The document discusses Malaysia's efforts to upskill its workforce through the Human Resources Development Fund (HRDF). Some key points: 1) HRDF aims to increase the percentage of Malaysia's skilled workforce from 30% to 33% by 2015 and upskill 1.13 million workers by 2020 in order to better prepare workers for an evolving economic environment. 2) In 2013, HRDF will provide 110% reimbursement for upskilling, reskilling and cross-skilling trainings to encourage employers to invest in developing their employees' skills. 3) HRDF is working with universities and institutions both within Malaysia and abroad to provide a variety of technical and leadership training programs to facilitate upskilling at

1. Advertorial
SME News JANUARY 12 - JANUARY 25, 2013 13
By Liyana Syazwani
I
n the context of the labour force, up-
skilling in general refers to professional
upgrading in which employees need
to undertake to continue operating ef-
fectively in their roles. Technologies and
techniques are constantly evolving along
withknowledgeandunderstanding.There-
fore, organisations need to review, reflect
and alter their practices in order to deliver
effective and efficient of complete services.
The Human Capital Development’s
(HCD) Strategic Reform Initiative (SRI)
which cuts across all 12 National Key
Economic Areas (NKEAs) acts as a sup-
porter to assist in the transformation of
workforce at a workplace. This is a pursuit
by the government to secure the country’s
future via an investment on the people to
face the global and regional competitions.
The Importance
Developing a capable workforce requires a
national-scaled change if Malaysia wishes
to make the most of the opportunities
that theAsian economic expansion offers.
The chief executive officer of Human
Resources Development Fund (HRDF),
Amirnuddin Mazlan emphasised that the
current focus of HRDF is to have at least
50% of the workforce to be skilled, defined
as at least a diploma or Level 3 of Malaysia
Skills Certificate (MSC) and above. “The
present level of skilled workforce is 30%
and our target is to achieve 33% by 2015.
From today onwards up to 2020, our mis-
sion is to up-skill 1.13 million workers of
the 2.26 million workers covered under
HRDF,” Amirnuddin explained.
Amirnuddin stressed that the blame
game has to stop. Employees are hired
by employers and it is their responsibil-
ity to train their employees and HRDF or
the government are just the facilitators.
Meanwhile, greater emphasis must be
given to the process of retraining and
skills upgrading of the workforce as this
will not only increase the knowledge and
skills intensity of the workforce, but also
enhance the quality.
Hence, this will instantaneously render
Malaysia with a labour force that is both
versatileandadaptabletotheeverchanging
technological and business environment.
2013: Gearing Towards Up-skilling
the Malaysian Workforce
The Implementation
Beginning 2013, HRDF will reimburse em-
ployers110%forup-skilling,reskillingand
cross-skilling trainings that are conducted
for their workers. Amirnuddin insisted
all registered employers under HRDF
to understand the national aspirations
and rearrange their training programmes
towards these initiatives. Courses such as
team building, motivational, grooming
and other soft skill courses are considered
less favourable and would only be entitled
for 90% financial assistance. “This is the
only way to lure employers to send their
employees for up-skilling programmes,”
explained Amirnuddin.
Malaysianeedstocreatehigh-valuedpro-
fessions with greater productivity in its run
towards achieving the developed-country
status.Emphasisisnowmoreonbiotechnol-
ogy,bio-informatics,bio-mass,greentechnol-
ogy,nanotechnology,solar,reusableenergy,
waste management, energy management
and aviation to achieve the status.
The HRDF has started conducting train-
ing on biotechnology by ISIS Innovation
of Oxford and discussions are in progress
for nanotechnology training to be carried
out locally as well. More technical train-
ings are expected to be conducted in 2013,
especially the ones with international
accreditation.
Many employers do not see the need for
training when it does not involve them but
one need not go far to see what is required.
The energy saving cars are already on
Malaysian roads and the MRT are on track
for completion. These new industries are
what Malaysia needs to be specialised on.
Talents from the wire benders, weld-
ers, technicians, cement mixers, truckers,
engineers, safety and health officers and
right to the top would be needed by these
new industries.
The HRDF has introduced Recognition
of Prior Learning (RPL) scheme in col-
laboration with the Department of Skills
Development under the Ministry of Hu-
man Resources to recognise the experience
and expertise of employees that do not
have any official certification, however
owned relevant knowledge, experiences
and skills at the workplace.
