Employers involvement in the design and delivery of work-based training programs

And harmonisation of skills and employment policies

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Dr. Mohd Yusoff Abu BakarDepartment of Skills Development

Ministry of Human Resources, Malaysia

7th Expert Meeting of the Employment and Skills Strategies in Southeast Asia

Siam Reap 7-8 October 2015

Develop National Occupational Skills Standards (NOSS) in line with industry needs, as basis for skilled workforce training, qualification and employment.

Accredit skills training providers, and certify trainees and experienced workers under the Malaysian National Skills Certification System.

Develop competent vocational instructors and mobilise experts & practitioners.

Promote skills training through the SkillsMalaysia brand, which aims to change negative perception towards vocational skills in Malaysia.

DSD’s roles to support the agenda of mainstreaming skills training…

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Government as coordinating agency

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TrainingNeeds Based on NOSS

Trained workforceQualified, competentworkforce

Model A

Overeducation To have completed more years of education than the current job requires.

Undereducation To have completed fewer years of education than the current job requires.

Overqualification To hold a higher qualification than the current job requires.

Underqualification To hold a lower qualification than the current job requires.

Overskilling To be unable to fully use one’s skills and abilities in the current job.

Underskilling To lack the skills and abilities necessary to perform the current job to acceptable standards.

Skill shortage Demand for a particular type of skill exceeds the supply of available people with that skill.

Skill surplus The supply of people with a particular skill exceeds the demand for it.

Skill gap The level of skills of the person employed is less than that required to perform the job adequately or the type of skill does not match the requirements of the job.

Economic skills obsolescence Skills previously used in a job are no longer required or are less important.

Physical (technical) obsolescence Physical or mental skills and abilities deteriorate due to atrophy or wear and tear.

Vertical mismatch The level of education or skills is less or more than the required level of education or skills.

Horizontal mismatch

The level of education or skills matches job requirements, but the type of education or skills is inappropriate for the current job.

Crowding out/ bumping down

Better qualified workers are hired to do jobs that less qualified workers could also do, thus replacing (crowding out) less qualified workers from traditional employment possibilities for their level of skill.Bumping down refers to this process working from top to bottom, pushing less qualified workers to even lower level jobs. At the extreme some lower level workers may become unemployed.

Types of skills mismatch

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- Imparts knowledge and

skills in tehnical areas theoretically

- Teaches and trains apprentice in non-tehnical areas e.g.

safety practices

- Coordinates and manages

apprentice and trainer

- Manages training process and

implementation according to plan

- Trains apperantice hands-on skills on

actual works

- Monitors and supervises

apprentice activity

- Coordinates and manages

apprentice and coach

- Manages training process and

implementation according to plan

WORKPLACE practice

TRAINING CENTREtheory

Trainer Coordinator Coach Coordinator

Dual Training

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Government as coordinating agency

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TrainingNeeds Based on NOSS

Trained workforceQualified, competentworkforce

Model B

ILB is appointed to work in partnership with Gov. in regard to developing skilled workforce for the country

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Industry Lead BodyOBJECTIVE

CRITERIA▪ represents the majority of industry player ▪ a regulatory body▪ prominent and dominant

To act as a strategic partner in identifying the needs of industry for skilled workforce development.

To drive the implementation of skills development and training programs

ROLE

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FUNCTION Carry out supply and demand study Develop Occupational Skills Standard Undertake promotional activities Implement skills development and training

Government as coordinating agency

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TrainingNeeds Based on NOSS

Trained workforceQualified, competentworkforce

Model C

No. Industry/Sector/Sub-sector Industry Lead Body

1 Building & Construction Construction Industry Development Board

2 Agriculture National Agriculture Training Council

3 Information & Communication Technology Malaysia Development Corporation

4 Child Care Social Welfare Department

5 Oil & Gas The Malaysian Oil & Gas Services Council

6 Non-Destructive Testing Malaysian Society of Non-Destructive Testing

7 Resource-based : Timber Malaysia Timber Industry Board

8 Resource-based : Palm Oil Malaysian Palm Oil Board

9 Energy Tenaga Nasional Berhad

10 Human Resource Malaysia Institute of Human Resource Management

11 Electronics The Electrical and Electronics Association of Malaysia

12 Textile & Apparel Malaysian Textile and Apparel Centre

13 Financial Asian Institute of Finance

14 Foundry & Steel Making Malaysia Steel Institute

15 Hospitality Malaysian Association of Hotel

16 Biotechnology Malaysian Biotechnology Corporation

17 Transportation : Automotive Malaysia Automotive Institute

18 Transportation : Maritime Association of Marine Industry of Malaysia

19 Greater Kuala Lumpur Prasarana Malaysia Berhad

20 Green Technology Malaysian Green Technology Corporation

21 Plastic Malaysian Plastics Manufacturers Association10

“As far as the industrial requirement is concerned, the industry knows better.”

….to move the country forward by forging collaboration with industry leaders.

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Philosophy

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