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The Country Program Evaluation (CPE) for Tanzania assesses the World Bank Group’s effectiveness and relevance in its work to help Tanzania address its key development challenges. The CPE will encompass two Bank Group strategy periods covering fiscal years (FY)12–16 and FY18–22. The evaluation aims to inform the next Bank Group Country Partnership Framework for Tanzania.

This report applies the framework to diagnose the opportunities and constraints faced by the rural economy and households and to assess policy options to address these constraints. The approach builds on four steps. The first step consists in examining the socio-demographic profile and living conditions of rural households. The second step assesses opportunities to increase the income of rural households. The third step investigates the key constraints preventing rural households from taking advantage of these opportunities and explores the sequencing and overlap of the constraints. The final step examines the feasible policy actions that would help rural households overcome the key constraints to increasing their income. Details are provided in Figure 9. The analysis selects the key constraints that prevent households from taking advantage of identified opportunities. Prioritization of constraints requires assessing the likely benefits of pursuing the opportunities compared against the costs of relaxing the constraints. There are four criteria suggested by Hill (2018) that are used to identify the priority constraints that need to be address: (1) the constraint limits several important sources of income; (2) strength of evidence that addressing the constraint will help income growth, (3) the constraint has a stronger impact on poorer households or regions, and (4) existing evidence on the need to address the constraint first before other constraints can be addressed. Potential feasible policy solutions are suggested to the prioritized constraints. The potential for the policy solutions to address the constraints, their feasibility, and the size and breadth of their impact is graded based on the review of evidence and discussion with experts and stakeholders operating in the field.

As the two-year Coronavirus (COVID-19) crisis appears to wane, new economic shocks have cast shadows over the global economy heightening uncertainty about the short-to-medium path to recovery. The supply shock associated with the war in Ukraine is expected to blunt the promising economic recovery around the world and has raised the specter of stagflation in advanced countries, leading to tightening conditions in global financial markets. Measures undertaken by China to control the spread of the Omicron variant of COVID-19 are also impacting its growth and the performance of global value chains. Additional risks threaten the recovery prospects of the global economy. New COVID-19 variants continue to be a severe risk, and as people around the world grow weary of pandemic-measures, this ‘fatigue’ could hamper attempts at controlling the spread. Vietnam’s economy is rebounding after two bruising years but faces domestic challenges and an unfavorable external environment in the short-to-medium-term. High vaccination rates facilitated the re-opening of the Vietnamese economy after the lockdowns of Q3-2021. Chapter 1 of this Taking Stock report reviews the recent developments in Vietnam’s economy and assesses its short-to-medium term prospects. It examines the country’s growth performance, its external balance, and monetary and fiscal policy responses during the first half of 2022. Chapter 2 reviews the performance in tertiary education access and outcomes.

From the Coronavirus (COVID) pandemic to the war in Ukraine, the world and Georgia are experiencing more uncertainty and accelerating disruption. As a small open economy looking to integrate with the global economy, Georgia must carefully navigate these trends by being prepared for the risks and on the lookout for emerging opportunities. A more capable, competitive and connected Georgia will be better placed to navigate these trends. This Country Economic Memorandum (CEM) aims to inform the policies that could offset these headwinds. To sustain productivity growth, Georgia needs to facilitate its structural transformation and the corresponding spatial adjustment (Chapters 1 and 2). Furthermore, growth will increasingly need to come from improvements in total factor productivity (TFP) in Georgia’s firms (Chapter 3) and advancement in their ability to exploit opportunities in external markets (Chapter 4). Finally, more active and better-skilled labor (Chapter 5) can help offset existing demographic trends and augment productivity. Progress in these areas, supported by higher savings, will make Georgia’s economy more competitive, connected, and capable, help sustain robust GDP growth over the long-term and turn Georgia’s aspirations into reality.

The construction industry in the United Arab Emirates (UAE) is faced with negative project performance, including low productivity, higher costs, delays in project completion, and defects during construction. One of the main reasons for these issues is the engagement of unskilled craft workers. Despite these labor issues, demand for construction projects in the UAE has been explosively increasing, in part due to Dubai winning the hosting of Expo 2020, which has given rise to an unprecedented demand for skilled construction craft workers. This study aimed to investigate the views and experiences of construction project managers regarding the reasons and challenges associated with the hiring of skilled craft workers in the construction labor market of the UAE. To fulfill the study purpose, the authors conducted structured open-ended interviews with UAE construction project managers. The results revealed several reasons for hiring craft workers despite a clear lack of qualifications and suggest some potential solutions.

The Australian Research Data Commons is driving transformational change in the research data ecosystem, enabling researchers to conduct world class data-intensive research. One interconnected component of this ecosystem is skills development/uplift, which is critical to the Commons and its purpose of providing Australian researchers with a competitive advantage through data. In this presentation, Kathryn Unsworth introduces the ARDC Skills Landscape. The Landscape is a first step in developing a national skills framework to enable a coordinated and cohesive approach to skills development across the Australian eResearch sector. It is also a first step towards helping to analyse current approaches in data training to identify: - Siloed skills initiatives, and finding ways to build partnerships and improve collaboration - Skills deficits, and working to address the gaps in data skills - Areas of skills development for investment by skills stakeholders like universities, research organisations, skills and training service providers, ARDC, etc. &nbsp

