CURRICULUM of COMPETENCY UNIT (CoCU)

Sub Sector

BUSINESS MANAGEMENT

Job Area

BUSINESS & FINANCE

Competency Unit Title

ADMINISTRATIVE STAFF DEVELOPMENT MANAGEMENT

The person who is competent in this CU shall be able to develop competent manpower in accordance with
companys SOP and job description. Upon completion of this competency unit, trainees will be able to : Identify administrative staff development management requirements
Coordinate job training
Learning Outcome
Conduct counselling & motivation session
Develop departmental succession plan
Evaluate staff development requirements effectiveness
Report staff development requirements activities.
Training
Credit
Competency Unit ID
Level
4
120
12
Duration
Hours
Attitude / Safety /
Training
Delivery
Assessment
Work Activities
Related Knowledge
Related Skills
Environmental
Hours
Mode
Criteria
1. Identify
i. Human resource
5 hours Lecture
i. Human
administrative
guidelines and staff
resource
staff
record
guidelines
development
ii. Staff development
and staff
management
activities
record
requirements
interpreted
Job requirements
ii. Job
Job description
requirement,
Staff performance
description,
iii. Work flow of staff
and staff
development
performance
requirements
interpreted
Demonstration
i. Determine job
13 hours
iii. Work flow of
&
requirements,
Observation
staff
description, and staff
development
performance
requirements

21

Work Activities

Related Knowledge

Attitude / Safety /
Environmental

Related Skills
ii. Determine work flow of
staff development
requirements

2. Coordinate job
training

i. Training need analysis

Performance gap
Area of improvement
ii.
Mode of training
delivery
In-house
Industrial exposure
Case study
iii.
Job training
activities
Training objectives
Training schedule
List of trainers
Participants
iv.
Coordination of
training module and
training facilities
training assessment
training feedback
staff job performance
(after attending
training)
v.
Factors in selecting
training participant such
as:

Training
Hours

Assessment
Criteria
determined

Attitude:
i. Meticulous in
identifying
administrative staff
development
management
requirements
4

22

Delivery
Mode

Lecture

i. Training need
analysis,
performance
gap and area of
improvement
prepared
ii.
Factors in
selecting
training
participant
determined
iii.
Training
delivery mode
determined
iv.
Training
objectives,
training
schedule, list of
trainers and
participants
prepared
v.
Training
module and
training
facilities

Work Activities

Related Knowledge

Attitude / Safety /
Environmental

Related Skills

Training
Hours

Delivery
Mode

Demonstration,
Observation &
Problem Based
Learning (PBL)

Criteria and role of

participant
Seniority
Minimum numbers of
participant per
training session
Staff succession plan
candidate
Establishments and
human resource
guideline
i. Prepare training need
analysis, performance
gap and area of
improvement
ii. Plan training delivery
mode (in-house,
industrial exposure,
case study)
iii. Prepare training
objectives, training
schedule, and list of
trainers & participants
iv. Prepare and Coordinate
training module, and
training facilities
v. Assess training
feedback and staff
performance (after
attending training)

23

Attitude:
i.
Professional
in evaluating
each staff level of
performance
ii.
Analytical in
determining staff
performance gap

Assessment
Criteria
prepared and
coordinated
vi.
Training
feedback and
staff
performance
(after attending
training)
assessed

Work Activities

3. Conduct
counselling &
motivation
session

Related Knowledge

Attitude / Safety /
Environmental
and area of
improvement
iii.
Meticulous in
preparing training
needs analysis
document
iv.
Creative in
preparing and
coordinating
training module
v.
Responsible
and accountable
in coordinating
training

Related Skills

i. Ethics of counselling
ii.
Counselling session
procedures
iii.
Area of poor
performance such as:
Knowledge
Skill
Attitude
iv.
Technique of
conducting counselling
session such as:
Persuading
Probing
Motivation
Encouragement
v.
Types of suitable
solution such as:
Buddy/Mentor
system

Training
Hours

9 hours

24

Delivery
Mode

Lecture

Assessment
Criteria

i. Ethics of
counselling
applied
ii.
Area of
poor
performance
determined
iii.
Technique
of conducting
counselling
session applied
iv.
Types of
suitable solution
determined
v.
Types and
sources of
recognition
determined
vi.
Mentor
assigned to

Work Activities

Related Knowledge

Attitude / Safety /
Environmental

Related Skills

Training
Hours

Delivery
Mode

21 hours

Demonstration,
Observation &
Problem Based
Learning (PBL)

Retraining
Coaching
vi.
Sources of
recognition such as:
Client compliment
Management
feedback
Peers feedback
Meeting department
target
vii.
Types of recognition
Letter of
appreciation
Employee of the
month nomination
Merit
Celebration
i. Conduct counselling
session
ii. Assign mentor to
monitor progress of
staff
iii. Record counselling &
motivation session
iv. Update staff personal
file

25

Attitude:
i. Maintain
confidentiality in
dealing with staff
record
ii.
Analytical in
carrying out
counselling &
motivation session
iii.
Professionalis
m in carrying out

