EMPLOYERS are not providing equal training opportunities to employees through HRD Corp programmes and this undermines the fundamental goal of the Human Resources Development Fund (HRDF) and the collective progress of the workforce.

According to the National Union of Bank Employees (NUBE), the management cite reasons such as manpower shortages, operational impacts and fear of employees being poached by their competitors.

“The HRDF has been a significant reservoir of resources aimed at enhancing the skills and competencies of the Malaysian workforce,” union general secretary J. Solomon noted in a statement on Monday (July 8).

“Despite its noble intent, recent observations and reports have highlighted several concerns regarding the utilisation and management of these funds, particularly in the banking sector.”

Solomon said HRDF has amassed substantial funds, yet a significant portion remains underutilised for the intended purposes.

“In 2023, HRDF collected RM2.2 bil but only expended RM1.8 bil on training programmes. There is uncertainty about whether the RM1.8 bil spent on training is fully utilised for employer-facilitated training or government-conducted training for government projects,” he added.

“Employers, especially in the banking sector, who started paying the levy in 2022, are not fully utilising HRDC programmes for B40 and M40 employees.”

SOlomon further noted that NUBE had decided to initiate the HRDC training programmes when it found out that the bank management was not providing adequate training for its members.

“In the previous year, the bank management reluctantly approved the HRDC programmes.

“However, recently, when NUBE facilitated its first Occupational Safety & Health (OSH) training, the bank management informed the union that funding and facilitation discretion lies with them and insist it is their prerogative, and refused to allow NUBE to continue facilitating HRDC programmes,” he lamented.

“Employers refuse to send lower-rank employees for training and are unhappy when the union facilitates these efforts, claiming it is solely their responsibility.

“They also argue they have the sole right to decide how the levy funds are spent since they are the ones paying it.”

He stressed that employers cannot decide on training needs without involving workers representative through NUBE for HRDC programmes.

“Workers prioritise being equipped with appropriate knowledge and skills to improve performance, productivity, and working conditions,” he asserted.

“Training responsibilities lie with both the management of the banks and NUBE. Training program’s needs, delivery, and evaluation should be conducted together.”

Solomon reckoned that the only solution is for unions to be granted equal rights as employers to determine training programmes for employees.

“A tripartite control of the HRDF, via the government, employers and the unions, is the only feasible, practical and reasonable way to ensure that the HRDF is fully utilised for the benefit of the employees and is not misused or squandered,” he added. - July 8, 2024

https://focusmalaysia.my/nube-significant-portion-of-hrdf-funds-remain-underutilised/