able - scout

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Introduction

Aims and Objectives

Workshop Programme

Opening Remarks of the Regional Director

Participants Groupings

Group Work Presentations

- What is Training System?

- Training Models

- Training Needs Analysis

- Modular System

- Developing Subject Models

Current / Future Issues and Challenges in HRD

Staff and Participants’ Directory

Captured Moments

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iNTRODUCTION

Training System Development

Persekutuan Pengakap Negara Brunei Darussalam (PPNBD) in coordination with the

World Scout Bureau/APR organized the Asia-pacific Regional Workshop on Training Sys-

tem Development on 13-17 December 2003 at the PPNBD National Headquarters.

The workshop aimed to develop a dynamic training system that is responsive to the

needs of ‘Adults in Scouting’ and the changing environment in the field of Training and

Development.

In a span of five days, workshop topics included the definition and description of the

components of an effective training system and its development, the use and applica-

tion of models to design a training programmme and scheme, development strategies

for evaluation of learning effectiveness, identification of future trends in the field of

training and development in the 21st century, and the development of an effective

strategies for future needs.

There were 46 local and overseas participants representing Bangladesh, Brunei

Darussalam, Indonesia, Japan, Korea, Malaysia, Nepal, Saudi Arabia, Taiwan, Thailand

and Singapore. Four locals joined as observers.

Resource speakers were composed of WSB/Geneva Director, Adult Resources-Effendy

bin Rajab; WSB/APR Director, Administration & Resources Development-S. Prassana

Shrivastava; Leader Trainer and Coordinator, APR Tools Development Task Force-Dr

Evelina Vicencio (Philippines); Training Secretary-Ms Noraini Mohammad (Singapore).

PPNBD International Commissioner, Haji Ismail bin Dato Paduka Haji Awang Hapidz

was the Workshop Director while Regional Director, Abdullah Rasheed and PPNBD Chief

National Commissioner, Hj Zainal Abidin P Ibrahim were the Workshop Directors.

3

AIM:

To bring Scout Leader together to further develop their skills required in designing

and developing the National Training System.

OBJECTIVES:

- To technically assist participants technically so that they will be able to contribute

to the development of their own National Scout Training System.

- To provide an opportunity for the participants to exchange their ideas on ‘Adult

Resources Management concept particularly Training System and Development.

- To share experience on new approaches to training design ‘E-Models’ including

modular system.

- To provide participants with technical support for their personal development in

this important element of Adult Resources Management.

- To introduce ‘Renewed Approach to Programme’ (RAP) in the development of

Training System.

oBJECTIVES: andaIM

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12 December Friday

Arrival of Participants and Staff

Registration

1630 hrs: Staff meeting

1830-200 hrs Dinner

13 December Saturday

0730-0830 hrs Breakfast

0830-0845 hrs Assembly

0845-1030 hrs Opening Ceremony

1030-1100 hrs Tea Break

1100-1200 hrs Workshop Objectives

1200-1300 hrs Overview of WARP: Training and Support and status of AIS

implementation as at Oct 2003.

1300-1400 hrs Lunch

1400-1500 hrs What is a Training System?

1500-1600 hrs Each NSO to present their Training Systems


1630-1830 hrs Each NSO to present their Training Systems…continues

1830-2000 hrs Welcome Dinner and Socials

2000-2100 hrs Free Evening for Participants

14 December Sunday


0830-1030 hrs Training Needs Analysis (TNA)


1100-1300 hrs Group work on TNA followed by presentation

1300-1400 hrs Lunch

1400-1500 hrs Designing Training Model

1500-1600 hrs Group work and presentation on designing Training Model


1630-1830 hrs Group work and presentation on designing Training Model…continues

1830-2000 hrs Dinner

2000-2100 hrs Free Evening

pROGRAMME

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15 December Monday


0830-0845 hrs Assembly

0845-1030 hrs How Adults Learn: Learning Theories, Adult learning principles,

Experiential Learning Model


1100-1200 hrs Approaches to Training: Self Directed Learning, Action learning,

Modular Training Systems

1200-1300 hrs Group work on modular training system

1300-1400 hrs Lunch

1400-1600 hrs Presentation of group on modular system

1600-1830 hrs Educational Tour



16 December Tuesday


0830-1030 hrs Training Evaluation: Kirkpatrick’s model-4 levels approach


1100-1200 hrs Requirements of a good Training Systems

1200-1300 hrs Group Work on designing Training Systems

1300-1400 hrs Lunch

1400-1600 hrs Group Work on designing Training Systems…continues


1630-1830 hrs Group Work on designing Training Systems…continues



17 December Wednesday


0830-1030 hrs Group Presentation on Training system


1100-1300 hrs Challenges of Training in the 21st Century and New roles of Trainers

1300-1400 hrs Lunch

1400-1500 hrs Managing the Training Function

1500-1600 hrs Open forum and Course Evaluation


1630-1730 hrs Closing Ceremony

6

OPENING REMARKS:rEGIONAL DIRECTOR’S

MR ABDULLAH RASHEED

The Guest of honour Yang Mulia Dato Seri Laila Jasa Awang

Haji Ahmed, Vice President of PPNBD

Chief Commissioner Haji Zainal Abidin

Course Director

Resource speakers

Dear participants

Ladies and gentleman

Assalaamu Allaikum,

It is with much pleasure that we begin this APR workshop on

Training System Development today. This workshop also brings

to a conclusion of a series of events at regional level, where

we have touched on some of the very burning issues in Vision

2013. We may recall that as the first exercise in March this

year we began to touch upon the issue of Programme Devel-

opment, taking the view of the Renewed Approach to

Programme Development and in the light of the new Interna-

tional Hand book for Scout Leaders. It provoked lot of inter-

est across the region not only to the programme people but

also to the trainers and many NSO’s are following that work

at national level. The international Scout Leaders Handbook

has already been translated and printed in to Mongolian lan-

guage and translation into Bahasa is underway. National work-

shops have been conducted. This is definitely an area that should

be relevant not only to the programme people but to you as

trainers. Then the issue of self reliance of National Scout Asso-

ciations was the coverage of our Jakarta international seminar in

September, where for the first time we touched upon on all areas

related to resources development and management in Scouting.

Although much documentation and references are available

in areas like adults in Scouting or programme development

in Scouting, there are no materials yet to cover resources

development in Scouting available across WOSM. The refer-

7

ences and materials gathered for the seminar will form the first compilation of such references for

WOSM and in particular to this region. In November, we also discussed growth of Scouting in the

region and at national level and the role of ICT, PR and Marketing can play to achieve this. Today we

need to talk of Scouting as a brand and we need to market properly. These ideas will form the basis

for a regional strategy for growth of Scouting across Asia and Pacific.

Today, we also notice that parents and the public in favor of the protection of their words also expects

that we as an organization are capable and have rules and procedures in place at the national, and

provincial level for the management of risks and thus the role of risk management in Scouting was

the high light at the Singapore workshop where we raised the awareness on this matter. Again it is

very relevant to you as trainers as well. The concept of risk management in Scouting has been

drafted and this concept needs to find a place in all Scout activities and in future training schemes.

Risk management should also be an integral part of total planning of every Scout activity. Risk

management in Scouting is no longer to be taken for granted but it has to be a planned element in

Scouting. The changing role of trainers in this aspect, again is crucial. Then let us look at from

another angle. We are a movement for young people and we need young leaders to take their due

place today and tomorrow. In Scouting, the breeding place for young Scout leaders is in the Rovering

but as we all know in many national situations that section is one of the weakest sections. We have

either no proper programme for Rovering or it is too much bent on one direction or alternatively we

do not have systematic training for Rover leaders either. Some countries have not conducted any

systematic training for Rover leaders for many years. This is an area, which again should be very

dear to you all as trainers. For this reason, we have just concluded the APR workshop on the promo-

tion of Rovering in the region in Manila with very encouraging and positive outcomes.

Here in this workshop, we are dealing with the development of training system itself, to meet to the

changing environment. Are our training systems relevant to the current needs and situation? Are we

following the proper design models to redesign or review our training systems, are we analyzing the

training needs in the way that it should be done and are we adopting or applying new models to our

training programmes and training schemes to be relevant and appropriate for today. These are some

of the questions that we will try to answer in this workshop. Here as trainers your sharing of knowl-

edge is important to bring the same message across to all NSOs in the region, to those who are

present here and to those who are not with us today.

In early next year we will then be focusing on the change management issues and trying to under-

stand how as Scouts, we can become a learning organization as demanded today in the 21st century.

In April 2004 Hong Kong will host the first APR workshop on learning organization. It would then be

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followed with another issue – the role of ICT in Scout programmes and making using of the

present day communication tools for Scouting. Japan would be hosting the first APR workshop

on the role of ICT in October 2004, just before the next regional conference. We then intend to

bring all these issues to the Regional Scout Conference Forum to make it prominent, and as

areas that we all need to pay our attention now and in the future.

However, one very pertinent question that you may ask is why we pick up these burning issues

and emphasis on all these issues at regional level. To me all the areas mentioned earlier are

becoming burning issues because we need to look at them in line with the current thinking, to

be relevant as an organization in the 21st century or alternatively we have not paid much

attention in the past in these areas and therefore these areas are either loosing its focus that it

should have or these areas are not moving in the right direction. By these attempts at regional

level and highlighting these matters to all of you as key national leaders, and more importantly

as those of you who are with training responsibilities at national level, I am sure we will be able

to bring about the desired change in time to come. But the focus must be given first at regional

level and it will trickle down. Most of you who are directly responsible for training at national

level I would urge you to take note of these burning issues and to follow up the recommenda-

tions on all these areas at national level. On our part we would be bringing up the necessary

information and the recommendations for change where necessary to the upcoming policy

decision forums. However, it is most of you who could really bring about the change at the grass

root level, at NSO’s. In all these issues, it is the training to a large that can play the most vital

role. I am confident that if we focus our attention in the above mentioned areas from now on at

the national level, marked changes will be seen in seen in years to come.

