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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

Managing skills challenges in Asean-5 (Executive summary)

Managing skills challenges in Asean-5 (Executive summary)

Type:
Document
Content Type:
Managing skills challenges in Asean-5 (Executive summary)
Language:

English

Slug
english
Identifier
skpEng
Sources:

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.

Thumbnail
Identifier
skpEmp
Slug
employers-organizations

Other sources

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.

Thumbnail
Identifier
skpOSource
Slug
other-sources
Topics:

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. 

Identifier
skpAFSN
Slug
anticipating-and-matching-skills-needs

Career guidance and employment services

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Career guidance and counselling, career education and lifelong development of skills for employability are key for success in learning activities, effective career transitions, livelihood planning, entrepreneurship and in increasing labour market participation. They are instrumental in promoting skills utilization, recognition (RPL), as well as in improving enterprise human resource management.

Career development activities encompass a wide variety of support activities including career information and advice, counselling, work exposure (e.g. job shadowing, work experience periods), assessment, coaching, mentoring, professional networking, advocacy, basic and employability skills training (curricular and non-curricular) and entrepreneurship training. It is often an area which is fragmented across different ministries (e.g. education, TVET, employment, youth) requiring an effort to achieve the necessary coordination to provide adequate support to individuals during learning, employment and unemployment/inactivity periods.
 

Identifier
skpLMIES
Slug
career-guidance-and-employment-services
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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Identifier
skpRPS
Slug
research-papers
Publication Date:
10 Apr 2017
Open
wcmstest4_188502.pdf
Part of the New Skills at Work series. This report provides insights and recommendations on how the ASEAN-5 (Singapore, Malaysia, Thailand, Indonesia, the Philippines) can respond to skills challenges impacting their economies. It puts the spotlight on the need for an industry-oriented approach to develop job-specific skills in key growth industries, on which the success of the national growth strategy hinges. The industries selected include the information and communication technology (ICT) industry (in all five countries), electronics and electrical manufacturing (Singapore, Malaysia, and the Philippines), finance and insurance (Singapore), oil and gas (Malaysia), automotive (Thailand and Indonesia), and tourism (Thailand, Indonesia, and the Philippines). By focusing on skills gaps in key growth industries, the study provides insights into the nature of the skills challenges and how they can be effectively managed. For each country, the authors have also used a successful skill-training initiative to illustrate how skills challenges can be overcome in each country given its peculiar constraints. The report concludes that overcoming challenges will require government and employers to work together to develop coherent policies and targeted incentive structures for workers to acquire general and job-specific skills.
Subject Tags:

Employability

Slug
employability
Identifier
643

Private sector

Slug
private-sector
Identifier
229

Skills anticipation

Slug
skills-anticipation
Identifier
677

Technology

Slug
technology
Identifier
345

Vocational training

Slug
vocational-training
Identifier
124
Regions:

The future of work: How can we adapt to survive and thrive?

The future of work: How can we adapt to survive and thrive?

Type:
Document
Content Type:
The future of work: How can we adapt to survive and thrive?
Language:

English

Slug
english
Identifier
skpEng
Sources:

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.

Thumbnail
Identifier
skpEmp
Slug
employers-organizations

Other sources

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.

Thumbnail
Identifier
skpOSource
Slug
other-sources
Topics:

Anticipating and matching skills needs

Thumbnail

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. 

Identifier
skpAFSN
Slug
anticipating-and-matching-skills-needs

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.

Identifier
skpPSLLL
Slug
lifelong-learning
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. 

Thumbnail
Identifier
skpRPS
Slug
research-papers
Publication Date:
06 Apr 2017
Open
wcmstest4_188493.pdf
Future [inc] is a series of thought leadership pieces written in conjunction with Chartered Accountants Australia and New Zealand. This analysis contributes to the debate for developing the prosperity of Australia and New Zealand. Our economy and society are being shaped by large-scale shifts, from globalisation to digital disruption. Businesses are facing more intense pressures to respond to changing customer demands and new market entrants. Policy makers are reshaping their agendas. The forces of disruption are not just being driven by start-ups and felt by business leaders – they’re driving change in the workforce and labour market.

Two-thirds of those with less than five years’ experience (early-career Australians) expect that their job will not exist, or will fundamentally change, in the next 15 years. If they are correct, this means that there is likely to be a period of transition. Many will have to reskill, retrain or change jobs.

