Sheraton Subang Hotel & Towers, Subang 15th and 16th October 2002

1. NATIONAL HRD CONFERENCE 2002
Pembangunan Sumber Manusia Berhad (PSMB)
The Need For A Dual System Of
Training
Gert Loose
in cooperation with Fadzliah Kamaruddin
The Dual System Project
Sheraton Subang Hotel and Towers, Subang
15th and 16th October 2002

2. Table of Contents
1. Orientation Marks for National Training Policies in Malaysia
2. A Shift of Paradigm in Training
KL/ Slide
3. Meeting Today‘s Qualification Requirements at the Workplace:
HRDC-
The Dual System Approach
2
4. Training K-Workers: The Outline of a Didactic Concept
5. PSMB‘s Role in Securing the Necessary Quantity and Quality in Training
for Malaysia

3. Orientation Marks for Training
Malaysia’s 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 nation
•
KL/ Slide
Malaysia’s gross national income for 2000: US $ 78.7 billion, compared
HRDC-
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
3
(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

4. Effects Of Globalization
Borderless world of
business competitors
Accelerated pace of
information flow
CAUSES
Accelerated pace of
KL/ Slide
technological change
HRDC-
Increased workplace
complexity
4
More work
process-oriented Skills become obsolete
k-workers needed faster
How are we affected?
to compete in a Skills increasingly
dynamic market need to have a
‘knowledge base’

5. Training Is The National Priority
The Emphasis: High Productivity To Maintain Malaysia‘s Competitive Edge
Change 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 in to ensure Malaysia’s position
KL/ Slide
Productivity to compete on a high level
HRDC-
with other countries
5
-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 absolute
development priority for Malaysia

6. Table of Contents
1. Orientation Marks for National Training Policies in Malaysia
2. A Shift of Paradigm in Training
KL/ Slide
3. Meeting Today‘s Qualification Requirements at the Workplace:
HRDC-
The Dual System Approach
6
4. Training K-Workers: The Outline of a Didactic Concept
5. PSMB‘s Role in Securing the Necessary Quantity and Quality in Training
for Malaysia

7. Traditional Training Approach
The „Static” Situation Of Becoming Qualified For Work
KL/ Slide
Pre-Service Actual
HRDC-
Qualification Situation at
the
Process
Students Prospective Workplace
7
Employees
Emphasis on One-time Training
Source: Reinhard Zedler, IW, 1997 (with modifications)

8. K-Worker Training Approach
The „Dynamic“ Situation Of Becoming Qualified For Work
Feedback Controlling
Follow up
Immediate Immediate
Training Training New Actual
Pre-Service Actual
KL/ Slide
Needs In-Service Needs Situation at
Qualification Situation at the
HRDC-
Qualification
the Workplace
Process
Prospective Process
Students Workplace
Employees Employees Employees
8
Changes Changes
Process Chain
Emphasis on Lifelong Further Training After Less Extensive Initial Training
Source: Reinhard Zedler, IW, 1997 (with modifications)

9. The Increasing Complexity At The Workplace Of The Car Mechanic
An Illustration: The Increase in the
No. of Pages Volume of Repair Manuals for 13,866
Opel Cars 1933-1998
8,012
KL/ Slide
4,526
HRDC-
1,175
710 1,727
210
470 1,253
9
130 990
663 1,213
255
202 170
1.2 L 1.3 L Olympia 53 Record B Year
1933 1951 1966 1983 Omega A
1998
Olympia 1.3 Olympia 47 Record P1 Record A Record C Record E Omega B
Olympia 1.5 Olympia 50 Record P2 Record D
Source : Georg Spöttl, The Dual System Project, 2002

10. The Extremely Rapid Pace Of
Knowledge
Needed Technological Change
to Be in
Charge is 100% The „Decay” Of Knowledge
100% Knowledge
in Higher
Education
50%
KL/ Slide
HRDC-
0 5 10 15 Years
10
100% Technological 100% Computer
Knowledge Knowledge
3 years 1 year
50% 50%
0 1 2 3 4 5 Years 0 1 2 3 4 5 Years
Based on data from IBM, 1994

11. Table of Contents
1. Orientation Marks for National Training Policies in Malaysia
2. A Shift of Paradigm in Training
KL/ Slide
3. Meeting Today‘s Qualification Requirements at the Workplace:
HRDC-
The Dual System Approach
11
4. Training K-Workers: The Outline of a Didactic Concept
5. PSMB‘s Role in Securing the Necessary Quantity and Quality in Training
for Malaysia

12. The Process And Outcome Of Training
Competency-Based Training
Experience-Based Training
Process of Teaching and Learning Assessment of Competencies
(“Learning Curve”) (Sequence of Defined Competencies)
LEVEL OF
DESIRED
SKILLS
KL/ Slide
(Competence
HRDC-
according
to CBET)
12
Contents of
Skills
Training
Source: “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 Enterprise
Classroom etc.
KL/ Slide
HRDC-
Coordinating Agent Production
13
Learning
Efficiency
Protected Zone
Profitability
Individual Care
Workplace etc.

14. The Workplace As The Supreme Learning Environment
Correlation Between Different Types Of Vocational Learning
And Selected Learning Environments
Type of Learning Learning Environment
Abstract Learning Classroom
Learning Structured Contents
Laboratory
through Demonstration and Doing
Learning Basic Functional Skills School Workshop
KL/ Slide
HRDC-
Learning Complex / Rare Functional Skills Central Training Facility
(with Expensive Equipment)
14
Training Facility at Workplace
Learning Basic or More Complex
Functional Skills
(with Expensive Equipment) Training Corner at Workplace
Learning Functional and Extra-Functional Workplace
Skills in Real Work Environment
Source: Gert Loose, Forschungsbericht, 1988, updated 2002

15. Enhancement Of the ‘Dual System Culture’: The Rationale
KL/ Slide
HRDC-
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.

