1. Industry-Institute Linkage for Employers Expectation
Matching Qualifications with Occupation

2. Economic Growth and Human Development
Gross National Income increased from around $100 per capita in 1972 to $1,314 in 2015
Steady economic growth with over 6 percent annual GDP growth from
Impressive gains in universalizing primary education
Gender parity in primary & secondary education
Decline in infant mortality
Reduced fertility rate from 3.3 to 2.3 ( )

3. Key Drivers of Success Strong macro-economic stability
Expansion of the manufacturing and services sectors
Strong growth of exports, especially in the ready-made garment sector, and remittances
Gradual decline in the share of total employment in agriculture
Demographic Transition

4. Constraints to further growth
Inadequate investment in infrastructure
Constrained public services
Low productivity of human capital
Acute shortage of skilled labor
Low levels of education of the workforce
88% of the workforce is in the informal sector

5. 66% of the population in the 15-64 age range
The Demographic Dividend: A threat or an opportunity?
66% of the population in the age range
2.2 million join the workforce annually
Youth unemployment at 10.3% higher than the national average; unemployment rates for female youth at 22.9% four times higher than those of young men at 6.2%
37.6 percent of youth neither in the labor force, nor in education or training
20.1 percent in irregular employment; and 4.6 percent unemployed
Source: School to Work Transition Survey,

6. TVETs in Bangladesh – Issues/challenges
TVET sector –fragmented, lacks coordination
Outdated curricula, lack of trained teachers, training materials, tools and equipment
Formal TVET system highly centralized -Institutions have no autonomy
Poor internal inefficiency
Inadequate regulation and quality assurance
Only 2.8% of total students enrolled in secondary education pursue TVET education
Girls under-represented at 27%

7. TVETs in Bangladesh – Issues/challenges
Lack of reliable labor market data on skills needs
NTVQF developed but not understood/applied
Lack skills in competency-based training and assessment
No placement system and career guidance
Mismatch between supply and demand of skills
Weak linkages with the private sector
Result: Poor employment outcomes
Source: BID

8. Policies, legislation, organizational and management structures to address issues of governance, operational capacity, coordination and decentralization
National Technical and Vocational Qualifications Framework (NTVQF)
Competency-based training and assessment
National Skills Development Council
Industry Skills Councils
Introduced vocational education at the secondary education level
Recognition of Prior Learning
Systemic Reforms

9. Industry Skills Councils: To Ensure Industry Involvement
Collection and analysis of labor market data
Identification of occupational standards
Development of competency-based training curricula
Create partnerships between Industry and TVET providers
Research industry needs
Provide strategic advice to GoB on skills development needs

10. Private Sector Involvement
Potential role of the private sector:
Development of competency-based training curricula
Governance of training institutions
Internships/ apprenticeships for TVET graduates
Mentoring/career advice
Expertise, funding, and equipment
Challenges:
Employers do not see value in partnering with workforce programs; costs outweigh benefits.
Don’t always have the necessary expertise in developing competencies or occupational standards
Apprenticeships cost money and the private sector is not always willing to spend
Most employers can only hire a few candidates. TVET providers need to place entire classes of graduates in jobs.
Employers not always able to predict future needs accurately

11. What’s worked in “Matching Skills and Jobs”
Dual Apprenticeship Approach
Internships, on-the-job training
Job Fairs where employers bring together unemployed workforce participants and new labor market entrants to create efficient job matching opportunities
Targeted capacity-building support to TVET providers/career development centers to dialogue with and link prospective employers to new graduates
Training new labor force entrants to bolster their presentational skills and better target their job search
Closer integration of education and training in partnership with governments, employers and unions
Life-cycle approach to learning and skills development

12. USAID/Bangladesh Program on Workforce Development
Demand-driven workforce development system that leads to private sector employment for 30,000 women and youth
Increased enrollment of vulnerable populations/youth in TVET institutions
Effective planning, governance and management systems in place
Strengthened capacity of TVET providers to deliver demand-driven training in target divisions & sectors
Increased investment by the private sector in skills development and employment of TVET graduates

14. Examples of private sector engagement
Goldman Sachs: Provided 10,000 under-served women entrepreneurs with business management skills training, access to mentor and links to capital.
American Express, Dell, Holiday Inn and Xerox allowed Management and Training Corporation to operate training facilities on their premises as a means of promoting industry-specific training.
In Morocco, Renault worked with the Ministry of Industry to create a training program for all its SME suppliers.
Royal Dutch Shell in Nigeria offers entrepreneurship training to youth in welding, sewing, auto mechanics, electrical work, hair dressing etc.

15. Examples of private sector engagement (contd.)
Chevron supports the Education and Employment Alliance in the Philippines by contributing funding for training materials and also supports small engine repair training in Mindanao.
Cisco’s Networking Academy Alliance collaborates with USAID and other partners to teach computer networking skills and prepares students to take the exams for credentials. Cisco contributes training materials and maintains local learning facilities.
Global Sustainable Tourism Alliance provides workforce development training for guides, hotel staff and others involved in tourism.

16. Sources for Images: http://fostercitychamber

17. Thank you