FR Research Brochure 2014


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FR Research Brochure 2014

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FR Research Brochure 2014

  1. 1. Training Research Consulting 2014 “Development Education & Training at its best”
  2. 2. Contents 1. WELCOME (1) 2. RESEARCH (2) 3. TRAINING (3) 4. WORKSHOPS (4) 5. TRAINING COURSES (7) 5.1 Skills for the Economy (8) 5.2 Labour Market Information & Analysis (9) 5.3 Aligning Sector Skills Strategies to Industrial Policy (10)
  3. 3. Contents 6. 7. ADVISORY SERVICES (11) POST SCHOOL INSTITUTIONAL SUPPORT (12) 7.1 Quality Assurance (12) 7.2 Institutional Research (12) CONTACT US (13)
  4. 4. 1. WELCOME FR Research Services is a boutique consultancy specialising in labour market research, training and high-level advisory services to public entities, labour market institutions, regulators, donor organisations, employer bodies and private business enterprises. We work closely with policy-makers, planners, industrialists, educationists, senior managers and trade unionists to build institutional strengths for the delivery of services to actors in the labour market. Labour markets are changing dramatically. Rapid trade flows, expansive migration, changing demography, new technologies, innovation and work re-organisation are destabilising labour markets. Many countries are implementing reforms in concert with an array of projects and programmes to stem chronic unemployment, growing income inequalities, youth restlessness, poverty and displacement of millions of workers across the globe. In transition economies GDP growth is accompanied by rising unemployment, poverty, inequality and acute skills shortages. Atypical forms of employment are leading to a growing pool of vulnerable workers who are depending on the state for welfare services. These developments are putting tremendous pressure on nation states to adopt active labour market policy regimes. At FR Research Services we are very passionate about developing people to make the world a better place. We strongly believe the starting point for addressing any challenge begins with proper diagnostics. Research should inform decision-making because it increases the chances of achieving desired results. Our research, training and consulting approach is based on international best practices and cuttingedge applications in the labour market. We work intimately with our clients to co-create lasting solutions for ordinary people. We are uncompromising in our belief that interventions should be grounded in the realities of local communities that it is intended to serve. We bring “ know how ” , “ b est practice ” and “ application ” to the engagement, all packaged in a way that will take your people and institution to the next level. Give us a try and you will be pleasantly surprised. Prof Hoosen Rasool Chief Enabling Officer Page 1
  5. 5. 2. RESEARCH The core strength of FR Research Services is applied research. Our research expertise in economic development, industrial policy, strategy, skills imbalances, labour market information systems and policy analysis equips us to design interventions to reduce bottlenecks in the labour market. We understand the human capital challenges and opportunities facing different actors in the labour market. We also understand skills shortages, mismatches, labour market policy, social partnerships and industrial development. We network with researchers in the International Labour Organisation, World Bank, GIZ, UNESCO, European Union and International Monetary Fund to stay on top of our game. We conduct various research studies on national, regional and local labour market issues. Our genre is applications-driven, user-friendly and multi-disciplinary research. We present our research in such a way that managers can understand and action recommendations without being intimidated by the heavy jargon of academia. Our reports are noted for clarity, commonsense and conciseness. We achieve this without compromising the integrity of the research endeavour. We support policy-makers, planners, education managers, trade unionists, economic development and community leaders to tackle the problems of unemployment, poverty, socioeconomic development by designing effective strategies and workable solutions. We manage research projects using performance management rationale. Industry Analysis Economic Analysis Employer Studies Foresight Studies Sector Skills Plans SWOT Benchmarking Occupational Mapping Tracer Studies Impact Studies Environmental Scans Labour Market Analysis Skills Audits Workforce Strategies Skills Imbalances P Page 2
