international best practice - capelle consulting consulting english brochure.pdf · ideally,...

The logo comprises the text SDC Consulting, accentuated by a red koi with well-defined brush strokes that together form the letters ‘SDC’.

The koi and calligraphic style of the brush strokes portray a distinctly Asian flavour. SDC's products are designed specifically for clients situated in Asia, including local organisations and multinational corporations. Our premise is that Asian culture is sufficiently differentiated to merit adaptation of international best practice.

● The koi is a symbol of quality and is often highly valued. This depicts SDC’s dedication in bringing exceptional value to its clients.

● Koi live in harmony with one another. This reflects the importance that SDC places on partnership, both internally and with its clients.

● The fish swimming upwards represents SDC's quest for innovation and continuous improvement.

● The Chinese character for water symbolises life and regeneration. SDC aims to enrich its clients through individual development as well as organisational renewal.

International Best Practice * Asian Context

SDC Consulting (Shanghai) Co., Ltd.

Our vision is to be excellent in providing consultancy services and proprietary programmes in organisation and human resource development.

The consultancy services and products we provide must be of excellent value to our customers. We believe that this can be achieved by providing solutions which are customized to our clients’ specific needs, as opposed to a one-size-fits-all approach.

Values

◇ Integrity

We will maintain a high sense of integrity in our business transactions and professional conduct. We will honour our contractual agreements and observe local laws and aspirations.

◇ Value Creation

The programmes and services we provide must add value to our clients. They must lead to significant improvements in human productivity and life fulfillment. Our solutions must make a difference.

◇ Commitment

We are dedicated to satisfying customers’ expectations. We will ensure a high level of professionalism in all our commitments.

◇ Innovation and Improvement

We will engage in research and development to achieve innovation and continuous improvement. This is to ensure that our programmes and services remain relevant in today’s fast changing environment.

◇ Teamwork

We believe that the energy unleashed through teamwork results in greater achievement than that obtained by the sum of individuals working alone. Properly utilised, diversity contributes and does not distract. Teamwork is synergistic, fun and enriching.

◇ Care for People

We believe that people matter. We will therefore demonstrate care and concern for the well-being of people both within and without the organisation.

Our vision02

CONSULTINGS DC


SDC Consulting set foot in China in 1997, the same year Hong Kong came under China’s rule, and has since established offices in Shanghai, Tianjin and other cities of China. For over 12 years,, SDC has successfully incorporated top global management experience with Asian characteristics, and implemented a range of practical solutions and training programmes to Chinese/foreign investment companies as well as multinational companies throughout China.

In today’s fast-changing and competitive market environment where companies/organisations constantly need to be examining and re-planning their strategic goals and operations to achieve the ideal state, the task is to build organizational capacity and manage change. Office systems, structures and strategies must be constantly examined to ensure that they are relevant, accurate and effective. Central to the success of building an effective organizational capability is the development of human capital. Ideally, competencies are systematically developed to meet different levels of job challenges.

Offering comprehensive OD and HRD solutions, SDC Consulting is committed to provide customized solutions according to the specific needs of customers with impart viable and practical knowledge and skills. As a professional consultancy and training company, SDC developed integrated OD and HRD solutions specially designed for companies based in Asia. With a team of highly-experienced consultants, SDC offers both consultancy services at the strategic level, as well as customized solutions which can be implemented across all levels of an organisation. Her strength is the ability to incorporate international best practice into Asian context.

A full service, implementation-based humanmanagement and development consulting firm

03CONSULTINGS DC


04CONSULTINGS DC

Least Visible(more difficult to

transform)

经营策略组织文化Organizational

CultureBusinessStrategy

高层领导和团队的见解

个人的信仰体系

运营环境

核心价值观

管理方法和工具

目标和计划员工绩效管理

结构项目，体系，流程

隐形的习惯和杂音


Organisation Development

Knowing … Being … DoingK

nowing …

B

eing … D

oing

OperatingEnvironment

CoreValues

LeastVisible

(more difficultto transform)

MostVisible(easiest totransform)

InvisibleHabits & Noise

Programmes, Systems & Processes

HumanPerformanceManagement

Goals &Planning

ManagementMethods &

Tools

Structures

Snr Ldr& TeamInsights

Indv.Belief

Systems

Know

ing …

Being …

Doing

Organisation Development and People Competency Framework™

Consulting

05CONSULTINGS DC


Consultancy Services

SDC’s 5 Dimensions of Organisation and People Capability1

Note: 1 There are other organisational capabilities such as finance, technology, etc.

