How to Be an Outstanding Engineer (PE)

8/13/2019 How to Be an Outstanding Engineer (PE)

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G&P Professionals Sdn BhdG&P Professionals Sdn Bhd ((www.gnpgroup.com.mywww.gnpgroup.com.my))

ENGINEERING CONSULTANCYENGINEERING CONSULTANCYSERVICES IN MALAYSIASERVICES IN MALAYSIA ––

CHALLENGES & STRATEGIESCHALLENGES & STRATEGIESBy : Ir. Dr. Gue See Sew

Date: 6 July 2011




CONTENTSB. STRATEGIES

• Grooming of Engineering Consultancy Firms• Talentcorp Malaysia

• Overhaul of Higher Education

• Harmonisation of Human Resource andEducation




The StoryThe Story

• One of the main issues isSUSTAINABILITY frequentlyaffected by retirement or

decease of Directors

• Capacity of large Engineering Consultancy

Firms (ECF) in Malaysia has been stagnantfor the last 25 years




Large ACEM Panel FirmsLarge ACEM Panel Firms

No. Name of Firm Total No. of Staff

1990 2000 2010

1 Sepakat Setia Perunding (M) Sdn Bhd 400 373 503

2 Minconsult Sdn Bhd 509 473 450

3 Ranhill Bersekutu Sdn Bhd 290 450 450

4 HSS Integrated Sdn Bhd - 330 370

5 SMHB Sdn Bhd - 304 300

6 G&P Professionals Sdn Bhd - 20 220

7 Kumarasivan Tan & Ariffin Sdn Bhd 193 341 205

8 Jurutera Konsultant (SEA) Sdn Bhd 262 - -

NOTE: Some disappeared from ACEM Directory




Top Engineering Consultancy Firm

in Netherlands

Population of Netherlands:16.7 Million

Arcadis:16,000 staff

World Rank:Top 10




Reasons

1. Mismatch




Reasons

2. Brain Drain




Reasons

3. Cyclical Market

19861998

2008




Lessonslearned

ExperienceKnowledge

Don’t you want to retain these ?




Engineeringdesigns

………………………….

Methods ofconstructions

…….………………..

Checklists……………….………………..

Do’s & Don’ts……………….………………..

Planning………………………..

Architecturedesigns

………………………….

Qualitycontrol

………………………….

and many more………..




Challenging Issues On The Quality

Of Graduates

• Attitude

• Command of English

• Adequacy of Fundamentals

• Creativity/Innovations




“…it is

disappointed

about the qualityof Malaysian

engineers.”





Of Graduates

•Poor command ofEnglishandcommunication skills

REASONS:

• Old Policies on Education

• Teachers & Lecturers• Usage





Of Graduates• Lack fundamental knowledge

REASONS:

• Too much political influence

• Compromise on recruitment

– Lecturers lack passion

– Support staff

• Lenient in setting exams and giving grades

• Accept students below par




Challenging Issues On Technical

Support Staff

• Technologists/TAs

• Technicians

• Draftpersons

SERIOUS SHORTAGE!




STRATEGIES




Do you want toDo you want to groomgroom MalaysianMalaysianEngineering Consultancy Firms toEngineering Consultancy Firms todeliverdeliver QualityQuality Service and toService and to doubledouble

theirtheir capacitycapacity or size in 3or size in 3--5 years5 yearswithout extra budget to thewithout extra budget to the

Government?Government?




Potential Growth of ECFPotential Growth of ECF




How to do it?How to do it?

• Government or government-linkedcompanies to align the projects toSUSTAINABLE firms with capability andcapacity




Construction Sector OutlookConstruction Sector Outlook

• CIDB expects RM70b of construction &infrastructure projects to beimplemented in 2011 with 3.7% annualgrowth until 2015

Source:

YB Dato’ Shaziman Abu Mansor, Minister of Works

Malaysia, The Construction Sector at the Onset ofthe 10th Malaysia Plan, The 7th MalaysiaConstruction Sector Review and Outlook Seminar, 3

Aug 2010




What about those smallerWhat about those smaller

companies?companies?

• Solution – to merge




G&P PROFESSIONALS(Consulting Group)

WATER

(SINGAPORE)G&P-AA

(Hanoi, Vietnam)

STRUCTURES INFRAPROJECTMANAGEMENT

CLAIMS &

CONTRACTSMARITIME

SARAWAK

HIGHWAYS &

TRANSPORTATION

GEOTECHNICS

G&P R INT.

(CAMBODIA)R&D

MECHANICAL& ELECTRICAL

WATER

DAMS &WATER

NGI - G&PZED - G&P

SABAH




Macro Implementation PlanMacro Implementation Plan

1. Enlist of service

providers

2. Grooming

3. Export of Services




Enlisting of ECF with capacity pointsEnlisting of ECF with capacity points

Company Level

• SUSTAINABILITY elements

Individual Level• Capacity and capability of professional staffs

in different fields of engineering such asHighway & Transportation, Geotechnical,Drainage, etc.




