Analysis on Training & Development Program at Kolej Komuniti Arau, Perlis
1.0 INTRODUCTION
At the organizational level, a
successful Human Resources Development program prepares the individual to
undertake a higher level of work, "organized learning over a given period
of time, to provide the possibility of performance change" (Nadler 1984).
In these settings, Human Resources Development is the framework that focuses on
the organization's competencies at the first stage, training, and then
developing the employee, through education, to satisfy the organization's
long-term needs and the individual's career goals and employee value to their
present and future employers.
Human Resources Development can be
defined simply as developing the most important section of any business, its
human resource, by attaining or upgrading employee skills and attitudes at all
levels to maximize enterprise effectiveness.
The people within an organization are its human resource. Human Resources
Development from a business perspective is not entirely focused on the
individual's growth and development; "development occurs to enhance the
organization's value, not solely for individual improvement. Individual
education and development is a tool and a means to an end, not the end goal
itself" (Elwood F. Holton II, James W. Trott Jr).The broader concept of national and
more strategic attention to the development of human resources is beginning to
emerge as newly independent countries face strong competition for their skilled
professionals and the accompanying brain-drain they experience.
McLean and McLean (2001) have
offered the following global definition of HRD after reviewing various
definitions across the world: “Human Resource Development is any process or
activity that, either initially or over the longer-term, has the potential to
develop adults’ work based knowledge, expertise, productivity, and
satisfaction, whether for personal or group/team gain, or for the benefit of an
organization, community, nation, or, ultimately the whole humanity” (p1067).
It is not helpful given this
perspective to think of HRD as subset of HRM, either in the structural or
functional terms. As the strategic significance of organizational and
individual learning as a source of competitive and cooperative advantage gains
recognition, a strategic need arises for appropriately positioned "learning
architects" with the distinctive competencies and consultancy skills to
orchestrate learning initiatives on behalf of their clients. They need to be
seen as partners in the formulation of strategy as well as developers of
"quality" people to deliver strategy". ( Walton, 2001 p. 1082).
2.0
BACKGROUND OF THE COMPANY
Arau Perlis Community College was
established on June 12, 2001 to conduct two courses Full-time Architectural
Draughtsman Certificate and Certificate in Electrical Technology (Installation
and Services). At the beginning, Arau Perlis Community College stays in Arau
Perlis Technical High School while waiting for the permanent campus in the Ruff
Bone, Arau. A total of 17 staff (up session in December 2001) was placed in
Arau Perlis Community College to facilitate the management, teaching and
learning.
Arau Perlis Community College
moved to the Permanent Campus in November 2005 in Ruff Bone, Arau Perlis by
running three full-time course of the Computer Systems and Support Certificate,
Certificate of Fashion and Apparel, Certificate of Food Processing and Quality
Control and overall Arau Perlis Community College offers five full-time courses
for all levels of society, particularly the states of Perlis and all Malaysians
in general. Nowadays, the number of staff was increased to 102 where 82 staff
was in academic department while 20 staff was in management. In July 2007, Arau
Perlis Community College will offer a diploma course in Electrical Technology
(Installation and Services for community college students graduate Certificate
in Electrical Technology (Installation and Services).
Objective: 1. Provide education and
training that is dynamic and quality.
2. Organize and create an
alternative route for post-secondary education.
3. Organize and provide lifelong
learning in the development of knowledgeable
community
4. Provide training to
upgrade skills and retrain the local workforce needs.
Vision: 1. To be the
excellent institutions offering education and training that is dynamic and
quality to contribute to community and country. 2. To be
institution of excellence Utara offers quality and dynamic educational training
as a contribution to the growth of the local community and nation.
Mission: 1. Potential
development opportunities and achieve excellence secondary school leavers and
the local community through education and training. 2. To provide
secondary school leavers and the local community the opportunity to develop
their potential and achieve excellence through education and training.
3.0 ANALYSIS ON THE ORGANIZATION
Arau Perlis Community College has
given and offered many training program to their staff in order to increase
their knowledge and skills. The staffs are able to choose the training that
they need by voice up or request to department head or human resources unit. The
training given and offered is as below:-
3.1 Training in Course of Food
Processing and Quality Control
(It’s included
production of cocoa beans and chocolate (Malaysian Cocoa Board), pasta
production, pastry products, ready to eat (MARDI), fish processing, kebab meat
production, poultry production, the production of soy sauce, cake decoration
techniques, snack products processing, HACCP – Level 2 and GMP – Level 1,2,3).
