Best Practices in TVET (DTS)

in the Philippine Setting

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Content

I. Education Exported

a. Germany’s Youth Unemployment Recipe

b. German Drivers of Educational Reforms

i. CS Garment

ii. Lufthansa Technik Philippines

iii. BAG electronics

iv. Continental

v. Häfele

II. Deepening the Path- Boosting K-12-PLus

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I. Education Exported

a. Germany's Youth Unemployment Recipe

For decades, Europe has been dealing with the issue of youth unemployment. In many countries, in particular in the European Union, the financial and economic crisis has forced up the numbers of unemployed youth – which currently lies at an average 21.9 per cent (November 2014). In search for a solution to this problem, a closer look at Germany is worthwhile.

Germany has the lowest youth unemployment rate in the EU, with 7.4 per cent of the total population. For scientists and politicians, the secret behind the country’s success lies in the practically oriented educational approach called the “Dual System”. The dual vocational training system is the most common approach of vocational training in Germany which produces highly qualified specialists and executives.

The dual system is comprised of theoretical and practical components. The ‘practical’ part of the dual model is executed by private companies - providing them with the opportunity to train their own potential staff in line with their demand. Simultaneously, the trainees attend vocational schools where related theories are taught. Linking the two learning components ensures the comprehensive, factory-trained capabilities of the next generation of employees. Since trainees take an active part in the operational added-value process and assume responsibility at an early stage, dual vocational training opens up career opportunities and serves as a good basis for promotion in demanding careers. The dual system also ensures early bonding between the companies and future skilled workers. These mutual benefits are reflected in the high retention rates of trainees. In Germany, young people who joined a dual vocational education have the lowest risks of becoming unemployed.

The success of the dual educational program lies, of course, in the availability of traineeships offered by companies. The collaboration of the political and economic sectors in Germany is taking strides to ensure the availability of traineeships – and this cooperation is generating positive effects.

The specialists and executives trained through this model enhance the competitiveness of the German economy and are among the world's most sought-after employees. The German educational system has proven to be globally viable and competitive and enjoys a reputable standing in the international scene.

b. German Drivers of Educational Reforms

In the Philippines, dual vocational education is a virtually unfamiliar concept. Very few Philippine companies offer dual vocational training programs, and seldom are local companies engaged in active partnerships with the government for dual vocational training projects.

While a multi-stakeholder project supported by the German Federal Ministry for Economic Cooperation and Development (BMZ) is in the works to develop an established dual training system in the Philippines, German companies have taken the first steps in adopting the dual system of vocational education in the country. Here, we elaborate on the innovative measures for dual training taken by these companies.

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For 25 years, CS Garment, Inc. (CSGI) has been constantly providing its clients with professional and quality shirts and line services. The company was founded in 1989 by Mr. Claus Sudhoff and began its operation in 1990. Together with Mrs. Concisa Atutubo Sudhoff, and through innovation, hard work and determination, the company rose swiftly to prominence in garment manufacturing. Strategically based in the Philippines, CSGI mainly caters to the European market that seeks the most competitive and high quality products.

The company can share valuable experiences when it comes to training programs since it has already been engaged in adopting the German Dual Training System (DTS) for ten years. Portia Atutubo Alibanban, who is in charge of the vocational training program of the company, and Concisa Sudhoff, Vice President and General Manager, introduce their dedicated program:

In 1995, the company implemented its “Dual Training System” (DTS) program, which aims at developing the skills and competencies of the youth through theoretical and practical training. Both the theoretical and practical parts of the course are conducted in the company by qualified educators. After a period of theoretical training, the trainees are transferred to the actual production area to familiarize and learn the different manufacturing processes. If the trainees pass the theoretical and practical examinations and acquire the necessary requirements, they are given a Certificate of Completion signed by both TESDA (Technical Education and Skill Development Authority of the Philippines) and CSGI. Graduates of DTS are now locally and internationally employed not only as sewers but also as holders of key positions in the production process.

Why does CSGI make such an effort to implement an elaborate training program? According to Portia Alibanban and Concisa Sudhoff, it is because of the many positive impacts DTS has for their company. “Employees who are knowledgeable in quality of work and standard of the product are more conscious of their work – thus producing more quality products.” Productive employees are also a big help in balancing the production line. “They are the key persons to deliver quality products on time.” All in all, through DTS, the company is able to match the needs of the garment industry, and CSGI can maintain its image to the buyers in terms of quality and productivity.

