HRDF Moving Forward


The HRDF Town Hall with Employer Associations and Registered Employers

Responses to the HRDF Town Hall with Employer Associations & Registered Employers with YB M. Kula Segaran, Minister of Human Resources held on 10 November 2018 at HGH Convention Centre, Sentul, Kuala Lumpur


The HRDF Consolidated Fund

The HRDF Consolidated Fund should be maintained for up-skilling and re-skilling of local employees, particularly Small and Medium Enterprises (“SMEs”) and micro entrepreneurs with insufficient Human Resources Development (“HRD”) levy balance to support the learning and development of their employees. With the discontinuation of the HRDF Consolidated Fund, what are other source(s) of fund from the Government to train SMEs and micro-entrepreneurs?
The HRDF Consolidated Fund is maintained and will continue to be utilised to support the up-skilling and re-skilling of Malaysian employees, particularly the learning and development initiatives of Malaysia’s SMEs and the B40 group.

In this instance, only the deduction of the amount of 30 per cent of registered employers’ HRD levy towards the HRDF Consolidated Fund has been discontinued effective 15 November 2018.

In the meantime, the HRDF is harmonising our efforts with the Ministry of Human Resources (“MoHR”) and reviewing the mechanism to implement strategic human capital initiatives with improved benefits towards continuous up-skilling and re-skilling of our local workforce through the HRDF Consolidated Fund, using alternative source(s) of funding.

PSMB ACT 2001

Will the amendment of the PSMB Act 2001 take into consideration the plight(s) of the B40 group?
In reference to the PSMB Act 2001, the HRDF Governance Oversight Committee (“GOC”) has recommended that the PSMB Act 2001 to be reviewed and amended.

In this instance, HRDF will work closely in carrying out this exercise with MoHR and all our stakeholders, inclusive of the Malaysian Trades Union Congress (“MTUC”) and other relevant union(s).
The PSMB Act 2001 is supposed to govern the levy from registered employers. The HRDF uses large employers’ levy to fund for the trainings of Malaysia’s SMEs. This isn’t fair for large employers.
The deduction of the amount of 30 per cent of registered employers’ HRD levy towards the HRDF Consolidated Fund has been discontinued effective 15 November 2018.

This discontinuation has been announced to all of HRDF’s registered employers through Employers’ Circular No.7/2018 which was published on HRDF’s official website – www.hrdf.com.my – on 13 November 2018.

Pursuant to the afore mentioned discontinuation, HRDF’s registered employers can now utilised 100 per cent of their respective HRD levy from the month of November 2018 onwards for the human capital development initiatives of their local employees.
The HRDF is supposed to govern the HRD levy of registered employers and should not compete with training providers by providing Conference, Trainings and HR Consultancy.
The HRDF have and will always act responsibly towards balancing the discerning needs of all of our stakeholders which include MoHR, the Industry, HRDF registered employers and registered training providers.

As an agency under the purview of MoHR, HRDF is well-positioned to bring to scale new ideas that address acute local, regional and global human capital challenges for the benefit of all of our stakeholders.

In this instance, for the past eighteen (18) years, the HRDF Conference & Exhibition has brought together subject matter experts and practitioners from within the Industry and across Asia Pacific, with the aim to showcase Human Capital and Learning and Development best practises, particularly for the benefit of registered employers who have also been very supportive of the said event.

It is worthy to mention that HRDF also collaborates and is open to new and way-forward collaborations with all of our stakeholders, including registered Training Providers, towards adding more value to the HRDF Conference & Exhibition.

In terms of consultancy, HRDF offers a one-stop Human Resources solution particularly to Malaysia’s SMEs through the National Human Resource Centre (“NHRC”) which was established in the Year 2011.

The purpose of NHRC’s establishment is to play the role of an effective HR department, assisting HRDF-registered SME employers to effectively and efficiently utilise their HRD levy.
Which part of the PSMB Act states that the HRD Levy is the Government’s money?
It is crucial to read and interpret the PSMB Act 2001 as a whole to understand the comprehensive concept and mechanism of the HRD levy.

The HRD levy is a form of a statutory payment that is governed by the PSMB Act 2001 and failure on the part of registered and liable employers to pay the mentioned levy is an offence under the law.

Additionally, a registered employer is only entitled to receive financial assistance from HRDF if the employer fulfils specific conditions stated in Section 20 of the Act. HRDF too has been entrusted under Section 4 of the Act to determine administratively, the terms and conditions of the financial assistance rendered to an employer.