3.2 Training in Electrical Technical Courses
(It’s included wiring conduit and
single and three phase mains, ducting installation,
control of single phase motors and
three phase, magnetic control, PLC for motor
control,
fashion and clothing courses, embroidery machine, sewing machine repair, and
adobe for designing
3.3 Training
in Architectural Draftsman Course
(It’s included
3D computer-aided drawing course using Sketch Up, Adobe Photoshop for
architectural presentation drawings, working drawings of two-storey residential,
modeling and building information modeling using revit autocat).
3.4 Training
in Computer Courses and Support
(It’s included
MS EXCEL 2007 (Intermediate and Advance), CCNA – Comptia A+ (Maintenance), CCNA
– Comptia N+ (Networking), Installation and manage operating system (Networking
Environment) and Database development (MS Access 2007) – Intermediate).
3.5 Training
in General Courses
(It’s included
self-development courses and accountability, strengthening course teamwork, protocols
and ethics course table, better spoken English course, English courses for
counter service, health and fitness courses, building and personal safety
courses (the state security department Perlis), work ethics and motivation
courses, leadership psychology course (program leaders and heads of units), 5S
course, research methodology and data analysis using SPSS).
4.0
ANALYSIS ON THE EMPLOYEES
We are collecting the data from the
staff through the questionnaire that has been passing to 30 staff who works at
the Arau Perlis Community College. From the analysis that we have done, most of
the training is assessed at Arau Perlis Community College by Department Head,
Human Resources Unit and outside consultant. The training are exist more than 4
times per year. The college offers training and development program include
leadership development courses, Seminar / workshop, tuition reimbursement for
college credit courses, adult education / high school community extension
courses, certification programs, formal apprenticeship program, high school
equivalency and correspondence courses where the most popular training is in
leadership development courses.
Most of the staffs who are working
at this college have a succession planning. The staffs are conduct and
participate in training that has been subsidized by the government. They are
permitted time-off work to attend the training with the training director,
conducted by supervisor and human resources department and conducted by outside
professional.
The minimum hour per year in which
staffs must participate in training is over 40 hours. The format of offering
that the staff interested in is workshops, classes and briefings. The length of
offerings that the staffs interested in is 6 hours (full day) and the time
offerings that the staffs interested in is the morning (A.M).
The best days for offering the
training is Monday and Friday while the topic that the staffs interested in is
leadership development, performance management, workplace communication,
problem solving, workplace safety management, reducing stress in the workplace
and sexual harassment. The overall staffs planning progress is right on target
and successful.
5.0
ANALYSIS ON THE TASK
5.1
ASSESMENT
The
college do the assessment which involves collecting information and providing
feedback to staff about their behaviour, communication style, values and
skills. Assessment is most frequently used to identify staff with managerial
potential and to measure current staff strength and weakness. Assessment in
Arau Perlis Community College is also use to identify the staff with the
potential to move into higher level executive position and it being use with
work teams to identify individual team members strength and weaknesses as well
as the decision processes or communication style that inhibit the teams
productivity. The assessment that has been done is never ending through a year.
The weaknesses of the staff will be reducing by the college by sending the
staff attends training while the strength of the staff will be use in order to
develop a career path in the future.
5.2
PERFORMANCE APPRAISAL
In the
Arau Perlis Community College, the human resource unit apply performance
appraisal in order to know the degree of performance for each staff when doing
their task. Performance appraisal emphasizes the assessment of the staff
strength and weakness but it does not include strategic business consideration.
Performance appraisal systems usually do not include extensive and ongoing
feedback that the staff can use to improve their performance in the future.
Performance appraisal is a once a year event that being held at Arau Perlis
Community College that is often driven by the human resources unit.
6.0 THE
STRENGTHS OF THE LEARNING AND TRAINING
Every organization have their own
strength that can give opportunities for the company to be success in the
future and in the same time give opportunities to the staff who work at the
company to be more skilful, become a professional and perform higher degree of
performance in doing their work task. There are three strengths that Arau
Perlis Community College has which is financial support by the government,
variety of trainers and cost benefit.
6.1 FINANCIAL SUPPORT BY THE
GOVERNMENT
Most of
the training program that has been offered at Arau Perlis Community College is
subsidized by the Malaysian government where the participator doesn’t have to
pay for a fee for the training they involve in. All the training those given to
them are free of charge. At the same time they can leave their work for a few
days with a great reason and can claim for millage if the training is being
held outside their college.
