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Focusing on Egypt... |
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A Case Study: Human Development program in Egypt |
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Vision
To create a more effective and influential generation of
Egyptian youth through the propagation of the idea of human
development and trainings
Mission
To design and implement an intensive, comprehensive training
program for the youth given by professional trainers at very
competitive prices that would help equip them with the skills
needed to face the current global challenges.
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Options for Human Development in
Egypt: The Labor Market Context
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A Comparison between Functions of
Education and Training
The PROACTIVE
Versus
The MITIGATING (REMEDIAL)
function
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PROACTIVE
function: is to develop and harness the knowledge and
abilities of individuals and enterprises – and the capacity of
entire economies – so as to seize the opportunities that
globalization and more open markets potentially offer. Human
resources and skills are becoming the key competitive instrument
in international markets for goods and services. Human resources
training must therefore focus on developing those multiple
skills and competencies that will help countries, enterprises
and individual men and women seize the new opportunities.
Workers will need new, higher technical skills and competencies
in order to be able to exploit the productive potential of
advanced technologies, particularly information and
communications. They will also need new behavioral, teamwork and
social skills to help them adjust and retool rapidly; as
markets, technology, work organization and opportunities change,
knowledge and skills quickly become obsolete and have to be
renewed on a continuous basis. .
The poorer developing countries face the formidable task of
overcoming the handicaps that have so far prevented them from
seizing the new opportunities. Their first priority is to raise
the basic education and skills levels of their populations. It
is by drawing on those skills and competencies that they can
exploit their respective comparative advantages and benefit from
the opening up of world market
MITIGATING (REMEDIAL) function: is to address the recent
labour market trends outlined in this chapter. Many of these
trends have been the unwelcome effect of globalization and
related developments in many countries. Education and training
are a major instrument, if not the instrument, for enhancing the
employability, productivity and income-earning capacity of many
disadvantaged people in the labour market, and so for promoting
equity in employment outcomes. Human resources development and
training can help to correct skills and knowledge mismatches of
large segments of the labour force following major economic
restructuring, particularly in the transition economies but also
in many developing economies. In developing countries with a
rapidly growing informal sector, education and training are
indispensable for improving productivity and living conditions
among the large sections of the population who earn a living
there.
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Objectives |
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Human resources development
(HRD) and training play a major,
if not decisive, role in
promoting economic growth with
equity; they benefit
individuals, enterprises, and
the economy and society at
large; and they can make labor
markets function better.
Human resources development and
training benefit individual men
and women by developing and
maintaining their employability
and adaptability in labor
markets that change continuously
under the influence of
globalization, technological
change and new ways of
organizing work.
While education and initial
training provide the foundation
of individuals' employability,
continuous training and lifelong
learning give them the means to
maintain it over their working
lives. Human resources
development and training
improves their prospects of
finding and retaining a job;
improves their productivity at
work, their income-earning
capacity and their living
standards and widens their
career choices and
opportunities.
Finally, education and training
are indispensable for
individuals to live in a
knowledge, communications and
technological society.
Enterprises also reap benefits
from education and training as
they improve workers'
productivity and company
profits.
The economy and society at
large, like individuals and
enterprises, benefit from human
resources development and
training. The economy becomes
more productive, innovative and
competitive through better use
of human potential
Broader demand-side economic
policies therefore have an
important role to play. Program
that raise workers' education,
skill and competency are by
themselves insufficient to
redress rising wage inequality
unless labour demand is
maintained at sufficiently high
levels over extended periods.
The proactive function of
education and training is to
develop and harness the
knowledge and abilities of
individuals and enterprises –
and the capacity of entire
economies – so as to seize the
opportunities that globalization
and more open markets
potentially offer. Human
resources and skills are
becoming the key competitive
instrument in international
markets for goods and services.
Human resources training must
therefore focus on developing
those multiple skills and
competencies that will help
countries, enterprises and
individual men and women seize
the new opportunities. Workers
will need new, higher technical
skills and competencies in order
to be able to exploit the
productive potential of advanced
technologies, particularly
information and communications.
They will also need new
behavioural, teamwork and social
skills to help them adjust and
retool rapidly; as markets,
technology, work organization
and opportunities change,
knowledge and skills quickly
become obsolete and have to be
renewed on a continuous basis.
The poorer developing countries
face the formidable task of
overcoming the handicaps that
have so far prevented them from
seizing the new opportunities.
Their first priority is to raise
the basic education and skills
levels of their populations. It
is by drawing on those skills
and competencies that they can
exploit their respective
comparative advantages and
benefit from the opening up of
world markets.
The mitigating, or remedial,
function of education and
training is to address the
recent labour market trends
outlined in this chapter. Many
of these trends have been the
unwelcome effect of
globalization and related
developments in many countries.
Education and training are a
major instrument, if not the
instrument, for enhancing the
employability, productivity and
income-earning capacity of many
disadvantaged people in the
labour market, and so for
promoting equity in employment
outcomes. Human resources
development and training can
help to correct skills and
knowledge mismatches of large
segments of the labour force
following major economic
restructuring, particularly in
the transition economies but
also in many developing
economies. In developing
countries with a rapidly growing
informal sector, education and
training are indispensable for
improving productivity and
living conditions among the
large sections of the population
who earn a living there.
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Indicators for Skills
Requirements |
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Availability, Cost and
Flexibility of labor market:
Indicators in this category
include: Minimum wage
implications on wages, hiring
and firing practices, Employment
rules, Unemployment insurance,
Management/worker relations,
Union Power, Wage setting, Pay
and Productivity, Unemployment
rate, Employment to population
ratio, and Growth in employment
to population ratio.
Capability of using new
technologies, indicators in this
category include: Internet
hosts per 1000 inhabitants, and
personal computers per 1000
inhabitants
Human Capital, indicators in
this category include:
Public-funded schools of high
quality, difference in quality
of schools available to the rich
and the poor, quality of
healthcare, difference in
quality of healthcare, average
years of schooling, primary
education and secondary
education.
Intellectual Capital,
indicators in this category
include: Math and science
education, brain drain, spending
on R&D and tertiary education
enrollment indicator.
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External environment needed |
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Programs can tend to assume a
consensus between individuals,
unions and employers that is
often imaginary
Issues of transparency and portability of skills are more in the interests
of the learner than that of the
existing or potential employer
The linking of skills with
technological change makes it
appear that it will always be in
the interest of employers to
increase skills |
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Critical factors for the success
of vocational training (“Looking
ahead: regional working
sessions” |
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Governance of the training
systems
Financing of training
Quality of training programs
Skills development for the
informal sector
Participation of the private
sector in training
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