Meningkatkan kompetensi dan keupayaan

Objektif kepimpinan IPG.

Meningkatkan kefahaman pemimpin

tentang Visi dan Misi IPG.

Kursus
Pembangunan
Menyumbangkan idea dan kepakaran
Kepimpinan & Pengurusan
Institut Pendidikan Guru
untuk memantapkan IPG sebagai sebuah
institusi pengajian tinggi.
 . . . three core purpose of the university:

“”
research, teaching, and service or
Fullan & Scott (2009) engagement.

PELAN STRATEGIK
(2010 -2014)
Institut Pendidikan Guru
 IPG Peneraju Kecemerlangan Pendidikan Guru VISI

Institut Pendidikan Guru

melahirkan guru yang kompeten dan berjiwa pendidik melalui program
pembangunan guru yang dinamik ke arah pendidikan sekolah bertaraf dunia MISI

Peta Strategik Kecemerlangan

Pengajaran dan
Kecemerlangan
Penyelidikan,
Pembangunan dan
Kecemerlangan
Perkhidmatan
Pembelajaran Sepanjang
Pembelajaran
Inovasi Hayat
HALA TUJU

Nilai dan Falsafah Organisasi

Sumber Manusia Berkualiti

Perkhidmatan Berkualiti PENGUPAYA

Infrastruktur Berkualiti

PELAN STRATEGIK
(2010 -2014) Memantapkan
Institut Pendidikan Guru Memantapkan Program Memperkukuh
Pengantarabangsaan,
Pembangunan Insan Tadbir Urus dan
Perkongsian dan
Guru Kepemimpinan Berkesan
Kolaborasi Strategik

PROSES
Memperluaskan Khidmat
Memperluaskan Membangunkan Budaya
dan Tanggungjawab
Pengalaman Pelajar Guru Organisasi Pembelajaran
Sosial
 “”
(Sullivan & Rosin(2008)

PELAN STRATEGIK
The core purpose of higher education is “to
prepare students for lives of significance
and responsibility [by developing] a life of
the mind for practice. . . to blend
knowledge , skill, and appropriate attitude
in response to unique situations that
(2010 -2014) require expert judgement.”
Institut Pendidikan Guru
 PROFESSIONAL
PERSPECTIVE ACADEMICIAN PRACTITIONER
PRACTITIONER

THINKING Theoretical Reflective Technical

Practical
FOCUS Analysis Application
Reasoning

ORIENTATION Descriptive Principle Prescriptive

OUTCOME Theory Model Product

Fullan’s Tri-Level Reform
 Training

HR Wheel
Union &
Assistance Development HRD
HRD

Employee
Organizational
Assistance
Development

HR Research
& Career
Human
Human Development
Informastion System
Resource
Resource
Result
Result

Organizational
Compensation /
Job
Benefit
Design

Selectiion HR
& Planning
Staffing Performance
Management
System

Closely HRD
Closely HRD

Source : From P.A. McLagan(1989). Models for HRD practice, Training and Development Journal, 41:56
 Definition of HRD

Human resource development (HRD) is a process of developing and

unleashing human expertise through organizational development (OD)
and personnel training and development (T&D) for the purpose of
improving performance.
 Training and Development
. . . is the process of systematically developing
expertise in individuals for the purpose of improving
performance.

. . . change process . . .

Organizational Development
. . . is the process of systematically unleashing human
expertise to implement organizational change for the
purpose of improving performance.
 EM ENT POL
IEV I CY
ACH &D
L & I RE
N A CT
O IO
TI N
UC 1. Achievement
1. Vision and Purpose

R
Orientation

ST
2. Quality Focus

IN
2. Instructional
Planning & Development 3. Reasoning
3. Knowledge Sharing 4. Strategic Thinking
4.Curriculum Focus 5. Self Direction
5. Supervision

PERS
INNOVATION
1. Problem Solving

ONAL EFFECTIVENES
2. Managing Change
3. Informed Decision Hi-IMPACT 1. Self Awareness
Making SCHOOL 2. Self Management
4. Managing School LEADERSHIP 3. Social Awareness
Improvement 4. Social Management
NGE &

5. Creativity and
Innovation
C HA

S
1. Capacity Building 1. Finance Management
2. Communication 2. Physical Development
3. Relationship Building 3. Performance Management
4. Teamwork 4. ICT Management
RE
IP

H SO
NS UR
TI O CE
LA &O S
E R PER
LE & ATIO
PEOP N