16. Dual TEVT Culture - The "Tools"
INTEGRATION
Integration of learning and working at the place of work
Joint Operation of Dual Traineeship & Apprenticeship Schemes
Implementation of Regulating Instruments for Dual TEVT Schemes
Establishment of Dual TEVT Coordination Offices
Appointment of Dual TEVT Coordinators & Supervisors The Core
Joint Career Guidance & Counselling
Concept
KL/ Slide
Hosting of Recurrent Events
HRDC-
Cooperation: Part-time Teachers, Teaching Aids, Special Services
Occupational Practise Programmes
16
Company Practise Programmes
Mini Experiences
e.g. Regular Industry Excursions
Regular Formal Contacts
Separation
0 100 %
Source: Wolfram Pforte, The Dual System Project, 2002

17. The Way Forward: The Need To Tap The Potential Of The
Workplace
Specific and rapidly changing manpower needs can only
1
1 be determined quickly enough by and within companies
Public and private training institutions always lag behind
2
2 in their adjustments to technological change
KL/ Slide
HRDC-
Behavior patterns, attitudes and specific work procedures
3
3 can best be trained under actual work conditions
17
The steadily rising costs of TEVT call for strong and
committed partnerships to ensure the delivery of efficient,
4
4 economically affordable, effective and high quality
training solutions
Source: Wolfram Pforte, DSP, 2001, modified 2002

18. Table of Contents
1. Orientation Marks for National Training Policies in Malaysia
2. A Shift of Paradigm in Training
KL/ Slide
3. Meeting Today‘s Qualification Requirements at the Workplace:
HRDC-
The Dual System Approach
18
4. Training K-Workers: The Outline of a Didactic Concept
5. PSMB‘s 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/ Slide
HRDC-
2 The urgent need to realize that due to complexity and specialization of
work individuals can no longer be responsible for a complete work
19
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 TEVT
HRDC-
Networking of the individual at the workplace between
20
- 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 benötigt Wissen, GdWz, 10 (1999)2, 65-67

21. Objectives For Training K-Workers I
With Regard To Competence In All High-tech Occupations Or Areas Of
Activity The Following Objectives Are Recommended
Complex 1: Formal Qualifications
KL/ Slide
• Capacity for thinking: problem-solving • Social attitude, readiness to deal with co-
HRDC-
thinking workers of all levels
• Creativity: e.g. generating ideas • Ability to cooperate in teams
21
• Capability to master decision making: • Personal involvement: e.g. commitment
e.g. readiness for calculated risks for achievement, reliable, willingness to
• Capacity for assessing situations: e.g. participate
capacity for self-criticism • Straightforwardness
• Permanent willingness for continuous
learning: lifelong learning

22. Objectives for Training K-Workers II
In 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-Workers
Complex 2: Work Process Knowledge
KL/ Slide
HRDC-
- Orientation knowledge
22
- Comprehensive knowledge of systems
- Detailed functional knowledge
- Extended specialized knowledge
Source: Ulrich Beck, a + l / Wirtschaft, No 10, 1998, p.8

23. Responding Directly To Requirements Of The Actual Situation At The
Workplace
Networking of the individual at the workplace between selected formal qualifications and
in-depth content-based knowledge and know-how.
Competitiveness in
a Global World
Thinking
KL/ Slide
Creativity
HRDC-
Decision- Social attitude
Orientation
making Teamwork
Straightforward Systems
23
Assessing
Personal Functional
Learning
involvement
Specialized
The National Training Endeavour

24. Table of Contents
1. Orientation Marks for National Training Policies in Malaysia
2. A Shift of Paradigm in Training
KL/ Slide
3. Meeting Today‘s Qualification Requirements at the Workplace:
HRDC-
The Dual System Approach
24
4. Training K-Workers: The Outline of a Didactic Concept
5. PSMB‘s Role in Securing the Necessary Quantity and Quality in Training
for Malaysia

25. The Crucial Role Of Dual Structures: The DSP Cone
National TEVT Network in
synergy with modern technology „The Assets“
concepts
Network Technical teacher and instructor
Quality Teacher training covering pre- and in-
Quality curricula curricula Training service training
and Instructional
Materials
Dual System Structure“The DSP Cone”- the overall
„The DSP Cone“ direction and main thrust
KL/ Slide
concerning creation and
HRDC-
enhancement of a Dual Technical
Education and Vocational Training
25
(TEVT) Culture. Directly involves
all partners at all levels
“The Holder”- the
foundation that deals with Values
social values, esteem for work
and the image of TEVT „The Holder“
Source: Oliver Haas, DSP, 2001, modified 2002

26. Pembangunan Sumber Manusia Berhad (PSMB)’s Role In
Securing Quantity And Quality In Training
• PSMB’s tremendous achievements in securing the quantity of training
for the Malaysian workforce.
KL/ Slide
• A suggested agenda for the future: PSMB’s role in developing high-
HRDC-
quality training arrangements emphasizing “smart” collaborations of
“training institutions” and the “workplace” as learning environments.
26
Maintaining Malaysia’s Competitive Edge In A
Global Market

27. The Dual Training Take Off …
TERIMA KASIH
THANK YOU
DANKE SCHÖN