Workplace Learning: Promoting Vocational Training and Skills Development

1. ILO/SKILLS-AP/Japan and DSD Thailand Technical Workshop on Workplace Learning March 23 2010 Nobuo Matsubara Overseas Cooperation Division Human Resources Development Bureau Ministry of Health, Labour and Welfare

2. HRD Promotion Law Responsibilities of the persons concerned （Article 4) Employer shall: -provide his employees with necessary vocational training -extend necessary aid to secure opportunities for workers to receive on their own education/training or vocational testing, etc. The State and Prefectures shall: -promote HRD conducted by the employers -implement public VET and operate Trade Skills Test, etc. The Minister of Health, Labour and Welfare：（Article 6) may, when he/she finds it necessary for the proper implementation of the Basic Plan for HRD, make the necessary recommendations to the organizations of the employers concerned for providing vocational training and taking other measures to promote the development and improvement of vocational abilities of the workers concerned, after hearing opinions from the Labor Policy Council. .

3. Support for Employers (1) 1. Subsidies A. Following TVET by employers can be subsidized. B. Such measures taken by employers as To meet all of the following requirements: ①Clear objectives of the vocational training ②Human resources development plan within companies ③Off-JT training with training period of more than 10 hours ① 1/4 of necessary expenditure for the training (1/3 for SMEs) ② 1/4 of paid wage during the time for training (1/3 for SMEs) ①allowing workers to take long-term leave (more than one month), leave for their skills-up ②making them to take up skill tests.

4. Support for employers (2) 2. Accredited Vocational Training Designated vocational training courses conforming to the criteria decided by the Government in terms of curriculum, training period, facilities etc. 1/3 of expenditure is subsidized from both of National Government and Prefectural Governments (2/3: total subsidy) 1,254 private institutions were subsidized in FY2006 for the courses.

6. Employers’ Expenditure forTVET N.MATSUBARA 6

7. Recent trend on In-house training HRD General Research 2008implemented by Ministry of Health, Labour and Welfare （ 7,879enterprises, 19,869 persons） • HRD policy at enterprises tends to focus on “cooperate responsibility”, “manufacturing-line driven-type” and “target for all the workers” • Self-development as a part ofcareer developmentsupport • 70% of enterprises are faced with theproblemson HRD • The issue onskills inheritancedue to the mass retirement of baby-boomers

8. About 76.6% of businesses implemented off the job training of regular employees i. • About 59.4% of businesses implemented systematic on the job training of regular employees in fiscal 2007. • Human resources development for regular employees is considered “the corporation’s responsibility” or “mainly the corporation’s responsibility” by 64.2%* of companies. The proportion of companies that responded that it is “the individual workers’ responsibility” or “mainly the individual workers’ responsibility” was 35.9% . • Regarding education and training for regular employees, 66.8% of companies had or mainly had “head office leadership”, and 33.2% had or mainly had “line division leadership”.

9. Regarding the method for education and training of regular employees, 74.4% of companies emphasized or mainly emphasized “on the job training”, and 74.4% of companies emphasized or mainly emphasized “off the job training” • Regarding the method for education and training of regular employees, 54.4% (2006 survey: 56.4%) of companies emphasized or mainly emphasized “in-house education and training”, and 45.6% (2006 survey: 43.7%) emphasized or mainly emphasized “outsourced education and training”. • Almost 90% of businesses report informing regular employees what abilities are required of them, with 46.3% (previous survey: 41.5%) responding “We inform our workers”, and 42.2% (previous survey: 45.4%) responding “We inform our workers to a certain extent” • The proportion of businesses that implemented vocational ability evaluations was 60.3%

10. For the utilized qualifications (multiple answers possible), responses included “Skill examination” at 55.3%, “Other public qualifications” at 34.6%, and “Private qualifications approved by private organizations” at 33.3%. • Concerning awareness of the ability required of workers, 25.6% of regular employees reported “We are informed of the requirements to a sufficient degree”, while 51.9% responded “We are informed to a certain extent”, which means that 77.5% of workers are informed of the requirements. • 79.2% (previous survey: 79.7%) of businesses responded “We provide support” for self-development of regular employees. • The ratio of workers who undertook self-development in fiscal 2007 was 58.1% and workers who undertook self-development, the ratio that received assistance with expenses was 29.8% of regular employees and 18.4% of non-regular employees.