Assessment
Criteria
monitor
progress of staff
vii.
Staff
personal file
updated

Work Activities

Related Knowledge

4. Develop
departmental
succession plan

i. Criteria to select potential

successor such as
Performance
Attitude
Seniority
Qualification
Experience
Job vacancy/
creation
ii.
Readiness of
potential successor such
as:
Establishments
requirement
iii.
Companys
organisational Chart

Attitude / Safety /
Environmental
counselling &
motivation session

Related Skills

9 hours

i. Obtain staff performance

review
ii.
Develop
departmental
succession plan
iii.
Submit
departmental
succession plan to
superior for approval

5. Evaluate staff
development
requirements
effectiveness

Training
Hours

i. Accuracy, realistic and

validity of department
training plan
ii.
Effectiveness of

21 hours

Lecture

Assessment
Criteria

i. Criteria to select
potential
successor
determined
ii.
Readiness of
potential
successor
determined
iii.
Departmenta
l succession
plan developed
iv.
Department
al succession
plan submitted
to superior for
approval

Demonstration,
Observation &
Problem Based
Learning (PBL)

Attitude:
i. Timely in
developing
departmental
succession plan
ii.
Adherence to
company policy
5 hours

26

Delivery
Mode

Lecture

i. Accuracy,
realistic and
validity of
department

Work Activities

Related Knowledge

Attitude / Safety /
Environmental

Related Skills

Training
Hours

delivered training
activities
i. Check accuracy, realistic
and validity of
department training
plan
ii.
Check
effectiveness of
delivered training
activities
iii.
Ensure accuracy
and quality of the
evaluation done

6. Report staff
development
requirements

i. Procedures to write staff

development
management report
ii.
Format of reports
Report writing
technique
Keyboarding
technique
i. Determine procedure to
write staff development
report
ii.
Determine format of
reports

27

13 hours

Attitude:
i. Systematic in
checking
effectiveness of
training
ii. Objective in
ensuring
accuracy of
evaluation
iii. Adherence to
company policy

Delivery
Mode

Assessment
Criteria
training plan
checked
Demonstration, ii.
Effectivenes
Observation &
s of delivered
Problem Based
training
Learning (PBL)
activities
checked
iii.
Accuracy
and quality of
the evaluation
assessed

4 hours

Lecture

8 hours

Demonstration,
Observation &
Problem Based
Learning (PBL)

i. Procedure to
write staff
development
management
report
determined
ii.Format of reports
followed
iii.
Staff
development
management
report prepared
iv.
Staff
development

Work Activities

Related Knowledge

Attitude / Safety /
Environmental

Related Skills
Prepare staff
development
management report
iv.
Present staff
development
management report to
management
v.
Apply report writing
technique

Training
Hours

iii.

Attitude:
i. Knowledgeable
and meticulous in
reporting staff
development
management
ii. Timely in
updating staff
development
record

Employability Skills
Core Abilities

Social Skills

04.08
04.09
04.10
05.03
05.04
05.05
06.08

1.
2.
3.
4.
5.
6.
7.
8.

Develop and negotiate staffing plans.

Prepare project/work plans.
Utilize science and technology to achieve goals.
Allocate and record usage of financial and physical resources.
Delegate responsibilities and/or authority.
Coordinate contract and tender activities.
Identify and analyze effect of technology on the environment.

28

Communication skills
Conceptual skills
Interpersonal skills
Multitasking and prioritizing
Self-discipline
Teamwork (in group)
Learning skills
Leadership skills

Delivery
Mode

Assessment
Criteria
management
report
presented to
management

Tools, Equipment and Materials (TEM)

ITEMS

RATIO (TEM : Trainees)

1.
2.
3.
4.
5.
6.
7.

1:25
1:25
1:25
1:1
1:1
1:1
1:1

Computer
Whiteboard
Projector
Stationery
Sample of Performance Appraisal Form
Sample of Training Needs Analysis format
Sample of Career Development And Succession Planning format

References
REFERENCES

1.
2.
3.
4.

Banfield, P., & Kay, R. (2012). Introduction to Human Resource Management. Oxford University Press. ISBN: 9780199581085

Devito, J.A. (2009). The Interpersonal Communication Book (11th ed.). Pearson Education. ISBN: 0205472885
Ebert, R.J., & Griffin, R.W. (2008). Business Essential (6th ed.). Pearson Education. ISBN: 0131572105
France, S. (2009). The Definitive Personal Assistant & Secretaries Handbook: A Best Practice Guide for All Secretaries, P.As, Office Managers & Executive Assistants.
Kogan Page. ISBN: 9780749458379
5. Keeling, P. (2005). Administrative Office Management: Complete Course (13th ed.). South-Western Co. ISBN: 9780538438575
6. McShan, S.L. (2009). Organizational Behaviour (5th ed.). Non Basic Stock Line. ISBN: 9780071078665
7. Nollkamper, P.E. (2009). Fundamentals of Law Office Management. Delmar Cengage Learning. ISBN: 9781428319288
8. Quible, Z.K. (2005). Administrative Office Management: An Introduction. Pearson/Prentice Hall. ISBN: 9780131245105
9. Roper, B. (2007). Practical Law Office Management (3rd ed.). Cencage Learning. ISBN: 9781418029708

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