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Trainers

Highlight the importance of system integration for improving licensing processes and efficiency.

Outline the session objectives and performance criteria.

Trainees

Understand the relevance of system integration to their roles.

Review objectives and prepare questions or concerns for active participation.

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This training module equips trainees to easily integrate licensing systems, increase data accuracy, and streamline procedures. Trainees will learn how to address system issues, improve operational efficiency, and facilitate real-time data exchange between departments.

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The performance test will be performed as part of the training module's final task to assess trainees' competence in managing a system integration process independently. This test requires trainees to demonstrate technical skills, problem-solving abilities, and effective communication, preparing them for real-world system integration issues.

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1. Understand how the training will enhance their role and STIDC's workflows.

2. Familiarize themselves with the session’s objectives and actively prepare to engage.

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https://docs.google.com/document/d/1ybG3MEvTcUgilOxUexTcYrOKJvc_xcc4lj3mFQpvgR8/edit?usp=sharing

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Interview Session with the HR Representatives, Mr. Khairudin and Mr. Sonny Ng at STIDC.

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Distribution of the questionnaire to conduct a survey about SOJT  preference.

The questionnaire was distributed to the Licensing Department

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Group discussion on module design and role distribution.

Decided on system integration as the focus.

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Selection of platform for collaboration and document setup.

Choose ‘Google Docs’ as the platform for the assignment. A group representative (Nurfarra Hanim) set up the document and outlined all required components.

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Development of SOJT Modules for Trainers and Trainees.

Nurfareenarisha and Shelynia worked on creating modules for trainers and trainees. Focus was placed on integrating system concepts into training materials.

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Group discussion on trainer and trainee modules.

The group discussed some unclear matters regarding the structure and content of the trainer and trainee modules. We clarified the components and adjusted the focus.

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Group discussion on the Five Training Events.

The group held a discussion to resolve confusion about the Five Training Events. We clarified the structure and the content for each event.

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Development of the Five Training Events.

Nurunnisa focused on structuring the training using the Five Training Events framework. Each event was tailored to ensure effective learning of system integration

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Implementation of the Part-Whole-Part Training Model.

Nurfarra and Susan developed the Part-Whole-Part model for structuring training. The model was designed to progressively build understanding of system integration.

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Trainers

Demonstrate the system integration process step-by-step:
1. Logging into the system.
2. Navigating the integration module.
3. Configuring and testing the system with sample data.

Use pre-recorded videos and live demonstrations to ensure clarity.

Explain the benefits, such as improved workflows and reduced errors.

Trainees

Observe the demonstration and take detailed notes.

Ask clarifying questions to ensure understanding of each step.

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Development of feedback forms and presentation with Dr. Hana

Dessy started developing feedback forms. The group had a presentation with Dr. Hana to present progress and gather feedback.

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This project taught me the value of teamwork, communication, and adaptability. I contributed by setting up our collaborative document and developing the Part-Whole-Part model, ensuring structured learning for system integration. Discussions, especially with Dr. Hana, highlighted the importance of feedback in refining our work. Overall, this experience enhanced my technical skills and teamwork capabilities.

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https://www.canva.com/design/DAGb5qzZ8K8/bFLEzbOByK93SDEth-ZQVQ/edit?utm_content=DAGb5qzZ8K8&utm_campaign=designshare&utm_medium=link2&utm_source=sharebutton

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Through this assignment, I learned how to design a SOJT module. Understanding the process of creating an effective module helped me to ensure that it would be beneficial for trainer and trainees. While working on this task, I focused on making the content clear and useful. Dr. Hana provided valuable feedback, especially regarding my use of verbs. This made me more aware of the importance of precise wording in instructional materials. Overall, this assignment has improved my ability to develop training modules.

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Working on this assignment was an insightful experience that enhanced my understanding of SOJT and its application to real-world scenarios. Collaborating as a group presented additional challenges in coordinating tasks, ensuring alignment of ideas, and managing time effectively. However, these challenges were an opportunity to growth, and it teaches me improve teamwork quality and critical thinking. Through the process, I gained confidence in my ability to handle responsibilities better.

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Trainers

Assign trainees to independently practice specific parts of the system integration process (e.g., logging in, navigating modules, or configuring settings).

Observe and provide targeted feedback during practice sessions.

Facilitate group discussions on challenges faced and how to overcome them.

Trainees

Apply the knowledge from the demonstration to complete tasks independently.

Practice troubleshooting and problem-solving using sample scenarios.

