Strategic Management of TVET & TVET Institutions

Strategic Management of TVET & TVET Institutions
Starts from:Sat, August 19, 2017
Campus Location

Addax Tower,Abu Dhabi,Alreem Island,United Arab Emirates

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Course Description

Strategic Management of TVET & TVET Institutions

 

 

Course Title

 

Strategic Management of TVET & TVET Institutions

 

 

Course Description

 

Assist the participants to understand and realize that the particular strength of TVET Institutions (Institutes, Centres, Schools, etc.) lies in their qualified management and instructional staff who are managing and implementing training activities, their familiarity with TVET, Quality of TVET, Challenges for TVET in Developing Countries, TVET Objectives, Policies and Strategies as well as their own Institution’s operations and the state-of-the-art equipment, system and facilities used in the Institution.

 

In this course, we are going to discuss the strategic management of TVET Institutions by formulating, implementing, evaluating and integrating the activities of the various functional areas that enable the Institutions to achieve their long-term organizational objectives.

 

The strategic management of a TVET Institution is the process of specifying the Institution’s mission, vision and objectives, developing policies and plans, often in terms of projects and programs, which are designed to achieve the long-term objectives, and then allocating resources to implement the policies and plans, projects and programmes.

 

Course Objectives

 

This course is designed to help the participants to

 

  1. Understand Continuing, Just-in-Time, Demand Based, Decentralized and Sustainable Qualitative TVET System
  2. Develops entrepreneurial management capacities in the TVET Institutions’ managers and instructional staff.
  3. Understand Challenges for TVET in Developing Countries
  4. Apply the Occupational Competencies Approach to TVET, Competency Development Frameworks, Competency Based Assessment and Verification as Quality Assurance of TVET System
  5. Know the tasks to be carried out by TVET Institutions in their capacity as Vocational Training Institutes / Centres / Schools or Institutes / Centres / Schools of Competence or Excellence
  6. Explain how TVET Institutions conduct their training and how they deal with problems that arise in this connection
  7. Understand how to improve the performance of the TVET Institutions in their capacity as Vocational Training Institutes / Centres / Schools, develop and upgrade TVET Institutions into Institutes / Centres / Schools for education, knowledge and innovation i.e. Institutes / Centres / Schools of Competence or Excellence
  8. Understand the roles of the TVET Institution’s Managers / Instructors / Trainers / Teacher / Assessors / Observer / Verifiers
  9. Apply flexible TVET irrespective of the size and location of the TVET Institution
  10. Reduced administrative cost in training system through improved management and reporting systems.
  11. Provides tools to improve the utilization rate of expensive TVET Institution’s infrastructure and equipment
  12. Build the capacity of TVET Institution’s managers in revenue-based TVET, and reduction of financial assistance given by the government.
  13. Improve benefit-cost ratio (ratio of benefits relative to costs expressed in monetary terms) of government investment in TVET and Human Resources Development HRD

 

 

Course Outcomes

 

At the end of this course, the participant will be competent and able to work and utilize different systematic managerial methods and tools.

 

An initiative and ready approach will be introduced to organize and operate in-service or new TVET Institutions as a first step to break the difficult situation to invest as public service in the expensive field of training with low return or payback. In the training business operation, there is always uncertain outcome, risk of loss as well as the opportunity for profit.

 

The participants will be trained to successfully manage TVET Institutions, market the provision of training services and ensure an economically utilization of their infrastructural, human, and financial resources.  The course will be delivered just-on-demand to satisfy the participants, let them get the benefit of utilizing active instructional staff, ensuring that quality trained work force are graduated from the TVET Institutions and allow them to support national sustainable human resource development.

 

The course will highlight to the participants how the TVET is delivered through a network of public and private institutions operated by public and private instructors and managers who carry a huge responsibility for an immense fund, invested in Human Resources Development HRD. Within different sections of the course, there will be a clear explanation of the reasons for the complains, often made by the industries and employers regarding the competency of the workers graduated from TVET Institutions, the inefficiency of the training provided and the TVET challenges facing policy makers (unavailable training facilities, budget limitations, etc.).