In conclusion, let me thank all of you and in particular the resource speakers for your presence

and finding time to share your knowledge and experience for the betterment of the region and

for Scouting at large. I would also like to express my sincere thanks for the host association and

to Haji Zainal Abidin for making everything possible to make this workshop a success. I know

that this is only one in the series of activities leading to the Regional Scout Conference which

PPNBD will host in December next year. You have done it so well up to now and I am sure this

activity itself will bear witness to your organizing ability and build up your capacity towards the

bigger event.

Thank you once again and ‘Terima Kasih’

9

SLNO GROUP 1 GROUP 2 GROUP 3 GROUP 4

1MR. KONOSUKEKOBAYASHI (Japan)

MR AMNACHVETAYAPRASIT(Thailand)

DRS. MAMANRACHMAN, M.Sc(Indonesia)

DRS. PRATJOJO , M.Pd.(Indonesia)

2MR. SAYAN SANTAD(Thailand)

MR. ABDULLAH SAFARAL-GHAMDI(Saudi Arabia)

DR. HAMAD A.H.AL-YAHYA (Saudi Arabia)

MR. MOHAMMED AL-NATHEER(Saudi Arabia)

3

MR. SALEHMOHAMMA D SALEHABDULLAH(Saudi Arabia)

MR. BHAKTARAJBHANDARI (Nepal)

MR. YOUSEF SALEH AL-HAGGASS(Saudi Arabia)

MS. SO YEON MIN(Korea)

4DR. MIRZA ALI HAIDER(Bangladesh)

MR. HAN SONG GUANG(Singapore)

MR. SAMSUDIN BINHAJI AHMAD(Brunei Darussalam)

MR. LEE, YUNG-CHAN(Taiwan)

5MR. HAJI SUHAIBON BINHAJI OTHMAN(Brunei Darussalam)

MR. HAN SIEW KWONG(Malaysia)

MR. M SUPRAMANIAM(Singapore)

MR. CHANG, JUI-SUNG(Taiwan)

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MR. HAJI SIDEK BINHAJIALI GREEN(Malaysia)

MR. ABDUL MANAN BINHAJI ABDUL LATIP(Brunei Darussalam)

MR. ALFHIAN JEFFRYCHIN(Malaysia)

MR. KALAIMANI A/LSUPRAMANIAM(Malaysia)

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MR. JOHN LEE YUEHUNG(Singapore)

MR. HAJI MOHAMMEDBIN HAJI ALI(Brunei Darussalam)

MR. HAJI MOHD.YUSSOF BIN MOHD.SALLEH(Brunei Darussalam)

MR. CHANG, WEN-SHING (Taiwan)

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MR. MATASSIM BINHAJI DURAMAN(Brunei Darussalam)

MR. BURHANUDDIN BINHAJI MD. DAUD(Brunei Darussalam)

MR. HAJI OTHMAN BINDURANI(Brunei Darussalam)

MR. PENGIRANMATAHIR BINPENGIRAN LUBA(Brunei Darussalam)

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MR. PG. MAHDI BIN PG.HAJI MOHD. SALLEH(Brunei Darussalam)

MR. ABDUL SIDIK BINMOHAMMED SALLEH(Brunei Darussalam)

MR. HAJI MOHD.SALLEH BIN HAJIAHMAD(Brunei Darussalam)

MR. HAJI NORDIN BINHAJI KASAH(Brunei Darussalam)

10MR. HAJI ABU BAKARBIN HAJI OTHMAN(Brunei Darussalam)

MISS EFFARAIHAN BINTIHAJI SALAM(Brunei Darussalam)

MISS EFFAYANE BINTIHAJI SALAM(Brunei Darussalam)

CAPTAIN HAJI NARAWIBIN HAJI OMAR ALI(Brunei Darussalam)

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MDM. HAJAH SHARIFAHNOOR BINTI SYEDIBRAHIM(Brunei Darussalam)

MR. HUSIN BIN BUDIN /BRUDIN(Brunei Darussalam)

MR. JUNAIDI BIN HAJIHUSSIN(Brunei Darussalam)

MISS HARANI BINTIHASA(Brunei Darussalam)

FAC.

MR. HAJI AWANGHASSAN BIN HAJIABDUL HAMID

MR. HAJI DOMENG BINHAJI ABDUL WAHAB

MR. ZAINUDDIN BINHAJI ISHAK

MR. HAJI BADAR HAJIALI /MR. HAJI YASSIN HAJIADAM

pARTICIPANTSgROUPINGS of

10

PRESENTATIONS

WORKROUPG

11

System is a whole which functions as a whole by virtue of the interdependence of its parts (Buckley, 1968). A system is

any combination of human and material resources, including the organization and procedures required to coordinate

their functioning, employed to achieve a mission or objective (Tracey, 1992).

CHARACTERISTICS OF A SYSTEM APPROACH TO TTRAINING (ATTC, 1987)

1. Purpose – All elements of a system serve as a means to an end.

2. Interrelatedness of elements – All elements are interrelated. Each affects the behavior of the whole.

3. Interdependence of elements – All system elements depend upon each other to achieve their optimum goals.

4. Feedback – The system uses feedback to continually modify the training process.

5. One part impacts the whole – A breakdown in any one part of a system affects the functioning of the whole

system.

6. The parts cannot be viewed separately – Parts of the system cannot be viewed separately from the whole system.

7. It possesses unique properties – A system has some properties or displays some behavior that none of its

parts exhibits.

SYSTEM APPROACH TO TRAINING (ATKINS, 1983)

1. An approach that views training as a sub-system interacting with the other sub-systems upon which an

organization depends for its progress and its survival.

2. A logical relationship between the sequential stages in the process of investigating training needs, designing,

delivering and validating training.

SYSTEM APPROACH VS. SYSTEMATIC APPROACH (BUCKLEY & CAPLE 2000)

A system approach can be applied at organizational level to examine the broader issues of the aim, functions

and appropriateness of training. A systematic approach is applicable directly to the day-to-day functioning of the

training division.

IMPORTANCE OF A SYSTEMATIC APPROACH TO TRAINING

1. Provides a frame of reference for planning and remaining on target.

2. Enables the trainer to work realistically within the constraints which may be placed on time, available staff,

and of other resources

3. As a logical process, ensures that nothing is overlooked accidentally and when short cuts have to be taken

and some stages have to be abbreviated, the trainer is aware of where this has been done and conscious of the

possible effects.

4. An aid to future diagnosis and problem solving should the need arise.

REFERENCES

American Telephone & Telegraph (1987).

The trainers’ library. The trainer in the organization.

Reading, MS: Addison-Wesley Training Systems.

Buckley, R & Caple, J. (2000). The theory and practice of training. 4th ed. UK: Kogan Page.

Goldstein, I.L. (1993). Training in organizations. Needs and assessment, development, and evaluation. Pacific Grove, C.A: Brooks/Cole.

Tracey, W.R. (1992). Designing training and development systems. 3rd ed. NY: American Management Association.

WHAT IS TRAINING SYSTEM?

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Day 1—Saturday Evelina M. Vicencio, LT

Time: 1400 – 1500 hrs.

Definition: Training System is composed of interrelated parts

to achieve the vision, mission and goals of Training for NSOs.

I. Concept of Training System

A. Training as Levels of Courses

S—cout Courses

Y—oung Scouts (Cubs) Courses

Adults (Rovers) Courses

S—enior Scouts Courses

T—rainers’ Courses (CALT, CLT)

E—specialist Courses

M—embership Course (Orientation/Introductory)

B. Training as a Sub-system of the NSO

(Outputs of group work)

Output of Sayang Group:

ILLUSTRATION

A Training System is a system in stages to bring about changes

to develop individual Scout skills using lecture, demonstration,

teaching, coaching, discussion, IT, base system, etc.

Output of BN-Smart Group

ILLUSTRATION

A Training System is a tool used to train people

develop knowledge and skills in the organization.

C. Training System as a Process

Output of Shyamjyeom Tree Group

Steps:

1. Needs analysis

2. Design

3. Implementation

4. Evaluation

Training System is a series of some steps to help adults

to achieve goals.

Output of Six Gear Group

ILLUSTRATION

D. A comprehensive concept of Training System

A Training System is composed of interrelated parts

to achieve the vision, mission, and goals of training

and the NSO.

II. Characteristics of a Training System

A. There is a goal or purpose

B. The parts are interrelated.

C. It is flexible.

D. Elements are interdependent

E. Parts make up the whole system

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Model

A model is representation of a system (Tracey, 1992). The model is not a system; the model

represents, in simplified form, selected features of the system under study, but the system

is always more complicated and richer in detail than the model.

Purpose of Developing a Training Model

To convey key concepts and processes to be included in a particular approach

Kinds of Training Models

1. An open model considers that outside factors exist which can have an impact on the

design proves. It is working hypothesis which provides the designer with possible courses

of action and anticipation of outcomes. The open model is descriptive, as it endeavors to

describe what will happen if the model is followed. It tends to be a verbal model, as con-

trasted with a closed model, which is mathematical.

