Productivity

In search of a better match: Qualification mismatches in developing Asia

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Document

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In search of a better match: Qualification mismatches in developing Asia

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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

Training quality and relevance

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skpTrainQR

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training-quality-and-relevance

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:

15 Apr 2016

Open

wcmstest4_172260.pdf

ADB economics working paper No. 476 This paper examines the extent to which various factors explains talent misallocation in the form of qualification mismatches across six urban developing Asian economies using the World Bank’s Skills towards Employability and Productivity (STEP) Skills Measurement Survey.

This paper empirically tests the role of search frictions in driving qualification mismatches in the labor market. Using new data from several low-income economies in urban Asia, it is found that overeducation in less developed labor markets are more pervasive than in more developed economies.

Subject Tags:

Employability

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employability

Identifier

643

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productivity

Identifier

188

Skills anticipation

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skills-anticipation

Identifier

677

Skills mismatch

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skills-mismatch

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654

Regions:

Asia and the Pacific

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Countries and territories:

Armenia

China

Georgia

Lao People's Democratic Republic

Sri Lanka

Viet Nam

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
													

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English

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english

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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

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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

Subject Tags:

Human resources development

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human-resources-development

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118

Productivity

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productivity

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188

Professional workers

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professional-workers

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410

Regions:

Asia and the Pacific

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Countries and territories:

Australia

Bridging the skills gaps in developing countries: A practical guide for private-sector companies

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Document

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															Bridging the skills gaps in developing countries: A practical guide for private-sector companies
													

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English

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english

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skpEng

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Other sources

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skpOSource

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other-sources

Topics:

Anticipating and matching skills needs

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skpAFSN

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anticipating-and-matching-skills-needs

Training quality and relevance

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skpTrainQR

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training-quality-and-relevance

Knowledge Products:

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.

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skpCaseStdy

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case-studies-and-good-practices

Publication Date:

16 Mar 2016

Open

wcmstest4_168258.pdf

Contribution to the Let’s Work Partnership Nine out of ten jobs in developing countries are provided by private-sector companies. Yet globally, 38% of private-sector employers report difficulties in filling vacant positions owing to the unavailability of adequately trained staff. The result is a serious mismatch: on the one hand, all those job vacancies; on the other, vast numbers of job-seekers who do not have the skills (private) employers are looking for. These so-called skills gaps – the difference between the skills needed for a job and those possessed by a worker – represent a major constraint on development.

This report introduces an approach for companies to conduct a cost-benefit appraisal of their measures to address skills gaps – in their own workforce, in the value chain and in the local community.

Subject Tags:

Apprenticeships

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apprenticeships

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639

Private sector

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private-sector

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229

Productivity

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productivity

Identifier

188

Skills and training policy

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skills-and-training-policy

Identifier

666

Skills anticipation

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skills-anticipation

Identifier

677

Skills mismatch

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skills-mismatch

Identifier

654

Youth

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youth

Identifier

319

Regions:

Global

Business strategies that work: A framework for disability inclusion

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Document

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Business strategies that work: A framework for disability inclusion

Language:

English

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english

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skpEng

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Governments

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skpGov

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governments

Topics:

People with disabilities

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Of an estimated 1 billion people with disabilities in the world today, some 785 million are of working age. While many are successfully employed and fully integrated into society, most face a disproportionate level of poverty and unemployment. This is a massive loss both to them and their countries. A strategy of including people with disabilities in training and employment promotion policies, combined with targeted supports to ensure their participation, can help disabled persons obtain productive mainstream employment.

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skpPeoDis

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people-with-disabilities

Knowledge Products:

Research papers

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skpRPS

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research-papers

Publication Date:

02 Dec 2015

Open

wcmstest4_159262.pdf

Business Strategies that Work identifies promising employment policies and practices for recruiting, hiring, retaining, and advancing qualified individuals with disabilities. It is a guide for employers who want to ensure that their workplaces are truly diverse and inclusive. And it is a valuable tool, with proactive and dynamic human resource strategies, for employers who want to be successful in today’s diverse and global markets.

The strategies found in this document are used by employers who make a strong business case for employing people with disabilities. By identifying, adopting, and refining these effective and meaningful employment practices that welcome people with disabilities, you too can benefit from having a vibrant, diverse workforce. These practices are organized into seven action areas:

- Lead the Way: Inclusive Business Culture
- Hire (and Keep) the Best: Personnel Processes including skills development
- Ensure Productivity: Reasonable Accommodation Procedures
- Build the Pipeline: Outreach and Recruitment
- Communicate: External and Internal Communication of Company Policies and Practices
- Be Tech Savvy: Accessible Information and Communication Technology
- Grow Success: Accountability and Continuous Improvement Systems.