The scheme aims to certify workers on
their competencies based on the MSC
framework meanwhile encouraging a
lifelong learning at the workplace. Many
employers have taken the opportunity
to up-skill their employees through this
schemeastheassessmentfeesarefullysub-
sidisedbytheHRDF.Amirnuddinadvised
employers not to think twice of the golden
opportunity as the idea of employees leav-
ing for training is a common phenomenon
and it should not be a hindrance.
Certification of skill competencies
are not only from the local authority.
Talks have started with the Chartered
Institute of Personnel and Develop-
ment (CIPD) of the UK on the certifica-
tion of HR practitioners. The HRDF has
brought Cranfield University faculty
in Malaysia including the Australian
Human Resources Institute (AHRI).
The University of Ballarat is also keen
to start its programmes in 2013. If time
is an essence, a mini MBA will also be
introduced on a pilot basis.
TheHRDFfundedtrainingprogrammes
are not only benefited by its registered
employers. Government through the Per-
formance Management & Delivery Unit
(PEMANDU) has also provided funds to
the non-registered to increase their compe-
tenciesinHRmanagement.TheHRDFhas
collaborated with Open University Malay-
sia,HELPUniversity,AsiaeUniversityand
Business Technology InnovationAustralia
todeliverpost-graduatecertificationinHR
which has benefited 135 working adults.
“In the last two years, HRDF has start-
ed Senior Management Development
Programme which does not concentrate
merely on factory floor training,” said
Amirnuddin. Having begun with the
Cambridge programme in 2011, the HRDF
now has five programmes in 2012 as a
result of collaborations with universities
in the United Kingdom, Taiwan and China
that are to deliver trainings on global
leadership. According to Amirnuddin,
these programmes are limited to only 20
to 25 people at a time – the universities are
quite particular in the selection process.
New York University and University of
Ashridge will also join the league in 2013.
The HRDF is also encouraging work-
force from all levels to continuously up-
grade their qualifications and skills to
higher levels. The ‘one-level up’ strategy
is an easy approach towards success. Non-
graduates will have the opportunity to
undergo diploma or degree programmes
Human Resources Development Fund (HRDF)
Chief Executive Officer, Amirnuddin Mazlan
PEMBANGUNAN SUMBER MANUSIA BERHAD (545143-D)
(Ministry of Human Resources, Malaysia)
Wisma HRDF, Jalan Beringin, Damansara Heights,
50490 Kuala Lumpur
Tel: (03) 2096 4800 Fax: (03) 2096 4999
www.hrdf.com.my • www.nhrc.com.my TOLL FREE LINE: 1 800 88 4800 MY HRDF
on a part-time basis either through online
or a distance learning approach.
Post-graduates studies meanwhile will
be introduced to promote participation
fromtheindustrytoco-sponsoremployees
to obtain industrial PhDs. The PhD pro-
gramme will involve job-related research
projects and training programmes with
an industrial focus, conducted together
by the company and a university. It is an
effective approach to stimulate innovation
and knowledge sharing – contributes to
a growth within organisation, creating
new knowledge and industrial-relevant
research in the country.
The Benefits
The benefits of up-skilling can be con-
cluded as follow:
- Increase the productivity
- Increase the salary of an employee
- Speed up the economic growth
- Improve staff’s efficiency
- Enhance staff’s loyalty
- Improve the organisation’s reputa-
tion through the contribution of good
output and recognisable achievements
by the employees
HRDF’s Infrastructure
Reports have indicated that the HRDF
has improved the people’s income in its
20 years of existence and will continue to
play its role in providing training paral-
lel with the change of technological and
economy. Improvements on non-human
resource development were also noted.
They have provided positive impact on
capital intensity, productivity, employ-
ment, as well as total output and value-
added. These support components are
important to ensure the success of HRDF’s
schemes towards upgrading the skills and
capabilities of workforce.
Amirnuddin also mentioned that the
Skim Bantuan Latihan (SBL) is the most
popular one under its fold. 80% out of
RM 300 million will be channelled to
this programme and the application for
financial assistance can be obtained within
24 hours. Other tributes are SBL-Khas,
PROLUS and PERLA schemes.
HRDF has recently embarked on
strengthening its ICT infrastructure
and by May 2013, its online service,
ICT2.0@HRDF will cater all the needs
of employers.
Having covered the full spectrum of the
workforce,HRDFwillcontinueworkingwith
both employers and employees as partners
inbuildingastrategicalliancetocreatebetter
future for the Malaysian workforce.