designing teaching, learning and assessment resources to support workplace learning march 24, 2010...
TRANSCRIPT
Designing teaching, Learning and Assessment Resources to Support Workplace Learning
March 24, 2010Matsubara Nobuo
Ministry of Health, Labour and Welfare Overseas Cooperation Division
Human Resources Development Bureau
A Model of Human Resources Development at Workplace
SupervisorSupervisor
SeniorSenior
Junior fellowJunior fellow
Supervisor
Junior Staff
Senior
Junior
Develop, and Evaluate!
Develop, and Evaluate!
Learn, and use them for fostering others!
Learn, and use them for fostering others!
TrainerTrainer
TraineeTrainee
Break inBreak in
TrainerTrainer
WorkerFellowFellow
Learning, ExperienceLearning, Experience
Self-EnlightenmentSelf-Enlightenment
FosterFoster
FosterFoster
Small Group Activity Methods are widely used for Workplace
learning!
Small Group Activity Methods are widely used for Workplace
learning!
N.MATSUBARAN.MATSUBARA
Skill Development Cycle in Workplace(PDCA Management)
Compliant Skill Standards correspond to Job Grade(Targets for Cultivation)
Compliant Skill Standards correspond to Job Grade(Targets for Cultivation)
Job/Skill Profile by GradeJob/Skill Profile by Grade
P:
Skill Upgrade linked with Evaluation Systems Skill Upgrade linked with Evaluation Systems
Upgrade Aquired Skill
linked with Evaluation Systems
Upgrade Aquired Skill
linked with Evaluation Systems
Assessment
Additional Lead
Skill Management(CurrentSkill/Performance)
Skill Gap ゚
( D )
( C )(A)
In-Plant Skill test
Skill Training
achievement verification
Knowledge-type ET
Assessment
A:
C:
Planed VET
Skill Management
Current Level = Expected
TrainingNeeds ゙
D:
( P )
N.MATSUBARAN.MATSUBARA
Case B: Electrical goods wholesale Company
SD Support OJTOff- JT
Source: Recruit information on the Web site of this company
Prospective Employee
General Job
Supervising Job (A.M.)
Instruction Job (Chief)
Managing Job (M.)
Prospective Employee Training
Newly Employee Training
Chief Class Employee Training
A. Manager Crass Training
Manager Class Training
Pro
mo
tio
n f
or
acq
uir
ing
Qu
alif
icat
ion
Co
rres
po
nd
ence
Ed
uc
atio
n
Tra
inin
g f
or
Pra
cti
cal
wo
rk (
Dep
.)
Inst
ruct
ion
th
rou
gh
wo
rk (
Dep
.)
Ass
ign
men
t, J
ob
Ro
tati
on
Stratified Training T. based on Job function
Job
fu
nct
ion
Tra
inin
g b
ased
on
Dep
artm
ent
Saf
ety
Dri
vin
g T
rain
ing
Tra
inin
g f
or
Mer
chan
dis
ing
Tra
inin
g f
or
Sal
es
an
d M
arke
tin
g
Development, Prototype, Machinery &Tools, Maintenance Division
Production Division
Basic Technical Skill Training for young workers ( wide range of knowledge, skills and attitude )
Electronics & IT, Device controlMachine Equipment, MachineProcessing, Test & Experiment
Top Level (Assembling)Advanced Level (PLC, oil pressure..) Intermediate L. (air pressure, sensor..)