Subject Tags:

Disadvantaged youth

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disadvantaged-youth

Identifier

663

Employability

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employability

Identifier

643

Inclusion

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inclusion

Identifier

665

Private sector

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private-sector

Identifier

229

Productivity

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productivity

Identifier

188

Skills and training policy

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skills-and-training-policy

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666

Regions:

Americas

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Countries and territories:

United States of America

Sustaining employment and wage gains in Brazil: A skills and jobs agenda

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Document

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Sustaining employment and wage gains in Brazil: A skills and jobs agenda

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English

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english

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skpEng

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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.

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skpIntOrg

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international-organizations

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Research papers

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skpRPS

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research-papers

Publication Date:

16 Oct 2015

Open

wcmstest4_154257.pdf

The report aims to meet two broad objectives: collect new evidence and propose incremental policy reforms. First, it assembles new evidence and data to inform and update policy makers, academics, and other stakeholders on Brazilian employment growth and skill use as well as the performance of existing education and labor policies. Second, it facilitates and informs the policy debate by advancing feasible policy options to increase employment and productive inclusion.

The study provides an international context for Brazil’s skills and jobs challenges. It benchmarks Brazil against other countries while also compiling and summarizing the findings and discussion from the in-depth policy and technical papers prepared as background for this report. In addition to its original research, the report reviews and incorporates recent findings from other World Bank teams, IPEA researchers, and other think tanks and academic institutions in Brazil.

Subject Tags:

Employability

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employability

Identifier

643

Human resources development

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human-resources-development

Identifier

118

Productivity

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productivity

Identifier

188

Regions:

Americas

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Countries and territories:

Brazil

Promoting safe work and quality apprenticeships in small and medium-sized enterprises: Challenges for developed and developing economies

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Document

Content Type:

															Promoting safe work and quality apprenticeships in small and medium-sized enterprises: Challenges for developed and developing economies
													

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English

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english

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skpEng

Sources:

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

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Knowledge Products:

Research papers

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skpRPS

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research-papers

Publication Date:

02 Oct 2015

Open

wcmstest4_153253.pdf

The paper explores the varieties of apprenticeship as currently offered in developed and developing economies and related issues of governance and regulation. Key issues for modern apprenticeship – governance, financing, assessment and certification - are identified. The way in which apprenticeship can promote innovation and safe working conditions in small and medium-sized enterprises (SMEs) is examined. The paper then analyses the difficulties and challenges faced by SMEs in integrating formal apprenticeship into their organizations. Current strategies for enabling SMEs in developed economies to increase their participation in apprenticeship are reviewed and the relevance of these and of other strategies for informal apprenticeship in SMEs in developing economies is examined.

Subject Tags:

Productivity

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productivity

Identifier

188

Small enterprises

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small-enterprises

Identifier

181

Regions:

Mapping and analysis of growth-oriented industrial sub-sectors and their skill requirements in Bangladesh

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Document

Content Type:

															Mapping and analysis of growth-oriented industrial sub-sectors and their skill requirements in Bangladesh
													

Language:

English

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english

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skpEng

Sources:

ILO

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skpILO

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ilo

Topics:

Sectoral approaches

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Matching skills to labour market demand requires reliable sectoral and occupational information and institutions that connect employers with training providers. Sector based strategies and institutions have proved effective in engaging all stakeholders in promoting both pre-employment training and life-long learning.

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skpSectApr

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sectoral-approaches

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:

16 Feb 2015

Open

fm11g_012416.pdf

The present report has been prepared within the framework of the Bangladesh Technical and Vocational Education and Training (TVET) Reform Project. The project, which is an initiative of the Government of Bangladesh, is funded by the European Commission and executed by the International Labour Organization. It aims to raise productivity and employability through skills development. Its specific objectives are to improve TVET policy and systems, build national capacity to develop new qualifications, courses, and teacher training programmes, and extend better training opportunities in the informal economy. It is designed to ensure that the TVET system in Bangladesh is better placed to serve the skill requirements of employers and to enable more people to acquire relevant skills that will help them gain productive wage- or self-employment. The present study is intended to identify: (i) sectors that are competitive and demonstrate growth potential; and (ii) the type of skills that will be required by these sectors in the coming years. The basic purpose of the study was to provide guidance for the TVET reform project, especially in selecting the sub-sectors to be targeted.