This paper shows that the workforce will change significantly in coming years. Using an extensive survey, it considers what this means for careers, skills, education and workplaces.
Subject Tags:

Employability

Slug
employability
Identifier
643

Labour market information

Slug
labour-market-information
Identifier
684

Skills and training policy

Slug
skills-and-training-policy
Identifier
666

Skills anticipation

Slug
skills-anticipation
Identifier
677

Technology

Slug
technology
Identifier
345
Regions:
Countries and territories:

The skills revolution: Digitization and why people and talent matter

The skills revolution: Digitization and why people and talent matter

Type:
Document
Content Type:
The skills revolution: Digitization and why people and talent matter
Language:

English

Slug
english
Identifier
skpEng
Sources:

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.

Thumbnail
Identifier
skpEmp
Slug
employers-organizations
Topics:

Anticipating and matching skills needs

Thumbnail

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. 

Identifier
skpAFSN
Slug
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. 

Thumbnail
Identifier
skpRPS
Slug
research-papers
Publication Date:
16 Mar 2017
Open
wcmstest4_188096.pdf
In this report Manpower Group asked 18,000 employers in 43 countries across six industry sectors how they expect technology will impact their business in the next two years, and how they are ensuring their workforce has the right skills and is ready to adapt.
Subject Tags:

Human resources development

Slug
human-resources-development
Identifier
118

Skills and training policy

Slug
skills-and-training-policy
Identifier
666

Skills anticipation

Slug
skills-anticipation
Identifier
677

Technology

Slug
technology
Identifier
345
Regions:

Bridge the gap: Rebuilding America’s middle skills

Bridge the gap: Rebuilding America’s middle skills

Type:
Document
Content Type:
Bridge the gap: Rebuilding America’s middle skills
Language:

English

Slug
english
Identifier
skpEng
Sources:

Academic institutions

Research papers, synthesis reports, country and programme studies are collected from many academic institutions and national, regional and international professional associations.

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Identifier
skpAcaInst
Slug
academic-institutions

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.

Thumbnail
Identifier
skpEmp
Slug
employers-organizations
Topics:

Training quality and relevance

Thumbnail
Identifier
skpTrainQR
Slug
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. 

Thumbnail
Identifier
skpRPS
Slug
research-papers
Publication Date:
20 Jan 2017
Open
wcmstest4_186695.pdf
Report, U.S. Competitiveness Project, Harvard Business School, November 2014. (This report was authored jointly by Accenture, Burning Glass Technologies, and Harvard Business School.) The market for middle-skills jobs—those that require more education and training than a high school diploma but less than a four-year college degree—is consistently failing to clear. That failure is inflicting a grievous cost on the competitiveness of American firms and on the standard of living of American workers. This report explores how business can lead the charge to close the gap.
Subject Tags:

Employability

Slug
employability
Identifier
643

Private sector

Slug
private-sector
Identifier
229

Public private partnerships

Slug
public-private-partnerships
Identifier
138

Skills and training policy

Slug
skills-and-training-policy
Identifier
666

Skills mismatch

Slug
skills-mismatch
Identifier
654

Vocational guidance

Slug
vocational-guidance
Identifier
123
Regions:
Countries and territories:

Swiping right for the job: How tech is changing 'Matching' in the workforce

Swiping right for the job: How tech is changing 'Matching' in the workforce

Type:
Document
Content Type:
Swiping right for the job: How tech is changing 'Matching' in the workforce
Language:

English

Slug
english
Identifier
skpEng
Sources:

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.

Thumbnail
Identifier
skpEmp
Slug
employers-organizations

Other sources

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.

Thumbnail
Identifier
skpOSource
Slug
other-sources
Topics:

Anticipating and matching skills needs

Thumbnail

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. 

Identifier
skpAFSN
Slug
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. 

Thumbnail
Identifier
skpRPS
Slug
research-papers
Publication Date:
09 Dec 2016
Open
wcmstest4_186093.pdf
Part of the new skills at work series This report aims to show how different users—job seekers, employers, and other stakeholders—are interacting with new technologies. It explores how the injection of technological platforms and applications is changing traditional labor market matching interactions. The report also identifies the benefits and challenges of using these technologies, and reveals further questions and realities that must be confronted for labor market matching technology to have its greatest impact.

