Four practices, one question: what has to change?
QOM designs, develops and delivers learning through a structured instructional design process. Every programme is rebuilt around your industry, your cases and your vocabulary before it runs.
PRACTICE 01
Team Building & Team Bonding
As teams chase business goals, how well they synergise decides the result. QOM uses a 3D model to design, develop and deliver team programmes that shift behaviour rather than fill a day — indoor, outdoor and virtual.
- Team Diversity
- Team Bonding
- Team Motivation
- Team Dynamics
- Team Alignment
- Team Collaboration
- Team Spirit
- Team Engagement
PRACTICE 02
Leadership & Management Development
A modular programme that supports executives and junior managers from their first steps into management: pre-assessment, a personal growth plan, skills modules, work projects for improvement, then post-programme evaluation. Runs 4–6 months with coursework and assessment between intervals.
- Supervisory skills
- First-time managers
- Senior leadership
- Personal growth plans
- Coaching
- Executive development
PRACTICE 03
Strategy & Culture Consultancy
The practice behind AirAsia’s culture change programme and Ajinomoto’s three-year transformation. We start with organisational analysis, not a course catalogue, and stay through the rollout.
- Organisational Analysis
- Performance Improvement
- Competency Mapping
- Curriculum Development
- Strategic Planning
- Culture Change & Alignment
PRACTICE 04
Classroom & Professional Development
HRD Corp claimable workshops that earn their keep. Every one is rebuilt around your industry cases before delivery, and can run in English, Bahasa Malaysia or Mandarin depending on the facilitator.
- Customer Service Quality
- Project Management
- Problem Solving & Decision Making
- Change Management
- Supervisory
- Sales Motivation
- Positive Work Attitude
- Finance for Non-Finance
The full programme shelf
every one of these is customised
CONSULTANCY
- ▸Organisational Analysis
- ▸Performance Improvement
- ▸Competency Mapping
- ▸Curriculum Development
- ▸Strategic Planning
- ▸Vision & Mission Development
CLASSROOM
- ▸Customer Service Quality
- ▸Project Management
- ▸Problem Solving & Decision Making
- ▸Change Management
- ▸Supervisory Skills
- ▸Sales Motivation
- ▸Positive Work Attitude
- ▸Admin Development
EXPERIENCES
- ▸Team Building & Team Bonding
- ▸Indoor & Outdoor Adventure
- ▸Culture Change / Alignment
- ▸Executive Development Programme
- ▸Professional Development Programmes
- ▸Event Management
Employer levy
Every QOM programme is built to be claimed against your levy.
Your levy is already paid. Use it.
Registered employers contribute to the HRD Corp levy every month whether they train anyone or not. QOM programmes are structured for that claim, and we prepare the paperwork your HR team submits — course outline, trainer profiles and quotation.
20+
Years of claims supported
100%
In-house documentation
4–6
Weeks lead time
We prepare the documents — you keep control of the application and the claim through your own HRD Corp portal account.
- 1
Pick the programme
We agree the outline, duration and participant list with you first, so the documents match what will actually run.
- 2
We send the documents
Course content, trainer profiles and a formal quotation — the attachments HRD Corp asks for at application.
- 3
You apply for the grant
Your HR team submits the application through the HRD Corp portal before the programme starts. We answer any queries that come back.
- 4
Train, then claim
After delivery we return the attendance records and invoice so the claim can be submitted against your levy balance.
How a programme gets built
before anyone books a room
01
Needs assessment
We interview, observe and read the numbers before proposing anything. Sometimes the answer is not training.
02
Instructional design
Objectives, activities and measures are designed against the gap — not pulled off a shelf.
03
Delivery
Senior practitioners facilitate. Indoor, outdoor, virtual or a mix, in English or Bahasa Malaysia.
04
Evaluation
Post-programme assessment against the starting baseline, with a report your management can act on.
Questions we get asked
(before the first meeting)
Culture change consultants work on the behaviour an organisation rewards, not on posters. QOM starts with an organisational analysis to find the gap between the values on the wall and what actually gets promoted, then designs an aligned programme of leadership work, team sessions and management routines that close it. This is the practice behind AirAsia’s culture change across four countries, DiGi’s ~1,000-staff journey and Ajinomoto’s three-year transformation.
Culture changes when leaders change what they tolerate and what they reward. In practice that means four things in order: agree the specific behaviours the business needs, get the leadership team visibly doing them first, run the alignment work down through managers and teams, then change the routines — meetings, reviews, recognition — so the new behaviour is the easy one. Workshops alone do not do it; QOM programmes run over months for that reason.
Expect one to three years for a genuine shift in a company of any size. AirAsia ran as a two-year programme across four countries; Ajinomoto ran three years. Anything promised in a two-day workshop is an awareness session, not a transformation.
Both. QOM Learning Group is a corporate training provider in Malaysia delivering classroom and experiential programmes, and works as corporate training consultants on strategic planning facilitation, competency mapping, organisational analysis and culture transformation — often for the same client, in that order.
The training components are. Facilitated workshops, leadership modules and team programmes inside a consultancy engagement are claimable against your HRD Corp levy when documented as development programmes; pure advisory and analysis days are usually not. We separate them in the quotation so your HR team knows exactly what can be claimed.
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