National Dual Training System Research Articles

The difference in the skills employment, job training satisfaction and job engagement by training duration among NDTS Apprentices in Southern region of Malaysia

Globalization, technological advancements, and changes in work organization have increased the demand for skilled employment in many countries. In the absence of skills, employers are less likely to be able to find employment and are more likely to face skills-related unemployment, which decreases their competitiveness. In order to address the challenge of promoting skilled employability, the National Dual Training System (NDTS) apprenticeship training programme is an essential component. This enhances the ability of employees to find employment opportunities and earn income with the help of their skills. The development of skilled employability is one of the most effective strategies for ensuring a successful transition to the workforce and the access to career-oriented employment. Furthermore, the NDTS provides employees with the skills, knowledge, competencies, and attitudes necessary to find employment and to survive in an unstable economic environment. The performance of an employee is also related to the level of job satisfaction along with the skills of the employee. It has been demonstrated that satisfied employees perform better, resulting in a higher productivity level in the organization. Also, employees must be provided with necessary job training to ensure they develop the necessary skills to fulfill the requirements of their respective roles as well as prepare themselves for employment in specialized fields. The existence of training opportunities is likely to lead to employees remaining satisfied with an organization for a longer period of time. The improvement of employee engagement and workplace excellence can also be observed in this regard. As part of this study, the focus will be on identifying how the duration of the NDTS apprenticeship training program affects the employment of skilled employees. This will affect the satisfaction of job training, and the engagement of employees on the job.

The Best Practices of Mcdonald’s Malaysia: A Case Study of the National Dual Training System

The National Dual Training System (NDTS) was officially launched in February 2018 and there are five NDTS-approved McDonald’s practical training locations at the early implementation of the NDTS. By 2025, 450 McDonald’s Malaysia restaurants are expected toexpand, adding 10,000 jobs to the current workforce of 12,000 employees. Based on the increasing number of employees and positive implementation of the NDTS program in McDonald’s Malaysia, this study aimed to explore the best practices of McDonald’s Malaysia in the context of NDTS. Methodologically, a qualitative approach was employed in this study by conducting a group discussion with the McDonald’s personnel, document analysis (such as news, annual reports, and websites) and a literature review. From thethematic analysis, the findings highlight the best practices of McDonald’s Malaysia and the positive implications of the NDTS implementation. A review of McDonald's training and skill development around the world provides additional support for the findings. Significantly, this study contributes to promote the best practices of McDonald’s Malaysia, the positive image of McDonald's Malaysia and the positive implications of NDTS in supporting skills development in Malaysia.

Are Malaysian TVET graduates ready for the future?

AbstractCurrently, we are at the beginning of the Fourth Industrial Revolution, where the rapid developments in genetics, artificial intelligence, robotics, nanotechnology, 3D printing and biotechnology are growing rapidly. It is expected that the majority of the children entering primary school today might end up working in jobs that do not yet exist. In such a fast‐changing employment landscape, the ability to prepare for future skills will be required to take advantage of the opportunities presented by these trends. National Dual Training System has been implemented by the Ministry of Human Resource to ensure TVET graduates are equipped with the employability skills needed in the job market. Questionnaires were distributed to employers from different training institutions, industries and agencies. The employers were to evaluate the level of employability skills obtained by the graduates that had gone through the National Dual Training System and then, the employers were asked to identify employability skills needed to meet employment demands in the Fourth Industry Revolution. The findings provide insights to the policymakers and curriculum developers on the appropriate interventions that need to be taken to ensure our graduates are well equipped with the employability skills needed for the future.

Effective Elements of Industry-Training Center Collaboration in National Dual Training Systems (NDTS) Program

Currently, National Dual Training System (NDTS) program in Malaysia based on job training concepts in the industry still at a low level due to the lack of involvement from the industry. The governments have made an effort to involve high finance allocation in encouraging industry participation but the result is still disappointing. Hence, this reviewed paper describes the industry participation challenges of current NDTS program in Malaysia and takes into consideration based on issue of previous industry involvement, industry awareness and industry governance that influence the participation of industry in training programs.

