Professional Documents
Culture Documents
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Activity (3HRC F202A – L&D)
A new manager is starting in the organisation shortly. You have been asked to provide a written
briefing note for this new-starter so that they can gain some understanding of the organisation in
preparation for their start.
4. an analysis of a minimum of 4 external factors and their impact on the business activities
of an organisation.
6. an explanation of how these different functions work together within the organisation to
optimise performance.
7. an identification of the culture of the organisation and 2 ways this affects operations.
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1. a list of the main products and services of the organisation.
Centre for Instructor and Advanced Skill Training, better known as the Centre for
Instructor and Advanced Skill Training (CIAST) is located in Shah Alam, Selangor.
CIAST began operations in 1983 with financial assistance from the Japanese
Government under the ASEAN Human Resources Development Project and regulated
by the technical experts and management from Japan through JICA until 1991.
CIAST was fully operational under the Manpower Department, Ministry of Human
Resources began in 1991 until May 2007 before being transferred under the
management of the Department of Skill Development (DSD) in the same ministry in June
2007.
COURSE OBJECTIVES:
This training program aims to produce teachers who are skilled as the
requirements of 652 (NASDA) Standard 6 and criteria as PP / PPD.
NASDA Act:
TRAINING FRAMEWORK:
ENTRY REQUIREMENTS:
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b) Has one of the following qualifications:
EMPLOYMENT OPPORTUNITIES:
COURSE OBJECTIVES:
This training program aims to produce teachers who are skilled with Skills
Advanced Diploma (Level 5) in certain areas as needs in the 652 (NASDA).
TRAINING FRAMEWORK
DURATION OF TRAINING:
ENTRY REQUIREMENTS:
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2. (a) A pass in SPM or equivalent with a pass in Bahasa Malaysia (BM); and
EMPLOYMENT OPPORTUNITIES:
iv. SKMT3+VTO
COURSE OBJECTIVES:
This Training Program is intended to provide opportunities for graduates with the
Malaysian Skills Certificate Level 2 to study to Level 3 (in certain areas) and
become skilled instructors as the needs of the ACT 652 (NASDA).
TRAINING FRAMEWORK:
Graduates will be awarded the Malaysian Skills Certificate Level 3 and the
Malaysian Skills Certificate Level 3 VOCATIONAL TRAINING OFFICIALS from
the Department of Skill Development (DSD).
ENTRY REQUIREMENTS:
2. (a) Pass in SPM or equivalent with a pass in Bahasa Malaysia (BM) and
(b) Have at least the Malaysian Skills Certificate (SKM) Level 2 in related.
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2. an identification of the main customers.
Public Sector :
- Kolej Vokasional
- Politeknik
Private sector :
- Accredited Center
- SeGi College
- Proton
- Nottingham University
- MARA
- UniKL
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3. the purpose and goals of the organisation.
Vision
Leading organization in developing and strengthening the teaching for world class
instructors.
Mission
Objective
To produce instructors to meet the requirements for the country skills training
institutions
To improve the teaching instructors on an ongoing basis in skills and training
methodology in accordance with technological developments
To establish and implement the teaching instructor qualification and licensing
system
To enhance the skills training curriculum
To strengthen the relations and international training
To strengthen the information, communication technology infrastructure and
electronic learning systems and multimedia
To provide a conductive environment and relevant training facilities
To promote positive values, positive attitudes and a healthy culture for teaching
instructors
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4. an analysis of a minimum of 4 external factors and their impact on the business
activities of an organisation.
i. Technological Innovation
Since the “Green” campaign, CIAST take a move to refurbish the building and
landscape. Now, CIAST live with a new upgraded interior decorating and more
trees had been planted. The fresh environments build up staff mood and now the
students proud of CIAST.
In 1985 to 2002, Skills Institution in the whole Malaysia, including CIAST are own
by government. So, all the students have no choice and CIAST have no problem
to get the students. Now, 2012, there are many Skills Institutions own by private
and public sector, including High Education Ministry. CIAST have to active in their
promotion in order to get the students.
The youth today, as Generation X and Generation Y are very different compare to
the previous generation. Because of the advance social technology, the students
now not interested to be in the class, and prefer to communicate via emails or text
sms. All the notes and lecture aids need improvement especially, no more written
notes. In terms of efficient learning, this issue give impact to the lecturer and
instructors.
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5. the structure of the organisation that includes at least 4 functions.
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6. an explanation of how these different functions work together within the
organisation to optimise performance.