2. A closed model is based on the assumption that all inputs can be identified. It endeavor

to build all the possible variables into the model. If there is anything that can possibly have

an impact on the design process, it should have been previously identified and integrated

into the model. The closed model is predictive, for it is being used in the model being used

exactly as designed, and therefore the outcome is predictable. The model tends to be

linear.

DIFFERENT TRAINING MODELS

The diagrammatic representation of a systematic approach is a model. Models all contain

the same activities even though they have different formats. Whatever the format, all

models are likely to have individual variations around four main activities, which are shown

in their simplest form in the basic model.

1. A Systematic Model of Training (Buckley & Caple, 2000)

The decision to apply a systematic approach to training is made when the trainer is

convinced that training is the most appropriate way to overcome a current or antici-

pated shortfall in performance. The number of stages have been arranged in sequen-

tial order. However, it does not necessarily represent the sequence in which trainers

approach every project. Depending on the nature of the project the trainer could start

at any point in the model once terms of reference have been established. For ex-

ample, if a large number of; leaders need to be trained to perform an existing job for

which no training exists, then all stages of the model would have to be applied.

However, if the trainer is faced with a situation in which trainees using sn existing

training program appear to be performing badly, the trainer is most likely to begin an

investigation by examining the training objectives, the course content, and the instru-

ments used for validation.

DESIGNING A TRAINING MODELS

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2. The Training Process or Procedural Model

This approach owes its origins to Fayol’s (plan-organize-do-review) process theory of manage-

ment.

3. The Critical Events Model (CEM) (Nadler, 1982)

The CEM is essentially useful for training programs related to the job that individual has now.

It would require modification if used for learning for a future job. It is likewise not useful for

non-job oriented learning, for example, development. The CEM is an open model which allows

the design process to be halted when something other than a learning response is deemed

appropriate.

4. Analysis, Design, Development, Implementation, and Evaluation (ADDIEE Model)

(Craig, 1996)

5. Flow-Chart Model (Tracey, 1992)

The flow chart model is generalized qualitative model that portrays the total training system.

It shows a closed-loop system, a continuous sequence of steps beginning with goals and

functions and implementing a development strategy, continuing through the other system

components to evaluation of the end products of the system, and returning to goals and

functions – a constantly repeating cycle of evaluation, feedback, and improvement. The sys-

tem consists of three major phases: (a) systems analysis; (b) systems development; and (c)

systems validation.

REFERENCES:

Buckley, R. & Caple, J. The theory and practice of training. 4th ed. UK: Kogan Page.

Nadler, L. (1982). Designing training programs. The critical events model. Reading, MS. Addison-Wesley.

Reid. M.A. & Barrington, H. (1994). Training interventions. Managing employee development. 4th ed. Lon-

don: Institute of Personnel and Development.

Tracey, W.R. (1992). Designing training and development systems. 3rd ed. NY: American Management

Association.

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SMART MODEL

SAYANG MODEL

GROUP WORK

PRESENTATION

ON TRAINING

MODELS

16

NAOMIE MODEL

6 GEAR MODEL

17

Training SystemTraining SystemDevelopment WorkshopDevelopment Workshop

Training Needs AnalysisTraining Needs Analysis


Is a systematic way of identifying educationalIs a systematic way of identifying educationaland training problems, needs, issues, etc.and training problems, needs, issues, etc.

What?What?


To clarify and define the problems, NOT to find solutionTo clarify and define the problems, NOT to find solution

Identify ideas for education and training Identify ideas for education and training programmesprogrammesChange of Change of organisationorganisation’’ss mission / goals / plan mission / goals / plan

Introduction of New TechnologyIntroduction of New TechnologyNew work assignment for employeeNew work assignment for employeeMaintain proficiencyMaintain proficiency

Improve present performanceImprove present performanceIncrease Increase organisationalorganisational effectiveness through planned effectiveness through planned

learninglearningCareer DevelopmentCareer DevelopmentFuture staffing needsFuture staffing needs

Unavailability of specific skillsUnavailability of specific skills

Why?Why?


Before trainingBefore trainingDuring trainingDuring trainingAfter trainingAfter training

When?When?

Training Needs Analysis


Various models usedVarious models usedJob descriptionsJob descriptionsJob Specifications or Task AnalysisJob Specifications or Task AnalysisPerformance StandardsPerformance StandardsPerform the jobPerform the jobReview Literature concerning the jobReview Literature concerning the jobAsk questions about the jobAsk questions about the jobTraining committeesTraining committeesAnalysis of operating problemsAnalysis of operating problemsInterviewsInterviews

Individual analysisIndividual analysis

How?How?

TRAINING NEEDS ANALYSIS

Laird’s model for assessing training needs(to identify performance deficiency)

Check the deficiency for its importance:

1. Cost-effectiveness: the cost of the problem vs cost of solution2. Legal mandates: are there laws requiring a solution?

3. Executive pressure: does top management expect a solution?4. Population: are many people or key people involved?

Important?

Is there adeficiency?

Check actual performance against existing standards - or set new standards

Monitor all policy

and proceduralchanges

Survey or

interview theclient population

Accept requests

from clientmanagers

Monitor the

personnel moves

Monitor the

operation

Yes No

Do the workersknow how to do

the job properly?

Put into proper trainingpriority and develop atraining programme:train, measure and

evaluate

Select anddevelop a non-

training solution

Devote your T&D energiesto human performanceproblems with greater

impact and greater value

18

TRAINING NEEDS ANALYSIS

Training NeedsAnalysis Flowchart

NSO Direction

What he

has

The Behavioural Response

Required for the Job

What is

neededWhat is

neededWhat he

knows

On the job

Training Plan

Off the job

Job / Task

Personal Advisor

Needs Assessment

AttitudesSkillsKnowledge

Training Activities / Courses

Monitor Progress / Evaluate Learning

Review Training Plan

Training Needs AnalysisTraining Needs AnalysisTask analysisTask analysis

TASK

REQUIRED

BY WHENHOW TOACHIEVE

RESOURCES &SUPPORTREQUIRED

SKILL KNOWLEDGE

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TASK

REQUIREDBY

WHENHOW TOACHIEVE

RESOURCES& SUPPORTREQUIRED

SKILL KNOWLEDGE

JobdescriptionNSO level

DesigningJob

descriptionAIS fact sheets

3months

NationalExecutive

AISCommissioner

ITInternet/HLM

JobdescriptionAnalysis

DesignAnalysis

Form

HRMWB/APR

information

6months

Workshop NationalHeadquarter

DistrictCommissioner

Jobdescription

DesignD.C.Job

Description

NSOinformation

12months

Reporting ofDistrict

Commissioner

AdministrationHeadquarter

TRAINING NEEDS ANALYSIS TOOL

Task Analysis

GROUP 1

JOB: Adult Resources Commissioners

GROUP 2

JOB: Programme Commissioners

REQUIREDTASK

SKILL KNOWLEDGEBY WHEN HOW TO ACHIEVE

RESOURCES &SUPPORT

REQUIREDPlanning Planning Skills Youth Programme 1-3 months (March

04)Discussion, selflearning/motivationon how to plan

Chief Commissioner,experts

Design YouthProgramme

Design capabilityskills

Youth Programme& activities

1-3 months (March04)

Form programmecommittee

Chief Commissioner,other Commissioners

Implementation ofYouth Programme

Management,communication,delivery

Contents ofprogramme(syllabus &schemes of YP),management

3-6 months(June 04)

Initiated byProgrammeCommittee

C.C, otherCommissioners,management

Review

20

TRAINING NEEDS ANALYSIS TOOL

Task Analysis

GROUP 3

GROUP 4

TASK

REQUIREDBY

WHENHOW TOACHIEVE


SKILL KNOWLEDGE

1) JobAllocation

Management Taskdistribution

A year -Hands on-Reading

-ManagementBooks

-Mentor

2) Walfareof trainers

Relationsskill

Needs of thetrainer

6Months

-Reading-Seminar

-ManagementBook

3)Trainingneeds of thetrainers

Training Skill Training anddevelopment

6Months

-Workshop-Management

Book-Handout

4)Organizetraining courses

Planningskill

Knowledge inpresentation

6Months

-Document -Media

5)TrainingLogistic

Management Administrationknowledge

6Months -Workshop Invetories

6)Conductthe

meeting

Planning andleadership

skillProcedures 6

Months-Meeting Meeting of

trainers

JOB: Chief Commissioner

JOB: Training Commissioner

TASK

REQUIREDBY

WHENHOW TOACHIEVE


SKILL KNOWLEDGE

ManagementStrategicPlanning

Planning SWOT

1st

quarter4th

quarter

-Course-Seminar

-Workshop

Person toperson

RegionalDirector

DecisionMaking

Consultant SWOT -Workshop-Meeting

Power ofendorsement Consult SWOT

4th

quarter-Workshop-Meeting

Leader tofollower

Leadershipand relation

Managementnegotiation

communicationSWOT

1st


Leader toleader and

group

Evaluation Training andplanning

SWOT 1st


Leader toleader and

group

Vision /Mission Planning SWOT

1st


Leader toleader and

group

21

MODULAR SYSTEM

Training MethodsWhat methods to use?

