In-company Training for Sustainable Development :

Modular In-Plant Training (MIT) Development, and

Modern Media Development

in East Java, Indonesia

Presented by : Bambang Trisulo (Chairman of GINSI, East Java)

on The Asia-Pacific Programme of Educational Innovation for Development (APEID), UNESCO

International Conference in December 2006, in Bangkok

Introduction

This is introduced “GINSI” is “Indonesian Importers Association” as non governmental organization was established in 1956.

The Headquarter of GINSI is located in Jakarta, Indonesia which is called as National Board of Directors, whereas GINSI East Java Province is a Regional Board of Directors where the secretarial office in Surabaya, meanwhile GINSI has 9 Regional Board of Directors in respective province among 32 provinces in Indonesia.

GINSI have around 3.400 members entire Indonesia, while GINSI East Javahave around 600 members. The members are companies or enterprises who are having various core of business consisting of importers are mainly, exporters, industries, traders, container terminal, etc.

Background

The fast economic and technological development taking place in the globalize economy, rapidly requires enterprises and companies to have workforce adaptable to new requirements of qualifications.

Thus, the potential in the education and technical training areas has been widely recognized, if Indonesia is to meet its goal to become a competitive partner in a regional and globalize market.

It also includes structural adjustment and newly emerging technologies/ processes/ equipment/ materials, as well as factors such as changes in qualification demand to meet competitive market-oriented conditions and quality standards.

It is therefore increasingly apparent that enterprises and companies need to prepare their employees for greater horizontal and vertical in-company mobility by training and retraining/ skills up-grading employees for higher level of competencies and qualifications.

This requires flexible company specific training programme design in a modular form based on an action oriented approach, which will help to upgrade workers productivity, product quality and lessen labour problems.

In addition, with the tightening of the labour market and the need for training programs to continually up-grade the competencies and qualifications of employees, company-sponsored training and industry specific training in order to meet specialized demands has increased drastically in importance.

Many employers in Indonesia are recognizing the need to invest more in setting-up company specific training facilities in order to plan, develop and implement professional training and retraining as well as skill upgrading activities under an advanced in-house training delivery approach.

Overview

Particularly, in East Java province there are 6.000 industrial companies of middle to large scale, and as per observation relating to the training program for development point of view it just a few companies/enterprises conduct in-company training development, while most of the others do not still do it, if there it is only simply Job Instructions trained by supervisor to their subordinates and not professional arrangement.

Some employers who have been aware against the benefits of training development depute their staffs to attend outside training conducted by one educational institution or they call a consultant to design in modular form of which it is obviously cost for them.

It is subsequently observed the obstacles to develop in-company training such as the employers reluctant to invest in setting up the training program, or unknowingly how to set up the things. Sometime surprisingly, they are invited to participate on a workshop of Human Resources Capacity Building but they have an objection to release their staffs from their daily works for a few days.

The full participation of government is also really very important to encourage the development of in-company training functions.

Action Program

In response to the above in-company development needs, since 2004 GINSI East Java has been fully supported and financed by “InWent” Capacity Building International, Germanyto implement a joint technical assistance program to support Human Resources Capacity Building (HRCB) at both company/enterprise and training providers level in East Java Province. Because in-company training is a crucial human resources capacity building activity by taking into account a training delivery approach that is sensitive to companies actual and further training needs.

On the other side, GINSI East Java encouraged companies/enterprises to participate the program and ensure them for the benefits, whereas its partner of organizer of program is “EDUCON”as representative of InWent in Indonesia.

The first programme was started on the end of October 2004, more than 20 companies and 4 public training institutions have participated and were benefited from InWent Modular In-Plant Training (MIT) programme.

However, in order to allow more companies and enterprises from the entire East Java province to benefit from the programme, it is envisaged to establish an adequate core group of multipliers to ensure sustainability of the programme. It is therefore, planned to organize and conduct a second phase of the overall MIT programme by forming a new group of 25 participants from approximately 20 companies that have been short listed following an introductory seminar which was conducted in November 2005 in Surabaya.

Subsequently, the workshop of MIT programme for second group was started on the end of February 2006, and it is gratifyingly this group was more successful than the first one on view of enthusiasm of participants, result of the tasks, implementation on their company etc.

After completion of programme, they were given the additional workshop of Modern Media Development on the end of September 2006 and November 2006, so they have now complete knowledge to implement in-company training.

Overall Program Development Objective

The overall program objective is to supporting and encouraging the development of in-company/enterprises training functions that are demand driven through tailor made modular training.

That requires competent in-company training managers and trainers/facilitators who will have the skills, knowledge and attitude to design, develop and conduct company oriented modular training at both company/enterprise and in-plant training provider’s level.

In order to establish the required organizational framework, it is expected that large and/or technologically advanced companies and enterprises will be selected in order to become the beneficiary of this program by various action programs, that are :

a.Workshops with applied training progression.

b.Interactive training needs assessment undertakings in companies.

c.Design and production of company based modular training packages.

d.Design and application of modern learning/training delivery methods and media.

Specific Objectives

At the end of the workshop, participants will be able to :

*Carry out inter-active company based training needs assessment.

*Identify and describe training needs and requirements by using complex situation analysis (company specific functional and organizational analysis).

*Analyze and describe the main characteristics of competency-based modular approach to in-company training.

*Identify and describe the key factors and elements in in-company development functions that aim at company benefits (return on investment).

*Design demand driven modular training for both in-company and institutional training delivery.

*Develop teaching and learning aids by using modern information processing technology.

*Understand Information and Communication Technology (ICT) based concept in designing modular learning/training delivery material and media.

Development of Modular Training for In-company Training

conceived by one participating company

and implemented on MSG Industry

They have conducted Training and Development corresponds to Training Needs Assessment (TNA). But, they still doubt whether Education has accomplished in their company ???

After attending the training of MIT Development, Education can be implemented by preparing MUs for all jobs in the form of Modular Training Package so that on the time of mutation the employee has knowledge for the new job. Whereas before that, they were not equipped by necessity knowledge.

Ultimately, based on Modular In-Plant Training (MIT), EDUCATION can be interpreted as :

The process where we develop the curriculum for every Job and later on will be employee benefits on the time of mutation, rotation, or promotion to other department.

The above paradigms may not be correct, it perhaps there are still more perfect ones.

The above chart shows how the company has really committed to develop training program on which by considering Return of Investment (ROI) they have no doubt to invest for the program.

After participating workshop of Modular In-Plant Training (MIT) and obtaining training materials during February and August 2006, they subsequently arranged for the time schedule which is targeted to be implemented the system at the end of this year, except Learning Materials would be done early next year because they would still attend additional Workshop of Modern Media Development (MMD).

MMD is a part of MIT of which MMD is transferring written or verbal analysis to the “new learning materials” by means something new for this company on presenting learning materials which is more innovatively and attractively.