“To remain effective and relevant, we must evolve and stay ahead of the nation’s human capital development trends,” said Datuk Shahul Hameed Dawood
HUMAN Resources Development Corporation (HRD Corp) Chief Executive Datuk Shahul Hameed Dawood talks about the work that it has successfully carried out and why the organisation wants it to benefit all Malaysians, including those from Sabah and Sarawak, writes WONG CHUN WAI.
WONG: You have introduced a lot of changes in HRD Corp since you took up the role of chief executive. Can you tell us more about HRD Corp’s evolution in the last two years?
Shahul: When I first came on board, I had two key priorities; expand our core mandate collecting the levy from employees and disbursing training grants for their employees’ development and taking the organisation on a digital transformation journey.
I am happy to note that we have managed to do both, thanks to the vision of the Minister of Human Resources Datuk Seri M Saravanan and the support of our chairman, Datuk Seri Jamil Salleh, together with HRD Corp’s board of directors.
The expansion of the PSMB Act 2001 took effect on March 1, 2021, covering 18 sectors and 238 subsectors. As a result, today we have over 75,000 registered employers with 4.1 million employees eligible for training and upskilling.
As for the latter, we formed a Digitalisation Department that was responsible for assessing our technology adoption as an organisation and providing comprehensive recommendations on how to proceed.
This led to the deployment of three new tech initiatives: our Go-to Cloud, Smart Workplace and Channel Expansion.
These laid the foundation for the introduction of our MyHRDCORP Super App. We are the first public sector organisation to have a super app in Malaysia.
Can you please share more about your digital transformation and the Super App?
Our Go-to-Cloud strategy enables us to utilise a hybrid multi-cloud ecosystem that improves the organisation’s speed, efficiency and agility. This has helped us to cater to multiple concurrent requests while protecting data security.
Through the Smart Workplace software and solutions, our employees are given the flexibility to complete their tasks and handle customer requests efficiently, regardless of whether they are working at home or in the office.
Then, there is Channel Expansion, the effort that created more channels and platforms for internal employees to communicate with each other and external stakeholders to reach out to our representatives – the most notable feature being our Ask Bella AI chatbot.
MyHRDCORP is a super app that is designed to provide the latest information on HRD Corp while bringing all our products and services under one easy-to-use platform.
It is aimed at supporting our key stakeholders; registered employers, trainers, training providers and Malaysian individuals, to utilise our services in meeting their personal, professional and business needs.
Since the app went live in August, we have seen about 8,500 downloads and received positive feedback on its use by stakeholders.
Datuk Shahul Hameed Dawood (right) together with Human Resources Minister Datuk Seri M Saravanan (left).
Who can benefit from the Super App?
Employers can check their levy balance as well as grants and claims status. They can also advertise vacancies while individuals can search and apply for jobs and training programmes.
They can also build a skills dashboard on the platform.
Trainers and Training Providers can submit proposals and check the status online, track their training attendance and effectiveness as well as market their courses to more people on the platform.
Beyond these two major efforts, HRD Corp has also introduced many new programmes and initiatives under your leadership. Can you tell us more about these programmes?
We introduced Penjana HRDF in June 2020 at the height of the pandemic. The programme provided reskilling programmes to graduates and retrenched workers, followed by income-generating opportunities (through entrepreneurship and freelancing) for B40 communities.
Then, there is Upskill Malaysia, an integrated centralised platform that provides information on upskilling, reskilling, cross-skilling and multi-skilling programmes offered and funded by government ministries and agencies.
HPC is a one-stop virtual portal that provides employment and income-generating opportunities to Malaysians through job matching and placement, training and development, as well as career counselling and coaching.
e-LATiH, on the other hand, has become Malaysia’s premier e-learning platform that offers all Malaysians unlimited access to free high-quality and internationally recognised skills development courses.