Company Level PointsCompany Level Points

3 main SUSTAINABILITY elements are:

• Ownership (60 points)

• QA/QC System (15 points)• Training & Knowledge Management (25

points)

Recommended minimum of 60 points




Ownership StructureOwnership StructurePercentage of Profit Share by

total professional staff

Points

<10% 010% to <15% 10

15% to <20% 2020% to <25% 3025% to <30% 40

30% to <35% 50>35% 60

Note : Staff strength must be > 20 people.




QA/QC SystemQA/QC SystemDescription Points

ECF without ISO9001:2000Certification

up to 10

ECF that maintain certification ofISO9001:2000

15

Note : For companies without ISO9001, the pointsare to be based on the quality of the existing system.




TrainingTraining ProgrammeProgrammeNumber of Technical Training Events

Per Year

Points

<12 012 to 24 1025 to 36 1537 to 48 20

>49 25Note: Technical Training includes in-house or

external engineering talks, presentation, colloquium,conference, seminar on engineering aspects of works(including KM)




Individual Level PointsIndividual Level Points

3 main components are:

• Experience of Professional Staff

• Professional Qualification• Additional Professional Recognition




Experience of Professional Staff Experience of Professional Staff

Points (N) 1 point for every full year of relevant

work experience up to a maximum of

15 points

Note: The total professional staff shall include all

engineering graduates as well as graduates in

related specialist skills area such as geologist and

hydrologist.




Professional QualificationProfessional QualificationBasic Professional

Recognition

Multiplying Factor

(M)

Engineer without P. Eng. andother professional staff

1.0

Engineer with P. Eng (with“Ir.”)

2.0

Note: Professional staff who are non-engineers but

hold a degree in the relevant fields such as geologist,hydrologist, environmental scientist may be

considered.




Additional Professional RecognitionAdditional Professional RecognitionAdditional Professional Recognition &

Bumiputra Participation

Value Added (V)

to Multiplying

Factor BEM Accredited Checkers 0.2

Professionally registered with regional or

international engineering organisations

0.1 each up to a

maximum of 0.2Peer Recognition eg presentation, lecture ortechnical papers

•If nos. >5 but ≤ 10

•If nos. >10 but ≤ 15

•If nos. >15

0.1

0.2

0.3Bumiputra staff 0.1




Grooming of Sustainable ECFGrooming of Sustainable ECF

• This is < 3.5% ofyearly allocation

based on 3% fees on$40b of projects

To groom a firm with 500 to 1,000 staff

• Cost for extra 500 persons per year

= 500 x 6,000 x 12 x1.1 = RM40m




MatchingMatching• Capability

– Experience – Field of specialisation

• Capacity

– Number of key staff required




How Sustainability Points SystemHow Sustainability Points System

Work?Work?

• Company size to have at least 1.5x number

of staff required

Total Sustainability Points= Company Points x ∑ Individual Points

100




Example of ProjectExample of ProjectProject

Proponent

Jabatan Kerja Raya, Cawangan Jalan

Project Brief Construct a 10-km two-lane dual carriageway through hilly terrain

Project Stage Detailed Design

Estimated Man-

power Required

from Designer

1 no. Project Director with minimum 10 years of experience in

Road Construction

Team of Designers (each consists of 1 Senior Engineer with at least

5 years experience and 2 Engineers ):

•2 teams of Road Works and Drainage Designer (6 nos.)

•2 teams of Geotechnical Designer (6 nos.)

•1 team of Bridge Designer (3 nos.)

Hence total number of professional staff required is = 16 nos.

Company tohave at least 24

staff for capacity




Companies bidding for projectCompanies bidding for projectCompany A

• large multi-disciplinary design consultant with 100 professional staff

• Profit shared by 15% to <20% of total professional staff strength• ISO 9001 certified

• Company arranged more than 49 events of technical training a year

Company B

• medium-sized specialist firm dealing with road works with 30 professionalstaff


• Company arranged 25 to 36 events of technical training a year




Companies bidding for projectCompanies bidding for projectCompany C

• large multi-disciplinary design consultant with 100 professional staff

• Profit shared by <10% of total professional staff strength• ISO 9001 certified

• Company arranged more than 49 events of technical training a year

Company D

• small to medium-sized specialist firm dealing with road works with

20 professional staff


• Company arranged 12 to 24 events of technical training a year

Company not qualified as its capacity is < 24 staff




Company Level AssessmentCompany Level AssessmentCriteria Company Points Allocated