The emergence of Industry 4.0, also referred to as the fourth industrial revolution, has entirely transformed how the industry or business functions and evolves. It can be attributed to its broadening focus on automation, decentralization, system integration, cyber-physical systems, etc. Its implementation promises numerous benefits in terms of higher productivity, greater volatility, better control and streamlining of processes, accelerated enterprise growth, sustainable development, etc. Despite the worldwide recognition and realization of Industry 4.0, its holistic adoption is constrained by the requirements of specific skills among the workforce. The personnel are expected to acquire adaptive thinking, cognitive and computational skills, predominantly in the area of information technology, data analytics, etc. Thus, the universities that laid the foundation for future talents or trends in society have to adapt and modernize the existing programs, facilities, and infrastructure. This reshaping of higher education in consonance with the vision of Industry 4.0 possesses its opportunities and challenges. There are, of course, a multitude of factors involved and they need a reasonable assessment to strategically plan this metamorphosis. Therefore, this work aims to explore and analyze the different factors that influence the progression and enactment of Industry 4.0 in universities for sustainable education. For this purpose, a systematic approach based on a questionnaire as well as a SWOT (strengths (S), weaknesses (W), opportunities (O), and threats (T)) integrated with the analytic hierarchy process (AHP) is adopted. The questionnaires are administered to university employees and students (or stakeholders) to assess their viewpoint, as well as to estimate the priority values for individual factors to be included in SWOT. The AHP is implemented to quantify the different factors in terms of weights using a pairwise comparison matrix. Finally, the SWOT matrix is established depending on the questionnaire assessment and the AHP weights to figure out stakeholders&rsquo, perspectives, in addition to the needed strategic scheme. The SWOT implementation of this research proposes an aggressive approach for universities, where they must make full use of their strengths to take advantage of the emerging opportunities in Industry 4.0. The results also indicate that there are fundamental requirements for universities in Industry 4.0, including effective financial planning, skilled staff, increased industrial partnerships, advanced infrastructure, revised curricula, and insightful workshops. This investigation undoubtedly underlines the importance of practical expertise and the implementation of digital technologies at the university level to empower novices with the requisite skills and a competitive advantage for Industry 4.0.

Context: Thailand is now facing skilled labour shortages, which has prevented the country from achieving significant economic progress. This paper examines Thailand’s vocational education policy discourses from 1992 to 2014 and how such policies were discussed to build the country’s skilled labour force.Approach:This study utilised a qualitative approach, using documentation analysis as a key research method. We also used data triangulation and thematic analysis to categorise the public discourses. In order to examine the vocational education policy discourses in Thailand, secondary data such as the five NESD plans (7th, 8th, 9th, 10th, and 11th) and other government policy statements were investigated and triangulated, along with data from newspaper articles, other public documents, reports from international organisations, and academic journal articles.Findings: Based on the findings of the study, we identified three key policy discourses regarding vocational education in Thailand during 1992-2014: (1) increasing the vocational skilled workforce, (2) the minor role of private vocational providers, and (3) collaboration between vocational providers and industry.Conclusion: We argue that there are five key policy themes in building a vocational skilled workforce: (1) the dedication of the government in increasing the quantity of vocational skilled workforce, (2) encouraging collaboration between vocational colleges and industries, (3) fostering a greater role for private vocational providers, (4) promoting a positive reputation for vocational education, and (5) maintaining the continuity of policy implementation.

Secondary professional education (SPO) is part of the state system of vocational education, providing training of skilled workers and middle level specialists. Среднее профессиональное образование (СПО) - часть государственной системы профессионального образования, обеспечивающая подготовку квалифицированных рабочих кадров и специалистов среднего звена.

Part 3: EIS for Industry 4.0; International audience; In Industry 4.0 a lot of jobs will be replaced by machines due to the technological revolution. Digital transformation entails new skills required to possess by people. This paper presents a solution to create data warehouse to assess future job skills based on the actual industrial business processes. The solution collects time series data from job portals and transforms them into the data warehouse to analyse skill sets. The structure of the data warehouse and the algorithm of extracting data from job vacancies have been introduced.

In recent years, skills development has become a priority among developed and developing countries alike. The World Bank Group, in its quest to end extreme poverty and promote shared prosperity, has joined efforts with countries and multilateral development partners to ensure that individuals have access to quality education and training opportunities and that employers can find the skills they need to operate. The skills towards employability and productivity (STEP) skills measurement program is part of the World Bank’s portfolio of analytical products on skills. The STEP program consists of two survey instruments that collect information on the supply and demand for skills in urban areas: a household survey and an employer survey. STEP has been implemented in waves, the first surveys being implemented in seven countries in 2012 (Bolivia, Colombia, Ghana, Lao Peoples Democratic Republic (PDR), Ukraine, Vietnam, and the Yunnan Province in China), and the second in five countries in 2013 (Armenia, Azerbaijan, Georgia, Kenya, and Macedonia, Former Yugoslav Republic of (FYR)). The data presented in this publication correspond to these countries. It illustrates the similarities and differences among groups that have completed different education levels on a wide range of issues and outcomes. Section one analyzes the trajectory of skills acquisition: participation in early childhood education programs, educational attainment by gender, and participation in training and apprenticeship programs. Section two explores background conditions associated with educational attainment, including the socioeconomic status of survey respondents at age 15, the educational attainment of their parents, their households’ asset levels, their health (as expressed by the presence of chronic illness), and their overall satisfaction with life. Section three covers cognitive skills: writing, numeracy, and reading (which is also evaluated through a direct reading assessment). Section four covers job-relevant skills, which are task-specific and which respondents possess or use on the job; and section five covers socio-emotional skills, using established metrics to measure personality and behavior. Section six covers the status of survey respondents in the labor market: whether they are employed, unemployed, or inactive.

