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Dr M: TVET to be prioritised to enhance people’s income

Watch the video at Astro Awani‘s FB Page on Shared Prosperity Vision

Prime Minister Tun Dr Mahathir Mohamad said the move was important to “upskill” the people to be more capable and efficient, and be able to do more “sophisticated work”. – NSTP/MOHD FADLI HAMZAH

PUTRAJAYA: The government will place priority on technical and vocational education and training (TVET), in efforts to increase the people’s income, under the Shared Prosperity Vision.

Prime Minister Tun Dr Mahathir Mohamad said the move was important to “upskill” the people to be more capable and efficient, and be able to do more “sophisticated work”.

“The income gap between the rich and poor is too wide so we need to increase the people’s income.

“But we don’t want to do this by just increasing wages but (we want) to improve their capacity so that they are more productive, and give them training so that they are more capable and efficient.

“For example, we are already in the aerospace industry, and even some parts of airplane engines assembly are being done in Malaysia.” he said this after chairing a special cabinet meeting on the Shared Prosperity Vision here, yesterday.

Dr Mahathir said the cabinet has agreed that TVET played an important role in improving the skills of workers and that training must be made a priority.

“Our (2020) Budget would prioritise such areas. If there is not enough money for all, we would have to lessen the budget for other areas with lesser priority,” he added.

Dr Mahathir said the government would also give focus to poorer states, reducing wealth disparities from richer states.

He listed Kelantan, Perlis and Kedah as among the three poorest states in Malaysia.

“Another gap is between the urban and rural areas, where those living in urban areas are richer than those staying in the rural areas.

“So a programme must be created to increase the income of those living in the rural areas,” Dr Mahathir added.

In explaining further, Economic Affairs Minister Datuk Seri Mohamed Azmin Ali said the government would apply the spirit of shared prosperity in the 2020 Budget, and prioritise sectors such as TVET and skills training.

“This will be given consideration by the Finance Ministry to be refined in the 2020 Budget.”

The Shared Prosperity Vision was announced by Dr Mahathir at the tabling of the mid-term review of the 11th Malaysia Plan in October 2018 in Parliament.

Its framework was also explained by the prime minister in his May 9 speech earlier this year in conjunction with Pakatan Harapan’s one year in government.

The Shared Prosperity Vision will encompass the 12th and 13th Malaysia Plans, spanning 10 years from 2021 to 2031.


Comment: Not sure how the government is going to prioritise the TVET sector. As Tun M mentioned that if budget is insufficient for all, then it has to be channeled to the priority sectors. So I would assume that more funds are to be allocated to the sector, such as more funds to PTPK to loan students, especially from the B40, which are mainly from rural areas & also the urban poor. Hopefully this would then enhance this group’s earning capability and reduce the income gap.

For the benefit/knowledge of those outside TVET industry, insufficient PTPK loan in the past 1-2 years has caused many students (esp B40 group) that is interested to pursue
TVET courses unable to continue their studies at private & government TVET institutions.

This has an economic & social impact:

1. Economic
Effect on TVET institutions – With the limited quota provided to TVET institutions, especially the private ones, many has folded up or
ready for sale as they couldn’t sustain the business due to over-reliance on loan to recruit students.

Effect on TVET trainers & supporting staffs – These trainers who have SKM in their field and
Vocational Training Operation (especially those that do not have industry experience but fresh from TVET institutions like CIAST) would probably be now jobless or work in non-related field that pays them nothing more than a SPM school leaver’s qualification.

Effect on students – As the students who may not even have SPM or poor SPM results, they have no where to upgrade themselves or learn a skills to uplift their economic livelihood.

2. Social
Since the students are not able to further their studies, they may have high probability of being unemployed or worse still, involved in petty crimes, become Mat Rempit, drug addicts, gangsterism and other illegal activities.

