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The document outlines the systematic procedures for establishing industry linkages for work-based training, emphasizing the importance of industry partnerships. It details steps from searching for prospective partners to monitoring and evaluating the training process, including roles and responsibilities of institutions, industry, supervisors, and trainees. Additionally, it highlights the need to assess trainees' current competencies to identify training requirements effectively.

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Nurhaida Leon
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6 views

ped-14

The document outlines the systematic procedures for establishing industry linkages for work-based training, emphasizing the importance of industry partnerships. It details steps from searching for prospective partners to monitoring and evaluating the training process, including roles and responsibilities of institutions, industry, supervisors, and trainees. Additionally, it highlights the need to assess trainees' current competencies to identify training requirements effectively.

Uploaded by

Nurhaida Leon
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 21

INDUSTRY

LINKAGE
Introduction:
• Work-based training is training in an actual work set-up. The
training institution may opt to establish an enterprise such as
parlor, automotive shop or a small restaurant/canteen for purposes
of work-based training. In most cases however, you need to
establish linkages with the industry for purposes of work-based
training.
Establishing • Industry partnership is a very
important aspect of work-based
Industry training. As a trainer you should be
Linkage aware of the processes involved in
establishing linkage. You should be
directly involved in these
processes so that you will be able
to plan the training of your
trainees.
Systematic Procedures in Establishing
Industry Linkage

1. Search for prospective industry partners


• Choose an industry where training of about 60-70% of the
course components can be carried out

- Look for industries that has the potential to meet


the standards of an organized work-based training

- Willing to provide guided industry training or


assign personnel to coordinate activities
2. Send proposal letters (follow-up and visitation)

With brief information on the Dual Training, the nature of the program and its
advantage to the company/industry
3. Set an Appointment for Presentation

Explain clearly the concept and mission of work-based training

4. Presentation

- Maybe in the form of slide presentation, video presentation, use of brochure


or posters
5. Conduct Site Visit for work-based training plan
• Training plan aims to synchronize the curriculum of the school with the
in-plant training activities of the trainees
6. Finalize the Training Plan and Memorandum of
Agreement (MOA) or Memorandum of Understanding
(MOU).
• MOA/MOU is a legal document which stipulates the condition and policies
governing the work-based training.
• In preparing for the MOA, you may refer to the Dual Training Act of 1994.
7. Present the Training Plan and MOA/MOU for approval

- Any clarification or changes in the Training Plan or MOA/MOU must be agreed


upon by both parties affixing their signatures.

8. Placement of the trainees in the Industry

- Orientation of the trainees should be done by the trainer or the institutions


industry linkage coordinator before going to the industry for training.

- Orientation on how the industry operates and how training should be


undergone in the industry should likewise be required of the supervisor in-
charge of the training.
9. Coordination and Monitoring
• Conduct regular visits to the industry and monitor the activities in work-based
training. Any adjustments made on the training plan should be noted during
monitoring.
10. Work-based training Evaluation

- An evaluation of the conduct of the training should be done both on


the attainment of the objectives of the program and on program
implementation.
- Monitoring and evaluation reports communicated for purposes of
improving the program and the performance of trainees.
Roles/duties of the institution

1 2 3 4 5 6 7 8

1. Issue 2. Give full 3. Designate 4. Initiate 5. 6. Identify 7. Provide 8. Organize


policies support and an industrial staff Coordinate the skills comprehensi industry
favorable to cooperation coordinator; development with the actually ve theoretical partners.
work-based to work- of personnel private sector needed or training and
training; based involved in order to demanded by simulation for
training; work-based make work- industry and the trainees
training: based match the
training skills offered
meaningful by the
and fruitful; institution;
Duties/Role of the Industry
1. Provide Job orientation training

2. Provide practical training in areas which have been determined;

a) Activities within the training duration;

b) Distribution of trainees in the different department/division where training is necessary.

2. Appoint training coordinator who shall be responsible for the assignment designation of trainers/supervisors in
their respective areas where the trainees will be assigned.

3. Provide training materials, tool/equipment during the training;

4. Remind supervisor about the work-based training activities ;


5. Provide opportunity to learn by doing;

6. Provide trainees with professional skills, experience,


techniques and behavior in the real life situations;

7. Organize work-based training station and programs.


Duties/Roles of Industry Supervisor
3. Ensures safe 4. Prepares accident
1. Orients the
2. Provides training report whenever
trainees about
guidance and environment and trainees are
company rules and
support; activities for the involved and submit
regulations;
trainees; it to the company.

7. Monitors the
8. Issues certificate
performance of the
5. Endorses the of completion to
6. Monitors Trainees trainees, make
trainees to proper student who
Record Book; recommendations
training area; successfully finish
concerning
their training.
discipline.

9. Accomplish
Performance
Evaluation Report;
Duties/Roles of Trainees

1. Be physically fit for the work-based training;


2. Possesses the ability to comprehend and follow oral and written
instructions;
3. Exhibit proper discipline at all times;

4. Exhibit proper work habits and attitudes acceptable to the company;

5. Follow company rules and regulations;

6. Use only facilities allowed by the company to the trainees;


7. Be prompt and regular in attendance;

8. Be alert in following directions;

9. Cooperate with other trainees and industry supervisor;

10. Accomplish required forms;

11. Allow no instance for company to doubt honesty in workplace and


company
Trainees' Training
Requirement
• Every training should be based on what was already learned and what is
needed to be learned or enhanced. Whether your work-based training is in
conjunction with an in-house training or a work-based training after an in-
house training, you need to assess the training needs of each of your
trainees so that you will be able to plan the appropriate activities that will
enhance their competencies.
Determine trainees' current competency

To be able to determine
the trainees' training
requirement, it is very
The trainer can
important to determine
determine trainees'
first their current
current competency by:
competencies, in order to
determine the training
gaps.
• When you meet the trainees, subject them
to an oral interview or simple written test if
1. Checking needed. If the learner is having a hard
with the trainee time to write or understand in English
language, use a simple language that the
learner may easily understand like using a
local dialect.
2. Research

Analyze any pre session information available like enrollment or pre


application form and other related documents such as:

reports on previous competency assessment undertaken

resume or curriculum vitae

enterprise training and assessment records

performance report from supervisor


Determine trainees' training
requirements

After determining the The gap between the


current competency, you required competencies and
may identify the gap current competencies is the
between the required portion of skills and
competencies as defined by knowledge the trainee needs
the unit of competency and to achieve to be recognized
the learners' current as competent in a particular
competencies. job.
Trainers/teachers and assessors

Team leaders/supervisors/managers/employers

Participant/employee/learner

Technical experts

-Union/employee representatives

-Users of training information such as training providers, employers, human


resource departments

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