Our in-house programs are selected and designed to fit your organization. A customized and tailored intervention is better for your organization than off-the-shelf- approach advocated in public programs. Many changes can only occur after barriers are removed in the culture. Thus it is important that our consultants help you identify barriers and removed obstacles before implementing changes.

We provide recommendations for creating change before, during and after training programs and human resource interventions. We discuss why it is important to prepare employees for a change and how to improve the training process by providing strategies to improve learning transfers on the job.

Our Approach

AGENSI PEKERJAAN A.S.K. SDN. BHD. is involved in the eight fundamental purposes of consulting with your organization. We have listed these from the lowest to the highest influence on organizational change:

1. Providing information.

We supply most up to date information about the unique needs of your organization in the areas of training programs, human resource system, an instruction strategy, analysis techniques or other research.

2. Solving problems

A problem is defined as the "difference between what your organization has and what it wants" These problems may center around such things as communications, performance, quality, attitude and supervisory or managerial deficiency. We will define the real issues and circumstances surrounding a problem. We build a clear and concise problem statement.

3. Conducting an effective diagnosis and training needs analysis.

Here we effectively diagnose problems for your organization. This is most critical to your organizational effectiveness and efficiency. At this stage we uncover and analyze a great deal of information from the staff at all levels of the organization. The information we gather will help to make sound recommendations for change to your organization.

4. Providing recommendations

Our recommendations will include action items, based on what we have diagnosed about the organization. Recommendations are presented in a concise, logical and step-by-step manner designed to improve the diagnosed problem. You as our client would then decide how to carry out the recommendations. We would also provide best and worst case scenarios for each recommendation to help the client make better selections amongst the recommendations. 

5. Implementing changes. 

You should consider the following factors when implementing changes: 
a. Changes must be chosen and designed to fit your organization. 
b. Many changes can occur only after barriers are removed in the culture. Thus we help you identify barriers and obstacles before implementing changes.
c. There are certain leverage points in your organization where changes are more likely to succeed. We help you to identify these leverage points to allow changes to spread to the rest of your organization.

6. Building consensus and commitment

Before you start to build consensus and commitment, you must first establish trust with your senior management. Then your organization must be ready to accept changes. One way of establishing your organization's readiness for and commitment to change is by answering the following questions:

a. How willing are the members of the senior management to carry out changes?
b. Is the upper management willing to learn and use new management methods and practices?
c. What type of information do members of the organization readily accept or resist?
d. What are the management's attitudes towards changes? 
Once you have figured out the level of enthusiasm, you may be able to encourage a certain recommendation.

7. Facilitate client learning

A team of senior members of the organization would be responsible for the professional development activities and performance improvement opportunities within the company. They engage in problem identification, diagnosis and implementation of change interventions that brings about performance improvement and organizational effectiveness. These activities encourage coaching of new skills and providing reward of feedback processes that allow employees to continue to practice the skills after training.

8. Improve organizational effectiveness

We help your organization to adapt strategies and behaviors to future environmental changes by maximizing contributions of the organization's human resources. We help decision makers select the most appropriate interventions. Recommendations and solutions will be tailored to the organization's immediate and the future problems. Organizational effectiveness implies that management is dedicated to the process of developing and maintaining the most important systems and linkages.