  6. 6. 3. TRAINING We provide niche training courses and workshops with an underlying development education and training theme. Training interventions are customised to meet the needs of our clients institutions. We have found that a “ one size fits all ” approach does not work for us. We offer a personal learning touch to participants. We take learning to our clients and negotiate training schedules that accommodate busy professionals. Our approach to training broadly follows the pattern below: Needs Analysis Course Development STEP ONE    Conduct training needs analysis Review relevant documents Discussion on outcomes, context, content and Process with client. STEP TWO   Design team engages in customisation of training course Review training and learning processes with clients Training Intervention Monitoring & Evaluation STEP THREE     Implement training STEP FOUR  Evaluate Training Reflect on learning benefits  Discuss application of acquired competencies  Monitor and evaluate the effectiveness of training course Present closure report to client Engage client on coaching and mentoring DEMAND-DRIVING EDUCATION AND TRAINING Our training strategy is learner-based and practitioner-led. We aim to diffuse knowledge and skills rapidly into the work setting. Our methods require critical analysis, deep reflection and constructive discussion of complex issues. We integrate theory with practice and give considerable weighting to real-work experiences. At least 70% of learning time is used for participative learning and sharing experiences with fellow participants. Case study analysis is a key part of the training. Participants are presented with a number of relevant case studies which require analysis, interpretation and intelligence. We view learning as a series of constructive engagements designed to conceptualise problems and co-create solutions. The facilitator is a key part of the learning experience whose objectives are to draw out the multiple experiences of participants and manage the learning process.Participants are encouraged to share ideas and documents, relate common problems and create networks long after the programme is completed. The aim is to bring pertinent issues to the learning situation and explore innovative solutions. Page 3
  7. 7. 4. WORKSHOPS We have developed a suite of thematic 2 and 3 day workshops under the rubric of development education and training. Two or more combined workshops constitute a training course. Clients can a tailor the training course according to their particular needs. We also develop new workshop themes and training courses as part of our demand-driven training approach. Labour Market Information Diagnostics (LMIA) - 2 days This workshop enables participants to analyse and interpret labour market information and datasets. The emphasis is on applying diagnostic techniques to evaluate the performance of labour markets. Participants select, collate, analyse, interpret and convert data to labour market intelligence. Participants learn to handle missing data and determine the reliability and validity of data. Relevant country case studies are diagnosed. Labour Market Information Systems (LMIS) - 2 days This workshop conceptualises labour market activities through the lens of labour market information systems ( L MIS ) . Participants learn what is a LMIS, its key components, theoretical constructs and implementation frameworks, LMI users, signals and indicators, communication vehicles, classifications, hardware and software, data collection methods and system staff requirements. Participants are acquainted to systems such as LABORDOC, KLIM and NETFLEX and other systems in their own countries. Labour Economics for Non-Economists (LENE) - 2 days This workshop is an introduction to the world of basic labour economics. Participants are empowered with an understanding of the basic theoretical constructs of labour economics. Key issues such as the relationship between supply and demand of labour, employment and growth, wage formation, productivity and unemployment are explored. Participants are encouraged to apply these theoretical constructs to analyse the functioning of labour markets through case studies. This range of issues are explored in a not too technical way thus ensuring participants grasp fundamental concepts in this field. Labour Market Institutions & Policies (LMIP) - 2 days This workshop focuses on the topic of labour market regulations with specific reference to employment protection legislation, minimum wages and welfare benefits. The workshop highlights the main effects of regulations on labour market outcomes. Cross country comparisons are made of the main characteristics of these regulations. The workshop also exposes participants to labour market policies and reasons for their utilisation. The focus is on particular challenges facing developing countries when implementing such policies. The methods of evaluating labour market policy are reviewed. Decent Work for Developing Countries (DWDC) - 2 days This workshop focuses on the concept of decent work for developing countries with a view to recognise decent work deficits identified by social partners. A framework for responding to social, labour and employment related issues within the context of the global decent work agenda are explored. Participants work through the 4 strategic pillars of decent work - promoting and realising standards and fundamental rights at work; creating opportunities for women and men to secure decent employment and income; encouraging the coverage and effectiveness of social protection for all; and strengthening tripartism and social protection for all. Page 4