This paper examines whether export participation matters for job training. The paper draws on longitudinal worker-firm data for Brazilian manufacturing, linked with detailed records on training activity from the main provider. The analysis uses industry-specific exchange rate movements to generate exogenous variation in export status at the firm-level. The findings indicate that export participation tends to increase the share of workers who receive technical upgrading. The results also reveal that technical upgrading has positive returns to trainees within exporting firms. These findings support the hypothesis that exporting requires skill upgrading, and suggest that this is partially achieved by training firms' existing workforce.

Inadequacies in Tanzania's education and training systems compromise the quality of workforce skills, giving rise to skill shortages, and constraining the operations and growth of formal sector firms in the country. This study addressed these concerns using data from a unique Enterprise Skills Survey that asked Tanzanian employers about the education, training, and occupational mix of their workforce, the skill gaps in cognitive, noncognitive, and job-specific competencies affecting their operations, and the strategies they are using to overcome these skill gaps. The study investigates the consequences for firm productivity of employers' choices about their optimal skills mix, and their strategies to mitigate shortfalls in skills supply. Compared with noninnovators and firms primarily serving the domestic market, exporters and innovators face greater skill demand and suffer from skill shortages that are more likely to constrain their operations in such areas as quality assurance, use of new technology, and introducing new products and services. In analyzing firm performance and its relation to skill mix, the study found that firms with higher shares of tertiary-educated workers are more productive; it found no impact, however, from secondary education and technical vocational education and training qualifications, possibly reflecting the universally acknowledged poor quality of secondary education in Tanzania. Employers use a range of strategies to address skill deficiencies, from hiring new workers, to training current workers in-house or externally, using high-skill expatriate workers, or outsourcing professional services. Almost all were associated with higher labor productivity. The exception, employer provided in-house training, had no measurable impact on productivity.

A skilled and educated workforce can support the competitiveness of enterprises of all sizes. However, smaller firms may face greater challenges in developing human capital. We explore differences between smaller and larger firms in offering skills training and in hiring workers with more formal education. Drawing on a dataset of enterprises in five Asian countries, we find major size-based differences in education and training. While smaller firms train less, they also are less inclined to view an inadequately skilled workforce as a major constraint on their operations. It may be that smaller firms are content to occupy niches in a low-skills equilibrium. Our empirical results do offer the possibility, however, that a size-induced market failure in skills training may coexist with a lower regard for skills. The policy implications are not only that governments can reduce the costs for firms to train, but also that micro and small firms need to be sensitized to the benefits of skills upgrading.

We examine the relationship between the presence of Higher Education Institutions (HEIs) and local growth, using a sample of 57 New Zealand Territorial Local Authorities (TLAs) between 1986 and 2013. Our models include a large set of controls, including past growth. An innovation of our approach is that we include official population projections as a control to account for growth-related factors that were perceived at the time by policy makers, but are otherwise unobservable to the econometrician. Holding all else equal, we find that a greater university share of Equivalent Full Time Students (EFTS) to working-age population raises population and employment growth. At the means, a one percentage point increase in university EFTS share is associated with a 0.19 (0.14) percentage point increase in the annual average population (employment) growth rate. This relationship holds under all alternative specifications, including different HEI activity definitions, samples, and specifications. On the other hand, growth related to polytechnic activity was estimated less precisely, and is much smaller. While our results suggest a positive association between university activity and growth, we find no evidence for complementarities between HEI activity and several indicators of urbanisation and innovation, nor do we find evidence that HEI presence affected the industrial (sectoral) structure of the local economy.

Facing the prospects of rapid aging and shrinking population over the coming decades, Slovakia needs a highly skilled workforce to help generate the productivity growth that it needs to fuel its continued convergence of living standards with its West European neighbors. Skilling up the workforce starts with equipping youth with the right cognitive and socio-emotional foundation skills. International research has identified three dimensions of skills that matter for good employment outcomes and economic growth: cognitive skills, such as literacy, numeracy, creative and critical thinking or problem-solving; socio-emotional skills and behavioral traits, such as conscientiousness, grit or openness to experience; and job- or occupation-specific technical skills, such as the ability to work as an engineer. This report focuses on cognitive skills and examines results for Slovakia from the program for international student assessment (PISA), which assesses the mathematics, reading, and science competencies of 15-year-olds. Its findings suggest that Slovakia can do significantly better in helping students develop cognitive foundation skills. This note proposes several policy recommendations, based on an analysis of Slovakia’s PISA data as well as international evidence, to make Slovakia’s education system both stronger and more inclusive.

Facing the prospects of rapid demographic aging and decline over the coming decades, Poland needs a highly skilled workforce to help generate the productivity growth that it needs to fuel continued convergence of its living standards with those of its West European neighbors. Skilling up the workforce starts with equipping youth with the right cognitive and socio-emotional foundation skills. International research has identified three dimensions of skills that matter for good employment outcomes and economic growth: cognitive skills, such as literacy, numeracy, and creative and critical thinking or problem solving; socio-emotional skills and behavioral traits, such as conscientiousness, grit, and openness to experience; and job- or occupation-specific technical skills, such as the ability to work as an engineer. This report focuses on cognitive skills. It examines results for Poland from the program for international student assessment (PISA), which assesses the mathematics, reading, and science competencies of 15-year-olds. The overall effects of reform on Poland’s PISA scores have been positive, although isolating the precise impact of each reform element is difficult. There is evidence from PISA assessments replicated for older students in upper-secondary education in 2006, 2009 and 2012 that performance gaps previously found between vocational and general schools for 15-year-olds prior to the 1999 reform persist today in upper secondary education, where the performance of students in vocational upper-secondary schools trails that of their peers in general education.