6.2 VARIETY OF TRAINERS
The
speakers or the trainer that has been hired to conduct the training are comes
from variety organization. Most of them are from the professional areas which
work in government sector such as from UUM, SIRIM, UPM, UM and a few comes from
outside consultant.
6.3 COST BENEFIT
The
employees will gain more knowledge and skill where they can use what they have
learn to be practice in their work where it can help them in term of promotion
and at the same time it will increase their performance, position and salary. They
don’t have to pay even single cents for a fee and they can grab the
opportunities in order to increase their level.
7.0 THE WEAKNESSES OF THE LEARNING
AND TRAINING
Even though, the organization have
their strength, that doesn’t means they don’t have a weaknesses even they are
well establish. There are three weaknesses at Arau Perlis Community College
which is training is compulsory to the staff, time consuming and limited place.
7.1
COMPULSARY TO THE STAFFS
Some of
the training is compulsory to all staff. They can’t skip any training program
that has been set up by the college due to the participation of the government.
They must follow the training even though they don’t interested to participate
in that training. Sometimes the topic or type of the training do not suite with
their need and wants. So, they will be a passive person at the whole training.
7.2
TIME CONSUMING
Most of
the training that has been given to the staff are time consuming. It involve a
long time. The training assess from minimum 3 days up to 2 weeks. The staff are
force to attend the training while at the same time the staff must leave their
commitment toward their family especially for those who are married.
7.3
LIMITED PLACE
The
training that has been given to staff is being held at the auditorium, classes
and workshop where the space is very limited. The place was not comfortable for
the staff to focus on the topic that been presented by the trainer. There will
be a noise incurred when the sender (trainer) delivered the messages to the
receivers (staff). This is because due to the large numbers of staff
participate in the training while the place are small.
8.0
RECOMMENDATIONS
There are some recommendations to
overcome the weaknesses that occur at Arau Perlis Community College which is
adapting new environment, variety of training program and rewards.
8.1
ADAPTING NEW ENVIRONMENT
The
first recommendations for the Arau Perlis Community College are the trainers
must change the environment such as doing the training outside the
organization. The places that have been chosen must not too far from the
college or organization. It will lead the staffs will not worry about their
family at home. Apart of doing the training at classes, auditorium, and
workshop, the organization can organize or adapt new environment. As an example,
doing the training at National Team Building Camp in order to build a
corporation among a team members in a team.
8.2 VARIETY OF TRAINING PROGRAM
The
second recommendations for the Arau Perlis Community College is to set up a
mentoring and networking programme to facilitate career development. It also is
part of the learning process beside the staff held their training outside the
organization. Other than that, the organization also must set up development
programmes covering career planning, workshops, partnering with a senior level
mentor, and coaching sessions. It also includes 360 degree feedback, action
learning sets, confidence building, presentation and interview skills and
creative thinking in programmes. Besides that, this college also can adapt a
learning skill such as use leadership and senior manager programmes as a feeder
to a succession planning programme. After the staff completing their courses, the
organization also must set up regular action learning sets for the staff to
embed their learning. The variety of training program will help more in order
to enhance the learning and training of the staff that provide by the
organization
8.3 REWARD
The
third recommendation for the Arau Perlis Community College is by offering some
rewards to their staffs in order to increase the number of the participation. As
an example, the staff will get rewards when attend for training such as gain a certificate,
can claim for mileage, meals, and residential. The staff also get allowances when
their attend the training. This will lead the staff be more enthusiasm to attend
the training while at the same time they can enhance their skills and knowledge.
CONCLUSION
As a conclusion, we think that the
Arau Perlis Community College should variety the training program to attract
the staff to participate in the training without feeling to be forced by the
top management. This will lead to increase the productivity and employee
performance. It also can enhance their knowledge, skills and ability to be more
productive and tend to be an expertise worker.
9.0 INTERVIEW
/ REFERENCES
9.1 INTERVIEW
Interviewee Name : Nurazlen Binti Ahmad @ Mazlan
Position : Lecturer of Arau Perlis Community
College
Grade : DH 41
Qualification :
Bachelor in Accountancy (UUM)
Master in Education Technical & Vocational
(UTHM)
Organization : Arau Pelis Community College
Contact No. : 019-2788004
9.2 REFERENCES
Noe.A.R.(2010).Employee
Training and Developmet.Singapore,McGraw-Hill/Irwin. Sekaran,U.& Bougie,R.(2010).Research Method for
Business.Great Britain,A John
Wiley and Sons,Ltd,Publication.