  8. 8. Sector Skills Strategies and Plans (SSSP) - 2 days This workshop capacitates participants with developing sector skills strategies and plans. Sector skills strategies are “ roadmaps ” developed by business, labour, education providers, government departments, development agencies and community organisations within a sector. It profiles the designated sector, identifies change drivers, addresses skills shortages, anticipates future skills, and proposes strategic priorities and operational plans to improve the skills of the workforce. Participants develop a mini-sector skills strategy during the course. The workshop is a “ must” for people involved in skills research, policy-making, planning and economic development. Measuring Skills Shortages and Surpluses (MSSS) - 3 days This workshop equips participants to measure the very elusive phenomenon skills imbalances ( shortages and surpluses ) in constantly changing labour markets. Do we have a clear understanding of the term “ skills shortages ” ? Are skills “ scarcities ” , “ mismatches ” and “ shortages ” the same? What are the theoretical perspectives and assumptions underpinning skills shortages? What are the dominant approaches? How are skills shortages generated? How do we measure skills shortages? What methods should be employed to determine skills in high demand? How do we overcome information deficits in making such analyses? What are the limits of measuring skills shortages? Can we accurately forecast skills supply and demand? How do we develop a dashboard of skills shortage indicators? Is skills immigration good or bad? This workshop seeks to answer these and many more questions in an easy-to-understand manner. We begin a process of empowering participants with a core set of skills, tools, concepts and methods to analyse skills imbalances in labour markets. Participants are exposed to practical methods to measure skills shortages and surpluses. Creating Sector Partnerships that Work (CSPW) - 2 days This workshop is aimed at developing the skills of participants to promote, manage and improve partnerships between key stakeholders in a designated sector or industry. Participant learn the characteristics of strong working partnerships, setting partnership priorities, devising an implementation framework, drawing on the strengths of partners, overcoming limitations, mitigating factors impeding strong working relationships and engaging constructively in managing competing interests. The workshop also enables participants to develop a dashboard of indicators to evaluate the performance of sector partnerships. Skills for Workforce Development (SFWD) - 2 days This workshop focuses on internal skills development priorities in an organisation. It starts by discussing the strategic role of the human resource department in the organisation. It equips participants with the tools and techniques to align the human resource priorities of the organisation to its business objectives. Participants learn how to conduct a skills audit, develop value-adding skills plans, develop job profiles based on SMART key performance areas ( KPAs ) and targets ( KPTs ) . The issue of staff appraisals are discussed. Themes such as developing talent pipelines, coaching and mentoring, succession planning and leadership are explored. Special reference is given to the changing nature of work and its impact on the labour relations environment. The definition and workings of a learning organisation using best practice case studies are analysed. Page 5
  9. 9. Aligning Industrial Policy to Skills Development (IPSD) - 2 days This workshop traces the different stages of industrial development in transition economies. Participants learn about the different theories of industrial policy. They discuss why some countries are successful and others not from an industrial policy perspective. We use selective country case studies to show how different choices lead to different outcomes. We also show why countries making the same industrial policy choices arrive at very different outcomes. Participants learn to align Industrial Policy to National Skills Development Strategies. A key part of this workshop is to identify typical factors that drive growth in an economy. Participants make an assessment of their own countries using a variety of data sources. Monitoring, Evaluation and Impact Assessments (MEIA) - 3 days This workshop offers participants a route to understanding impact evaluation in practice. The workshop shows how organisations can institutionalise impact evaluation into its culture, policies, programmes and practices. Participants are provided with a core set of tools, concepts and methods to conduct quantitative and qualitative impact evaluations. It is no longer acceptable for public organisations and NGOs to simply report to their stakeholders how scarce resources are expended. The general public is now demanding to know the impact of an organisation ’ s policies, programmes and activities on improving the lives of people. Impact evaluations are necessary to improve effectiveness and efficiencies, gather evidence