Benedict Das Email & Phone Number

Shah Alam, Malaysia

Designed, developed and implemented leadership development series across the Group,Implemented customised interventions to close operational and functional skill sets development for specific divisions and departments.Worked in tandem with the Talent & Insights department to close individual development gaps identified during in-house talent and insights forums,Planned and managed annual training calenders for employees,Managed approvals of HRDF fund utilization for external training, conferences and talks locally and globally,Launched a blended learning approach for employees as an option to participate in and develop themselves whilst working in highly operational units across the business.

Selangor, Malaysia

Identified, translated, implemented and evaluated all forms of learning, training and development interventions across the Group.Empowered Allstars in producing optimum results within and beyond expectations through coaching, motivation and mentoring.Inculcated a culture that adopted, adapted, applied and advocated core leadership values. These 4As formed the basis of employees work across the Group and at all levels.Transformed leadership values that resonated as part of Air Asia’s DNA.

Identified, translated, implemented and evaluated all forms of learning, training and development interventions across the Group.Empowered Allstars in producing optimum results within and beyond expectations through coaching, motivation and mentoring.Inculcated a culture that adopted, adapted, applied and advocated core leadership values. These 4As formed the basis of employees work across the Group and at all levels.Transformed leadership values that resonated as part of Air Asia’s DNA.

Provided training interventions through a wide range of customised programmes for the leadership and development of human capital in Malaysia and worldwide including Japan, India, Singapore, Thailand, Indonesia and The Philippines. + developed and implemented 100 over specialised and customised soft skills training programs including the fundamentals of supervisory skills, situational leadership, presentation skills, train the trainer, motivation at the work place, telephone etiquette & communication, self discovery and team building and programs customized to the needs of organisations or outcomes from training needs analyses.+ developed & conducted training in dual languages i.e. English and Bahasa Malaysia, fluently.

 Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement. Develop customised performance evaluation procedures. Conduct or source for technical training and personal development classes for staff members. Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors. Design & develop and organize training manuals, multimedia visual and other learning enablers.  Plan, develop, and provide training and personnel development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops. Analyse training needs to develop new training programs or modify and revise existing programs. Review and evaluate training and apprenticeship programs for compliance with government standards. Train instructors and supervisors in techniques and skills for training and dealing with employees. Coordinate established courses with technical and professional courses provided by community schools and designate training procedures. Prepare training budget for department or organization

1. CONCEPT AND APPROACH OF DEVELOPMENT Formulate basis of Performance Management assessment that reflects organizations goals. Develop customized tools to gauge and measure relevant performance expectations. Design communication and road show package for cross-organization launch and implementation.2. PRIMARY OBJECTIVES Build on existing capabilities of human capital through progressive revision of job scopes. Shift people to new levels of performance with periodical assessment engagements and development interventions.3. IMPLEMENTATION Top-down transfer and translation of the concept through hierarchical order of organization. Goal setting workshop to guide people managers in developing cascading KPIs aligned with the organizations goals. Assisting Team Leaders to review and revise job fits within their units through Talent Management Workshops.4. CONTINUOUS ASSESSMENT Periodical dip-stick surveys with 360 degree feedback. People manager forums on challenges in execution and immediate revision of policy.5. CONTINUOUS ASSESSMENT Periodical dip-stick surveys with 360 degree feedback. People manager forums on challenges in execution and immediate revision of policy.6. TALENT MANAGEMENT Facilitate succession planning workshops for key leadership roles, track and monitor career paths of high-performers and high-potential staff. Goal setting workshop to guide people managers in developing cascading KPIs aligned with the organizations goals. Provide timely reports to Management and decision makers in order to sanction remedial action where critical performance dip is detected through the various measuring tools.  Provide temperature check feedback to Compensation & Benefits and Recruitment & Selection departments’ staff morale levels and workplace readiness.

1. PERFORMANCE DEVELOPMENT CONSULTATION Assess clients’ needs based on on-site workgroup assessment and evaluation.  Translation of data gathered at the workplace are converted into lesson unit’s i.e. technical, soft skill or role specific at the workplace., to narrow skill gaps shown in assessment outcomes. Develop Service Level Averages (SLA) for front office personnel. Introduced process evaluation & improvement as a pre-requisite to developing SOPP’s.2. SPECIALIZATION  Cross cultural change management: Developed and implemented changemanagement for Heads of Operations for an MNC i.e. Electrolux. Designed and developed TTT program for Change Managers to transfer changephilosophies effectively to their teams, and measure behavioral change at workplace. Converting needs assessment outcomes into lesson unit’s i.e. technical, soft skillor role specific at the workplace, to narrow skill gaps shown in the performance assessment. Develop Service Level Averages (SLA) for front office personnel. Introduced process evaluation & improvement as a pre-requisite to developing SOPP’s to clients operations.