To pay or not to pay the HRDF levy for training

SO MUCH OF debate and discussion over the HRDF levy and the recent objection by the building industry to pay the levy.

As an education and corporate player, I am all for the training of staff in a company. I must say that HRDC has been supportive of my Company’s efforts.

Perhaps HRDC should review its SOP to allow more companies to use back its levy to conduct training with more flexibility. For one, many industries cannot send their staff to attend even a minimum of one whole day of seven hours of training as required for the claim-back.

This includes companies in manufacturing, transport, aviation, hospitality and many others.

In this case, a one day ‘s training programme comprising the seven hours of training can be spread over a maximum of seven days, depending on the Company’s work and operations.

Likewise, a two-day training programme can also be spread over a few days to allow the Company to at least allow the staff to be excused from their work for one or two hours per day to attend the training.

Presently, HRDF only allows training modules to comprise of 75% indoor classes and 25% outdoor classes. Perhaps we can look into a possibility of 50% to even 25% vs 75% ratio each of indoor and outdoor, as not all categories of workers prefer an indoor lecture-style training class.

Team-building modules can be more effective and even fun, going through physical and sporting activities outdoors.

Companies that allow staff to go through proper gym or even dance and sports training modules should also be able to claim HRDF. After all, we also want to build a healthy nation of workers.

HRDC’s Thursdays Open Days at their HQ, KL, are indeed a good move to encourage companies to drop by to find out more about HRDF’s SOPs and claims. Perhaps more sessions as these are to be organised in all states to allow more companies to access the information and know-how. Even the know-how has to be simplified to facilitate and make it friendly enough to apply for the training grants and also to receive the grants.

Last but not least, companies that avail of the HRDF funds for training or even for CSR initiatives such as in the sponsorship of training for any working-age groups or even, life-long learning programmes for senior citizens, should be given some form of tax benefit and incentive.

IRIS TAN

Chief Operating Officer

Orbix Education Group & Senta Adventure Camp & Resort Malaysia