t ABLE of CONTENTS

Introduction

Aims and Objectives

2

Workshop Programme 4

Opening Remarks of the Regional Director 6

Participants Groupings 9

Group Work Presentations 10

- What is Training System?

- Training Models

- Training Needs Analysis

- Modular System

- Developing Subject Models

Current / Future Issues and Challenges in HRD 41

Staff and Participants’ Directory 46

Captured Moments 56

1
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.

2
aIM and oBJECTIVES:

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.

3
pROGRAMME
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

1600-1630 hrs Tea Break

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

0730-0830 hrs Breakfast

0830-1030 hrs Training Needs Analysis (TNA)

1030-1100 hrs Tea Break

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

1600-1630 hrs Tea Break

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

1830-2000 hrs Dinner

2000-2100 hrs Free Evening

4
15 December Monday

0730-0830 hrs Breakfast

0830-0845 hrs Assembly

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

Experiential Learning Model

1030-1100 hrs Tea Break

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

1830-2000 hrs Dinner

2000-2100 hrs Free Evening

16 December Tuesday

0730-0830 hrs Breakfast

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

1030-1100 hrs Tea Break

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

1600-1630 hrs Tea Break

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

1830-2000 hrs Dinner

2000-2100 hrs Free Evening

17 December Wednesday
0730-0830 hrs Breakfast

0830-1030 hrs Group Presentation on Training system

1030-1100 hrs Tea Break

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

1600-1630 hrs Tea Break

1630-1730 hrs Closing Ceremony

5
 r EGIONAL DIRECTOR’S
OPENING REMARKS:

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-
MR ABDULLAH RASHEED 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-

6
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

7
 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’

8
 gROUPINGS of p ARTICIPANTS
SL
GROUP 1 GROUP 2 GROUP 3 GROUP 4
NO
MR. KONOSUKE MR AMNACH DRS. MAMAN DRS. PRATJOJO , M.Pd.
1 KOBAYASHI (Japan) VETAYAPRASIT RACHMAN, M.Sc (Indonesia)
(Thailand) (Indonesia)
MR. SAYAN SANTAD MR. ABDULLAH SAFAR DR. HAMAD A.H.AL- MR. MOHAMMED AL-
2 (Thailand) AL-GHAMDI YAHYA (Saudi Arabia) NATHEER
(Saudi Arabia) (Saudi Arabia)
MR. SALEH MR. BHAKTA MR. YOUSEF SALEH AL- MS. SO YEON MIN
MOHAMMAD SALEH RAJBHANDARI (Nepal) HAGGASS (Korea)
3
ABDULLAH (Saudi Arabia)
(Saudi Arabia)
DR. MIRZA ALI HAIDER MR. HAN SONG GUANG MR. SAMSUDIN BIN MR. LEE, YUNG-CHAN
4 (Bangladesh) (Singapore) HAJI AHMAD (Taiwan)
(Brunei Darussalam)
MR. HAJI SUHAIBON BIN MR. HAN SIEW KWONG MR. M SUPRAMANIAM MR. CHANG, JUI-SUNG
5 HAJI OTHMAN (Malaysia) (Singapore) (Taiwan)
(Brunei Darussalam)
MR. HAJI SIDEK BIN MR. ABDUL MANAN BIN MR. ALFHIAN JEFFRY MR. KALAIMANI A/L
HAJI HAJI ABDUL LATIP CHIN SUPRAMANIAM
6
ALI GREEN (Brunei Darussalam) (Malaysia) (Malaysia)
(Malaysia)
MR. JOHN LEE YUE MR. HAJI MOHAMMED MR. HAJI MOHD. MR. CHANG, WEN-
HUNG BIN HAJI ALI YUSSOF BIN MOHD. SHING (Taiwan)
7
(Singapore) (Brunei Darussalam) SALLEH
(Brunei Darussalam)
MR. MATASSIM BIN MR. BURHANUDDIN BIN MR. HAJI OTHMAN BIN MR. PENGIRAN
HAJI DURAMAN HAJI MD. DAUD DURANI MATAHIR BIN
8 (Brunei Darussalam) (Brunei Darussalam) (Brunei Darussalam) PENGIRAN LUBA
(Brunei Darussalam)
MR. PG. MAHDI BIN PG. MR. ABDUL SIDIK BIN MR. HAJI MOHD. MR. HAJI NORDIN BIN
HAJI MOHD. SALLEH MOHAMMED SALLEH SALLEH BIN HAJI HAJI KASAH
9
(Brunei Darussalam) (Brunei Darussalam) AHMAD (Brunei Darussalam)
(Brunei Darussalam)
MR. HAJI ABU BAKAR MISS EFFARAIHAN BINTI MISS EFFAYANE BINTI CAPTAIN HAJI NARAWI
10 BIN HAJI OTHMAN HAJI SALAM HAJI SALAM BIN HAJI OMAR ALI
(Brunei Darussalam) (Brunei Darussalam) (Brunei Darussalam) (Brunei Darussalam)
MDM. HAJAH SHARIFAH MR. HUSIN BIN BUDIN / MR. JUNAIDI BIN HAJI MISS HARANI BINTI
NOOR BINTI SYED BRUDIN HUSSIN HASA
11 IBRAHIM (Brunei Darussalam) (Brunei Darussalam) (Brunei Darussalam)
(Brunei Darussalam)
MR. HAJI AWANG MR. HAJI DOMENG BIN MR. ZAINUDDIN BIN MR. HAJI BADAR HAJI
HASSAN BIN HAJI HAJI ABDUL WAHAB HAJI ISHAK ALI /
FAC.
ABDUL HAMID MR. HAJI YASSIN HAJI
ADAM

9
 GROUPWORK
PRESENTATIONS

10
WHAT IS TRAINING SYSTEM?
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.

11
 ILLUSTRATION
Day 1—Saturday Evelina M. Vicencio, LT A Training System is a tool used to train people
Time: 1400 – 1500 hrs. develop knowledge and skills in the organization.

Definition: Training System is composed of interrelated parts C. Training System as a Process

to achieve the vision, mission and goals of Training for NSOs. Output of Shyamjyeom Tree Group
I. Concept of Training System Steps:
1. Needs analysis
A. Training as Levels of Courses 2. Design
S—cout Courses 3. Implementation
Y—oung Scouts (Cubs) Courses 4. Evaluation
Adults (Rovers) Courses Training System is a series of some steps to help adults
S—enior Scouts Courses to achieve goals.
T—rainers’ Courses (CALT, CLT)
E—specialist Courses Output of Six Gear Group
M—embership Course (Orientation/Introductory)

B. Training as a Sub-system of the NSO

(Outputs of group work)

Output of Sayang Group:

ILLUSTRATION

ILLUSTRATION D. A comprehensive concept of Training System

A Training System is a system in stages to bring about changes A Training System is composed of interrelated parts

to develop individual Scout skills using lecture, demonstration, to achieve the vision, mission, and goals of training

teaching, coaching, discussion, IT, base system, etc. and the NSO.

Output of BN-Smart Group 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

12
DESIGNING A TRAINING MODELS
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.

13
 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.

