n ts: the way forward towards development of skilled...
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S L D
N N TS: The Way Forward Towards
Development of Skilled Manpower.
Human Resource Industry Summit. Ixora Hotel,Perai Pulau Pinang Malaysia. 11Sept.2014
D
DSD
By ROSLAN SALIM. Senior Assistant Director
Department of Skills Development Ministry of Human Resources Cyberjaya Selangor Malaysia
roslan_s@mohr.gov.my
Outline of Presentation
Benefit of NDTS to company
Malaysian Skills Certification (MSC).
National Dual Training System (NDTS).
Workplace Learning.
K-Worker Competencies. Training & Learning.
Keywords
Workplace Learning
Getting Skilled, Upskilling & Reskilling
K-Worker with 3 Competencies
National Dual Training System: 5W & 1H.
Incorporation of MSC by companies
Development of skilled worker(s)
roslan_s@mohr.gov.my
Accreditation
*Accredited Centre
Training-based
Non
Destructive
Testing
Skills Training
@ DSD
Accredited Centres
1 2 3
National Dual
Training System
Human Resource
Development Fund
(HRDF)
Apprenticeship
Scheme
*Industry Driven
70-80%
COMPANY
WORKPLACE
TRAINING
INSTITUTE
20-30%
Recognition of Prior
Achievement
Malaysian Skills Certification What
Why
Which
Who
How
When
roslan_s@mohr.gov.my
70-80% Practical
COMPANY
WORKPLACE
-Continuous
Performance
Assessment.
-Journal / Log Book Writing
- Continuous
Theoretical
Assessment
-Portfolio
TRAINING
INSTITUTE
20-30%Theory
Self-Reliant Learning
What
Why
Which
Who
How
When
NDTS Concept:
Two Collaborating Training Partners
roslan_s@mohr.gov.my
Human
and Social
Competence
…social
integration when
working in teams,
development
of personalities,
etc.
…lifelong learning, problem solving
activities etc. when planning, executing
and monitoring workplace assignments, etc.
Learning and
Methodological
Competence
…knowledge
and skills in the
technical field,
etc
Technical
Competence
-
- willingness for lifelong
learning
- able to work in networks
and teams,
able to anticipate future
needs at the workplace
K-Worker with 3 Competencies What
Why
Which
Who
How
When
roslan_s@mohr.gov.my
New kind of training culture
in the
company
Minimize dependence on foreign experts
and workers
Strategic
and
cost-effective succession
plan
Experienced
workers
have yet to
be certified
Workers have the
potential to become
skilled and competent
workforce locally
& abroad
WE
MEAN
BUSINESS!
What
Why
Which
Who
How
When
roslan_s@mohr.gov.my
Why SLDN? Why NDTS?
7
Training must be industry-oriented and conducted at the workplace in actual work conditions under the guidance of competent coach/trainer.
New Competencies
& Qualifications
Malaysian
Skill
Certificate
How to cope up with these…challenges?
What
Why
Which
Who
How
When Globalization
Technology
in
Fast Changes
+
&
Business Work Process
roslan_s@mohr.gov.my
What
Why
Which
Who
How
When
70-80% Practical
COMPANY
WORKPLACE
NDTS Training Provider(s)
TRAINING
INSTITUTE
20-30%Theory
roslan_s@mohr.gov.my
What
Why
Which
Who
How
When
Person(s) involved in NDTS Implementation
70-80% Practical
COMPANY
WORKPLACE
-Continuous
Performance
Assessment.
-Journal / Log Book Writing
- Continuous
Theoretical
Assessment
-Portfolio
TRAINING
INSTITUTE 20-30%Theory
Self-Reliant Learning
Coordinator
1 Coach: 5 Apprentices
Coordinator
1 Trainer: 20 Trainees
roslan_s@mohr.gov.my
Apprentices will be assessed on knowledge, skills, attitude, log book writing, personality &
80% attendance
•Coordinates and manages apprentices and trainers •Ensures that all training Trains non technical subjects such as mathematics, moral, etc
COORDINATOR
APPRENTICES
•Coordinates apprentices and coaches in the relevant industries •Ensures that all training meet the industries need
COORDINATOR
TRAINING INSTITUTE (20%-30%) COMPANY/INDUSTRY (70%-80%)
•Trains apprentices on the actual technical as work in industry •Imparts social and learning competencies
COACH
•Trains technical subject including uses of machine/ tools •Trains non technical subjects such as mathematics, moral, etc
TRAINER
•Conducts “Knowledge Assessment” using LWAs /assessment papers based on Training Modules created from NOSS Standard content.
