DSM DSM

LEARNING
Philosophy, Challenges, & Strategy

SKI: Dimas Sayyid Mahfuzh

 DSM
Dimas Sayyid Mahfuzh, M.Psi.T
Human Resources Practitioner

2020 - Now Head of Learning & Development

Lazada Logistics Indonesia

2017 - 2020 Talent & Learning Partner

Aplikasi Karya Anak Bangsa

2015 - 2017 Recruitment & Dev. Asst. Manager

Pacific Place Jakarta

Learning & Development Executive

2014 - 2015
Home Credit Indonesia

Learning & People Development Specialist

2012 - 2014
Darma Henwa, Tbk - BUMI Resources
 DSM
What will we discuss?

01 02 03
Introduction Enabling Business – Building Learning
to Learning Driven L&D Strategy Culture in Company
What is learning L&D Role & ACADEMIES Make it sustain
and it’s principles Framework
 DSM DSM

Introduction to Learning &

Development
What is the basic principles?
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Learning &
Development can
become a

competitive
advantage…
or
Liability…
What? Wait…
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Wait...
What is your
definition of
learning?
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Learning is…
Relatively permanent change in behavior that
occurs due to prior experience.

I can’t improve what I can’t define.

 Learning philosophy DSM

• Learning is a process. not an event, that requires motivation, opportunities to

practice, and continuous feedback.

• Learning happens in real life. especially during transitions or challenging

moments.

• Learning is personal. Everyone has different learning styles and different

levels of challenge within which they can work.

• Learning is social. We need to create an environment for employees to

connect with peers for advice and support.
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Enabling Business – Driven

L&D Strategy
Where to start?
 The strategic role of L&D DSM

5 2

4 3

Source: Adapted from Nick van Dam, 25 Best Practices in Learning & Talent Development, second edition, Raleigh, NC: Lulu Press, 2008
 The strategic role of L&D DSM
Attract & retain talent

Source
1 PWC, Millenials at works
2 Hays, Gen Y and the World of Work
 ACADEMIES Framework DSM

5 2

4 3

Source: McKinsey & Company, 2019

ACADEMIES Framework
1st component: Align with business
DSM

● Align on mission & vision of

business
● Assess needs and challenges

Gain support ● Learning Survey to assess learning

from Senior needs
Management ● Learning Awareness to assess their
Team (SMT) preferences

● Together with SMT to define the

strategy & approach
● Communicate the progress through
metrics that has been agreed
ACADEMIES Framework
1st component: Align with business
DSM
ACADEMIES Framework
1st component: Align with business
DSM
ACADEMIES Framework
1st component: Align with business
DSM

Learning Method Pref: Audio Pref: Reading

Recording Articles/Book
Coaching &
85 Extremely Extremely
Mentoring 37 41
Effective Effective

Very Effective 61 Very Effective 76

Blended learning 104
Effective 77 Effective 78

Somewhat Somewhat
Online course 10 63 54
Effective Effective

Slightly Effective 33 Slightly Effective 26

face to face
82 Not Effective at Not Effective at
training
10 6
all all
0 50 100 150 0 50 100 0 50 100
ACADEMIES Framework
1st component: Align with business
DSM
ACADEMIES Framework
1st component: Align with business
DSM
ACADEMIES Framework DSM
2nd component: Business units and HR co-own academy

Start with core business

ACADEMIES Framework DSM
2nd component: Business units and HR co-own academy
ACADEMIES Framework DSM
2nd component: Business units and HR co-own academy
ACADEMIES Framework DSM
2nd component: Business units and HR co-own academy
ACADEMIES Framework DSM
2nd component: Business units and HR co-own academy

What is yours?
ACADEMIES Framework DSM
3rd component: Assess capability gaps and estimate value

Leadership Business Technical

Competency Competency Competency

Integrity, Work Ethics, & Professionalism

ACADEMIES Framework DSM
3rd component: Assess capability gaps and estimate value

Driving

What if…
ACADEMIES Framework DSM
3rd component: Assess capability gaps and estimate value

What if…
ACADEMIES Framework DSM
4th component: Design learning journeys
ACADEMIES Framework DSM
4th component: Design learning journeys
ACADEMIES Framework DSM
5th component: Execute & scale effectively
ACADEMIES Framework DSM
5th component: Execute & scale effectively
ACADEMIES Framework DSM
6th component: Measurement of impact on business performance

Strategic How effectively does the learning strategy support the

organization’s priorities?
alignment

How well does the L&D function help colleagues build the
Capabilities mind-sets, skills, and expertise they need most?