14
 GROUP WORK
PRESENTATION
ON TRAINING
MODELS

SMART MODEL

SAYANG MODEL

15
 NAOMIE MODEL

6 GEAR MODEL

16
 TRAINING NEEDS ANALYSIS

Training Needs Analysis

When?
Training System
Development Workshop Before training
During training
After training
Training Needs Analysis Training Needs Analysis

Training Needs Analysis Training Needs Analysis

What? How?
Various models used
Is a systematic way of identifying educational Job descriptions
and training problems, needs, issues, etc. Job Specifications or Task Analysis
Performance Standards
Perform the job
Review Literature concerning the job
Ask questions about the job
Training committees
Analysis of operating problems
Interviews

Individual analysis

Laird’s model for assessing training needs

Training Needs Analysis (to identify performance deficiency)
Monitor the Monitor the Monitor all policy Accept requests Survey or
operation personnel moves and procedural from client interview the
changes managers client population

Why? Check actual performance against existing standards - or set new standards

To clarify and define the problems, NOT to find solution Is there a

Identify ideas for education and training programmes deficiency?

Change of organisation’
organisation’s mission / goals / plan
Check the deficiency for its importance:
Introduction of New Technology 1. Cost-effectiveness: the cost of the problem vs cost of solution
New work assignment for employee 2. Legal mandates: are there laws requiring a solution?
3. Executive pressure: does top management expect a solution?
Maintain proficiency 4. Population: are many people or key people involved?

Improve present performance Yes No

Important?
Increase organisational effectiveness through planned Do the workers
know how to do
learning the job properly?

Career Development Put into proper training Select and Devote your T&D energies
priority and develop a develop a non- to human performance
Future staffing needs training programme: training solution problems with greater
train, measure and impact and greater value
Unavailability of specific skills evaluate

17
 TRAINING NEEDS ANALYSIS

NSO Direction Training Needs

Analysis Flowchart
Training Needs Analysis
Job / Task
Task analysis
Personal Advisor REQUIRED
RESOURCES &
HOW TO
TASK BY WHEN SUPPORT
ACHIEVE
REQUIRED
Needs Assessment SKILL KNOWLEDGE

Knowledge Skills Attitudes

What he What is What he What is The Behavioural Response

knows needed has needed Required for the Job

Training Plan

Training Activities / Courses

On the job Off the job

Monitor Progress / Evaluate Learning

Review Training Plan

18
 TRAINING NEEDS ANALYSIS TOOL
Task Analysis

GROUP 1

JOB: Adult Resources Commissioners

REQUIRED RESOURCES
BY HOW TO & SUPPORT
TASK WHEN ACHIEVE REQUIRED

SKILL KNOWLEDGE

AIS
Job Designing
3 National Commissioner
description Job AIS fact sheets
months Executive IT
NSO level description
Internet/HLM
Job Design HRM
6 National
description Analysis WB/APR Workshop
months Headquarter
Analysis Form information
District Design
Reporting of
Commissioner D.C. NSO 12 Administration
District
Job Job information months Headquarter
Commissioner
description Description

GROUP 2
JOB: Programme Commissioners
REQUIRED RESOURCES &
TASK BY WHEN HOW TO ACHIEVE SUPPORT
SKILL KNOWLEDGE
REQUIRED
Planning Planning Skills Youth Programme 1-3 months (March Discussion, self Chief Commissioner,
04) learning/motivation experts
on how to plan

Design Youth Design capability Youth Programme 1-3 months (March Form programme Chief Commissioner,
Programme skills & activities 04) committee other Commissioners

Implementation of Management, Contents of 3-6 months Initiated by C.C, other

Youth Programme communication, programme (June 04) Programme Commissioners,
delivery (syllabus & Committee management
schemes of YP),
management

Review

19
 TRAINING NEEDS ANALYSIS TOOL
Task Analysis

GROUP 3

JOB: Training Commissioner

REQUIRED RESOURCES
BY HOW TO & SUPPORT
TAS K WHEN ACH IEVE REQUIRED

SKILL KNOWLEDGE

-Management
1) Job Task -Hands on
Management A year Books
Allocation distribution -Reading
-Mentor

2) Walfare Relations Needs of the 6 -Reading -Management

of trainers skill trainer Months -Seminar Book
3)
Training -Management
Training and 6
needs of Training Skill -Work shop Book
development Months
the -Handout
trainers
4)
Organize Planning Knowledge in 6
-Document -Media
training skill presentation Months
courses
5)
Administration 6
Training Management -Work shop Invetories
knowledge Months
Logistic
6)
Conduct Planning and
6 Meeting of
the leadership Procedures -Meeting
Months trainers
skill
meeting

GROUP 4
JOB: Chief Commissioner

REQUIRED RESOURCES
BY HOW TO & SUPPORT
TASK WHEN ACHIEVE REQUIRED

SKILL KNOWLEDGE

1st Person to
Management -Course
quarter person
Strategic Planning SWOT -Seminar
4th Regional
Planning -Workshop
quarter Director
Decision -Workshop
Consultant SWOT
Making -Meeting

Power of 4th -Workshop Leader to

Consult SWOT
endor sement quarter -Meeting follower

Management Leader to
Leadership 1st -Workshop
negotiation SWOT leader and
and relation quarter -Meeting
communication group
Leader to
Training and 1st -Workshop
Evaluation SWOT leader and
pl anning quarter -Meeting
group
Leader to
Vision / 1st -Workshop
Planning SWOT leader and
Mission quarter -Meeting
group

20
 MODULAR SYSTEM

Training Methods
“ … to adults, their experience is
What methods to use?
who they are

Depends on: … reject their experience … reject

• learning objectives them as a person”
Knowles, 1975
• Inventory / prior knowledge of the learners
• Culture of organisation “All genuine education come about through
experience”
• Resources available
• Nature of operation Dewey, 1938

“You can’t say you respect them Adult Education and Learning thru’ Experience
and not their experience”
Horton
Horton &
& Freire
Freire “Life is about experience,
wherever there is life, there is
Adult education is defined potential for learning”
Jarvis, 1987
“As a co-operative venture in a
non-authoritarian, informal “Learning consist of
learning and the chief purpose is grasping experience and
to discover the meaning of transforming it”
experience” Kolb, 1984
Eduard
Eduard Lindeman,
Lindeman, 1925
1925

“ We can never be free from the Trainer to provide opportunity for learners to:
past, … name our reality, speak our • Explore and experiment
own voice. • Feel safe, free from embarrassment
• Have fun, supporting environment - non
Important for learner to negotiate threatening
meaning, purpose and value
A good learning environment is one which:
reflectively, rationally and critically
“helps people to grow and develop through
instead of passively accepting the creating exciting, fun-filled learning
social realities defined by others” opportunities that are free from fear,
Mezirow, 1990
embarrassment and judgement and which
are managed with a loving touch.”
(Trevor Bently)

21
 Action Learning (AL) Six fundamental elements of AL
AL is a group effort that involves solving real
problems, focussing on acquired learning and
implementing systems-wide solution. • An AL group as teams (referred to as a “set”)
L=P+Q+R+I • A project, problem or task
• Questioning and Reflection process
Learning is equal to programmed instruction (known • A commitment to Action
variables) plus questioning (unknown variables) plus
reflection (recalling, thinking about, pulling apart, • A commitment to learning
making sense, trying to understand) plus • A group facilitator (“ set advisor”)
implementation (a commitment to action)