Depends on:

• learning objectives

• Inventory / prior knowledge of the learners

• Culture of organisation

• Resources available

• Nature of operation

“ … to adults, their experience iswho they are

… reject their experience … rejectthem as a person”

Knowles, 1975

“ … to adults, their experience iswho they are

… reject their experience … rejectthem as a person”

Knowles, 1975

“All genuine education come about throughexperience”

Dewey, 1938

“All genuine education come about throughexperience”

Dewey, 1938

“You can’t say you respect themand not their experience”

Horton & Freire

“You can’t say you respect themand not their experience”

Horton & Freire

Adult education is defined

“As a co-operative venture in anon-authoritarian, informallearning and the chief purpose isto discover the meaning ofexperience”

Eduard Lindeman, 1925

Adult education is defined

“As a co-operative venture in anon-authoritarian, informallearning and the chief purpose isto discover the meaning ofexperience”

Eduard Lindeman, 1925

Adult Education and Learning thru’ ExperienceAdult Education and Learning thru’ Experience

“Life is about experience,wherever there is life, there ispotential for learning”

Jarvis, 1987

“Life is about experience,wherever there is life, there ispotential for learning”

Jarvis, 1987

“Learning consist ofgrasping experience andtransforming it”

Kolb, 1984

“Learning consist ofgrasping experience andtransforming it”

Kolb, 1984

“ We can never be free from thepast, … name our reality, speak ourown voice.

Important for learner to negotiatemeaning, purpose and valuereflectively, rationally and criticallyinstead of passively accepting thesocial realities defined by others”

Mezirow, 1990

“ We can never be free from thepast, … name our reality, speak ourown voice.

Important for learner to negotiatemeaning, purpose and valuereflectively, rationally and criticallyinstead of passively accepting thesocial realities defined by others”

Mezirow, 1990

Trainer to provide opportunity for learners to:• Explore and experiment• Feel safe, free from embarrassment• Have fun, supporting environment - non

threatening

A good learning environment is one which:“helps people to grow and develop through

creating exciting, fun-filled learningopportunities that are free from fear,embarrassment and judgement and whichare managed with a loving touch.”

(Trevor Bently)

22

Action Learning (AL)AL is a group effort that involves solving realproblems, focussing on acquired learning andimplementing systems-wide solution.

L = P + Q + R + I

Learning is equal to programmed instruction (knownvariables) plus questioning (unknown variables) plusreflection (recalling, thinking about, pulling apart,making sense, trying to understand) plusimplementation (a commitment to action)

Six fundamental elements of AL

• An AL group as teams (referred to as a “set”)

• A project, problem or task

• Questioning and Reflection process

• A commitment to Action

• A commitment to learning

• A group facilitator (“set advisor”)

The Action Learning Cycle

Activity / Event /Experiment

ReflectionDecision toExperiment

Experiment

Reflectionand analysis

New Actions

SELF-DIRECTED LEARNING (SDL)

• A process where individual:

• Acquire knowledge by his or her

own efforts & engage in critical

inquiry & evaluation

• Decide what & how to learn

with or without aid of expert

• Assume educational

responsibility for learning

Forster, 1972

7 STEPS TO SDL

• Recognise need for learning

• Will to learn- the WHY

• What to learn?

• How to learn?

• Make it happen!

• Celebrate success

• Apply learning

COMPUTER BASED LEARNING

• Examples: CD-ROM, Internet, Virtualreality, Simulator, etc.

• Benefits:

• leaner.controlled-own pace & time

• Just in time- learn as and when required

• Cost-effective-less travel time & cost

• Wide geographical accessibility

• Uniformity of content & delivery

23

MODULAR TRAINING

Training to be Provided:•Ongoing Basis•Flexible & Varied•Availale When & Where Required

Basis for Modular TrainingSystem

AIS

DESIGNING MODULAR TRAINING

IDENTIFY THE REQUIRED COMPENTENCIES FOR EACH FUNCTION

FOR EG, LEADERSHIP, SCOUT METHOD, SCOUTCRAFT, ETC

IDENTIFY THE TRAINING MODULE (SUBJECTS / TOPICS) FOR EACH COMPETENCY

DETERMINE THE NUMBERS OF HOURS REQUIRED FOR EACH MODULE /SUBJECT

DETERMINE WHO TO PROVIDE TRG, WHEN & WHERE TO CONDUCT , HOW TO VALIDATE & CO-ORDINATE TRG

LINEAR FORMAT

A

B

C

GENERICTOPICS

SPECIFICSKILLTOPICS

X

Y

Z

GENERICMANAGEMENT TOPICS

LINEAR VERSUS MODULAR SYSTEM

MODULAR FORMAT

A Generic Topics on Scouting

B Generic Topics on Scouting

C Generic Topics on Scouting

Specific Topics for each function

X Generic Topics on Management

Y Generic Topics on Management

Z Generic Topics on Management

CubScout

Section

ScoutSection

VentureScout

SectionTrainer

Comm-issioner

DISTRIBUTION OF MODULES FOR THE MODULARUNIT LEADER TRAINING BASIC COURSE

Module LC 6

Unit administration and management

Module SMC 6

Adults in Scouting (AIS Policy)

Module LC 5

Skills for common Scouting activities:Story-telling and teaching of games

Module SMC 5

The P.O.R. (warrants, uniforms anddiscipline)

Module LC 4Risk Assessment and Management System(RAMS)

Module SMC 4Training Methods and Techniques

Module LC 3

Programme Planning

Module SMC 3

Youth Programme: progress & ProficiencyBadge Schemes

Module LC 2Role and function of the Unit Leader

Module SMC 2Know Your Boys

Module SCC 1Unit Meeting I (theory)Unit Meeting II (practical)

Module SCC 2Practical session on Basic Campcraft skills

Module SCC 3Practical session on Basic Pioneering skills

Module SCC 4Practical session on Basic Orienteeringskills

Module SCC 5Practical session on Basic CampfireLeader Skills

Module SCC 6Practical session on Reflection (using theWWW approach)

Module LC 1

Milestones of Singapore Scouting andScout 21 strategic plans

Module SMC 1

Fundamentals of Scouting

6 modules

To be completed through a 3-day / 2-nightresidential training

6 modules of 1 _ hours each

3 evening classes at the Scout HQ

(each evening 2 modules – 3 hours)

6 modules of 1 _ hours each

3 evening classes at the Scout HQ

(each evening 2 modules – 3 hours)

SCOUT CRAFT COMPETENCY(SCC)

LEADERSHIP COMPETENCY (LC)SCOUT METHOD COMPETENCY(SMC)

24

GROUP 1. SAYAN

DEVELOPING SUBJECT MODELS

FUNCTION: _____Training course for COMMISSIONERS______

Basic Stage/Level Advanced Stage/LevelCompetency

Modules Subjects Time Modules SubjectsFundamentals of ScoutingKnow your leaderYouth programTraining methodPOR/NSO’s and by low

Scouting MethodCompetency

Adult in ScoutingHistory of ScoutingHistory of NSO’sRole of leadersProgram planning

Scouting Method

LeadershipCompetency

AdministrationBudgeting (One year) 1 hSource of finance 1 h

Budget

Design project 1 hPlanning project 1 hAnalysis project 1 hFund Raising

Finance

Planning projects


Modules Subjects Time Modules SubjectsHandling people 1 hGood communicationskills

1 h

Job Analysis

Managing Change

Anticipate the danger ofany activities.Administration of risksControlCompile a checklist forall activities

Risk Management

Team buildingDelegation skills

Management

Administration

Public Relations conceptand public image

1 hImage of Scouting

OrientationPublication

Effective CommunicationSkills

Public Relation

Publicinvolvement

Effective presentation

2 h

25

Course for Assistant Leader Trainer and Course for Leader Trainer

This training module system is based on organization & individual needs. The competencies required are:

- Leadership & Training Management

- Scouting Knowledge

The system is flexible and accessible, and training provided is progressive using multiple methods, strategies

and approaches.

Prerequisites:

- Woodbadge (2 beads) for CALT

- ALT appointment (3 beads) for CLT

GROUP 2


Modules Subjects Time Modules Subjects TimeRole of a course

director

1 hr Advanced management

• Forming a

committee

• Chairmanship

2 hrs

Stress management 1 hr

Leadership skills (I) 1 hr Leadership skills (II) 1 hr

Counselling (I) 1 hr Counselling (II) 1 hr

Function &

Responsibility of

Trainer

Public Relations 1 hr

Function &

Responsibility of

a Senior Trainer

Delivery &

communication skills

• Questioning

2 hrs Supervision skills 1 hr

Planning a session 3 hrs Assessment methods &

tools

• Development of

training material

4 hrs

Training methods

• Base method

• Buzz

• Role Playing

• Brainstorming

• Lecture

• Discussion

• Panel/Forum

5 hrs Training system

development

• Training Needs

Analysis

• Syllabus

development

• Designing

training models

• Training

evaluation

8 hrs

Practical on giving a

session

2 hrs

Individual Presentation 8 hrs

How adults learn 2 hrs

Teaching Aids 1 hr

Multimedia and ICT in

Training

• Internet

• Presentation

software

1 hr

Training games 1 hr

Leadership &

Training

Management

Training Method

& Technique

Problem solving 1 hr

Training Method

& Technique

Technology in training

• ICT skills

• Technology-

assisted learning

3 hrs

26

Can be handled by accredited or external agencies

GROUP 3

FUNCTION: _UNIT LEADER


Modules Subjects Time Modules Subjects• What and why are

fundamental.1 1/2 � Implementing the

youth programme.• Promise and law. � Progress Badge

Scheme.• Learning by doing � Proficiency Badge

Scheme.� Patrol System � Effective conduct

of the test.

Fundamental ofscouting

Youth Programme.

� YouthAchievementAwards.

� Cub Scout AgeSection.

1 1/2 � Implementation ofAIS.

� Scout Section. � Appointment.� Venture Scout

Section.� Re-appointment.

� Rover ScoutSection.

� Re-assignment.

1) SCOUTMETHOD

Knows your Boys AIS

� Retirement.� Resignation.� Awards and

Decoration.• What and why in

scout.1 1/2

• Progress BadgeSystem.