Sarawakians looking down on TVET, laments Sarawak minister

TVET training and qualifications are looked down upon by many Sarawak parents as being inferior to academic qualifications. (Bernama pic)

KUCHING: Sarawakians do not have high regard for Technical and Vocational Education and Training (TVET) qualifications, a state minister said today.

State Education, Science and Technological Research Minister Michael Manyin said TVET training and qualifications were looked down upon by parents as being inferior to academic qualifications.

School leavers also did not place much value on TVET training, he said during the closing ceremony of Worldskill Malaysia Sarawak 2019.

“Every year, Sarawak has between 35,000 and 38,000 school leavers with SPM qualifications and of these only about 20,000 to 25,000 further their studies in tertiary institutions or do skills training in TVET institutions.

Michael Manyin.

“Between 10,000 and 15,000 of these SPM school leavers do not undertake any further studies or training and enter directly into the job market often doing jobs that pay low wages and have little prospect for advancement,” he said.

Manyin said even though there was a huge demand for skilled workers and there were institutions offering courses in these trades, most of them were either under enrolled or had no takers.

Therefore, he said, it was the state education, science and technological research ministry’s main agenda to promote TVET and skills training as an equally attractive career development pathway.

Among the initiatives taken were through the Sarawak career and training fair, TVET symposium and TVET camps.

Another key programme by his ministry to raise the status of TVET was through the Worldskill Malaysia Sarawak competition, which is organised once in two years, he said.

The Worldskill Malaysia Sarawak was held to recognise and acknowledge the skills and competencies of Sarawak’s youths and to raise awareness about the value of vocational education and training as well as careers for those with skills training.


Well, not only Sarawakians look down on TVET, it’s the society in general, not limited to Malaysia but other developing countries as well.
Not easy to change the social stigma of the public as it’s been drilled in most parents mind that TVET is only for dropouts & those who are academically poor. And perhaps some jobs are deemed to be 3D (dangerous, dirty & difficult) (eg motor mechanics, underwater welding, electrician, construction worker etc).

But with so many academic graduates coming out jobless & statistics showing that
TVET graduates are highly employable (>90%), don’t you think that you as either parents or students should give TVET courses & jobs a second look or maybe even the 1st choice, if your interest is, in baking, sewing, woodworking, repairing cars etc?

And now TVET graduates are given the opportunity to even
further study to university level with the offering of Bachelor of Technology programs by members of Malaysian Technical University Network (MTUN) or management related degrees to enable TVET/skill graduates to graduate into management level. Don’t you agree that if you have hard (technical) & soft (management, communication, entrepreneurship) skills, you would be even better that those academic graduates who are mainly only good in non-technical skills?

Feel free to give your input 😀

Sijil Kemahiran Malaysia (SKM) diterima di industri dan luar negeri ke?

Contoh SKM bidang VTO (I-031-3:2014) – Pegawai Latihan Vokasional – WAJIB untuk Pegawai Penilai (PP)

Apakah faedah Persijilan Kemahiran Malaysia?

1. Persijilan Kemahiran diiktiraf oleh industri di Malaysia
Realitinya, tidak lagi semua industri tetapi pihak Jabatan Pembangunan Kemahiran (JPK) bersama Industrial Lead Body (ILB) memang sentiasa berusaha ke arah itu.

Tetapi untuk sesetengah industri seperti bengkel servis kenderaan, Rang Undang-Undang (RUU) Perkhidmatan Penyelenggaraan dan Pembaikan Kenderaan Motor telah dibentangkan di Dewan Rakyat, Mac 2018 di mana antara lain bakal mewajibkan pengusaha memiliki lesen khas mengendalikan perniagaan itu.

Begitu juga untuk sektor perkhidmatan kecantikan dan dandanan rambut, sesetengah pihak berkuasa tempatan seperti MPAJ & MPS dikatakan mensyaratkan pengusaha atau pekerjanya perlu ada Sijil Kemahiran Malaysia (SKM) untuk memohon lesen premis.