The Action Learning Cycle SELF-DIRECTED LEARNING (SDL)

Activity / Event / • A process where individual:

Experiment
• Acquire knowledge by his or her
New Actions own efforts & engage in critical
inquiry & evaluation
Reflection • Decide what & how to learn
Decision to
Experiment
with or without aid of expert

Reflection
• Assume educational
and analysis
Experiment
responsibility for learning
Forster, 1972

COMPUTER BASED LEARNING

7 STEPS TO SDL
• Examples: CD-ROM, Internet, Virtual
• Recognise need for learning reality, Simulator, etc.
• Will to learn- the WHY • Benefits:
• What to learn? • leaner.controlled-own pace & time
• How to learn? • Just in time- learn as and when required
• Cost-effective-less travel time & cost
• Make it happen!
• Wide geographical accessibility
• Celebrate success • Uniformity of content & delivery
• Apply learning

22
 MODULAR TRAINING DESIGNING MODULAR TRAINING

IDENTIFY THE REQUIRED COMPENTENCIES

AIS FOR EACH FUNCTION
FOR EG, LEADERSHIP, SCOUT METHOD, SCOUTCRAFT, ETC

Training to be Provided:
IDENTIFY THE TRAINING MODULE (SUBJECTS / TOPICS)
•Ongoing Basis FOR EACH COMPETENCY
•Flexible & Varied
•Availale When & Where Required DETERMINE THE NUMBERS OF HOURS REQUIRED FOR
EACH MODULE /SUBJECT

Basis for Modular Training DETERMINE WHO TO PROVIDE TRG, WHEN & WHERE
System TO CONDUCT , HOW TO VALIDATE & CO-ORDINATE TRG

DISTRIBUTION OF MODULES FOR THE MODULAR

LINEAR VERSUS MODULAR SYSTEM UNIT LEADER TRAINING BASIC COURSE
SCOUT METHOD COMPETENCY LEADERSHIP COMPETENCY (LC) SCOUT CRAFT COMPETENCY
(SMC) (SCC)

LINEAR FORMAT MODULAR FORMAT 6 modules of 1 _ hours each 6 modules of 1 _ hours each 6 modules
3 evening classes at the Scout HQ 3 evening classes at the Scout HQ To be completed through a 3-day / 2-night
(each evening 2 modules – 3 hours) (each evening 2 modules – 3 hours) residential training
A A Generic Topics on Scouting
GENERIC B Generic Topics on Scouting Module SMC 1 Module LC 1 Module SCC 1
B Fundamentals of Scouting Milestones of Singapore Scouting and Unit Meeting I (theory)
TOPICS C Generic Topics on Scouting Scout 21 strategic plans Unit Meeting II (practical)
C Specific Topics for each function Module SMC 2 Module LC 2
Module SCC 2
SPECIFIC Scout Venture Comm-
Know Your Boys Role and function of the Unit Leader
Practical session on Basic Campcraft skills
Cub
SKILL Scout Section Scout
Section
Trainer issioner
Section Module SCC 3
Module SMC 3 Module LC 3
TOPICS Practical session on Basic Pioneering skills
Youth Programme: progress & Proficiency Programme Planning
X GENERIC Badge Schemes
Module SCC 4
X Generic Topics on Management Module SMC 4 Module LC 4
Y MANAGEMEN Training Methods and Techniques Risk Assessment and Management System
Practical session on Basic Orienteering
Y Generic Topics on Management skills
Z T TOPICS Z Generic Topics on Management
(RAMS)
Module SCC 5
Practical session on Basic Campfire
Module SMC 5 Module LC 5 Leader Skills
The P.O.R. (warrants, uniforms and Skills for common Scouting activities:
discipline) Story-telling and teaching of games Module SCC 6
Module SMC 6 Module LC 6 Practical session on Reflection (using the
WWW approach)
Adults in Scouting (AIS Policy) Unit administration and management

23
 DEVELOPING SUBJECT MODELS

GROUP 1. SAYAN

FUNCTION: _____Training course for COMMISSIONERS______

Basic Stage/Level Advanced Stage/Level

Competency
Modules Subjects Time Modules Subjects
Scouting Method Fundamentals of Scouting
Scouting Method Competency Know your leader
Youth program
Training method
POR/NSO’s and by low
Adult in Scouting
Leadership History of Scouting
Competency History of NSO’s
Role of leaders
Program planning
Administration
Budget Budgeting (One year) 1h
Finance Source of finance 1h

Planning projects Design project 1h

Planning project 1h
Analysis project 1h
Fund Raising

Basic Stage/Level Advanced Stage/Level

Competency
Modules Subjects Time Modules Subjects
Managing Change Handling people 1h
Management Good communication 1h
skills
Job Analysis

Risk Management Anticipate the danger of

any activities.
Administration of risks
Control
Compile a checklist for
all activities

Administration Team building

Delegation skills

Image of Scouting Public Relations concept 1h

Public Relation and public image

Public Orientation 2h
involvement Publication

Effective Communication
Skills
Effective presentation

24
 GROUP 2
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

Basic Stage/Level Advanced Stage/Level

Competency
Modules Subjects Time Modules Subjects Time
Leadership & Function & Role of a course 1 hr Function & Advanced management 2 hrs
Training Responsibility of director Responsibility of • Forming a
Management Trainer a Senior Trainer committee
• Chairmanship
Stress management 1 hr
Leadership skills (I) 1 hr Leadership skills (II) 1 hr
Counselling (I) 1 hr Counselling (II) 1 hr
Public Relations 1 hr
Training Method Delivery & 2 hrs Training Method Supervision skills 1 hr
& Technique communication skills & Technique
• Questioning
Planning a session 3 hrs Assessment methods & 4 hrs
tools
• Development of
training material
Training methods 5 hrs Training system 8 hrs
• Base method development
• Buzz • Training Needs
• Role Playing Analysis
• Brainstorming • Syllabus
• Lecture development
• Discussion • Designing
• Panel/Forum training models
• Training
evaluation
2 hrs How adults learn 2 hrs
Practical on giving a
session
Individual Presentation 8 hrs
Teaching Aids 1 hr Technology in training 3 hrs
Multimedia and ICT in 1 hr • ICT skills
Training • Technology-
• Internet assisted learning
• Presentation
software
Training games 1 hr
Problem solving 1 hr

25
 Competency Basic Stage/Level Advanced Stage/Level
Modules Subjects Time Modules Subjects Time
Scouting Essentials of Scouting and the 1 hr
Knowledge Scouting community
Philosophy of Scouting 3 hr
(include revision on
fundamentals of
Scouting)
World Scouting WOSM & the APR 1 hr World Scouting WOSM & the APR 5 hrs
(I) • World strategy (II) • Management of
for Scouting human resources
Adult resources and AIS 1 hr Implementing the AIS 2 hrs
policy policy
Policy of NSO Vision and mission of 1 hr Policy and Structure of training in 1 hr
the NSO administration of the NSO
Role of the NSO 1 hr NSO Understanding strategic 1 hr
planning in the NSO
Fund raising 1 hr Current issues in the 4 hrs
NSO
• What you can
offer the NSO
• Identifying
problems
• Group problem
solving
• Presentation
Financial management 3 hrs
Logistics management 3 hrs
Total training hours: CALT (38 hours), CLT (41 hours)

Can be handled by accredited or external agencies

GROUP 3
FUNCTION: _UNIT LEADER

Basic Stage/Level Advanced Stage/Level

Competency
Modules Subjects Time Modules Subjects
1) SCOUT Fundamental of • What and why are 1 1/2 Youth Programme.
Implementing the
METHOD scouting fundamental. Yyouth Pprogramme.
• Promise and law.
Progress Badge
Scheme.
• Learning by doing
Proficiency Badge
Scheme.