Section 25 of the Act also provides that in the event an employer fails to utilise the Fund within such period as determined by HRDF, the employer loses his eligibility to receive any financial assistance or other benefits from HRDF.

Findings Of The HRDF Governance Oversight Committee

What actions were taken against the previous HRDF Chief Executive over the alleged misappropriation of RM300 million of the HRDF funds?
A couple of police reports have been lodged involving the abuse of funds at the HRDF, as announced to members of the media by the Minister of Human Resources, after the HRDF’s Town Hall with Employer Associations and Registered Employers on 10 November 2018 at the HGH Convention Centre, Sentul, Kuala Lumpur.

In view that these matters are currently being investigated by the relevant authorities, HRDF is unable to divulge these because this would be defamatory.

However, HRDF assures all our stakeholders that both civil and criminal actions will be taken, if necessary, upon the completion of the mentioned investigation(s).
When will the segregation of the HRD Fund and the Corporation be made effective?
In view that HRDF and the relevant auditors would need to prioritise the objectives of the HRD Fund and the Corporation, particularly to encourage excellent governance and management, reduce our exposure to risks, and ensure proper financial reporting, this exercise will be conducted within a guided time-frame and completed in the Year 2019.

Training Programmes & Training Providers

What are HRDF’s plan towards supporting freelancers and contract employees in view that more companies are engaging freelance and contract employees?
The HRDF has been entrusted by the Government to administer and manage the HRD levy of registered and liable employers for the purpose of training, retraining and skills’ upgrading of their local workforce.

The PSMB Act 2001 covers employers in the private sector; from sixty-three (63) sub-sectors within the Manufacturing, Services, and Mining and Quarrying sectors which employ a minimum of ten (10) full-time local employees.

Nevertheless, the HRDF will be looking into this suggestion; as per the recommendation by the HRDF GOC.
What are HRDF’s strategies to support private universities and colleges to further enhance Malaysia’s ability to produce talented Malaysian graduates?
HRDF is seeking to establish greater synergy between the Industry and the private and public institutions of higher learning so we are able to produce industry relevant local graduates and in-service workforce development programmes.
What is the way forward for grant applications for programmes under the HRDF’s Strategic Initiatives?
The strategic initiatives under the HRDF Consolidated Fund were suspended with effect from 12 June 2018.More recently, the deduction of the amount of 30 per cent of registered employers’ HRD levy towards the HRDF Consolidated Fund (which was used to implement the HRDF’s strategic initiatives) was discontinued effective 15 November 2018.

Nevertheless, the HRDF Consolidated Fund is maintained and will continue to be utilised to support the up-skilling and re-skilling of Malaysian employees through revised and relevant strategic initiatives, particularly to support the learning and development initiatives of Malaysia’s SMEs and the B40 group.

Conclusively, the input and feedback from the MoHR, the Industry, Employer Associations, Training Provider Associations, and Registered Employers are invaluable to the HRDF towards improvising and enhancing the mechanisms and implementation of the revised strategic initiatives under the HRDF Consolidated Fund.
When will details of the Apprenticeship Programme and Graduate Enhancement Programme for Employability (GENERATE) be announced?
The details of both these programmes will be announced by the HRDF to all of our stakeholders in early of Year 2019.

The Apprenticeship Programme which was introduced in the Year 1996 targets school-leavers from Penilaian Menengah Rendah (“PT3”) or Sijil Pelajaran Malaysia (“SPM”); and 74 per cent of its trainees have successfully secured job placements within six (6) months of completing the programme. Meanwhile, the GENERATE which was introduced in the Year 2016, targets to equip and develop unemployed local graduates; and 98 per cent of the programme’ s trainees were employed in key economic sectors within six (6) months of completing the programme.

Both these programmes are intended to be improved from time to time in accordance to current needs of the Industry and participating registered-employers of the HRDF.
How will HRDF and MoHR plan to assess and build the quality of trainers in Malaysia?
HRDF will harmonise our efforts with MoHR to assess and build quality trainers through our revised and improved Train-the-Trainer (“TTT”) Programme, which will be announced to all our stakeholders in early Year 2019.

We are currently working towards developing the HRDF Trainers’ Competency Framework to develop professional trainers.

