1. Allan Tyrer FIMI - FD & Company Secretary

2. Institute of the Motor Industry  Established in 1920  Member owned  Sector Specific  Independent  Competence  Updating (CPD)  Careers & Member Support

3. Goals  To progressively improve the professional standards of individuals employed in the retail motor industry Thereby achieving  Better employee attraction & retention  Improved customer trust & confidence  More profitability for the sector

4. Encouraging Professionalism in our Industry  Competence  Behaviour  Recognition  Differentiation  A professional is someone who is currently competent and uses that competence with integrity

5. Benchmarking  Occupational Standards  Consistent Assessment strategies  Alignment  International comparisons  Top 25 Manufacturers & importers  Respect  Linked to behaviour  Professionals

6. Vocational Qualifications  Apprenticeships  Over 100 different qualification routes  Tailored assessment strategies  On line assessment  Schemes of work  Knowledge & understanding  Practical skills  Apprentice programmes – 24 out of top 25 manufacturers/importers  Progression – schools 14 -16 yr old

7. QAA  Mapping of assessed training outcome  Measured against national levels  Same quality assurance process  Reward  Proof  Pride  80 employers/providers

8. Membership  Recognition  Status  Employability  Career partner  Competence & Integrity

9. ATA  Current Competence  Ethical behaviour  Universal Standard  Time bound  Confidence & Integrity  Benchmarking

10. Partners  Government departments, trade bodies etc  Over 400 approved training & assessment centres, world-wide  Nearly all Manufacturers/Vehicle Assemblers  48,000 learners  25,000 members  6,000 Accredited Technicians  IMI Malaysia

11. International Aspirations  Benchmarking  Adding Value, both at home and overseas  Additional Income streams  International Recognition  Enhanced status  Improved employability and transferability of skills

12. Why Malaysia  Demand Led  Respected/known contacts there  Desire in Malaysia to lead Educational field in SE Asia  English language widespread

13. Research  UK Government funded research ( UK T&I)  Identify possible partners  Identify and sound out potential customers and stakeholders  Consider routes to market  Assess competition  Understand cultural & economic issues  Be innovative

14. Setting up  Chosen vehicle/partner – a licensed office, owned by a Malaysian company, with no IMI shareholding  UK based chairman and majority investor  Malaysia investors – both Malaysian and Chinese  Malaysian Non Executive directors  UK Managing director  Office and local admin staff  Computer systems linked to IMI UK  Pricing structure/product adaptation  Business plan & budget

15. Getting Started  10 potential training providers  Launch  Manufacturer links  Retailer links  Approvals  Candidate numbers  Lapsed members

16. Issues  Lots of Interest, but no commitment especially financial  Changing plans  Commission/consultancy/sweeteners  Chinese/Malay divide/competition  Even within Government departments  Debt Collection  Getting to the right person

17. Support existed – how to use it  Individual support evident in all the key areas  Face to face meeting in Malaysia and UK with government departments, major players  Inward Missions  How to make them look good avoiding commission discussions

18. Has it worked  Partially  27 training providers approved  Estimated candidates this year 2,500  Estimated member numbers by end of year 1,000  Two Government Departments considering making ATA mandatory  Contracts on other from Government Vocational training departments BUT

19.  Losses incurred by Malaysian company  No income to UK yet  Business plan too optimistic  Employment issues  Progress slowed by ‘commission issues’  Cultural divide under estimated  Prices too high