Professional workers | Skills and lifelong learning knowledge sharing platform

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professional-workers

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410

The future of work in Africa

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Document

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Publication

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Experts from many international, regional and national agencies generously share their views, experiences and findings on skills, helping policy-makers among other stakeholders to understand the linkages between education, training and the world of work, and how to integrate skills into national development planning to promote employment and economic growth.

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skpOSource

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other-sources

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Anticipating and matching skills needs

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Anticipating and building skills for the future is essential to a rapidly changing labour market. This applies to changes in the types and levels of skills needed as well as in occupational and technical areas. Effective methods to anticipate future skills needs and avoid potential mismatches include: sustained dialogue between employers and trainers, coordination across government institutions, labour market information systems, employment services and performance reviews of training institutions.

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skpAFSN

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anticipating-and-matching-skills-needs

Knowledge Products:

Research papers

Working papers, reports, and other publications from international organizations, academic institutions and bilateral agencies. Research findings to stimulate informed debate on skills, employment and productivity issues.

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skpRPS

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research-papers

Publication Date:

30 Oct 2021

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future-work-africa.pdf

The Future of Work in Africa focuses on the key themes of creating productive jobs and addressing the needs of those left behind. It highlights how global trends, especially the adoption of digital technologies, may change the nature of work in Sub-Saharan Africa by creating new opportunities and challenges. It argues that, contrary to global fears of worker displacement by new technologies, African countries can develop an inclusive future of work, with opportunities for lower-skilled workers. Harnessing these opportunities is, however, contingent on implementing policies and making productive investments in four main areas. These are enabling inclusive digital technologies; building human capital for a young, rapidly growing, and largely low-skilled labor force; increasing the productivity of informal workers and enterprises; and extending social protection coverage to mitigate the risks associated with disruptions to labor markets. This companion report to the World Bank’s World Development Report 2019 concludes with important policy questions that should guide future research, whose findings could lead to more inclusive growth for African nations.

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professional-workers

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410

Skills anticipation

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skills-anticipation

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677

Regions:

Africa

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Finding high-skilled talent in a global pandemic

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Document

Content Type:

Publication

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English

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english

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skpEng

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Employers' organizations

Employers invest in training in order to improve productivity, innovate and adopt new technologies, and compete in changing markets. Case studies and research from individual employers and associations of employers on the Global KSP deal with apprenticeship and workplace skills provision, quality assurance and governance of training institutions, and employers’ roles in anticipating skill needs and in influencing national and sector policies on skills development.

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skpEmp

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employers-organizations

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Participation of employers' and workers' organizations

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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.

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skpPSP

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participation-of-employers-and-workers-organizations

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Research papers

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skpRPS

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research-papers

Publication Date:

26 Oct 2021

Open

20211012_WWERC_IOE_Report_FINALnbd.pdf

Pharmaceutical and life sciences industries access to the global workforce Employers have long cited the ability to access and move top world talent to where jobs
demand as a core factor in driving economic growth and job creation. Governments with
immigration policies that facilitate global talent mobility better position their businesses,
workforces, and economies to compete in the global marketplace.

Before the pandemic, countries were increasingly turning inward and enacting more
restrictive immigration policies. Employers were reporting more difficulty in recruiting,
relocating, and retaining the global talent they needed to drive growth and innovation. As
COVID-19 rapidly spread worldwide in 2020, the cross-border flow of high-skilled workforce
virtually ceased.

This research illustrates the eect the pandemic has had on one sector’s ability to access
high-skilled talent needed to keep the economy going and power recovery. To that end, the
pharmaceutical and life sciences industries provided a highly relevant case study. If ever a
sector needed access to a workforce skilled for the task, it is the one charged with leading
the development, manufacturing, and distribution of safe and eective vaccines and
therapeutics.

