ObjektifMeningkatkan kompetensi dan keupayaan kepimpinan IPG.

KursusPembangunan

Kepimpinan & PengurusanInstitut Pendidikan Guru

Meningkatkan kefahaman pemimpin tentang Visi dan Misi IPG.

Menyumbangkan idea dan kepakaran untuk memantapkan IPG sebagai sebuah institusi pengajian tinggi.

“”Fullan & Scott (2009)

. . . three core purpose of the university: research, teaching, and service or engagement.

PELAN STRATEGIK(2010 -2014)

Institut Pendidikan Guru

Peta Strategik

PELAN STRATEGIK(2010 -2014)

Institut Pendidikan Guru

Kecemerlangan Pengajaran dan Pembelajaran

Kecemerlangan Penyelidikan,

Pembangunan dan Inovasi

Kecemerlangan Perkhidmatan

Pembelajaran Sepanjang Hayat HALA TUJU

Memperluaskan Pengalaman Pelajar Guru

Membangunkan Budaya Organisasi Pembelajaran

Memantapkan Program Pembangunan Insan

Guru

Memperluaskan Khidmat dan Tanggungjawab

Sosial

Memantapkan Pengantarabangsaan,

Perkongsian dan Kolaborasi Strategik

MemperkukuhTadbir Urus dan

Kepemimpinan Berkesan

PROSES

MISI

Institut Pendidikan Gurumelahirkan guru yang kompeten dan berjiwa pendidik melalui program

pembangunan guru yang dinamik ke arah pendidikan sekolah bertaraf dunia

VISIIPG Peneraju Kecemerlangan Pendidikan Guru

PENGUPAYA

Sumber Manusia Berkualiti

Perkhidmatan Berkualiti

Infrastruktur Berkualiti

Nilai dan Falsafah Organisasi

“”(Sullivan & Rosin(2008)The core purpose of higher education is “to prepare students for lives of signi!cance and responsibility [by developing] a life of the mind for practice. . . to blend knowledge , skill, and appropriate attitude in response to unique situations that require expert judgement.”PELAN STRATEGIK

(2010 -2014)Institut Pendidikan Guru

PERSPECTIVE ACADEMICIAN PROFESSIONALPRACTITIONER PRACTITIONER

THINKING Theoretical Re!ective Technical

FOCUS Analysis PracticalReasoning Application

ORIENTATION Descriptive Principle Prescriptive

OUTCOME Theory Model Product

Fullan’s Tri-Level Reform

HumanResource

Result

HRD

Closely HRD

Training&

Development

OrganizationalDevelopment

CareerDevelopment

OrganizationalJob

Design

HRPlanning

PerformanceManagement

System

Selectiion&

Staffing

Compensation /Benefit

EmployeeAssistance

HR Research&

Informastion System

Union Assistance

HumanResource

Result

HR Wheel

Closely HRD

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

Organizational Development

. . . is the process of systematically developing expertise in individuals for the purpose of improving performance.

. . . is the process of systematically unleashing human expertise to implement organizational change for the purpose of improving performance.

. . . change process . . .

TRAINING & DEVELOPMENT MODEL

PERSON

AL EFFECTIVENESS

POLICY & DIRECTION

INSTRUCTIONAL & ACHIEVEMENT

CHAN

GE

& IN

NO

VATI

ON

PEOPLE & RELATIONSHIP RESOURCES & OPERATION

Hi-IMPACTSCHOOL

LEADERSHIP

1. Vision and Purpose2. Quality Focus

3. Reasoning4. Strategic Thinking

5. Self Direction

1. AchievementOrientation

2. InstructionalPlanning & Development

3. Knowledge Sharing4.Curriculum Focus

5. Supervision

1. Problem Solving2. Managing Change3. Informed Decision

Making4. Managing School

Improvement5. Creativity and

Innovation

1. Capacity Building2. Communication

3. Relationship Building4. Teamwork

1. Self Awareness2. Self Management3. Social Awareness

4. Social Management

1. Finance Management2. Physical Development

3. Performance Management4. ICT Management