• Proficiency BadgeScheme.

• Effectiveconducting of test.

Youth Programme

• Proper and correct,wear of badge onthe scout uniform.


Modules Subjects Time Modules Subjects Time

Scouting and the

community

1 hrEssentials of

Scouting

Philosophy of Scouting

(include revision on

fundamentals of

Scouting)

3 hr

WOSM & the APR

• World strategy

for Scouting

1 hr WOSM & the APR

• Management of

human resources

5 hrsWorld Scouting

(I)

Adult resources and AIS

policy

1 hr

World Scouting

(II)

Implementing the AIS

policy

2 hrs

Vision and mission of

the NSO

1 hr Structure of training in

the NSO

1 hr

Role of the NSO 1 hr Understanding strategic

planning in the NSO

1 hr

Fund raising 1 hr Current issues in the

NSO

• What you can

offer the NSO

• Identifying

problems

• Group problem

solving

• Presentation

4 hrs

Financial management 3 hrs

Scouting

Knowledge

Policy of NSO Policy and

administration of

NSO

Logistics management 3 hrs

Total training hours: CALT (38 hours), CLT (41 hours)

Y P

S ?

27

• Brief descriptionof differenttraining methodand technique:Advantages andDisadvantages.

1 1/2

• Scout method –Learning by doing.

• Effective of BaseMethod.

• Effective use ofthe peer-LearningMethod.

Training methodand Technique

PolicyOrganisation andRules ( P.O.R )

• Purpose of POR 1 1/2

• Warrant andstructure.

• Uniform for allsection.

• Adult / leaders.• Discipline.

Adult in Scouting • What is AIS. 1 1/2• Why adult in

scouting.• Appointment.• Re-appointment.• Re-assignment• Retirement.• Resignation.

2) LEADERSHIP Strategic Plans � History of NSO. 1 1/2 Risk Assessment. � Hazardidentification.

� Scouting beforeWorld War II.

� Risk assessment.

� Scouting afterWorld War II.

� Risk Controloptions anddecision.

� Scouting today: � Effectivesupervision.

� V ision andMission.

� S cout Strategicplan for thefuture.

Role and functionof unit leader

• Situationalleadership:

1 1/2 Team BuildingGames.

• G roup Dynamics.

• W o rking in a small group

� Directing. ProgrammePlanning

• W eeklyprogrammed andannual programme.

� Coaching. • S teps in planning.� Supporting.� Delegating.

Time Management • P ersonaldiscipline.

• Facilitator of boyslearning

1 1/2 • S cheduling.

• Change Agent : • O rganisingactivity.

� Teach valuesystem.

• D ocumentationand proper records.

� Develop boyleadership.

• P lan your work.• W o rk your plan.

� Empowermentof young peopleto develop andlead.

• M aintainprocedures.

M

?

S ?

28

ProgrammePlanning

• What and why ofprogrammeplanning?

1 1/2

• Three bases ofprogrammeplanning.

� Enjoyable activity.� Outdoor activity.� Provision for

achievement.• Important pointers

for programmeplanning.

• Planning yourunit’s AnnualProgramme ofActivities.

Risk Assessmentand Managementsystem

• Hazardidentification.

1 1/2

• Risk Assessment.• Risk Controloptions and decision.• Implementation ofcontrol measures.• Effectivesupervision.• Check list.

Teaching ofGames

• The art of storytelling.

1 1/2

� Why story telling?� Different kinds of

stories.• The teaching ofgames.� Why are games

important inscouting?

� Different kinds ofgames used inscouting.

� Games leadership.UnitAdministration

• Unit Register 1 1/2

• Personal data.• Attendance.• Annual

registration.o UnitFinancialRecords.

� Saving / currentaccount.

� Records of incomeand expenditure.

� Petty cash.� Annual statements

of accounts.� Invoices and

receipts.� Stock

books.� Files and

circulars.� Correspond

ences andmeetings.

UnitFinancialRecords.

29

3) SCOUTCRAFT

Unit Meeting(Theory andPractical)

• Unit Meeting I(Theory)

4 hrs

� What is unitmeeting?

� What are theingredients of agood unit meeting?

� Different scoutceremonies.

• U nit Meeting II(Practical)

� How to construct aflagstaff.

� How to fold andbreak a flag.

� How to form thehorse shoe forassembly.

� How to use handsignals forassembly a n dceremony.

� How to use basicfoot drillcommands t ocontrol theceremony.

Camp craft skills • Camping ingeneral.

3 hrs Advance Campcraft Skill

• C amping ingeneral.

• About tents. • D iff erent kind oftent.

• Pitching a tent. • P itching a tent.• Striking a tent. • S triking a tent.

• C amping standard.

Pioneering Skills • Knots a n dlashings.

3 hrs AdvancePioneering Skills

• K nots andLashing.

• Reef knot. • B owl – line.• Clove Hitch. • W h ippings.• Guy line Hitch. • S quare Lashing.• Sheet Bent. • D iagonal Lashing.

• S heer Lashing.OrienteeringSkills

• What isorienteering

3 hrs AdvanceOrienteering Skills

• H ow to set a map.

• What is compass. • H ow to read gridli ne.

• Diff erent parts ofcompass.

• H ow to interpret amap.

• How to usecompass.

• H ow to write logbook.

Camp Fire LeaderSkills

• An introduction toscout camp fire.

4 hrs Advance CampFire Leader Skills

• D emonstration of ascout camp fire.

• Demonstration of ascout camp fire.

• Running andpreparation of ascout camp fire.

• First handexperience throughparticipation.

• O rganising a campfire.

Reflection • What is reflection? 2 hrs Evaluating UnitActivities

• W WW Approach.

• What went well ? • R eceiving anobtaining feedback,

• What went wrong?• Follow up actions.• WWW Approach.• Using W WW

Approach in patrolin c ouncil andpatrol leaders’council.

S

?

?

?

?

?

?

?

?

?

?

?

S

S

30

Developing Training Modules

Flowchart

ORIENTATION (4 hours)

BASIC COURSE

Modular system and hands on at camp

ADVANCED COURSE

Modular system and hands on at camp

ON-THE-JOB TRAINING

(6 months)

AWARD OF WOODBADGE

GROUP 4

FUNCTION: ___________Unit Leader Training

__________________________________________

1st

Stage 2nd StageCompetency

Modules Subjects Time Modules SubjectsLaw & Promise 0.5Mission Statement 0.5History 1Organization Structure 1P.O.R. 2Role of Unit Leader 2APR/WOSM 1Ceremony 2Patriotic 0.5Scouting RegistrationSystem

1

AIS Policy 1

ScoutingFundamental

Module 1ScoutingKnowledge

Management of Group 1Group Meeting 1Risk Management 2Financial Component 1Inventory of Stocks 0.5Filing System 1Public Relation 2

Management Module 2Management

31

Camp fire leaderPioneeringGame & SongKnotting/LashingCampingHiking & Expedition

Scout-craft

CookingObservationOrienteering & MapReadingEstimationAstronomyJungle Tracking

Modules 3Scouting Skills

Presentation SkillsYouth Program 2Badge System 1Advancement Scheme 1Patrol System 2

Planning 2Age Section 1

Methodology Modules 4Scout Method

Values 1Health Care 2Environment Protection 2Community Service 3Adolescent 1Children’s Right 1

SocialResponsibility

Modules 5YouthDevelopment

Bandaging 1Fracture 1CPR 2

Medical Module Modules 6First Aid

Li fe Saving 2Treatment of wounds,burns, diseases, bites, foodpoison, etc.

2

Stretcher 1Emergency Information 0.5Medicine 0.5

Computer Skills 3E-Mail & Internet 1Web-page Design 4Data Base 4

ICT Module Modules 7ICT

Cub Scouting 4Boy Scouting 4Venture Scouting 4Rover Scouting 4

Special TopicModule

Modules 8Scouting Program

Remarks: You should read the “Scouting for Boys” and “Scout Handbook” before finishing the 1st stage.

32

Unit Leaders

First Stage (compulsory) 3-monthsModule 2 can be skipped with outside agency’s certificate)

Module 1ScoutingFundamental

Module 2Management

Second Stage (compulsory with credit transfer) 6-monthsModule 5, 6 and 7 can be skipped with outside agency’s certificate)

Module 3ScoutingSkills

Module 4ScoutingMethod

Module 5YouthDevelop-ment

Module 6First Aid

Module 7ICT

Module 8ScoutingProgram

Compulsory reading:Scouting for Boys and Scout Handbook

Af ter complete the modules,Interview with District Commissioner (1 month)

Evaluation/assessment

Issue of Warrants1 month

Wood badge1 month

NB: This is only for one section unit, if one unit leader is transferred to different unit, he/she onlytake particular section and one more additional modules and be interviewed by respective DC.

