PMC-PD - sbacc

PMC NNECT
S B ACC ’s N e ws l e t t e r
Issue 2016 February - March | www.sbacc.org.sg
+
SBACC
Launches
Productivity
Domain
Certification
THE ART OF MENTORING:
A Meaningful Way
to Create Mutual Growth
MANAGEMENT MESSAGE
Feb - Mar
CONTENTS
03
COVER STORY
The Value of Working with a
PMC-Productivity (PMC-PD)
04
UPCOMING EVENTS:
Singapore Business Mission to
Washington DC In Conjunction
with SelectUSA Investment
Summit
05
PMC SAYS
The Art of Mentoring :
A Meaningful Way
to Create Mutual Growth
08
SME STORY
Right man for the job!
10
UPCOMING EVENTS:
• WHAT IS THE VALUE OF IP
• CHANGING TRENDS IN
HUMAN RESOURCES /
BUSINESS NETWORKING
ISO/IEC 17024
Cert No. PC-2015-01
Sin g apore Bus i ness Advi s o rs
a n d Con sulta nts Co u nc i l
2 Bukit Merah Central #18-03 , Singapore 159835
Tel: +65 6272 3238 Fax: +65 6273 3023
Power Up Your Year of the
Monkey with a Productivity
Certification and Grow Your
Professional Credentials
SBACC wishes one and all a very Happy Lunar New Year!
As we begin the year of the Red Fire Monkey with all wishes
for an abundant and fruitful year, we also know that productivity
will continue to be a key driver for continual growth, as reported
in the 30 October 2015 edition of the Straits Times, in the article
“Tharman: S’pore on track to raise productivity growth”.
SBACC aims to help PMCs attain due recognition from
government and private sectors through a new domain certification:
PMC-Productivity (PMC-PD). The PMC-Productivity (PMC-PD)
designation will help businesses identify management consultants
who are experts in the area of productivity, who can help them
elevate their businesses to greater heights.
SBACC is pleased to offer a special launch package for the
PMC-PD certification for those who apply by 20 July 2016. Please
read page 3 for more details on this new domain certification.
To kick off SBACC’s activities for 2016, PMC Elizabeth Chan
will be speaking at a PMC Sharing & Networking session on the
afternoon of 26 February. The topic “Changing Trends in Human
Resources” is indeed timely as companies begin the new year
planning and formulating new strategies.
Karen Gordon Mills who served as the 23rd Administrator of the
U.S. Small Business Administration said: “Small businesses, you can
give them capital, but what they often need as much is mentoring,
advice and help with their business plan”. But what and how should
mentoring be like? SPMC Dr Sandy Chong shares her views on
mentorship and how one can reap the benefits of this valuable form
of learning in her article “The Art of Mentorship” on page 5.
Happy reading.
www.sbacc.org.sg | secretariat@sbacc.org.sg |
marketing@sbacc.org.sg |
www.facebook.com/sbaccsg
editorial SBACC MARKETING DEPARTMENT
design UNIT ONE STUDIO
Lau Chuen Wei (MISs)
Executive Director
FEB - MAR 2016 | 02
COV E R S TO RY
O
ne of the top challenges for most
businesses is raising productivity. To
help them on the productivity journey,
businesses could seriously consider engaging
the services of a qualified management
consultant, especially one who has expertise
in productivity. The PMC-PD certification
is bestowed on a Practising Management
Consultant who has proven his expertise and
experience in productivity consulting.
The Value of
Working with a
PMC-Productivity (PMC-PD)
The 3 key features
of the PMC-PD
1
Going beyond the Generic PMC
Generic PMCs will need to upskill their
knowledge under the PMC-PD framework.
The Framework emphasizes developing
the PMCs’ capabilities in 4 key areas.
