Understanding the W kf Skill Q lifi ti Workforce Skills Qualifications

(WSQ) Framework( Q)

Tony Tan Keng Hong o y a e g o g

WSQ Framework is developed byWSQ Framework is developed byWorkforce Development Agency (WDA)aims to provide a comprehensiveaims to provide a comprehensiveContinuing Education and Training(CET) for the local workforce(CET) for the local workforce.

We shall use ‘Staff tailor service todifferent hotel guest’ as the case studydifferent hotel guest as the case study

for the presentation.

The 4M FrameworkThe 4M Framework(a)Move Into: New employees joined(b)M U C P i P th (b)Move Up: Career Progression Path

e.g. Matthew Emmanuel (c)Move Between: different jobs scope

e.g. Matthew Emmanuel trained in 3 areas

(d)Move Across: work in another ( )hospitality industry but related skill-sets

WSQ Principles

Accessibility Authoritymodular & flexibleWSQ in-house

Progression– career pathRelevancetraining

OJT

p

Australian Qualification Framework(AQF)

AQF i ifi d f i lAQF is a unified system of nationalqualifications including schools, vocational

T i i (TAFE hi h i i l Training (TAFEs which is equivalent toSingapore’s ITE and polytechnic) and

i itiuniversities.

Industry led Client focusedIndustry-ledNational

Client-focusedVersatile

Australian Qualification Framework(AQF)

Think Aloud

A unified system from post-secondary,

Think Aloud

tertiary or vocation training

Recognition of prior learning Recognition of prior learning(credit transfer points)

Industry-led

From HR Perspective

Competency Profiling S l ti f it bl did t Selection of suitable candidate Identification of Performance Gaps Training & Development: Training & Development:

Identify Training Needs (TNA) Career Progression Path, Salary Gradeg , y Identify the Learning Outcomes Instructional and Assessment strategies

Evaluate whether training is effective Performance Review

Think AloudThink Aloud

Refer to the ‘Staff tailor service todifferent hotel guest’.ff g

Training & Development: Training & Development: Identify Training Needs Career Progression Path, Salary GradeCa ee og ess o at , Sa a y G ade Identify the Learning Outcomes Instructional and Assessment strategies

Challenges faced by WSQ or ESSChallenges faced by WSQ or ESS

Higher educated local workforceg e educated oca o o ce

More foreign workers & PMEs

New growth industries

Figure 3: Educational Attainment ofResident Labour Force 1999 and 2010Resident Labour Force 1999 and 2010

(pg. 16)

Also see: Teaching know-how (19/1 ST)

Challenges Ahead gVocational Training 1.0 & 2.0

VsVs3.0

Re‐branding the term ‘vocational’‐ In recent years, MOE revamp tertiary education 

bi li d Isystem e.g. bigger centralized ITE  Inject critical thinking skills l d ll b i l d Closer Industry Collaboration or lead Digitization or e‐learning mode

Define CompetenceDefine CompetenceA system of minimum standards or is

demonstrated by performance and outputs demonstrated by performance and outputs

Technical Competence- able to operate cleaning

machineKnowledge, skills &abilities for the jobmachine

f i l

Individual Competence

- responsibleti t d

Methodical Competence

- Takei t tiProfessional

Action Competency

- motivated- hardworking

instruction- Work

experience

Social CompetenceDo not pre judge cleaner- Do not pre-judge cleaner

job as blue-collar or no valuejob.

Challenges Ahead: vocational training 3.0