Familiarization with the Competency Standard Setting Process and Up-dating of CBT standard in the Occupational Area of CNC

1.      Background

The National Program of DEPNAKERTRANS (Ministry of Manpower and Transmigration, Rep of Indonesia) has the ultimate goal to achieve skilled, competetive and productive worker. Therefore, several action programs have been set up to achieve the goal, which are involving across subjects or contents of the DEPNAKERTRANS’ functions. One of this National action program is: “Developing Competence Based Training (CBT) in all Indonesian Vocational Training Institutions”. This national program involves 208 Vocational Training Centres which are now belong or owned by Local Government (both Province and District Government). The 208 centres called as the Technical Implementing Unit of The Local Government or BLK UPTD (Balai Latihan Kerja Unit Pelaksana Teknis Daerah). In addition, eleven (11) Vocational Training Centers are owned and managed by the Central Government/DEPNAKERTRANS. The eleven centers are called BLK UPTP.

However, there is a gap of quality and capacity between BLK UPTD and BLK UPTP in terms of understanding and implementing CBT, which is a major concern as stated in the National Program of DEPNAKERTRANS. Most of the Managers (Head) and trainers/instructors of the BLK UPTD do not have the understanding of the entire CBT process, especially in how to establish competency standards and thereafter, design  and deliver training in form of learning modules that are based of set standards.

2.      Purpose Of The  Workshop

Against the above background, the workshop aims at refreshing and/or developing the knowledge base of BLK-UPTH instructors to understand the CBT standard setting process and at the same time, initiate the revision and up-dating of the CBT standard in the occupational area of CNC.

2.1       Immediate Objective

2.1.1 To establish/strengthen a national core group of competency standard setting and leaning module development specialists involved in the implementation of CBT in general, but in the technical area of CNC in particular.

2.1.2   To creating an enabling environment for up-dating the existing CBT standard  for the manufacturing sector of CNC with technical guidance and support being provided during and after the workshop by 2 senior specialists from MTS, Germany.

NOTE: The identification of participants representing the CNC sector will be the responsibility of DEPNAKERTRANS. It should be a broad, balanced membership through an open process of nomination with an active engagement of the private sector

2.2 Specific Objective

At the end of the workshop:

2.2.1     Members of a national core group will be engaged in the revision and/or up-dating of national competency standards in the field of CNC using an “outcome-driven” approach to harmonize and apply/adapt existing national competency standards to meet industry requirements.

2.3       Issues being addressed:

a) The political and economic context of CBT and NQF in Indonesia.

b) Mapping/overview of what exist/non-exist in terms of competency standards and standard setting process/frameworks in general and the technical area of CNC in particular.

c) How these standards and frameworks can be compared with practices in selected countries in the region and elsewhere.

d) CBT development process: the 3 pillars and its stages.

e) Assessment and certification framework and role of accredited national Authorities/Agency (BNSP Nasional Sertifikasi Profesi).

f) How to strengthening the capacity of industry and the training agencies to cope with the considerable changes that will come from moving to a competency-based and/or modular employment oriented training?

g) How to establishing mechanisms to facilitate industry involvement.

h) Proposed implementation framework, work plan, knowledge sharing arrangement (i.e. utilizing InWEnt`s Global Campus GC21).

3.      Methods And Approach

During the workshop, InWEnt International Consultant and National Senior CBT Specialists, will present topics and facilitate inter-active discussions on issues that will arise.

The learning approach will be based on sharing knowledge and know-how through the analysis and discussion of information provided.

Group work with a clear objective and tasks and technical inputs and support from MTS specialist Dr. Pfeifer and Mr. Stein, are also foreseen to ensure that the workshop is producing outcomes with clear directives that will be the basis for the development and agreement of an action oriented follow-up work plan.

4.      Target Group:

Instructors from BLK – UPTD, CBT specialist from industry and DEPNAKERTRANS.