Strategy
• Implement Business
Process Re-engineering
Operation Efficiency
• Implement Lean,
Six Sigma
The PMC-PD
training modules
for the 4
competency
tracks
Human Capital
• Implement employee
engagement programme
• Promote Innovation
• Organisation
Development 501:
Lead Organisational Design
2
Technology & Innovation
• Operations Management
Innovation (OMNI) - OMNI@
Technology & Innovation
Appreciation
3
Interview and Review by
the Industry Experts
PMC-PD applicants will need to
meet a Review Panel comprising
productivity experts, who will
further assess their suitability for
the PMC-PD certification. During
the meeting with the Review Panel,
PMCs will need to outline their past
and recent productivity projects and
must be able to indicate the impacts
of their solutions for their clients.
Maintain Currency and Relevance
PMC-PDs must continuously upskill
themselves and keep up to date with
the latest productivity trends as well
as consult in the productivity arena
in order to be re-certified every two
years as a productivity specialist.
Businesses will see this
additional credential as a mark of
specialisation and can be assured
that PMC-PDs are able to bring
productivity improvement and
advantages to their organisations.
Productivity consultants who are competent in these four areas will play
a crucial role in bringing productivity improvement and advantages to
organisations, and especially to SMEs.
FEB - MAR 2016 | 03
COV E R S TO RY / U P CO M I N G E V E N T
What is the Certification
Process like?
1
APPLICATION
•
Submit completed
application form and
all relevant documents
to SBACC
•
SBACC will review
and verify submitted
documents
2
3
GAP
ASSESSMENT
PAPER
•
Applicant sits for
a gap assessment
paper comprising
20 multiple-choice
questions
REVIEW
PANEL
INTERVIEW
•
Review Panel
will conduct
interview and
determine eligibility
5
4
CERTIFICATION
OF PMC-PD
TRAINING
(IF REQUIRED)
•
Upon passing
the assessments,
the applicant will be
awarded the PMC-PD
designation by the PMC
Certification Board
•
Applicant may be required
to undergo relevant
training module(s)
and sit the specific
assessments in these
module(s), as decided by
the Review Panel
Added Visibility for PMC-PD:
This additional certification helps PMCs to stand out from their peers and receive more visibility and recognition as
experts in productivity consulting. Organisations will be more comfortable knowing that they can tap the expertise of
reliable and qualified PMC-PDs when they search for suitable PMCs from the PMC directory.
To encourage more PMCs to add this credential to their resume, SBACC is offering a special launch package to
PMCs who would like to take up the PMC-PD certification. This offer is valid till 20 July 2016. Click here to view the
details or email SBACC at marketing@sbacc.org.sg
Business Mission Trip
18 -24 June 2016
Supported By :
SINGAPORE BUSINESS MISSION
TO WASHINGTON DC
IN CONJUNCTION WITH
SELECTUSA INVESTMENT SUMMIT
Singapore Manufacturing Federation (SMF) will be organising a Singapore
Business Mission to Washington DC from 18th June (Sat) - 24th June (Fri) 2016.
SBACC strongly encourages companies and PMCs to join this mission to explore
business opportunities focusing on several specific sectors:
Food, Metal & Precision Engineering, Electronics, Aerospace and Environment.
Objectives
• To explore business and investment
opportunities in USA
• Mission is held in-conjunction with the
SelectUSA Investment Summit 2016,
a high level summit organized by the
USA government involving leading
USA corporations. Find out more here.
PMC will be accorded 32 CPD hours
(Non-Core, Unstructured).
For more information, please contact:
Gabriel Tan (Mr), Global Business Groups,
SMF at 6826 3085 or email
gabriel.tan@smfederation.org.sg
FEB - MAR 2016 | 04
P M C S AYS
PMC SAYS
Dr Sandy Chong
dr.sandychong@verityconsult.com
The Art of Mentoring :
A Meaningful Way
to Create Mutual Growth
P
The long-term
relationships
that result from
mentorships
can also be a
safeguard against
the mood swings
of a fast-changing
economy.
icture this: an old master is giving
advice to a young pupil. The student
listens intently to everything the
master says, eager to absorb the older
person’s wisdom. The flow of knowledge
runs in one clear direction, from one
to another. We are all familiar with this
picture of mentorship. But is it accurate?