Growth moderated throughout 2015, affected by a slowdown in private consumption and weak export growth. The authorities have generally managed the downturn in commodity prices and the financial market volatility with a reasonable mix of macro policies. Heightened external volatility calls for prudent macro policies and acceleration of structural reforms. The eleventh Malaysia plan stresses the importance of effective migration management to achieve high-income country status by 2020. Immigration continues to play a crucial role in Malaysia’s development. While job growth has recently been concentrated in high-skilled occupations, three quarters of all jobs in Malaysia are still low- and mid-skilled. Econometric modelling suggests that immigrant workers can raise gross domestic product (GDP) and create employment for Malaysians. The current process for sourcing immigrant workers is complex and costly for the migrant. The immigration system can better meet the country’s development objectives if it is aligned with Malaysia’s human resource development strategy. Global experience shows that successful immigration systems recognize the long-term role of immigrant workers in the hosting country’s economic and social objectives if they are: (a) market-driven, with immigration flows aligned with labor market demands; (b) comprehensive, acknowledging the need for immigrants of all types; and (c) balanced, minimizing the negative impacts on Malaysian workers, and protecting immigrant workers from abuse.

At a time when the World’s leading economies are rapidly greying, India is set to have the largestand youngest workforce the world has ever seen. Indeed, by 2020, when the global shortage ofmanpower soars to 57 million, India is expected to be the world’s leading provider of human resources, with a surplus of 46 million working-age people. However, this window of opportunity will not just be rare, it will also be short-lived, since it is predicted to only last until 2040.It is in this context that Prime Minister Modi has made it a national priority to make India the skill capital of the world.The report endeavors to identify the institutional and systemic structures that will be needed to improve the effectiveness of skills training across India’s states. It also seeks to pinpoint innovative best practices and outline ways to scale them up throughout the country.The report covers skill development institutional structures at the state level (in most cases, the State Skill Development Missions), economic zones and future high-growth industries in those zones,corporate engagement in skill development, and finally, innovation in skilling models by states and the corporate sector. In addition, the report also describes some best practices observed globally, especially from Australia, Germany, Japan and South Korea. These models cover three areas of resource optimization pertaining to increasing apprenticeships and industry participation, leveraging technology, and providing training at the grassroots. The key lesson learned is that skilling is a highly localized issue, and models need to be adapted to target groups rather than be force-fitted using a one-size-fits-all kind of approach. Finally, it must be pointed out that high-level recommendations have been provided to enhance the skill development landscape, particularly at the state level, from an institutional and systemic point of view.

The aging of the Russian population and the rapid shrinking of its labor force in coming decades will make the human capital each worker contributes increasingly vital for sustaining economic output and growth. While improvements in general education are necessary to build the foundation for a productive future labor force, a broad-based and effective system of adult education can provide second-chance opportunities for current workers to enhance their productivity and lengthen their working lives and for low-skilled immigrants to be integrated into the workforce. How well the Russian Federation addresses these multiple needs at and beyond the workplace will depend on how effective its adult education system is. This study targeting policymakers outlines the problems of Russias growing skills gap, especially the shortage of higher-order cognitive and socio-emotional skills, and examines the current state of adult education.

Economic activity continued to firm up in 2015, driven by domestic demand. After coming in at 6 percent in 2014, GDP growth accelerated to 6.28 percent during the first half of 2015, the fastest first-half-of-the-year growth rate in the past five years. The recovery was driven by strong activity in manufacturing and construction, which together contributed nearly half of overall GDP growth. Retail sales also performed strongly, posting 8.3 percent (in real terms) in the first six months of 2015, up from 6.3 percent in 2014. However, despite the pickup in retail activity, overall services (which account for nearly 40 percent of GDP) rose modestly at 5.9 percent in the first half of 2015. In part, this reflected a struggling tourism sector, with tourist visits in the first six months down by 11 percent year-on-year. On the demand side, stronger growth was driven by investment (spurred by strong FDI inflows) and stronger private consumption boosted by low inflation. The contribution of net exports turned negative as sluggish external demand weighed on export growth while strengthened domestic activity continued to fuel import growth.

This note presents an overview of the Albanian labor market, and initial insights into the challenges for inclusive and better quality jobs. The note does not intend to be comprehensive, but rather aims at compiling – under an integrative jobs umbrella and the regional framework on jobs – some of the available data and evidence on the Albanian jobs challenge, part of which was prepared for the Albania Systematic Country Diagnostic of the World Bank. By employing the regional report’s framework, the note can guide the Government, development partners, civil society and other stakeholders in identifying the many knowledge gaps that remain for a comprehensive jobs agenda and the work needed towards completing the picture.