Organizational To what extent does learning strengthen the

overall health and DNA of the organization?
health
How well does the L&D function help
Individual peak colleagues achieve maximum impact
in their role while maintaining a
performance healthy work-life balance?
ACADEMIES Framework DSM
6th component: Measurement of impact on business performance
ACADEMIES Framework DSM
6th component: Measurement of impact on business performance
ACADEMIES Framework DSM
7th component: Integration of L&D interventions into HR processes
ACADEMIES Framework DSM
8th component: Enabling of the 70:20:10 learning framework

70 : 20 : 10
On-The-Job /
Social learning:
Mentoring, Coaching,
Kelas tradisional
Training offline, books,
Real experience
Focus discussion, Sharing podcast, video/simulasi
Task or project
session

We must be able to choose or combine which methods that

suits our employee needs
ACADEMIES Framework DSM
8th component: Enabling of the 70:20:10 learning framework
ACADEMIES Framework DSM
8th component: Enabling of the 70:20:10 learning framework

No Kriteria Output Contoh

1 Bite-size Konten dengan durasi atau muatan Singkat, padat

yang sedikit dan pendek Durasi video: 5-15 menit
Panjang artikel: 10 menit

2 Praktikal Mudah dipraktekkan tanpa supervisi Berisi panduan untuk praktek dengan
sesuai konteks dan kebutuhan contoh nyata sehari-hari

3 Engaging Menarik perhatian individu Variative Variatif, dilengkapi dengan cerita,

visual dan cerita menarik

4 Modular Konten bisa dipecah dari sub- Satu keahlian bisa dipecah seperti
keahlian komunikasi - mendengar secara aktif
ACADEMIES Framework DSM
8th component: Enabling of the 70:20:10 learning framework
ACADEMIES Framework DSM
9th component: Systems and learning technology applications
ACADEMIES Framework DSM
9th component: Systems and learning technology applications
 DSM DSM

Building Learning Culture in

Company
How to sustain it?
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Activation
Honor the Ever-Present Nature of Learning DSM

Don’t treat learning as an event to be scheduled. It’s an

unbounded resource because it’s in our very DNA to be
lifelong learners. Cultivate potential to boost performance.
Make Learning Easily Accessible DSM

Empower employees to find their own answers.

Neuroscientists say that people retain this type of learning far
longer than just being told what to do. On-demand instruction
lets learners find their own answers right then they need them.
 DSM DSM

Marketing & Gamification

Use Blended Learning to Maximize Options DSM

Consider every person and situation. In-person learning allows

hands on application and collaboration. On-demand learning
offers flexibility and empowers people to learn at their own
pace. Combine the two to effectively achieve your learning
objectives.
Value Learning as a Path to Mastery DSM

Make it safe to take risk—and to make mistakes. Celebrate

“Aha!” moments as much as easy wins. Encourage risk taking
and failure. Understand that the cost of not encouraging
failure is a shortage of innovation.
Teach Managers How to Coach DSM

Build employee competence and confidence using

appreciative inquiry, which is a method for learning from peak
performances. Make sure managers know how to ask
coaching questions that help employees cultivate their own
wisdom and confidence.
Evaluate Performance Based on Learning DSM

Measure learning along with performance to boost both.

Reward growth and improvement. Recognize learning hunger
and commitment as a way to boost performance and
productivity
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HR is not
rocket science, but
it’s not an easy job.
 DSM

Dimas Sayyid Mahfuzh

Whatsapp: 08111-0-78978
Instagram: @dsayyidm
LinkedIn: Dimas Sayyid Mahfuzh