hrdf training effectiveness evaluation · effectiveness of hrdf training an additional 1% of the...

HRDF TRAINING EFFECTIVENESS EVALUATION

PEMBANGUNAN SUMBER MANUSIA BERHAD

OCTOBER 2019

2

PRESENTATION AGENDA

01 HRDF ROADMAP

02 HRDF INDUSTRY TRAINING PARTICIPATION REPORT 2018

03 HRDF – THE WAY FORWARD

04 HRDF INITIATIVES STRATEGIC MAP

05 HRDF EVALUATION FRAMEWORK

Establishment of Human Resource Development Council through the Human Resource Development Act, 1992

2001

Known as Human Resource Development Fund (PSMB) through the PSMB Act, 2001

2005

Appointment as Training Coordinator Body for SME Employers by the National SME Development Council

(MPPK)

2020

Establishment of the National Human Resources Center (NHRC) as a one-stop-center for SME employers in the Human Resource

Management

2011

2014Expansion of PSMB Act, 2001 to cover 19 new sub-sectors

Implementation of HRDF Strategic Initiatives

2016

2017Amendment and expansion of PSMB Act 2001 to align eligibility criteria to Malaysian employers in all sub sectors.

2019• HRDF Initiative Strategic Map Formation• HRDF existing initiative / scheme study

• Refinement of HRDF's future approach, to be results and valuation based

Malaysia to become a high income

developed nation with 35% skilled

manpower

1993

HRDF ROADMAP

0

2000

4000

6000

8000

10000

12000

19

66

19

67

19

68

19

69

19

70

19

71

19

72

19

73

19

74

19

75

19

76

19

77

19

78

19

79

19

80

19

81

19

82

19

83

19

84

19

85

19

86

19

87

19

88

19

89

19

90

19

91

19

92

19

93

19

94

19

95

19

96

19

97

19

98

19

99

20

00

20

01

20

02

20

03

20

04

20

05

20

06

20

07

20

08

20

09

20

10

20

11

20

12

20

13

20

14

20

15

20

16

20

17

Malaysia

Average

ASEAN AVERAGE GNI PER CAPITA (EXCL. BRUNEI) VS. MALAYSIA(YEAR 1966 - 2017)

1MP(1966-1970)

2MP

(1971-1975

3MP (1976-1980)

4MP (1981-1985)

5MP (1986-1990)

6MP (1991-1995)

7MP (1996-2000)

8MP (2001-2005)

9MP (2006-2010)

10MP (2011-2015)

11MP (2016-2020)

IMPORTANCE OF TRAINING & DEVELOPMENT

• Since 1993 (until 2018), HRDF has approved 14,809,350number of training places.

• For the same period, the country’s GNI per capita hasincreased by USD5.9k (Year 1993 - 2017), compared toonly USD3.2k increment from 1966 – 1992.

• From the above indicator, apparently up-skilling andreskilling activities have enhanced the well being ofMalaysian employees.

(Source: World Development Indicator 2019, World Bank)

Inco

me

(USD

)

-

200,000

400,000

600,000

800,000

1,000,000

1,200,000

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018

NUMBER OF TRAINING PLACES APPROVED (YEAR 1996 - 2018)

615,068(Ave. Training Places)

6

Manufacturing ServicesMining & Quarrying

RM8.42 bilLevy Collected

RM6.73 bil

Total Registered Employers

HRDF KEY STATISTICS As at 31st Aug 2019

REGISTERED

EMPLOYERS

EMPLOYEES

COVERED

11,880 16,325

1,098,905 1,255,795

227

21,354

28,432 2,376,054Total Employees Covered

80%Grant Disbursed Levy Utilisation

EFFECTIVENESS OF HRDF

Training an additional 1% of the workforce associated with:

increase in productivityamong HRDF-registered firms.3%

increase in productivityamong all firms in Malaysia.1%

Analysis of the NER shows that HRDF-registered firms train more than firms not covered in the PSMB Act;i.e.: Agriculture, Construction.

National Labour ProductivityRate Q22019 : 2.2%

A World Bank Study done in 2017 reveals that…

Registration With HRDF

Increases firm training24%

Training indicators

1. Effective Training Duration▪ Overall Sectors Analysis (2017 vs 2018)

▪ Specific SUBSECTOR Analysis (2018)

2. Employees Trained Ratio

▪ Overall Sectors Analysis (2017 vs 2018)


3. Training Opportunity Ratio▪ Overall Sectors Analysis (2017 vs 2018)


4. Training Places Approved▪ Overall Sectors Analysis (2017 vs 2018)


5. Industry Investment on Training (HRD Fund)▪ Overall Sectors Analysis (2017 vs 2018)


HRDF INDUSTRY TRAINING PARTICIPATION REPORT 2018

Training duration in days based on

*training places approved per trainee.