Have we forgotten the art of mentoring?
How does this apply to consultancy?
Why seek mentorship?
In startup hubs across Singapore,
mentoring is making a comeback. And
for good reason. In an industry where
Forbes estimates as many as nine out of
ten enterprises fail, it makes sense to learn
from someone else’s mistakes rather than
your own.
For an SME owner, having a mentor
can be a low-cost, strategic advantage for
growth and development. It is a chance
to hear a neutral outsider’s perspective of
where your business is heading. This type
of wholesale appraisal is priceless. Studies
have shown that mentored businesses
perform three times better than those
without a mentor, and mentored businesses
survive more than five years which is double
the rate of non-mentored business.
The long-term relationships that result
from mentorships can also be a safeguard
against the mood swings of a fast-changing
economy. Imagine having a trusted advisor
on-call to give you advice when the market
suddenly turns. The beauty of mentorship is
that it doesn’t have an expiry date; you can
return to it at any time.
What is mentoring?
Despite its buzzword status, mentoring is
not well understood, nor widely practiced.
It’s so low-profile that mentors often ‘fall’
into the role and don’t even realise they are
mentoring until someone points it out to
them. Here are a few characteristics that
set mentoring apart from other business
relationships:
FEB - MAR 2016 | 05
P M C S AYS

Equality
While it’s obvious who is teaching
whom in a mentorship, learning
is a two-way street. It’s accepted
that both parties have valuable
knowledge and experiences to
share. Mentors don’t need wrinkles
and grey hair anymore either.
Anyone with the right expertise
and attitude can be an effective
mentor, which is why you can now
find young, tech-savvy professionals
mentoring older executives in the
use of digital technology and social
media.

Informality

Perspective

Cost
Unlike coaching, mentoring is
more informal and likely to form
organically between people with
similar aspirations or by word of
mouth. Because mentoring is not
constrained by deadlines or the
pressures of showing a panel how
successful it has been, mentorships
tend to unfold naturally over months
or years, depending on the needs of
the mentee.
Consultants are employed by
businesses to provide hard and fast
solutions to operational or technical
problems. While coaches are taskoriented and performance driven,
mentors are more concerned with
the business owner (relationshiporiented) and the overarching
strategies that guide a business
(development driven). By unpicking
a business from the top-down,
mentors are able to provide
perspective, rather than solutions;
to empower the mentee to make his
own decisions, not simply dictating
the ‘right’ course of action.
The act of
teaching is a
form of personal
and professional
development
which allows
mentors to analyse
diverse situations,
solve problem, and
practice empathy.
It gives one the
opportunity to
articulate thoughts
and ideas, exercise
leadership,
and cultivate
relationship
building.
that is built on mutual respect, not
just money. This can lead to stronger
bonds of trust between mentees
and mentors, which help build a
long term, possibly fruitful, business
relationship for both in the future.
Benefits of being
a mentor
Mentorship doesn’t just benefit the
business owners. It is especially
beneficial for business professionals
looking to advance their careers.
The Forbes study in the US showed
that mentors advance six times
more than those who didn’t mentor.
Perhaps the very act of teaching is
a form of personal and professional
development which allows mentors
to analyse diverse situations, solve
problems, and practice empathy.
It gives one the opportunity to
articulate thoughts and ideas,
exercise leadership, and cultivate
relationship building. All essential
qualities of a good consultant.
Many mentors cite the personal
fulfilment of imparting knowledge
and seeing their mentees thrive as
the reasons they choose to mentor.
In a practical sense, consultants who
undertake mentoring work inevitably
build up goodwill with clients,
improve their reputation, and create
stronger professional networks and
opportunities for new consultancy
work in the future.
