The Swiss Federal University for Vocational Education and Training (SFUVET) is Switzerland's expert vocational education and training organisation (VET). It provides basic and continuing training to VET professionals, conducts VET research, contributes to the development of occupations and supports international cooperation in vocational and professional education and training.
“The On-the-Job Training Blueprint (OJT BP) developed by NACE on the job role of Digital Professional has helped Casa And Maison quickened on-boarding of new hires (40% faster) to work independently. In addition, the OJT BP has helped to develop competencies of new hires to execute the job role more effectively by 30%. Casa And Maison has now expanded the use of OJT BP to other job roles and continues to implemented Workplace Learning to develop competencies of staff at Casa And Maison in a structured manner. Staff are happy and continues to work for Casa And Maison after more than 1 year. ”
- Sales Director, Casa And Maison Pte Ltd
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The National Workplace Learning Framework provides a pathway for organisations to build up a sustainable organisation-wide workplace learning eco-system that forms the foundation of a learning organisation.
By adopting the framework, organisations can align capability development and business needs and establish best-in-class workplace learning practices.
The IHK-Exportakademie GmbH is an established organisation that was founded by the 12 Baden-Württemberg IHKs in 2010. The IHK Export Academy enables companies to stay relevant in international business. The organisation offers seminars for specialists and executives and certification courses with a high level of specialist specialisation.
“Without structured training, an employee may take about 6 months to work independently. With structured training, staff is now able to work independently after only 4 months, shortening the lead-time by around 30%.”
- Operations Manager, Gardenia
The National Workplace Learning Framework consists of six components, described briefly below:
1. Strategy
The organisation is aware of the competencies it needs in order to achieve its goals and be successful. The essential competencies for the organisation are identified and validated and measures are defined.
2. Leadership
The organisation establishes policies and practices that foster a learning-friendly culture. Leaders consistently communicate that learning is essential for the organisation’s growth and success in the medium and long term. Promoting continuous learning at work is recognised as an essential leadership task.
3. Planning
The organisation organises workplace learning activities systematically and purposefully. It supports the growth and development of its employees, trainers and leaders. The quality of workplace learning is continuously improved to suit current and future business needs.
4.Training Needs Analysis
The organisation regularly conducts its own workplace training needs analysis. It has a good grasp of its overall manpower skills requirements and the job specific training and workplace learning solutions needed.
5. Environment
The organisation supports learning at work and creates opportunities for learning at work to happen for a diversity of employee profiles. A positive environment for workplace learning is evident and suitable approaches for workplace learning are used for diverse employees’ needs and profiles.
6. Implementation & Processes
The organisation implements workplace learning activities, in a systematic and deliberate manner, based on employee learning profiles and skills needs. Appropriate learning delivery solutions are selected, and suitable instructional methods and job aids are used.
The Chamber of Industry and Commerce (IHK) for Munich and Upper Bavaria is Germany’s largest Chamber of Commerce and Industry. The IHK Akademie is the vocational educational and training partner of IHK for Munich and Upper Bavaria, offering in-house programmes and masterclasses which can be tailored to the needs of companies.
"Workplace Learning training programmes assisted the hotel in relooking and redesigning processes to innovate and improve productivity in an open, transparent and inclusive discussion with employees of all levels."
- General Manager, Novotel Singapore, Stevens
The new National Workplace Learning Certification aims to help organisations adopt and build up workplace learning practices and capabilities. Robust workplace learning processes and capabilities can enhance an organisation’s workforce performance, improve retention rates and help develop and sustain its core competencies for strong business performance and continued competitiveness.
The Singaporean-German Chamber of Industry and Commerce (SGC) is part of a network of 130 offices of the German bilateral Chambers of Industry and Commerce abroad in 90 countries. It is one of the largest national business chambers in Singapore and its mandate includes the provision of market research, the production, dissemination of publications, and coaching/advisory issues.
