3�1: Phases of Training Institution Development through Strategic Management ProcessTowards transformation and sustainability, this section will be divided into three phases. The first phase will focus on the establishment of a training unit in Brunei. The second phase will be on the upgrading of the training unit, and the third phase will focus on the vision of becoming the center of excellence.environment exhibiting complexity and uncertainty, and conflicting public interest faced by the public sector, while the private sector focuses on monetary returns. Darling and Cunningham (2016) suggested that competencies for the public sector may include communicating in a political environment, impact assessment in decision-making, managing competing interests, interpersonal motivational skills, and adding value for the communities. Whereas private sector competencies can range from business and market acumen, visionary leadership, marketing communication, interpersonal communication, client service, and timely and opportunistic decision-making. It is also understood that the private sector competencies reflect its environments where goals need to be specifically defined and implemented in a timely manner while public sector competencies are driven by environments exhibiting more complex and unresolvable problems and the need to respond to conflicting public interest. Regardless of these distinctions, both the public sector and private sectors have increasingly experienced similar environmental turbulence and its impact on their organization, which is possible for adaptation of competencies from any sector. In order to measure and observe performance standards, the competency model has been found useful. The model has also been widely used in many areas of HRD including recruiting officials, remuneration process, design training, and development programs. The competency model in an organization is considered as guidance for identifying individual employees’ performance and future set skills. As a key tool, this framework helps in assessing the employees, career planning, and talent management by grouping the identified core competencies. As such, the competency model describes a specific combination of knowledge, skills, and other personality characteristics that are necessary for effective performance of duties in the organization. Phase 1: Establishment of a Training UnitThe development history of the civil service institute in Brunei goes back to the proposal forwarded by a public service consultant from the United Nations in 1962 which suggested the setup of a training unit. This marked the beginning of staff development focused in a formal setting and this was enhanced by the appointment of an officer to be the training officer in 1975. Further support to the proposal, the Brunei government has engaged an advisor from the United Nations for guidance specifically on training needs and the development of a training unit in 1976. In January 1977, the Training Unit was officially established under the Establishment Office in an effort to continuously enhance and strengthen the capacity, attitude, and motivation of government servants in the discharge of their routine duties and responsibilities. The role of the Training Unit was also emphasized to plan, organize, coordinate, and administer in-service training activities for all levels of government servants in administration and management training both for training locally and abroad. Governance, structure, and processes were designed and developed, including the requirement of training needs analysis by the respective department as part of a training development plan. Prior to this strategy formulation, a research survey and analysis were conducted and the 3�0: Initiatives Towards Human Capital Development: Brunei CaseBuilding a pathway for sustainability and economic prosperity, Brunei Darussalam continues to be committed to achieving its national vision, Wawasan 2035 through its goals of having an educated, highly skilled, and accomplished people; a high quality of life; and a dynamic and sustainable economy. One of the impactful and crucial factors to achieve this is developing its nation through strategic human capital development. This section will be structured according to two sections that are the development of training institutions using a strategic management process and secondly, the development of a public service capability framework as part of the strategic HRD and learning needs analysis to support organizational development.31
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