Potentially, the HRDF is expected to offer Continuous Professional Development (“CPD”) programmes for trainers to continuously upgrade themselves and to remain relevant to the learning and development industry. This Framework will be developed in collaboration with Employer Associations, Training Provider Associations, registered-employers, training experts, and related Government agencies and departments.

The end goal of the revised HRDF TTT programme will be to create a pool of highly competent trainers to meet the needs of the country’s human capital development.

Sectorial Training Committee

With the disbanding of the Sectorial Training Committee, how will HRDF address the needs of its registered employers?
The HRDF Sectorial Training Committee (“STC”) has not been disbanded.

On the contrary, we are refreshing the STCs with a revised Terms of Reference (“TOR”) which will include aspect of the STC’s membership composition, ensuring that the right persons with the right skills are representing the STCs.

Way forward, the HRDF is now developing the HRDF Skills’ Framework, benchmarking the success of other countries in the area of Human Capital Development.

The details of the mentioned Framework - which includes collaboration(s) with Employer Associations, Training Provider Associations, registered-employers, training experts, and related Government agencies and departments – is expected to be announced in early of the Year 2019, and will potentially replace the roles and functions of the HRDF STC.

Management Of HRDF

All contributors of HRDF should be made members of the HRDF and should be entitled to attend and vote at the HRDF Annual General Meetings (“AGM”); including being allowed to stand for election as Board members.
The establishment of the HRDF Board inclusive of its composition and functions are governed by our M&A and guided by the PSMB Act 2001.

As part of HRDF’s exercise towards reviewing the existing M&A of the HRDF Board, all employees of HRDF have been removed as members and will no longer be attending and voting at our AGMs.
How was the appointment of the new Chief Executive done and why wasn’t an official statement made on the afore-mentioned appointment?
The appointment of HRDF’s new Chief Executive was executed in accordance to the PSMB Act 2001; which provides the Minister of Human Resources with the power to elect the HRDF’s Chief Executive.

Additionally, a number of applicants were interviewed and shortlisted by the Minister of Human Resources for the said position. Conclusively, Mr. Elanjelian Venugopal was appointed as the new Chief Executive based on his qualifications and experience.

Mr. Elanjelian’s appointment as the Chief Executive of HRDF is disclosed on the HRDF’s official website - HRDF's Management List
What are the reasons for the high staff turnover rate at HRDF under the new HRDF Leadership?
A large number of recent turn-over at HRDF was due to its long-standing staff optioning for retirement and early retirement.

Additionally, approximately three (3) senior employees recently left HRDF due to their contract expiring. There are also a handful of HRDF employees who are on leave-of-absence in view of on-going investigations related to various reasons including exceeds of limits of authority.

Furthermore, the HRDF is currently restructuring our organisation structure to become more outward looking which includes right-sizing of our internal teams to meet the demands of our clients and stakeholders.

This exercise is expected to be completed by end Year 2018.

General

Why are payments delayed for trainings that have been conducted under the new HRDF Leadership?
As reported by the HRDF GOC, there are challenges with regards to governance, concerning exceeds of limits of authority, hence payments for the past approved trainings are currently being reviewed by HRDF’s Board Programme Committee; prior to being released.

HRDF assures the relevant parties that we are committed to disburse payments by the end of the Year 2018.
Once we have registered with HRDF, what are the benefits of the 1 per cent levy payment to HRDF in comparison to a company taking its own initiative(s) of sending their employees for trainings without HRDF’s financial assistance?
The HRD levy is a policy and an agenda by the Government. The purpose of the establishment of this policy is to address the issue of untrained Malaysian employees.

Through the 1 per cent levy to HRDF, employers are obliged to continuously up-skill and re-skill their local employees.

Responses to HRDF registered Training Providers Townhall Session with YB M. Kula Segaran, Minister of Human Resources, Malaysia.

On 7 June 2018, close to 600 HRDF registered Training Providers gathered for a Townhall with the Minister of Human Resources, YB M. Kula Segaran. Held at Connexion Conference & Event Centre at The Vertical, Bangsar South, Kuala Lumpur, the session was also telecast ‘live’ via Facebook & Instagram.

As committed, here are the responses to queries raised, following due governance.

Training providers (TPs) & programmes

Accreditation Of Programmes
HRDF at present, recognises all professional accreditations inclusive of Malaysian Qualifications Agency (MQA), Malaysian Occupational Skills Qualifications (MOSQ), Professional Certifications as well as Industry Certification.
Registration Issues
Before Year 2014, the cost of registration as a training provider (TP) with HRDF was RM 1,200 per year.In 2014, the amount was adjusted to RM 3,000 for three (3) years (Training Provider Circular No. 1/2014), providing savings of RM 600 over a period of three (3) years.

