Local Approaches to Skills Mismatches

IMPLEMENTATION CONCEPT AND FACTOR

LOCAL APPROACHES TO SKILLS MISMATCHES

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Dr Mohd Yusoff Abu Bakar

Department of Skills Development

Ministry of Human Resources, Malaysia

6th Expert Meeting of the Employment and Skills Strategies in Southeast Asia Bangkok 17-18 September 2014

DSD as coordinating agency

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Industry/ Employers • Employment

DSD • NOSS

Development

• National Skills Certification

• Co-ordination

• Promotion

Training Centres • Training

• Delivery

Training Needs

Based on NOSS

Trained workforce Qualified, competent workforce

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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Accredited Training Centre

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• An accredited centre is a skills training provider either an institute or a workplace approved by DSD to conduct skills training programs and offers Malaysian Skills Certificate in specific areas and skills levels based on NOSS

Definition

• National Occupational Skills Standard (NOSS)

Assessment

• SKM Level 1,2,3

• DKM Level 4 (Diploma)

• DLKM Level 5 (Advanced Diploma)

• PC (Statement of Achievement)

Certification

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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Dual Training System

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• Industry-oriented training consists of:

•70-80% practical at workplace / industry

•20-30% theory at training centre

Concept

• Day-Release: 4-5 days @ workplace, 1-2 days @ training centre

• Block-Release: 4-5 months @ workplace, 1-2 months @ training centre

Delivery Method •Based on

National Occupational Skills Standard (NOSS),

•NDTS Curriculum or

•Other curriculum approved by DSD

Training Content

•Continuous assessment

•Final exam

Assessment

•Allowance for apprentice

•Single tax deduction or HRDF reimbursement for company

Incentives

- 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

PUSAT LATIHAN

THEORY

TRAINER COORDINATOR COACH COORDINATOR

DUAL TRAINING

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Company

Coach

Coordinator

RATIO

Coach to Apprentice is 1: 5

DUAL TRAINING

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Training Centre

Perantis

5

Trainer

Coordinator

Perantis

4

Perantis

1

Perantis

2

Perantis

3

Perantis

17

Perantis

15

Perantis

9

Perantis

7

Perantis

6

Perantis

14

Perantis

13

Perantis

8

Perantis

16

Perantis

11

Perantis

18

Perantis

19

Perantis

20

Perantis

10

Perantis

1

Perantis

12

RATIO

Trainer to Apprentice is 1: 20

DUAL TRAINING

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Company Company

Coach

Coordinator

ROLES OF A PARTICIPATING COMPANY

Prepares training guides

Provide log books

Equips necessary equipment according to standard

Appoints a coach

Exposes and trains apprentices the actual works at the company

Conducts assessment according to standard

ROLES OF A COLLABORATING TRANING CENTRE

Prepares course of study

Provide an achievement record

Equips necessary facilities and equipment according to standard

Appoints a trainer

Teaches and trains apprentices the theoretical knowledge and skills

Conducts assessment according to standard

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