Throughout the report, the difficulties facing low- and middle-skill workers are highlighted. The report is intended to serve as a platform for discussion as labor market leaders plan for future use of continually evolving technological tools for connecting workers and employers.

The report will explore the following topics by section:

• Section II—Types of Labor Market Matching Technology: An overview of five different types of labor market matching technology, exploring benefits, limitations, and examples.

• Section III—Interactions with Labor Market Matching Technology: Highlights the ways that different stakeholders interact with varying labor market matching technology.

• Section IV—Innovations and Challenges in Labor Market Matching Technology: Explores benefits and challenges stemming from the use of labor market matching technology, and best practices to mitigate those challenges.

• Section V—Institutional Roles in Labor Market Matching Technology: Examines roles for different institutional stakeholders in improving the technology used in labor market matching.
Subject Tags:

Private sector

Slug
private-sector
Identifier
229

Skills anticipation

Slug
skills-anticipation
Identifier
677

Technology

Slug
technology
Identifier
345
Regions:

Labour market information: An essential part of Canada’s skills agenda

Labour market information: An essential part of Canada’s skills agenda

Type:
Document
Content Type:
Labour market information: An essential part of Canada’s skills agenda
Language:

English

Slug
english
Identifier
skpEng
Sources:

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.

Thumbnail
Identifier
skpEmp
Slug
employers-organizations
Topics:

Career guidance and employment services

Thumbnail

Career guidance and counselling, career education and lifelong development of skills for employability are key for success in learning activities, effective career transitions, livelihood planning, entrepreneurship and in increasing labour market participation. They are instrumental in promoting skills utilization, recognition (RPL), as well as in improving enterprise human resource management.

Career development activities encompass a wide variety of support activities including career information and advice, counselling, work exposure (e.g. job shadowing, work experience periods), assessment, coaching, mentoring, professional networking, advocacy, basic and employability skills training (curricular and non-curricular) and entrepreneurship training. It is often an area which is fragmented across different ministries (e.g. education, TVET, employment, youth) requiring an effort to achieve the necessary coordination to provide adequate support to individuals during learning, employment and unemployment/inactivity periods.
 

Identifier
skpLMIES
Slug
career-guidance-and-employment-services
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. 

Thumbnail
Identifier
skpRPS
Slug
research-papers
Publication Date:
02 Sep 2016
Open
wcmstest4_180910.pdf
Reliable and useful jobs data is essential to delivering a well-functioning labour market and, more generally, a strong Canadian economy. Recent work by the Business Council and other groups has underlined the wide range of workplace skills required to achieve these goals. In particular, businesses are increasingly looking for workers with multi-faceted competencies—not just technical knowledge, but also so-called ‘soft skills’ such as collaboration and teamwork, problem-solving, relationship building and an openness to change.

At its best, labour market information (LMI) provides clear signals that guide the various players towards the most appropriate choices. It helps identify the skills that business need, and how they can be developed. LMI is critical in matching workers with jobs (and vice versa), and highlighting gaps between the skills that are available and those in need. This paper provides advice to the Business Council of Canada on ways to sustain and develop Canada’s labour market information.
Subject Tags:

Skills anticipation

Slug
skills-anticipation
Identifier
677

Soft skills

Slug
soft-skills
Identifier
678
Regions:

Americas

Region Image
Countries and territories:

Digital talent: Road to 2020 and beyond

Digital talent: Road to 2020 and beyond

Type:
Document
Content Type:
Digital talent: Road to 2020 and beyond
Language:

English

Slug
english
Identifier
skpEng
Sources:

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.

Thumbnail
Identifier
skpEmp
Slug
employers-organizations

Other sources

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.

Thumbnail
Identifier
skpOSource
Slug
other-sources
Topics:

Anticipating and matching skills needs

Thumbnail

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. 

Identifier
skpAFSN
Slug
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. 