Facing the prospects of rapid aging and demographic decline over the coming decades, Hungary needs a highly skilled workforce to help generate the productivity growth that it needs to continue fueling a convergence of its living standards with those of its West European neighbors. Skilling up Hungary’s workforce should start by equipping youth with the right cognitive and social-emotional foundation skills. International research has identified three dimensions of skills that matter for good employment outcomes and economic growth: cognitive skills, such as literacy, numeracy, creative and critical thinking, and problem-solving; social-emotional skills and behavioral traits, such as conscientiousness, grit, and openness to experience; and job- or occupation-specific technical skills, such as the ability to work as an engineer. Hungary can do significantly better in preparing its next generation with the right cognitive foundation skills. This report focuses on cognitive skills and examines results for Hungary from the program for international student assessment (PISA), which assesses the mathematics, reading, and science competencies of 15-year-olds. This report lays out a policy agenda consisting of two parallel elements: first, improving socioeconomic conditions for children and youth in general and in school through policies targeted to the poor and disadvantaged such as welfare and employment policies for parents and education support for children. Second, promoting equity and reducing socioeconomic segregation in basic education through inclusive education policies.

This report provides an overview of jobs,workers, and employment opportunities in Nigeria, using recent household data. Jobs are critical for Nigeria’s present and future, as better jobs and income-earning opportunities form the basis for more diversified economic growth, poverty reduction, and greater prosperity. This report relies heavily on the wealth of information gathered through the General Household Survey conducted by the National Bureau of Statistics. The diagnostics included in this report are intended to describe the landscape of jobs in the country and provide broad analysis as an input into the development of a jobs strategy for Nigeria. The analysis conducted for this report has highlighted three areas that need attention: (i) data quality issues, as shown in the several rounds of data cleaning needed to provide consistent statistics; (ii) poor documentation and archiving, which prevented the use of several rounds of the household survey, especially to produce national-level statistics using population weights; and (iii) standardization, to permit comparisons of key variables over time and track the impact of policy changes and other events. As shown in this report, many Nigerians work, but generally in low-earning activities. Most work opportunities in the country are informal and do not come with a wage. This report presents an updated picture of jobs in Nigeria and identifies opportunities for improving the quality of jobs. This report has shown that Nigeria combines middle-income status and Africa’s largest economic power with high poverty levels, largely because the main sectors of economic growth are disconnected from the sectors that provide employment, notably subsistence activities in the agricultural and services sectors. Finally, the diagnostics included in this report show that both new and existing jobs, whether in agriculture or other sectors, will need to be more productive to help the population move out of low-earning employment and poverty.

Getting youth into productive employment is an urgent policy issue for countries around the world. Many governments in low and middle-income countries are actively engaged in policies to help youth attain the skills they need to do well in work and in life, as well as to find suitable employment. The involvement of the private sector in youth skills development and employment is a complex issue because the nature of the firms and their motivations vary significantly. Multinational corporations operating in low and middle-income countries may be motivated by direct productivity or profit objectives - to secure a skilled workforce, or reliable suppliers - but also, or even primarily, by corporate social responsibility (CSR) factors. Firms that supply training or employment services will be driven by profit considerations when entering these markets and deciding what services to offer and to whom. The purpose of this paper is threefold: (1) to provide a comprehensive look at the way the private sector is involved in youth skills and employment in low- and middle-income countries, considering the broad range of program types and firm types; (2) to present and interpret the available evidence of the effectiveness of this involvement; and (3) to understand where the private sector has been most effective at promoting young people’s labor market success, and what can be done to enhance the role of the private sector to achieve this objective. The report is organized as follows: chapter one gives introduction. Chapter two provides background to the analysis of the private sector role in youth employment in low- and middle-income countries. In chapter three the authors characterize the private sector’s role more systematically using the youth employment inventory, a global database of interventions that are designed to integrate young people into the labor market. Chapter four reviews the evidence of effectiveness of youth interventions involving the private sector. Chapter five briefly draws together strands from the previous review, as well as from the broader literature, to gain an understanding of the institutional and other factors leading to (and in other cases preventing) successful public-private partnerships for youth employment. Chapter six summarizes the main findings of this review, and is followed by a discussion of key gaps in knowledge on the role of the private sector in different types of youth employment intervention that future research should attempt to address, and a review of the main lessons for policy and programming emerging from the study.

Uzbekistan is a lower middle-income country located in Central Asia with a population of 30 million people and an economy that has been growing by over 8 percent per annum since the mid-2000s. The composition of the workforce has also changed dramatically in recent years. The higher education system is characterized by low access and concerns about the quality and relevance of the skills of its graduates. A recent regional skills study concluded that Uzbekistan is experiencing a substantial shortage of university graduates. The internal management of the higher education system is fragmented, with different actors having overlapping responsibilities, thereby making it difficult to ensure system-wide accountability. In order to enable the Uzbek higher education system to serve the economy and student population well, the quality assurance system should be compliant with global best practices while remaining locally relevant. While reported overall state budget spending on education, at around 8 percent of GDP, is one of the highest in the world, the share of this spending on tertiary education, at around 0.4 percent of GDP, is one the lowest. In summary, Uzbekistan’s higher education system needs to modernize to better adapt to needs of the country’s economy. The report, having analyzed the sector in detail, proposes measures to modernize the higher education sector in Uzbekistan.

