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What is (and is not) a Skills Planning Mechanism for South Africa? 19 March 2014 Pretoria

What is (and is not) a Skills Planning Mechanism for South Africa? 19 March 2014 Pretoria. Labour Market Intelligence Roundtable. Objectives. What is (and is not) a skills planning mechanism? What should a skills planning mechanism do and for what purpose?

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What is (and is not) a Skills Planning Mechanism for South Africa? 19 March 2014 Pretoria

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  1. What is (and is not) a Skills Planning Mechanism for South Africa? 19 March 2014 Pretoria Labour Market Intelligence Roundtable

  2. Objectives • What is (and is not) a skills planning mechanism? • What should a skills planning mechanism do and for what purpose? • What are the two dominant approaches to skills planning? • What are the fundamental differences between these approaches? • What are the determinants of supply, demand and deployment? • What are some methodological considerations?

  3. What is a credible “institutional mechanism for skills planning”? • It is a skills intelligence system that consists of: • interacting frameworks; • policies, processes and procedures; • institutional structures; • human resource capacities; • governance and management arrangements; • collaborative institutional partnerships; • research, information and data; • research methodologies, tools and techniques; and • a web interface. • to provide information and insights on occupational demand and supply for the purpose of economy-wide sector skills planning.

  4. What should a skills planning mechanism do and for what purpose? Skills Intelligence System Skills Planning Qualifications Development Programme Development Programme Mix Occupational mismatches Occupational Trends Deployment Worker Mobility Wage Movements Occupational Projections Sector Strategies Vacancies Enrolment & Progression Occupational migration Career Services Career Pathways Resourcing Institutional Planning

  5. What is a possible architecture of a Skills Planning Mechanism? SOCIETY REGULATORY MIGRATORY SCHOOLING PSET WORK FRAMEWORKS Staffing Resources Methods Management Institutions Demand Supply Processes Deploy Actors Partnerships Activities Structures Relationships FRAMEWORKS INDUSTRIAL POLICY INTERMEDIARIES LABOUR MARKET Functions Outputs Framework Institutional Arrangements ECONOMY

  6. Linear Approach to Skills Planning Skills Planning New Demand Created Demand Deployment Supply

  7. Systems Approach to Skills Planning IT Skills Planning Management P olicies Resources Demand Governance Deploy Methods Supply Institutions Structures Partnerships Infrastructure

  8. Determinants of Demand DEMAND DEPLOYMENT Replacement Demand Projected Demand Dormant Demand LATENT Labour Mobility Potential Demand Skills Utilisation Technology Economic conditions MANIFEST SUPPLY Active Labour Market Policies Wages & Employment Conditions Industry Strategy

  9. Determinants of Supply PSET Enrolment / Graduation DEMAND Apprenticeships / Learnerships Employment / Unemployment DEPLOYMENT Work-based training STOCK Migration SUPPLY Vacancy levels, rates, durations Labour market participation Wages trends RECRUITMENT Employability Employment Conditions Sector employment / Unemployment Occupational movements Job openings

  10. Determinants of Deployment DEMAND Placements DEPLOYMENT Labour Turnover WSP Planning Workforce Development Apprenticeships / Learnerships Labour Mobility SUPPLY Employment Conditions School-to-Work Transitions Employability

  11. Skills Intelligence System Technology Projected Demand Replacement Demand Labour Mobility Skills Utilisation Wages & Employment Conditions DEMAND Potential Demand Active Labour Market Policies LATENT Economic conditions DEPLOYMENT Dormant Demand Industry Strategy MANIFEST Vacancy levels, rates, durations Wages trends Employability RECRUITMENT Labour market participation Sector employment / Unemployment PSET Enrolment / Graduation Employment Conditions Apprenticeships / Learnerships SUPPLY STOCK Apprenticeships / Learnerships Employment Conditions School-to-Work Transitions Job openings Employment / Unemployment Employability Migration Work-based training Workforce Development WSP Planning

  12. Underpinning methodological considerations Macro Research Strategy Multi-Institutional Framework Regional Reverse Tracer Study Research Skills Audit Forecasting Training Survey Establishment Survey Tracer Study Demand Supply LM Observatories Deploy Wage Study Migration Study Framework Sectoral Scenario Planning Occupational Studies Industry Study Sector Skills Plan Environmental Scanning Enterprise Employment Survey Labour Force Survey Research Design Local

  13. Thank youHoosen Rasoolhoosen@frresearch.co.za

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