We also want to upgrade our level of training, here, via HRD Corp Microcredential, which is the first industry-based micro-credential in Malaysia that holds the largest repository of microcredential-based courses with more than 25,000 courses acknowledged through the HRD Corp Microcredential Framework.
You took the organisation through a major rebranding exercise last year, going from HRDF to HRD Corp. What would you say is the biggest change in the organisation since, and what is your proudest achievement at HRD Corp?
HRD Corp is a 29-year-old organisation. To remain effective and relevant, we must evolve and stay ahead of the nation’s human capital development trends.
When I was appointed, our Minister of Human Resources Datuk Seri M Saravanan shared with me his vision of wanting to HRDF to become responsible for every aspect of talent development in Malaysia.
So, this became my priority together with the senior leadership team and all employees of the organisation.
Previously, we were only known as an agency that collects a levy from employers and funds their training programmes.
Today, we have expanded our role through the following – placement, employment and income-generation initiatives for all Malaysians through most of our new strategic initiatives.
For example, lets look at Place & Train – previously we only funded training programmes for employees of registered employers or just general training programmes for unemployed individuals or graduates.
Now, we also offer placement for individuals followed by the training required to perform the job they are placed in.
We believe this is important, as there is no point in individuals developing their skills if they can’t get jobs.
Due to all of these new programmes and initiatives, we are now recognised as the primary custodian of all Malaysia’s upskilling, training and human capital development efforts by the prime minister himself.
So, the rebranding is more than just a name change.
It’s a clear validation of our expanded role and responsibilities in strengthening Malaysia’s human capital landscape.
Can you tell us about SCOPE, the Second Chances and Opportunities for People to Excel – for former prisoners – you mentioned that HRD Corp has trained and provided jobs for 1,000 former prisoners in 2021 and aims to train and provide jobs for 5,000 more in 2022.
This is a programme that has attracted a lot of enthusiasm and attention. I always believe that everyone must be given a chance. Sometimes, even a second chance.
There is a lot of interest from employers in the construction, restaurant and tourism sectors.
The Star reported that the famous Hameediyah nasi kandar restaurant in Penang provided jobs to these former prisoners as waiters. This was indeed very uplifting to these people.
Datuk, it is interesting that HRD Corp has also initiated programmes for senior citizens, housewives, etc. Tell us a bit more about that.
I am glad that you asked me this. We have SEBA – Seniors Back in Action for retirees and old people, HEARTS – Housewives Reactivate Talent Scheme for single mothers and B40 women, and OTEP – OKU Talent Enhancement Programme for persons with disabilities.
Which is why HRD Corp wants to emphasise that no one will be left out. Many senior citizens, housewives and OKU are productive, and they can still contribute. They, too, deserve to be upskilled and provided with employment and income-generation opportunities.
How has the response been for all the new programmes and initiatives that you have launched?
We have been receiving very positive response for all our new programmes and initiatives from our key stakeholders such as employers, trainers and training providers.
At the same time, the response from employer associations, industry players and the wider Malaysian public have also been encouraging.
This is because we have pivoted to helping more Malaysians build their capabilities while identifying and capitalising on new income-generating opportunities.
As the custodian of Malaysia’s human capital development efforts, it is important that we stay ahead of the curve and introduce efforts and programmes that will empower businesses and talents for the future of work. All of our efforts in the past two years have been focused on achieving this goal.
Datuk, I want to go back to the micro-credential issue. There were a lot of comments in the media and by the public about the HRD Corp Microcredential initiative that was launched recently. What is your take on this?
Before we go into the HRD Corp Microcredential initiative, it is important that people first understand what micro-credential is.
Micro-credential is proof of learning outcomes acquired by a learner after a short learning experience, as measured by their knowledge, skills and attitudes.
Previously in Malaysia, micro-credentials were only offered through the academic pathway.
The HRD Corp Microcredential Initiative is the first industry-based micro-credential in Malaysia.
