Talent mobility good practices: Collaboration at the core of driving economic growth
English
Information is gathered from other international organizations that promote skills development and the transition from education and training to work. The Interagency Group on Technical and Vocational Education and Training (IAG-TVET) was established in 2009 to share research findings, coordinate joint research endeavours, and improve collaboration among organizations working at the international and national levels.
Lifelong learning
There is a critical need for a greater overall investment in education and training, particularly in developing countries. Education and training investments should be closely linked to economic and employment growth strategies and programmes. Responsibility should be shared between the government (primary responsibility), enterprises, the social partners, and the individual. To make lifelong learning for all a reality, countries will need to make major reforms of their vocational and education and training systems. School-to-work schemes for young people should integrate education with workplace learning. Training systems need to become more flexible and responsive to rapidly changing skill requirements. Reforms should also focus on how learning can be facilitated, not just on training for specific occupational categories.
Migrant workers
According to the ILO global estimates on migrant workers, there were around 164 million migrant workers in 2017.
Migrant workers contribute to growth and development in their countries of destination, while countries of origin greatly benefit from their remittances and the skills acquired during their migration experience. Yet, many migrant workers face challenges in accessing quality training and decent jobs including under-utilization of skills, a lack of employment or training opportunities, lack of information, and exploitation of low-skilled workers.
To address these challenges, countries need to strengthen skills anticipation systems to inform migration policies, increase access to education and training, and establish bilateral or multilateral recognition of qualifications and skills.
Participation of employers' and workers' organizations
The world of learning and the world of work are separate but linked. While one involves learning, the other produces goods and services. Neither can thrive without the other. Strong partnerships between government, employers and workers help ensure the relevance of training to the changing needs of enterprises and labour markets.
Training quality and relevance
Case studies and good practices
Case studies that document good practices and illustrate the benefits and lessons learnt of particular approaches or methods in real practice.
The report finds that while there are several examples of good practices that can be adopted to help rebalance global talent markets, talent mobility is not achieving its full potential. It points out that talent markets are impeded by four key problems: widespread unemployability, skills gaps, information gaps, and private and public constraints on mobility. These issues are pervasive and daunting, with many countries and regions struggling with high unemployment and untapped labor pools and while many industry sectors and employers face talent shortages and skills gaps.
Among the case studies, the featured solutions to these problems are varied, ranging from shaping academic curricula to better meet an industry’s talent needs to training underskilled workers for employment; nearly all of the solutions exhibit different forms of collaboration among multiple stakeholders.