The flow chart of unit leader training program,

6-gear Scout Association

33

Patriotic Know the country

National anthem and Flag

Leaders of the Nation

Past and present leaders

Tradition and proud of the country

Scout Songs

Scouting Registration

System

Ideals of Registration

How to register through computer

Deadline

Fees

AIS Policy Concept and its application of AIS

Training opportunity and support

Adults Responsibilities

Module 1Scouting KnowledgeSubject ContentLaw & Promise Meaning of the scout law & promise

Mission of Scouting WOSM mission statementOur mission

History B-P’s LifeHistory of National ScoutingWorld ScoutingAPR Scouting Movement

Organization Structure Unit StructureDistrict/Province/National StructureCommitteesWorld and APR Structure

P.O.R. Explain the PORBadges & UniformMembershipWarrantAwards

Role of Unit Leader Function of a unit leadersResponsibilitiesGroup CommitteeCourt of HonourPatrol Council

APR/WOSM APR ScoutingWOSM and World Events

Ceremony Flag CeremonyOpening and Closing FunctionReceiving awardsScouts’ ownDisplay and preparationVIP reception

34

Module 2ManagementSubject ContentManagement of Group Group Organization

Committee meetingCalendar PlanningProgram Planning

Group Meeting How to run the meetingHow to design the activitiesAgenda and minutesDecision-Making

Risk Management Fire fightingSafe Scouting EnvironmentWater safetyInsurance procedureChildren’s right

Financial Component AccountingBudgetingBankingFund-raising

Inventory of Stocks Stock proceedingRecord and Book KeepingWarehouseScout roomEquipment

Filing System Filing MethodsImportance of FilingRecord Keeping & Computer Data base

Public Relation MediaNews ConferenceInter-personal RelationshipCommunication

35

Modules 3Scouting Skills

Subject ContentCamp fire leader Camp fire Building

Camp fire ProcedureCamp fire songsHistory of camp fire

Pioneering LashingMonkey BridgeTowerRope and its care

Game & Song Different types of gamesHow to lead different types of gamesSafety method of gamesHow to lead a Scouting songAction songsEducation Objective

Knotting/Lashing All the knots: Square Knot, Reef Knot, Sheet bend, Figure-8Knot, Fireman chair knot, Square Lashing,Rope care

Camping Procedure of fixing the campHow to choose the camp siteCamping EquipmentDifferent types of tentsCamping programCamping RulesImprovides CampWilderness SurvivorSimple GagesBreak CampPackingPreparation for different weather conditions

36

Modules 4Scout Method

Subject ContentYouth Program WOSM Youth Program Policy

Government Youth Program Policy

Development, Implementation, delivery, and evaluation ofyouth program

Badge System How it worksDifferent types of badges according to the unitUniformHow to use the badge system to achieve scouting goalRecordsRules of badgesMerit badges

Advancement Scheme Different advancement scheme according to unitHow it worksHow to achieve scouting goal through advancement schemeRecords

Patrol System The definition of patrol systemFunction and responsibilitiesTeamworkSymbolic framework of patrol systemPatrol spiritsThe Lines of a patrol

Planning Planning SkillsDifferent types of planningHow to design a Training Program

Age Section Definition of Age SectionPeer groupCharacteristic of different age sectionsAge Sections of various section

Programme PolicyProgramme Policy

Youth Programme

programme

S

P S

37

Modules 5Youth Development

Subject ContentValues Universal Values

Scouting ValuesCommunity ValuesEvaluation of Values

Religious Values

Health Care Personal Health CaresPublic Health CaresRespect your bodyPersonal HygieneExerciseDrugs

EnvironmentProtection

Different types of pollution and its causesRecyclingSolar EnergyConservation

Community Service Different types of communities service projectsKnow your communitiesGovernment program for youth

Adolescent Characteristic of adolescentCo-educationPeer groupNeeds and aspiration of young people

Children’s Right What is Children’s rightImplication of Children’s right in scouting activitiesChild abuses

S

38

Modules 6First Aid

Subject ContentBandaging Different types of bandaging

Bleeding and its treatmentParts of the body

Fracture Different types of fractureTreatment of fracture

CPR Definition of CPRWhen and how to use CPRSituation analysis and treatmentProceduresPractical training

Li fe Saving Life saving SkillsBasic Life savingWater RescueSafety on swimmingAccidentsUse of Life saving jacket

Treatment of wounds,burns, diseases, bites,food poison, etc.

First Aid KitDifferent types of wounds and its treatmentProcedure, action to be taken, and follow up Report

Stretcher Different types of stretchers

How to make a simple stretcher

EmergencyInformation

Police, Fire DepartmentCivil DefenceSearch and RescueAmbulanceTraffic ControlRed CrossHospital

39

Modules 7ICT

Subject ContentComputer Skills Basic usage of computers

Hard and soft wares

E-Mail & Internet How to use e-mail and internet

Web-page Design How to design a simple web page using different types ofsoftware package

Data Base Update recordsUse and application of data base packageUsing data base to manage the unit scout record

Modules 8Scouting Program

Subject Content

Cub Scouting History of Cub Scouting

Cub Scout Advancement Scheme“The Jungle Book”Cub Scout CampoutCommissioner Award

Boy Scouting History of Boy ScoutingBoy Scout Advancement Scheme“Scouting for Boys”Chief Scout Award

Venture Scouting History of Venture ScoutingVenture Scout Advancement SchemeThe Award System, King Scout Award

Rover Scouting History of Rover ScoutingRover Scout Advancement Scheme“Rovering to Success”

Programme

40

PioneeringSpecialist

OutboundTrainingSpecialist

Knots andLashingSpecialist

CampfireLeadersSpecialist

First AidSpecialist

InternationalUnderstandingSpecialist

OutdoorGamesSpecialist

CampingSpecialist

PatrolLeaderSpecialist

ICTSpecialist

RiskManagementSpecialist

ScoutingSongsSpecialist

Additional Modules

41

HRD

CURRENT/FUTURE

ISSUES and CHALLENGES in

42

The New Paradigm Business(Robert D Harris, 1993)

“The most visible difference between the corporation ofthe future and its present-day counterpart will not be the

product they make or the equipment they use …

but

Who will be working,

How they will be working,

Why they will be working

and

What work will mean to them”

Employees of the future (Free Agents)• Known as Generation X [Net or Scho-boam Generation (people born between 1977-1997).

Grow up in digital age].

• Knowledge worker - information and media savvy.

• Multiple career. Don’t expect a lifetime career with a single employer.

• View themselves as contract worker; lending their services and expertise for a time.

• Take own responsibility for charting and preparing their own professional future.

• Engage in self-directed learning that is career specific.

• Strong advocates of life-long learning.

• Develops competencies to promote employability and career success based on knowledgeand network.

• Portfolio of assets - a collection of skills that makes them value-added contributors.

• Expect employers to offer them opportunity for growth through learning and application ofthat learning.

• Use spare time to learn.

• Seek to learn wherever and from whoever they can. Little patience with planned learningexperiences that don’t match their desired format, timing and location.

• Regards constant and turbulent change as normal - more attuned to the need foradjustments.

• Usually not interested in ladder climbing - don’t bother so much about organisational rank,age or tenure.

43

Challenges for HRD

• Planning greater emphasis on learning to build expertise, specialist knowledge

– provide opportunity to learn new skills

• Allowing employees reinvent themselves within organisations as they acquirenew useful skills

• Allowing flexibility in design and delivery of learning

• Creating system to track learning, audit learning and support transfer of learning

• Reviewing appraisal system that include learning - reward learning

• Facilitating learning and reflection

• Using technology-based instruction and instructional design

• Focussing on employability and opportunity for growth

• Co-ordinating individual and organisational learning (complementary)

• Managing and sharing of knowledge

• Removing barriers to learning and applying learning

• Linking learning to longer-term career goals

• Developing and maintaining networks

• Exploring new learning technologies / opportunities

Essential Components

of HRD

Integrating and improvingperformance of other people

Working with andthru’ other people

Facilitatingdevelopment,change andlearning

44

New employer-employee contract

“You are responsible for your own career…

Employer provides the experience andtraining to keep you marketable and

employable but

NOT

necessarily a job forever”

Walter Kiechel II

Fortune, 4 April 1994

Revolution inEducation

“The real illiterate of the 21st Centurywon’t be he or she who can’t read or

write, but he or she who cannot learn,unlearn and relearn”

Alvin Toffler, 2000

45

New Economy

Innovation ~ CreativityLife-long LearningProcess-skillEmpowermentTeam-playerOutsourcingDouble-loop learningMulti-focus thinkingStrategic alliancesElectronic networkingManaging Diversity

How tomanage changes

•InformationTechnology•Advancedtelecommunication•Increasedcompetition•Removal of tradebarriers•Restructuring / Re-engineering•Mergers &Acquisitions

What’shappening

Knowledge-basedEconomy

•One-person org.(entrepreneur)•project based•knowledge-worker(computer & media literate)•Multiple career•teleworking•flexible organisationalstructure•Globalisation - singlemarket / borderless world•E - “Everything”•Service economy•Life-long learner -employability•Facilitator

Old Thinking Concept New Thinking Concept

Order out of stability / certainty Order out of Chaos / ambiguities

Status-quo Change

Human Resource Human Capital

Job description Person description

Career development Job planning

Mentoring Reverse mentoring

Single-loop Double-loop

Training Learning

Trainer Facilitator

Manager Coach

Leader Follower-leader

Control Trust

Authority Autonomy / Empowerment

Judgemental focus Developmental focus

Single appraisal Multiple appraisal (360 system)

Permanent staff Free agent (outsource)

Brick and Mortar (tangible asset) Atom and Air (intangible asset)

STRUCTURE NetworkingPHYSICAL TEAM Virtual team

Elephant organisation Fleas organisation

Life long employment (single career) Employability (multiple career)

Retain Bosses Fire Bosses

Fire customer (make life intolerable toemployee)

Seek customer (cost-benefitperspective

46

DIRECTORY

ARTiCiPANTSPSTAFF and

47

PARTICIPANTS DIRECTORY

SL

No

Name Position/NSO Address/Contact

No./Email

1 Dr. Mirza Ali Haider National Training

Commissioner

Bangladesh Scouts

70/1 Purana Paltan Line

Inner Circular Road, Kakrail

Dhaka 1000 Bangladesh

Tel No.:+880 2 933 7714

FaxNo.:+880 2 934 226

Mobile Phone:+880

171520665

Email: [email protected]