Reflect on their actions and seek clarifications.

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1. Observe and take notes during the demonstration.

2. Ask questions to clarify steps or functionalities.

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To understand the fundamental concepts and importance of system integration.

To perform common system integration tasks independently using step-by-step guides.

To develop basic troubleshooting skills to identify and resolve common integration issues.

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Basic understanding of computer systems and software applications.

Familiarity with the Sarawak Timber Industry Development Corporation (STIDC) existing systems and workflows.

Willingness to engage in hands-on exercises and collaborative activities.

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Verified instructions for completing system integration tasks.

Sample data for hands-on training.

Clear demonstrations of integration tasks.

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This module will provide trainers with a structured approach to teach system integration techniques to enable trainees to execute integration tasks efficiently.

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Demonstrate the ability to explain system integration processes clearly to trainees.

Guide trainees through configuring and testing integrated systems.

Assess and troubleshoot common integration issues effectively.

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Basic knowledge of IT systems such as data analysis and data gathering.

Knowledge of Sarawak Timber Industry Development Corporation (STIDC) operations and licensing processes.

Familiarity with database management, and statistical analysis tools.

Excellent communication skills and the ability to mentor trainees.

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1. Training Manuals and Step-by-Step Guides:

Comprehensive manuals detailing the system integration process.

Visual aids, such as flowcharts and diagrams, to illustrate integration workflows.

2. Evaluation and Assessment Tools:

Checklists to monitor trainee progress during each phase of training.

Rubrics to evaluate trainee performance in key tasks, such as troubleshooting and configuring systems.

3. Presentation and Delivery Tools:

Prepare PowerPoint slides for each training session.

Interactive training materials, such as quizzes and role-playing scenarios, to engage trainees.

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Throughout this assignment, I gained valuable insights into designing a (SOJT) module. Identifying system integration as the unit of work highlighted the importance of aligning training with organizational needs and addressing specific skill gaps. Developing distinct versions for trainers and trainees reinforced the necessity of tailoring content to suit different roles, ensuring effective learning and teaching. Overall, it was a rewarding experience that deepened my understanding of training development and its impact on operational success.

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Working on this assignment about the Part-Whole-Part Training Model has been a valuable experience. I learned that designing effective training isn’t just about teaching steps—it’s about creating a positive environment, setting clear goals, and helping trainees build confidence through practice. One of the challenges I faced was justifying why scenarios are better than troubleshooting real-time issues. I realized that scenarios provide a safe space to practice, which helps trainees build their skills without the pressure of real-world consequences. I also gained a better understanding of how demonstrations in the Whole phase help connect all the parts of a task, making learning more effective. Overall, this assignment helped me see the importance of planning, feedback, and structure in training. It showed me how to balance the needs of trainers and trainees, and I’m proud of the insights I’ve gained. This experience will help me in my future HR work.

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The Part-Whole-Part Training Model is a great approach for both trainers and trainees because it provides a clear structure that helps guide the learning process. It ensures that trainers can effectively teach and support, while trainees gain the confidence and skills they need to perform tasks successfully. Each phase of this model plays an important role in making the training both practical and engaging.

For trainers, the model makes it easier to structure their sessions. In the first "Part" phase, trainers explain the importance of system integration and its role in improving licensing processes and overall efficiency. This step helps trainers connect the training to the organization's goals and make it relevant for the trainees. Additionally, by addressing trainee concerns and setting clear objectives, trainers create a positive and engaging learning environment. This phase is not just about introducing the content but also about preparing trainees mentally and emotionally for active participation. Clear objectives help reduce confusion and ensure that everyone is aligned with what they are expected to achieve by the end of the session.

The "Whole" phase is where trainees gain a comprehensive understanding of the process. Trainers demonstrate the entire system integration task step-by-step, covering key actions like logging into the system, navigating modules, and testing configurations with sample data. This phase ensures that trainees can see how each part of the task fits into the bigger picture. By using a combination of pre-recorded videos and live demonstrations, trainers provide different learning preferences, making the material easier to understand. The explanation of benefits, such as improved workflows and reduced errors, also reinforces the value of the training, motivating trainees to stay engaged and committed.
Finally, the second "Part" phase is where trainees get hands-on experience. This phase gives trainees the chance to apply what they have learned through sample scenarios that simulate real-world challenges. Scenarios are particularly effective because they provide a safe and controlled environment for trainees to practice without the fear of making mistakes that could disrupt actual operations. These scenarios are carefully designed to target specific skills, like troubleshooting and problem-solving, which are essential for system integration tasks. They also encourage trainees to think critically and develop systematic approaches to resolving issues. Once trainees have built confidence through these exercises, they can move on to addressing real-time issues during practice sessions, with trainers available to provide guidance and feedback.