Patrol System
Effective conduct
of the test.

Youth
Achievement
Awards.
Knows your Boys
Cub Scout Age 1 1/2 AIS
Implementation of
Section. AIS.

Scout Section.
Appointment.

Venture Scout
Re-appointment.
Section.

Rover Scout
Re-assignment.
Section.

Retirement.

Resignation.

Awards and
Decoration.
Youth Programme • What and why in 1 1/2
Sscout.?
• Progress Badge
System.
• Proficiency Badge
Scheme.
• Effective
conducting of test.
• Proper and correct,
wear of badge on
the scout uniform.

26
 Training method • Brief description 1 1/2
and Technique of different
training method
and technique:
Advantages and
Disadvantages.
• Scout Mmethod –
Learning by doing.
• Effective of Base
Method.
• Effective use of
the peer-Learning
Method.

Policy • Purpose of POR 1 1/2

Organisation and
Rules ( P.O.R )
• Warrant and
structure.
• Uniform for all
section.
• Adult / leaders.
• Discipline.

Adult in Scouting • What is AIS.? 1 1/2

• Why adult in
Sscouting.?
• Appointment.
• Re-appointment.
• Re-assignment
• Retirement.
• Resignation.
2) LEADERSHIP Strategic Plans
History of NSO. 1 1/2 Risk Assessment.
Hazard
identification.

Scouting before
Risk assessment.
World War II.

Scouting after
Risk Control
World War II. options and
decision.

Scouting today:
Effective
supervision.
 V ision and
Mission.
 S cout Strategic
plan for the
future.

Role and function • Situational 1 1/2 Team Building • G roup Dynamics.

of unit leader leadership: Games.
• W o rking in a
small group
 Directing. Programme • W eekly
Planning programmed and
annual programme.
 Coaching. • S teps in planning.
 Supporting.
 Delegating.
Time Management • P ersonal
discipline.
• Facilitator of boys 1 1/2 • S cheduling.
learning
• Change Agent : • O rganising
activity.
 Teach value • D ocumentation
system. and proper records.
 Develop boy • P lan your work.
leadership. • W o rk your plan.
 Empowerment • M aintain
of young people procedures.
to develop and
lead.

27
 Programme • What and why of 1 1/2
Planning programme
planning?
• Three bases of
programme
planning.
 Enjoyable activity.
 Outdoor activity.
 Provision for
achievement.
• Important pointers
for programme
planning.
• Planning your
unit’s Annual
Programme of
Activities.
Risk Assessment • Hazard 1 1/2
and Management identification.
system
• Risk Assessment.
• Risk Control
options and decision.
• Implementation of
control measures.
• Effective
supervision.
• Check list.

Teaching of • The art of story 1 1/2

Games telling.
 Why story telling?
 Different kinds of
stories.
• The teaching of
games.
 Why are games
important in
scouting?
 Different kinds of
games used in
scouting.
 Games leadership.
Unit • Unit Register 1 1/2
Administration
• Personal data.
• Attendance.
• Annual
registration.
Unit o Unit
FinancialFinancial
Records. Records.

Saving / current
account.

Records of income
and expenditure.

Petty cash.

Annual statements
of accounts.

Invoices and
receipts.
 Stock
books.
 Files and
circulars.
 Correspond
ences and
meetings.

28
3) SCOUT Unit Meeting • Unit Meeting I 4 hrs
CRAFT (Theory and (Theory)
Practical)

What is unit
meeting?

What are t h e
ingredients of a
good unit meeting?

Different Sscout
ceremonies.
• U nit Meeting II
(Practical)

How to construct a
flagstaff.?

How to fold and
break a flag.?

How to form the
horse shoe for
assembly.?

How to use hand
signals for
assembly and
ceremony.?

How to use basic
foot drill
commands to
control the
ceremony.?

Camp craft skills • Camping in 3 hrs Advance Camp • C amping in

general. craft Skill general.
• About tents. • D ifferent kind of
tent.
• Pitching a tent. • P itching a tent.
• Striking a tent. • S triking a tent.
• C amping standard.

Pioneering Skills • Knots a n d 3 hrs Advance • K nots and

lashings. Pioneering Skills Lashing.
• Reef knot. • B owl – line.
• Clove Hitch. • W h ippings.
• Guy line Hitch. • S quare Lashing.
• Sheet Bent. • D iagonal Lashing.
• S heer Lashing.
Orienteering • What is 3 hrs Advance • H ow to set a map.?
Skills orienteering ? Orienteering Skills
• What is compass. • H ow to read grid
line.?
• Different parts of • H ow to interpret a
compass. map.?
• Ho w to use • H ow to write log
compass.? book.?

Camp Fire Leader • An introduction to 4 hrs Advance Camp • D emonstration of a

Skills scout camp fire. Fire Leader Skills Sscout camp fire.
• Demonstration of a • Running and
scout camp fire. preparation of a
Sscout camp fire.
• First hand • O rganising a camp
experience through fire.
participation.

Reflection • What is reflection? 2 hrs Evaluating Unit • W WW Approach.

Activities
• What went well ? • R eceiving an
obtaining feed
back,
• What went wrong?
• Follow up actions.
• WWW Approach.
• Using W WW
Approach in patrol
in c ouncil and
patrol leaders’
council.

29
 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
__________________________________________

st
1 Stage 2nd Stage
Competency
Modules Subjects Time Modules Subjects
Scouting Module 1 Law & Promise 0.5
Fundamental Scouting Mission Statement 0.5
Knowledge History 1
Organization Structure 1
P.O.R. 2
Role of Unit Leader 2
APR/WOSM 1
Ceremony 2
Patriotic 0.5
Scouting Registration 1
System
AIS Policy 1

Management Module 2 Management of Group 1

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

30
Scout-craft Modules 3 Camp fire leader
Scouting Skills Pioneering
Game & Song
Knotting/Lashing
Camping
Hiking & Expedition
Cooking
Observation
Orienteering & Map
Reading
Estimation
Astronomy
Jungle Tracking
Presentation Skills
Methodology Modules 4 Youth Program 2
Scout Method Badge System 1
Advancement Scheme 1
Patrol System 2
Planning 2
Age Section 1

Social Modules 5 Values 1

Responsibility Youth Health Care 2
Development Environment Protection 2
Community Service 3
Adolescent 1
Children’s Right 1