Mentorship doesn’t cost a thing,
except time. Good mentors are
driven by the joy of empowering
someone rather than by feelings of
obligation. Similarly, a good mentee
is one who doesn’t waste a mentor’s
time and squander valuable advice
frivolously. The relationship is one
FEB - MAR 2016 | 06
P M C S AYS
What makes a good
mentoring relationship?
Now that we have outlined the
nuts and bolts of the mentoring
relationship, let’s take a closer look at
what makes mentoring an art form.
History gives us a clue. One of the
world’s greatest mentors, Confucius,
did not believe he possessed
wisdom. Rather, he thought that true
knowledge came from accepting the
fact that you don’t know everything.
For one, confessing that we
aren’t wise and all-knowing can
be downright embarrassing. It’s
even harder in business, where the
fear of losing face often dominates
our nobler senses of honesty and
accountability. For a business
owner, acknowledging the need for
a mentor is not a sign of weakness
but instead is a move to improving
leadership and potential for the firm.
In the long term, good mentoring
can help make the difference
between a good organisation and a
visionary one.
Other characteristics of a
good mentorship is one that has a
sustained relationship and one that
focuses on critical business issues.
This is where a good mentor makes
a big difference. Other than having
good listening skills, a good mentor
reserves judgement and is interested
in guiding, not instructing. Keeping
this kind of neutral perspective
invites mentees to be more open and
honest. After all, developing mutual
trust is key.
A good mentor
reserves judgement
and are interested
in guiding,
not instructing.
Steps to a mentoring
relationship
Now that you’ve decided to reach out
or offer help, how do you get started?
What steps should you take to find a
good mentor or mentee?
Here are some steps you could take:
• Ask yourself WHY you want to be
a mentor or a mentee
• Identify opportunities of engagement by making a list of
those who inspire you, attend
forums or seminars where you
would meet people who SEEK
learning and growth opportunities.
• After making the first contact,
come up with a list of GOALS you
would like to achieve and explore
how the mentoring relationship
would work for both parties.
• Once the relationship is established,
meet on a regular basis to DISCUSS
the progress and REVIEW learnings.
• Every time an achievement is
accomplished, celebrate and look at
what’s ahead, what’s NEXT.
What’s next?
Confucius was willing to teach
even the simplest peasant, as long
as they met him halfway. As such,
mentorship is only as strong as the
time and effort both parties invest.
Time? Effort? Who can afford
that! Many of us feel our time is too
scarce to spend on someone who
isn’t going to provide us with any
immediate benefits. But to those
who’ve undertaken it, mentoring is
far from draining; it’s invigorating.
Throughout history, mentoring
has shaped some of our greatest
thinkers. But in today’s business
world, we seem to have forgotten
how to do it. We have forgotten
its value as an art form that can
truly transform lives. The good
news is, almost anyone with the
right attitude can give or receive
mentoring. And if we can better
understand how it works, much rich
experiences and knowledge could
be shared with one another. So get
out there and unleash your inner
mentor or mentee.
FEB - MAR 2016 | 07
S M E S to rY
RIGHT MAN
FOR THE JOB!
a good fit in a consultancy project takes
productivity to new heights for BD Medical
The Tuas plant had a few key areas
that needed close attention, thus the
organisation needed a consultant
who could understand and deliver the
following through the course of the
engagement:
• Increase plant competitiveness
by producing faster, cheaper and
better products;
• Increase staff awareness and
knowledge on how to identify and
eliminate waste, improve work flow
and more actively engage
employees in problem solving.
Mr Lawrence Lai, Continuous
Improvement Manager heading this
initiative, needed Keen Weng to
concentrate on relevant areas that
will be essential to the success of this
continuous improvement project.
Some of these areas were:
• Clear definitions of continuous
AB OVE
PMP project
review meeting
with participants
in BD Medical
B OT TO M
Keeping it fun
and creative
during the
training.