Overall, the Part-Whole-Part model is structured to guide trainees step-by-step, from understanding basic concepts to mastering practical applications. It creates a balance between theory and practice, ensuring that trainees not only understand the "how" but also the "why" behind system integration. By combining foundational knowledge, comprehensive demonstrations, and hands-on practice, this model equips trainees with the confidence and competence to apply their learning in the workplace. This model works well for both trainers and trainees because it breaks learning into manageable steps while keeping it practical and relevant. Trainers can teach effectively, and trainees can build the skills they need with confidence.

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1. Focus Attention: Explain the importance of system integration in improving licensing efficiency.

2. Create a Positive Environment: Address trainee concerns and reduce learning anxiety.

3. Set Standards: Outline clear objectives and performance expectations.

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1. Break Down Tasks: Divide the integration process into manageable components, such as:

Logging into the system.

Accessing the integration module.

Configuring and testing the system.

2. Use Clear Demonstrations: Guide trainees through pre-recorded tutorials.

3. Highlight Benefits: Explain how integration streamlines tasks and reduces errors.

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1. Assign Practical Tasks: Provide sample data for trainees to configure and test the integration process.

2. Facilitate Practice: Observe trainees as they work through the steps, offering real-time guidance.

3. Encourage Reflection: Prompt trainees to explain their approach to solving issues.

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1. Deliver Constructive Feedback:Assess trainees' performance using set standards such as accuracy, efficiency, and compliance to guidelines.

2. Fostering Supportive Environment: Encourage open communication in which trainees can explain issues they faced and ask for clarifying questions.

3. Real-Time Insight: Give prompt feedback to enhance learning and fix errors during practice sessions.

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1. Independently perform integration tasks using step-by-step instructions.

2. Troubleshoot common errors based on provided scenarios.

3. Reflect on their actions and seek clarification where needed.

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1. Conduct Final Assessments: Evaluate trainees' overall performance during the integration process using standardised tools such as rubrics or checklists.

2. Self-Assessments: Incorporate trainees’ reflections to understand their perspective on their learning journey.

3. Provide a performance review that highlights strengths, areas for improvement and possibilities for growth.

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1. Reflect on Feedback: Actively listen to the trainer's insights and evaluate performance using the standards provided.

2. Seek Clarification: Ask questions to understand the feedback and identify ways to improve.

3. Maintain a growth mindset by viewing comments as an opportunity for continuous improvement.

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1. Complete Final Tasks: Independently complete the entire system integration process in accordance with training objectives and guidelines, and clearly deliver completed tasks while describing problem-solving strategies.

2. Participate in Self-Assessment by reflecting on their learning experience to identify strengths and areas for improvement.

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1. The feedback form is designed to evaluate the success of the training and ensure alignment with its objectives.

2. The form includes a mix rating-scale question to gather feedback from different key areas.

clarity of training objectives

relevenve of the content to job roles

quality of materials and trainer effectiveness

participant confidence in applying new skills.

3. Feedback gained will identify strengths and areas for improvement to ensure training remains effective and relevant in the future.

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The feedback form consists of three sections. Section A captures basic information about the trainees, including their name and date they fill in the form.

Section B focuses on how satisfied trainees are with various aspects of the training.

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Section C evaluates whether the trainees have gained intended knowledge and skills from the training. This structured approach ensures that the feedback form captures all essential aspects of the training, from participant satisfaction to measurable outcomes, while also highlighting areas for future improvement.

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During the making of this project I was in charge for the first 3 training events which is prepare, present and response. This training events as a guide in the making and implementation of the traing. It enhance my knowledge about what shows the traing is 360 ly being viewed as trainers and also trainee. This experience reinforced the importance of communication, adaptability, and collaboration in team-based projects. The SOJT course has not only enhanced my technical knowledge but also provided me with valuable practical insights into the nuances of training design and delivery. By bridging theoretical concepts with real-world application, this journey has been instrumental in my professional growth and will continue to guide my approach in future endeavors.

I evaluated our module on key criteria such as clarity, relevance, and participant engagement. We identified strengths in content preparation and facilitation but noted areas for improvement in time management and technical support planning. Overall, the module met its objectives effectively.