- 1. NATIONAL HRD CONFERENCE 2002Pembangunan Sumber Manusia
Berhad (PSMB)The Need For A Dual System OfTraining Gert Loosein
cooperation with Fadzliah KamaruddinThe Dual System Project
Sheraton Subang Hotel and Towers, Subang 15th and 16th October
2002
2. Table of Contents1. Orientation Marks for National Training
Policies in Malaysia2. A Shift of Paradigm in TrainingKL/ Slide3.
Meeting Todays Qualification Requirements at the Workplace:HRDC-
The Dual System Approach24. Training K-Workers: The Outline of a
Didactic Concept5. PSMBs Role in Securing the Necessary Quantity
and Quality in Training for Malaysia 3. Orientation Marks for
Training Malaysias Economic Position In A Worldwide Perspective As
an exporting nation, Malaysia is ranked 17 internationally, at US
$98 billion, behind Russia at US $ 105 billion and ahead of Sweden
at US$ 87 billion. (WTO data, 2001) Malaysia is a top exporting
nationKL/ SlideMalaysias gross national income for 2000: US $ 78.7
billion, comparedHRDC-to New Zealand US $ 49.7 billion. (World
Development Indicatorsdatabase, World Bank, April 2002). Exxon
Mobil, the largest globallyoperating company, generated an income
of US $ 210.4 billion for 20003(Fortune Global 500 - 06.06.2002)
Malaysia (like all other countries) has to accept thefact that we
are part of a global market and haveto observe the market rules and
mechanisms 4. Effects Of Globalization Borderless world ofbusiness
competitors Accelerated pace of information flowCAUSES Accelerated
pace ofKL/ Slidetechnological changeHRDC-Increased workplace
complexity4More work process-orientedSkills become obsolete
k-workers neededfasterHow are we affected?to compete in aSkills
increasinglydynamic market need to have aknowledge base 5. Training
Is The National PriorityThe Emphasis: High Productivity To Maintain
Malaysias Competitive EdgeChange in % Over the Prior Year for Wages
Paid and Wage increase 2000-2001 : 2.8%Productivity (2000-2001)
Productivity drop 2000-2001 : 0.4% 2000-2001 Increase in Wages Paid
This trend has to be broken Decrease into ensure Malaysias
positionKL/ Slide Productivity to compete on a high levelHRDC-with
other countries5-1 -0.4 0 1 2 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 absolutedevelopment priority
for Malaysia 6. Table of Contents1. Orientation Marks for National
Training Policies in Malaysia2. A Shift of Paradigm in TrainingKL/
Slide3. Meeting Todays Qualification Requirements at the
Workplace:HRDC- The Dual System Approach64. Training K-Workers: The
Outline of a Didactic Concept5. PSMBs Role in Securing the
Necessary Quantity and Quality in Training for Malaysia 7.
Traditional Training Approach The Static Situation Of Becoming
Qualified For WorkKL/ Slide Pre-ServiceActualHRDC-Qualification
Situation atthe Process Students Prospective Workplace7Employees
Emphasis on One-time TrainingSource: Reinhard Zedler, IW, 1997
(with modifications) 8. K-Worker Training ApproachThe Dynamic
Situation Of Becoming Qualified For WorkFeedbackControllingFollow
upImmediate Immediate TrainingTraining New
ActualPre-ServiceActualKL/ SlideNeedsIn-Service Needs Situation at
QualificationSituation attheHRDC-QualificationtheWorkplace Process
ProspectiveProcessStudents Workplace EmployeesEmployees Employees8
Changes ChangesProcess Chain Emphasis on Lifelong Further Training
After Less Extensive Initial TrainingSource: Reinhard Zedler, IW,
1997 (with modifications) 9. The Increasing Complexity At The
Workplace Of The Car MechanicAn Illustration:The Increase in theNo.