Number of training a trainee gets to

attend on average.

*Training places referring to the

number of participants that have been

approved by PSMB to attend training

programme.

Investment based on financial

assistance approved specifically course

fees and other allowable costs.

Number of employees trained based

on number of trainees trained.

No. 2017 2018

1Safety &

Health

Safety &

Health

2 Engineering

Management

or Strategic

Management

3

Management

or Strategic

Management

Team Building

or Motivation

ANALYSIS OF TRAINING PARTICIPATION BY SECTORS

Manufacturing Sector Services Sector Mining & Quarrying Sector

2017 3.2

2018 3.3

2017 3.5

2018 3.0

2017 7.9

2018 3.8

2017 23%

2018 22%

2017 26%

2018 22%

2017 22%

2018 23%

Employees Trained Ratio

Top 3 Skill Areas Trained (by no. of Training Places)

No. 2017 2018

1Quality &

Productivity

Safety &

Health

2Safety &

Health

Quality &

Productivity

3

Management

or Strategic

Management

Team Building

or Motivation

No. 2017 2018

1Safety &

Health

Safety &

Health

2Team Building

or Motivation

Team Building

or Motivation

3Education or

Training

Management or

Strategic

Management

Disclaimer: This report is a presentation deck based on the working draft of HRDF Participation Report. Please do not use or reproduce the data without permission.10

HRDF INDUSTRY TRAINING PARTICIPATION REPORT2 0 1 7 & 2 0 1 8

Effective Training Duration (days) per trainee

ANALYSIS OF TRAINING PARTICIPATION BY SECTORS

Manufacturing Sector Services Sector Mining & Quarrying Sector

2017 2018

Course Fees 187,832,503 182,792,086

Other AllowableCosts

72,088,969 75,003,965

0

50

100

150

200

Mill

ion

s

Industry Investment on Training (HRD Fund)

2017 2018

Course Fees 175,058,225 173,831,208

OtherAllowable

Costs119,860,755 110,860,192

0

50

100

150

200

Mill

ion

s

2017 2018

Course Fees 12,059,820 8,868,507

Other AllowableCosts

4,875,811 5,276,138

0

2

4

6

8

10

12

14

Millio

ns

2017 467,956

2018 447,4252017 449,524

2018 416,116

2017 7,079

2018 7,339

Training Places Approved

11

HRDF INDUSTRY TRAINING PARTICIPATION REPORT 2017 & 2018

Training Opportunity Ratio (Training Places/ trainee)

2017 1.8

2018 1.8

2017 1.6

2018 1.5

2017 1.5

2018 1.5

Disclaimer: This report is a presentation deck based on the working draft of HRDF Participation Report. Please do not use or reproduce the data without permission.

ANALYSIS OF EFFECTIVE TRAINING DURATION (DAYS) PER TRAINEE ACCORDING TO SUBSECTORS

Bottom 5 subsectors with low number of training days

per trainee:

1.Footwear

2.Paper and Paper Products

3.Non-Metallic Mineral Products

4.Food and Beverage

5.Furniture and Fixtures

Subsectors with high number of training

days per trainee:

1.Tobacco

2.Pottery, Chinaware and Earthenware

3.Petroleum Refineries

4.Leather & Products of Leather

12

HRDF INDUSTRY TRAINING PARTICIPATION REPORT 2 0 1 8 ( M A N U F A C T U R I N G )

*UK Employer Skills Survey (ESS) 2017 Research Report. IFF Research 2018. Department for Education (DFE)


ANALYSIS OF NO. OF TRAINING PLACES/ TRAINEE ACCORDING TO SUBSECTORS

Bottom 5 subsectors with low number of training places/

trainee:

1.Products of Petroleum & Coal

2.Furniture and Fixtures

3.Printing, Publishing and Allied Industries

4.Food and Beverage

5.Non-Metallic Mineral Products

Subsectors with high number of training places

/trainee:

1.Tobacco

2.Leather & Products of Leather

3.Petroleum Refineries

4.Electrical Machinery, Apparatus and Supplies

13



Bottom 5 investment in training:

1.Footwear (RM86,990)

2.Tobacco (RM219,726)

3.Pottery, Chinaware and Earthenware (RM261,109)

4.Leather & Products of Leather (RM428,071)

5.Products of Petroleum & Coal (RM575,455)

Subsectors with high investment in training:

1.Electrical Machinery, Apparatus and Supplies (RM58.80mil)

2.Food and Beverage (RM17.67mil)

3.Industrial Chemicals & other Chemical Products (RM15.87mil)