Difahamkan juga sektor air akan mewajibkan sesetengah pekerja dalam bidang tertentu memiliki Sijil Kemahiran Malaysia menjelang 2020.

2. Persijilan Kemahiran Malaysia menyediakan suatu laluan kerjaya dan pembangunan diri yang menarik setanding dengan laluan kerjaya berasaskan kelayakan akademik.
Ini dah terbukti dengan kebolehpasaran graduan TVET negara melonjak lebih 90% manakala Jabatan Perangkaan Malaysia melaporkan pada suku pertama 2019, negara merekodkan seramai 516,600 penganggur dimana seramai 238,286 penganggur termasuk 174,327 siswazah, mendaftar sebagai pencari kerja aktif dengan JobsMalaysia di bawah Jabatan Tenaga Kerja (JTK) Semenanjung.

3. Persijilan Kemahiran Malaysia berupaya melahirkan pekerja mahir yang terlatih dan berkelayakan untuk mempertingkatkan daya saing industri tempatan di pasaran dunia.
Ia telah terbukti bahawa Sijil Kemahiran Malaysia kita ni memang laku dan jauh lebih bernilai dari sijil-sijil lain, tak kira tempatan ke luar negeri seperti UK.

Sudah banyak kes di mana Kedutaan Negara Asing di Malaysia cuma menyokong (endorse) Sijil Kemahiran Malaysia (SKM), Diploma Kemahiran Malaysia (DKM) & Diploma Lanjutan Kemahiran Malaysia (DLKM) tetapi tidak sijil-sijil kemahiran/akademik lain, walaupun ia mungkin datang dari UK, Australia atau Germany, kecuali ia adalah dari badan professional yang dikenali dunia (seperti ACCA, CIBTAC, CIDESCO, TWI dsbgnya).

Apakah kepentingan ini? Jika anda ingin bekerja dalam industri kemahiran di Dubai, Australia, China ke mana-mana di luar Malaysia, majikan dan kedutaan rata-ratanya hanya mengiktiraf SKM/DKM/DLKM. Tak percaya? Cuba pergi tanya pegawai di Kedutaan Asing ataupun JPK.

Jadi, jelas bahawa nilai SKM/DKM/DLKM ini amat besar, cuma ramai yang masih tidak tahu menghargainya.

Sekiranya anda ada lebih info yang nak kongsi dengan admin, sila komen ya.

Kursus Induksi PP-PPD bulan Sept 2019


I Smart Educare akan menganjurkan Kursus Induksi PP-PPD-PPB (Pegawai Penilai – Pegawai Pengesah Dalaman – Pengurus Pusat Bertauliah) bagi individu yang :

 Ingin dilantik sebagai:

  • Pengurus Pusat Bertauliah (PPB) – PPB JPK
  • Pegawai Pengesah Dalaman (PPD) – PPD JPK (perlu ada SKM3 juga nanti)
  • Pegawai Penilai (PP) – PP JPK (perlu ada SKM3 & VTO juga nanti)
  • Pegawai Pengesah Luaran (PPL) – pra-syarat sebelum ikuti kursus induksi PPL pada 5-6 Okt nanti.

Ingin menubuhkan pusat latihan kemahiran yang ditauliahkan oleh Jabatan Pembangunan Kemahiran (JPK)

Ingin meneroka peluang/rezeki dalam bidang TVET

Tarikh: 21-22 Sept 2019 (8.30-5pm)
Tempat: Kepong Metro Prima, Kepong, KL 
Bank: Maybank 51458385943, ISE Education Sdn Bhd 
RM350 shj (termasuk minum pagi & makan tengah hari, nota & sijil dari JPK) 




Pact in line with govt’s aim to strengthen TVET: Azis

By: Neil Chan

KOTA KINABALU: The signing of a Memorandum of Understanding (MOU) between KKYS Sdn Bhd and  Portland Arena Sdn Bhd  was in line with  the State Government’s aims to strengthen Technical  Vocational Education and Training (TVET)  in the State.According to Deputy Minister of Home Affairs cum Sepanggar MP, Datuk Mohd Azis Jamman, the MOU was also in line with the needs of the State’s industry.“This is so that students that graduates of KKYS will have jobs in industry waiting for them. These programmes for electrical, welding and others are what is required and in demand from the State’s industry.“The modular construction  that is being brought over by Portand Arena is also a new thing in Malaysia. So I am sure that with the cooperation between KKYS and Portland Arena, it will be profitable not only for KKYS but  also the State.”  