Medical Module Modules 6 Bandaging 1

First Aid Fracture 1
CPR 2
Life Saving 2
Treatment of wounds, 2
burns, diseases, bites, food
poison, etc.
Stretcher 1
Emergency Information 0.5
Medicine 0.5

ICT Module Modules 7 Computer Skills 3

ICT E-Mail & Internet 1
Web-page Design 4
Data Base 4

Special Topic Modules 8 Cub Scouting 4

Module Scouting Program Boy Scouting 4
Venture Scouting 4
Rover Scouting 4

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

31
 The flow chart of unit leader training program,
6-gear Scout Association

Unit Leaders

First Stage (compulsory) 3-months

Module 2 can be skipped with outside agency’s certificate)

Module 1 Module 2
Scouting Management
Fundamental

Second Stage (compulsory with credit transfer) 6-months

Module 5, 6 and 7 can be skipped with outside agency’s certificate)

Module 3 Module 4 Module 5 Module 6 Module 7 Module 8

Scouting Scouting Youth First Aid ICT Scouting
Skills Method Develop- Program
ment

Compulsory reading:
Scouting for Boys and Scout Handbook

After complete the modules,

Interview with District Commissioner (1 month)
Evaluation/assessment

Issue of Warrants
1 month

Wood badge
1 month

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

32
Module 1
Scouting Knowledge
Subject Content
Law & Promise Meaning of the scout law & promise

Mission of Scouting WOSM mission statement

Our mission

History B-P’s Life

History of National Scouting
World Scouting
APR Scouting Movement

Organization Structure Unit Structure

District/Province/National Structure
Committees
World and APR Structure

P.O.R. Explain the POR

Badges & Uniform
Membership
Warrant
Awards

Role of Unit Leader Function of a unit leaders

Responsibilities
Group Committee
Court of Honour
Patrol Council

APR/WOSM APR Scouting

WOSM and World Events

Ceremony Flag Ceremony

Opening and Closing Function
Receiving awards
Scouts’ own
Display and preparation
VIP reception

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 Ideals of Registration

System How to register through computer
Deadline
Fees

AIS Policy Concept and its application of AIS

Training opportunity and support
Adults Responsibilities

33
Module 2
Management
Subject Content
Management of Group Group Organization
Committee meeting
Calendar Planning
Program Planning

Group Meeting How to run the meeting

How to design the activities
Agenda and minutes
Decision-Making

Risk Management Fire fighting

Safe Scouting Environment
Water safety
Insurance procedure
Children’s right

Financial Component Accounting

Budgeting
Banking
Fund-raising

Inventory of Stocks Stock proceeding

Record and Book Keeping
Warehouse
Scout room
Equipment

Filing System Filing Methods

Importance of Filing
Record Keeping & Computer Data base

Public Relation Media

News Conference
Inter-personal Relationship
Communication

34
Modules 3
Scouting Skills
Subject Content
Camp fire leader Camp fire Building
Camp fire Procedure
Camp fire songs
History of camp fire

Pioneering Lashing
Monkey Bridge
Tower
Rope and its care

Game & Song Different types of games

How to lead different types of games
Safety method of games
How to lead a Scouting song
Action songs
Education Objective

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

Camping Procedure of fixing the camp

How to choose the camp site
Camping Equipment
Different types of tents
Camping program
Camping Rules
Improvides Camp
Wilderness Survivor
Simple Gages
Break Camp
Packing
Preparation for different weather conditions

35
Modules 4
Scout Method

SubjectProgramme
Youth Content Programme Policy
Youth Program WOSM Youth ProgramProgramme
Policy Policy
Government Youth Program Policy
programme
Development, Implementation, delivery, and evaluation of
youth program

Badge System How it works

Different types of badges according to the unit
Uniform S
How to use the badge system to achieve scouting goal
Records
Rules of badges
Merit badges

Advancement Scheme Different advancement scheme according to unit

How it works
How to achieve scouting goal through advancement scheme
Records
P S
Patrol System The definition of patrol system
Function and responsibilities
Teamwork
Symbolic framework of patrol system
Patrol spirits
The Lines of a patrol

Planning Planning Skills

Different types of planning
How to design a Training Program

Age Section Definition of Age Section

Peer group
Characteristic of different age sections
Age Sections of various section

36
Modules 5
Youth Development
Subject Content
Values Universal Values
Scouting Values
Community Values
Evaluation of Values
Religious Values

Health Care Personal Health Cares

Public Health Cares
Respect your body
Personal Hygiene
Exercise
Drugs

Environment Different types of pollution and its causes

Protection Recycling
Solar Energy
Conservation

Community Service Different types of communities service projects

Know your communities
Government program for youth

Adolescent Characteristic of adolescent

Co-education
Peer group
Needs and aspiration of young people

Children’s Right What is Children’s right

Implication of Children’s right in Sscouting activities
Child abuses

37
Modules 6
First Aid
Subject Content
Bandaging Different types of bandaging
Bleeding and its treatment
Parts of the body

Fracture Different types of fracture

Treatment of fracture

CPR Definition of CPR

When and how to use CPR
Situation analysis and treatment
Procedures
Practical training

Life Saving Life saving Skills

Basic Life saving
Water Rescue
Safety on swimming
Accidents
Use of Life saving jacket

Treatment of wounds, First Aid Kit

burns, diseases, bites, Different types of wounds and its treatment
food poison, etc. Procedure, action to be taken, and follow up Report

Stretcher Different types of stretchers

How to make a simple stretcher

Emergency Police, Fire Department

Information Civil Defence
Search and Rescue
Ambulance
Traffic Control
Red Cross
Hospital

38
Modules 7
ICT

Subject Content
Computer 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 of
software package

Data Base Update records

Use and application of data base package
Using data base to manage the unit scout record

Modules 8
Programme
Scouting Program
Subject Content
Cub Scouting History of Cub Scouting
Cub Scout Advancement Scheme
“The Jungle Book”
Cub Scout Campout
Commissioner Award

Boy Scouting History of Boy Scouting

Boy Scout Advancement Scheme
“Scouting for Boys”
Chief Scout Award

Venture Scouting History of Venture Scouting

Venture Scout Advancement Scheme
The Award System, King Scout Award

Rover Scouting History of Rover Scouting

Rover Scout Advancement Scheme
“Rovering to Success”

39
 Additional Modules

Pioneering Knots and Campfire First Aid

Specialist Lashing Leaders Specialist
Specialist Specialist

Outbound Patrol Camping Outdoor

Training Leader Specialist Games
Specialist Specialist Specialist

International ICT Scouting Risk

Understanding Specialist Songs Management
Specialist Specialist Specialist

40
 CURRENT/FUTURE
ISSUES and CHALLENGES in

HRD

41
 The New Paradigm Business
(Robert D Harris, 1993)

“The most visible difference between the corporation of

the 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 knowledge
and 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 of
that learning.
• Use spare time to learn.
• Seek to learn wherever and from whoever they can. Little patience with planned learning
experiences that don’t match their desired format, timing and location.
• Regards constant and turbulent change as normal - more attuned to the need for
adjustments.
• Usually not interested in ladder climbing - don’t bother so much about organisational rank,
age or tenure.