•Conducts “Continuous Performance Assessment using LWAs / assessment sheet based on NOSS Work Activities
•Conducts “Observational Assessment” using OA sheets on apprentice’s human & social skills
•Conducts “Human & Social Skills” Self-Assessment using Social Skills Assignment Sheet
Person(s) involved in NDTS Implementation What
Why
Which
Who
How
When
roslan_s@mohr.gov.my
Standard Practice
Competency Profile Chart (CPC)
Training Summary Duration
Curriculum of Competency Unit (CoCu)
Competency Profile (CP)
Standard Content
(SC)
S
T
A
N
D
A
R
D
C
U
R
R
I
C
U
L
U
M
NDTS Training follows NOSS
29 Occupational Sectors
Refer to Registry of NOSS. http://www.dsd.gov.my
What
Why
Which
Who
How
When
roslan_s@mohr.gov.my
Training Content: Based on the National Occupational Skills
Standard (NOSS) or NDTS-Curricula training
occupation.
Training Duration: Based on the time frame according to the Levels stipulated by NOSS.
Level 1 Program= 6 months or 600 hours.
Level 2 Program= 6 months or 600 hours.
Level 3 Program= 12 months or 1200 hours.
Level 4 Program= 12 months or 1200 hours.
Level 5 Program= 18 months or 1800 hours.
The NOSS Standard will determine; what occupational area/sector of a particular
competency the training providers ( company/training institute) are accredited to
run the skills programs, what level of difficulty of the related competencies the
candidate/trainee/apprentice will be trained & assessed on and upon successful
completion of a training program what level of certification will be awarded to the
candidate / trainee / apprentice.
What
Why
Which
Who
How
When
NDTS Training Content & Duration
roslan_s@mohr.gov.my
“Human & Social Competencies” Assessment:
i) Apprentice’s Self Assessment and ii) Coach’s Observational Assessment.
80% Apprentice attendance at workplace and training
institute. !
Continuous Assessment and Final Test.
Level 1= Continuous Theory & Practical Assessment.
No final test.
Level 2,3,4 & 5 = Continuous Theory & Practical
Assessment and Final Examination.
Level 4 & 5 requires the apprentice to “create a project” or “CIP*”.
* Company’s “Continuous Improvement Process”
Log Book or Journal Writing at workplace.
NDTS Program Structure: Assessment What
Why
Which
Who
How
When
roslan_s@mohr.gov.my
Assessment is HOLISTIC!
NDTS Program Structure: Training
Delivery Methodology: Block Release
Block-release: 1-2 months* theory classes at training institute followed
by 4-5 months of practical / hands-on at the workplace.
*Note : A example of a 6 months training program.
Jun March April May
Hands On @ Workplace
3rd.Month 5th.Month 4th.Month 6th.Month
70-80%
OR
Theory Classes
January February
First Month 2nd.Month
20-30%
@ Training Institutes
Theory Classes
January
First Month
March
Hands On @ Workplace
3rd.Month
February
2nd.Month
Jun April May
5th.Month 4th.Month 6th.Month
20-30% 70-80% Theory Classes
Hands On @ Workplace
Practical
What
Why
Which
Who
How
When
roslan_s@mohr.gov.my
Day-release: 4-5 days of practical / hands-on at the workplace while
1-2 days of theory classes at participating training institute.
Weekend Theory Classes
Saturday Sunday Monday Tuesday Wednesday Thursday Friday
Hands-on @ Workplace
OR
Afternoon: Hands-on @ Workplace
70-80%
Morning: Theory classes @ Training Institute.
20-30%
What
Why
Which
Who
How
When
NDTS Program Structure: Training
Delivery Methodology: Day Release
roslan_s@mohr.gov.my
16
NDTS Promotion & Briefing Activities by DSD
Company/Training Institute interested?
NOSS / NDTS-C
Submit Company/Training Institute Registration Application Form to DSD
Verification Visit by DSD
Study by NOSS Division on
training requirements
Develop NOSS / NDTS-C
Yes
Yes Yes
No
No
No
Identify training sector
Identify training inst./company to collaborate with.
Identify trainers/ coaches
continue
Flow Chart on the Implementation of NDTS
End End
Start
A
Need to develop NOSS / NDTS-C?
What
Why
Which
Who
How
When
roslan_s@mohr.gov.my
Recommendation to DSD Technical Committee Meeting
Execution of NDTS Program
Yes
No
•Issuance of Company / Training Institute accreditation certificate.