for programme offerings and provide a transparent way to justify budgetary allocations. Labour Market Research Methods (LMRM) - 3 days This workshop empowers participants to conduct research on the labour market. We explore qualitative and quantitative research methods to identify skills shortages and needs. Mixed methods are discussed to identify occupations in high demand. We look at labour force surveys, skills audits, tracer surveys, employer studies, occupational mapping, foresight studies, scenario planning and sectoral analysis. Participants discuss the aims and objectives of these methods. The workshop enables participants to prepare a research proposal from the initial design stage, choice of methods, probability and non-probability sampling, data collection, analysis and interpretation. Participants construct problem statements, determine objectives of a research project and formulate research questions. Particular attention is given to qualitative approaches such as interviews and group discussions. We show how quantitative and qualitative research methods complement each other. Finally, we demonstrate how labour market information can be presented visually in a user-friendly way using pictograms and infographics. Page 6
  10. 10. 5. TRAINING COURSES Our training courses consist of 2 or more workshops combined. We refer to workshops for purposes of categorisation as training units. A training course is therefore comprised of training units which can be taken over four to more days. Clients decide which combinations of training units best suit their learning needs. We also develop new training units and training courses if requested by clients as part of a demand-driven training approach. Our training course combinations are the following: NO TRAINING UNIT CODE 1 Labour Market Information Diagnostics ( L MIA ) 2 Labour Market Information Systems ( L MIS ) 3 Labour Economics for Non-Economists ( L ENE ) 4 Labour Market Institutions & Policies ( L MIP ) 5 Decent Work for Developing Countries ( D WDC ) 6 Sector Skills Strategies and Plans ( S SSP ) 7 Measuring Skills Shortages and Surpluses ( M SSS ) 8 Creating Sector Partnerships that Work ( C SPW ) 9 Skills for Workforce Development ( S FWD ) 10 Aligning Industrial Policy to Skills Development ( I PSD ) 11 Monitoring, Evaluation and Impact Assessments ( M EIA ) 12 Labour Market Research Methods ( L MRM ) Page 7
  11. 11. 5.1 Course in Skills for the Economy Training Units 1. 2. The term “ skills shortage ” may appear straight-forward: insufficient supply of workers to meet demand at current wage rates. When applied simplistically, notions of supply and demand can worsen skills shortages and expose public spending to the inevitable risks of under- or overinvestment in education and training. Learning Outcomes Participants are able to:  Profile a labour market.  Conceptualise the many complex Measuring Skills Shortages and Surpluses 3. The thorny issue of skills shortages surfaces in the media on a regular basis with an ever-growing mantra of calls for governments to do more to address this problem. Labour Market Information Diagnostics Sector Skills Strategies and Plans 4. Creating Sector Partnerships that Work 5. Labour Market Research Methods Clients can adopt additional training units or change the proposed training units based on their needs prior to the confirmation of the programme. Duration 5 days Target Audience HRD policy-makers and planners, researchers, trade unionists, employer body representatives, education managers, consultants and training managers. dimensions of determining skills shortages and surpluses.  Identify key indicators for measuring Fees skills imbalances.  Conduct diagnostic analysis of skills imbalances using case studies.  Develop a skills shortage and surplus measurement framework relevant to a particular industry.  The cost of the course is available on request. The cost depends on the number of training days per participant, travel, venue, meals and location. Develop a mini- sector skills strategy. Page 8
  12. 12. 5.2 Labour Market Information and Analysis Training Units 1. 2. Labour Market Information Systems 3. Labour markets are changing dramatically. Trade flows, mass migration, new technologies, economic fluctuations and new work organisation are creating complex challenges for policy-makers and planners. Many countries are implementing active labour market policies to address poverty, unemployment and skills development. Labour Market Information Diagnostics Labour Economics for Non-Economists 4. Labour Market Institutions & Policies 5. Labour Market Research Methods Clients can adopt additional training units or change the proposed training units based on their needs prior to the confirmation of the programme. A systematic analysis of labour market information is necessary to transform data into intelligence without which good public policy choices are difficult. Duration 5 days Learning Outcomes Participants are able to:  Define key labour market indicators.  Collect, process, analyse and present Target Audience HRD policy-makers and planners, researchers, trade unionists, employer body representatives, education managers, consultants and training managers. labour market information.  Apply analytical methods to extract intelligence from data. Fees  Profile a labour market and determine patterns and trends.  Draw up a labour market report.  Propose policy recommendations to improve the performance of the labour market. The cost of the course is available on request. The cost depends on the number of training days per participant, travel, venue, meals and location. Page 9
