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Tackling the skills mismatch through education and training

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Tackling the skills mismatch through education and training

  1. 1. Tackling the skills mismatch through education and training Raymond Keaney, ITT Dublin 20 February 2014
  2. 2. Introduction • What do we mean by the skills mismatch? • Skill deficit and skill underutilisation • The causes of skills mismatch • The consequences of mismatch on workers, firms and the economy • What can be done to tackle mismatch? • Case study
  3. 3. What do we mean by skills mismatch? • The mismatch between workers’ competencies and what is required by their job • The discrepancy between what the education system delivers and what the labour market needs Quintini, G. (2011), ‘Over-Qualified or Under-Skilled; A Review of Existing Literature’, OECD Social, Employment and Migration Working Papers, No 121, OECD Publishing
  4. 4. Skill deficit and skill underutilisation • A skill deficit (skill gap) signals the inadequacy of a worker’s skills relative to the requirements of the job • Skill underutilisation (over-skilling) points to the opposite phenomenon whereby a worker’s skills exceed those required by the job Quintini, G. (2011), ‘Over-Qualified or Under-Skilled; A Review of Existing Literature’, OECD Social, Employment and Migration Working Papers, No 121, OECD Publishing
  5. 5. The causes of mismatch • Adjustment lags of firms (skill demand) • Adjustment lags of the education system (skill supply) • Frictions in matching process (skill demand and supply) Quintini, G. (2011), ‘Over-Qualified or Under-Skilled; A Review of Existing Literature’, OECD Social, Employment and Migration Working Papers, No 121, OECD Publishing
  6. 6. The consequences of mismatch • At the individual level, it affects job satisfaction and wages • At the firm level, it reduces productivity and increases on-the-job search and turnover • At the macroeconomic level, it increases unemployment and reduces GDP growth Quintini, G. (2011), ‘Over-Qualified or Under-Skilled; A Review of Existing Literature’, OECD Social, Employment and Migration Working Papers, No 121, OECD Publishing
  7. 7. Tackling mismatch • Requires co-operation of those involved in generating jobs, acquiring skills and bringing jobs and workers together • Adult learning • Open and clear progressive paths of study Quintini, G. (2011), ‘Over-Qualified or Under-Skilled; A Review of Existing Literature’, OECD Social, Employment and Migration Working Papers, No 121, OECD Publishing
  8. 8. A case study in tackling skills mismatch • BA (Hons) International Hospitality & Tourism Management • Developed by ITT Dublin in 2010 • Aims at providing learners with the knowledge, skills and competencies necessary for effective management within the international hospitality & tourism sector
  9. 9. Two step process • Step One – consultation with employers, individual workers, local government, public employment services and the social partners • Step Two – awareness of and sensitivity to the global trends producing changes in skill demands
  10. 10. Outcome from consultation process • The consultation process identified the skills that new hires lack despite having a tertiary degree: – Leadership and management skills – Communication and foreign language skills – Social skills and competencies – Information technology and presentation skills and – Numeracy and financial management skills OECD (2012), OECD Tourism Trends and Policies 2012, OECD Publishing
  11. 11. Matching skills • Work –based training • Internship programme • The international dimension • International work placements • Erasmus and student intake (Germany, Italy, Finland....) • Up-skilling of educators • Guest lectures • Site visits • Educator’s Development Programme • Improving ties with industry • Industry advisory board
  12. 12. Conclusion Tackling the skills mismatch requires: • Overhauling of curricula • Up-skilling of educators • Providing quality experiential learning opportunities, preferably in the workplace • Offering open and clear progressive paths of study

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