Mohd Azis said he was made to understand that Sabah will be the first state (that the programme is being held in) and if the programme is successful, Portland Arena will open up a factory for manufacturing their (modular construction building) products in Sabah.“The demand is there for these products and even for Petronas, its Mesra shops are using the same products. Even police stations, including one in Port Dickson, is also using the same product.“So it is something new in Malaysia. We know the government is facing financial problems, and if  we were  to use the conventional way of making buildings, it would cost more and take more time. “But with this product, it is cheaper, faster and IBS compliant. So it is in line with what is required by the government and in line with Chief Minister Datuk Seri Mohd Shafie Apdal’s goal of strengthening TVET at the State level. 

“So it is a good move by KTYS to venture into this field. I am quite sure that it will be beneficial for the students as well. I was made to understand that even Portland Arena is prepared to employ these students when they graduate to work in their factories. So it’s a good deal for KKYS as their students are guaranteed jobs,” he said.    The MOU was signed by Portland Arena Sdn Bhd Group Managing Director Dato Izz Mika’il Abdullah and KTYS Chief Executive Terrence Chee and witnessed by Mohd Azis at KTYS City Campus, Sembulan, Monday.It marks the cooperation between both parties to strengthen  KTYS’s academic and technical  programmes, particularly its JPK Certificate and Diploma in Building Construction.The collaboration would see Portland Arena as the technical advisor to develop and enhance the building and construction, welding, electrical and air conditioning programmes in KTYS as well as partner in the development and implementation of the Modular Construction. The strategic partnership shall also provide the platform for internship and training placement for KTYS students with Portland Arena.


Comment: This is a collaboration in technical training.
ISE Education Sdn Bhd has also recently inked an MOU with University Tun Abdul Razak (URise program) to provide TVET graduates (SKM holders) an opportunity to rise up to management level with industry relevant modules & qualifications. You may visit and fill up the form her
e to express your interest.

‘New collar’ workers needed to support growing demand


MALAYSIA needs “new collar” employees or individuals with technical, vocational and soft skills to fulfil industry demands, said Human Resources Minister M Kulasegaran (picture). He said such jobs are imperative to the country in order to achieve its goal as a high-income nation by 2020.

“These skills do not require tertiary education, but the technical and vocational education and training (TVET),” he said in a statement yesterday.

He said the need for new collar jobs came after the National Labour Advisory Council (NLAC) concluded its eighth meeting this year.

TVET is one of the key components in the 10th Malaysia Plan. It is the primary force of the government’s aspiration to raise the percentage of skilled workers in the country to 35% in 2020 from the current 28%.

However, it was highlighted last month that while 92% of TVET graduates are able to obtain employment after graduation, about 70% of them earn less than RM1,500 per month.

Since its first meeting in January this year, NLAC has deliberated on various important issues pertaining to labour and human resources. These include the proposed amendments to labour laws, the national human resources policy framework and the code of conduct for industrial harmony.

NLAC has also established technical committees on labour laws reform and other issues such as future of work.

“I am pleased to note that our efforts in the technical committees have been fruitful. For example, the good work of the technical committee paved the way for the Parliament to pass the Workers’ Minimum Standards of Housing and Amenities (Amendment) Bill 2019 recently,” said Kulasegaran.

