The document analyzes a skills acquisition program (SAP) in Rivers State, Nigeria. It finds that both governmental and non-governmental organizations implemented various vocational skills training programs. While over 90% of participants graduated from the programs, only about 23% became self-employed and 33% gained employment overall. Key challenges included a lack of interest in the skills learned and an inability to continue businesses due to a lack of resources like electricity or storage space. The study recommends improving participant selection and providing better post-training support to enhance the employment impact of SAP.
The Ongoing Impact of the Recession—Global Competition and Hiring Strategiesshrm
View other SHRM Research results at www.shrm.org/surveys.
Lack of relevant qualifications and competition for talent are the top reasons that two-thirds (66%) of organizations are having difficulty hiring qualified full-time employees, according to HR professionals. Strategies organizations are using to deal with these recruiting challenges include: expanding advertising efforts (47%), using social media to find passive job seekers (44%), collaborating with education institutions (37%) and expanding the search region (36%).
The Ongoing Impact of the Recession—Global Competition and Hiring Strategiesshrm
View other SHRM Research results at www.shrm.org/surveys.
Lack of relevant qualifications and competition for talent are the top reasons that two-thirds (66%) of organizations are having difficulty hiring qualified full-time employees, according to HR professionals. Strategies organizations are using to deal with these recruiting challenges include: expanding advertising efforts (47%), using social media to find passive job seekers (44%), collaborating with education institutions (37%) and expanding the search region (36%).
A Conceptual Model of Skills Formation for Knowledge-based Economy in AfricaWesley Schwalje
The African Regional Action Plan on the Knowledge Economy (ARAPKE) was developed in association with the Second African Regional Preparatory Conference for the World Summit on the Information Society held in Accra, Ghana in February 2005. The political will for knowledge–based economic development has been reinforced consistently since 2005 by subsequent communiqués and regional meetings that have convened key stakeholders (Union 2006; Union 2010). The ARAPKE presents a continent wide, coordinated strategy to transition towards knowledge-based economic development. ARAPKE highlights the need for economic integration into the global economy which is increasingly dominated by knowledge-based industries. The African vision of knowledge-based economic development calls for collective effort to achieve the following objectives:
• To use information to accelerate development, induce good governance, and foster stability;
• To provide wellbeing and increase employment, reduce poverty, and empower underprivileged groups;
• To enhance the natural capital and human capacity of the region and minimize internal inequalities;
• To further benefit from information by fully becoming part of the global information society (Union 2005).
Similar to other regions of the world, the African vision for knowledge-based economic development is at the nexus of economic, political, and social objectives related to national competitiveness and economic policies that support innovation, technology development, entrepreneurship, workforce skills development, adoption of high performance organizational structures, and ICT infrastructure development (Planning 2010). Rischard (2009) observes several common development objectives, job creation, economic integration, economic diversification, environmental sustainability, and social development, which have underpinned successful transitions to knowledge-based economies elsewhere that are also reflected in the ARAPKE. As is articulated in the African vision, a vital precursor to knowledge-based development is human capital development that is conducive towards developing a society characterized by skilled, flexible, and innovative individuals nurtured through quality education, employment, and broadly accessible life-long learning opportunities (Planning 2010). In the 1960s, Becker (1994) underscored the critical link between human capital and economic growth when he observed “Since human capital is embodied knowledge and skills, and economic development depends on advances in technological and scientific knowledge, development presumably depends on the accumulation of human capital.” More recently, Kuruvilla and Ranganathan (2008) show that, given sufficient skills levels, a development strategy based on the export of low-cost and high-end knowledge-based services is a viable alternative to the more traditional low-cost export-oriented manufacturing strategies for developing countries. Thus, the movement of many developing countries towards knowledge-based economic development inevitably requires the transition to more effective skills formation systems.