It was developed to offer quality assured training that intensively measures and monitors the effectiveness of the training and its key learning outcomes.
There is also a strong need for this for our registered employers and their employees. This is because our research indicates that in 2019, out of 1,028,793 training places approved only 4.4% (44,932) were for certification courses.
HRD Corp spent close to RM94mil funding these courses. And within that, some were just certificates of attendance or certification from non-recognised bodies that offer little to no value to employers and employees.
Furthermore, between 2019 and 2021, about 18% of the complaints we received from employers were about the low quality of training delivery.
Therefore, the initiative was developed to address these issues and meet the current needs and demands of our registered employers and their employees.
The HRD Corp Microcredential framework follows a comprehensive 12-step verification, monitoring and certification/badging process.
So, both HRD Corp and the employers have more control over the quality of the training programmes and can determine whether they are effective in helping employees gain new skills relevant to their job roles and functions.
However, we took note of the feedback from industries, and we formed a Technical Working Committee comprising 22 employer associations that have discussed and deliberated the fee structure and implementation mechanisms for the HRD Corp Microcredential initiative.
More details will be announced soon.
Many people are saying that the micro-credential fee is unnecessary and could burden employers and training providers. What is your comment?
This is inaccurate. The micro-credential fee will be embedded within the total course fee and follows the same allowable cost matrix for all HRD-funded levy programmes with its own ceiling limit for each scheme.
This is similar to the approach we use for existing certification programmes that are funded by the HRD levy, where the certification cost is embedded within the total course fee.
Therefore, employers are not paying extra or using up their levy faster to train fewer people.
However, we are putting the Microcredential initiative on hold while we deliberate on the details further with the Technical Working Committee.
People are also saying that with all these new initiatives and programmes that HRD Corp is rolling out, it is going beyond its role as an industry regulator to become a for-profit organisation. What is your comment?
HRD Corp is a statutory authority responsible for Malaysia’s human capital development. As a 29-year-old organisation, how we perform this responsibility has evolved and changed with the times.
But our core DNA remains the same; to ensure that Malaysian talent and workforce gain the knowledge and skills development opportunities they need and for Malaysian businesses and industry to get a highly trained, knowledgeable and capable workforce that can support organisational and national economic growth.
We are also strictly governed by the Pembangunan Sumber Manusia Berhad Act 2001, which outlines our powers and functions as an organisation. This includes determining the terms and conditions for the disbursement of the levy for training programmes, as well as establishing guidelines for processing applications for the fund.
Everything we roll out has been in accordance with the power and authority prescribed to us via the Act.
I understand that HRD Corp will be organising its National Human Capital Conference and Exhibition 2022 in November this year. Can you tell us more about it?
As the primary driver of Malaysia’s human capital development efforts, we understand the challenges that businesses and workforce are facing in this post-pandemic business recovery and acceleration era.
The conference is our way of elevating the conversation and helping talent and businesses address challenges and embrace new opportunities in the future of work.
With the theme HR 5.0 Embracing the Next Evolution in Human Resource Development, the conference will feature five tracks over two days such as The Future of Work, Innovating at the Workplace, Generational Workforce Change, Disrupting the Current Model of Learning and Development and The Role of Workplace Leadership
What can we expect from HRD Corp in the next year?
We will continue to amplify our digitalisation initiatives with new programmes and initiatives.
We will also be strengthening our HRD Corp micro-credential rollout and introducing taxonomy programmes.
What about HRD Corp’s role in Sabah and Sarawak?
I have been making trips to these two states. Mind you, Sarawak is a big state. We want to have closer interactions with registered employers, trainers and training providers through various initiatives.
We had the HRD Corp Open Day Series in Kota Kinabalu in June and Kuching in July and the Chief Executive Engagement Series in Miri in September and Tawau/Sandakan in October.
The aim is to share more updates on our products and services, and also listen to them and address all their problems and issues in accessing our services on the spot.
