MaD Session 3


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MaD Session 3

  1. 1. Alumni Portal Deutschland - Webinar Labour on the move –migrant workers as drivers for development? How to achieve coherent and sustainable migration management? Approaches – Experiences – Ideas 19th of September 2012, Alumni Portal Germany Björn Gruber (GIZ), Triple Win Pilotproject19/09/2012 company presentation 2012 Page 1
  2. 2. Complexity I - Map of Christopher Columbus19/09/2012 company presentation 2012 Page 2
  3. 3. Complexity II- Today‘s global migration flows19/09/2012 company presentation 2012 Page 3
  4. 4. Content Triple Win Pilot First insights - Three cases First key findings and ideas Discussion19/09/2012 company presentation 2012 Page 4
  5. 5. Triple Win PilotObjective: Sustainable migration management The German Federal Employment Agency, its Central Placement Office and GIZ want to develop, test and evaluate a coherent overall management system for temporary labour migration19/09/2012 company presentation 2012 Page 5
  6. 6. Triple Win - Framework• Professional groups/countries: 1. SET professions (welder) - Indonesia/Viet Nam 2. Nurses and carers - Bosnia/Albania• Using current regular framework Setting up and piloting a modular system of service offers from both institutions for sustainable management of all phases of migration (Triple Win)19/09/2012 company presentation 2012 Page 6
  7. 7. Germany Know-how transfer through return Partner country and international cooperation Return Arrival Consulting for return APD Depart Tandem Integrated Stay Consulting for return experts-Returning experts Diaspora cooperation Further education/ Services professional Further education / experience professional experience Partnerships in science and economy Stay Certification / Qualification -check, Depart Qualification preparation Residence- / Consulting Employment service for Permit mobility Arrival Migration „Transfer of professionals“ Germany Partner country19/09/2012 company presentation 2012 Page 7
  8. 8. Coherent and sustainable migration management? Remittances, Personal, smooth Skills, salary, no brain drain, integration, transparency, Know-how- temporary/ perspective transfer, safety, permanent stay,(personal/family) standards… standards… … Migrants Partner country Germany 19/09/2012 company presentation 2012 Page 8
  9. 9. Case 1 – Nurses from Bosnia/Welders from VietnamPreconditions and questions:• Regular framework for semiskilled: • restrictive regular framework in Germany • 18 months training on the job – too short?• Individual situation/motivation/ressources/family?• Market situation in both countries?• Recognition of skills?• Opportunity for return?• Measures to support impact for development?19/09/2012 company presentation 2012 Page 9
  10. 10. Case 1 – findings/approaches „Stay, please!“• Interests: (migrant – employer): both sides - stay, please!• Markets: Bosnia – complicated, Germany – strong demand• Skills infrastructure: recognition after 12 months possible• Management/infrastructure: regular channels/transparency (black sheeps!)• Additional measures: return?, transparency to have low taxes for remittances, adaptation trainings, partnerships• Long term perspective: improving opportunity structure for return and know-how-transfer – e.g. mobile care for elderly people?19/09/2012 company presentation 2012 Page 10
  11. 11. Case 2 – Welders from Viet Nam19/09/2012 company presentation 2012 Page 11
  12. 12. Case 2 – findings/approaches „Standards now!“• Interests: migrant – high interest/stay too short/return as vision employer – less experienced with foreign workers• Markets: Vietnam – demand (high standard) Germany – strong demand (but for seasonal peaks)• Skills infrastructure: extra effort to support recognition in Germany and Viet Nam• Management/infrastructure: challenge language; interest in standards; use diaspora members for integration process (migration history)• Additional measures: support standardisation process• Long term perspective: building up common standards/ longer period of stay (adequate regular framework)19/09/2012 company presentation 2012 Page 12
  13. 13. Case 3 – Engineers from IndonesiaPreconditions and questions• Regular framework for highly skilled: • Blue Card (info:; minimum annual brutto income: 44.800 Euro (general); professions (shortage) 34.944 Euro)• Individual situation/motivation/ressources?• Market situation in both countries?• Recognition of skills?• Opportunity for return?• Measures to support impact for development?19/09/2012 company presentation 2012 Page 13
  14. 14. Case 3 – Engineers from Indonesia – „Infrastucture!“• Interests: migrant – high interest/return in the long term/Germany? employer (SME)– in adaptation for diversity/expert profile• Markets: Indonesia – demand (but: brain loss in the country!) Germany – demand (but focus on experts!)• Skills infrastructure: facilitation of recognition of skills (• Management/infrastructure: transparent info/advice/preparation on both sides; integration via diaspora network• Additional measures: short time experts of the diaspora; partnerships• Long term perspective: support quality of the infrastructure by adequate information/preparation on both sides; partnerships between business – science/education; opportunity structure; schools 19/09/2012 company presentation 2012 Page 14
  15. 15. First key Findings/Ideas• Models: • No „one size fits all“-solution (return is not always the best for choice!) • Limits of regulation – strengthen of infrastructure for migration • Pragmatic and long term perpective– not too sophisticated• Institutional setting in each country and between different ressorts: • trust and ressources - to bring in own perspective• Regular framework: • Bilateral agreements – adaption to country specific situation • Additional setting for infrastructure• Management/infrastructure: • bridge the differences of the systems (adaption - standardisation); monitoring 19/09/2012 company presentation 2012 Page 15
  16. 16. Additional measures to support development• Permanent stay • Institutional and political cooperation (Coherence) • Remittances • Migrants as actors of development • Avoid brain drain (Monitoring and data!)• Temporary stay • Institutional and political cooperation (Coherence) • Remittances • Migrants as actors of development • Avoid brain drain (Monitoring and data!) • Return Migration (Opportunity structure)19/09/2012 company presentation 2012 Page 16
  17. 17. Triple Win – a sustainable concept?19/09/2012 company presentation 2012 Page 17
  18. 18. Thank you for your attention!Björn Gruber (Triple Win Pilot)Mendelssohnstraße 75-7760325 Frankfurt am MainDeutschland / GermanyT +49-69-71 91 21-0Email: bjoern.gruber@giz.de19/09/2012 company presentation 2012 Page 18