“Having a structured OJT training curriculum in place will help to improve the service of Okada Sweets’s staff. With the development of the OJT blueprints for front-of-house and back-of-house job roles, those training our new staff will be more confident and will be able to approach the training in a more systematic way.”
- Director, Okada Sweets Pte Ltd
Depending on organisation’s pervasiveness of workplace learning implementation, it can achieve one of the four levels of certifications:
- Workplace Learning Organisation of Competence
- Workplace Learning Organisation of Competence (Silver)
- Workplace Learning Organisation of Competence (Gold)
- Workplace Learning Organisation of Excellence (Platinum)
Depending on the organisations’ needs and strategies, organisations may aspire to attain one of the four different levels of certifications to develop and augment their competencies and capabilities.
The highest level of award is the Workplace Learning Organisation of Excellence (Platinum), which recognises organisations that have met the highest standards in workplace learning implementation, benchmarked to best-in-class workplace learning practices.
The assessment of the organisation, using the National Workplace Learning Framework, is based on a 600 point-scale. Organisations seeking to be certified will be awarded according to the following:
1. Workplace Learning Organisation of Competence must score at least 300 points, with all component garnering at least 50 points each. The validity period for the certification is for 3 years.
2. Workplace Learning Organisation of Competence (Silver) must fulfil at least 330 points, with all the components garnering at least 50 points and a score of at least 80 points in one of the six components. The validity period for the certification is for 4 years.
3. Workplace Learning Organisation of Competence (Gold) must fulfil at least 390 points, with all the components garnering least 50 points and a score of at least 80 points each for any three components. The validity period for the certification is for 4 years.
4. Workplace Learning Organisation of Excellence (Platinum) must fulfil at least 480 points, and a score of 80 points for each of the six components. The validity period for the certification is for 5 years.
The National Workplace Learning Certification is developed with reference to the National Workplace Learning Framework. Hence, organisations embarking on the certification process are strongly encouraged to understand the National Workplace Learning Framework.
The framework will guide organisations in establishing best-in-class workplace learning practices that enhance employee performance, improve retention rates and maximise business performance. Organisations can also refer to the framework to identify and close gaps in their workplace learning processes and capabilities, and in their implementation of a sustainable workplace learning system.
NACE is also offering dedicated training programmes to individuals and organisations keen to deepen their understanding of the framework and build capabilities in implementing workplace learning. Organisations not embarking on the certification process can also participate in the training programmes and vice versa.
An online self-evaluation form is available for interested organisations to assess their readiness to be certified.
NACE will review each organisation’s self-evaluation, and will provide them with the results of the self-evaluation, highlighting their strength(s) and area(s) for improvement. Organisations that have decided to embark on the certification process can then approach NACE for further assistance.
Please note that this is only applicable for organisations registered in Singapore.
For organisations that have decided to embark on the certification process, they can submit an online application for the certification.
Upon submission of the required documentation and payment of certification fees, NACE will work with the organisation on the certification process.
Please note that this is only applicable for organisations registered in Singapore.
It is estimated to take about four months. However, this may vary depending on each organisation’s size and scale of operations.
No, there is no deadline. The National Workplace Learning Certification is open for applications throughout the year.
Yes, organisations will have to pay a certification fee when they submit an application for certification. This applies to both renewal and new certifications.
Organisations can apply for re-certification after 2 years of achieving the previous level. Certification costs will apply accordingly.
Eg. ABC Company achieved the Workplace Learning Organisation of Competence (Silver) on 1 Oct 2021. If they aspire to achieve the Workplace Learning Organisation of Competence (Gold), they can only apply to be certified again from 1 Oct 2023 onwards.
The certification fees are based on a cost recovery model to defray manpower costs incurred to conduct the assessment of organisations.
It is not compulsory for organisations to undergo this certification. However, companies are encouraged to do so in order to identify and close gaps in their workplace learning processes and capabilities. This will help them enhance their workforce performance and improve retention rates.
Contact us at nace@nyp.edu.sg.
Contact us at nace@nyp.edu.sg.