At present, HRDF is in the midst of reviewing the training landscape in the country to determine the needs to re-categorise registered TPs and set suitable registration fees.
Star Rating
The Star Rating criteria was developed in year 2015 together with the Education Sectorial Training Committee (STC Education).

STC Education comprises of the relevant Associations representing TPs, trainers as well as educational institutions.

This initiative was taken to ensure inclusiveness where the criteria was discussed, reviewed, validated and finalised by professionals in the field of training and education.

Based on feedback received during the Townhall, HRDF had collected views from additional TPs on the current Star Rating system. An online survey form was uploaded on the Star Rating page on the HRDF Portal where TPs could provide their assessment of the Star Rating System.

This is to ensure there is a holistic representation of the community on issues raised.

The form has been online since 18 June 2018 and as of 31 July 2018, we received 140 responses. This form will be made available until end August 2018.

Pending collation of responses received, the current Star Rating system had been put on hold effective 6 July 2018, to facilitate review of the system and address issues raised.

We have planned engagements with registered TPs as well as registered employers via a series of workshops, to review the relevancy of the Star Rating system, as well as areas for improvement.

Our aim is that we can together create a better and more holistic rating mechanism for HRDF registered TPs that will contribute towards our main aim of strengthening the economic development of Malaysia through human capital development.

The current Star Rating system assessment form, criteria and guidelines are available on HRDF Portal for all to view. These documents were previously made available only to registered TPs when they logged on to the portal.

As part of continuous improvement, a Council of Trainers will be established to provide input and guidance on learning and development matters.
Council Of Trainers
HRDF welcomes the idea to setup a Training Council and will review this suggestion. Among others, the Council will act as an advisory body to HRDF on matters concerning TPs and Trainers.
Trainers' Development
In our aspiration to elevate the quality of training / learning & development in Malaysia, HRDF has planned to develop a trainers’ development roadmap as one of its strategic initiatives in Year 2018.

In April 2018, HRDF started with the first workshop in its series to develop a Trainers Competency Framework towards professional development of trainers.

This journey involves collaborating with training associations, employers, training experts and related Government agencies.

Part of the journey will also involve offering Continuous Professional Development (CPD) programmes for trainers to continuously upgrade themselves and remain relevant to the learning and development industry.

The ultimate aim is to create a pool of highly competent trainers to meet the human capital development needs of the nation.

This matter will then be tabled to the proposed Council of Trainers for review and endorsement.
Train-The-Trainer (TTT)
TPs who wish to become HRDF TTT trainers would have to follow the current procedure.

They would first have to submit their proposed programme structure and training manual for processing to HRDF, to ensure that it is aligned with the HRDF certified trainer curriculum structure. All supporting documents must be complete.

Applications which have passed through the first stage of processing will be tabled to the Evaluation Committee. Once this Committee is satisfied with the content and the trainers’ profiles, HRDF will then invite the trainers for a mock presentation.

These trainers will be assessed in terms of knowledge, preparedness, delivery and expected outcome of the training.

Successful trainers will then be required to conduct two (2) trial runs of the 5-day TTT programme (actual training assigned by HRDF) where feedback from participants will be collected and analysed.

If the overall feedback from these two (2) sessions met the set standards, the trainer will be approved as a HRDF certified TTT trainer.

For all HRDF's organised TTT programmes, evaluation forms are handed directly to participants for immediate feedback, without interference from the trainers.

HRDF analyses all feedback given. Red flags will be raised when there are complaints lodged against TPs / trainers.

As part of continuous improvement, HRDF will implement an online evaluation process for a more objective implementation of all TTT programmes.
Categorisation
All registered TPs are entitled to participate in any programmes offered.

HRDF has started to analyse the present training landscape to determine the need for classification of registered TPs.

The findings will then be proposed to the Council of Trainers for their feedback and recommendation before being brought to the Management and Board of HRDF for further action.

Pool fund (HRDF 30 per cent Consolidated Fund)

About The Pool Fund
The HRDF 30 per cent Consolidated Fund was established in Year 2015 for HRDF to implement various strategic initiatives in line with the nation’s human capital agenda as well as industry specific requirements for Malaysian talent to move up the value chain.

