# data[].attributes.headline
Who is the primary target audience for your training programs (e.g., entry-level workers, mid-career professionals, senior executives)? How do you structure your programs to meet their specific needs, and what are the key challenges you face in delivering effective training?

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Who is the primary target audience for your training programs (e.g., entry-level workers, mid-career professionals, senior executives)? How do you structure your programs to meet their specific needs, and what are the key challenges you face in delivering effective training?

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What flexible learning approaches (e.g., micro-credentials, modular learning, online/blended formats) have you adopted, and how have they impacted learner engagement and completion rates?

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What flexible learning approaches (e.g., micro-credentials, modular learning, online/blended formats) have you adopted, and how have they impacted learner engagement and completion rates?

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From your experience, what are the most critical skill gaps among industry personnel, and how well do current training programs address these gaps?

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From your experience, what are the most critical skill gaps among industry personnel, and how well do current training programs address these gaps?

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How important is industry-recognised certification (e.g., micro-credentials, digital badges) for trainees, and what challenges do you face in implementing such recognition?

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How important is industry-recognised certification (e.g., micro-credentials, digital badges) for trainees, and what challenges do you face in implementing such recognition?

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What kind of support (policy, funding, industry partnerships) do training providers need to improve the accessibility and effectiveness of flexible learning programs?

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What kind of support (policy, funding, industry partnerships) do training providers need to improve the accessibility and effectiveness of flexible learning programs?

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How do you foresee the evolution of training programs in the next 3-5 years, and what innovations would you like to see in HRDC-supported training initiatives?

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How do you foresee the evolution of training programs in the next 3-5 years, and what innovations would you like to see in HRDC-supported training initiatives?

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How does training academy prepare their training modules that relevant to industry needs? what is the challenges faced by training academy to provide flexible/lifelong learning?

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How does training academy prepare their training modules that relevant to industry needs? what is the challenges faced by training academy to provide flexible/lifelong learning?

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What are the major challenges facing and to be faced by the training industry especially with the development of Ai and how can the government play a role on helping the industry overcome it?

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What are the major challenges facing and to be faced by the training industry especially with the development of Ai and how can the government play a role on helping the industry overcome it?

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What areas of your work (eg registration, financing, promotion etc) which, in your opinion, require gov intervention?

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What areas of your work (eg registration, financing, promotion etc) which, in your opinion, require gov intervention?

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What are the challenges if training resources/facilities are shared across training institutions?

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What are the challenges if training resources/facilities are shared across training institutions?

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Who do you collaborate/partner with to enhance your program? Prompts- University, industry partners, ministries, Why? Prompts- practical input, internship?

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Who do you collaborate/partner with to enhance your program? Prompts- University, industry partners, ministries, Why? Prompts- practical input, internship?

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What governance reforms are most needed to strengthen lifelong learning (LLL) in Malaysia?

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What governance reforms are most needed to strengthen lifelong learning (LLL) in Malaysia?

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Primary Target Audience - fresh graduate to close the gap between industry and university graduates. From fresh graduate to enter into semi- Professional and professional. 

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Primary Target Audience - fresh graduate to close the gap between industry and university graduates. From fresh graduate to enter into semi- Professional and professional. 

# data[].attributes.body
we do the Training Need Analysis (TNA) to know the need from the industries and offer that training skills.

Need to educate students to take the advantages to up-skill and re-skill themselves.

HRDCorp and SOCSO funds do not support IPT students and fresh graduates or it is very minimum, this is the biggest challenges. they suppose to look for the future high skill workers from IPT students and fresh graduates. candidates able to bring a fast change to the country human resource and able to transform or make a change quickly because they were educated. The fund investment for training should more put to the already filtered and selected these focus groups.

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We also offer weekend (Saturday and Sunday) classes for workers that would like to enhance their knowledge and career.

We handle training when semester break to up-skill and re-skill.

yes we embed the online for some suitable training. some training such as technical need to be face to face. the online suppose to be for follow up and feedback.

competency trainings are not allowed to be through online, it is more suitable to be face to face training.

refreshment courses may be more relevant for online training.

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The education should teach the thinking skills and survival skills as well as basic skills.

The Skills Gaps should be enhance when they finished their formal education for degree or diploma level or TVET skills.

mindset from industry players should change as well and they should know their roles to invest for training and upskilling and reskilling their workers.

Both IPT and industries should know their own responsibilities and not play the blaming games.

maybe the government give incentive for every citizen have a chance to get career enhancement program for each 3 - 5 years time period. the implementation such as the incentive of tax free for buying computer for every 3-5 years, but this incentive for career development to develop the country through development the human resources.

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These initiative are very good. however need to fokus on the quality not on the quantity only. if just look at quantity for a very long period will bring the quality to drain. this been happen to all IPT because they focusing on quantity right now.

the recognition should based on the skills and impact from the output not the quantity of the output only.

should have a quality control to measure the quality output for all IPTs

If the certification is produced by training provider. It need to highlight or rank the training provider based on the impact and quality from the output.

with quality, even the numbers is small but the impact is great compared to big numbers but low quality.

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right now the collaboration and support are in progress and need to enhance more by introducing incentives and add more promotions.

we have the model of collaboration

Industries - a lot such as Air Asia, Panasonic, PETRA, YTL , UEM etc.

Penaja - HRD Corp, KPT, MDEC, MARA, PENERAJU, KHAZANAH etc.

Penguasa/Pengiktiraf - DOSH, NIOSH, BEM, LPEPH, MBOT, CIDB etc

IPTA/IPTS - Politeknik seluruh Malaysia, UiTM, UMS, USM, UM etc.

Ibubapa/masyarakat - we always send promotions and information to all parent.

NIE is synonyms to Utechtium for the time being because it is originally the idea from us and right now Utechtium plays that roles.

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The future trends need to focus on emerging skills and digital, technologies already done the research by government. The training fund suppose to prioritise for the future skills and need to measure the impact every 6 months and 12 months. continuously measure for 3-5 years.

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2 questions for WG4 –

1. Theory into practice – all these efforts by the training providers and government – are they anchored on relevant theories that can support their initiatives

2. Certification – is it really necessary and how can we ensure quality like what Prof Asari said competency rather than certification