Thumbnail
Identifier
skpRPS
Slug
research-papers
Publication Date:
02 Sep 2016
Open
wcmstest4_180909.pdf
A national strategy to develop Canada’s talent in a global digital economy. This report contextualizes Canada’s digital landscape and labour market needs by 2020. It provides an in-depth strategy with practical recommendations that will build Canada’s digital talent base, for today and the future, in an increasingly global and digital landscape. Developed through extensive research, and consultations with industry, education and policy makers across Canada, the strategy targets all sectors that include ICT in their practices and depend on a strong tech-savvy workforce.
Subject Tags:

Skills and training policy

Slug
skills-and-training-policy
Identifier
666

Skills anticipation

Slug
skills-anticipation
Identifier
677

Technology

Slug
technology
Identifier
345
Regions:

Americas

Region Image
Countries and territories:

It’s not about age - Pathways for engagement in employing mature age people and existing workers as apprentices: An employer perspective

It’s not about age - Pathways for engagement in employing mature age people and existing workers as apprentices: An employer perspective

Type:
Document
Content Type:
It’s not about age - Pathways for engagement in employing mature age people and existing workers as apprentices: An employer perspective
Language:

English

Slug
english
Identifier
skpEng
Sources:

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.

Thumbnail
Identifier
skpEmp
Slug
employers-organizations
Topics:

Older workers

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Access for all to good quality education, vocational training and workplace learning is a fundamental principle of social cohesion and economic growth. Some groups of people may require targeted attention if they are to benefit from education, training and employment opportunities.

This is particularly the case for disadvantaged youth, lower skilled workers, people with disabilities, and people in rural communities. The attractiveness of vocational education and training is enhanced when combined with entrepreneurship training and when public policies encourage utilization of higher skills by business.

Identifier
skpOldwor
Slug
older-workers
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. 

Thumbnail
Identifier
skpRPS
Slug
research-papers
Publication Date:
01 Sep 2016
Open
wcmstest4_180896.pdf
Future competitiveness in the skilled workforce will rest partly on the performance and productivity of ageing workforces and, therefore, on the efficient utilisation of older workers. While there are cyclical pressures on the labour market that create fluctuations in the supply of labour, in the long term Australia must maximise the numbers of skilled working age people in the workforce. To that end, this study examines options that actively encourage the engagement of mature age and existing workers in apprenticeships.
Subject Tags:

Apprenticeships

Slug
apprenticeships
Identifier
639

Skills re-training

Slug
skills-re-training
Identifier
655

Skills upgrading

Slug
skills-upgrading
Identifier
657
Regions:
Countries and territories:

Focus on skills: Building a better national VET system

Focus on skills: Building a better national VET system

Type:
Document
Content Type:
Focus on skills: Building a better national VET system
Language:

English

Slug
english
Identifier
skpEng
Sources:

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.

Thumbnail
Identifier
skpEmp
Slug
employers-organizations
Topics:

Training quality and relevance

Thumbnail
Identifier
skpTrainQR
Slug
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. 

Thumbnail
Identifier
skpRPS
Slug
research-papers
Publication Date:
01 Sep 2016
Open
wcmstest4_180895.pdf
Australia needs a robust vocational education and training (VET) sector capable of delivering quality outcomes that meet the skills needs of industry, and boost workforce participation and social engagement. Within that context, this Australian Chamber of Commerce and Industry's position paper addresses the future of VET in the context of Federation Reform and presents a case for change.
Subject Tags:

TVET systems

Slug
tvet-systems
Identifier
661

Vocational training

Slug
vocational-training
Identifier
124
Regions:
Countries and territories:

Moving forward together: An employer perspective on the design of skills training programs in Ontario

Moving forward together: An employer perspective on the design of skills training programs in Ontario

Type:
Document
Content Type:
Moving forward together: An employer perspective on the design of skills training programs in Ontario
Language:

English

Slug
english
Identifier
skpEng
Sources:

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.

Thumbnail
Identifier
skpEmp
Slug
employers-organizations
Topics:

Training quality and relevance

Thumbnail
Identifier
skpTrainQR
Slug
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. 

Thumbnail
Identifier
skpRPS
Slug
research-papers
Publication Date:
26 Aug 2016
Open
wcmstest4_180692.pdf
The goal of this report is to help inform the design of—and contribute to the success of—new employer-driven training and employment initiatives in Ontario. It brings together the perspectives of employers from across Ontario on training and employment issues. Specifically, this report makes recommendations that, if adopted, will foster greater employer involvement in training, and as a result, ensure that government-funded employer-driven training programs benefit Ontario’s business community, workers, and economy.
Subject Tags:

Employers

Slug
employers
Identifier
672

Human resources development

Slug
human-resources-development
Identifier
118

Private sector

Slug
private-sector
Identifier
229
Regions:

Americas

Region Image
Countries and territories:
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