Documente Academic
Documente Profesional
Documente Cultură
Gert Loose in cooperation with Fadzliah Kamaruddin The Dual System Project Sheraton Subang Hotel and Towers, Subang 15th and 16th October 2002
Table of Contents
1. Orientation Marks for National Training Policies in Malaysia
2.
HRDC-KL/ Slide 2
3.
The
4.
5.
PSMBs Role in Securing the Necessary Quantity and Quality in Training for Malaysia
Malaysias gross national income for 2000: US $ 78.7 billion, compared to New Zealand US $ 49.7 billion. (World Development Indicators database, World Bank, April 2002). Exxon Mobil, the largest globally operating company, generated an income of US $ 210.4 billion for 2000 (Fortune Global 500 - 06.06.2002)
Malaysia (like all other countries) has to accept the fact that we are part of a global market and have to observe the market rules and mechanisms
Effects Of Globalization
Borderless world of business competitors
CAUSES
HRDC-KL/ Slide 4
Change in % Over the Prior Year for Wages Paid and Productivity (2000-2001) 2000-2001 Increase in Wages Paid
HRDC-KL/ Slide 5
Decrease in Productivity
This trend has to be broken to ensure Malaysias position to compete on a high level with other countries
-1
-0.4
2.8
(Source: Department of Statistics, Malaysia, "Monthly Manufacturing Statistics, Malaysia: December 2001, www.statistics.gov.my)
Consequently: Training of high-performing k-workers must be an absolute development priority for Malaysia
Table of Contents
1. Orientation Marks for National Training Policies in Malaysia
2.
HRDC-KL/ Slide 6
3.
The
4.
5.
PSMBs Role in Securing the Necessary Quantity and Quality in Training for Malaysia
HRDC-KL/ Slide 7
Pre-Service
Actual
Qualification
Process
Situation at the
Students
Prospective Employees
Workplace
Feedback
Immediate Training Needs
Controlling
Follow up
HRDC-KL/ Slide 8
Students
Prospective Employees
Workplace
Employees
Employees
Changes
Changes
Process Chain
Emphasis on Lifelong Further Training After Less Extensive Initial Training
Source: Reinhard Zedler, IW, 1997 (with modifications)
An Illustration:
The Increase in the Volume of Repair Manuals for Opel Cars 1933-1998
13,866
8,012
HRDC-KL/ Slide 9
4,526 1,175 210 130 202 170 255 710 470 663 990 1,253 1,213
1,727
1.2 L
1933
1.3 L
1951
Olympia 47
1966
Record P2
Record B Record C
1983
Omega A Record E
Year 1998
Olympia 1.3
Record A
Omega B
Olympia 1.5
Record D
100%
50%
HRDC-KL/ Slide 10
0 100%
10 100%
15
Years
Computer Knowledge 1 year
50%
50%
Years
Years
Table of Contents
1. Orientation Marks for National Training Policies in Malaysia
2.
HRDC-KL/ Slide 11
3.
The
4.
5.
PSMBs Role in Securing the Necessary Quantity and Quality in Training for Malaysia
HRDC-KL/ Slide 12
Skills
Contents of Training
Time
Classroom etc.
HRDC-KL/ Slide 13
Learning
Coordinating Agent
Production
Efficiency Profitability
Protected Zone
Individual Care
Workplace etc.
Learning Environment
Classroom Laboratory
Training Facility at Workplace Learning Basic or More Complex Functional Skills (with Expensive Equipment)
Workplace
HRDC-KL/ Slide 15
To deliver 1st rate training, the actual workplace must be encompassed as a learning environment. This is the place where massive change happens and only there it can be sufficiently comprehended.
Hosting of Recurrent Events Cooperation: Part-time Teachers, Teaching Aids, Special Services Occupational Practise Programmes Company Practise Programmes Mini Experiences e.g. Regular Industry Excursions
Separation
Source: Wolfram Pforte, The Dual System Project, 2002
100 %
The Way Forward: The Need To Tap The Potential Of The Workplace
1 2 3
Specific and rapidly changing manpower needs can only be determined quickly enough by and within companies Public and private training institutions always lag behind in their adjustments to technological change Behavior patterns, attitudes and specific work procedures can best be trained under actual work conditions
HRDC-KL/ Slide 17
The steadily rising costs of TEVT call for strong and committed partnerships to ensure the delivery of efficient, economically affordable, effective and high quality training solutions
Table of Contents
1. Orientation Marks for National Training Policies in Malaysia
2.
HRDC-KL/ Slide 18
3.
The
4.
5.
PSMBs Role in Securing the Necessary Quantity and Quality in Training for Malaysia
HRDC-KL/ Slide 19
1 The urgent need that due to permanent technological development tomorrow`s requirements, which have to be anticipated need to be addressed. Hence, learning has to be anticipatory.
2 The urgent need to realize that due to complexity and specialization of work individuals can no longer be responsible for a complete work process. We have to work in changing teams (networks). Hence, learning has to be participatory.
To enhance the capacity for anticipation and readiness for participation as the key qualifications for the workplace.
Source: James W. Botkin, Mahdi Elmandjra, Mircea Malitza. No limits to learning. Oxford: Pergamon Press. 1978.
HRDC-KL/ Slide 20
Networking of the individual at the workplace between - selected formal qualifications and - in-depth content-based knowledge and know-how
(Outlined on the basis of findings from research in expertise and in problem solving learning)
Source: Jochen Gerstenmaier, Denken bentigt Wissen, GdWz, 10 (1999)2, 65-67
HRDC-KL/ Slide 21
Capacity for thinking: problem-solving thinking Creativity: e.g. generating ideas Capability to master decision making: e.g. readiness for calculated risks Capacity for assessing situations: e.g. capacity for self-criticism Permanent willingness for continuous learning: lifelong learning
Social attitude, readiness to deal with coworkers of all levels Ability to cooperate in teams Personal involvement: e.g. commitment for achievement, reliable, willingness to participate Straightforwardness
HRDC-KL/ Slide 22
Orientation knowledge Comprehensive knowledge of systems Detailed functional knowledge Extended specialized knowledge
Thinking Creativity
Decisionmaking
Assessing Learning
Social attitude
Teamwork Straightforward Personal involvement Orientation Systems Functional Specialized
Table of Contents
1. Orientation Marks for National Training Policies in Malaysia
2.
HRDC-KL/ Slide 24
3.
The
4.
5.
PSMBs Role in Securing the Necessary Quantity and Quality in Training for Malaysia
Quality curricula
Dual System StructureThe DSP Cone- the overall The DSP Cone direction and main thrust
concerning creation and enhancement of a Dual Technical Education and Vocational Training (TEVT) Culture. Directly involves all partners at all levels
Values
The Holder
A suggested agenda for the future: PSMBs role in developing highquality training arrangements emphasizing smart collaborations of training institutions and the workplace as learning environments.
TERIMA KASIH
THANK YOU
DANKE SCHN