Skills mismatch

Apprenticeship in Egypt - Towards a unified system?

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Document

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Apprenticeship in Egypt - Towards a unified system?

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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

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 Jan 2018

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edmsp1_207602.pdf

After a period of fading interest in apprenticeship systems internationally, the aggravated global youth employment crisis has brought apprenticeship back to the policy agenda. The ILO has a global programme on quality apprenticeship which strives to promote dialogue among governments, workers and employers to improve the quality, legal framework, partnership and employment outcomes of apprenticeship systems at national level, and promote knowledge sharing at international level.

This report presents the findings of a legal review of existing apprenticeship schemes in Egypt. It describes the different schemes and compares them against stipulations in ILO instruments. A National Conference on Strengthening Apprenticeship in Egypt in April 2015 in collaboration with the Ministry of Manpower provided a platform for stakeholders to discuss the legal review and its conclusions, and formulated recommendations on how to move forward. These recommendations are captured in this report.

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Apprenticeships

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apprenticeships

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639

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skills-mismatch

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654

Regions:

Africa

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Countries and territories:

Egypt

Apprenticeship in Egypt - Towards a unified system? (Arabic version)

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Document

Content Type:

Apprenticeship in Egypt - Towards a unified system? (Arabic version)

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Arabic

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arabic

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skpArb

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ILO

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skpILO

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ilo

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Apprenticeships

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Quality apprenticeships based on robust social dialogue and public-private partnerships can improve employment prospects for young people while developing high level skills identified by employers as necessary for growth and increased productivity. Both informal and regulated apprenticeship systems are important learning resources enabling young people to overcome the work-inexperience trap, gain new and enhanced skills and recognized qualifications.

Upgrading informal apprenticeships and expanding regulated ones is a cost-effective way to invest in a country’s skills base, promote economic growth and enhance the employability of youth.

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skpAppren

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apprenticeships

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Research papers

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skpRPS

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research-papers

Publication Date:

15 Jan 2018

Open

edmsp1_207603.pdf

Subject Tags:

Apprenticeships

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apprenticeships

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639

Skills mismatch

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skills-mismatch

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654

Regions:

Africa

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Countries and territories:

Egypt

Getting skills right: Good practice in adapting to changing skill needs

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Document

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Getting skills right: Good practice in adapting to changing skill needs

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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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Access to training

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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.

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skpATSU

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access-to-training

Training quality and relevance

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skpTrainQR

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training-quality-and-relevance

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Research papers

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skpRPS

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research-papers

Publication Date:

07 Dec 2017

Open

wcmstest4_195103.pdf

A perspective on France, Italy, Spain, South Africa and the United Kingdom This report identifies effective strategies to tackle skills imbalances, based on five country-specific policy notes for France, Italy, Spain, South Africa and the United Kingdom. It provides a comparative assessment of practices and policies in the following areas: the collection and use of information on skill needs to foster a better alignment of skills acquisitions with labour market needs; the design of education and training systems and their responsiveness to changing skill needs; the re-training of unemployed individuals; and the improvement of skills use and skills matching in the labour market. The assessment is based on country visits, desk research and data analysis conducted by the OECD secretariat in the five countries reviewed. Examples of good practice from other countries are also discussed.

http://dx.doi.org/10.1787/9789264277892-en

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Labour market information

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labour-market-information

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684

Recognition of prior learning

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recognition-of-prior-learning

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675

Skills mismatch

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skills-mismatch

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654

Skills utilization

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skills-utilization

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685

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Countries and territories:

France

Italy

South Africa

Spain

United Kingdom of Great Britain and Northern Ireland

ILO SDGNote: Skills for Employment

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Document

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ILO SDGNote: Skills for Employment

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English

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english

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skpEng

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ILO

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skpILO

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ilo

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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

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.

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skpLMIES

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career-guidance-and-employment-services

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

Training quality and relevance

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skpTrainQR

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training-quality-and-relevance

Youth employability

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Globally, nearly 68 million young women and men are looking for and available for work, and an estimated 123 million young people are working but living in poverty. The number who are not in employment, education or training (NEET) stands at 267 million, a majority of whom are young women. Significantly, young people are three times as likely as adults (25 years and older) to be unemployed.

Skills development is a primary means of enabling young people to make a smooth transition to work. A comprehensive approach is required to integrate young women and men in the labour market, including relevant and quality skills training, labour market information, career guidance and employment services, recognition of prior learning, incorporating entrepreneurship with training and effective skills forecasting. Improved basic education and core work skills are particularly important to enable youth to engage in lifelong learning as well as transition to the labour market.

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skpYoEmp

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youth-employability

Knowledge Products:

Promotional material

Presentations, discussion papers, meeting reports, promotional materials, videos, fact sheets, brochures and newsletters on skills development for employment.