In-house Technical Skill Training System
Fostering advanced intelligence skilled workers who can deal with the technology and skills innovation
Fostering operators who can maximize capacity of the facilities
Advanced Technical Skill Training Operator Training
Source: Brochure of Company Profile
Relationship between TVET Centers and Labor Market
8
Labor Market
Ability Training
Collaboration with Hello Work
SeminaremployeesLevel Level
upup
School
College
Job-seekers
N.MATSUBARAN.MATSUBARA
Promotion of the Practical HRD System
OJT trainingIn the company (with salary)
Training in theVET institution
Company which hopes to foster young workers
Interview and recruitment
Approval of training implementation planby Minister of MHLW
Implementation of training according to the approved plan
6 months ~ 2 years
Skills EvaluationSkills Evaluation
Secure core skilled workers at the workplace
10
Private sector
TVET Centers (TVET Centers ( EHDO )EHDO )
Linkage between Private sector and EHDOEHDO
⑩Trace of placement, Questionnaires ⑦Seminar for
employees, Questionnaires
①Survey for enterprise
③ Committee for Review of model training curricula
⑤Trade Skill Tests
Selection of training
fields, Curriculum Survey of training
needs
Implementation
of training Survey of trainee’s
placement
⑥OJT (Dual System)②②Support for Support for
Enterprises to Enterprises to
improve improve
Employment Employment
ManagementManagement
④Regional Council for promotion of human resources training
⑧Product Planning
⑪Support for Start-up Businesses
⑨Outsourced training
N.MATSUBARAN.MATSUBARA
○ Understanding of Training needs, Design curriculum , Setup course ・ Needs understanding by a questionnaire and hearing research ・ Analysis of needs by the PPM ( Product portfolio management ) method ・ Setup training course responds to the needs that utilizes the Training Plan Operation Meeting
○ Implementation of effective training ・ Training with important point of curriculum(input seeds) ・ Implementation training focuses on acquirement of trainee
○ Evaluation of effect and understanding of point of issue ・ Understanding of training acquirement grade of trainee ・ Understanding training effect and point of issue at training center of trainee
○ Revision of curriculum, training course ・ Based on point of issue(lack of technology, skill etc.),understanding of needs such an adding, change course, and reversion of curriculum course
P
A
C
D
PDCA PROSESS for TRAINING(RE-TRAINING)
Approach
Training Course is conducted a review every year by the PDCA cycle ( plan-do-check-act ion cycle )
11
12Curricula Models
publicly disclose
Process for Traning Courses Changes Process for Traning Courses Changes
Training Needs in the region
・ Hearing from Job Service
Center, local governments,
schools
・ Job openings Analysis
Committee for Review of model training curricula
Survey of Human Resources needs
Survey of training needs
Review of
Implementation
Checking Outputs( job openings,placement rate, etc )
Review and
Evaluatiton
for finding
reforming
needs.
Regional Council for promotion of human resources training
・ Experts Commitee
・ Comitee with Stakeholders
HHeeaadd
CCeenntteerrss
Indicate
Hearing
Review
Fiat of
changes
detail checking
N.MATSUBARAN.MATSUBARA
13
SYSTEM UNIT training Structure
System
Unit 1
Unit 2
Unit 3
Unit 4
Unit 5
Unit 6
Standard system
System
Unit 1
Unit 2
Unit 3
Unit 4
Unit 5
Unit 6
Selectable system
System3,6 is based on regional training needs
Training Target
Achievement 1 Achievement 2
System 4 System 5 System 6System 1 System 2 System 3
job2
Task1
job1
Task2
Task3
work
6 months training
N.MATSUBARAN.MATSUBARA
14
Word Definition in SYSTEM UNIT training
• System
• Unit
1. 6 “system”s are in 6 months training duration.
2. One group of 3 “system”s reflect one job, it means 2 jobs ( achievements ) are contained in a training course.
3. One “system” reflects one task.
4. One “system” is consisted of 6 “unit”s.
1. One “unit” is consisted of one “work” and trained within 3 days training duration (18 hours).
2. “Work” is stated based on job analysis and stated necessary skill & knowledge.
15
SYSTEM UNIT training
In case of 6 months Training
1 Curriculum development based on job analysis and regional training needs
2 Two achievements setting for expanding scope of employable field and for adapting diversification of job in the related field.
3 Easy improvement of curriculum module configuration curriculum
16
Metal Work
Sheet metal welding
Factory Automation
MP controlMechanical engineering
Electrical engineering
House wiring Automation control
Technical Operation
CAD Machining
SYSTEM ・UNIT training
2 jobs in one training course within 6 months course
Course name
Job 1 Job 2
17
Training course Implementation Training management Annual training plan, Facility, Teaching materials, Course
management
Public relation Companies support, Information support
Implementation management Advertising, recruit, committee management, event
HRD Trainer training (OJT Off-JT)
Trainer’s Service
18
22
25
30
35
40
45
50
55
60
Outside Correspondingplacement support for aged trainee
Playing Manager
Tutor Coaching
Future plan designing
Young trainer training
Junior trainer Training
Middle trainer Training
Trainer Training Field ( OJT base )
Technical Field
Level 3 seminars can be carried out.