4.Non-Ferrous Metal & Fabricated Metal (RM14.38mil)

14


ANALYSIS OF INDUSTRY INVESTMENT ON TRAINING USING HRDF ACCORDING TO SUBSECTORS


ANALYSIS OF EFFECTIVE TRAINING DURATION (DAYS) PER TRAINEE ACCORDING TO SUBSECTORS

Bottom 5 training days per trainees:

1.Veterinary Services

2.Travel Agency - Inbound

3.Motion Pic., Vid. & Tv Prog, Music

4.Sewerage

5.Franchise

Subsectors with high number of training days per trainees:

1.Security Firms

2.Port Services

3.Private Inst. Of Higher Learning

4.Telecommunication

5.Private Hospital

6.Power (Energy)

7.Land Transport15

HRDF INDUSTRY TRAINING PARTICIPATION REPORT 2 0 1 8 ( S E R V I C E S )

*UK Employer Skills Survey (ESS) 2017 Research Report. IFF Research 2018. Department for Education (DFE)


ANALYSIS OF NO. OF TRAINING PLACES/ TRAINEE UNDER HRDF ACCORDING TO SUBSECTORS

Bottom 5 no. of training places/trainee:

1.Veterinary Services

2.Driving School

3.Security Firms

4.Travel Agency - Inbound

5.Early Childhood Education

Subsectors with high no. of training places/trainee:

1.Waste Management & Material Recovery

2.Private Broadcasting Services

3.Private Inst. Of Higher Learning

4.Gas, Steam & Air-Cond Supply

5.Telecommunication

6.Port Services 16



ANALYSIS OF INDUSTRY INVESTMENT ON TRAINING USING HRDF ACCORDING TO SUBSECTORS

Bottom 5 investment in training:

1.Veterinary Services (RM9,352)

2.Driving School (RM151,434)

3.Travel Agency – Inbound (RM237,910)

4.Sewerage (RM338,977)

5.Bonded Warehouse (RM408,803)

Subsectors with high investment in trainings:

1.Computer Industry (RM29.21mil)

2.Telecommunication (RM21.30mil)

3.Engineering Support & Maintenance (RM13.95mil)

4.Private Hospital (RM11.98mil)

5.Hotel Industry (RM11.88mil)

6.Private Inst. of Higher Learning (RM10.50mil)

7.Power (Energy) (RM10.12mil) 17



BUIDLING ON STRENGTHSBUIDLING ON STRENGTHS

EVERY MALAYSIAN EMPLOYEE TRAINED

MOVING FORWARD STRATEGICALLY

S T R A T E G I C O B J E C T I V E 2S T R A T E G I C O B J E C T I V E 1

Develop contestable training markets

Develop contestable training markets

3

Improving complianceand enforcement

Expanding coverage strategically

1 2

Deploying intelligent human capital solutions

Deploying lifelong human capital development solutions

Deploying learner-centredhuman capital development solutions

4 5 6

HRDF - THE WAY FORWARD

VISION

PRIORITY ACTION

STRATEGIC OBJECTIVES

20

1

Performance Based Contracting

2

Transparent Criteria for Training

Provider Accreditation

3

Info on Training Provider

Performance and Quality

DEVELOPING CONTESTABLE TRAINING MARKET

21

EVALUATION EMPHASIS

IDENTIFY DEVELOP EXPLORE ASSESS

Ensure quality and

continuous improvement of

training initiatives / schemes

through effectiveness

assessment.

INDUSTRIAL SKILLS

FRAMEWORK

• HRDF INTERNAL SOURCES

• EXTERNAL STAKEHOLDERS

• GOVERNMENT STRATEGIC

DIRECTION

OTHER SOURCES

Identify skills / competency

requirements of the

industry(ies) through

stakeholder engagement

and development of

Industrial Skills Framework.

Develop / revise initiatives /

schemes to be

implemented by HRDF.

DEVELOPMENT(INCUBATION)

EVALUATION RESEARCH

(EXPLORATION)

Explore best practises at

the national and

international level for

enhancement purposes.