CS Garment also stressed the aspect of Corporate Social Responsibility. “DTS is a Corporate Social Responsibility, which is a strategy to prevent social problems like unemployment, drug addiction, juvenile delinquency and the like.”

The effort, time and resources that CSGI invests in training were given due recognition through an award from the Philippine Economic Zone Authority (PEZA), inducting CSGI’s DTS into the Hall of Fame for Community Projects.

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Maricel Bongon-Malibiran, a graduate of DTS and current employee of CSGI, hails the benefits of dual vocational education. As a fresh high school graduate, she joined the then 18-month German Dual Training System at CS Garment and eventually became an employee, staying on with the company for 18 years. She started as a sewer, then a line leader, and now she is working as a trainer in CSGI-DTS. “The advantage of DTS in my career is that I became a multi-skilled person.” Now as a trainer, she is able to share and impart all of her valuable experiences to persons joining the DTS today. She envisions that the Philippines will succeed in adapting the German educational system especially in technology.

According to Portia Alibanban, “it is known throughout the world that Germany has the best work discipline; with this, Germany can be a model in vocational training where discipline is inculcated.”

(Photo from left to right: Maricel Malibiran,

Concisa Sudhoff, Portia Atutubo Alibanban)

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Lufthansa Technik Philippines (LTP) is a joint venture of Lufthansa Technik Germany and Macro Asia Philippines, founded in 2000. Its core business is to provide maintenance, repair and overhaul to civilian aircraft worldwide. LTP is always determined to achieve the highest level of safety performance. They ensure that safety is the primary responsibility of all managers and employees by providing all the necessary resources and by adopting proven best practices in the industry.

Victor B. Delos Santos, Jr., who is in charge of overseeing the areas of production, personnel training and development, discussed how his company adapts a dual training approach:

In 2002, Lufthansa Technik Philippines established a Training Concept to develop a highly skilled manpower pool. One program of LTP is the Maintenance Training Program (MTP), a six-month training course which equips the trainees with relevant knowledge, develops their skills and forms the right values and attitudes to be a competent aviation professional. The Hamburg-based Lufthansa Technical Training (LTT), a full-range training provider for all technical personnel involved in maintenance operations, is a key contributor in this role of preparing the next generation of LTP aircraft mechanics. This program recruits fresh graduates from aviation and engineering learning institutions. The candidates are introduced to a comprehensive introductory course on aircraft maintenance as full-time students at the Lufthansa Technik Philippines Training Centre. The trainees deepen their knowledge and develop their practical skills during the on-the-job training. Upon completion of the program, the employee is bound to a seven-year training service agreement with the Lufthansa Technik Philippines.

For LTP, education and training are vital in addressing the company’s needs for a qualified workforce. The combination of vocational education, in-house trainings and on-the-job training are elements for enhanced education; they advance the learning process of an employee and hence allow him/her to work efficiently.

Michael D. Deypalubos, a graduate of the Philippine State College of Aeronautics in Pasay City, is a smart and ambitious 19 year old trainee who just started his apprenticeship at the company. Michael has long been interested in the world of aviation, since most of his relatives have been working in the airline industry. LTP is the first company he is working for. He has taken part in the Maintenance Training Program for four months, and has passed the exams for the theoretical component. He is looking forward to the next phase, which is the on-the-job field training. For him, vocational education offers better career opportunities.

(Photo right to left: Victor B. Delos Santos, Jr. and his trainee Michael D. Deypalubos)

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“Companies that you are applying for will be interested in you when they see your potentials and trainings in your résumé. You have the chance of being employed faster than when having no training at all.” He also stressed that vocational education is more hands-on than the education at school and therefore prepares you better for your career. “By training, you will gain a lot of knowledge and skills that sometimes you don’t really learn at school.” One disadvantage of enrolling in training institutes is the very high costs of training fees that you have to shoulder yourself, but he mentions that, “luckily at Lufthansa, there are no training fees.”

Michael: “By training you will gain a lot of knowledge and skills that you don´t really learn at school.”

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BAG Electronics (Bronzewarenfabrik Aktien Gesellschaft), formerly called Trilux Electronics and Luminaires, Inc., started its Philippine operation in 1998. It is affiliated with Trilux GmbH & Co. KG, which is a leading technical luminaires manufacturer in Europe since 1912, with headquarters in Arnsberg, Germany.

In the Philippines, BAG electronics, Inc. occupies a total factory area of 5,244 m² in the Special Economic Zone of the Laguna International Industrial Park (LIIP) in Mamplasan, Biñan. Most of BAG electronics’ products are exported to Germany and the rest of Europe, South Africa, and other Asian countries.