Este estudo apresenta um método de projeção populacional capaz de estimar, para o Brasil, a oferta de mão de obra qualificada com nível superior de escolaridade em áreas específicas do conhecimento. Para tanto, emprega-se uma metodologia que utiliza um conjunto de bases de dados públicos (SIM/Datasus, Censo Demográfico, Censo da Educação Superior e PNADs). Ao combinar a equação compensadora com um modelo simplificado das entradas e saídas no mercado de trabalho, a metodologia proposta permite calcular a projeção ano a ano com resultados desagregados por sexo e grupos quinquenais de idade. O estudo apresenta também os resultados da aplicação dessa metodologia na simulação de cenários sobre a disponibilidade de profissionais com formação em cursos de engenharia, produção e construção, no mercado de trabalho brasileiro até 2020. Os cenários se diferenciam em função dos possíveis ritmos de expansão a serem observados no número de ingressantes e concluintes em cursos de ensino superior nessas áreas. Caso as tendências recentes se concretizarem, o mercado de trabalho brasileiro poderá contar, em 2020, com um estoque entre 1,9 e 2,3 milhões de pessoas formadas em engenharias por instituições brasileiras de ensino superior. Os resultados apontam ainda que serão observadas duas alterações relevantes: a feminização e o rejuvenescimento da força de trabalho com diploma nas áreas de engenharia. This paper presents a method to project degree-holding workforces in specific areas of knowledge in Brazil. The method uses a set of bases of public data (SIM/Datasus, Demographic Censuses, Higher Education Censuses, and Household Surveys). By combining a compensating equation with a simplified model of entries into and departures from the labor market, the methodology enables year-by-year projections with unbundled by sex and by five-year age groups. The study also shows the results of applying this methodology to the simulation of scenarios on the availability of professionals with college degrees in engineering, production and construction, for the Brazilian labor market until 2020. The scenarios are different in function of possible periods of growth to be seen in the number of persons entering and concluding college-level courses in these areas. If recent trends solidify, the Brazilian workforce may have between 1.6 and 2.3 million persons who have earned degrees in engineering in Brazil in 2020. The results also indicate two major changes in this area in coming years: feminization and rejuvenation. Este estudio presenta un método de proyección poblacional capaz de estimar, para Brasil, la oferta de mano de obra calificada con nivel superior de escolaridad en áreas específicas del conocimiento. Para ello se emplea una metodología que utiliza un conjunto de bases de datos públicos (SIM/Datasus, Censo Demográfico, Censo de la Educación Superior y PNADs). Combinando la ecuación compensadora con un modelo simplificado de los ingresos y egresos en el mercado de trabajo, la metodología propuesta permite calcular la proyección año tras año con resultados desagregados por sexo y grupos quinquenales de edad. El estudio presenta asimismo los resultados de la aplicación de esta metodología en la simulación de escenarios sobre la disponibilidad de profesionales con formación en cursos de ingeniería, producción y construcción, en el mercado laboral brasileño hasta el 2020. Los escenarios se diferencian en función de los posibles ritmos de expansión a observar en el número de ingresantes y egresados en cursos de educación superior en dichas áreas. Si las recientes tendencias se concretan, el mercado laboral brasileño podrá contar, en 2020, con un stock que varía entre 1,9 y 2,3 millones de personas graduadas en ingenierías por instituciones brasileñas de nivel superior. Los resultados también señalan que se observarán dos cambios importantes: la feminización y el rejuvenecimiento de la fuerza de trabajo con diploma en el área de ingeniería.

This joint study, by the World Bank and the Turkish Ministry of Development, explores the status and effects of good jobs in Turkey s current economy. After a brief account of economic events, it examines the relationship between growth and employment in Turkey, with a particular regard to the participation of different social groups in the labor market, such as women and youth. It then analyzes where jobs are being created and which activities are the most productive for the Turkish economy, and assesses if jobs have moved to more productive activities in recent years. Finally, the report proceeds to measure the impact of different types of jobs on the welfare of an entire household and on the household s relative position in the overall income distribution.

Grenada has faced various socioeconomic challenges within the last decade, including the destruction wrought by Hurricane Ivan in 2004 and the global financial crisis. As a result, economic indicators for Grenada illustrate unfavorable. Increases in the poverty and unemployment rates, especially among the youth and young adults. This report presents an assessment of the regulatory, legislative, and institutional landscape governing workforce development (WfD) in Grenada. The results of this analysis are based on a newly designed analytical tool developed by the World Bank under the Systems Approach for Better Education Results (SABER) initiative. The aim of this initiative is to garner data so as to provide systematic documentation and assessment of the policy and institution factors that influence the performance of education and training systems of SABER-participating countries. The SABER-WfD tool encompasses initial, continuing, and targeted vocational education and training that are offered through multiple channels, and focus largely on programs at the secondary and post-secondary levels. The results of the assessment presented in this report are expected to assist in clarifying priorities. They classify the WfD system according to four stages of maturity in policy and institutional development, as follows: (1) Latent, (2) Emerging, (3) Established, and (4) Advanced.

Saint Lucia is a Small Island Developing State, whose economy suffered a significant setback after the devastation of its once solid banana industry in the early 2000s. The Island’s economy has also experienced anemic growth since the global financial crisis in 2008. The country is now highly dependent on tourism, the main source of employment and income, which makes up 39 percent of GDP approximately. As internal Consumption of commodities and industrial inputs also relies heavily on imports, Saint Lucia is vulnerable to external economic, political and climatic conditions. Over the last decade, the country has witnessed increased unemployment, especially within the youth bracket. In an economy with such limited diversification, unemployment has become structural. Understanding the threat that unemployment poses to the stability of the Island, the government has noted the urgency of developing strategies for providing relevant training and educational opportunities necessary to create a strong workforce.