Every Malaysian employee trained

MISSION

Spearhead the learning and development of the Malaysian Workforce

PILLAR PRE-EMPLOYMENT EMPLOYMENT POST-EMPLOYMENTLEARNING ECOSYSTEM

AND LANDSCAPE

TRAINING

• Graduates

(GENERAtE 2.0)

• Non-Graduate

(SLDN-Apprenticeship)

• Housewives

Enhancement and

Reactivate Talents

(HEARTS)

▪ Industrial Certification

(IndCERT)

▪Recognition of Prior

Experiencial Learning

(RPEL)

▪SME Graduates

▪SBLPlus

• Back to Work Up-

skilling (BACK-UP)

• PSMB-ILJTM

Collaboration (ILP 4.0)

• HRDF Industrial Skills

Framework (HRDF

IndSF)

FOCUS GROUPPersons with Disabilities (OKU), Low Income Group (B40), Underprivileged Youths, Ex-servicemen, Latent

Housewives, Ex-prisoners, Small & Medium Enterprises (SMEs) and Retirees

FOCUS AREA Industrial Revolution 4.0 (IR 4.0), Digitalisation, Mechanisation & Automation

HRDF INITIATIVES STRATEGIC MAP

VISION

< 70%

Score

70 -79%

Below Target (BT)

Action

On Target (OT)

Exceed Target (ET)

≥ 80%

CHECK ACT

SCO

RIN

G R

AN

GE

IM

PR

OV

EM

EN

T P

LA

NS

PLAN

Operational/

Functional

HRDF Schemes

Strategic

Output

Logic Model

Output &Outcome

EVA

LUA

TE

Immediate

Timeframe

DO

Level 1Reaction

Kirkpatrick Model

Level 2Learning

OU

TPU

T

1 -5years

Level 3Behaviour

Level 4Results

OU

TCO

ME

6 - 12 months

HRDF EVALUATION FRAMEWORK

HRDF OUTPUT ASSESSMENT FORM

Output Assessment Form

Measures:• Course Quality• Training Experience• Duration• Recommendation

Available in English & Malay

bit.ly/hrdfform

Standardised

Simplified 1-page form

Level 1 – Reaction

Measurable data

Meaningful information

Training

Conduct Outcome Assessment on

Schemes/initiativesAnalysis

Summarise02 Send03

Conduct Output Assessment on

Courses

Create Course

Summary

Outcome Assessment

Output Assessment

EVALUATION PROCESS

Publish

Submit the

Summary to HRDF

Create Schemes/initiatives

Summary

Assess01

OUTPUT ASSESSMENT FORM OUTPUT SUMMARY TEMPLATE

HRDF OUTCOME SURVEY

28

PILOT OUTPUT ASSESSMENT

• Ensure transparency in all

HRDF registered training

courses.

• Provide consistent comparison

across similar courses to make

informed decisions when selecting a

course

• Benchmark performance for each

course

• Provide clear understanding and better

expectation towards the learning outcomes

29

Excelle n t

Good

Bad

Sample Scheme

Results

Gain employment after the training

Employed in high skilled jobs

Degree graduates received salary above RM 2,500.

PILOT OUTCOME ASSESSMENT

Graduates Enhancement Programme for Employability 2017

LEARNING OBJECTIVES:

Employment Skilled Workers

Salary

VALUE PROPOSITIONS

65% of people see online search as the most

trusted source of information about people andcompanies. (2014)

93% of searchers never go past the first page,

instead using only the first 10 search results toform their impression. (2014)

Online reputation can be your strongest asset or biggest liability!

84% of people trust online ratings & reviews as

much as a personal recommendation. (2016)

Source: Forbes

100% Market Access to HRDF

registered employers and employees.

Phase 1: Pilot Assessment

2Q 2019

• Framework• Pilot Output &

Outcome• Stakeholders

Engagement• Refinement

3Q 2019

• Engagement sessions with training providers and employers

EngagementPhase 2:

4Q 2019

Implementation

• Assessment•Data Collection• Ratings & Reports

Phase 3:

EVALUATION TIMELINE

NATIONWIDE ROADSHOW WITH STAKEHOLDERS

33

HRDF TRAINING EFFECTIVENESS

EVALUATION ENGAGEMENT

EMPLOYERS’ ASSOCIATIONS

6th AUGUST 2019WISMA PSMB

STAKEHOLDERS ENGAGEMENT 1

34

HRDF TRAINING EFFECTIVENESS EVALUATION ENGAGEMENT

TRAINING PROVIDERS’ ASSOCIATIONS

7th AUGUST 2019WISMA PSMB


35


TRAINING PROVIDERS

21 AUGUST 2019PENANG


36


TRAINING PROVIDERS

27 AUGUST 2019WISMA PSMB


37


TRAINING PROVIDERS

5 SEPTEMBER 2019PERAK


38


TRAINING PROVIDERS

12 SEPTEMBER 2019WISMA PSMB


39


TRAINING PROVIDERS

23 SEPTEMBER 2019JOHOR


40


TRAINING PROVIDERS

24 SEPTEMBER 2019SABAH


41


TRAINING PROVIDERS

25 SEPTEMBER 2019SARAWAK


THANK YOUANY QUESTIONS?

[email protected]

bit.ly/hrdftee

hrdf training effectiveness evaluation · effectiveness of hrdf training an additional 1% of the...

Documents