T
he need to improve
work and quality
processes while
simultaneously wanting to
see an increase in productivity
level saw BD Medical (S) Pte
Ltd engaging the consultancy
services of Practising
Management Consultant
(PMC), Chang Keen Weng
from Alpha Consulting &
Training Pte Ltd.
In line with BD Medical’s
Corporate Continuous
Improvement programmes,
the organisation needed Keen
Weng’s professional assistance
to shape the BD Medical plant
in Tuas towards attaining
operational excellence.
improvement, team responsibility
and roles;
• A clear and standardised
reporting structure;
• Systematic Application of Define,
Measure, Analyse, Improve, Control
(DMAIC) Methodology and
Lean Six Sigma tools;
• Effective Problem solving techniques;
• Effective Communication and
smooth information flow;
• Financial and non-financial tracking
of results.
FEB - MAR 2016 | 08
S M E S to rY
The following objectives and scope
were established prior to the kick start
of the programme:
Pro j e c t o b j e c t i v es
• process optimisation and delivering
the best value to customers
• mindset change of all employees
Pro j e c t sco p e
• Involvement of members from
all functions in BD Medical in the
Singapore plant
• All identified participants are
required to attend the following
training programmes and implement
improvement projects:
 Productivity Management
Programme,
 Lean Six Sigma Programme,
 Supervise Team at Work
Before the start of each training session, Keen
Weng spent hours with the staff learning and
understanding the organisation’s processes . With
this background he could tailor the course material
and presentations to address specific needs and
meet expectations of the various departments.
As Keen Weng kicked off the training process
for the various teams and departments, Mr. Lai
could see vast improvements in staff morale,
overall operational processes (in delivery, cost,
waste reduction, etc) and most importantly, quality
and productivity, which were the BD’s priority
areas.
Keen Weng successfully trained close to 230
executives and workers while also facilitating and
mentoring more than 95 improvement projects at
BD Medical at the Tuas plant.
Keen Weng was highly commended on being
a very enthusiastic and dynamic trainer. His
knowledge of the topics discussed and industry
insights impressed BD Medical tremendously. He
had carefully analysed the processes of the various
departments and used the training programme to
enhance the productivity, improve team work that
made participants sit-up and take notice, listen and
understand what needed to be done in their work
environment to reach the goals of the organization.
All this was done with a passion and enthusiasm
that was infectious.
BD Medical is indeed extremely satisfied
with their decision to engage Keen Weng’s
consultancy services – they see the value a truly
certified and qualified consultant brings to the
table. The organisation feels that Keen Weng
is an outstanding consultant and coach. He
is highly respected in his expertise and offers
valuable constructive feedback while enabling
one to remain confident in his/her ability to
succeed.
Keen Weng was able to integrate and
facilitate the application of quality, productivity,
system and management skills to the project,
and in a timely manner. He also displayed
effective problem solving skills through
identification of root causes, after which he
followed through by implementing effective
solutions that comprised both corrective and
preventive measures. His efforts clearly helped
lead BM Medical towards excellent, sustainable
operational performance.
BD Medical was extremely pleased with
Keen Weng’s thoroughness and professionalism.
Keen Weng displayed dedication and
commitment to this project and his client.
Keen Weng says, “I take ownership and pride
in my delivery to my clients – BD Medical
is no exception. It is an organisation full of
talented people and they have a vision. It is my
professional duty to utilise my expertise to help
the organization reach its goal.”
As BD Medical (S) Pte Ltd reaps the rewards
of Keen Weng’s expertise, the organisation now
strongly advocates the importance of finding the
right fit that will translate into results for both
the business and the consultant.
As BD Medical S Pte Ltd takes the sessions
to the next level with Keen Weng, the team is
highly motivated and looks forward to continuing
such empowering training sessions with Keen
Weng. Such an engagement will enhance both
personal and business goals while keeping all
stakeholders engaged and positive!