•Apprentice registration RM100 / per person.
•Appointment of Dual System Expert (DSE) by DSD to conduct
Monitoring Visits.
•Company & Training Institute prepare apprenticeship contract.
•Company coaches & Training Inst. Trainers go for Induction Course.
Company & Training Institute Conduct Continuous & Final Assessment
Certification
Tracer Study
•Training institute develop LWA
•Apprentices write log book / journal writing at workplace .
•Company application for Verification Visit & Final Exam.
•Final exam monitored by External Verifier.
.
•Application for issuance of MSC.
continue
End
End
A
Approval from DSD Technical Committee
Meeting
Flow Chart on the Implementation of NDTS What
Why
Which
Who
How
When
roslan_s@mohr.gov.my
New kind of training culture
in the
company
Minimize dependence on foreign experts
and workers
Strategic
and
cost-effective succession
plan
Experienced
workers
have yet to
be certified
Workers have the
potential to become
skilled and competent
workforce locally
& abroad
…these matters
needed to be
addressed
What
Why
Which
Who
How
When
roslan_s@mohr.gov.my
Getting Skilled
Fresh school leaver(s)
Get Skilled, Upskilling & Reskilling
Reskilling Upskilling
Young
Employee(s)
Coach Existing worker(s) New worker(s)
Senior
Employee(s)
Workforce
K-Worker Competencies
roslan_s@mohr.gov.my
Human
& Social
Competence
Technical
Competence
Learning &
Methodological
Competence
COMPANY
WORKPLACE
Development of Skilled Worker
Explicit Knowledge.
“Know-What”
Tacit Knowledge.
“Know-How”
roslan_s@mohr.gov.my
-Continuous Performance
Assessment.
-Journal / Log Book Writing
- Continuous
Theoretical
Assessment
-Portfolio
TRAINING
INSTITUTE
20-30%Theory
Coordinator
1 Trainer: 20 Trainees
Self-Reliant Learning
New kind of training culture
in the
company
Minimize dependence on foreign experts
and workers
Strategic
and
cost-effective succession
plan
Experienced
workers will
be certified
Workers will go
through formal &
informal skills
training
Workers will
become
skilled & competent
workforce
Benefit to
company?
Benefit to company in NDTS
New kind of training culture
in the
company
Minimize dependence on foreign experts
and workers
Workers will
become
skilled & competent
workforce
Benefit to
company?
WE
MEAN
BUSINESS!
Workers’ talent
given due
recognition
More locals employed
Workers are
trained without
leaving workplace
Workers
work
experience
get
recognition
Training according to company’s culture and
requirement Uninterupted Production /
Service
roslan_s@mohr.gov.my
Incentives & Benefits
To Apprentice:
RM350 - RM500 monthly allowances and job opportunity by company.
To Company:
Inland Revenue Board (LHDN) Tax Deduction
Ref: LHDN.01/35/(S)/42/51/286-33
HRDF Reimbursement.
Ref: PSMB Pekeliling Majikan Bil. 1/2008.
Others.
Curriculum development by DSD.
Consultation & guidance by Dual Training Experts (DSE).
Induction courses and coaching on dual training for trainers and coaches by
CIAST Department of Skills Development.
Benefit to company in NDTS
roslan_s@mohr.gov.my
Incorporation of Malaysian Skills Certificates by company
Company willing to….
…release staff to attend short courses / workshops conducted by
CIAST Department of Skills Development
….way forward towards
developing skilled manpower. !
…offer company premise(s) to become NDTS training venue(s)
…take in school leaver(s) or existing worker(s) as NDTS apprentice(s)
…provide company resource person(s) such as Supervisors, HOD,
HR who are willing to impart knowledge, expertise etcetera
roslan_s@mohr.gov.my
√ √
√
√
MALAYSIA SME.
Ro
sla
nS
alim
2011
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
roslan_s@mohr.gov.my
NDTS Apprentice Log Book
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
roslan_s@mohr.gov.my
NDTS Apprentice Assessment Record
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
roslan_s@mohr.gov.my
NOSS
Level
Competency
Unit
Work Activities
Company
Work Processes
NOSS Matrix: Work Activities versus Company Work Processes
Shaded
grey boxes
show
company
compliancy
to NOSS
content
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
Continuous Performance Assessment Sheet @ Workplace By Coaches
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
roslan_s@mohr.gov.my
Refer to related NOSS Standard
Training Module
Assessment Total Score /
Marks to be ‘saved’ in
*CO-OM Matrix sheet.