Subject Tags:

Apprenticeships

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apprenticeships

Identifier

639

Employability

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employability

Identifier

643

Manufacturing

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manufacturing

Identifier

216

Occupational qualification

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occupational-qualification

Identifier

409

Productivity

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productivity

Identifier

188

Sectoral approaches

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sectoral-approaches

Identifier

676

Vocational training

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vocational-training

Identifier

124

Regions:

Asia and the Pacific

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Countries and territories:

Bangladesh

Bangladesh has a strong track record of growth and development, even in times of elevated global uncertainty. A robust demographic dividend, strong ready-made garment exports, resilient remittance inflows, and stable macroeconomic conditions have supported rapid economic growth over the past two decades. A strong recovery from the COVID-19 pandemic continued in FY22, although a recent surge in commodity prices has presented new headwinds.

Bangladesh reached lower-middle income status in 2015. It is on track to graduate from the UN’s Least Developed Countries list in 2026. Poverty declined from 43.5 percent in 1991 to 14.3 percent in 2016, based on the international poverty line of $1.90 a day (1).

Like many of its Asian neighbours, Bangladesh faces a major challenge trying to develop modern, employability skills for tens of millions of young women and men. It has a large informal sector, which accounts for 94.7 percent of the total employment in 2017 (2). Youth continue to be highly affected by the lack of opportunities, with the share of youth aged 15-24 not in employment, education or training (NEET), estimated at 27.8 percent in 2020 (3).

TVET has a huge role to play in equipping the vast young labour force of 15-29 years referred to as the country’s “demographic dividend” with employability skills and providing enhanced support services to ensure a better transition from school to work. TVET may also contribute to reducing poverty by providing employability skills, particularly to those who drop out of school early and to a large number of unemployed and underemployed adults.

Despite many reform initiatives by the government, the TVET sector needs further strengthening through reform of policies and systems in the labour market. Enhancing industry-relevance of TVET qualifications will furthermore require closer Government cooperation with the private sector. For one and a half decade, the ILO has worked closely with the Government of Bangladesh and its Social Partners to reform the TVET sector and to improve access for people to increase their skills and employability, in particular youth, women and people from other marginalized groups.

The impact of the COVID-19 pandemic had detrimental effects on the TVET sector, due to the nation-wide closure of all educational institutes for one and a half years, starting on 17 March 2020. Most students’ learning was effectively abolished for this duration, and learning and certification was only possible through limited online learning facilities in existence at the time. Only recently has the TVET returned to its prior activity level.

The ILO landmark programmes aim to strengthen and improve the environment for industry skills development, address the mismatch between the supply and demand for skills training, and drive the increased employability of millions of young women and men. ILO’s support to develop the skills system in Bangladesh has focused on skills system governance, development of skills policies and qualifications frameworks; delivery of quality skills training, expanding access to TVET, and involvement by the private sector.

Sources

(1) https://www.worldbank.org/en/country/bangladesh/overview

(2) https://ilostat.ilo.org/topics/informality/

(3) https://ilostat.ilo.org/topics/youth/

Country Assessment and Priority (CAP) – Bangladesh strategy for skills and lifelong learning (2022)

Situation Analysis of Bangladesh TVET Sector (2019) https://www.ilo.org/wcmsp5/groups/public/—asia/—ro-bangkok/—ilo-dhaka/documents/publication/wcms_735704.pdf_

Transitioning from the informal to the formal economy

Type:

Document

Content Type:

Transitioning from the informal to the formal economy

Language:

English

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english

Identifier

skpEng

Sources:

ILO

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skpILO

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ilo

Topics:

Lifelong learning

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skpPSLLL

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lifelong-learning

Skills policies and strategies

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Skills and employment policies should be viewed together. The full value of one policy set is realized when it supports the objectives of the other. For investments in education and training to yield maximum benefit to workers, enterprises, and economies, countries’ capacities for coordination is critical in three areas: connecting basic education to technical training and then to market entry; ensuring continuous communication between employers and training providers so that training meets the needs and aspirations of workers and enterprises, and integrating skills development policies with industrial, investment, trade, technology, environmental, rural and local development policies.