FINANCE UNIT
MAINTENANCE UNIT
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COMPETENCY QUALIFICATION PROGRAM (KK)
Competency Qualification Program (KK) was established in August 2007. This program
has changed its name to the Accreditation of Training Program (PTP) in March 2011 in line
with the postponement of Skill Instructor Licensing System (SPTPK). Effective on August 1,
2011, the program was changed to the original name of the Competency Qualification
Program (KK) aligned with CIAST organizational restructuring.
Function:
Function:
Function
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SkillsMalaysia Unit
Function:
Implementation of skills upgrading courses for teachers and ILKAS ILKA a short-
term courses
Implementation of skills upgrading courses for industry, coaches, trainers and Dual
Master Expert System for the program SLDN
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ELETRONIC & MULTIMEDIA LEARNING PROGRAM (PEM)
INFRASTRUCTURE UNIT
E-TRAINING UNIT
Teaching Skills Development Program (KDP), the Centre for Instructor and Advanced Skill
Training (CIAST) was established in 2008, aims to improve workers' skills of public and
private sectors.
ii) Provide rental equipment and machinery and technical advisory services to public
agencies, private industry or individuals.
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iii) To promote customized courses and modules from time to time by the following rules:
iv) Development of customized training programs for courses and modules through the
following steps:
A process for identifying employees who require training and field training required skill
level gap is required by the employee / employer.
In executing the responsibilities entrusted to the Centre for Instructor and Advanced
Skill Training (CIAST), we believe in excellence and service that is highly prudent.
There are two sections under the Skills Development Programme and the units are each
parts are as follows: -
1. Training Division
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i. Electrical and Electronics Unit
ii. Computer Unit
iii. Welding Unit
iv. Production Unit
v. Quality Assurance Unit
vi. Mechatronics Unit
vii. Telecommunications Unit
2. Management Division
Unit Objectives
b) To plan, manage and conduct courses either in the form of customized CIAST or 'in-
house.
c) Undertake studies, planning, research and development of existing and new courses are
effective and suitable for the present and meet the requirements of human resource
development.
Planning, reviewing and developing Cos, LG and LWA for curriculum development
panel based on NOSS
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TRAINING & LEARNING MATERIALS DEVELOPMENT UNIT
Planning, reviewing and developing WIM and Rock Teaching Tools approval JK
Technical Training Manual based on the training manual
Designing new courses, lectures and machine according to the needs of current
and future needs
Plan and identify the need for experts within and outside the country through
research and development
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7. an identification of the culture of the organisation and 2 ways this affects operations.
i. 5S culture
i. With 5S culture, every division work in team. So, every staff in each division became
very close, because 5S need to be implemented by team work. And the winner will
be announced monthly during the CIAST Month Assembly. Each division have to
plan and maintain their 5S culture to be winner or never lose to other division.
ii. Smile Campaign bring happiness and wellness everyday, by hanging the banner and
bunting as the reminder to smile, provoke everybody to smile. By smiling also,
bringing the friendly organisation especially, impression from the outsiders and
guests.
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8. how 3 L&D activities support the organisation’s strategy.
Rewards and Recognition programs honor both individuals and teams who go the
extra mile to service their division.
These individuals and teams, who give so much of themselves, help support CIAST
vision and mission. This recognition and rewards is challenging and fun.
Employee recognition has always been an important part of CIAST. By this activity,
employees become more engaged. Engaged employees are happy, loyal, and
productive. Everyday there is an opportunity to recognize someone for their service
without spending a lot of money. These informal rewards keep employees
motivated, engaged, and coming back for more.
Leadership is ability to develop a vision, articulate that vision for other, persuade
them to share it, and inspire them to work towards its achievement. To continuously
provide the organization with highly capable, innovative and motivated people at
each and every level, each leader must be supplied with leadership skills within the
organization.
Therefore the leadership skills should be develop from time to time to achieve the
objective. It is a compulsory for anybody involve in learning and development to
build up themselves to this skills.
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Coaching leads to improved employee performance which lead to improved
productivity. Same as leadership skills, coaching skills should be take part in any
learning and development process.
Sharing equipment, expert and instructors with other programs, especially under the
same module or job task.
Can reduce the delay of training caused by lack of instructors and failure of
equipments and facilities.
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9. 3 ways L&D professionals support line managers and their staff.
i. Public holiday
The benefit for all government staff is followed according to individually position
rank (gred). So each rank have their own benefit and HR should advice the
staff regarding the benefits.
Upon on the service duration, the annual leave is quite different in each staff
iv. Allowances
The allowances also depends on the position ranking. Each ranking in each
particular job have its own allowance.
v. Service book
The service book should be recorded and updated by HR and form time to time
need to inform the staff of the latest information recorded.
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