Vocational training system for skilled workforce has been highlighted as one ofthe key driving forces of South Korea's economic development. South Korea is well known for adopting a government-led vocational training strategy to make sure the supply of a skilled workforce according to the 1st--7th five-year economic developmentplans. This paper examines the main features and developmental changes of this strategy from the 1960s to the 1990s and suggests a set of important lessons for the design and implementation of vocational training policies. Vocational training policy also was led by the government and complemented by private sector. By providing training program through the establishment of public training institutes, the government managed the supply of skills. While the government has consistently expanded and controlled the vocational training system for meeting the needs of industry, the principle system was the compulsory in-plant training system, in which itwas obligatory for large companies to provide training program for their workforce or alternatively contribute the training promotion fund. The initial stages of this system in the 1970s were considered as successful in terms of raising numbers of trainees withinindustry. However the numbers later fell dramatically in the 1980s after the government reformed its policy. Many employers resisted against the burden of training obligation and levy. Although there were still unsolved limitations of the government-led vocational training system, South Korean vocational training system before the 1997 IMF economic crisis has contributed systematically to the transformation of industry and to economic development.

Almost four years since the onset of the global financial and economic crisis, unemployment and underemployment remain stubbornly high in many G20 countries, and many workers remain trapped in low paid, often informal, jobs with little social protection. Job creation has been anemic in many countries, too slow to fully reabsorb the mass of unemployed and underemployed or, particularly in some emerging market economies, to keep pace with labour force growth and the pressures of rural-urban migration. This raises concerns about the long-term negative effects on human capital, growing inequality and lower future output growth. The political pressures are high, and the risk of a drift towards protectionist measures aimed at 'keeping jobs at home' cannot be ignored. While there is substantial variation in national contexts, G20 countries can help minimize these risks through collective and collaborative work aimed at identifying and implementing credible policy reforms that will boost job creation, employment and the quality of jobs. The report aims at providing a preliminary review of countries' experiences against the backdrop of an evolving economic outlook and could form the basis of a more in-depth analysis, should Ministers request it. Improving labour market outcomes involves several challenges relating to both the quantity and quality aspects of job creation. There is a need in all countries to harness growth to generate labour market opportunities that correspond to labour force growth.

New technologies, globalization, the information revolution, and labor market changes have affected the world economy on an unprecedented scale. As a consequence, the demand for a skilled workforce has increased, world trade and migration have intensified, and the divide between the haves and have-nots has vastly widened. While many developed countries have by now gone through a demographic transition, with declining birth rates and an increase in the aging population, low-income countries in particular will see an upswing in population growth. Between now and 2050, for example, the labor force in Africa is projected to increase by 125 percent; in Latin America, by 26 percent; and in Asia, by 22 percent. At the same time, the labor force in Europe will decline by 23 percent. Given these circumstances, the key policy challenge is to ensure that the emerging workforce in developing countries has the skills needed to escape the cycle of poverty and take advantage of the opportunities made possible by globalization and technological change. This paper puts education under the lens of the changing demands of technology, the labor market, demography, and migration. It identifies the weaknesses in current education systems, such as restricted access, skills mismatches, and weak school-to-work linkages. It calls for making education systems more flexible and responsive to change so that they maximize human resources, equip people with updated skills, and prepare youth for the world of work. It specifically looks at the education status of four types of countries at different stages of development and growth and makes recommendations on priorities and strategies for each group.

Indonesia has enjoyed a demographic dividend over the last forty years. The working population has been growing faster than the population of non-working dependents. This presents a major opportunity for economic growth and poverty reduction, provided that more jobs and better jobs are created to employ a workforce, which will grow by an estimated 20 million workers over the next ten years. Today's policy makers in Indonesia face a strategic challenge in identifying which policies and programs will spur the creation of good jobs while, at the same time, ensuring that workers are better protected from risks threatening their income security. Decisions about labor policies are particularly difficult because they can directly affect the well-being of workers, both inside and outside the formal jobs market, and the firms that are the main engines of job growth. Sound empirical data will help guide the debate around labor reform. The Indonesia jobs report, prepared by the World Bank in cooperation with the Government of Indonesia and local research partners, is the most comprehensive assessment of the country's labor market that has been carried out in the last decade. The report uses the most up-to-date data available to examine the performance of the labor market, changes in the supply of workers, and the effects of labor policies. The findings will help inform future policy directions and contribute towards evidence-based decision making. Stimulating the growth of better jobs requires a multi-pronged approach. This report recommends much needed reforms of labor policies and programs. Equally important, however, are reforms that accelerate job creation by improving infrastructure and the investment climate, alongside reforms that aim at improving the quality of education. Success will depend on working partnerships between the government, employer associations, labor unions and other civil society groups, with the support of Indonesia's think tanks and international development partners. This report helps reinvigorate policy dialogue about job creation and worker security. Learning from experiences and international best practices, Indonesia will be better prepared to navigate a course towards 'win-win' solutions that accelerate the creation of better jobs without sacrificing adequate protection for workers.

