Chapter 12

Skills and Employability

Need for Training

• Technology change

• Upgrade skill to remain employable

• Company train employees to remain competitive

Support for Training

• Reminder from NWC• - train to remain competitive• SDF: incentives for employers to

upgrade skills of workers.• Other agencies: • - MOM, EDB, A*STAR, SPRING

Designing Training Program

• A) Identify needs

• B) Define objectives

• C) Choose methods

• D) Evaluate results

A) Identify Needs

• Company’s objectives

• Activities needed to achieve objectives

• Skills needed for these activities

• Do workers have these skills

B) Define Training Objectives

• Skills to be achieved

• Criteria to measure level of competence

C) Choose Methods

• Lecture

• Group method

• Behaviour modeling

• Coaching

• Role play

• Self-paced learning

D) Evaluate Results

• Pre-course and post-course questionnaire

• Some results can be quantified, others (e.g. improvement in attitude) difficult to evaluate

Types of Training

–Off the job

–On the job

–Job rotation

NTA: Criteria

• Dollar investment in training

• Level of management support

• Training needs analysis

• Training results

• Availability of opportunity

People Excellence AwardPractice Components

• Performance improvement• HR planning• Job design• Career development• Organisation development• Training

TCTP: Stages

• Training needs analysis

• Company-wide training plan

• Implement training plan

• Evaluate training

NSRS: Main Features

• Industry-driven

• Certify by units of competence

• Skills are current

• Accessible to all

• Skills progress for everyone

PROGRAMMES FOR EMPLOYABILITY

• Job Re-creation Programme

• Place and Train Programme

Workforce Skills Qualifications System (WSQ)

• 4 Underlying Principles– Accessibility – Relevance – Progression– Authority