Improvement of two or more technical fieldsExpansion of a related technical field
Trainer’s Capability Trainer’s Capability ImageImage
Instructional ( Management) Field
Promotion of Instruction Proposal/Planning
Managing ProjectProject Promotion
with Instruction
Instruction
HRD Consultation, Assistance and Support
Age guideline
Newcomer training
trainer Stage Junior
trainer
Middle trainer Senior trainerTraining period
Instruction
leaning
Seeds探し
Catch-up EstablishmentExpansion of level 3 seminar
OJT Follow
without Instruction
LHRDS Outline• LHRDS is a guideline to clarify the skills required for work,• and to offer systematic step-by-step education and training according to the goals of skill development.
• Job analysis data is very important.
• LHRDS is useful and effective for private sector HRD and VT institution to implement training
course.
Presenting Draft LHRDS ・ Format 1 ・ Format 2,3,4 ( Skill map ) ・ Format 5,6,7 ( Training map )
1
Company association
Company supporting image using“LHRDS”
Creating their own LHRDS ( setup Committee ) ・ Format 1 ・ Format 2~4( Skill map ) ・ Format 5~7( Training map ) ・ Training course design ・ Trainee Recruiting ・ Advertising ・ Training Course
SKILL Map and Trainning Map Creation
Supporting
2
Creating Company LHRDS( Specified Industry and Job ) ・ Format 1 ・ Format 2,3,4( Skill Map ) ・ Format 5,6,7( Training Map )
Creating Drafting LHRDS( Success PRO. MODEL ) ・ Format 1 , 2 ~4 ( Skill map ) ・ Format 5~7 ( Training map )
3
Member Company
DispatchEmployee
EHDO
DispatchEmployee
Analyze
details of
assignments
and work
Create a
skill map
Judge
working
skills
Establish the
goals of skill
development
Create a
training map
Conduct
education and
training courses
Data baseJOB analysis
●OJT●Off-JT●SD
Clarification of assignments skills goals HRD implementation
The HRD Supporting Tools Success Pro. based on the “LHRDS”
Copyright © EHDO All rights reserved
Data baseTraining course
Success Pro.: Skill-Up Chart Creating & Editing Support System for PROfessional
The Lifelong Human Resources Development System (LHRDS)presents in stages the development and improvement of workers’ skills based on the basic philosophy of the Human Resources Development Law.LHRDS is a guideline to clarify the skills required for work, and to offer systematic step-by-step education and training according to the goals of skill development.
What is the concept of ''LHRDS''?Basic philosophy of the Human Resources
Development Promotion Law L H R D S
The development and improvement of human
resources,
1.increases the adaptability of workers to
changes in the industrial structure, the
rapid progress of technology, and other
economic environments, and
2. must be implemented systematically and
incrementally throughout the working
period of individual workers, while
considering the ''employment-life design of
workers. ''
Based on the basic philosophy shown on the
left, LHRDS systematically and incrementally,
1. realizes the skills required to perform the
duties of industries, organizations, and
corporations, and
2. human resources development to acquire
the skills for workers to perform specific
duties.
Copyright © EHDO All rights reserved
Improve working skills
What is the flow of HRD based on the
''LHRDS''?Analyze details of assignments and work
Create a skill map
evaluation working skills
Establish the goals of skill development
Create a training map
Conduct education and training
HRD( Human Resources Development )
assignments
skills
goals
Clarification of
flow Detailed flow
Copyright © EHDO All rights reserved
What are the advantages of HRD using the "LHRDS"?
The LHRDS can be utilized to establish a framework for HRD based on the social and economic situations surrounding companies.
Upon establishing a suitable LHRDS which meets the needs of each company, based on the flow of HRD mentioned in Point 2, companies can successfully execute a HRD process and the following are the advantages ;
* Develop human resources systematically and effectively.
