TECHNICAL TRAINORS & ASSESSORS TRAINING The GBF Experience

1. TECHNICAL TRAINORS & ASSESSORS TRAININGThe GBF Experience 8TH NATIONAL TECHNICAL/VOCATIONAL EDUCATION AND TRAINING FORUM December 11-12,2008 TESDA - MANILA

2. 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

4. Our Businesses … UNIVERSAL ROBINA CORP (URC) 19 plants FOOD ROBINA FARMS AGRI ROBINSONS LAND CORP (RLC) PROPERTY Malls, High Rise, Residential JG PETROCHEM POLYOLEFINS DIGITEL/SUN CELLULAR TELECOM ROBINSONS DEPT STORES , SUPERMARKETS, MINISTOP RETAIL ROBINSONS SAVINGS BANK BANKING CEBU PACIFIC AIR AIRLINE

5. 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

6. 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

7. 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

8. ROLE EXPECTATIONS INDUSTRY TRAINING DE FACTO INDUSTRY TRAINING GAP QUALIFIED TECH/SKILLED WORKER EXPECTED SCHOOL OUTPUT ACTUAL SCHOOL OUTPUT

9. GBF TECHNICAL TRAINING CENTER

11. CORRIDORS Between Classrooms and Shops

20. COMPUTER LAB 1

21. LIBRARY

22. RECONFIGURED PROCESS INSTRUMENTATION & ELECTRONICS

23. COMMUNICATIONS LAB (New)

24. AIRCRAFT MAINTENANCE Engine Room (New)

25. ADDITIONAL POWER SOURCES (Welding)

27. 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)

28. A NEEDED SYNERGY DepEd TESDA CHED

29. TEACHER TRAINING: Our GBF Experience FOCUS ON TECHNICAL TRAINING How 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.

30. 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

31. PRE-EMPLOYMENT PREPARATION DIDACTICS Psychology of Learning and Instruction 8 session days inclusive of a 3-day MICROTEACHING INDUSTRY IMMERSION 2 to 6 weeks shop floor internship in one of our plants/operations focusing on subject competence

32. IN-SERVICE UPGRADING ANNUAL PERFORMANCE EVALUATION Dean of Instruction’s CLINICAL INTERVENTION ADVANCED TRAINING & OVERSEAS FELLOWSHIP Leybold Didactics, GERMANY; SAI Engineering, SINGAPORE Airbus Industries, FRANCE; JAVADA, JAPAN; AWS.

33. 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)

34. The other advanced HRD competency areas are developed as a function of job growth and experiential exposure withoutany formal structure: Job Evaluation Training Needs Analysis Curriculum Design HRD Systems Design Behavioral Modification & Attitude Change Comparative Learning Modalities Organizational Development (OD) Career Planning Human Performance Improvement Learning Management Systems (LMS/ blended & e-learning) WE ARE CONTENT AT HAVING WITHIN OUR CORPORATE HR ORGANIZATION A FEW SENIOR STAFF WITH THE EXPOSURE AND COMPETENCE IN THE ABOVE AREAS AND WE ENLIST THEIR HELP AS NEEDED.

35. TRADE TESTING AND SKILLS ASSESMENT • 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. • In frequent practice, however…we involve the prospective hiring companies at various stages in the training process such that they forego any assessment on hiring of graduates. • 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.

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

37. “ In order to thrive, people are compelled to become better at ABSORBING PROCESSING and COMBINING Information” and CONVERTING these into needed productsand services.

38. “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.”

39. 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?

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

41. ‘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.

42. Thank You Very Much! PHILIP T. TORRES GBF TECHNICAL TRAINING CENTER JG SUMMIT GROUP