FEB - MAR 2016 | 09
UPCOMING EVENTS
Workshop
8 -10 March 2016
What is the
Value of IP
I
ntellectual property is uniquely different
from any other type of property. What
factors enhance value? What elements
detract from value?
This WSQ course seeks to help businesses
evaluate considerations for IP valuation to
determine the best approach to support their
organization’s strategies and assess relevant
next steps after IP valuation.
What You Will Learn
This interactive and practical programme
seeks to equip participants with the
knowledge and skills to:
• Understand the purpose and benefits
of IP valuation for your business
• Understand the accounting basis that
supports an IP valuation model and the
sources of authority on the election of
allowed IP valuation methods
• Apply IP valuation approaches to
quantify your valuable intellectual property
• Evaluate considerations for IP valuation
to determine the best approach to support
your business strategies
• Assess relevant next steps after
IP valuation
Please click here to find out more.
Venue
IP Academy (Singapore) 51 Bras Basah Road,
#01-02, Manulife Centre, Singapore 189554
Time
9am -6pm (Day 1), 9am -5:30pm (Day 2)
9am -1:30pm (Day 3)
Course Fee
• $2,193 per person (inclusive of 7% GST)
WDA’s funding support of up to 90% available
• $1,765 per person (inclusive of 7% GST)
For participants who do not wish to take the
course assessments and WDA’s funding.
CONTACT
Email roziana_noh@ipacademy.com.sg
for registration.
26 FEBRUARY 2016
“Changing Trends in
Human Resources” /
Business Networking
A
s Singapore is gearing towards
a lean workforce with a strong
Singaporean core, let us also consider
the changing trends in the management
of our human capital in the next phase
so as to drive corporate excellence.
Come join us for an afternoon
seminar and listen to PMC
Ms Elizabeth Chan share insights that
will benefit you in your consultancy.
Seminar Outline:
1 Critical HR challenges faced in
organisations;
2 Latest trends in HR practices;
3 Importance of adopting a holistic
competency HR framework that will
enable organisations to be future-ready;
4 What is Competency, types of
Competencies & the 5 Dimensions
of Competencies
5 Competency & Career Pathing
Framework and how they are
integrated with different Human
Resource functions
6 The advantages of using a
Competency-Based Human
Capital Management System
This seminar will provide valuable
information on how to overcome
human capital challenges and manage
this critical resource effectively through
the development and implementation
of a Competency HR Framework.
The Framework can be used for
effective manpower planning;
hiring the right people; managing
performance to achieve standards
and productivity; analysing and
determining training needs accurately;
managing and developing employees
and talents for career progression
and succession; retaining knowledge
and skills within the organization;
as well as motivating and retaining
employees.
SPEAKER PROFILE
PMC Ms Elizabeth Chan is the
Founder & CEO of Center For
Competency-Based Learning &
Development and is a Master Trainer
for the WSQ Advanced Certificate in
Training & Assessment.
With more than 30 years of
experience in human resource
management & development, and
training & consultancy, Elizabeth
has, since 2000, developed industry
competency maps and standards
for various industries under the
National Skills Recognition System
(NSRS) for SPRING Singapore and
the Workforce Skills Qualifications
(WSQ) Framework for the
Singapore Workforce Development
Agency (WDA).
Programme Details
Date: 26 February 2016
Time: 2pm to 5pm
Venue: 2 Bukit Merah Central,
Singapore 159835, Level 3 Training Room P303
Fees: $20 for PMC
$30 for PMC’s Guest (Non-PMC)
2pm
Registration
225pm
Welcome
230pm - 345pm
Seminar “Changing
Trends in Human
Resource”
345pm - 415pm
Questions and
Answer
415pm - 5pm
Networking and
Refreshment
PMC will be accorded 3 CPD hours
(Non-Core, Unstructured), PMC-HR will be
accorded 3 CPD hours (Core, Unstructured).
To register, please click here.
For enquiries, please contact either
Monica or Sandy at 6272 3238.
FEB - MAR 2016 | 10