* Construct the concept for systematic step-by-step HRD.
* Clarify skills possessed or required by organizations and companies.
* Make future goal settings easy, as the evaluation of each employee is possible.
* Clarify the achievement of HRD.
* Clarify career formation.
* Develop human resources that meet set goals and personnel allocations.
Copyright © EHDO All rights reserved
What is the structure of the ''LHRDS"? Consisting of ''Skill Map'' and ''Training Map''LHRDS
Skill Map
Training Map
Systematically and incrementally shows the skills required to perform work and assignments.
Creates an ideal Skill Map that meets the work details of organizations and companies for the evaluation of workers’ skills.
Clarifies the goals of HRD based on the skills required to perform work and assignments, and summarizes education and training systematically and incrementally according to these goals. Can also be used for HRD based on the Skill Map.
Copyright © EHDO All rights reserved
Sample of the "LHRDS''
EHDO assists organizations and corporations to create LHRDS based on the details explained below.
In addition, EHDO offers education and training based on that system at Public HRD institutions.Point 5 shows a sample of the LHRDS( Format 1 ~ 7).
* With the aid of a computer LHRDS can easily be created.
LHRDS Skill Map
Training Map
Skill Map based on work dutySystematically and incrementally shows the skills required to work.
Details of the skill factors for each work dutyShows the required skills and operations consisting of skills.
Contents of the Details of the Skill factors for each work dutyShows the knowledge, skills and technology to conduct operations.
Training mapShows the entire picture of education and training required for HRD.
Training map for each goalShows specific education and training courses according to the goals of skill development.
CurriculumShows the curriculumfor each education andtraining Course.
Copyright © EHDO All rights reserved
L H R D S SClassification Flow of skill development (human resources)
StandardizationSharing
Actual useGoal setting
SkillMap
Skilldevelopment
needs
Training
Map
Implementationof
training
Division
Accounting
Sales
Parts design
L1 L2 L3 L4
SKILL
MAP
TRAINING
MAP
Skill developmentclassification
Basicprofessional Professional Sophisticated
ProfessionalSophisticated com-
plex integrated
Based onskill
Based onPosition
in theworking
place
Based onassignment
Level of job Difficulties, ImportanceDegree of responsibility
Type of jobBased on divisionBased on duties
Format 1
Skill Map
Training Map
Level of trainingDifficulties, Latest technologies
Type of trainingBased on technical
field
Format 2
Format 3
Format 4
Format 5
Format 6
Format 7
Structure of the ''LHRDS"
Copyright © EHDO All rights reserved
Engi neeri ng
el ectroni cs equi pment el ectroni cs ci rcui tdesi gn anal og ci rcui t overal l desi gn
di screte ci rcui t
di gi tal ci rcui t
pri nted board
measurement
i nput/output ci rcui t
i nspecti on measuri ng and test bacsi c test materi al measuri ngassessment i mage processi on
materi al measuri ngand test
machi ne measuri ngassessment
machi ne measuri ngand test
el ectri cal measuri ngassessment
el ectri cal measuri ngand test
nondestructi ve testassessment
measuri ng tool management
L4 l evel j obdepartment L1 L2 L3
Format 2LevelDepartment,
Section
Task 1Task 1
Task 2Task 2 Skill map
Task3Task3
Task4Task4
Job
Engi neeri ngel ectroni csequi pment
el ectroni cs ci rcui tdesi gn anal og ci rcui t overal l desi gn
ci ucui t desi gn overal l
anal og ci rcui t ( rect i fi er)
i nspecti on measuri ng and test bacsi c test materi al measuri ngassessment i mage processi on
preparat i on materi al measuri ngassessment
i mage processi ng
materi al measuri ng andtest
machi ne measuri ngassessment
preparat i on di mensi ons assessment
sol i di ty test roughness assessment
strength test three-D assessment
L4 l evel j obdepartment L1 L2 L3
anal og ci rcui t (partssel ect i on)
anal og ci rcui t (Tr basi cci rcui t)
anal og ci rcui t (OP amp)
anal og I C ci rcui t (OPamp)