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Low skilled workers

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low-skilled-workers

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650

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professional-workers

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410

Skilled workers

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skilled-workers

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Workers participation

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workers-participation

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Regions:

Global

ILO Guide for Skills Development in Employment-Intensive Investment Programmes

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Document

Content Type:

Publication

Language:

English

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english

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skpEng

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ILO

The International Labour Organization is the tripartite U.N. agency that promotes Decent Work through employment, social security, labour standards and social dialogue. Its work on skills development is guided by the conceptual framework on Skills to improve productivity, employment growth, and development agreed in 2008 by representatives of Governments, Employers’ Associations and Workers’ Associations. Research, policy advice, and pilot projects and technical cooperation programmes to apply good practices in different circumstances across its 185 member States aims to boost the employability of workers, the productivity and competitiveness of enterprises, and the inclusiveness of economic growth. The ILO Secretariat in offices in 40 countries works with Ministries of Labour, employers’ organizations, and trade unions to integrate skills development into national and sector development strategies in order to better meet current labour market needs and to prepare for the jobs of the future; to expand access to employment-related training so that youth, persons with disabilities and other vulnerable groups are better able to acquire skills and secure productive and decent work; and to improve the ability of public employment services to provide career guidance, maintain labour exchange services, and deliver active labour market programmes.For more information regarding the ILO’s work on skills and employability go to: http://www.ilo.org/skills/lang--en/index.htm; for ILO/Cinterfor's Knowledge Management Plarform, see: http://www.oitcinterfor.org

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skpILO

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ilo

Topics:

Participation of employers' and workers' organizations

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skpPSP

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participation-of-employers-and-workers-organizations

Knowledge Products:

Research papers

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skpRPS

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research-papers

Publication Date:

28 Apr 2021

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ILO Guide for Skills Development in Employment-Intensive Investment Programmes

Joint publication by the ILO’s Skills and Employability Branch and the Employment Intensive Investment Programme (EIIP) of the Development and Investment Branch - Employment Policy Department

This joint publication developed by the ILO’s Skills and Employability Branch and the Employment Intensive Investment Programme (EIIP) of the Development and Investment Branch contains guidance and recommendations for EIIP and skills development practitioners to better integrate skills development for workers in EIIP programmes and projects, and reap benefits from the national skills development system. It reviews country examples and provides practical guidance for the design, planning, implementation, and evaluation of skills development through EIIPs.

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Low skilled workers

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low-skilled-workers

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650

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professional-workers

Identifier

410

Skilled workers

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skilled-workers

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Regions:

Global

Five good reasons: Making the case for core skill development and improving workforce quality and productivity

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Document

Content Type:

															Five good reasons: Making the case for core skill development and improving workforce quality and productivity
													

Language:

English

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english

Identifier

skpEng

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Governments

Governments hold a wealth of knowledge on skills development, and are increasingly realizing the value of learning from each others’ experiences. Their policy documents, programme evaluations, and research findings contain their experience and ideas on how to better link skills to employment

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skpGov

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governments

Topics:

Lifelong learning

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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.

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skpPSLLL

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lifelong-learning

Training quality and relevance

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skpTrainQR

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training-quality-and-relevance

Knowledge Products:

Research papers

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skpRPS

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research-papers

Publication Date:

31 Mar 2016

Open

wcmstest4_169855.pdf

Core skills – reading, writing, speaking and listening, along with understanding and using numbers effectively (numeracy) – are linked to many work activities, particularly learning and communicating. In fast-moving, technological societies like Australia, these skills are becoming increasingly complex. Employers, managers and trainers often understand the impact of core skills on workforce safety, compliance and productivity, but it can still be difficult to make a convincing case for organisations to invest in training or procedural reviews that will improve worker core skills.

This resource provides ‘five good reasons’ that can be used when making a case for core skill training:

Efficiency = quality and productivity

Clear messages = achieving key objectives

Understanding learners’ core skills = effective training

Learning culture = innovation

Understanding roles = compliance and quality

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