FIJI COMMERCE & EMPLOYERS FEDERATION

1. FIJI COMMERCE & EMPLOYERS FEDERATION The Role of Employers Fiji Perspective Nesbitt Hazelman CHIEF EXECUTIVE

2. Presentation Outline Demand vs. Supply Driven Training as an on Going Commitment Job Placement for Industry Experience Job for Life Formal/ informal Sectors Training geared toward Resource Sectors Corporate Social Responsibility

3. Demand Vs Supply Driven Training Link with the needs within industry- clear coloration between jobs that are available and training provided Continuous assessment of the job market to ascertain were training is needed must be a priority Supply Driven-directed to the Global Job Market, regional opportunities exist in PNG Palau, Aust and NZ. Integrated approach to assess the external HR needs and to provide specific training e.g. care giving, security, the trade professions Collaboration between all stakeholder including Govt Movement of Natural Person for work purposes, MSG other multilateral agreements PICTA need to be finalized

4. Training as an ongoing Committment Continuous professional development as a means of improving productivity Training to be seen as a need rather than a cost Provision of resources to ensure a conducive training environment exists Committed allocation as a % of pay roll large organizations commit unto 5% of annual payroll for training

5. Job Placement OPTIONAL? Potential Job seekers get first hand experience through industry attachments Exposed to other areas/role/aspects within the industry Provide opportunity to assess opportunities within the industry Challenges in relation to the perception of graduates Exploitation of Trainees Adjustment to career choices

6. Job for Life Concept of JFL is now a myth Workers often move through several professions where skills are different Degree holders-seeking Trade qualifications as a means for employability or to meet migration requirement of Aust & NZ to fill their skill shortages Training providers need to be responsive to this fact but be in tune with other countries skill shortages

7. Informal Sectors 60 % of Fiji workers work in the informal sector Challenge is to convert those in the informal to the formal sector. Social protection is made available Investment that create new Jobs Growth in the service sectors Potential Growth in the resource Sectors Targeted approach to training.

8. TVET linkages to core resource commodities Training providers to be linked to skill training directed to harnessing and value adding of key national commodities. Down streaming processing, Value add as a viable option Informal sector / cottage industries/ setting up of business incubators to assist the development of micro business.

9. CSR Employer need to develop a social conscious. Payment of a just wage is critical Provision of a safe and healthy work environment Protect the environment for current and future generation Engage the community in the development of CSR programmes profit sharing incentives

10. VINAKA & THANK YOU