Meanwhile, the Human Resources Ministry has taken note of the Malaysian Trade Union Congress’ (MTUC) request for details of the Integrated Foreign Workers Management Systems’ enhanced system to be tabled in the NLAC meeting for collective deliberation.

The MTUC also welcomed the ministry’s proposal to incorporate the Code of Conduct of Industrial Harmony into the regulations of the Industrial Relations Act 1967, said Kulasegaran.

Earlier in the meeting, the NLAC was briefed about the study tour to Australia’s Fair Work Commission, Fair Work Ombudsman and the Federal Court in Melbourne, Australia, on employment and industrial relations issues. The ninth NLAC meeting is expected to be held on Sept 27.

The ministry, in collaboration with the Finance Ministry, will hold a Budget 2020 focus group meeting on enhancing employee welfare and employment opportunities next week.

NLAC members representing employers and employees have been invited to attend the focus group meeting for their input and feedback on the subject matter.


Panduan Gaji Permulaan (160 Pekerjaan Terpilih Berasaskan Kemahiran)

Tukang jahit, jurufoundri, mekanik, juruelektrik, pelukis pelan, kerani pejabat, pendandan rambut, jurusolek, pemandu pelancong, pembantu veterinar, juruteknik CNC, juruteknik automotif, juruteknik automasi robot, jurukimpal, juruteknik komputer, terapi spa, penolong jurutera pelbagai bidang, penolong pegawai latihan vokasional (PLV), pereka fesyen, jurutera pelbagai bidang adalah antara tajuk pekerjaan yang tersenarai dalam panduan ini.

Panduan ini dibangunkan khusus untuk lulusan Sijil Kemahiran Malaysia dan Diploma Kemahiran Malaysia atau setaraf dengannya.

Pelbagai tajuk pekerjaan bawah Pensijilan Jabatan Keselematan & Kesihatan Pekerjaan (JKKP) turut dinyatakan dalam panduan ini.

Sekiranya anda tidak dapat masuk ke Institusi Latihan Kemahiran Awam yang tersenarai dalam panduan ini, anda boleh cuba mohon di Institusi Latihan Kemahiran Swasta.

The global skills mismatch

FOR too long, HR experts around the world have been debating what to do about the pressing skills gap issue.

We are now at a stage where our HR profession needs to take the lead before this issue becomes a full-blown crisis.

About half of employers across the world are reporting difficulties in filling a variety of roles, with the fields of skilled trades and engineering high on the danger list.

Almost two-thirds of children starting school today will work in roles that have not yet been invented. —
Almost two-thirds of children starting school today will work in roles that have not yet been invented. —

The problems are not confined to entry-level roles by any means; the skills that many of us will have developed earlier in our careers can become obsolete a few years later. In highly technical roles, learned skills can have a lifespan of just two-and-a half years.

OECD data shows around a third of the global labour force, over a billion people, had the wrong skills needed for their particular jobs. The estimated cost is an annual GDP loss of US$5trillion (RM21.25trillion), bigger than the size of Germany GDP.

As a knowledge-based company, the necessity to have constant access to the right Science, Technology, Engineering and Mathematics (STEM) skills made us come up with a solution: a talent ecosystem that is interconnected and ensures there is a constant supply of talent by nurturing skills as early as the kindergarten and developing those skills throughout school, university and during careers with the company.

However, as we and other emerging market corporations seek to become truly global players, such a talent ecosystem does not automatically ensure that we have the right type of culturally aware staff with an international mindset helping us expand effectively on a global scale.

Against this background, we need a global solution by which we share best practices on how to tackle the skills gap.

One solution could be a “human-centred” approach by which we as HR professionals ensure that nobody is left behind in the Industrial Revolution 4.0.

By human-centred, we mean putting the individual first, tailoring talent and skills development to personal needs of students and employees.

For a human-centred talent development system to work, there should be a set of guiding principles or a framework in place adopted by employers, governments and educational institutions as best practice.