Lack of effectiveness of skills formation systems to produce high-level skills serves as a constraint to knowledge-based economic development. Adaptability and congruence of skills formation systems and constituent actors in response to factors such as economic development, skill demands of employers, technological progress and industrial strengthening, and macroeconomic trends is critical to knowledge-based development (Schwalje 2011). However, many countries in Africa are caught in a ‘low-skills equilibrium’ which is characterized by “a self-reinforcing network of societal and state institutions which interact to stifle the demand for improvements in skill levels (Finegold and Soskice 1988).” The African countries that have escaped the low skills equilibrium and formed higher skills based economies now face a poor match be
This research brief intends to draw the attention of development studies and information & communication technology (ICT) scholars and practitioners who wish to better understand the labor market and in particular the potential of digital work within the ICT and services sub-sector. In particular, the brief examines Business Process Outsourcing (BPO) and whether this industry can have a lasting change on digital employment for youth and other marginalized groups in South Africa.
Future of Work and Skills by Dr Martin Rhisiart, University of South Wales - ...University Alliance
Future of Work and Skills
Presentation by Dr Martin Rhisiart, University of South Wales
at University Alliance Summit 2015, Anticipation. Disruption. Excellence.
4 June 2015
University of South Wales
This report report from Brookings, with Rockefeller Foundation support, shows that building up a region’s advanced industries is one such possibility with enormous potential. These industries not only create good jobs within the industry, but also up and down their massive supply chains. These jobs provide higher wages and greater opportunity to low and middle-income workers adversely affected by the economic recession.
SHRM Survey Findings: The Ongoing Impact of the Recession—State and Local Gov...shrm
One-half (52%) of organizations in the state and local government that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 34% in 2011. The top reasons given for recruiting difficulty were the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (53%), lack of the right skills among candidates (43%), and competition from other employers (35%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
Presentation on 23th September 2014 at Chulalongkorn University, Thailand, by Tiraphap Fakthong, Faculty of Economics, Thammasat University, one of JuSNet's researcher.
With the economy in recession, businesses facing closure, and students experiencing difficulties in adapting to the "new normal" in education, the number of out-of-school (more technically called, Not in Employment, Education, or Training or NEET) youth is expected to increase, adding up to the already high pre-pandemic rates.
In the second issue of our BRIDGING GAPS Policy Research Toolkit Series, the Center for Local Innovation and Capacity Development (CLICDPH) is happy to share insights drawn from global and comparative research that Philippine policy makers and policy advocates may use in advancing appropriate measures and programs that will simultaneously protect and engage young out-of-school Filipinos in these challenging times.
Does Ending Endo Contribute to Inclusive Economic GrowthSonnie Santos
by Vicente Paqueo and Aniceto Orbeta Jr.
Fellows, PIDS and FEF
(a copy of this presentation was given to participants of the FEF Paderanga-Varela Memorial Lecture, to share, study and discuss with the objective of generating discussion about the effects of "ending endo" or temporary employment contract, and arrive at a win-win solution to the problem)
copyright belongs to the authors of the study
SHRM Survey Findings: The Ongoing Impact of the Recession—Federal Governmentshrm
One-half (50%) of federal government agencies that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 35% in 2011. The top three reasons given for recruiting difficulty were lack of the right skills among candidates (44%), lack of the needed credentials/certifications (40%), and the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (37%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
Skill acquisition is the education that prepares people for specific trade, craft and careers of various levels. Skill acquisition is related to the age old apprenticeship system of learning, where most of the training is done while working for a master or craftsman who helps the apprentice to learn trade or profession in exchange for his continued labour for an agreed fund after achieving measurable competency.
A Conceptual Model of Skills Formation for Knowledge-based Economy in AfricaWesley Schwalje
The African Regional Action Plan on the Knowledge Economy (ARAPKE) was developed in association with the Second African Regional Preparatory Conference for the World Summit on the Information Society held in Accra, Ghana in February 2005. The political will for knowledge–based economic development has been reinforced consistently since 2005 by subsequent communiqués and regional meetings that have convened key stakeholders (Union 2006; Union 2010). The ARAPKE presents a continent wide, coordinated strategy to transition towards knowledge-based economic development. ARAPKE highlights the need for economic integration into the global economy which is increasingly dominated by knowledge-based industries. The African vision of knowledge-based economic development calls for collective effort to achieve the following objectives:
• To use information to accelerate development, induce good governance, and foster stability;
• To provide wellbeing and increase employment, reduce poverty, and empower underprivileged groups;
• To enhance the natural capital and human capacity of the region and minimize internal inequalities;
• To further benefit from information by fully becoming part of the global information society (Union 2005).