Company A Company B Company C

Sustainable

Ownership

Programme

20 40 0

QA/QC System 15 15 15

Training and

Knowledge

Management

25 15 25

Total 60 70 40

Company to have atleast 60 Company

Level Points




Individual Level AssessmentIndividual Level AssessmentStaff Detail Individual Points Allocated

Years of

Experience

Multiplying

Factor, M

Value added to Multiplying Factor, V M+V Sub-

totalAccredited

Checker

Recog-

nition

Papers Bumiputra

Project

Director

15 2 - 0.1 0.1 0.1 2.3 34.5

Road Works

1

Senior

Engineer

Engineer

136

1

22

1

--

-

0.2-

-

0.20.1

-

0.1-

-

2.52.1

1.0

32.512.6

1.0




Total Sustainability PointsTotal Sustainability PointsCriteria Company Points Allocated

Company A Company BCompany Level Points 60 70

Individual Level Points 271.5 254

Final Sustainability Points 60 x 271.5 = 162.9

100

70 x 254 = 177.8

100Company B will

be awarded the

contract




Key BenefitsKey Benefits• Building up expertise, capabilities and quality

of local Engineering Consultancy Firms

• Improve earning potential through increasedcapacity, productivity and export of services

• Better positioned to navigate through regionaleconomic cycles




• It is possible to groom Malaysian ECF to

deliver quality service and to double theircapacity in 3-5 years

• This can be done without extra budget to theGovernment by aligning <3.5% of yearlyallocation

• Grooming of SUSTAINABLE firms can bringgreat benefits to the country




Brain Drain vs. Brain Gain

• Pluge Brain Drain

• Brain Gain : Talentcorp Malaysia




Success Attributes On Brain Gain

• Improve Working Environment

– Chief/Leadership• Remuneration Package

– Part 1 – Basic – Similar to IEM’s Survey

– Park 2 – 45% Net Profit e.g. G&P

• Reward the Chief and Team



G&P Professionals Sdn BhdG&P Professionals Sdn Bhd ((www.gnpgroup.com.mywww.gnpgroup.com.my))G&P Professionals Sdn Bhd



G&P Professionals Sdn BhdG&P Professionals Sdn Bhd ((www.gnpgroup.com.mywww.gnpgroup.com.my))G&P Professionals Sdn Bhd

PART 2




PART 2

e.g. In G&P Geotechnics Sdn Bhd

• 45% of net profit for directors/partners




StrategiesImprove English and communication skills

• Teachers– recruit good retired teachers (template)

• Lecturers

– Improve recruitment strategies– Structured training to existing lecturers

– Improved usage

•Drama, debating clubs, toastmaster club– Raise the entry bar




Strategies

Improve Fundamentals

• Recruit lecturers with passion – Template

– Recruit practitioners as lecturers

• Raise entry qualifications – Increase Diploma/certificate courses

• Review LAN subjects

• Develop lecture modules – IEM input




UNDERGRADUATEUNDERGRADUATE

TRAINING TRAINING

UNDERGRADUATE TRAINING




UNDERGRADUATE TRAININGUNDERGRADUATE TRAINING

Review and update the undergraduate

syllabus to meet industry needs Assisted by active & experienced

practitioners

Pooling resources from universities &practitioners

Knowledge sharing between lecturers andpractitioners through workshops and forums

UNDERGRADUATEEDUCATIONUNDERGRADUATEEDUCATION




UNDERGRADUATE EDUCATIONUNDERGRADUATE EDUCATION

StructuredModules/Lectures

(Uni/IEM/ACEM)

Lecturers

P.Eng WithPractice Exposure

Improvement toImprovement to

UndergraduateUndergraduate

EducationEducation

Strengthen

Fundamentals

St t i




Strategies

Creative / Innovation

CURRENT STATUS OF R&D





• Malaysia lagging far behind countriessuch as US, Japan, China, India,

Singapore and Brazil.

3.6 times>M’sia

(After MASTIC, 2006)






• GERD/GDP Ratio

1996

0.22%

2004

0.63%

2010

???0.7%

More needs to be DONE!!!

