ADI Initiative Transforms Companies Into Strategic Talent Development Partners

By Shanika Abdullatib

MELAKA, May 13 (Bernama) -- Longstanding concerns raised by industry players over the issue of skills mismatch among local graduates are now seeing a breakthrough through the Akademi Dalam Industri (ADI) initiative.

Southern Region Department of Skills Development (JPKWSN) director Nor Asmah Daud said more importantly, the adaptation of the work-based learning model has directly transformed the role of companies from merely being workforce ‘consumers’ into ‘co-owners’ or strategic partners in developing national talent in line with market demands.

“We are seeing this initiative beginning to bear fruit, especially as it has paved the way towards closing the skills mismatch gap in real time.

“As such, ADI is not merely a rebranding of the National Dual Training System (SLDN), but a transformation of the skills training ecosystem that positions industry as a key strategic partner in talent development, whereby ADI gives companies greater space to shape training content, learning environments and student competencies according to actual industry operational needs,” she told Bernama.

Nor Asmah said the approach has produced a ‘ready-to-work’ workforce as students are exposed to current technologies, real workplace culture and, most importantly, compliance with operating standards from day one, thus reducing the risk of culture shock.

Touching on support incentives, the flexible training model programme also plays a dual role in addressing youth unemployment and financial constraints.

“One of the special features of the ADI Apprenticeship programme that parents often overlook is that participants not only receive free training but are also provided with a government allowance of RM1,000 per month under an incentive-based programme according to selected sectors.

“Each participant who completes the training will also be awarded the recognised Malaysian Skills Certificate (SKM), thereby increasing employability value and opening up greater career development and mobility opportunities,” she said.

Commenting on the effectiveness of the programme, Nor Asmah said throughout 2025, nearly 9,000 apprentices and 2,000 existing talents had registered under the initiative, involving more than 1,500 companies across various major sectors nationwide.

“To further strengthen the programme, we are targeting 10,000 participants annually over the next three to five years in efforts to position ADI as a truly industry-driven mainstream TVET training model.

“JPK’s focus now is not only on participation numbers, but also on high employability value and expansion into high-impact sectors including semiconductors, EV automotive, Artificial Intelligence (AI), aerospace and green technology,” she said.

From the employer’s perspective, Muhlbauer Automation Sdn Bhd training department head Borhan Yusoff said the early absorption approach has had a positive impact as students are immediately exposed to the real working environment, helping to avoid the ‘culture shock’ often experienced by new employees.

He said the method directly saves orientation time and company costs because students already understand work processes and workplace culture, while the programme’s success can be seen through 22 graduates who have penetrated the international market and are now serving in developed countries, including Germany, the United States, Slovakia and China under the Muhlbauer Group.

“Since the company became involved in this initiative in 2016, we have successfully produced 93 highly skilled apprentices and this achievement has elevated the status of local graduates recognised on the global stage while proving Malaysia’s capability as a supplier of internationally recognised skilled workers,” he said, adding that the ADI implementation structure at Muhlbauer Automation was specially designed for the Mechatronics field.

Targeting Sijil Pelajaran Malaysia (SPM) leavers or those aged at least 18, Borhan said the programme at the company sets 70 to 80 per cent of learning focused on practical training at factory sites, while the remainder involves theory classes taught at external training centres such as the Advanced Technology Training Centre (ADTEC).

“The company offers full educational sponsorship throughout the three-and-a-half-year programme period. More importantly, apprentices not only receive free hostel accommodation but are also paid an attractive monthly training allowance, which has now reached RM1,700 from the very beginning of their enrolment.

“To ensure the quality of skills among apprentices undergoing continuous rotational schedules of two months of theory classes followed by four months of practical training at MB Automation, students are closely monitored by industrial trainers or mentors in each company department,” he explained.

He said from an employer’s perspective, the significant investment is highly relevant in overcoming the shortage of skilled workers in the market, many of whom are often not proficient in using basic instruments or equipment.

“Through direct guidance from industry players, they are also able to follow technological changes directly, namely from older to the very latest machinery, something very much needed by students in today’s rapidly evolving technological era,” he said.

-- BERNAMA