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Singapore National Employers Federation
ILO/SKILLSILO/SKILLS--AP/Korea Regional AP/Korea Regional
Workshop Skills Training in the Workshop Skills Training in the
Workplace and QualityWorkplace and Quality
AssuranceAssurance
WSQ – Quality AssuranceSingapore Experience
20-23 Apr 2010
By Stephen Yee,
Director of Training and Asst Executive Director1
Singapore National Employers Federation
What is WSQ ?
The Singapore Workforce Skills Qualifications (WSQ) is a national credentialing
system. It trains, develops, assesses and recognises individuals for
competencies companies are looking for.
Key features•An occupational and competency-based system designed to build capabilities of industry •Singular and flexible training modules which can be taken as and when required; or built up to full qualifications •Assessment and certification are based on ability to demonstrate capabilities required by industry •Accessible to all workers and professionals •Recognise prior learning such as work experience and credentials •Qualifications and certifications are based on Industry-agreed standards •WSQ qualifications are comparable to credentials issued by international and local
awarding bodies.2
Singapore National Employers Federation
Key Benefits
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
Quote from Bumiputra-Commerce Holdings
Berhad (CIMB) Bank
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
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Singapore National Employers Federation
Question & Answer
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Singapore National Employers Federation
ILO/SKILLSILO/SKILLS--AP/Korea Regional AP/Korea Regional
Workshop Skills Training in the Workshop Skills Training in the
Workplace and QualityWorkplace and Quality
AssuranceAssurance
Workplace Learning: Singapore Experience
20-23 Apr 2010
By Stephen Yee,
Director of Training and Asst Executive Director
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Singapore National Employers Federation
Generic Skills Training Generic Skills Training
Programmes and InitiativeProgrammes and Initiative
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Singapore National Employers Federation
�The Employability Skills System (ESS) was developed in 2004
�ESS was developed in close consultation with employers and industry
�Adopted from the US Comprehensive Adult Assessment System (CASAS)
�A set of 10 Foundational Skills and Critical Skills relevant across various industries
�Assessment is competency-based and leads to certification and a qualification
The Singapore Employability Skills System (ESS)
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Singapore National Employers Federation
Workplace Literacy and Numeracy
Information Communication Technologies
Problem-solving and Decision-making
Initiative and Enterprise
Communication & Relationship Management
Lifelong Learning
Global Mindset
Self Management
Work Related Life Skills
Health and Workplace Safety
Competency modules for these 10 employability skills are available at the Operations, Supervisory and Managerial level.25
Singapore National Employers Federation
Structure of the ESSStructure of the ESS
• The Workplace Literacy Series
– Covers individual’s ability to apply Listening, Speaking, Reading and
Writing skills in the workplace
• The Workplace Numeracy Series
– Covers the individual’s ability to use mathematics in a real-life context
• The Workplace Skills Series– Covers a range of generic workplace processes and skills.
– Range from “Information Communications Technologies” to “Health
and Workplace Safety”
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Singapore National Employers Federation
Singapore Employability Skills System (ESS)
- WPS
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Singapore National Employers Federation
• Total of 22 Training modules
• No formal appraisal process
• Training needs are determined by employer or referring agency
• 2 pathways – Training Pathway / Assessment-only Pathway
Learning & Personal DevelopmentLifelong Learning & Global Mindset
Workplace Safety & HealthHealth & Workplace Safety
Problem Solving & Decision MakingProblem Solving & Decision Making
Communication & Relationship ManagementCommunication & Relationship Management
Initiative & EnterpriseInitiative & Enterprise
Personal EffectivenessSelf-Management & Work Related Life Skills
Basic ICT Applications &
Workplace ICT ApplicationInformation Communication Technologies
Employability Skills Training Modules
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Singapore National Employers Federation
Workplace Skills SeriesWorkplace Skills Series
AssessmentAssessment--only Pathwayonly Pathway
• Allows an individual to achieve a WSQ qualification or SOA directly by attempting a challenge test without going through training.
• Conducted based on the skills, knowledge and attitudes already acquired by a candidate, irrespective of the manner these competencies were acquired.