Behind the country’s target of 1.5% by 2010

BENEFITS OF R&D




BENEFITS OF R&D

• Reduction in delivery time &

construction costs IncreasedProfit

• Increased competitiveness without

compromising HSE

• Improve safety

• Better quality of life



G&P Professionals Sdn BhdG&P Professionals Sdn Bhd ((www.gnpgroup.com.mywww.gnpgroup.com.my))Courtesy of Judin Abdul Karim (2006)




• American Inventor

American Inventor

OCCUPIED




Challenge The Norm Thru

Innovation To Excel




THE WAY FORWARD

Roles of Stakeholders




R&D RELEVANT TO INDUSTRY NEEDS

Current Issues




Current Issues

• No significant licensing revenues for theuniversities (after Hii HH, 2003)

• No R&D output from universities has been

commercialized yet on a national scale(after Hii HH,

2003)

Example of Successful R&D:

University of Strathclyde, UK - £42 million inroyalty income (www.strath.ac.uk/research)

PUBLIC-PRIVATE SECTOR LINKAGES




PUBLIC-PRIVATE SECTOR LINKAGES

• Private companies should form strategicalliances with research institutions

• Research institutions should actively seek

partners from the industry

• Strong relationship between universities and

industry – alumni, adjunct professors fromindustry

CULTURE OF EXCELLENCE




CULTURE OF EXCELLENCE

• System for sharing of information

• Environment which encouragescreativity and innovation

• Allocation of time for R&D

• R&D incentives and rewardscheme




R&D BY CONSULTANT

Case History

R&D CULTURE




• R&D Wish List / Suggestion Box

• Policy of minimum 1 hour/day for R&D

• Internal colloquium

• Yearly R&D Achievement Award

• R&D Committee to monitor wish list and output

R&D Wish List




Research & Development (R&D)Subsurface Investigation

Wish-lists / Issues R&D Topics

1.Could percussion method of advancing casing be used fornormal SI for SPT test and collect undisturbed samples forconsolidation and triaxial tests?

1.The effect of percussion method of advancing boreholes theresults of SI?

1.Is foam drilling a must for failure investigation on landslidesites?

2. The effects of foam or new stabilising method for drilling.

1.What is the correlation between Su and results of JabatanKerja Raya (JKR) probe for marine deposits of differentcomposition?

3. Correlation between Su and results of Jabatan Kerja Raya(JKR) probe for marine deposits of different composition.

1.Do we have DOs and DON’Ts on subsurface investigation (SI)

- Borehole- Piezocone- Consolidation test- CIU test

4. DOs and DON’Ts and Checklists on SI

- Borehole- Piezocone- Consolidation test- CIU test

1.What are the new developments on SI? 5. Review on the development of SI.

1.Does Malaysia have calcareous sand? 6. Properties of calcareous sand in Malaysia.

1.How to de-air porous stone for piezocone and maintain thesaturation of porous stone for piezocone?

1.Method to ensure full saturation of porous stone for piezocone.




2500 Ton Silo




on Very Soft Marine Deposits

OUTCOME




• Development of Software

• Original PIGLET software – Limited pile numbers and pile of

equal length

• Development of PIGEON software

– Unlimited pile numbers and pile ofunequal length

KNOWLEDGE MANAGEMENT SYSTEM




• Transfer of knowledge

Directors

Partners

Engineers

GeologistsSupport Staff

On the job training

Coaching

R&D

Sharing ofknowledge throughcolloquium

Spreadsheet,software, operatingprocedures, etc.

Structured TrainingLeadership / Commitment

Shareholders

Value toShareholders

Industry

Value toIndustry




STRUCTUREDSTRUCTURED

TRAINING FORTRAINING FOR

PRACTITIONERSPRACTITIONERS

STRUCTURED TRAINING FORSTRUCTURED TRAINING FOR




PRACTITIONERSPRACTITIONERS

Adopt Continuing Professional Development(CPD) Scheme (by BEM)

Collaborate with IEM, technical agencies,

academia, local governments, private industry,NGOs, etc

Implement certification and accreditation

system to update competency of stakeholders

STRUCTURED TRAINING FORSTRUCTURED TRAINING FOR




PRACTITIONERSPRACTITIONERS Approval ofTraining

Projects bySteering

Committee

TargetStakeholders

Implementation(Internal &External)

Certification & Accreditation

KnowledgeTransfer

TrainingTopic

AvailableExpertise

AvailableFacilities

Budget

PanelReviewer

CKC/SEA

Government Agencies

Universities /

Institutions

Consultants/ SpecialistContractors

Workshops

Conferences

Seminars

KPIs

Interviews

Drills

To Local Authority

ToGovernment Agencies

To Consultants/ SpecialistContractor

To Universities/ Institutions

To PropertyOwner

PolicyImplementation

PolicyImplementation

ImprovePractice

CapacityBuilding

Public Awareness

Review Training Direction

InsuranceInstitution

To InsuranceInstitution

ImproveConfidence

PropertyOwner

Emergency Service Agency

Local Authority

To EmergencyService Agency

ImproveRescueOperation

Exam

Courses




MAJOR OVERHAUL IS NEEDED

ON HIGHER EDUCATION

Harmonisation Of HR/Education




• HR Need

– Study of need of Technologists, TAs andTechnicians

– Direct 30% STPM/SPM students to Diploma and

Certificate Courses

How to Be an Outstanding Engineer (PE)

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