Division 4.02 , Project BL 01100000

Innovation Network South East Asia for TVET and Sustainable Development

InWent, Magdeburg, Germany

EDUCON combines a great range of skills, experience and know-how. Long and short-term consultancy services are important ingredients of our overall package. The services we offer can be grouped as follows:

• Human Resources Development, Management and Planning
• Diagnostics and Development of Competencies
• Training Programme Design and Execution
• In-plant Training Development
• Project Planning, Design and Implementation

Our services reflects a genuine commitment to the principle of efficiency and cost-effective form of investment in sustainable advancement of human resource development. Quality training can be offered to groups or individuals in residential programmes either in Indonesia, Europe or in a third country. Therefore, customised training courses and individual training schemes can also be organised to meet particular requirements.Training may rang from workshops, seminars to long term individual programme as listed hereunder:

• Training courses for staff, trainers, supervisors and managers
• Specialised industrial training from introductory to advanced levels
• Tailor made programme
• Study Tour

INTRODUCTION

A competitive advantage between firms is increasingly being decided at the resource level, the resource of human capital is a key function. For one thing, the action and development of a company is directly determined by the extent provided in the employee and to be able to use their potential in their professional activities, on the other they still provide the resource with the most reserves dar. (Recent studies show that there are still 40% potential for increasing productivity is available.)

Our time is marked by ever-increasing complexity: more and faster take place social, economic and technological change, increasingly rare events and results can be reliably predicted. The result is a high degree of change, by showing for each individual as a great challenge. In everyday life we encounter it in the form of uncertainty, insecurity, and rapidly changes taking place. No one can say exactly “where to go, ” and yet it is to be guided in this jungle and “prove” too.

In such an environment may be required by your employees not only the full use but also very different skills. With increasing change in society, and especially in business, back in addition to specific technical skills increasingly asking about study skills and readiness, in accordance adaptability to changing requirements on the capability of self-organized learning and working and for broader social and communication skills operational interest to the fore.

The development of existing and developing new skills is therefore one of the most urgent tasks for advanced human resource management in order to succeed as a company in such a complex and highly competitive environment.

Do you know which people those skills – may have undetected and which are not in position correctly?

Why KODE®?

With CODE ® – stands for competence development and diagnostics, has EDUCON an analytical tool (the world’s first):

• measures the necessary competencies particularly in dealing with new, non-routine tasks and reliably measured,
• this is based on modern self-organization theory,which is focused on skills development and not only on skills assessment,
• allows to analyze the people, teams and organizations under a common perspective and advice.

With CODE ®, you can:

• Allow for a differentiated and integrated personnel planning and development in the first place.
• Expertise in favorable and unfavorable situations, analyze, and thus an ideal tool for the IS build reflection analysis.
• Position the skills of each employee’s respective requirements exactly work to build consistently on the skills development and strength support.
• Building a responsive and proactive education planning.
• Promote self-directed and self-organized training.
• A conscious and qualitative Fürung labor support.
• Promote the acceptance of responsibility by employees.
• Develop assessment systems.

CODE ® consists consistently deal with the existing and developable skills. This means that the instrument CODE ® allows detailed statements about how the individual to the solution of problems is approaching and what individual (yet possibly unrecognized) potential is there. Since competencies aimed more at basic dispositions they are better than qualifications, to show potential.

CODE ® differentiates between individual action patterns in normal everyday situations and in particularly difficult situations – with a lot of stress and conflict. As a result can be used to quickly establish a competency profile, which can then be assigned to offer an appropriate interpretation.

For the competence diagnostics as well 4 capture options are in questionnaire
Formats:

• Individual skills: self-assessment
• Individual skills: positive evaluation (ie third party)
• Team skills: assessment of the target and expectation of the current status of team members or outsiders
• Organizational skills: assessment of the target and expectation of the current state of organization members or outsiders

But that only begins the real value of this instrument, because the competence profile and its interpretation is ultimately complemented by appropriate differential proposals for individual development and individual outlets for self-training, coaching, mentoring, training opportunities on the individual aspect, CODE ® also offers tools to facilitate the development of teams and even organizations

The CODE ® system is therefore an ideal instrument for the design of effective human resources and organizational development

1. Personal skills

• Is the ability to be themselves against smart and critical, productive attitudes, values ??and ideals to develop.

2. Activity and action competence

• Is the ability, all knowledge and skills of all social communication, all personal values ??and ideals into really strong-willed and active, while being able to integrate all other skills.

3. Technical and methodological expertise

• is the ability to provide professional and methodological knowledge well equipped to handle seemingly intractable problems creatively.

4. Social-communicative competence

• Is the ability of their own accord with others, and deal. To cooperate and communicate creative.

On the following pages you will find a first basic service as the necessary skills of your employees know your company and develop the staff skills specifically. We will send you an offer tailored to meet your individual needs and objectives.

Proposal Overview

Proposal Overview