• Benefits include:
� reduces training wastage
� promotes learning in all contexts
� avoids forcing adults to repeat learning that they have already mastered
Training PathwayTraining Pathway
•• Training & assessmentTraining & assessment
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Singapore National Employers Federation
Service Excellence WSQ
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Singapore National Employers Federation
Service Excellence Training ApproachService Excellence Training Approach
• Raise the profile of customer service jobs
through professionalising customer service
skills
• Increase the level of customer service standard in service industries
through training
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Singapore National Employers Federation
19 Competency Units aligned to SPRING Business Excellence Niche (Service)
Lead A Service Team
----
Build Relationships With
Customers
Develop and Customise
Service Offerings
----
Manage High Volume
Customer Contact And
Communication
----
Manage Service
Operations
Customers
Implement Continual
Improvements in Service
Delivery
Manage Service
Improvement
----
Manage Performance
Management Processes
----
Manage Service Supply
Chains
----
Develop and Implement
Process to Benchmark and
Measure Service
Standards
Results
Provide GEMS Service
----
Deliver Service Excellence
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Offer Customised And Personalised Service
Ops
Coach Service
Teams And
IndividualsSup
Manage Human
Resources To
Achieve Service
Excellence
Interpret And
Analyse Customer
Intelligence
Provide A Quality
Service
Environment
----
Set Up Systems
And Strategies
That Support
Service
Innovation
Lead A Customer
Focussed
OrganisationMgr
PeopleInformationPlanningLeadership
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Tripartite Responses to Tackling
the Economic Downturn
• Tripartite Key Events and Responses
November 2008- Tripartite
Taskforce
- MEM Guidelines
- SPUR
April 2009
- TRUST Teams
January 2009- Revised NWC
Guidelines 2008/2009
- Budget 2009/Jobs
Credit Scheme
December 2008
- STF on Downturn
Measures
May 2009
- SPUR-JOBS
- Revised MEM
Guidelines
- NWC Guidelines
2009/2010
February 2009
- STF Dialogue
with PM
- PSP
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Tripartite Responses to Tackling
the Economic Downturn
• Tripartite Guidelines to Managing Excess Manpower- Aim to help companies and workers cope with the sharp economic downturn
- Alternatives such as tapping on SPUR, redeployment of employees, implementation of alternative work arrangements and managing wage cost were laid out in the guidelines
- leadership by example, close consultation, transparency and trust between employers and workers/ unions essential
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Tripartite Responses to Tackling
the Economic Downturn
• Skills Programme for Upgrading and
Resilience (SPUR) using WSQ
training courses- Help companies manage excess manpower and
reduce unemployment
- Encourage companies to send workers for training and
skills upgrading during the downturn
- Strengthens capabilities in labour market and prepare
for upturn
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Tripartite Responses to Tackling
the Economic Downturn
Cut Costs, Save JobsHelp companies manage excess manpower and reduce unemployment / under-employment
Reskill & Upskill
Help local workers upgrade skills and convert to new jobs
Build Capabilities for RecoveryStrengthen capabilities in labourmarket and prepare for upturn
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Tripartite Responses to Tackling
the Economic Downturn
• Singapore Tripartism Forum (STF)- Designed to strengthen tripartism through a more
structured framework
- Platform for tripartite partners to table concerns and
work together more effectively
- STF Dialogue on Managing Manpower Challenges in
the Economic Downturn and STF on “Saving Jobs and Creating Growth in a Global Downturn” were organised
in Dec 2008 and Feb 2009 respectively
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Tripartite Responses to Tackling
the Economic Downturn
• National Wages Council Guidelines
2008/2009
- Reconvened in Jan 2009, revised its
recommendations, focusing on cutting cost to save jobs
through:
a) Adopting MEM Guidelines
b) Tapping on SPUR
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Tripartite Responses to Tackling
the Economic Downturn
• Jobs Credit Scheme
- Introduced during the Singapore Budget 2009
- Aims to help businesses tide over cash-flow difficulties
and avoid retrenching workers
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Tripartite Responses to Tackling
the Economic Downturn
• Professional Skills Programme (PSP)
- Falls under SPUR
- Comprises skills conversion and skills upgrading for
PMETs
- Skills conversion programmes help PMETs acquire news skills in growth sectors
- Skills upgrading programmes help PMETs improve their skills and employability with the same industry
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Tripartite Responses to Tackling
the Economic Downturn
• Tripartite Upturn Strategy Teams
(TRUST Teams)
- To raise awareness and address queries relating to the
full range of downturn measures
- To provide advice and guidance on the implementation
of the measures
- To seek feedback on the sufficiency and effectiveness of the measures and whether refinements and/or new
measures are needed
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Tripartite Responses to Tackling
the Economic Downturn
• PSP Traineeships (TRUST Teams)- Aims to develop manpower capabilities by building a
stronger skills base for specific growth sectors
- Lowers the attrition of skilled manpower in these
sectors
• SPUR-JOBS Scheme
- Encourages companies to recruit and retain local
through funding
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Tripartite Responses to Tackling
the Economic Downturn
• NWC Guidelines 2009/2010 and
Revised MEM Guidelines
- Both issued in May 2009
- Provide guidelines to assist companies in relations to the worsening economy and prospects of a prolong
recession
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SNEF Initiatives during the
Economic Downturn
• SPUR@SNEF
- Set up under the SNEF Training Institute to promote
SPUR training to employers
- Offers a wide array of about 80 WSQ courses catered
for both PMETs and rank-and-file workers
- SNEF also offers training courses for business needs
such as customer service, financial management, human resource/industrial relations, health and workplace health
promotion etc
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SNEF Initiatives during the
Economic Downturn
• WSQ HR- Covers core HR competencies for HR professionals
- Modules covered include recruitment and selection, job design, interview and hiring skills, wage restructuring etc
• HR/IR Courses
- Covers HR skills and knowledge in various HR functions
- Courses covered include salary and benefits administration, understanding employment/labour laws, drafting employment contracts, HR/IR negotiations, payroll administration, performance apprasial etc
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SNEF Initiatives during the
Economic Downturn
• SMEHR@SNEF- A advisory and information service for SMEs
- HR Capability Package, aims to help SMEs address HR capability gaps and provides HR framework, guidelines, tools and templates
- Conducts Materials Familiarisation Trainings for companies requiring familiarisation in the application of the package
- Conducts focus group sessions for HR practitioners to address the needs of SMEs in employment legislations/ practices and HR management issues
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SNEF Initiatives during the
Economic Downturn
• SNEF Research Surveys/Publications- Keep employers informed for their appropriate implementation of measures
- Coverage primarily on responses to downturn measures and wage-related issues
- Customised salary and benefits publications for SMEs, on top of standard salary and benefits publications, covering salary information, benefits offered by companies, tripartite guidelines and advisories, latest developments on labour legislation
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In Summary
• SPUR enables companies to prepare
themselves in terms of skills level and work
competencies
• HR function instrumental to keeping companies
afloat during this economic downturn
• Push for training and HR development remain
crucial in any economic climate
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Did SPUR Helps Companies and
Individuals?
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Quotes from the Tripartite Leaders
Mr Gan Kim Yong, Minister of Manpower
Mr Stephen Lee, President of SNEF
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Strong Growth in Q1 2010
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Singapore GDP
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Interesting WSQ Column
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Question & Answer
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