of PagesVolume of Repair Manuals for 13,866 Opel Cars
1933-19988,012KL/ Slide4,526HRDC- 1,175710 1,727210 4701,2539130990
663 1,213255 2021701.2 L 1.3 LOlympia 53Record B Year 1933 1951
19661983 Omega A 1998Olympia 1.3 Olympia 47Record P1Record A Record
CRecord EOmega BOlympia 1.5Olympia 50 Record P2 Record DSource :
Georg Spttl, The Dual System Project, 2002 10. The Extremely Rapid
Pace OfKnowledgeNeeded Technological Changeto Be inCharge is 100%
The Decay Of Knowledge 100% Knowledge in HigherEducation50%KL/
SlideHRDC- 0 5 1015 Years10 100%Technological100%
ComputerKnowledgeKnowledge3 years1 year 50% 50%0123 4 5 Years 01 2
3 45 YearsBased on data from IBM, 1994 11. Table of Contents1.
Orientation Marks for National Training Policies in Malaysia2. A
Shift of Paradigm in TrainingKL/ Slide3. Meeting Todays
Qualification Requirements at the Workplace:HRDC- The Dual System
Approach114. Training K-Workers: The Outline of a Didactic
Concept5. PSMBs Role in Securing the Necessary Quantity and Quality
in Training for Malaysia 12. The Process And Outcome Of Training
Competency-Based Training Experience-Based TrainingProcess of
Teaching and Learning Assessment of Competencies(Learning Curve)
(Sequence of Defined Competencies) LEVEL OFDESIRED SKILLSKL/
Slide(CompetenceHRDC-accordingto CBET)12 Contents of
SkillsTrainingSource: Verification 1998, n.p. (modified) Time 13.
Workplace And Classroom As The Fundamental Domains In The Dual
System Tapping The Best Training Potential Of Both Domains: This Is
The Strength of The Dual System In Training Classroom In The
Training Institution Workplace In The EnterpriseClassroom etc.KL/
SlideHRDC- Coordinating AgentProduction13Learning Efficiency
Protected ZoneProfitabilityIndividual Care Workplace etc. 14. The
Workplace As The Supreme Learning EnvironmentCorrelation Between
Different Types Of Vocational Learning And Selected Learning
EnvironmentsType of Learning Learning Environment Abstract Learning
ClassroomLearning Structured Contents Laboratory through
Demonstration and DoingLearning Basic Functional Skills School
WorkshopKL/ SlideHRDC-Learning Complex / Rare Functional Skills
Central Training Facility(with Expensive Equipment)14 Training
Facility at Workplace Learning Basic or More ComplexFunctional
Skills (with Expensive Equipment)Training Corner at Workplace
Learning Functional and Extra-Functional Workplace Skills in Real
Work EnvironmentSource: Gert Loose, Forschungsbericht, 1988,
updated 2002 15. Enhancement Of the Dual System Culture: The
RationaleKL/ SlideHRDC-15To deliver 1st rate training, the actual
workplace must be encompassed as a learning environment. This isthe
place where massive change happens and only there it can be
sufficiently comprehended. 16. Dual TEVT Culture - The "Tools"
INTEGRATION Integration of learning and working at the place of
work Joint Operation of Dual Traineeship & Apprenticeship
SchemesImplementation of Regulating Instruments for Dual TEVT
SchemesEstablishment of Dual TEVT Coordination OfficesAppointment
of Dual TEVT Coordinators & Supervisors The CoreJoint Career
Guidance & CounsellingConceptKL/ SlideHosting of Recurrent
EventsHRDC-Cooperation: Part-time Teachers, Teaching Aids, Special
ServicesOccupational Practise Programmes16Company Practise
ProgrammesMini Experiencese.g. Regular Industry ExcursionsRegular
Formal Contacts Separation0100 %Source: Wolfram Pforte, The Dual
System Project, 2002 17. The Way Forward: The Need To Tap The
Potential Of The WorkplaceSpecific and rapidly changing manpower
needs can only11be determined quickly enough by and within
companies Public and private training institutions always lag
behind22in their adjustments to technological changeKL/ SlideHRDC-
Behavior patterns, attitudes and specific work procedures33can best
be trained under actual work conditions17 The steadily rising costs
of TEVT call for strong and committed partnerships to ensure the
delivery of efficient,44 economically affordable, effective and
high quality training solutionsSource: Wolfram Pforte, DSP, 2001,