However, as at 12 June 2018, HRDF has decided to temporarily suspend the implementation of various Strategic Initiatives which use this Consolidated Fund.

The temporary suspension is to enable HRDF to review the policies, procedures and implementation mechanism of the Consolidated Fund as part of improving effectiveness and transparency which will benefit all stakeholders.

Once the exercise is completed, the decision on whether to reactivate this Consolidated Fund and initiatives will be announced on our HRDF website / portal for reference
Selection Of Programmes
Under Industrial Based Certification Programme (INBASE) or Future Workers Training Programme, Employers and Employer Associations are to select programmes and submit those proposals to HRDF. HRDF then will evaluate each proposal which includes the content and relevancy of the training programmes, appointed TPs and verify the validity of the certification (as specified in each proposal).

For training programmes under Request for Proposals (RFP), TPs will propose programmes and a Technical Evaluation Committee will then evaluate the content of the programmes which includes verification of the certification proposed. Training programmes recommended by the Technical Evaluation Committee will be tabled to the Selection Committee for consideration and approval.
Industrial Based Certification Programme (INBASE)
The approval given to any Association is not based on the year of establishment of the Association. It is based on its relevancy and required outcomes by industry.

However, HRDF has decided to temporarily suspend the implementation of various Strategic Initiatives which uses the 30 per cent Consolidated Fund, as of 12 June 2018.

The temporary suspension is to enable HRDF to review the policies, procedures and implementation mechanism of the Consolidated Fund as part of improving effectiveness and transparency which will benefit all stakeholders.

Once the exercise has been completed, the decision on whether to reactivate this Consolidated Fund and initiatives will be announced on our HRDF website / portal for reference.
Request For Proposal (RFP)
There is administrative cost in preparing any RFP. HRDF has reduced the RFP processing cost from RM500 to RM300 for each submission.The selection of courses under any Request for Proposal (RFP) will go through the Tender Opening Committee (TOC), Technical Evaluation Committee (TEC); Selection Committee (SEC); and Price Evaluation Committee (PEC) prior to approval and implementation.The Technical Evaluation Committee has established more than 20 parameters which include:

Company Background
track record of the TP
capacity and capability of the Company
Technical Proposal
course content
trainer profile
Significance of Proposed Certification Course
content
target group
certification
All parameters will be evaluated based on marks received and the total score will be used as a base for recommendation of approval.
As part of continuous improvement, HRDF will publish the Evaluation Criteria sheet on the HRDF website / portal for TPs and trainers’ reference.
The Letter of Rejection will also be revised to include reason(s) for the rejection.
Additionally, a system will be installed to automate the RFP process.

RFP briefings are held to explain / clarify what is required in the official RFP dossier. The information shared using presentation decks are to elaborate on the requirements listed in the dossier.
HRDF does not allow any photos and/or videos to be taken during these briefings. This is because the content presented is only for the TPs and trainers who have purchased the RFP.

Pool fund (HRDF 30 per cent Consolidated Fund)

About The Pool Fund
The HRDF 30 per cent Consolidated Fund was established in Year 2015 for HRDF to implement various strategic initiatives in line with the nation’s human capital agenda as well as industry specific requirements for Malaysian talent to move up the value chain.

However, as at 12 June 2018, HRDF has decided to temporarily suspend the implementation of various Strategic Initiatives which use this Consolidated Fund.

The temporary suspension is to enable HRDF to review the policies, procedures and implementation mechanism of the Consolidated Fund as part of improving effectiveness and transparency which will benefit all stakeholders.

Once the exercise is completed, the decision on whether to reactivate this Consolidated Fund and initiatives will be announced on our HRDF website / portal for reference
Selection Of Programmes
Under Industrial Based Certification Programme (INBASE) or Future Workers Training Programme, Employers and Employer Associations are to select programmes and submit those proposals to HRDF. HRDF then will evaluate each proposal which includes the content and relevancy of the training programmes, appointed TPs and verify the validity of the certification (as specified in each proposal).

For training programmes under Request for Proposals (RFP), TPs will propose programmes and a Technical Evaluation Committee will then evaluate the content of the programmes which includes verification of the certification proposed. Training programmes recommended by the Technical Evaluation Committee will be tabled to the Selection Committee for consideration and approval.
Future Workers Training Programme
Allocation was made based on availability of funds under the 30 per cent Consolidated Fund.
However, HRDF has decided to temporarily suspend the implementation of various Strategic Initiatives which uses the 30 per cent Consolidated Fund, as of 12 June 2018.