42
 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 acquire
new 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

Facilitating Working with and

development, thru’ other people
change and
learning
Essential
Components
of
HRD

Integrating and improving

performance of other people

43
 New employer-employee contract

“You are responsible for your own career…

Employer provides the experience and
training to keep you marketable and
employable but
NOT
necessarily a job forever”

Walter Kiechel II
Fortune, 4 April 1994

Revolution in
Education
“The real illiterate of the 21st Century
won’t be he or she who can’t read or
write, but he or she who cannot learn,
unlearn and relearn”

Alvin Toffler, 2000

44
 New Economy
What’s How to Knowledge-based
happening manage changes Economy
•One-person org.
•Information Innovation ~ Creativity (entrepreneur)
Technology Life-long Learning •project based
•Advanced Process-skill •knowledge-worker
telecommunication (computer & media literate)
Empowerment •Multiple career
•Increased
competition
Team-player •teleworking
Outsourcing •flexible organisational
•Removal of trade structure
barriers Double-loop learning •Globalisation - single
•Restructuring / Re- Multi-focus thinking market / borderless world
engineering Strategic alliances •E - “Everything”
•Mergers & •Service economy
Acquisitions
Electronic networking •Life-long learner -
Managing Diversity 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 Networking
PHYSICAL TEAM Virtual team
Elephant organisation Fleas organisation

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

Retain Bosses Fire Bosses

Fire customer (make life intolerable to Seek customer (cost-benefit

employee) perspective

45
 Pand ARTiCiPANTS
STAFF
DIRECTORY

46
 PARTICIPANTS DIRECTORY

SL Name Position/NSO Address/Contact

No No./Email
70/1 Purana Paltan Line
1 Dr. Mirza Ali Haider National Training Inner Circular Road, Kakrail
Commissioner Dhaka 1000 Bangladesh
Bangladesh Scouts Tel No.:+880 2 933 7714
FaxNo.:+880 2 934 226
Mobile Phone:+880
171520665
Email: [email protected]
[email protected]
No. 55 SPG 1253 KG Batu,
2 Mr. Matassim Bin Chief Executive Jln. Limau Manis Ampar,
Haji Duraman Commissioner Brunei Darussalam
Persekutuan Pengakap Tel No.: +673 2 683 245
Negara Brunei Mobile Phone: +67 883 2456
Darussalam
Persekutuan Pengakap NBD
3. Hj Noordin Hj Kasah HQ Commissioner Ibu Pejabat Pengakap
PPNBD P.O. Box 222, Bandar Seri
Begawan Brunei Darussalam
Tel No.: +673 266 1166
Mobile Phone: +673 872
1607
Lot 18373 Spg 25, Jln Haji
4. PG Mahdi PG Hj HQ Commissioner Halus, Kg Bunut, Brunei
Mohd Salleh PPNBD Darussalam
Tel No.: +673 2
380704/380714
Mobile Phone: +673 887
0807
Email: [email protected]

SPG 455-14 Kecil

5. Hj Abu Bakar Bin Hj District Commissioner No. 10, Jln Keil Lumut
Othman Belait, PPNBD Tel No.:+673 2 326 6667
Mobile Phone:+673 880
5186
Ibu Pejabat Pengakap,
6. Hajah Sharifah Noor Bte HQ Commissioner Gadong
Syed Ibrahim PPNBD Brunei Darussalam
Tel No.:+673 2 651956
Fax No.:+673 2 652272
Mobile Phone:+67 872
1300
B2 Block B. Wisma Puri
7. Abdul Manan Bin Hj HQ Commissioner Flat
Abdul Latip PPNBD SPG 540, Jln Tutong
Brunei Darussalam
Tel No.: + 673 2 653126
Mobile Phone: +673 877
2233
District Commissioner, 51 KG Tumpuan Telisan,
8. Hj. Mohammed Bin Hj PPDT Tutong, Brunei
Ali Tutong,/ PPNBD Darussalam
Mobile Phone: +673 894
606

47
 Penolong
Asst. Dist.Pesuruhjaya
Commisioner No. 268 Kampong
9. Burhanuddin Bin Hj Md Pengakap (Rancangan
(Planning Training), Panchopapan
Daud Tutong, Tutong/PPNBD
Kegiatan dan Latihan) Tutong TA1941
Persatuan Pengakap Brunei Darussalam
Daerah Tutong/PPNBD Mobile Phone: +673 877
9730
H19/15 100 Lorong 3
10. Abdul Sidik Bin Scout Leader Seria Belait
Mohamed Salleh PPNBD Simpang, Brunei
Darussalam
Tel No.:+673 2 226822
Ibu Pejabat Pengakap
11. Effaraihan Bte Hj Salam Scout Leader Daerah Tutong, Brunei
Tutong,/ PPNBD Darussalam
Mobile Phone:+673 862
5394
125 SPG 342-22
12. Husin bin Budin @ PPNBD KG Sturj. STKRJ Tungku
Brudin Gadong, Brunei
Darussalam
Mobile Phone+673 880
0397
Persekutuan Pengakap
13. Hj Mohd Yussof Bin Deputy Secretary NBD
Mohd Salleh General Ibu Penjabat Pengakap
PPNBD P.O. Box 222, Bandar
Seri Begawan Brunei
Darussalam
Tel No.: +673 2 337174
Mobile Phone: +673 876
6076

1521 Sulapsehia, SPG 1523

HQ Commissioner,
14. Haji Othman Durani Pesuruhjaya Ibu Kpg Telisai, Tutong, TC 1145
Pejabat Tel No.: +673 2 424 4336
PPNBD Mobile Phone: +673 863 2610
No. 2 SPG 120-48-70-17 S
15. Hj Md Salleh Bin Hj Asst. District TKEJ
Ahmad bin Commissioner , Mumong Kuala Belait
PPNBD KA 1731 Breunei Darussalam
Tel No:+673 2 334 1687
Mobile Phone:+673 8620 414
Ibupejabat Pengakap Daerah
16. Effayane Binti Haji Scout Leader Tutong
Salam Tutong, PPNBD Brunei Darussalam
Mobile Phone:+673 886 8563
Email: [email protected]
P.O. Box 184, Gadong
17. Hj. Suhaibon bin Hj Pesuruhjaya
HQ Ibu
Commissioner 6, Jalan Padang Baru
Othman Pejabat Bhg
Religion, PPNBD KG Penanjong Tutong
Keagamaan Brunei, Darussalam
PPNBD Tel No:+673 2 2225227
(Pejabat)
Fax No.:+673 2 2225226
Mobile Phone:+673 873 3453
Email:
[email protected]

48
 No. 13 Jin 88 SPG 7-23
18. PG Matahir bin PG District Commissioner Perumahan Lambak Kanan
Luba Brunei Muara , Brunei Darussalam
PPNBD Tel No.:+673 2 390278
Mobile Phone:+673 886 0278
Email: [email protected]
No C3 Jalan Pengiran Di-gadong
19. Captain Hj Narawi Elite Scout Berarakas kem
Bin Hj Omar Ali Commissioner Berakas Garrison, Brunei
BSB/PPNBD
PPNBD Darussalam
Tel No:+673 2 394 776
Mobile Phone:+673 886 8311
Scout Leader Ibu Pejabat Pengakap Daerah
20. Harani Bte Hasa PPNBD Tutong, Brunei Darussalam
Mobile Phone: +673 878 9154
Samsudin Bin Hj PPNBD No. 5 Jln 16 SPG 63
21. Ahmad Perpindahan Lambak
Kanan, N.B.D.

