TECHNICAL TRAINORS & ASSESSORS TRAININGThe GBF Experience

8TH NATIONAL TECHNICAL/VOCATIONALEDUCATION AND TRAINING FORUM

December 11-12,2008TESDA - MANILA

The JG SUMMIT GROUP

• Most diversified conglomerate in the Philippines• 14 core businesses with 24,000 employees• Presence in 7 countries: Indonesia, Malaysia, Thailand, Vietnam, Singapore and China.• PhP 230 billion in assets & 2007 sales:92.5 billion J G standS for JOHN GOKONGWEI our founder and current CHAIRMAN EMERITUS

Our Businesses …UNIVERSAL ROBINA CORP (URC) 19 plants FOODROBINA FARMS AGRIROBINSONS LAND CORP (RLC) PROPERTY

Malls, High Rise, ResidentialJG PETROCHEM POLYOLEFINSDIGITEL/SUN CELLULAR TELECOMROBINSONS DEPT STORES , SUPERMARKETS, MINISTOP RETAILROBINSONS SAVINGS BANK BANKINGCEBU PACIFIC AIR AIRLINE

GOKONGWEI BROTHERS FOUNDATION• ‘giving back to society in a spirit of gratitude for market patronage’• focusing on education in the belief that education is the

best means of impacting social development GRANTS/ENDOWMENTS:

Ateneo (Jesuit University)- JG School of Mgmt P200 M

De La Salle University Computer Center 50 M

San Carlos University College of Engineering 50 M

CORPORATE-RUN PROJECTS:

Childrens Library CHINA Scholarships Gokongwei Brothers Foundation Tech Center

GOKONGWEI BROTHERS FOUNDATION (GBF)TECHNICAL TRAINING CENTER

A ‘finishing school for engineers’ INPUTS: engineering graduates OUTPUT: technician engineers PROGRAM: 6 months – 1 year Engg Technician Course Scope of Support: Full tuition plus stipends Courses: Electro Mechanical Tech, Fluid Control Automation, Process Instrumentation, HVAC-RAC, ECE Tech,

Petrochemical Technology, Machineshop, Welding

and Fitting, Aircraft Maintenance Technology

A Response to the need of the marketplace…

• ADB: Skills shortage in Asia could hamper economic growth (Phil Star-April 3, 2008)• Impacted substantially by shortages in other parts of the world. The US alone, forecasts a shortfall of 200,000 welders by 2010 (Wall Street Journal,

26 May 2007)• Micro: JG Summit Group - aircraft maintenance and pilots for CebuPacific - engineers/technicians for JG Petrochem

ROLE EXPECTATIONS

QUALIFIED TECH/SKILLED WORKER

EXPECTED SCHOOLOUTPUT

INDUSTRYTRAINING

ACTUAL SCHOOL OUTPUT

GAP

DE FACTOINDUSTRYTRAINING

GBF TECHNICAL TRAINING CENTER

CORRIDORS Between Classrooms and Shops

COMPUTER LAB 1

LIBRARY

RECONFIGURED PROCESS INSTRUMENTATION & ELECTRONICS

COMMUNICATIONS LAB (New)

AIRCRAFT MAINTENANCE Engine Room (New)

ADDITIONAL POWER SOURCES (Welding)

Continuity & sustainability in a state of flux:

While we are happy with our output over the past 10 years,we are now trying various other approaches that are more

attuned to emerging needs:

PUBLIC – PRIVATE as well as PRIVATE –PRIVATE PARTNERSHIPS JAVADA – Japan Vocational Ability Dev Association (TESDA) GOTEVOT – Kingdom of Saudi Arabia (TESDA) KOMATSU, Japan – HE Productivity Engineers

INSTITUTIONAL HEADSTART STRATEGY (5 Engineering Schools)

A NEEDED SYNERGY

DepEdTESDACHED

TEACHER TRAINING: Our GBF Experience

FOCUS ON TECHNICAL TRAININGHow we procure and develop our

technical faculty• RECRUITMENT AND SELECTION• PRE-EMPLOYMENT PREPARATION• IN-SERVICE UPGRADING

N.B. Applicable only to regular and organic teaching staff as differentiated from on-call faculty.