We recently together with our partners identified five such principles which could be summed up as follows:

Skills of the future (everyone should be equipped with future proof basic skills – including cognitive, social, cultural and digital);

Self-sustainability (everyone has the right to follow a unique and individual career path during their entire professional development);

Skills liquidity (information on job vacancies should be easily accessible around the world; employees hired only on skills and experience, regardless of education, gender, race, social status or physical health);

Labour market transparency (labour mobility, flexible and remote ‘virtual’ employment should be available to all, regardless of current place of residence) and

Diversity of values (the workplace and working conditions should support the professional and personal development of each employee, regardless of their values and beliefs).

Not a single company, not a single state, not even the largest one in the world can change the labour market culture on its own.

That is why we believe that such a framework of human-centred principles is a good starting point for bringing about change in the way we see talent and skills development in the workplace.

Let’s start this change today before it’s too late.


Chief HR Officer



‘Young people unprepared for digital transformation’

(From left) Ooi, Salika, Tan, Amran and Wong at the panel discussion held at INTI’s Subang campus. — AZHAR MAHFOF/The StarTHE local talent pool may be unprepared to be part of the digitally evolving workforce although the country is heading towards the fourth industrial revolution (IR4.0).

A recent International Data Corporation (IDC) whitepaper suggests that existing and future talents are unable to appreciate the significance of digital transformation and its impact on future jobs and competencies in a digitally-enabled workforce.

The study, a collaboration with INTI International University and Colleges, is based on a survey of more than 560 respondents, including students, graduates and parents.

INTI acting chief executive Tan Lin Nah said the study was unique in that it spoke about talents’ perceptions of IR4.0, rather than government and industry experts.

“The findings are a wake-up call that while technological change is taking shape in the country, young people are yet to keep up with its impact on their future.

“It shows that both education and industry still have much to do in building our talent pipelines to be globally competitive in an IR4.0 world,” she said.

While IR4.0 has been a buzzword over the past three years, more than half (63%) of student and graduate respondents were unable to articulate what it entailed.

A total of 54% of parents surveyed admitted they lack a clear definition and ability to discuss IR4.0 and its relevance to organisational transformation.

A panel discussion on the study, however, agreed that the issue was not about whether talents could precisely define IR4.0, but stressed the importance of inculcating the emerging workforce with a combination of skills, critical and design thinking abilities as well as technological skill sets built for the future.

The panel, held at INTI’s Subang campus, was titled “Graduate Readiness vs Industry Advancement Towards IR4.0: Can Graduates Hack it in Tomorrow’s Digital Future?”

It comprised Tan, IDC Asia Pacific research manager Jensen Ooi, PwC Malaysia human capital executive director Salika Suksuwan, Maybank innovation head Amran Hassan and Human Resources Development Fund Malaysia research and development department research unit head Wong Chan Wai.

“There is a gap in skill sets between universities and employers’ needs, but universities can’t equip graduates with all the skills they need.

“The industry does play a role in upskilling and reskilling talents as there are skills that can only be acquired when in an organisation,” said Wong.

Tan concurred that IR4.0 as a term has been “bandied around” but the truth of the matter was whether “you know or don’t, you’re already living it.”

A question that came up was, how do we teach for jobs that aren’t here yet, for tech that hasn’t been introduced yet?

“There’s space for technical skills, but the focus should be on the ability to think through problems and solve them using whatever tools we have – such as ICT – and use it in the most practical way.”

Salika also elaborated on the need for talents to be equipped with soft skills, including adaptability, a growth mindset and agility to embrace change and learning.

“It has to be a combination of human and digital skills. The hard or technical skills are not as vital, although still necessary,” she said.

Meanwhile, Amran offered a different opinion as he stressed the need for technical specialisation.

“It is impossible for universities to produce ‘ready-made’ graduates.

“To prepare students for today’s workplace, they need to understand that being a generalist is no longer possible and that they need focus on technical skills.

“For example, deep skills in technology, finance or accounting and really understanding it will allow them to later disrupt the industry with technology.”


