KLCC

what in your mind!!!

CUDBAS method:

1. In a small group of 5-6 people ( consisting of job profiling experts), members will involve in a brainstorming session in which job profile of a profession ( in term of skills, knowledge and attitude) will be drawn. Each member will be required to write down the skills, knowledge and attitude needed to perform the said profession or ability cards (30 ability cards each)
2. The cards will be arranged accordingly so that the group can come out with the duties involved to perform the said profession (according to degree of importance)
3. Both duty and ability cards will be pasted on AO paper, so that the group will be able to see the whole picture of the profession.
4. The data will be input into CUDBAS Software so that Subject Organization Chart could be prepared.
5. The Subject Organization Chart helps to group similar abilities so that subject title & its curriculum content could be derived. The suitable names of subject will be chosen. This leads to preparation of a Subject List.
6. From the Subject List, the group is able to develop a one week training schedule so that training session could be arranged for the profession holder.

CUDBAS

C.U.D.B.A.S

o CUDBAS stands for “Curriculum Development Based on Vocational Ability Structure”. It is basically a Japanese approach for developing training curriculum. It is invented by Prof. Kazuo Mori from Japan.

o CUDBAS runs in a small group (5-6 people) in various level, to give relevant inputs regarding the need of ability (Skills, Knowledge, Attitude) in job profile.

o CUDBAS is an alternative method to DACUM (more time consuming to develop) which is a more popular curriculum development method.

o Both CUDBAS and DACUM will give you a similar output i.e. a job profile for a particular occupation. The big difference between the two is that in DACUM, the duties and tasks in the job profile are written in order of work process while in CUDBAS, the duties are written in order of importance. The rationale for writing duties in order of importance is to enable comparison between a person’s current ability against what is needed in his occupation and thus, making it easier to plan for the person’s staffs development and training.