WSQ Quality Assurance Singapore Experience

Transcription

1 ILO/SKILLS-AP/Korea Regional Workshop Skills Training in the Workplace and Quality Assurance Apr 2010 WSQ Quality Assurance Singapore Experience By Stephen Yee, Director of Training and Asst Executive Director 1

2 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

3 Key Benefits 3

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14 Quote from Bumiputra-Commerce Holdings Berhad (CIMB) Bank 14

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21 Question & Answer 21

22 ILO/SKILLS-AP/Korea Regional Workshop Skills Training in the Workplace and Quality Assurance Apr 2010 Workplace Learning: Singapore Experience By Stephen Yee, Director of Training and Asst Executive Director 22

23 Generic Skills Training Programmes and Initiative 23

24 The Singapore Employability Skills System (ESS) 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 24

25 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

26 Structure 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 26

27 Singapore Employability Skills System (ESS) - WPS 27

28 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 Employability Skills Information Communication Technologies Self-Management & Work Related Life Skills Initiative & Enterprise Communication & Relationship Management Training Modules Basic ICT Applications & Workplace ICT Application Personal Effectiveness Initiative & Enterprise Communication & Relationship Management Problem Solving & Decision Making Health & Workplace Safety Problem Solving & Decision Making Workplace Safety & Health Lifelong Learning & Global Mindset Learning & Personal Development 28

29 Assessment-only Pathway Workplace Skills Series 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 Pathway Training & assessment 29

30 Service Excellence WSQ 30

31 Service Excellence Training Approach Increase the level of customer service standard in service industries through training Raise the profile of customer service jobs through professionalising customer service skills 31

32 Leadership Planning Information Customers Results People Mgr Lead A Customer Focussed Organisation Provide A Quality Service Environment ---- Set Up Systems And Strategies That Support Service Innovation Interpret And Analyse Customer Intelligence Develop and Customise Service Offerings ---- Manage High Volume Customer Contact And Communication ---- Manage Service Operations Manage Service Improvement ---- Manage Performance Management Processes ---- Manage Service Supply Chains ---- Develop and Implement Process to Benchmark and Measure Service Standards Manage Human Resources To Achieve Service Excellence Sup Lead A Service Team ---- Build Relationships With Customers Implement Continual Improvements in Service Delivery Coach Service Teams And Individuals Ops Provide GEMS Service ---- Deliver Service Excellence ---- Offer Customised And Personalised Service 19 Competency Units aligned to SPRING Business Excellence Niche (Service) 32

33 Tripartite Responses to Tackling the Economic Downturn Tripartite Key Events and Responses November Tripartite Taskforce - MEM Guidelines - SPUR January Revised NWC Guidelines 2008/ Budget 2009/Jobs Credit Scheme April TRUST Teams December STF on Downturn Measures February STF Dialogue with PM - PSP May SPUR-JOBS - Revised MEM Guidelines - NWC Guidelines 2009/

34 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 34

35 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 35

36 Tripartite Responses to Tackling the Economic Downturn Cut Costs, Save Jobs Help companies manage excess manpower and reduce unemployment / under-employment Reskill & Upskill Help local workers upgrade skills and convert to new jobs Build Capabilities for Recovery Strengthen capabilities in labour market and prepare for upturn 36

37 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 37

38 Tripartite Responses to Tackling the Economic Downturn National Wages Council Guidelines 2008/ Reconvened in Jan 2009, revised its recommendations, focusing on cutting cost to save jobs through: a) Adopting MEM Guidelines b) Tapping on SPUR 38

39 Tripartite Responses to Tackling the Economic Downturn Jobs Credit Scheme - Introduced during the Singapore Budget Aims to help businesses tide over cash-flow difficulties and avoid retrenching workers 39

40 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 40

41 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 41

42 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 42

43 Tripartite Responses to Tackling the Economic Downturn NWC Guidelines 2009/2010 and Revised MEM Guidelines - Both issued in May Provide guidelines to assist companies in relations to the worsening economy and prospects of a prolong recession 43

44 SNEF Initiatives during the Economic Downturn - 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 44

45 SNEF Initiatives during the WSQ HR Economic Downturn - 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 45

46 SNEF Initiatives during the Economic Downturn - 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 46

47 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 47

48 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 48

49 Did SPUR Helps Companies and Individuals? 49

50 Quotes from the Tripartite Leaders Mr Gan Kim Yong, Minister of Manpower Mr Stephen Lee, President of SNEF 50

51 Strong Growth in Q

52 Singapore GDP 52

53 Interesting WSQ Column 53

54 Question & Answer 54