Similar to other regions of the world, the African vision for knowledge-based economic development is at the nexus of economic, political, and social objectives related to national competitiveness and economic policies that support innovation, technology development, entrepreneurship, workforce skills development, adoption of high performance organizational structures, and ICT infrastructure development (Planning 2010). Rischard (2009) observes several common development objectives, job creation, economic integration, economic diversification, environmental sustainability, and social development, which have underpinned successful transitions to knowledge-based economies elsewhere that are also reflected in the ARAPKE. As is articulated in the African vision, a vital precursor to knowledge-based development is human capital development that is conducive towards developing a society characterized by skilled, flexible, and innovative individuals nurtured through quality education, employment, and broadly accessible life-long learning opportunities (Planning 2010). In the 1960s, Becker (1994) underscored the critical link between human capital and economic growth when he observed “Since human capital is embodied knowledge and skills, and economic development depends on advances in technological and scientific knowledge, development presumably depends on the accumulation of human capital.” More recently, Kuruvilla and Ranganathan (2008) show that, given sufficient skills levels, a development strategy based on the export of low-cost and high-end knowledge-based services is a viable alternative to the more traditional low-cost export-oriented manufacturing strategies for developing countries. Thus, the movement of many developing countries towards knowledge-based economic development inevitably requires the transition to more effective skills formation systems.
Lack of effectiveness of skills formation systems to produce high-level skills serves as a constraint to knowledge-based economic development. Adaptability and congruence of skills formation systems and constituent actors in response to factors such as economic development, skill demands of employers, technological progress and industrial strengthening, and macroeconomic trends is critical to knowledge-based development (Schwalje 2011). However, many countries in Africa are caught in a ‘low-skills equilibrium’ which is characterized by “a self-reinforcing network of societal and state institutions which interact to stifle the demand for improvements in skill levels (Finegold and Soskice 1988).” The African countries that have escaped the low skills equilibrium and formed higher skills based economies now face a poor match be
This research brief intends to draw the attention of development studies and information & communication technology (ICT) scholars and practitioners who wish to better understand the labor market and in particular the potential of digital work within the ICT and services sub-sector. In particular, the brief examines Business Process Outsourcing (BPO) and whether this industry can have a lasting change on digital employment for youth and other marginalized groups in South Africa.
Future of Work and Skills by Dr Martin Rhisiart, University of South Wales - ...University Alliance
Future of Work and Skills
Presentation by Dr Martin Rhisiart, University of South Wales
at University Alliance Summit 2015, Anticipation. Disruption. Excellence.
4 June 2015
University of South Wales
This report report from Brookings, with Rockefeller Foundation support, shows that building up a region’s advanced industries is one such possibility with enormous potential. These industries not only create good jobs within the industry, but also up and down their massive supply chains. These jobs provide higher wages and greater opportunity to low and middle-income workers adversely affected by the economic recession.
SHRM Survey Findings: The Ongoing Impact of the Recession—State and Local Gov...shrm
One-half (52%) of organizations in the state and local government that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 34% in 2011. The top reasons given for recruiting difficulty were the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (53%), lack of the right skills among candidates (43%), and competition from other employers (35%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
Presentation on 23th September 2014 at Chulalongkorn University, Thailand, by Tiraphap Fakthong, Faculty of Economics, Thammasat University, one of JuSNet's researcher.
With the economy in recession, businesses facing closure, and students experiencing difficulties in adapting to the "new normal" in education, the number of out-of-school (more technically called, Not in Employment, Education, or Training or NEET) youth is expected to increase, adding up to the already high pre-pandemic rates.
In the second issue of our BRIDGING GAPS Policy Research Toolkit Series, the Center for Local Innovation and Capacity Development (CLICDPH) is happy to share insights drawn from global and comparative research that Philippine policy makers and policy advocates may use in advancing appropriate measures and programs that will simultaneously protect and engage young out-of-school Filipinos in these challenging times.