Kaye Factora, the Human Resources Supervisor of BAG electronics in the Philippines, elucidates on the company’s training program. Kaye is in charge of supervising the different facets of Human Resources such as recruitment, training, organization development, performance management, and employee relations.

BAG electronics is a partner of the Dualtech Training Center, a recognized TVET center (technical and vocational education and training center) by TESDA (Technical Education and Skill Development Authority of the Philippines) for dual training. Usually, BAG electronics accommodates around five trainees from the center and assigns them to Operations and Quality.

Kaye describes the dual training as a win-win situation for all involved: “For our company, this set-up helps us in our manpower requirement. In fact, some of our employees were once trainees and were absorbed by our company after they graduated. For the training center, they have a steady pool of companies willing to be a venue of training for their trainees. And of course, for the trainees, it is an advantage for them that they learn both in the classroom and in the actual industry.” For the trainees, she says, it is another advantage that they receive a fixed allowance each month, enabling them to earn money while they are studying.

One of the trainees, Christian Marc Allen A. Tia, who is taking up Electromechanics (a two year course) at the Dualtech Training Center, shares his experiences in the program. “It’s been 14 months since I started my training at BAG, and I have 4 months left to complete it. For the first 3 months, I was assigned to Material Preparation. I was trained in preparing the components to be used by Production. Then, for 11 months now, I have been trained in Supplier’s Quality Audit.” Christian believes that being a trainee at BAG electronics will give him a competitive edge because it broadens his knowledge in electronic components. Christian enjoys this program “because I can experience the actual work and see how the product really works.”

(Photo from left to right: Mr. Roland Odenthal General Manager, Christian Marc Allen A. Tia)

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In Germany, Continental is the market leader in tire production. The company has evolved over the years from a pure tire manufacturer to one of the largest automotive suppliers in the world. Continental is a German-owned company with headquarters in Hannover, and with presence in 317 locations in 50 countries all over the world and a total number of around 189,168 employees.

Arnoly M. Pragacha, Training Manager from Continental Temic Electronics (Philippines) Inc., introduces the company’s training programs.

In 2007, as part of the company’s “People’s Development Initiatives”, Continental collaborated with Don Bosco College to develop vocational courses that will fit in with Continental’s needs. These courses are Industrial Automation and Mechatronics Technology. The students are taken in as junior employees of Continental, while the company supports their vocational study and training by financing their tuition fees and materials for school projects.

What impact does this collaboration have on the company? According to Arnoly, there are two main aspects: “First, we are able to help our junior employees to get more education, enhance their skills and have better careers in the future. Second, since the courses are designed to fit Continental’s needs, the company gains from their skills, and achieves its business goals.”

Carol Ann Ferrer, a former trainee of the Continental- Don Bosco- Collaboration, shares her experiences under the training program. She is a mother of two children, and has been working at Continental for seven years. She was a scholar of the second Continental University batch, which started in 2010. The program ran for two years. She took up the Mechatronics Technology course and has successfully passed the qualifications as the top student of her class. She has been promoted from Technician to Specialist level in Continental.

When asked why she found interest in a vocational training at Continental, she replied, “a vocational training for me is something that has a tangible outcome. Once you have finished one, you can already apply for a job and earn money. You can also establish your own business depending on your call.”

When asked about any disadvantages of a vocational education, she stated that there are positions that needed qualifications of a bachelor degree; in this case it is hard for a

vocational graduate to compete. But, with optimism, she notes, “nothing is impossible for a person whose heart is passionate and has an intense drive for excellence. Every person deserves the same respect in his area of specialization.”

Carol Ann Ferrer: “Guidance and influence are very important for youth; they have to be guided as early as possible. They need to realize the reality of life at young age so they can be ready.”

(Photo: Carol Ann Ferer, middle row fifth person from right, in front of her is Mr. Detlev von Ramm - General Manager of Continental Temic Electronics Philippines Inc.)

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Häfele Philippines, Inc. (HPI), is one of the Asian subsidiaries of Häfele Germany based in Nagold, Germany. Established in 1996, HPI has been engaged in the Hardware, Engineering and Architectural Products business for almost two decades.