Format 3
Task1Task1
Task2Task2
Department, Section
Work 1Work 1
Work 2Work 2
WorksWorks
Skill map
Task3Task3
WorkWork
Level L1
1 . preparation Skil l 1 . be abl e to test materi al qual i ty
2 . be abl e to anal i ze component
3 . be abl e to measure remai ni ng stress
4 . be abl e to anal i ze f requency of vi brati on and noi se
5 . be abl e to measure l ength usi ng sl i de gauge, mi crometer cal i per
6 . be abl e to test and assecement PT
2 . solidity test Knowledge 1 . know about composi ti on and qual i ty of metal
2 . know about composi ti on test usi ng metal oscope
3 . know about assesment method of metal
Skil l 1 . be abl e to test Bri nel l hardness, Vi ckers hardness
3 . strength test Knowledge 1 . know about types and feature of mechani cal measurment
Skil l 1 . be abl e to test tensi on and bendi ng
2 . be abl e to test i mpact resi stance
3 . be abl e to test fati gue
SECTION
TASK
Work
measuri ng and test
materi al measuri ng and test
subj ects
Format 4
Task 2Task 2 level
Work 1Work 1
Work 2Work 2
Necessary Knowledge
Necessary skill
Department, Division, section
Work 3Work 3
Sec. Task Training target
L1 L2 L3 L4
図面の見方
(職能別)
high precision machining
様式6○○製造業
旋盤 (1)
旋盤 (2)
旋盤 (3)
旋盤 (4)
旋盤応用 (1)
旋盤応用 (2)
切削工具管理 先端切削技術 新素材加工精密切削加工
旋盤のエキスパート
Manufacture
Lathe
Outer diameter machining
Setting training target based on working factor
Setting training target based on working factor
Training course name Training course name
Training target
Format 6
Training map structure
Division & Section
Training map
Task
Level
Setting training target based on specified purpose
Setting training target based on specified purpose
training course :drawing, Lathe operation, CAD, tooling, new materials
Copyright © EHDO All rights reserved
Job analysis Database
Based on industry Classification in Japan
ConstructionConstruction Work,General including Public and Private Construction Work
Building WorkCivil Engineering WorkPaving WorkGardening Work
Construction Work by Occupation,except Equipment Installation WorkInterior Finish WorkCarpentry WorkForm WorkScaffolding WorkConcrete WorkSteel-frame and Steel Reinforcement WorkPainting Work
Equipment Installation WorkGeneral Piping WorkElectric WorkTelecommunication Work and Signal System Work
ManufacturingPublishing,Printing and Allied Industries
Printing IndustriesManufacture of Plastic Products
Plastic ProductsManufacture of Fabricated Metal Products
Cutlery and HardwarePlumbers SuppliesFabricated Constructional and Architetural Metal Products
EHDO has collected 23 industry classification analysis model data in database according to employee’s population since 2001.
Copyright © EHDO All rights reserved
Metal Machine Parts and Tooling ProductsStamped and Pressed Metal ProductsMetal Coating, Engraving and Heat TreatingCoating Metal Products
Manufacture of General MachineryMachinery and Equipment for ConstructionAgricultural Machinery and EquipmentMetal Working Machinery
Manufacture of Electrical Machinery,Equipment and SuppliesElectric AppliancesCommunication Equipment and Related ProductsElectronic Parts and Devices
Manufacture of Transportation EquipmentMotor Vehicle PartsRailroad Car Parts
Manufacture of Precision Instruments and MachineryMeasuring Instruments, Analytical Instruments and Testing Machines
Wholesale and Retail Trade, Eating and Drinking PlacesWholesale Trade, General Merchandise
Wholesale Trade, General MerchandiseServices
Information Services and ResearchComputer Programming and Other Software Services
Professional Services, Not Elsewhere ClassifiedEngineering and Architectural Services
Miscellaneous Business ServicesBuilding Maintenance ServicesNon-destructive Testing Services
Job analysis Database (2)
DatabaseJOB analysis
Job analysis data collected from central company
associations (including industrial associations)
data has all tasks, works and their necessary knowledge & skills required by JOB (duties) of company
from format 1 to format 4 data Effective & important for
company Human Resource DevelopmentVT institution for implement training course.