  13. 13. 5.3 Aligning Sector Skills Strategies to Industrial Policy Training Units 1. Labour Market Information Diagnostics 2. Aligning Industrial Policy to Skills Development ( 2 days ) Many countries are vigorously pursuing industrial policy and active labour market programmes to arrest high unemployment, skills shortages, growing class inequalities, rising youth expectations and anaemic growth. This course traces factors supporting a high growth trajectory in South East Asian economies and other successful economies with robust industrial policy regimes. Getting industrial policy and sector skills strategies to work in tandem is a major Implementation. Learning Outcomes Participants are able to:  Understand the theoretical constructs of industrial policy. 3. Sector Skills Strategies and Plans 4. Creating Sector Partnerships that Work Clients can adopt additional training units or change the proposed training units based on their needs prior to the confirmation of the programme. Duration 5 days Target Audience Employees working in economic development agencies, policymakers and planners, researchers, trade unionists, employer body representatives, HRD experts, consultants and training managers.  Trace the history of industrial policy after the second World War. Fees  Identify the success factors that drove high growth economies in South East Asia as a result of strong industrial policy.  Analyse the linkages between the labour market performance, sector skills strategies and industrial policy. The cost of the course is available on request. The cost depends on the number of training days per participant, travel, venue, meals and location.  Identify injectors of economic growth. Page 10
  14. 14. 6. ADVISORY SERVICES FR Research Services offers strategic advisory services to government departments to strengthen national education and training systems for achieving better labour market outcomes. Currently we working with several education ministries and other public entities in the Southern African Development Community Region. We offer the following advisory services:  Developing sector skills strategies and national HRD plans.  Aligning sector skills strategies to national policy imperatives.  Setting up and actioning sector skills development councils.  Promoting social partnerships to garner support for national initiatives.  Developing industry clusters and skills hubs.  Advising policy-makers and planners on labour market responsive supply-side interventions.  Developing qualification frameworks.  Generating national lists of occupations in high demand.  Developing skills measurement frameworks and labour market information systems.  Building senior and middle management capacity.  Establishing performance management and accountability frameworks institution-wide. We are active in the following countries: Page 11
  15. 15. 7. POST SCHOOL INSTITUTIONAL SUPPORT We offer a package of institutional support interventions drawn from our experiences in the post school sector. Our approach is based on systems thinking, risk assessment and performance management with a view to build institutional strengths in the sector. 7.1. Quality Assurance We provide quality assurance support to post school institutions. We advise institutions in their deliberations with regulatory bodies in the following:  Preparing staff for institutional audits  Developing quality management structures, processes, policies and procedures  Ensuring the institution meets regulatory criteria  Aligning resources to budgets  Developing quality improvement plans  Producing reports  Enhancing curricula  Applying for accreditation  Coaching and mentoring academic managers  Performance monitoring and evaluation  Fostering a quality improvement culture in the institution 7.2 Institutional Research FR Research services strengthens institutional research capacities by providing the following:  Developing institutional research systems, structures, policies and processes  Coaching and mentoring emerging researchers and academics  Developing cohort strategies for supervision of dissertations  Dissertation clinics for staff and students  Devising an institutional research strategy and plan  Conduct feedback surveys  Providing academic research training  Writing winning proposals Page 12
  16. 16. Contact Us Prof Hoosen Rasool Mobile: +27 83 786 9329 Email: Dr Fathima Rasool Office: +27 31 2629 329 Mobile: +27 83 786 7674 Email: Fax: +27 86 732 8358 Durban Office: 31 Matapan Drive Westville, 3629 Durban South Africa Johannesburg Office: 14 Harrison Street Suite 509 Harrison House Johannesburg, 2017 Page 13