Based on our Integrated OD and HRD framework, our experienced consultants will diagnose, define and develop appropriate solutions to enhance your organisation’s strategic capabilities. We have the expertise and experience to assist you in these areas.

INTERVENTIONS

Organisational Environment• Corporate Values Cascade• Cultural Transformation• Learning Culture

Leadership and Strategy• 360-Degree Feedback• Vision and Mission• Business Strategy• Leadership and Behavior• Network and External Benefits Relations

Human Performance• Competency Identification and Development• Talent Recruitment and Retaining• Career Development and Sustainable Planning• HR Policy and Operation• People Health• Unification of Goals and Strategies• Rewards and Recognition Mechanism• Coaching and Mentoring

Human Management Process• Interpersonal Relations• Win-win Team• Supplier、Customer Management• Labour Management Relations

Organisation Design & Structure• Unification of Organisation Strcutures and Strategies• Effective Organisation• Business Process Efficiency• People Authorization

06CONSULTINGS DC


Executive Coaching

What is Coaching used for?

Leadership development of high performers

◇ Succession planning ◇ Talent development ◇ Coach is used to close competency gaps

In times of organisational change

◇ Coach is used to support person through transition

Career coaching

◇ Talent retention and development ◇ Develop and plan future career path

Performance coaching

◇ Help improve performance

Key Success Factors

◇ A key driver needed to champion the project ◇ Meeting between coach & coachees ◇ 360-degree feedback to provide “data” for change ◇ Direct observation very helpful to provide feedback◇ Coaching ◇ Mid-project review ◇ Coaching toolkit in addition to coaching skills ◇ Evaluation of coaching effectiveness

What is Coaching ?Coaching is a partnership where through focused discussion, an Executive Coach helps you to achieve what you want to achieve faster and better.

Co-creating the

PartnershipEstablishing the

PurposeDeveloping a

Plan of ActionEnabling

Progress

Why is Coaching Effective?

Coaching Model: 4P’s

Coach asSounding

Board

Coach asCheer

Leader &Supporter

Coach asMirror

Coach asPacer

Clarity wrtSelf,

Context,Opportunities,

Solution s

ROI of Coaching

“Companies that offer training alone experience a 22.4 percent increase in productivity, but when combined with coaching that figure rises to 88 percent.”“Coaching provided to executives within major corporations provides a return of investment of 5.7 times the cost of the coaching.”(Bench, Marcia. Career Coaching: An Insider’s Guide. Palo Alto: Davies-Black, 5).

360 deg feedback with / without coaching

◇ Effectiveness of 360 degree feedback when participants met with a coach vs effectiveness of 360 – degree alone.◇ Finding – individuals who met with a coach to discuss their feedback and their action plan were more likely to set specific goals and achieve them in the year ahead. (Citing article in Personnel Psychology, spring 2003. Morgan, Howard, Phil Harkins and Marshall Goldsmith, eds, 2005. The Art and Practice of Leadership Coaching. NJ: John Wiley & Sons, 248-49).

Survey

◇ Linkage Best Practices in Coaching Survey – 235 completed questionnaires from organizations with <100 to >20,000 employees, from 19 countries (mainly US, Canada & Mexico) & a broad range of industries (Morgan et al, eds 2003, 255-256). ◇ Q: How do you characterize the effectiveness of past coaching interventions at your organization?◇ Scale of 1 to 5, 5 being very effective, 1 being not effective.◇ 75% responded with 3 or better. Only 15 % rated coaching as a 1 or 2.

What is Coaching not ?

07CONSULTINGS DC


Executive Coaching

08CONSULTINGS DCTalent Management


Importance of Talent Management

Organization &

HumanCapital

Brand Equity

Finance

Business Success

Technology

Why talent management?

◇ What are the consequences on the business due to the lack of talents?◇ What if you have to compromise on the corporate ethos to support the business growth?◇ What is the cost of losing a key staff member (especially to your competitor)? ◇ What is the cost of hiring a replacement for a high potential staff member?

Why SDC?

