influence ‘why’ certain

process steps occur.

3. Identifying Improvement

Opportunities

Analyse a process to identify

improvement opportunities. Learn

how group collaboration techniques

like brainstorming and

benchmarking apply to process

improvement, as well as about the

most common process

improvement opportunities.

4. Implementing Process

Improvements

Learn how to develop an

implementation plan and create a

presentation for leadership

approval.

Materials Provided in Workshop:

A workbook and materials for exercises

will be provided.

Duration

1-2 days depending on the process

being analysed and improved.

1001 trucat profile - april 2016

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