 

The training and consultancy components of the course will provide the participants with different methods and tools for systematic management of the TVET Institutions. The proposed managerial methods and tools will allow the participants for a transition from being administrators to becoming managers of the Institutions and associated facilities and workshops, build their capabilities, make them initiative and ready to undertake the operation of the Institutions,  as service businesses in the training market.

 

The participants will be  trained to deal with the trainees as clients and training materials as service products, use the systematic managerial methods and tools to focus on the TVET Institutions and successfully compete in a market where private training providers usually take out the profitable shares.

 

Specific Course Outline

 

The following are the topics covered in the course:

 

Section A: The Economic and Social Context of Workforce Development & TVET

 

  1. Definitions Used in Technical Education TE
  2. In-company and Inter-company (Public – Private )TVET Centres
  3. TVET for Sustainable Development SD
  4. TVET as Continuing or Lifelong Learning
  5. Training Providers
  6. Demand Based and Supply Based TVET
  7. Decentralized Enterprise – TVET Provider Partnership ETP
  8. Formal, Informal & Non-formal TVET & Validation
  9. Prior Learning
  10. Implementing a Lean Management System to Achieve TVET Institution Excellence
  11. Challenges for TVET
  12. Fitness to Purpose of TVET System
  13. Quality of TVET System
  14. Stakeholders for the TVET System
  15. Instructor Lead Training ILT and On-the-Job Training for Skilled Workers
  16. TVET Strategic Concepts 

 

Section B: Institutional Development ID of TVET Institutions

 

  1. Introduction
  2. What is a TVET Institution?
  3. General Policy for TVET Institutions
  4. Knowledge / Skills / Experience Profile of TVET Institution’s Managers
  5. Knowledge / Skills / Experience Profile of TVET Institution’s Instructors / Trainers / Teachers
  6. Learning & Training Objectives of TVET Institution’s Instructors / Trainers / Teachers
  7. Role of TVET Institution’s Instructors / Trainers / Teachers
  8. Factors affecting Performance of Institution’s Instructors / Trainers / Teachers

 

Section C: Occupational Competencies Approach to TVET

 

  1. Objective
  2. Competency
  3. Competence Based Occupational Standards
  4. Training Needs Analysis TNA
  5. Occupational Areas
  6. Occupational / Job Analysis
  7. Occupational Competencies Approach to Education & Training and Impact to Productivity
  8. Components of Competence Based Occupational Standards
  9. Capacity Building
  10. National Vocational Qualifications, Occupational Standards, Occupational Certification and Licensing
  11. Competency Development Frameworks – Basic Principals – Module / Unit of Competency & Element of Competency (Task)
  12. Critical Tasks (Elements)
  13. Creation of Competency Development Frameworks
  14. Key Assessment Subjects & Duties
  15. Scales of Competency Standards (Levels)
  16. Performance Assessment Criteria
  17. Labour Qualifications
  18. TVET Institution’s Organizational Aspects
  19. Assessment Evidences
  20. Assessment Data
  21. Competency Assurance Management System CAMS
  22. Trainers, Assessors and Verifiers
  23. Evaluation of Assessment Results & Specific Gaps Elimination Programme SGEP
  24. Case studies
  25. Training & Assessment Matrix Process – Process Flow Chart
  26. Advantages of Competency Based Education & Training CBET for Workers
  27. Advantages of Competency Based Education & Training CBET for Employers
  28. Advantages of Competency Based Assessment

 

Training Methodology:

  1. Interactive/practical training
  2. Two way communication
  3. Exercises / Assignments
  4. Brain Storming
  5. Case Studies
  6. Open Discussions
  7. Ready to use samples

 

 

Venue / Training Location:

To be advised
Who Should Attend?

 

  1. From TVET Institutions

 

Principals, Managers, Directors, Heads of Training Departments, Master Trainers, Instructors / Trainers / Teachers, Curriculum Developers (Specialists), Assessors, Observers & Verifiers

 

  1. From Enterprises & Employers

Industry Trainers (Engineers & Supervisors), Training Programmes Development Specialists & Career Development Section Leaders

 

  1. From TVET Stakeholders

 

Representatives from: Federations, Chambers, Training Councils, General Unions of Trainees, Workers, Private Training Institutes, Technical Schools, etc.

 

Language

 

  1. The training materials for the participants will be in English.
  2. The language of instruction will be in English