◇ Simple and Proven Process◇ Clear Commitment on Deliverables◇ Comprehensive Approach

1.1 Talent Strategy

1.2 Selection Criteria

2.1 Selection Process

2.2 Verification

3.1 Learning & Growth

3.2 Retention

Business Plan

1.0 Conceptualization 2.0 Identification 3.0 Development & Deployment

Talent Pool for Succession &

Sustainable Growth

Conceptualization

1.1: Talent Strategy

ProcessObjective: ◇ Establish the corporate Talent Management philosophy and strategy

Tools & Methodology:◇ Talent Strategy Template◇ Talent Strategy Development Workshop

Reference: ◇ Company Business Plan ◇ Manpower Strength

Deliverable◇ Talent strategy Statement ◇ Rationale◇ Roles & Responsibilities

1.2: Selection Criteria

ProcessObjective: ◇ Define the prerequisite attributes for the purpose of potential assessment

Tools & Methodology:◇ Criteria Development Template◇ Facilitation to develop Potential Assessment Criteria

Reference: ◇ Business Strategy◇ Corporate Values◇ Leadership Qualities and/or Leadership Competencies◇ Existing Performance Appraisal system

Deliverable◇ Potential Assessment Criteria

09CONSULTINGS DC Talent Management


Identification

2.1: Selection Process

ProcessObjective: ◇ Establish a process to identify external and internal high potential candidates

Tools & Methodology:◇ Key domains for recruitment selection Template◇ Staff potential appraisal Template ◇ Facilitation to develop Selection Process◇ Effective Selection Interviewing Skill Workshop (optional)◇ Potential Assessment Workshop (optional)◇ Guide for Assessment Centre (optional)◇ Talent Attraction Strategy (optional)

Reference: ◇ Selection and Performance Appraisal Criteria◇ Staff Appraisal Performance Records◇ Talent Pipeline

Deliverable◇ System for Recruitment Assessment◇ System for Internal Talent Identification

2.2: Verification

ProcessObjective: ◇ Establish a system to verify the potential of identified talents

Tools & Methodology:◇ Ranking Process ◇ Facilitation to develop Verification System

Reference: ◇ Performance Appraisal◇ Potential Assessment

Deliverable◇ Verification System

Development & Deployment

3.1: Learning & Growth

ProcessObjective: ◇ Establish systematic development programmes to increase competencies and to facilitate the assimilation of corporate ethos

Tools & Methodology:◇ Job Rotation Process◇ Job Challenge – Competency Matrix◇ Facilitation to develop the Learning & Growth Process◇ Coaching and Mentoring Program (Optional)

Reference: ◇ Staffing Plan◇ Succession Plan◇ Leadership Competencies◇ Corporate Values

Deliverable◇ Talent Development Process ◇ Competency Development Plan

3.2: Retention

ProcessObjective: ◇ Develop Retention Strategy

Tools & Methodology:◇ 8-FactorTalent Retention Diagnostic Toolkit◇ Communication Guidelines◇ Facilitation to develop Talent Retention Plan and Communication Guidelines

Reference: ◇ Performance Appraisal ◇ Rewards & Recognition System ◇ Job Rotation Plan◇ Attrition Records

Deliverable◇ Talent Retention Plan

10CONSULTINGS DCHuman Resource Development


Central to the success of building an effective organizational capability is the development of human capital. Ideally, competencies are systematically developed to meet different levels of job challenges.

As the job challenge becomes increasingly complex, the focus of human resource development tends to shift from managing personal effectiveness for young executives to that of providing leadership at the top management level.

SDC’s integrated HRD consulting and training services can be interpreted with SDC’s Job Challenge – Competency Matrix™. Additionally, our HR development solutions based on the Customisation - Learning Integration Framework™ can be customized to satisfy the special demands of companies.

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11CONSULTINGS DC Job Challenge – Competency Matrix™


● Think critically & strategically● Develop strategy● Champion change● Build culture to support strategy

● Manage staff performance● Appraise business performance● Plan for success● Innovate and improve work processes● Manage finance

● Manage customer satisfaction● Negotiate successfully● Facilitate meetings● Manage projects● Manage transition

● Coach and develop people● Engage others● Influence others● Develop team members

● Manage time & work● Solve problems● Make decisions● Present ideas● Think creatively● Communicate effectively● Learn to learn

Manage Self Develop People Manage Operations

Manage Performance

Provide Leadership

Role/ Functions

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halle

nge

Low

Func

tion/

dept

Uni

t/sec

tion

Team

Indi

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Core Inter-functional Competencies

Training & Development Programmes

Our Training & Development Programmes can be classified by the five functional core competencies of Job Challenge – Competency Matrix™.