Comment: Much has always been said about graduates not ready for the industry, due to various reasons like out of date syllabus, equipments, insufficient hands-on time etc. Models like training institutions collaborating with industry where students are trained theoretically at institutions & remaining hours at the industry’s workplace (SLDN) is a great way to train students which are industry ready. One of the successful example implementing SLDN is 7-Eleven.

Another model that’s under explored is teaching factory, where even the theoretical portion is conducted at workplace/factory. Of course, this would need major commitment from the industry and someone has to enlightened them the cost benefits of investing in such a model, where they do not need to spend time & resources to re-train graduates if they are from the conventional model (graduate 100% from training institutions/universities)

Another example of a successful model (100% employability as claimed by the College) is Peninsula College’s Jom! Bekerja Sambil Belajar (JBSB) Programme, which gives students the opportunity to work part-time at PKT Logistics Group’s warehouse, finance and human resources departments.

Daikin lahir 3,000 juruteknik

SUNGAI BULOH: Daikin Malaysia Sdn Bhd (Daikin Malaysia) menyasarkan untuk melatih seramai 3,000 juruteknik melalui pelaksanaan program pembangunan sumber manusianya iaitu Air-Conditioner Certified Technician (ACCT) menjelang 2020.

Program yang dijalinkan melalui kerjasama Jabatan Tenaga Manusia (JTM) itu bertujuan bagi meningkatkan kemahiran dan kecekapan juruteknik dalam industri penyejukbekuan dan penyaman udara.

Ketua Pegawai Operasi Daikin Malaysia, Ooi Cheng Suan berkata, pelaburan terhadap sumber manusia adalah penting bagi syarikat di samping pelaburan terhadap kemudahan dan fasiliti tempat latihan.

Menurutnya, Daikin Malaysia mengamalkan falsafah Pengurusan Individu Berpusat (PCM) iaitu satu prinsip kepimpinan yang mempercayai kumulatif pembangunan setiap individu dalam sesebuah syarikat adalah asas kepada pembangunan bagi syarikat terbabit.

“Kami percaya usaha untuk memperkenalkan program ini adalah wajar bagi menaik taraf kualiti servis dalam industri terutama untuk pengguna jenama Daikin,” katanya pada majlis menandatangani memorandum perjanjian (MoA) dengan JTM di sini, semalam.

Hadir sama adalah Menteri Sumber Manusia, M Kulasegaran, Timbalan Ketua Setiausaha Kementerian Sumber Manusia, Datuk Muhd Khair Razman Mohamed Anuar, Ketua Pengarah JTM, Sutekno Ahmad Belon dan Ketua Eksekutif Pembangunan Sumber Manusia Bhd (PSMB), Elanjelian Venugopal.

Selain MoA, Daikin Malaysia turut menandatangani memorandum persefahaman dengan JTM dan Pembangunan Sumber Manusia Bhd (PSMB) bagi menyediakan yuran penyertaan program yang berjumlah hanya RM190 berbanding RM900 jumlah yuran asal berikutan pemberian subsidi yang diberikan kepada bakal pelatih.

Program yang menyediakan kursus pemasangan penyaman udara secara teori dan praktikal itu akan diadakan selama tiga hari membabitkan dua hari teori dan sehari (ujian) di Institut Latihan Perindustrian (ILP) dan Pusat Latihan Teknologi Tinggi (ADTEC) seluruh negara.


Komen: Kerjasama industri & pusat latihan awam sebegini memang patut dipuji, digalakkan & dijadikan contoh kepada industri/syarikat swasta yang lain. Dalam penyediaan Rancangan Malaysia ke-12 (RMK 12), kumpulan fokus TVET juga berpendapat latihan praktikal/industri yang diterajui oleh industri atau bertempat di kilang/premis industri adalah amat penting dan lebih berhasil berbanding dengan latihan sekadar di institusi latihan sahaja.