Write down ‘selected’
‘CU Work Activities’
from NOSS Standard
to assess apprentice
Oral questions.
Oral questions.
Client’s Feedback
Rubric Scales
Rubric Marking Scales
Assessment Area
Assessment Area
Assessment Area
Possible “Oral Questions” may be asked
on certain ‘Assessment Criteria”.
Assessment Area
CPA Sheet No.
Score
% Marks
Apprentice’s Self-Assessment on “Human & Social Skills”
Note: The Coach conducts the “Human & Social Skills” Observational
Assessment on to the apprentice at the workplace using the “Human & Social
Skills” Assessment Sheets.
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
roslan_s@mohr.gov.my
Company’s Registration Form
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
roslan_s@mohr.gov.my
Training Institute Registration Form
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
roslan_s@mohr.gov.my
2,4563* NOSS
*covering 29 sectors ,
NCS (16) & NDTS Curriculum (30)
2,697 Registered Industry Experts
2,750 Expert Trainers
495 SDAC members
1,193 Accredited Centres
6,368 Accredited Programs
1,343,396 –Malaysian Skills Certificates (Accumulation)
(including 95,738 via RPA)
39,013 Statements of Achievement
31,187 Malaysian Skills Cert./PC via NDTS
1594 programs
4,164 company
2,276 training institutes
Q-Facts until July.2014
Source: Unpublished Q-Fact DSD.31July.2014
Example: Mercedes Benz,TESCO,Mydin,
Sek.Men.Teknik @ Kolej Vokasional
KTMB, Rapidrail, Correction Dept. , MAHB, etc
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
roslan_s@mohr.gov.my
33
NDTS Training Providers
MALAYSIAN SKILLS CERTIFICATION: National Dual Training System
DSD
roslan_s@mohr.gov.my
Regional Offices
Jabatan Pembangunan Kemahiran Wilayah Tengah Kementerian Sumber Manusia A301-2, Tingkat 3, West Wing Wisma Consplant 2, No. 7, Jalan SS 16/1 47500 Subang Jaya Selangor Darul Ehsan. Tel : 03-56359995 Faks : 03-56388777 / 03-56381113 Email : jpksentral@mohr.gov.my Jabatan Pembangunan Kemahiran Wilayah Utara Kementerian Sumber Manusia Lot MZ.03 & MZ.04, Tingkat Mezzanin Bangunan KWSP, No. 3009 Off Lebuh Tenggiri 2 Bandar Seberang Jaya 13700 Seberang Jaya Pulau Pinang Tel : 04-3809400/1/2 Faks : 04-3809413 Email : jpkutara@mohr.gov.my
Jabatan Pembangunan Kemahiran Wilayah Selatan Kementerian Sumber Manusia Aras 18, Menara KWSP, Jalan Dato’ Dalam 80000 Johor Bahru Johor Darul Takzim Tel : 07-2226503 Faks : 07-2226607 Email : jpkselatan@mohr.gov.my
Jabatan Pembangunan Kemahiran Wilayah Timur Kementerian Sumber Manusia Tingkat 6, Wisma MAIDAM 20100 Kuala Terengganu Terengganu Darul Iman. Tel : 09-6265500 Faks : 09-6265502 / 09-6265503 Email : jpktimur@mohr.gov.my Jabatan Pembangunan Kemahiran Wilayah Sarawak Kementerian Sumber Manusia No. 11-01 & 11-02, Level 11 Bangunan Sommerset Gateway Kuching Jalan Bukit Mata 93100 Kuching Sarawak Tel : 082-420257/70/73 Faks : 082-420278 Email : jpkswk@mohr.gov.my Jabatan Pembangunan Kemahiran Wilayah Sabah Kementerian Sumber Manusia Lot A6.2 & A6.3, Tingkat 3 Blok A, Bangunan KWSP, Jalan Karamunsing 88598 Kota Kinabalu Sabah Tel : 088-270420 Faks : 088-270424 Email : jpksbh@mohr.gov.my
roslan_s@mohr.gov.my
35
TERIMA KASIH ROSLAN SALIM
roslan_s@mohr.gov.my
National Dual Training System Division
Department of Skills Development
Ministry of Human Resources
Lot 4803, Suite 0-10
Bangunan CBD Perdana
Off Persiaran Flora
63000 Cyberjaya
Selangor Darul Ehsan, Malaysia.
Tel:+0603 8321 4700.
Fax:+603 83214888
jpk@mohr.gov.my
www.dsd.gov.my
JPK
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