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skpPolConv

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skills-policies-and-strategies

Knowledge Products:

Research papers

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skpRPS

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research-papers

Publication Date:

06 Oct 2014

Open

wcmstest4_123048.pdf

Fifth item on the agenda - International Labour Conference, 103rd Session, 2014

The report provides an overview of the informal economy, its impact on the attainment of decent work for all workers and employers, and the International Labour Organisation's approach to the transition to formality, as set out in the 2002 Conclusions. It covers the regulatory environment relating to the informal economy at national and international levels, with examples of existing laws and practices from different regions, legal systems, traditions and circumstances adopted by ILO constituents to move progressively to the formal economy; more recently, skills development in the informal economy has increasingly been considered a strategic element in increasing the employability of workers and the productivity of enterprises, alleviating poverty and using new skills to help workers move into decent formal work. The report also examines the need for an integrated policy framework, encompassing the ILO’s four strategic objectives (fundamental principles and rights at work, employment, social protection and social dialogue) adapted to the national context of each Member State for a progressive transition to the formal economy and decent work.

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Informal economy

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informal-economy

Identifier

187

Policy convergence

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policy-convergence

Identifier

674

Productivity

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productivity

Identifier

188

Skills upgrading

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skills-upgrading

Identifier

657

Regions:

Global

Investing in women’s employment: Good for business, good for development

Type:

Document

Content Type:

Investing in women’s employment: Good for business, good for development

Language:

English

Slug

english

Identifier

skpEng

Sources:

Other sources

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Identifier

skpOSource

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other-sources

Topics:

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.

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Identifier

skpCaseStdy

Slug

case-studies-and-good-practices

Research papers

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Identifier

skpRPS

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research-papers

Publication Date:

29 Sep 2014

Open

wcmstest4_121248.pdf

There is a business case for improving gender diversity and supporting women to be productive workers. Despite the persuasive evidence that gender equality has a transformative effect on productivity and growth, the full economic and productive potential of women remains unrealized in many parts of the world. Globally, while women’s education levels have increased and educated women now earn more than their uneducated peers, gender gaps in labor-market participation and wage levels persist. Women continue to be underrepresented in formal and higher value-added employment.

The private sector, which accounts for almost nine out of 10 jobs in developing countries, has a critical role to play in ensuring that women have better employment opportunities. This report is the first result of the WINvest (Investing in Women Initiative) -a global World Bank Group partnership with the private sector launched at the 2012 Annual Meetings of the International Monetary Fund and World Bank Group in Tokyo, Japan. It draws on members’ experiences and encourages businesses to tap into and manage female talent in emerging and developing markets. The case studies detailed in this report are examples of how leading companies have benefited by investing in policies that support women employees.

Subject Tags:

Economic growth

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economic-growth

Identifier

166

Inclusion

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inclusion

Identifier

665

Private sector

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private-sector

Identifier

229

Productivity

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productivity

Identifier

188

Women

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women

Identifier

318

Regions:

Global

G20 labour markets: outlook, key challenges and policy responses

Type:

Document

Content Type:

G20 labour markets: outlook, key challenges and policy responses

Language:

Spanish

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spanish

Identifier

skpEsp

Sources:

ILO

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Identifier

skpILO

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ilo

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Identifier

skpIntOrg

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international-organizations

Topics:

Skills policies and strategies

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Identifier

skpPolConv

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skills-policies-and-strategies

Knowledge Products:

Other knowledge products

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Identifier

skpOProduct

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other-knowledge-products

Publication Date:

24 Sep 2014

Open

wcmstest4_120659.pdf

Report prepared for the G20 Labour and Employment Ministerial Meeting Melbourne, Australia, 10-11 September 2014

In the face of below trend growth and large jobs gaps, G20 Leaders have called for each G20 country to develop growth strategies and employment action plans. The Leaders have emphasized the need for coordinated and integrated public policies, including strong and supportive macroeconomic, trade, investment and labour market policies, along with resilient and effective social protection systems, sustainable public finance and well-regulated financial systems. Coordinated policies in these areas are seen as the foundation for sustainable, job-creating economic growth.

This paper reviews the latest trends in the labour market and highlights policies adopted by G20 countries to support growth. It then sets out the main channels through which growth and employment affect each other and summarizes the mix of policy measures needed to achieve strong, sustainable, job-rich and balanced growth. A brief overview of the Employment Plans submitted by G20 countries is also provided. A statistical annex presents additional information on recent labour market trends.

Subject Tags:

G20

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g20

Identifier

669

Human resources development

Slug

human-resources-development

Identifier

118

Policy convergence

Slug

policy-convergence

Identifier

674

Productivity

Slug

productivity

Identifier

188

Regions:

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