Competency of national dual training system industry advisors

National Dual Training System (NDTS) is a system of training between the public and the private sector to produce competitive workers (k-worker) who meet the industry needs. This system consists of day release approaches that mean trainees undertake practical studies for four days and one day they receive theories while block release means trainees undertake practical studies for four months in industries and one month they receive theories. This study aimed to determine the advisors’ level of knowledge, skills, attitudes and their relationship with gender and work experience in the NDTS. This descriptive study used questionnaires with a likert scale as an instrument involving 84 respondents of qualified NDTS advisors. The data were analyzed using SPSS 21.0 and the results showed that the advisors had high knowledge, skills and attitudes. The inference analysis showed there was not difference of the level of knowledge, skills and attitudes based on advisors’ gender and the pearson correlation analysis showed that there was not relation between the advisors’ competence and work experience.

The Attractiveness of National Dual Training System (NDTS) Graduates

In line with the government’s policy to improve and streamline skills training in the country, the government took the initiative to upgrade and develop the teaching and learning methods of the skills training system. One of the efforts is the implementation of National Dual Training System (NDTS), which provides special trainings to produce advanced skilled workers that meet the requirements of the industry. This study investigates the attractiveness of NDTS graduates based on the aspect of attractiveness in the industry to help the management and accredited centres identify the needs of employers. The objective of the study is to assess the attractiveness factor of NDTS graduates based on their productivity, the number of hired graduates at a company, salary offered, and the duration in securing employment after they graduate. The study focused on the employers and employees in three main sectors- Government-Linked Companies (GLCs), Multi-National Corporation (MNC) and Small Medium Enterprise (SMEs). The study is a descriptive survey study, which also applied the quantitative method. The instrument utilized was a set of questionnaire, which was analysed using the IBM SPSS Statistics version 22. The perspective of employers and NDTS-graduate employees was also evaluated to determine their scale of recognition on productivity, work quality and program implementation, and also the SLDN graduates themselves. The overall findings substantiate that employers and employees had a positive perception towards the marketability of NDTS graduates in the industry. This shows that employers, especially those from the SMEs were supportive of the implementation of the programme to produce competent and competitive workers for the industry.

The Marketability of National Dual Training System (NDTS) Graduates in the Industry

In line with the government’s policy to improve and streamline skills training in the country, the government took the initiative to upgrade and develop the teaching and learning methods of the skills training system. One of the efforts is the implementation of National Dual Training System (NDTS), which provides special trainings to produce advanced skilled workers that meet the requirements of the industry. This study investigates the marketability of NDTS graduates based on the aspect of marketability in the industry to help the management and accredited centres identify the needs of employers. The objective of the study is to assess the marketability factor of NDTS graduates based on their productivity, the number of hired graduates at a company, salary offered, and the duration in securing employment after they graduate. The study focused on the employers and employees in three main sectors- Government-Linked Companies (GLCs), Multi-National Corporation (MNC) and Small Medium Enterprise (SMEs). The study is a descriptive survey study, which also applied the quantitative method. The instrument utilized was a set of questionnaire, which was analysed using the IBM SPSS Statistics version 20.0. The perspective of employers and NDTS-graduate employees was also evaluated to determine their scale of recognition on productivity, work quality and program implementation, and also the SLDN graduates themselves. The overall findings substantiate that employers and employees had a positive perception towards the marketability of NDTS graduates in the industry. This shows that employers, especially those from the SMEs were supportive of the implementation of the programme to produce competent and competitive workers for the industry.

Kompetensi Pembimbing dalam Sistem Latihan Kemahiran Dua Hala: Satu Sorotan Literatur

National Dual Training System (NDTS) implementation in Malaysia was designed to produce highly skilled and knowledgeable K-workers, equipped with the social skills and learning methodologies. Research used documentation as data collection methods and data was analysed using historical, inductive and deductive reasoning method. The Ninth Malaysia Plan has stated four challenges which need to be addressed in developing the Technical and Vocational Education Training (TVET) sector. One of the issues is competency gaps among instructors. Based on the issue, the research objective is to identify the competency levels among instructors of NDTS. There are three aspects need to be applied by instructors during their teaching and learning session which include (1) technical skills, (2) knowledge, and (3) behaviour. This research is further into assessment as the platform to measure competency quality among the instructors of NDTS. The result showed that, the assessment based competency is able to improve the competency levels among the instructors of NDTS.