[email protected]

2 Mr. Matassim Bin

Haji Duraman

Chief Executive

Commissioner

Persekutuan Pengakap

Negara Brunei

Darussalam

No. 55 SPG 1253 KG Batu,

Jln. Limau Manis Ampar,

Brunei Darussalam

Tel No.: +673 2 683 245

Mobile Phone: +67 883 2456

3. Hj Noordin Hj Kasah HQ Commissioner

PPNBD

Persekutuan Pengakap NBD

Ibu Pejabat Pengakap

P.O. Box 222, Bandar Seri

Begawan Brunei Darussalam

Tel No.: +673 266 1166

Mobile Phone: +673 872

1607

4. PG Mahdi PG Hj

Mohd Salleh

HQ Commissioner

PPNBD

Lot 18373 Spg 25, Jln Haji

Halus, Kg Bunut, Brunei

Darussalam

Tel No.: +673 2

380704/380714


0807


5. Hj Abu Bakar Bin Hj

Othman

District Commissioner

Belait, PPNBD

SPG 455-14 Kecil

No. 10, Jln Keil Lumut

Tel No.:+673 2 326 6667

Mobile Phone:+673 880

5186

6. Hajah Sharifah Noor Bte

Syed Ibrahim

HQ Commissioner

PPNBD

Ibu Pejabat Pengakap,

Gadong

Brunei Darussalam

Tel No.:+673 2 651956

Fax No.:+673 2 652272


1300

7. Abdul Manan Bin Hj

Abdul Latip

HQ Commissioner

B2 Block B. Wisma Puri

Flat

SPG 540, Jln Tutong

Brunei Darussalam

Tel No.: + 673 2 653126


2233

8. Hj. Mohammed Bin Hj

Ali

District Commissioner,

PPDT

Tutong, PPNBD

51 KG Tumpuan Telisan,

Tutong, Brunei

Darussalam


606

PPNBD

/

48

9. Burhanuddin Bin Hj Md

Daud

Penolong Pesuruhjaya

Pengakap (Rancangan

Kegiatan dan Latihan)

Persatuan Pengakap

Daerah Tutong/PPNBD

No. 268 Kampong

Panchopapan

Tutong TA1941

Brunei Darussalam


9730

10. Abdul Sidik Bin

Mohamed Salleh

Scout Leader

PPNBD

H19/15 100 Lorong 3

Seria Belait

Simpang, Brunei

Darussalam

Tel No.:+673 2 226822

11. Effaraihan Bte Hj Salam Scout Leader

Tutong, PPNBD

Ibu Pejabat Pengakap

Daerah Tutong, Brunei

Darussalam


5394

12. Husin bin Budin @

Brudin

PPNBD

125 SPG 342-22

KG Sturj. STKRJ Tungku

Gadong, Brunei

Darussalam

Mobile Phone+673 880

0397

13. Hj Mohd Yussof Bin

Mohd Salleh

Deputy Secretary

General

PPNBD


NBD

Ibu Penjabat Pengakap

P.O. Box 222, Bandar

Seri Begawan Brunei

Darussalam

Tel No.: +673 2 337174


6076

14. Haji Othman Durani Pesuruhjaya Ibu

Pejabat

PPNBD

1521 Sulapsehia, SPG 1523

Kpg Telisai, Tutong, TC 1145

Tel No.: +673 2 424 4336


15. Hj Md Salleh Bin Hj

Ahmad bin

Asst. District

Commissioner

PPNBD

No. 2 SPG 120-48-70-17 S

TKEJ

Mumong Kuala Belait

KA 1731 Breunei Darussalam

Tel No:+673 2 334 1687

Mobile Phone:+673 8620 414

16. Effayane Binti Haji

Salam

Scout Leader

Tutong, PPNBD

Ibupejabat Pengakap Daerah

Tutong

Brunei Darussalam



17. Hj. Suhaibon bin Hj

Othman

Pesuruhjaya Ibu

Pejabat Bhg

Keagamaan

PPNBD

P.O. Box 184, Gadong

6, Jalan Padang Baru

KG Penanjong Tutong

Brunei, Darussalam

Tel No:+673 2 2225227

(Pejabat)

Fax No.:+673 2 2225226


Email:

[email protected]

Asst. Dist. Commisioner

(Planning Training),

Tutong, Tutong/PPNBD

/

HQ Commissioner,

,

HQ Commissioner

Religion, PPNBD

49

18. PG Matahir bin PG

Luba

District Commissioner

Brunei Muara

No. 13 Jin 88 SPG 7-23

Perumahan Lambak Kanan

Brunei Darussalam

Tel No.:+673 2 390278



19. Captain Hj Narawi

Bin Hj Omar Ali

Elite Scout

Commissioner

BSB/PPNBD

No C3 Jalan Pengiran Di-gadong

Berarakas kem

Berakas Garrison, Brunei

Darussalam

Tel No:+673 2 394 776


20. Harani Bte Hasa

Scout Leader

PPNBD

Ibu Pejabat Pengakap Daerah

Tutong, Brunei Darussalam


21.

Samsudin Bin Hj

Ahmad

PPNBD No. 5 Jln 16 SPG 63

Perpindahan Lambak

Kanan, N.B.D.

22 Junaidi Hj Hussin HQ Commissioner

PPNBD

F 12: 1 Flat Perumahan

Kerajaan, Beribi BE 1118

Brunei Darussalam

23. Hj Domeng bin Hj

Abd Wahab

Facilitator

National HQ

Commissioner

(Research & Archive)


Negara Brunei

Darussalam

P.O. Box 1554

BSB BS 8673, Brunei

Darussalam

Tel No.: +673 2 392021

Fax No.:+673 2 391676


24. Mr. Chang Wen-

Shing

Scout Executive

The General

Association of the

Scouts of China

9 Lane 23, Sec. 1 Chien-kuo N.

Road

Taipei, Taiwan Repu. of China

Tel No.:+886 2 274 01336

Fax No.:+886 2 2773 6525


25. Mr. Chang Jui-

Song

National Training

Secretary

The General

Association of the

Scouts of China

9 Lane 23, Sec. 1 Chien-kuo N.

Road

Taipei, Taiwan Repu. of China

Tel No.:+886 2 274 01336

Fax No.:+886 2 2773 6525

Email:

[email protected]

26. Mr. Li Yung-Chan Leader Trainer

The General

Association of the

Scouts of China

123 Sing-hing St. Tam-shui

Town

TPC, Taiwan Rep. of China

Tel No.: +886 2 2620 3646

Fax NO.:+886 2 2629 4443


PPNBD

,

PPNBD

HQ Commissioner-


PPNBD

,

,

50

29. Mr. Konosuke

Kobayashi

Director, Educational

Dept.

Scout Association of

Japan

4-11-10 Osawa, Mitaka-shi,

Tokyo 181-0015, JAPAN

Tel No.:+422 31 5168

Fax No.:+422 31 5162

Email:

[email protected]

30. Ms. So Yeon Min Professional HQ

Staff Korea Scout

Association

Yeouido-Dong 18-3, Seoul,

Korea

Tel No.:+82 2 6335 2034

Fax No.:+82 2 6335 2020


31. Mr. Haji Sidek bin

Haji Mohd Ali Green

Asst. State

Commissioner

W.P. Labuan,


Malaysia

49 Taman Sehat

Kerupang 3, 87009 W.P.

Labuan, Malaysia

Tel No.:+60 13 854 5163

32. Mr. Han Siew Kwong

Asst. State

Commissioner

W.P.

Labuan/Persekutuan

Pengakap Malaysia

P.O. Box 140

8700 W.P. Labuan, Malaysia

Tel No.:+60 87 431787

33. Mr. Alfhian Jeffri Chin Adult Leader


Malaysia

Lot 6 Tama Jasa, 87008

Labuan

Malaysia

Tel. No.:+60 19 8713131


34. Mr. Kalaimani A/L

Supramaniam

National Rover Scout

Leader


Malaysia

5 Belakang Hospital

09300 Kuala Ketil, Kedah,

Malaysia

Tel. No.:+604 416 3439

Fax No.:+604 4160 559


4785


35. Mr. Haji Ibrahim bin

Haji Ismail

State Commissioner

W.P.