The temporary suspension is to enable HRDF to review the policies, procedures and implementation mechanism of the Consolidated Fund as part of improving effectiveness and transparency which will benefit all stakeholders.

Once the exercise has been completed, the decision on whether to reactivate this Consolidated Fund and initiatives will be announced on our HRDF website / portal for reference.
Allocation
HRDF has decided to temporarily suspend the implementation of various Strategic Initiatives which uses the 30 per cent Consolidated Fund, as of 12 June 2018.

The temporary suspension is to enable HRDF to review the policies, procedures and implementation mechanism of the Consolidated Fund as part of improving effectiveness and transparency which will benefit all stakeholders.

Once the exercise has been completed, the decision on whether to reactivate this Consolidated Fund and initiatives will be announced on our HRDF website / portal for reference.
Sub-Contractor(S)
All HRDF registered TPs are eligible to participate in any HRDF’s programmes or strategic initiatives – as long as they have been appointed by HRDF registered employers or Employer Associations. They are not required to participate through any TP (main contractor) as a sub-contractor.
Selection Process / Approval Process
Training programmes meant to assist the Employers to train future workers are based on specific skills required. If intervention via training is not required, Employers may recruit directly.

There is a stringent process for approval of financial assistance to Employers under Strategic Initiatives (financed by the 30 per cent Consolidated Fund).

The process includes verification visits to Employer premises, consideration by a Selection Committee as well as price evaluation and negotiation prior to the approval of any financial assistance.

This is to ensure that the training programmes applied for will directly assist the Employers and train future workers based on specific skills required.
Definition Of “Rural” Under The Rural Accelerated Industry Skills For Employment (RAISE)
HRDF defines 'rural' according to Jabatan Perancangan Bandar dan Desa.

The RAISE Programme Guideline under paragraph 4.1 mentions that rural status of trainees will be determined based on justification of location and the socio economic status of the community.

Employers also are required to justify - in Appendix D in the RAISE Proposal Format - the reasoning behind the selection of youths from specific rural areas targeted to be trained - for HRDF’s understanding and consideration.
Outcome Assessment
Different programmes have different intended outcomes.

For the Future Worker Programme, the intended outcome focuses on employability. We have to date achieved 85 per cent - 90 per cent of job placement for our participants.
For programmes proposed by Associations, they are required to specify intended outcomes for their members.
HRDF places emphasis on the outcome achievement portion when any funding is requested.
Based on HRDF Effectiveness Study conducted by the World Bank recently, HRDF-registered companies who sent their employees for trainings registered a 3 per cent higher productivity increase compared to companies who were non-HRDF registered.

Governance

Conflict of Interest (Training Provider as HRDF Board member & Usage of Fund)
The Governance Oversight Committee (GOC) was announced on 28 June 2108.The GOC has been given the mandate to assist HRDF’s Board of Directors. It is tasked with oversight responsibilities, which include reviewing all aspects of the Board’s governance framework and ensuring it functions in an effective and efficient manner, to support the operations of HRDF. This includes matters raised as conflict of interest.

Note: Members of this GOC are:

Tan Sri Rebecca Fatima Sta Maria
Ms Fiona Soh
Mr Fahri Azzat
Mr S. Dhamodaran
Mr R. Nadeswaran

