As shared in previous weeks, this weeks continues the series of responses compiled from the questions raised in the Townhall with the Minister of Human Resources, YB M. Kula Segaran. Attended by close to 600 HRDF registered Training Providers (TPs) on 7 June 2018, a lot of issues were raised, and we have decided to space them out over 6 articles due to the sheer volume of matters raised.
For those wishing to read the responses in full, they can view it here; for today, we will be looking at the suggestions for improvement as raised in the meet.
Among the early suggestions was a suggestion to include the Shared Services & Global Business Services industry under the PSMB Act 2011. HRDF’s response was that even though Shared Services and Outsourcing (SSO) is currently not included in the 63 sub-sectors listed under the First Schedule, HRDF had plans to eventually cover all industries under the Act.
Another suggestion was the imposition of levy on companies that employ foreign workers to train them – however, this could not be considered at present as under the stipulation of PSMB Act 2001, the Fund only caters for Malaysian citizens. HRDF added that any change to nationalities covered would be a policy matter requiring the Ministry of Human Resources (MoHR)’s involvement.
When a participant suggested that HRDF look into some quick wins that the Ministry of Human Resources (MoHR) can address by using the services of TPs, HRDF replied that MoHR has several existing initiatives to address unemployment issues in the country, and they already had training programmes that help support them.
When a question was raised on Ministries’ acceptance of Industrial Revolution 4.0 (IR 4.0), the response was that MoHR works with partners such as HRDF, TPs and trainers to upgrade skillsets of local talent. The aim in the long run was and is to ensure a seamless adoption of IR4.0 across companies.
Second to that, HRDF responded that Malaysia needs to produce a labour force that is equipped with the right knowledge, skills and attitude to thrive in the globalised economy where emerging new technology and digitalisation have drastically changed what is expected of the average worker. As such, it seems that their reply is that the focus would still be on the private sector’s uptake.
A question was also raised on the National Human Resource (HR) Agenda. HRDF responded that the ‘KEMENTERIAN SUMBER MANUSIA PELAN STRATEGIK 2016-2020’ is published by MoHR, and that it focuses on human resources development and management. Apart from this, a Technical – Vocational Education and Training (TVET) Master plan is currently in the pipeline to provide a roadmap for the transformation of Malaysia’s TVET sector.
When an enquiry was made about the HR standards for the civil service, HRDF responded that it would have to be addressed by MoHR. HRDF however has developed the National Human Resource Standard (NHRS) for private HR practitioners, which it advised can be used as a reference if the private sector wished to.
When a suggestion was made to channel part of HRDF funds for Vulnerable Groups, HRDF responded that in the past it had implemented various training programmes to address the B40 group under its Future Workers Training Programme i.e. RAISE and the Apprenticeship programme. However, applications to run such programmes had to be submitted by HRDF registered Employers, and a key outcome demanded was that the training must lead to employability. It was only after this was so did HRDF release final payment for the programme.
SME Assist opines that since the program and many other programs were now under review, consideration could be made to enlarge the scope to include the handicapped and other sidelined communities.
Next week, we will be providing and discussing the feedback platforms discussed in the Town Hall.