Labuan/Persekutuan

Pengakap Malaysia

c/o Peti Surat 107

8700 W.P. Labuan,

MALAYSIA

Tel No. :+60 87 412695

Fax No. :+60 87 412184

36. Mr. Bhakta

Rajbhandari

National Training

Commissioner

Nepal Scouts

Bhaktapur 15, Mibachen,

NEPAL

Tel No.:+977 1 661 1211

Fax No.:+977 1 661 1143

Email:

[email protected]

W.P. Labuan, Persekutuan

Pengakap Malaysia

Rover Scout

Leader,

Scout Leader,

W.P. Labuan, Persekutuan

Pengakap Malaysia

,

51

37. Mr. Lee Yue Hung

John

Asst. Leader Trainer

Singapore Scout

Association

37 Jalan Limau Nipis

Singapore 468290

Tel No.:+65 6241 0424


38. Mr. Han Song Guang Member

Singapore Training

Team

Block 921 Tampines St. 91

#104-201 Singapore 520921

Tel. No.:+65 678 21419


39. Mr. M. Supramaniam District

Commissioner &

Asst. Leader Trainer

Singapore Scout

Association

Block 734 Yishun Ave. 5

03-420, Singapore 760734

Tel No.:+65 6758 7337

Fax NO.:+65 6731 9814

Email:

[email protected]

40. Mr. Sayun Santad National

Commissioner

National Scout

Organization of

Thailand

Vajiravudh House, National

Stadium

Rama 1 Street, Bangkok 10330

THAILAND

Tel No.:+66 2 219 2731

Fax No.:+66 2 219 2108

41. Mr. Amnach

Vetayaprasit

Member, Training

Team

National Scout

Organization of

Thailand

Vajiravudh House, National

Stadium

Rama 1 Street, Bangkok 10330

THAILAND

Tel. No.:+66 2 215 3539

Mobile Phone:+66 1 82 60496

42. Mr. Saleh

Mohammad Saleh

Saudi Arabia Scout

Association

P.O. Box 5671, Madinah

Tel. No.:+966 553 03429


43. Mr. Abdullah Safar

Al-Ghamdi

Saudi Arabia Scout

Association

Saudi Arabia, Najran

Tel. No.:+966 557 25725

Fax No.:+966 752 21546


44. Mr. Yousef Saleh Al-

Haggas

Saudi Arabia Scout

Association

Saudi Arabia

Tel No.:+966 364 3619

Fax NO.:+966 365 1509


45. Dr. Hamad A.H. Al-

Yahya

Adult Resources

Commissioner

Saudi Arabia Scout

Association

P.O. Box 12, Riyadh 11342

Tel No.:+966 552 59466

Email:

[email protected]

46. Mr. Mohammed

Abdullah Al-Natheer

Saudi Arabia Scout

Association

P.O. 20779, Riyadh 11465

Saudia Arabia

Tel No.:+966 552 39636

Email:

[email protected]

,

,

,

,

,

52

Observers:

1 Hjh Hadijah Hj Abd Harith PPNBD A9 ‘c’ Jlln Kg. Perpindahan

Lambak Kanan, BC 2915,

N.B.D.

Tel No.:+673 861 7049

2. Masrura Hj Moksin PPNBD No. 9-499 KG Batu Apoi

Temburong, PC 1151

N.B.D.

Tel No.:+673 863 2747

3. Md. Firdausin Bin Hj Ang

Matusin

PPNBD No. 2 Spg 897 Kg Serdang

Mukin Kota Balu

Tel No.:+673 880 9742

4. Kamarulsalihen bin Hj

Zain

PPNBD HP:+673 885 1710

5. Eddy nor Zahsin bin

Jumat

PPNBD No. 140 Jalan Ban 6, Kg

Mulant, N.B.D.

HP:+673 889 7605

Tel No.:+673 2 266 2804

53

SL

No

Name Position/NSO Address/Contact No./Email

1 Abdullah Rasheed

Workshop Advisor

Regional Director

World Scout bureau/Asia

Pacific Region

4F ODC Int’l. Plaza Building

219 Salcedo Street, Legaspi

Village

Makati City, PHILIPPINES

Tel No.: +63 2 8180984/ 817

1675

Fax No.: +63 2 819 0093


8556


2 Mr Hj Zainal

Abidin bin

Penghulu Hj

Ibrahim

Workshop Advisor

Chief Commissioner


Negara Brunei

Darussalam

Tingkat 4, Bangunan Ibu

Pejabat PPNBD Kompleks

Pengakap, Jalan Gadong BE

4119

Brunei Darussalam

Tel No.:+673 2 425312

Fax No.:+673 2 420822

Email:

[email protected]

3. Dr Effendy bin

Rajab

Resource Speaker

Director

Adult Resources

World Scout

Bureau/Geneva

P.O. Box 241

CH 1211 Geneva 4,

SWITZERLAND

Tel No.: +4122 705 1080

Fax No.: +4122 705 1020

Mobile Phone:+41

65967790512

Email:

[email protected]

STAFF DIRECTORY

4. S. Prassanna

Shrivastava

Resource Speaker &

Coordinator for

Programme

Director

Administration and

Resources

Development

World Scout

Bureau/Asia Pacific

Region

4F ODC Int’l. Plaza Building

219 Salcedo Street, Legaspi

Village


Tel No.: +63 2 8180984/ 817

1675

Fax No.: +63 2 819 0093


7110

Email:

[email protected]

5. Hj Zainuddin Hj

Jaafar

Coordinator,

Administration

Secretary General


Negara Brunei

Darussalam

No. 11 SPG 41-21 Jln Kecil

Masin

KG Masin, Brunei BH2723

Tel No.: +673 2 680 164


6. Dr. Evelina M.

Vicencio

Resource Speaker

Leader Trainer, Boy

Scouts of the

Philippines &

Coordinator, APR Tools

and Development Task

Force

37 Aguinaldo St., U.P. Campus

1101 Diliman, Quezon City

Philippines

Tel/Fax: +632 928 5423

Email:

[email protected]

B

54

7. Nur Aini

Mohammad

Resource Speaker

Leader Trainer and

Training Secretary

Singapore Scout

Association

1 Bishan Street 12

Singapore 821171

Tel No.: +65 62592858

Fax No.:+65 62592118


6419

Email:

[email protected]

8. Hj Ismail bin Dato

Paduka Haji Abdul

Hapidz

Workshop Director

Deputy Chief Executive

Comimision cum

International

Commissioner


Negara Brunei

Darussalam

No. 367, Kampung Mulaut

Simpang 143, Jalan Lubuk,

Sigurun Km 6 Jalan Mulaut

Tel No.: +673 2 670440


5957

9. Hj Domeng bin Hj

Abd Wahab

Facilitator

National HQ

Commissioner



Negara Brunei

Darussalam

P.O. Box 1554

BSB BS 8673, Brunei

Darussalam

Tel No.: +673 2 392021

Fax No.:+673 2 391676


10. Hj Badar bin Hj Ali

Facilitator

Deputy Chief National

Commissioner


Negara Brunei

Darussalam


Negara Brunei Darussalam

National Headquarters

4/F PPNBD Building, Jalan,

Gadong

Brunei Darussalam

Tel No.: +673 2 672110/872

4494

Fax No.: +673 2 244 9050

Mobile Phone: 872 4496

11. Zainudin bin Ishak

Facilitator

Asst. Estate Manager


Negara Brunei

Darussalam

P.O. Box 535 MPC Berakas

BB 3577

Brunei Darussalam

Tel No.: +673 2 455 550

Fax No.:+673 2 455 550

Mobile Phone: +673

8861249

Email:

[email protected]

12. Hj Awg Hassan bin

Hj Abd Hamid

Facilitator


Brunei Darussalam

National Training Team

Secretary

No. 24 SPG 525 Kg. Masin

BH 2723, Brunei Darussalam

Tel No.: +673 2 681 304

Fax No.:+673 2 391 676


13. Hj Ismail bin Dato

Paduka Haji Abdul

Hapidz

Facilitator

Deputy Chief Executive

Comimision cum

International

Commissioner


Negara Brunei

Darussalam

No. 367, Kampung Mulaut

Simpang 143, Jalan Lubuk,

Sigurun Km 6 Jalan Mulaut

Tel No.: +673 2 670440


5957

,

55

14. Saifulrijal Hj Md

Hussain

Quartermaster

National HQ

Commissioner


Negara Brunei

Darussalam

P.O. Box 461, MPC Airport

Lama BB3577

Brunei Darussalam

Fax No.:+673 2 420822


0730


15. Lilian R de Luna

Secretariat In-Charge

Executive Secretary cum

Librarian

World Scout bureau/Asia

Pacific Region

4F ODC Int’l. Plaza

Building

219 Salcedo Street,

Legaspi Village


Tel No.: +63 2 8180984/

817 1675

Fax No.: +63 2 819 0093


896 8556

Email:

[email protected]

16. Mohd. Jayah bin Haji

Dollah

Asst. District

Commissioner

Kuala Belait/PPNBD

TSW/411

Brunei Shell Petroleum Co.

San BHD, Seria KB3534

Kuala Belait, Brunei

Darussalam

Tel No.:+673 3 3375185

Fax No.:+673 3 3374647


8235

17. Abdul Manan Hj Abd.

Latip

Computer Operator

National HQ

Commissioner

(Arts and Culture)


Negara Brunei

Darussalam

B2 Block 13, Wisma Puri

Apartment

SPG 540, Jalan Tutong,

Brunei Darussalam

Tel No.: +673 2 653126

Fax No.:+673 2 380192


2233

Email:

[email protected]

18. Hajah Mergawati Hj

Abd. Manaf

Documentalist

Adult Leader


Negara Brunei

Darussalam

No. 45, Kg. Kiarong, Jln

Dato Ratna

BE 1318, Brunei Darussalam

Tel No.:+673 2 420342 (H)

Fax No.:+673 2 452152 (O)


9833

Email:

[email protected]

19. Hajah Norliza bt

Dato Seri Setia Hj

Mahalle

Computer Operator

Adult Leader


Negara Brunei

Darussalam

DJ-A Dataran Jangsak Spg

872

KG Jangsak, Jln Gadong BF

2720

Negara Brunei Darussalam

Tel No. :+673 2663306

Fax No.:+673 2 661461


Email:

[email protected]

Scout

Scout

56

MOMENTSCAPTURED

World Scout Bureau Mondial du Scoutisme

Asia-Pacific Regional Office

Bureau RÈgional Asie-Pacifique

P.O. Box 4050

MCPO 1280

Makati City, Philippines

4/F ODC International Plaza Building

219 Salcedo Street, Legaspi Village

Makati City, Philippines

Tel: (+63 2) 818 09 84

(+63 2) 817 16 75

Fax: (+63 2) 819 00 93

(+63 2) 401 39 84

[email protected]

able - scout

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