22 Junaidi Hj Hussin HQ Commissioner F 12: 1 Flat Perumahan

PPNBD Kerajaan, Beribi BE 1118
Brunei Darussalam
P.O. Box 1554
23. Hj Domeng bin Hj National HQ
HQ Commissioner- BSB BS 8673, Brunei
Abd Wahab (Research & Archive)
Commissioner Darussalam
Facilitator PPNBD
(Research & Archive) Tel No.: +673 2 392021
Persekutuan Pengakap Fax No.:+673 2 391676
Negara Brunei Mobile Phone: +67 872 1676
Darussalam
9 Lane 23, Sec. 1 Chien-kuo N.
24. Mr. Chang Wen- Scout Executive , Road
Shing The General Taipei, Taiwan Repu. of China
Association of the Tel No.:+886 2 274 01336
Scouts of China Fax No.:+886 2 2773 6525
Email: [email protected]
9 Lane 23, Sec. 1 Chien-kuo N.
25. Mr. Chang Jui- National Training Road
Song Secretary Taipei, Taiwan Repu. of China
The General Tel No.:+886 2 274 01336
Association of the Fax No.:+886 2 2773 6525
Scouts of China Email:
[email protected]
123 Sing-hing St. Tam-shui
26. Mr. Li Yung-Chan Leader Trainer , Town
The General TPC, Taiwan Rep. of China
Association of the Tel No.: +886 2 2620 3646
Scouts of China Fax NO.:+886 2 2629 4443
Email: [email protected]

49
 4-11-10 Osawa, Mitaka-shi,
29. Mr. Konosuke Director, Educational Tokyo 181-0015, JAPAN
Kobayashi Dept. Tel No.:+422 31 5168
Scout Association of Fax No.:+422 31 5162
Japan Email:
[email protected]
Yeouido-Dong 18-3, Seoul,
30. Ms. So Yeon Min Professional HQ Korea
Staff Korea Scout Tel No.:+82 2 6335 2034
Association Fax No.:+82 2 6335 2020
Email: [email protected]
49 Taman Sehat
31. Mr. Haji Sidek bin Asst. State Kerupang 3, 87009 W.P.
Haji Mohd Ali Green Commissioner Labuan, Malaysia
W.P. Labuan, Tel No.:+60 13 854 5163
Persekutuan Pengakap
Malaysia
Asst. State P.O. Box 140
32. Mr. Han Siew Kwong Commissioner 8700 W.P. Labuan, Malaysia
W.P.
W.P. Labuan, Persekutuan Tel No.:+60 87 431787
Pengakap Malaysia
Labuan/Persekutuan
Pengakap Malaysia
Lot 6 Tama Jasa, 87008
33. Mr. Alfhian Jeffri Chin Adult Leader,
Scout Leader Labuan
Persekutuan Pengakap Malaysia
Malaysia Tel. No.:+60 19 8713131
Email: [email protected]
5 Belakang Hospital
34. Mr. Kalaimani A/L Rover Scout
National Rover Scout 09300 Kuala Ketil, Kedah,
Supramaniam Leader,
Leader Malaysia
Persekutuan Pengakap Tel. No.:+604 416 3439
Malaysia Fax No.:+604 4160 559
Mobile Phone:+6013 468
4785
Email: [email protected]
c/o Peti Surat 107
35. Mr. Haji Ibrahim bin State Commissioner 8700 W.P. Labuan,
Haji Ismail W.P.
W.P. Labuan, Persekutuan MALAYSIA
Pengakap Malaysia
Labuan/Persekutuan Tel No. :+60 87 412695
Pengakap Malaysia Fax No. :+60 87 412184
Bhaktapur 15, Mibachen,
36. Mr. Bhakta National Training NEPAL
Rajbhandari Commissioner , Tel No.:+977 1 661 1211
Nepal Scouts Fax No.:+977 1 661 1143
Email:
[email protected]

50
 37 Jalan Limau Nipis
37. Mr. Lee Yue Hung Asst. Leader Trainer , Singapore 468290
John Singapore Scout Tel No.:+65 6241 0424
Association Email: [email protected]
Block 921 Tampines St. 91
38. Mr. Han Song Guang Member , #104-201 Singapore 520921
Singapore Training Tel. No.:+65 678 21419
Team Email: [email protected]

Block 734 Yishun Ave. 5

39. Mr. M. Supramaniam District 03-420, Singapore 760734
Commissioner & Tel No.:+65 6758 7337
Asst. Leader Trainer , Fax NO.:+65 6731 9814
Singapore Scout Email:
Association [email protected]
Vajiravudh House, National
40. Mr. Sayun Santad National Stadium
Commissioner , Rama 1 Street, Bangkok 10330
National Scout THAILAND
Organization of Tel No.:+66 2 219 2731
Thailand Fax No.:+66 2 219 2108
Vajiravudh House, National
41. Mr. Amnach Member, Training Stadium
Vetayaprasit Team Rama 1 Street, Bangkok 10330
National Scout THAILAND
Organization of Tel. No.:+66 2 215 3539
Thailand Mobile Phone:+66 1 82 60496
P.O. Box 5671, Madinah
42. Mr. Saleh Saudi Arabia Scout Tel. No.:+966 553 03429
Mohammad Saleh Association Email: [email protected]
Saudi Arabia, Najran
43. Mr. Abdullah Safar Saudi Arabia Scout Tel. No.:+966 557 25725
Al-Ghamdi Association Fax No.:+966 752 21546
Email: [email protected]
Saudi Arabia
44. Mr. Yousef Saleh Al- Saudi Arabia Scout Tel No.:+966 364 3619
Haggas Association Fax NO.:+966 365 1509
Email: [email protected]

P.O. Box 12, Riyadh 11342

45. Dr. Hamad A.H. Al- Adult Resources Tel No.:+966 552 59466
Yahya Commissioner , Email:
Saudi Arabia Scout [email protected]
Association

P.O. 20779, Riyadh 11465

46. Mr. Mohammed Saudi Arabia Scout Saudia Arabia
Abdullah Al-Natheer Association Tel No.:+966 552 39636
Email:
[email protected]

51
 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 PPNBD No. 2 Spg 897 Kg Serdang