Suggestions for improvement

Coverage (Inclusion of Shared Services & Global Business Services industry under the PSMB Act 2001)
Shared Services and Outsourcing (SSO) is currently not included in the 63 subsectors listed under the First Schedule. But as part of plans to expand PSMB Act 2001, HRDF aims to cover all industries.
Foreign Workers (Impose levy on companies that employ foreign workers to train them)
Under the stipulation of PSMB Act 2001, the Fund only caters for Malaysian citizens. Any change to nationalities covered would be a policy matter requiring the Ministry of Human Resources (MoHR)’s involvement.
Unemployment Issue (Quick wins that the Ministry of Human Resources (MoHR) can address by using the services of TPs)
MoHR has several existing initiatives to address unemployment issues in the country. HRDF has training programmes that helps support those.
Industrial Revolution 4.0 (IR4.0) (Ministries acceptance of IR 4.0)
MoHR works with partners such as HRDF, TPs and trainers to upgrade skillsets of local talent. The aim is to ensure a seamless adoption of IR4.0 across companies.
Malaysia needs to produce a labour force that is equipped with the right knowledge, skills and attitude to thrive in the globalised economy where emerging new technology and digitalisation have drastically changed what is expected of the average worker.
Human Resource (HR) Agenda
‘KEMENTERIAN SUMBER MANUSIA PELAN STRATEGIK 2016-2020’ is published by MoHR and focuses on human resources development and management.
Apart from this, a Technical – Vocational Education and Training (TVET) Master plan is currently in the pipeline to provide a roadmap for the transformation of Malaysia’s TVET sector.
HR Standards For The Civil Service
This matter is to be addressed by MoHR. However, HRDF has developed the National Human Resource Standard (NHRS) for private HR practitioners which can be used as a reference.
Future Workers For Vulnerable Groups ( Channelling part of HRDF funds)
In the past, HRDF has implemented various training programmes to address the B40 group under its Future Workers Training Programme i.e. RAISE and the Apprenticeship programme. However, applications to run such programmes must be submitted by HRDF registered Employers and the training must lead to employability. That is one of the key outcomes demanded before final payment is released for the programme.
Feedback Platforms ( Avenue for TPs and trainers to come together | Townhall invitations | Legal notice from HRDF to prevent TP or trainer from attending the Townhall)
  • HRDF has compiled responses to all issues raised during the Townhall and this is now published on our website as well as our social media channels for ease of access.
  • HRDF will also share regular updates on the progress of on-going initiatives.
  • The training / learning and development community will be engaged periodically, and they are welcome to provide feedback or comments to HRDF through various social media platforms and official channels.
  • On the query about how Townhall invitations went out this time, here is some background information:
    • 1 June 2018 - HRDF was requested to arrange a Townhall between HRDF registered TPs and the newly minted Minister of Human Resources.
    • 2 June 2018 - Invitations were sent out.
    • Due to space constraints, there was an initial limitation on the numbers of attendees HRDF could cater to. However, HRDF did not turn anyone away on-site.
    • In addition, HRDF arranged for ‘live’ streaming of the entire Townhall via Facebook and Instagram. The video captured via FB Live is still available on HRDF’s FB page, with all comments displayed.
  • Note: HRDF has a wide array of communication channels to touch base with its stakeholders. This includes email, the HRDF website / portal, social media platforms as well as the HRDF mobile app. Moving forward, HRDF will ensure all events and general updates are communicated through these channels for the ease of our stakeholders.
    • There was no legal notice issued to stop anyone from attending or speaking at this Townhall.
    • However, a Letter of Demand dated 1 June 2018 was sent by HRDF in respect of a defamatory WhatsApp message which was circulated by an external party - which included mention of a press conference that was going to be held on 4 June 2018.
    • The notice demanded an apology, indemnification and undertaking to not repeat the false/defamatory allegations and to not proceed with the press conference on 4 June 2018. There was no mention of the Townhall in the notice sent.

General

Sectorial Training Committee (STC) (Value of STC)
HRDF has revised the Terms of Reference (TOR) of the Sectorial Training Committees (STC) for the Management’s approval. There are new clauses added to strengthen governance and ensure there is no conflict of interest.
Forfeited Levy
  • All forfeited levy goes into a General Reserve Account and is used to run programmes / initiatives that benefit registered Employers as a whole.
  • The proposed programmes / initiatives are tabled to the Board of Directors (BOD) for approval before being implemented.
  • The General Reserve Account and monies spent on programmes / initiatives implemented are closely monitored and reported back to Board periodically
Communication Platforms (Platform for TPs and trainers to advise on current trends and needs of manufacturers | Idea Pitching)
  • There is a suggestion for HRDF to create an online platform for TPs and trainers to pitch new ideas.
  • This would allow submission of ideas directly into a system where it will be transparently tracked and reviewed.
  • All submissions will go through an Evaluation Committee made up of HRDF registered Employers representing respective industries.
  • This is to allow industries to weigh the benefits of ideas proposed in line with their human capital development needs.

Note: This is a proposal from the floor. HRDF is to contact the company concerned to explore options

Communication At Branches
Internal communication between HRDF HQ and its branches will be reviewed and improved to address concerns raised. This will include a close-loop process that is tracked and reported internally to Management.
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YBhg. Dato’ Noor Farida Mohd Ariffin
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