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skpAIM

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promotional-material

Publication Date:

16 Nov 2017

Open

wcmstest4_194697.pdf

Part of the ILO Decent Work for Sustainable Development Goals (SDGs) Notes Series

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Employability

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employability

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643

Policy convergence

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policy-convergence

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674

Skills and training policy

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skills-and-training-policy

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666

Skills mismatch

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skills-mismatch

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654

Vocational training

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vocational-training

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124

Regions:

Global

El futuro de la formación profesional en América Latina y el Caribe: desafíos y lineamientos para su fortalecimiento

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Document

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															El futuro de la formación profesional en América Latina y el Caribe: desafíos y lineamientos para su fortalecimiento
													

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Spanish

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spanish

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skpEsp

Sources:

ILO

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skpILO

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ilo

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

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Research papers

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skpRPS

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research-papers

Publication Date:

21 Oct 2017

Open

wcmstest4_193298.pdf

El objetivo del reporte es presentar un diagnóstico del estado, brechas y desafíos en materia de desarrollo de cualificaciones y competencias en los países de la región; tanto en relación con una caracterización de las ofertas y las demandas de formación profesional y las brechas y desajustes relacionados, como en materia de modelos institucionales, de financiamiento y de gobernanza de los sistemas de formación profesional. El informe se refiere a la formación profesional como una actividad educativa que se orienta hacia el desarrollo de habilidades y competencias de aplicación inmediata en el mundo del trabajo; este término también es conocido en la región como educación profesional, formación para el trabajo, formación vocacional, formación y capacitación laboral. En este Informe, esas acepciones se toman como sinónimos y se utilizan de manera intercambiable.

Está organizado de la siguiente manera. La primera parte contiene un diagnóstico del estado del arte, los rezagos y las brechas de la formación profesional en la región. Este diagnóstico se basó en la experiencia y conocimiento acumulado en OIT/Cinterfor, en la literatura existente, así como en una consulta en diversos países con instituciones miembros de OIT/Cinterfor en América Latina.

La última sección de la primera parte contiene una lista de las principales líneas de reforma que surgen del diagnóstico, con el objetivo de proveer una mejor puntualización de las líneas de trabajo relevantes hacia la transformación y fortalecimiento de la formación profesional. La segunda parte del reporte contiene fichas que resumen el diagnóstico en el ámbito nacional de la formación en cada uno de los países incluidos en el estudio.

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Skills and training policy

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skills-and-training-policy

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666

Skills mismatch

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skills-mismatch

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654

Vocational training

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vocational-training

Identifier

124

Regions:

Americas

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Are young people overskilled or underskilled? (Blog)

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Document

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Are young people overskilled or underskilled? (Blog)

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English

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english

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skpEng

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ILO

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skpILO

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ilo

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Training quality and relevance

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skpTrainQR

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training-quality-and-relevance

Youth employability

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skpYoEmp

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youth-employability

Knowledge Products:

Promotional material

Presentations, discussion papers, meeting reports, promotional materials, videos, fact sheets, brochures and newsletters on skills development for employment.

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skpAIM

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promotional-material

Publication Date:

13 Oct 2017

Open

wcmstest4_193713.pdf

This week, as we prepare ILO’s participation in the World Skills Competition 2017, taking place in Abu Dhabi, UAE from 15-18 October, we are left to reflect on a major theme which is troubling governments, employers, workers and young people across the globe – the so called skills mismatch.

This year’s World Skills Competition features 1,300 competitors, 100,000 visitors and 51 skills. The competition will cover a diverse range of vocational categories including mechatronics, information network cabling, floor tiling, patisserie, and plumbing just to name a few. The ILO, as a conference coalition partner, will be involved in two major activities of the Competition, the WorldSkills Conference and the WorldSkills Youth Forum which comes under the theme 'Skills strategies for a globalized world'.

Refocusing the debate on jobs and skills mismatch….

The ILO’s SKILLS branch will lead a conference session on the topic of skills mismatch that will consider not only what causes skills mismatch, but also to better understand the different types of skills mismatches, the labour market impact they have and their relative importance.

High and persistent levels of youth unemployment, together with job vacancies that remain unfilled, are often attributed to mismatches between jobs and skills. The debate frequently focusses on why employers are unable to fill the vacancies they have. But this is only one form of skills mismatch. The problems faced by employers are technically known as skills gaps or skills shortages (which are a form of skills mismatch), but how important are they compared with other forms of skills mismatch like over-education?

The point here is not to underestimate the importance of skills shortages, as nearly 50 per cent of all European firms report difficulties in recruiting higher education graduates (Eurobaromater survey, 2010), but the evidence that these shortages are to do with skills rather than employment opportunities and conditions is actually weak, and whether they have any effect on the performance or income of these firms is also not clearly understood.