The scope of this report is twofold. First, it documents skills gaps and mismatches and attempts to understand the reasons for them. Second, it provides a framework for thinking about skills development, drawing on international best practices, with the intent of stimulating further discussion. Given the breadth of the task, in this report we narrow the focus on a particular segment of the labor force: unskilled youth. There are several reasons sustaining this choice. First, unskilled youth, most of whom are out of school and have little chance to integrate themselves into the labor market, represent a significant share of the labor force that will remain active for the next 30 or 40 years. If nothing is done, out-of school youth will benefit at best only marginally from growth, and may even become an obstacle to sustaining growth in the long term. Second, the current educational system still faces a strong challenge in retaining students, and unskilled youth are likely to remain high on the agenda in the next decade or even longer. Finally, in the past decade, training programs designed specifically for out-of-school youth have begun to emerge around the developing world, in particular in Latin America, and recent evaluations suggest that they can be effective in increasing productivity and the chance of finding employment. Nevertheless, many of the findings of this report extend to overall skills development in Cambodia. In particular, the report points to significant market failures preventing both firms and training providers from offering quality training at all levels, as well as the need to develop certification and accreditation systems that are valued and recognized by employers and span all levels of education. The report proceeds in four chapters. The first covers demographic trends and the labor market. The second looks at skills gaps and mismatches. The third reviews existing training providers. The concluding chapter considers policy options in going forward.

This study attempts to address the issue of declining labour intensity in India's organized manufacturing in order to understand the constraints on employment generation in the labour intensive sectors. Using primary survey data covering 252 labour intensive manufacturing-exporting firms across five sectors-apparel, leather, gems and jewellery, sports goods, and bicycles for 2005-06 an attempt is made to find out the factors which constrain employment generation in labour intensive firms. The study shows several constraints in the path of employment generation in labour intensive sectors-non-availability of trained skilled workers, infrastructure bottlenecks, low levels of investment, labour rules and regulations, and a noncompetitive export orientation. The study suggests a set of policy initiatives to improve the employment potential of these sectors.

Since first recognized in the early 1970s, the informal sector of Sub?Saharan Africa has become a growing source of employment for large numbers of youths, but also older workers pursuing entrepreneurial goals and others adjusting to structural changes in the region's employment. Initially viewed as a safety net for those unable to find employment in the modern sector, the image of the informal sector has begun to change with time and the education of those entering it. More workers have begun to view it, not as a temporary stop while searching for employment in the formal wage economy, but as a preferred destination offering opportunities to those wanting to become entrepreneurs. The chapter examines recent research covering measurement of employment in the informal sector, impediments to investing in skills within the sector, and policies and programs to expand this investment. It extends earlier work on this topic done under auspices of the World Bank. The purpose is to examine what is currently known about these issues, identify gaps in knowledge, and offer a strategy for expanding skills development in the informal sector. Recent research, for example, like that mentioned above in Ghana showing the changing character of employment in the informal sector and the prospect of growing returns to skills casts a new light on employment in this sector and merits further inquiry into the robustness of these findings in other countries to deepen our understanding of how skills influence the welfare of those who create their own employment in the informal sector and how the investment in skills can be expanded.

Australia's population and workforce are ageing. The reason for an ageing population is the post World War II baby boom, followed by low birth rates in subsequent generations. Combined with healthier lifestyles, advances in medical science and the subsequent increase in longevity, this means that there are more older people than ever before and this trend will continue for several more decades. However, workforce demographics are also affected by ageing, and Australian organisations will need to employ more older workers in the near future to meet predicted shortfalls of skilled workers. Although there have been studies examining the current low employment rates of older workers, the identification of negative stereotypes associated with older workers, and related problems and challenges (such as age discrimination), no study of the working intentions of older Australian workers has been reported. Therefore, the aim of this research is to explore the meaning of working for older workers to better understand whether and why older Australian workers might want to continue working. In particular, this thesis explores what it is about working that makes some people want to continue beyond the traditional age of retirement, while others wish to cease work as soon as they are able. There are clear implications for individuals, organisations and public policy emanating from the extension to working lives. The research aims and objectives were best met within a phenomenological approach, and the data collection consisted of four studies. The setting for the research was a single organisation; an Australian university. Three of these studies were qualitatively-driven, within an interpretivist paradigm: (i) in-depth interviews with older employees (aged 50 years or older) to determine their meanings of working; (ii) interviews with managers to determine whether there were any organisational factors encouraging older workers to retire early; and (iii) interviews with retirees to determine their meanings of working and retirement. The fourth study was quantitative and examined the demographics of the organisation and the relevant HRM policy documents. The thesis uses the meaning of working as the initial theoretical conceptual perspective, and derives a new conceptual perspective for managing older workers, which is outlined in the last chapters. The research draws from two perspectives - the organisation and the individual. The organisational perspective examines the management of organisational staffing in the context of future demographic changes. The individual perspective is explored via the meaning of working to older workers. The key findings from the research in the chosen university suggest that despite the Commonwealth Government's attempts to encourage older workers to continue working, the majority of the older workers, irrespective of employment category, did not want to continue working beyond the traditional retirement age of 65 years. Reasons included wanting to spend more time with a life partner, becoming more involved with interests outside of work, and removing themselves from the negative circumstances in the organisation. However, of those who wanted to continue working, the majority was from the academic employment category (both employees and retirees), and the minority was from the administrative or general employment category. Additionally, the academic participants rated working in their lives as important or very important; higher than the ratings provided by the general staff participants. Explanations are offered as to reasons for such differences between the employment categories. The consequences of these findings include the need for a new approach to managing older workers, and particularly at the end of their working lives and into retirement. Australian organisations cannot afford to continue losing staff to early retirement, yet this trend appears to continue. Suggestions to meet this challenge are made at three levels: public policy, the organisation and the individual. Implications for future research are presented in the final chapter.