11. Designing teaching, Learning and Assessment Resources to Support Workplace Learning

12. Results ①Knowledge, skills Overt ② Individual thought and action qualities (attitude, cooperativeness) ③Motivation, personality, character, conviction, values, etc. Latent Vocational Abilities of Workers

13. Supervisor Senior Junior Staff Junior Worker Trainer Break in Foster A Model of Human Resources Development at Workplace Trainee Supervisor Develop, and Evaluate! Trainer Senior Learning, Experience Small Group Activity Methods are widely used for Workplacelearning! Fellow Self-Enlightenment Learn, and use them for fostering others! Foster Junior fellow N.MATSUBARA

14. Skill Development Cycle in Workplace(PDCA Management) Job/Skill Profile by Grade Ｄ： ( D ) Planed VET TrainingNeedsﾞ Compliant Skill Standards correspond to Job Grade(Targets for Cultivation) Additional Lead Skill Gapﾟ ( P ) Skill Management Skill Management Current Level OJT ＝Expected (CurrentSkill/Performance） (A) ( C ) Upgrade Aquired Skill linked with Evaluation Systems Assessment OFF-JT Skill Upgrade linked with Evaluation Systems Ａ： Knowledge-type ET Skill Training achievementverification Assessment In-Plant Skill test N.MATSUBARA Ｃ：

15. Case Study ：Human Resource Development System Chart OJT Off- JT SD Stratified Education Specialized Skill S.E. ※S.E: Selective Education G10 GM Management Selective Education Management S G7・G8・G9 Manager Related with ISO education etc. Supervisor Training Problem Solving G5・G6 A. Manager Supporting Acquisition of Qualification Mid career Training Specialized skill Advanced skill Leadership Indispensable Correspondence Selectable Correspondence G4 S. Chief Practical work Basic skill Regulation etc. PC soft ware etc. Workmanship G2・G3 Newly

16. Collaboration with Private Firm & Vocational Training Institutions 6 months ～　2 years Secure core skilled workers at the workplace Company which hopes to foster young workers Interview and recruitment Training in the VET institution OJT training In the company (with salary) Approval of training implementation plan by Minister of MHLW Implementation of training according to the approved plan Skills Evaluation

17. PDCA PROSESS for TRAINING MANAGEMENT Approach Training Course isconducted a review every year by the PDCA cycle（plan-do-check-act ion cycle） ○ Understanding of Training needs, Design curriculum , Setup course 　　・Needs understanding by a questionnaire and hearing research 　　・Analysis of needs by the PPM（ Product portfolio management ） method 　　・Setup training course responds to the needs that utilizes the Training Plan Operation Meeting Ｐ Ｄ ○ Implementation of effective training 　　・Training with important point of curriculum(input seeds) 　　・Implementation training focuses on acquirement of trainee ○ Evaluation of effect and understanding of point of issue 　　・Understanding of training acquirement grade of trainee 　　・Understanding training effect and point of issue at training center of trainee Ｃ Ａ ○ Revision of curriculum, training course 　　・Based on point of issue(lack of technology, skill etc.),understanding of needs such an adding, change course, and reversion of curriculum course

18. Training Target Achievement 1 Achievement 2 System 1 System 2 System 3 System 4 System 5 System 6 System System Unit 1 Unit 1 Unit 4 Unit 4 Unit 5 Unit 5 Unit 2 Unit 2 Unit 6 Unit 6 Unit 3 Unit 3 SYSTEM･UNIT training Structure 6 months training job1 job2 Task１ Task２ Task３ System3,6 is based on regional training needs Selectable system N.MATSUBARA Standard system work

19. Good Luck!