● Communication Effectiveness

● Critical Enabling Skills Training (CREST)

● Creative and Critical Thinking

● Effective Work Mindset

● Eradicating Problems and Making Effective Decisions

● Presentation Skills

● STAR Performer

● Working as a Team

● Effective Job Facilitation and Coaching

● Executive Coaching

● Experiential Teambuilding

● Leading a Team

● People Development

● Customer Service / Management

● Customer Service Heartware

● Negotiation Skills

● Project Management

● Effective Selection Interviewing Skills

● Finance for Non-finance Managers

● Performance Management

● Process Management

● Change Management

● Managerial Leadership

● Organization Development

MANAGE SELF

DEVELOP PEOPLE

MANAGEOPERATIONS

PROVIDELEADERSHIP

MANAGE PERFORMANCE

12CONSULTINGS DC

● Change Management

● Communication Effectiveness

● Creative and Critical Thinking

● Customer Service / Management

● Customer Service Heartware

● Effective Job Facilitation and Coaching

● Effective Selection Interviewing Skills

● Effective Work Mindset

● Eradicating Problems and Making Effective Decisions

● Executive Coaching

● Experiential Team Building

● Finance for Non-Finance Managers

SDC provides e-learning moduels for selected programmes. In view of the shift towards learner-centric and self-paced learning, SDC will continue in the development of proprietary techonology-based learning solutions.

● Leading a Team

● Managerial Leadership

● Necessary Skills For Success

● Negotiation Skills

● Organization Development

● People Leadership

● Performance Management

● Presentation Skills

● Process Management

● Project Management

● STAR: Leadership Excellence

● Working as a Team


Training & Development Programmes

13CONSULTINGS DC Customisation - Learning Integration Framework™


The training programmes can be tailored to meet customer needs. To do this, SDC Consulting uses a Customisation – Learning Integration Framework™ to understand and define customer needs.

Phase One(Customisaton)

Diagnose & analyze needs

Customise ordevelop materials,

activities , evaluationmethods, action

plans etc.

Confirm with clientcontents, methodology &requirements for delivery

Phase Two(Delivery)

Issue pre-courseassignments & / or

establish baseline data

Conduct pilotcourse(s) including

action planning

Review pilot course(s)with client, & fine-tune

materials, activities & / orevaluation methods

Phase Three(Learning integration)

Implement plannedactions & learning

Insights

Conduct focus groupor follow-up sessions

Consolidate reports &present salient findings

to management

Organise programmesand always monitor

participants' responsewhile conducting programme

Consolidate reports &present salient findings

to management

14CONSULTINGS DC

Our Consultants are:

● Full-time OD / HR / Business practitioners previously, with a wealth of experience gained from varied corporate positions and exposure to a wide range of industry sectors ● Committed to imparting practical knowledge and skills with passion, dedication and enthusiasm ● Multilingual–providing consultancy services and training in English, Chinese ● Supported by a full-time team of Operations, Customer Service and Marketing Executives, providing seamless and integrated execution of all SDC programmes, consultancy services and follow-up

Consultants

● Benjamin Ng● Geoffrey Goh● Jackie Yap● Jasen Tham● John Lee

● Kim Tan● Lee Tsao Yuan● Lim Eng Chuan● Louis Seah● Mia Chua

● Tai Chau Chyi● Tan Tat Jin● William Tan● William Toh● Wong Hong Sze


Team of Consultants

15CONSULTINGS DC Clients Testimony


“The trainer had a wealth of knowledge in the subject, clarity of explanation of terms, and used interesting real-life examples to elaborate the point of view. “

- Automobile Manufacturing Company

“The programme has a profound insight into HRD, and I express praise for the training of instructors on the point of view.” “Let me respond to the process of negotiations with the profound understanding of a great amount of information, I simply could not wait to apply learned knowledge to practice.” “The programme was designed well & thoughtfully.”

- Telecom

“The trainer provided many examples to prove his point of view. This is the most funny training I have participated in so far!”“The training did good to implementation, very experienced trainer. I had growth in a lot of knowledge.” “A large amount of information, and it has a practical use in many cases.”

- Government agencies

“The trainer shared his personal experience with us. He was friendly, approachable and willing to offer help. The authentic examples during the learning process were very helpful.”“There is no best, because every aspect was very good.” “Role-playing is a good practical application for learned skills.”