RECRUITMENT AND SELECTION

Personal Basics: male/female; 25-50 yrs old required medical certification

Academic Qualification: minimum BS degree Engineering/ Industrial Ed/Industrial Tech

Experience: at least 3 years in a relevant field Teaching/HRD/Tech Operations Tech Maintenance-Logistics

PRE-EMPLOYMENT PREPARATION

DIDACTICS Psychology of Learning and Instruction

8 session days inclusive of a 3-dayMICROTEACHING

INDUSTRY IMMERSION 2 to 6 weeks shop floor internship

in one of our plants/operations focusing on subject competence

IN-SERVICE UPGRADING

ANNUAL PERFORMANCEEVALUATION Dean of Instruction’s

CLINICAL INTERVENTION

ADVANCED TRAINING & OVERSEAS FELLOWSHIP

Leybold Didactics, GERMANY; SAI Engineering, SINGAPORE Airbus Industries, FRANCE; JAVADA, JAPAN; AWS.

All of the teacher training efforts mentioned are focused on INSTRUCTIONAL COMPETENCE in: 1) underlying theory (CONCEPTS &

PRINCIPLES CLARIFICATION ) 2) skilled performance (CBT)

3) collegial problem solving (TEAMS)

The other advanced HRD competency areas are developed as a function of job growth and experiential exposure without

any formal structure:

Job Evaluation Training Needs AnalysisCurriculum Design HRD Systems DesignBehavioral Modification & Attitude ChangeComparative Learning ModalitiesOrganizational Development (OD)Career Planning Human Performance ImprovementLearning Management Systems (LMS/ blended & e-learning)

WE ARE CONTENT AT HAVING WITHIN OUR CORPORATE HRORGANIZATION A FEW SENIOR STAFF WITH THE EXPOSURE ANDCOMPETENCE IN THE ABOVE AREAS AND WE ENLIST THEIR HELP AS NEEDED.

TRADE TESTING AND SKILLS ASSESMENT1) As a rule… we submit our graduates to assessment by the hiring company with our industry liaison officer serving as observer in required qualification activities.2) In frequent practice, however…we involve the prospective

hiring companies at various stages in the training processsuch that they forego any assessment on hiring of graduates.

3) A necessary exception are trade areas and technologies with stringent supervising authority:• AIRCRAFT MAINTENANCE RATINGS – Air Transport Authority• ELECTRICAL TRADES – Electrical Code compliance per PSPEE• WELDING – AWS/API or equiv codes JIS/DIN In these trade areas we submit our graduates to 3rd Party

Inspection and Assessment duly certified by authority.

“Globalization is real and important. But it is not the central force driving economic change…The chief force reshaping manufacturing (and business) is techno-

logical change hastened by competition…” More central is “skills revolution. We are moving into a more demanding

cognitive age.”

COROLLARY: towards a more demanding cognitive age…more will be expected of graduates; and even more will be expected of teachers and trainors…

“ In order to thrive, people are compelled to become better at ABSORBING

PROCESSING and COMBINING Information” and CONVERTING these into needed products and services.

“Information can now travel 15,000 miles in an instant. But the most important part of information’s journey is the last few inches –

the space between a person’s eyes or ears and the various regions of the brain.”

• Does the individual have the capacity to understand the information?

• Does he or she have the training to exploit it?

• Are there cultural assumptions that distort the way it is perceived?

This cognitive age paradigm explained byDavid Brooks in The New York Times emphasizespsychology, culture and pedagogy - the specificprocesses that foster learning. It emphasizes‘that different societies are being stressed in similar ways by increased demands on human capital.’

‘If we understand that we are living at the beginning of the cognitive age, we are

focusing on the real source of prosperity. And, hopefully, understand that our anxiety is

not being caused by a foreigner, not by China, not by India and not by globalization.’ As you can see, the schools…the TVET system… are at the center of this development.

Thank You Very Much!

PHILIP T. TORRESGBF TECHNICAL TRAINING CENTERJG SUMMIT GROUP