Presentation on theme: "Effective Staff Training to Make a Success Mr. Patrick Pang, General Manager Qualifications Framework Secretariat Mr. Patrick Pang, General Manager Qualifications."— Presentation transcript:
Effective Staff Training to Make a Success Mr. Patrick Pang, General Manager Qualifications Framework Secretariat Mr. Patrick Pang, General Manager Qualifications Framework Secretariat
Why is QF of Value to the Watch & Clock (W&C) industry in Hong Kong? What have been done so far in the context of QF implementation in the W&C industry? How can the W&C industry can ride on QF to enhance its professionalism? Where is the Way Forward?
Global perspectives Global economic downturn European liquidity crisis Local situation Introduction of Individual Visit Scheme attracted 42 million Mainland tourists to Hong Kong in 2011; and Hong Kong reached a record high of HKD 68.9 billion worth of watch and clock exports in 2011.
Issues to be tackled: Exploring emerging markets; Development of new technologies; and Quality manpower : efficient and effective staff training is critical
Provide a platform to promote and facilitate manpower development and upgrading through life long learning; HKQF is established by HKSAR Government and formally launched in May 2008; Qualifications Framework Secretariat (QFS) is the executive arm of the Education Bureau to implement HKQF. Enhancing the competitiveness of the workforce
HKQF is a 7-level hierarchy which covers qualifications from academic, vocational and continuing education sectors; QF levels are measured against the Generic Level Descriptors (GLD) under HKQF; QF levels define the relative complexity and depth of learning outcomes required of qualifications and their associated training programmes; QF-recognised qualifications are quality assured
A new piece of legislation to underpin QF development : Accreditation of Academic and Vocational Qualifications Ordinance, Cap 592 has been fully operational w.e.f. 5 May 2008; The Ordinance empowers the Hong Kong Council for Accreditation of Academic and Vocational Qualifications (HKCAAVQ) as the Accreditation Authority and the Qualifications Register (QR) Authority; All learning programmes have to be accredited by the HKCAAVQ before they can be registered in the QR and become QF recognised (except those offered by self-accrediting institutions e.g. those UGC-funded Universities).
Primary Objectives : to foster Life Long Learning (LLL) through articulated and quality-assured multiple learning pathways; and in particular, the VET sector can leverage on QF to enhance its development and provision in terms of : - Quality Transparency Transferability Articulation Recognition Transnationalisation
Education Bureau (EDB) implements QF for the vocational sector on industry basis; It assists industries to establish Industry Training Advisory Committees (ITACs); ITACs comprise key representatives of employers, employees, trade associations, trade unions, professional bodies and relevant government bodies of the industries; So far, 18 industries, covering about 45% of total labour force, have set up ITACs; and HKQF is Industry-led
Printing & Publishing Chinese Catering Hairdressing Property Management Electrical & MechanicalServices Jewellery Information & Communications Technology Automotive Beauty Logistics Banking Import & Export Testing, Inspection & Certification Retail Insurance Elderly Care Service Manufacturing Technology (Tooling, Metals & Plastics) ITACs includes employers, employees, trade associations, workers’ unions, professional/regulatory bodies Watch and Clock
The ITAC is primarily tasked : to draw up Specification of Competency Standards (SCSs), which represents the competency requirements and outcome standards at various levels under different functional areas of an industry; To develop the Recognition of Prior Learning (RPL) mechanism for the industry; and To promote QF to various stakeholders of the industry.
Watch & Clock ITAC was established in 2004, comprising 20 members; Majority of the members come from the supporting organizations below: The Federation of HK Watch Trades & Industries Limited HK Watch Manufacturers Association Limited HK Department Stores & Commercial Staff General Union HK & Kowloon Clock & Watch Trade Workers Union
Major uses of SCS HumanResourcesDevelopment & Management e.g. in-house training, job specifications, recruitment Basis for Benchmarking e.g. Recognition of Prior Learning, benchmarking initiated by professional bodies Vocational Education & Training e.g. SCS-based courses, in-house training
Education and Training providers are encouraged to develop SCS-based Courses; Employers are also encouraged to develop SCS- based in-house training; Government subsidies in programme accreditation and SCS-based course development (QF Subsidy Scheme).
QA Manager/Engineer Assistant QA Engineer Quality Assurance Technician We work closely with industries in developing progression pathways for various job roles and positions; Education and training providers can make use of the information to produce training programmes relevant to the needs of the industries; and They also provide informed choices to young people for learning articulation and career development.
RPL mechanism gives formal recognition to the knowledge, skill and experience previously acquired by practitioners in the workplace; Experienced industry practitioners do not need to start from the scratch when they pursue further training; RPL mechanism has been launched for 7 industries; Watch and Clock industry is one of the first 3 industries which pilot-run RPL in Recognition
Employers can make use of the QF to: Design effective job descriptions and specifications for different job roles; Help to recruit right person for the job; Create a workforce development plan for your organisation; Have your internal in-house training recognised; and Assign the right person to the right job or task.
With a clear learning and progression pathway, employees are more inclined to improve their skills and knowledge; With the QF platform, employees can map out their own learning and career development plans; and Through the Recognition of Prior Learning (RPL) mechanism, experienced employees are given more opportunities to receive further education and training.
Infrastructure More ITACs and more Specification of Competency Standards (SCS) Extension of RPL to more industries Mapping out of Learning & Progression Pathways Projects on QF Credit and Award Titles Application Promoting application SCS/SGC in learning programmes Adoption of SCS/SGC in HR functions Promotion of QF, QR and QFSS Promotion of Recognition Collaboration with overseas QF authorities (e.g. EQF, SCQF, AQF)* Interface with the occupational qualifications system of the Mainland (e.g. GD-OSTA) ______________________________________________________________ *EQF: European Qualifications Framework SCQF : Scottish Credits and Qualifications Framework AQF : Australian Qualifications Framework GD-OSTA : Guangdong Occupational Skills Testing Authority
There are over 130 countries which have developed or are developing its QF or qualifications systems; Developed countries, such as the UK, Australia, Ireland, New Zealand have implemented QF for some 20 years. They have similar objective of promoting life-long learning; The establishment of the QF facilitates workforce mobility and flexibility; For employers, QF will make it easier to interpret qualifications of different regions/countries; and As a leading country for the Watch and Clock Trade in the world, Switzerland is also establishing its own QF.
Scottish Credit and Qualifications Framework - Video Case Studies - MicrosoftScottish Credit and Qualifications Framework - Video Case Studies - Microsoft
HKQF established solid relationships with overseas QF authorities and conducted a feasibility study on referencing HKQF with European Qualifications Framework (EQF); A MOU with the Scottish Credit and Qualifications Framework Partnership (SCQFP) was signed in March 2012; and A Letter of Intent with Guangdong Occupational Skill Testing Authority (OSTA) was signed in 2010 to explore the flexibility of benchmarking competency standards between HK and Mainland China.
Human capital is the single most precious resource of Hong Kong and hence continuous skills enhancement and upgrading of the workforce is crucial; Keep up with changes to face the fierce competition; Qualifications Framework (QF) is a platform to assist the society to build up a workforce that meets the ever-changing world through continuous education and training of manpower.