In partnership with “Bosch Siemens Hausgeräte” (BSH), Häfele developed two courses in cooperation with Meralco Foundation Inc., (MFI) an accredited technical school of the Technical Education and Skill Development Authority of the Philippines (TESDA). These are short- and long-term courses of Home Appliance Facility Maintenance. The short two- to three-week training course is offered for technical employees of HPI with background in electronics and for licensed electricians in general. The longer six-month program is offered for high school graduates. They will receive a certificate if they pass the theoretical part. The school is followed by on the job training in the company to expose them to different situations in a professional environment.

Eric Lucena (right), Technical Service Head, talks about the advantages of the training programs Häfele offers. For Eric, the Home Appliance Facility Maintenance Program “educates and trains technical staff to become qualified in installing and repairing European built-in appliances and to learn the basics of modular cabinet carpentry. Some of the students become regular employees after finishing their on the job training and their probation based on performance.

Marph Ronel Bilbao (left), a 19 year old trainee enrolled since March 2015, is completing his on-the-job hours. For Marph, “the vocational course is good, as the course is a practical way for me to complete an education and pursue a career, since I can’t afford the regular college tuition and educational fees.”

Marph is being supervised on how to use tools, equipment, troubleshooting and repair of different Häfele appliances and other products. Marph has high hopes that he could be employed with Häfele.

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II. Deepening the Path –

Boosting “K to 12-PLUS”

The Philippines has been tackling the issue of necessary structural reforms to improve its economic competitiveness. The Philippine system of 10 school years neither fulfilled the country’s economic demands nor sufficiently matched the needs of the private sector, and has not proven competitive in an international context.

Since a highly educated workforce is key to a nation’s prosperity, the Philippine government has adopted the educational K-12 reform by adding two years of senior high school.

However, there is still room for improvement in vocational education and training. Thus, in October 2013, the Federal Ministry of Economic Cooperation and Development launched the K to 12-PLUS Project, a multi-stakeholder project aimed at bringing dual training to the Philippines following the German holistic approach. From the many attempts to implement dual approaches in the country, it is the first time in the Philippines that the private sector is actively involved in developing and advocating such an exceptional educational system. The German Philippine Chamber of Commerce and Industry (GPCCI) is spearheading the project. The project, now at an early stage, has the first batch of students commencing classes this summer.

All of the companies introduced beforehand are partners of the K to 12-PLUS Project.

According to Concisa Sudhoff from CS Garment, her company decided to partner with the project “to promote the cooperation of the private sector and to secure its role in the provision of practical vocational training.” The private sector can be of great assistance in the realization of the new educational program of the Philippines. She stresses that, “especially to the poor whose parents have no capacity to send them to universities, the K to 12-PLUS is a good approach to prepare them for employment after their K-12 Plus graduation.” For her, the K to 12-PLUS Project provides hope for young students through training and qualification: “Since the youth will become more competent, they are more employable locally and globally; hence economy of the country is developed.”

A similar view was given by Arnoly M. Pragacha from Continental. He hopes that the K to 12-Plus Project “will increase our people’s capacity in the industrial arena, help alleviate the poverty level in the Philippines, and become more competitive in the global Human Resources market.”

Kaye from BAG electronics hopes that the K to 12-PLUS Project will help match the curriculum of the accredited schools or training centers with the actual skills and knowledge needed by her company. Kaye also names the challenges of the government in the implementation of the ambitious new educational reform – as she hopes “that our government can have a more coherent decision about our educational set-up.” Since there are people in the government very much in favor of K-12 education, she hopes “that they will be united in making education in the Philippines of high quality and of world-class standard but still affordable.” The youth also has high hopes for affordable education. Christian from BAG electronics shares, “I hope

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for quality and affordable education in our country so that families who have lower income can still send their children to school.”

In June 2014, representatives from German-Philippine companies and the Commercial Counsellor of the German Embassy, Christof Wegner, met to establish the Vocational Training Committee (VTC). All of the companies aforementioned, among others, are active participants. To ensure an industry-driven training model which supplies companies with experienced and skilled workers, the VTC plays an important role in defining standards and guidelines for long-term qualifications.

Victor Delos Santos from LTP remarks, “I hope our group will somehow lead the way towards the best educational approach possible when the K-12+ is in full implementation throughout the country.” Arnoly M. Pragacha from Continental believes, “if this is working in Germany I believe that it will also work in the Philippines.”

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This survey was conducted by the German Embassy Manila

This report was supported by the GPCCI and is

based on interviews which the German Embassy

conducted with the companies. The German

Embassy is deeply grateful for all the efforts

the companies made in preparation of this

report. We wish them all the best and a

successful start with the K to 12-PLUS Project.

http://philippinen.ahk.de/dual-training/

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