Industry Involvement Conceptual Framework for Collaboration of National Dual Training Systems (NDTS) in Malaysia

The issue of industry involvement in skills training programs since the 1950s has shown the level of industry involvement is still low in Malaysia. The government's efforts to involve high finance allocation in encouraging industry involvement also did not show good results. In 9th Malaysia Plan (2005-2010), the Economic Planning Unit (EPU) is targeting 6,300 industries to engage in National Dual Training System (NDTS) program. However, data from NDTS Q-Fact showed that until the end of the 2010, only 1,028 industries involved. In fact, until the end of the 10th Malaysia Plan in 2015, only 3,775 industries involved. This article proposed the framework for industry involvement collaboration of the NDTS programme in Malaysia. The method used in this article is a systematic review that takes previous studies on industry involvement in skills training collaboration into consideration. The framework built based on the organisation factors that influence the involvement of industry that described in these three variables: organisational governance, organisational motivation, organisational behaviour. Construct for each variable will be explained to see its relations with industrial involvement in the aspect of collaboration. Key findings from this study will form a strategic indicator of industrial involvement in implementation of NDTS programme in Malaysia.

The Development of Work-Process-Orientation Training Material for National Dual Training System (NDTS) Implementation

The Development of Work-Process-Orientation Training Material for National Dual Training System (NDTS) Implementation

Revealed Knowledge Integration in National Dual Training System (NDTS): Philosophy, Issues, and Challenges

The purpose of this study is to examine the implementation of National Dual Training System (NDTS) in Malaysian Technical and Vocational Education and Training (TVET) System. The establishment of National Philosophy of Education (NPE) is solid evidence that Malaysia is committed to develop potentials of individuals in a holistic and integrated manner, based on a firm belief in and devotion to God. Individuals who are intellectually, spiritually, emotionally, and physically balanced are said to be the ultimate goal of education in this country. In the context of Malaysian TVET System especially in the aspect of skills training system, the official implementation of NDTS started in 2005 has been seen as the most potential system to develop the excellent quality of human capital in this country. The main outcome of this program is to produce Holistic K-Workers who have the integration of Technical Competence, Human and Social Competence, and Learning and Methodological Competence. These Holistic K-Workers are then expected to contribute efficiently towards the transformation of Malaysia to become high income country by 2020. However, some issues and challenges surface in the context of individuals’ potential development which is the development of individual as workforces in economic model and the development of individual as human itself in Islamic model. Therefore, this article aims to examine the current approach used in NDTS and henceforward to evaluate the potential for Revealed Knowledge Integration to be applied into the current approach of NDTS. The study found that even though the concept of Revealed Knowledge Integration is well-known especially by the policy makers and the society of TVET in Malaysia, the aspect of implementation of this kind of spiritual approach is not well-practice enough to fulfil the requirement of holistic development of individuals’ potential as stated in NPE.

Gap of Proficiency for Skilled Workers and Employer Needs Towards Non-technical Skills for Electronic Sector in Klang Valley, Malaysia

Abstract This paper focuses on the gap of proficiency for skilled workers and employer needs towards Non-technical Skills for electronics sector in Klang Valley, Malaysia. This research is a quantitative research that uses a survey as the medium. There are seven elements in Non-technical Skills which are; communication skills, creative thinking and problem solving skills, information management skills, leadership and organizational skills, teamwork skills, work attitudes, and personal traits and self-management skills. Mean for all Non-technical Skills proficiency on skilled workers and the Non-technical Skills needed by the employer for their workers is used in this study. Radar chart is used to present the data and T-test is used to analyze the data. Findings from the T-test show that there is a significant gap between all Non-technical Skills proficiency on skilled workers and the Non-technical Skills needed by employer for their workers for electronics sector in Klang Valley, Malaysia. So we can conclude that the skilled workers do not fulfil the needs from employers towards Non-technical Skills proficiency. From this research, we suggest that the company should provide trainings which focus on enhancing the Non-technical Skills for skilled workers in the industry by using the National Dual Training System (NDTS).