One area that has received relatively little attention is the issue of over-education, which occurs when an individual possesses a level of education in excess of that which is required for their job. After an extensive review of existing research, Prof. Séamus McGuiness of ESRI established that a sizeable fraction of workers are in occupations that do not require as much schooling as they have acquired. Think, for example, about that taxi driver you encountered that holds a PhD, an example that points to a mismatch between jobs and skills.

Click on the PDF below to read the full blog.....

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Skills mismatch

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skills-mismatch

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654

Vocational training

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vocational-training

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124

Youth

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youth

Identifier

319

Regions:

Global

6 ways Latin America can close its skills gap

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Document

Content Type:

6 ways Latin America can close its skills gap

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English

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english

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skpEng

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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.

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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

Knowledge Products:

Promotional material

Presentations, discussion papers, meeting reports, promotional materials, videos, fact sheets, brochures and newsletters on skills development for employment.

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skpAIM

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promotional-material

Publication Date:

17 Aug 2017

Open

wcmstest4_192321.pdf

This article draws attention to the skills gap in Latin America and the challenges of the region in this regard. Skills gaps are one of the leading social and economic issues of our time. In Latin America and the Caribbean (LAC), more than in any other emerging region, companies are not seeing their skills needs being met. According to the World Bank Enterprise Surveys, 36% of firms say they struggle to find an adequately qualified work force, a percentage higher than in any other region in the world, compared to a global average of 21% and an OECD average of 15%. Addressing the human capital and skills gaps has very high development returns because human capital and skills are a vector connecting five of the key interrelated challenges facing the region: sluggish productivity growth, low innovation rates, inequality, informality and social exclusion.

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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

Regions:

Americas

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OECD Skills for Jobs Database

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Document

Content Type:

OECD Skills for Jobs Database

Language:

English

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english

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skpEng

Sources:

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skpIntOrg

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international-organizations

Topics:

Career guidance and employment services

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skpLMIES

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career-guidance-and-employment-services

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Statistical information

Data produced by the international organizations and countries on trends in skills provision, demand, and employment outcomes to help inform policy-making and monitoring processes.

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skpStatInfo

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statistical-information

Publication Date:

17 Aug 2017

Open

wcmstest4_192308.htm

Getting skills right The OECD Skills for Jobs Database provides timely information for European countries and South Africa about skills shortages and surpluses, as well as data on qualification and field-of-study mismatch. The database provides information on a wide range of skills, including cognitive skill, social skills, physical skills and a set of knowledge types.

The Database’s website offers the user guide in addition to information on methodology and data details.

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Databases

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databases

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364

Employability

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employability

Identifier

643

Gender

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294

Identifier

294

Productivity

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productivity

Identifier

188

Skills mismatch

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skills-mismatch

Identifier

654

Soft skills

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soft-skills

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678

Regions:

Getting Skills Right: Skills for Jobs Indicators

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Document

Content Type:

Getting Skills Right: Skills for Jobs Indicators

Language:

English

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english

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skpEng

Sources:

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skpIntOrg

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international-organizations

Topics:

Career guidance and employment services

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skpLMIES

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career-guidance-and-employment-services

Knowledge Products:

Research papers

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skpRPS

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research-papers

Publication Date:

17 Aug 2017

Open

wcmstest4_192307.pdf

This report describes the construction of the database of skill needs indicators, i.e. the OECD Skills for Jobs Database, and presents initial results and analysis. It identifies the existing knowledge gaps concerning skills imbalances, providing the rationale for the development of the new skill needs and mismatch indicators. Moreover, it explains the methodology used to measure skills shortage, surplus and mismatch, and provides key results and insights from the data.

http://dx.doi.org/10.1787/9789264277878-en

Subject Tags:

Employability

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employability

Identifier

643

Productivity

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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

Identifier

654

Soft skills

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soft-skills

Identifier

678

Regions:

People, machines, robots and skills

Type:

Document

Content Type:

People, machines, robots and skills

Language:

English

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english

Identifier

skpEng

Sources:

Other sources

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Identifier

skpOSource

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other-sources

Topics:

Anticipating and matching skills needs

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Identifier

skpAFSN

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anticipating-and-matching-skills-needs

Knowledge Products:

Promotional material

Presentations, discussion papers, meeting reports, promotional materials, videos, fact sheets, brochures and newsletters on skills development for employment.

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Identifier

skpAIM

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promotional-material

Publication Date:

16 Aug 2017

Open

wcmstest4_192305.pdf

This briefing note discusses the way technology is changing our world and labour markets in particular. Technological unemployment is a recurring theme, but joblessness in the digital age will depend on human, not artificial, intelligence.

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