modified 2002 18. Table of Contents1. Orientation Marks for
National Training Policies in Malaysia2. A Shift of Paradigm in
TrainingKL/ Slide3. Meeting Todays Qualification Requirements at
the Workplace:HRDC- The Dual System Approach184. Training
K-Workers: The Outline of a Didactic Concept5. PSMBs Role in
Securing the Necessary Quantity and Quality in Training for
Malaysia 19. The Changing Paradigms of Training 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.KL/ SlideHRDC- 2 The urgent
need to realize that due to complexity and specialization of work
individuals can no longer be responsible for a complete work19
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. 20. Training the K-Worker:KL/ Slide A New Concept Of
Learning For TEVTHRDC- Networking of the individual at the
workplace between20- 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 21. Objectives For Training K-Workers IWith
Regard To Competence In All High-tech Occupations Or Areas Of
Activity The Following Objectives Are Recommended Complex 1: Formal
QualificationsKL/ Slide Capacity for thinking: problem-solving
Social attitude, readiness to deal with co-HRDC-thinkingworkers of
all levels Creativity: e.g. generating ideas Ability to cooperate
in teams21 Capability to master decision making: Personal
involvement: e.g. commitmente.g. readiness for calculated risks for
achievement, reliable, willingness to Capacity for assessing
situations: e.g. participatecapacity for self-criticism
Straightforwardness Permanent willingness for continuouslearning:
lifelong learning 22. Objectives for Training K-Workers IIIn
Addition to the Formal Qualifications (Complex 1), In-Depth
Content-Based Knowledge And Know-How In Particular Occupations Or
Areas Of Activity Are Always Needed For Training K-WorkersComplex
2: Work Process KnowledgeKL/ SlideHRDC- -Orientation knowledge22
-Comprehensive knowledge of systems -Detailed functional knowledge
-Extended specialized knowledgeSource: Ulrich Beck, a + l /
Wirtschaft, No 10, 1998, p.8 23. Responding Directly To
Requirements Of The Actual Situation At TheWorkplaceNetworking of
the individual at the workplace between selected formal
qualifications and in-depth content-based knowledge and know-how.
Competitiveness ina Global WorldThinkingKL/
SlideCreativityHRDC-Decision- Social attitudeOrientation making
Teamwork Straightforward Systems23Assessing Personal
FunctionalLearning involvementSpecializedThe National Training
Endeavour 24. Table of Contents1. Orientation Marks for National
Training Policies in Malaysia2. A Shift of Paradigm in TrainingKL/
Slide3. Meeting Todays Qualification Requirements at the
Workplace:HRDC- The Dual System Approach244. Training K-Workers:
The Outline of a Didactic Concept5. PSMBs Role in Securing the
Necessary Quantity and Quality in Training for Malaysia 25. The
Crucial Role Of Dual Structures: The DSP ConeNational TEVT Network
insynergy with modern technology The Assets conceptsNetwork
Technical teacher and instructor Quality Teacher training covering
pre- and in- Quality curriculacurriculaTraining service training
and Instructional MaterialsDual System StructureThe DSP Cone- the
overallThe DSP Conedirection and main thrustKL/ Slideconcerning
creation andHRDC-enhancement of a Dual TechnicalEducation and
Vocational Training25(TEVT) Culture. Directly involvesall partners
at all levels The Holder- the foundation that deals with Values
social values, esteem for work and the image of TEVT The
HolderSource: Oliver Haas, DSP, 2001, modified 2002 26. Pembangunan
Sumber Manusia Berhad (PSMB)s Role In Securing Quantity And Quality
In Training PSMBs tremendous achievements in securing the quantity
of training for the Malaysian workforce.KL/ Slide A suggested
agenda for the future: PSMBs role in developing high-HRDC- quality
training arrangements emphasizing smart collaborations of training
institutions and the workplace as learning
environments.26Maintaining Malaysias Competitive Edge In A Global
Market 27. The Dual Training Take Off TERIMA KASIHTHANK YOUDANKE
SCHN