- Government administration

“Generally speaking, the programme was very interesting. The trainer made training very vivid. Very useful.”

- Financial services institutions

“Interesting and vivid, very suitable for my work.” “The trainer had comprehensive knowledge and imparted necessary skills to trainees.”

- IT equipment manufacturers

“The main trainer has a good grasp of the programme, and was able to stimulate the learning process. Throughout the whole training process, he had been always patient and willing to encourage us.”

- Semiconductor manufacturer

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16CONSULTINGS DC


● Ace Insurance Limited ● Advanced Semiconductor Material Lithography Holding N.V● Ageon Cnooc● Agricultural Bank● AIA● Allegro Manufacturing● Alstom● Analog Devices (Shanghai) ● Apple Computers, Asia● Applied Materials China ● Ascendas● Atotech Guangshou Chemicals ● Auchan China ● Automotive Components● Beijing Johnson Controls ● Beijing Mobile Communications Company ● Beijing ShunFa Lafarge Cement ● Boeing ● Caltex China (Shantou) ● CapitaLand● CGU International Insurance ● Chanel ● Chartered Electronic-Optics ● Chartered Semiconductor ● Ciba Specialty Chemicals ● Citigroup● Coffee Bean & Tea Leaf ● Danfoss (Tianjin) ● Estee Lauder● General Semiconductor (China) ● Great Eastern Life● GSK S’pore, Tianjin ● Health Sciences Authority● Hitachi Semiconductor ● Hyperion Solutions Asia ● Infineon Technologies Asia Pacific ● Keppel Corporation

● Lotus Supermarkets ● Lafarge● Mapletree Investments ● Martin Manufacturing Zhuhai● Maxtor Peripherals (S) ● Mitsubishi ● National Environment Agency● National Semiconductor ● Nippon China● Nokia (China) Technology Services ● OCBC Bank ● Pacific Internet● Pentex Schweizer ● Rohm and Haas● Schneider Electric● Shell Eastern Petroleum● Sidel (Shanghai) ● Siemens Advanced Engineering ● Siemens Medical Engineering ● Simply the Group (Shanghai) ● Sony Electronics Asia Pacific● SunLife Everbright Life Insurance ● Shur-Line (Shanghai)● TCL● TELLABS Asia Pacific● Temasek Holdings● The Ascott Group Limited● Tianjin Akzo Nobel Peroxides● Tianjin Laird Technologies● Tigerpack (Shanghai) ● Time International ● Turbine Overhaul Services● United Overseas Bank ● Valspar Corporation ● Veolia Water ● Wyeth Nutritional ● Zhejiang Mobile Communications ● ZTE

Partial Clients

Contact Details CONSULTINGS DC

HQ

Singapore

SDC Consulting

1 Coleman Street

#08-03

The Adelphi

Singapore 179803

Tel: +65 6325-4982

Fax: +65 6325-4983

Email: [email protected]

Website: www.sdc-consulting.com

Contact Person:

Tan Kin Weng

China Branch

PRC


Address:

9C Careri Building

432 Huaihai Xi Road

Shanghai, PRC 200052

Tel: +86 21 5258-5880

Fax: +86 21 5258-5878


Website: www.sdc-consulting.cn

Contact Person:

Amy Ai 137 6430 1681

Frank Li 139 1861 3961

Mary Su 138 1840 2090

Rick Li 139 1896 3513

Tianjin

Contact Person:

James Zhang 138 2184 2174

Agent Partners

TDC Consulting Co., Ltd

Address:

Unit 801, YunLang Building

No. 149 Wei Jin Road

He Ping District

Tian Jin, PRC 300070

Tel: +86 22 2334-3730

Fax: +86 22 2355-4553


Contact Person:

Frank Zhang

Beijing

Tel: +86 10 8264-1131


Contact Person:

Mirenda Liu

Shenzhen PNR Human Resource Co., Ltd.

Address:

Rm3305, Jin Zhong Huan Business Building

FuTian CBD,

Shenzhen, PRC 518048

Tel: +86 755 8252-1539

Fax: +86 755 2399-1299


Village Earth Economic & Trade (Shanghai) Co., Ltd.

Address:

No. 618, Room 15-16, Lane 43

Bronze Road Pudong New District

Shanghai, PRC 201203

Tel: +86 21 6164-7947

Fax: +86 21 6164 7940


[email protected]

Contact Person:

Winston Nyo, Ralf Shen

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