An Employer Survey on Industrial Sector Involvement in Malaysian National Dual Training System

The main purpose of this survey is to get industrial employers’ feedback on the reasons for their lack of involvement in National Dual Training System (NDTS) organized by the Department of Skills Development, Ministry of Human Resources Malaysia. Industrial employers’ involvement and support is very important in ensuring NDTS implementation success. Therefore, it is very critical to identify factors and barriers that hinder industrial sectors from participating in NDTS program. A survey questionnaire was developed to act as a data collection instrument. Survey questionnaire was sent to 5,000 companies comprising of multinationals, small and medium-sized industries. However, only 509 companies returned the completed questionnaires giving a low response rate of 10.18%. Survey results revealed the following factors hinders industrial sectors from participating in NDTS program; they are: training culture, organizational structure, financial and physical resources, policies, NDTS awareness, employer’s commitment and technological factors. In addition, survey result showed respondents companies have good training culture; however, they tend to focus on-the-job training. Majority of respondents did not participate in the NDTS because they were not aware about its existence and no information or publicity materials made available to them. Therefore, the authors strongly suggest the Department of Skills Development, Ministry of Human Resources Malaysia to enhance their promotion and publicity campaign on NDTS program to industrial sectors.

A National Survey on Dual Training System Implementation in Malaysian Industry

This paper presents the findings from a national survey conducted in Malaysia with respect to National Dual Training System (NDTS) and industry involvement in the program. The NDTS was launched in 2005; it is organized by the Department of Skills Development, Ministry of Human Resources Malaysia. To be successful in its implementation, NTDS requires full support and involvement from industrial and manufacturing sectors. The survey has two major objectives: first, to identify major factors; and second, the barriers that hinder industrial and manufacturing sectors from participating in the NDTS program. A set of survey questionnaire was developed as data collection instrument. Survey questionnaire was sent to 5,000 companies comprising of multinationals, small and medium-sized industries. A total of 509 companies returned the completed questionnaires; giving a low response rate of 10.18%. The survey results shows major factors and barriers that hinder industries and manufacturing sectors from participating in the NTDS comprise of training culture, organizational structure, resources, policies, and awareness about NDTS. It was found from the survey, a high majority of respondents did not participate in the NDTS because they were not aware about its existence and no information or publicity materials made available to them. Therefore, it is recommended that the Department of Skills Development, Ministry of Human Resources Malaysia to provide more information and publicity to the industrial and manufacturing sectors with respect to the NDTS program.

The Emerging Roles of Coaches in the Malaysian Dual Training System

This paper discusses the new task of industry personnel as coaches in the National Dual Training System (NDTS), a newly introduced training initiative for producing k-workers in Malaysia. The decision to introduce this initiative was made by the Malaysian Cabinet on the 19th May 2004 with the hope that it will resolve the issue of skilled workers being produced, but not meeting the needs of the industry. The initiative began in 2005 for four skill sets, i.e., manufacturing tools (tool and dies), automatic control process, automotive mechanics and plant operations. In this new system, the industry plays an important role to ensure 70 percent of the training is carried out at the workplace and the rest 30 percent of the training will be carried out at the training institution premises. After completion of the four semester program, apprentices are awarded the NDTS k-Worker Certificate. Since the industry personnel plays a greater role than before through the newly introduced system, the understanding of new tasks of industry personnel as coaches to the apprentices is explored. The analysis of literature shows that different levels of personnel, i.e., executive, supervisory and senior technician require different skill sets in carrying out the coaching tasks. Based on this requirement, therefore, the potential enhancement programs required to equip these personnel with necessary skills can be developed.