Matusin Mukin Kota Balu
Tel No.:+673 880 9742

4. Kamarulsalihen bin Hj PPNBD HP:+673 885 1710

Zain

5. Eddy nor Zahsin bin PPNBD No. 140 Jalan Ban 6, Kg

Jumat Mulant, N.B.D.
HP:+673 889 7605
Tel No.:+673 2 266 2804

52
 STAFF DIRECTORY

SL Name Position/NSO Address/Contact No./Email

No

1 Abdullah Rasheed Regional Director 4F ODC Int’l. Plaza Building

Workshop Advisor World Scout Bbureau/Asia 219 Salcedo Street, Legaspi
Pacific Region Village
Makati City, PHILIPPINES
Tel No.: +63 2 8180984/ 817
1675
Fax No.: +63 2 819 0093
Mobile Phone: +63 917 896
8556
Email: [email protected]
Tingkat 4, Bangunan Ibu
2 Mr Hj Zainal Chief Commissioner Pejabat PPNBD Kompleks
Abidin bin Persekutuan Pengakap Pengakap, Jalan Gadong BE
Penghulu Hj Negara Brunei 4119
Ibrahim Darussalam Brunei Darussalam
Workshop Advisor Tel No.:+673 2 425312
Fax No.:+673 2 420822
Email:
[email protected]
P.O. Box 241
3. Dr Effendy bin Director CH 1211 Geneva 4,
Rajab Adult Resources SWITZERLAND
Resource Speaker World Scout Tel No.: +4122 705 1080
Bureau/Geneva Fax No.: +4122 705 1020
Mobile Phone:+41
65967790512
Email:
[email protected]

4F ODC Int’l. Plaza Building

4. S. Prassanna Director 219 Salcedo Street, Legaspi
Shrivastava Administration and Village
Resource Speaker & Resources Makati City, PHILIPPINES
Coordinator for Development Tel No.: +63 2 8180984/ 817
Programme World Scout 1675
Bureau/Asia Pacific Fax No.: +63 2 819 0093
Region Mobile Phone: +63 917 518
7110
Email:
[email protected]
No. 11 SPG 41-21 Jln Kecil
5. Hj Zainuddin Hj Secretary General Masin
Jaafar Persekutuan Pengakap KG Masin, Brunei BH2723
Coordinator, Negara Brunei Tel No.: +673 2 680 164
Administration Darussalam Mobile Phone: +673 884 4494

6. Dr. Evelina M. Leader Trainer, Boy 37 Aguinaldo St., U.P. Campus

Vicencio Scouts of the 1101 Diliman, Quezon City
Resource Speaker Philippines & Philippines
Tel/Fax: +632 928 5423
Coordinator, APR Tools
Email:
and Development Task
[email protected]
Force

53
 1 Bishan Street 12
7. Nur Aini Leader Trainer and Singapore 821171
Mohammad Training Secretary Tel No.: +65 62592858
Resource Speaker Singapore Scout Fax No.:+65 62592118
Association Mobile Phone: +65 9450
6419
Email:
[email protected]
No. 367, Kampung Mulaut
8. Hj Ismail bin Dato Deputy Chief Executive Simpang 143, Jalan Lubuk,
Paduka Haji Abdul Comimision cum Sigurun Km 6 Jalan Mulaut
Hapidz International Tel No.: +673 2 670440
Workshop Director Commissioner , Mobile Phone: +673 872
Persekutuan Pengakap 5957
Negara Brunei
Darussalam
P.O. Box 1554
9. Hj Domeng bin Hj National HQ BSB BS 8673, Brunei
Abd Wahab Commissioner Darussalam
Facilitator (Research & Archive) Tel No.: +673 2 392021
Persekutuan Pengakap Fax No.:+673 2 391676
Negara Brunei Mobile Phone: +67 872 1676
Darussalam
Persekutuan Pengakap
10. Hj Badar bin Hj Ali Deputy Chief National Negara Brunei Darussalam
Facilitator Commissioner National Headquarters
Persekutuan Pengakap 4/F PPNBD Building, Jalan,
Negara Brunei Gadong
Darussalam Brunei Darussalam
Tel No.: +673 2 672110/872
4494
Fax No.: +673 2 244 9050
Mobile Phone: 872 4496

11. Zainudin bin Ishak Asst. Estate Manager P.O. Box 535 MPC Berakas
Facilitator Persekutuan Pengakap BB 3577
Negara Brunei Brunei Darussalam
Darussalam Tel No.: +673 2 455 550
Fax No.:+673 2 455 550
Mobile Phone: +673
8861249
Email:
[email protected]
No. 24 SPG 525 Kg. Mas in
12. Hj Awg Hassan bin Persekutuan Pengakap BH 2723, Brunei Darussalam
Hj Abd Hamid Brunei Darussalam Tel No.: +673 2 681 304
Facilitator National Training Team Fax No.:+673 2 391 676
Secretary Mobile Phone: +67 874 2304
No. 367, Kampung Mulaut
13. Hj Ismail bin Dato Deputy Chief Executive Simpang 143, Jalan Lubuk,
Paduka Haji Abdul Comimision cum Sigurun Km 6 Jalan Mulaut
Hapidz International Tel No.: +673 2 670440
Facilitator Commissioner Mobile Phone: +673 872
Persekutuan Pengakap 5957
Negara Brunei
Darussalam

54
 P.O. Box 461, MPC Airport
14. Saifulrijal Hj Md National HQ Lama BB3577
Hussain Commissioner Brunei Darussalam
Quartermaster Persekutuan Pengakap Fax No.:+673 2 420822
Negara Brunei Mobile Phone: +673 871
Darussalam 0730
Email: [email protected]
4F ODC Int’l. Plaza
15. Lilian R de Luna Executive Secretary cum Building
Secretariat In-Charge Librarian 219 Salcedo Street,
World Scout bureau/Asia Legaspi Village
Pacific Region Makati City, PHILIPPI NES
Tel No.: +63 2 8180984/
817 1675
Fax No.: +63 2 819 0093
Mobile Phone: +63 917
896 8556
Email:
[email protected]

16. Mohd. Jayah bin Haji Asst. District TSW/411

Dollah Commissioner Brunei Shell Petroleum Co.
Kuala Belait/PPNBD San BHD, Seria KB3534
Kuala Belait, Brunei
Darussalam
Tel No.:+673 3 3375185
Fax No.:+673 3 3374647
Mobile Phone:+673 864
8235

17. Abdul Manan Hj Abd. National HQ B2 Block 13, Wisma Puri

Latip Commissioner Apartment
Computer Operator (Arts and Culture) SPG 540, Jalan Tutong,
Persekutuan Pengakap Brunei Darussalam
Negara Brunei Tel No.: +673 2 653126
Darussalam Fax No.:+673 2 380192
Mobile Phone: +67 877
2233
Email:
[email protected]

18. Hajah Mergawati Hj Scout

Adult Leader No. 45, Kg. Kiarong, Jln
Abd. Manaf Persekutuan Pengakap Dato Ratna
Documentalist Negara Brunei BE 1318, Brunei Darussalam
Darussalam Tel No.:+673 2 420342 (H)
Fax No.:+673 2 452152 (O)
Mobile Phone: +673 826
9833
Email:
[email protected]

19. Hajah Norliza bt Adult Leader

Scout DJ-A Dataran Jangsak Spg
Dato Seri Setia Hj Persekutuan Pengakap 872
Mahalle Negara Brunei KG Jangs ak, Jln Gadong BF
Computer Operator Darussalam 2720
Negara Brunei Darussalam
Tel No. :+673 2663306
Fax No.:+673 2 661461
Mobile Phone:+673 8717915
Email:
[email protected]

55
 CAPTURED

MOMENTS

56
57
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]