This glossary of terms intends to provide the TESDA key players, partners, and stakeholders an online and updated TVET information, concepts, to bring common understanding and clarification on the use of TESDA terminologies.
| CONCEPT/TERM | DEFINITION |
|---|---|
| Training Coordinator (TC) |
an employee of the establishment, who, aside from performing regular tasks, is responsible for planning, organizing, implementing, evaluating, and coordinating the workplace training offered to DTS trainees. Depending on some factors, i.e the resource-capability of the establishment, these training and coordinating functions may be assigned to two or more qualified staff.
Source: Amended Implementing Rules and Regulations of the DTS Act of 1994 (RA 7686), TESDA Circular No. 049 s. 2019 |
| Training Culture |
an environment in which training is seen as important and is closely linked with business strategy, particularly in creating a competitive advantage for an enterprise. Opportunities are given to all employees to participate in training to develop their skills and competencies.
Source: NCVER 2013 |
| Training Evaluation |
the systematic collection and analysis of data relevant to the development and implementation of learning activities.
Source: NCVER |
| Training for Work Scholarship Program (TWSP) | a scholarship program that provides immediate interventions to produce the needed skilled and certified workers and fill up the job vacancies in key industry sectors in the country. The TWSP seeks to support rapid, inclusive, and sustained economic growth through course offerings in priority industries and key employment generators (KEGs). Source: TESDA Circular No. 004, s. 2024 |
| Training Institution or Professional Organization |
refers to a duly — registered organization or institution that provides education or training services for a fee. This term includes corporate and partnership training providers with proper registration from the Securities and Exchange Commission (SEC)
Source: TESDA Circular No. 53 s. 2018 |
| Training Investment |
expenditure of an organization on training for benefit; improvement factors include increased productivity, reduction of waste, improved employee retention, and improved profitability.
Source: NCVER |
| Training Levy |
levy imposed on employers with a view to financing training activities.
Source: NCVER |
| Training Methodology |
refers to the tools/manner of procedure, especially a regular and systematic way to execute the implementation of the training.
Source: Memorandum No. 209, s. 2020, TESDA-OP-AS-01 |
| Training Needs Analysis (TNA) |
a systematic analysis of present and future skills needs against the skills available to implement an efficient training strategy.
Source: CEDEFOP 2008 used to assess an organization’s training needs. The root of the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organization currently possess and the knowledge, skills and attitudes that they require to meet the organization’s objectives. It is very important to identify training needs before trying to implement any training solutions. The identification of training needs is the first step in a uniform method of instructional design. Source: UNEVOC, UN it is the process of identifying the training and development needs or gaps of employees so that they can carry out their job effectively and efficiently, and to continue to grow and develop their careers. Source: Memorandum No. 209, s. of 2020, TESDA-OP-AS-01 |
| Training of Trainers |
theoretical and/or practical training for teachers or trainers.
Source: CEDEFOP, Europe |
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