Does Ending Endo Contribute to Inclusive Economic GrowthSonnie Santos
by Vicente Paqueo and Aniceto Orbeta Jr.
Fellows, PIDS and FEF
(a copy of this presentation was given to participants of the FEF Paderanga-Varela Memorial Lecture, to share, study and discuss with the objective of generating discussion about the effects of "ending endo" or temporary employment contract, and arrive at a win-win solution to the problem)
copyright belongs to the authors of the study
SHRM Survey Findings: The Ongoing Impact of the Recession—Federal Governmentshrm
One-half (50%) of federal government agencies that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 35% in 2011. The top three reasons given for recruiting difficulty were lack of the right skills among candidates (44%), lack of the needed credentials/certifications (40%), and the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (37%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
Skill acquisition is the education that prepares people for specific trade, craft and careers of various levels. Skill acquisition is related to the age old apprenticeship system of learning, where most of the training is done while working for a master or craftsman who helps the apprentice to learn trade or profession in exchange for his continued labour for an agreed fund after achieving measurable competency.
Performance of Micro and Small-Scale Enterprises: The case of Adama, OromiaPremier Publishers
Micro and small-scale enterprises play a vital role in the Ethiopian economy. But there is evidence that the sector is less efficient as compared to large enterprises in the country. Hence it is more logical to examine performance of MSEs through measuring their efficiency levels and factors contribute to inefficiency. Therefore, this study was assessed the technical efficiency and input slacks of MSEs in Adama, Oromia Region, using the Data Envelopment Analysis Function (DEA) specifically by focusing on three groups of businesses (block making, metalwork, and woodwork). The result revealed that high levels of technical inefficiency and high level of input wastage. The study also identified the critical problems faced by enterprises. Accordingly; it is observed that, market linkage, corruption, market place, and manufacturing place are the dominant one. Therefore, as policy recommendation, continuous monitoring and evaluation with policies that should reduce gender gap is very important. In addition, a lot of things needs to done to reduce the amount of input wasted and the level of inefficiency; this includes improving the capacity of participants (short and long-term training), use advanced technology and experience sharing.
We are excited to announce expand’s inaugural talent insight report focused solely on the global Telecommunications sector.
With 15 years’ experience recruiting for service providers and carriers worldwide, we have a wealth of data to share. The first edition reports information on salaries, trends and strategies that will help employers identify the factors which will attract potential employees to their businesses and help to retain them.
We are excited to announce expand’s inaugural talent insight report focused solely on the global Telecommunications sector.
With 15 years’ experience recruiting for service providers and carriers worldwide, we have a wealth of data to share. The first edition reports information on salaries, trends and strategies that will help employers identify the factors which will attract potential employees to their businesses and help to retain them.
I was delighted to be asked by the Westminster Higher Education Forum policy conference to speak about Entrepreneurship on campus and to provide case studies showing how Founders4Schools and Workfinder use AI and ML to embed enterprise in the curriculum, supporting the learning and development of educators, student start-ups, and increasing diversity.
This third annual survey by TECNA, a non-profit trade association of regional technology organizations which serves as a leading voice in growing the North American technology economy, provides current and future technology trends locally, regionally and nationally. The survey was conducted in partnership with CompTIA, the non-profit association for the IT industry.
An interesting survey on turnover and retention in 2015 in Australia by the AUSTRALIAN HUMAN RESOURCES INSTITUTE.
The survey that resulted in these findings was conducted online in April and May of 2015. It was communicated by email to a sample of the member database of the AHRI. A total of 603 respondents returned answers to the survey.
Communication Challenges in Federal TeleworkGov BizCouncil
To better understand federal teleworkers' experience with telework and mobile technologies, Government Business Council and Verizon Wireless undertook an in-depth research study of over 350 federal leaders from over 20 departments and agencies.
The present paper makes an attempt to study the Financial Literacy lead to
Empowering the Socio-economic condition of Tribals through informationa
technology and its impact on the day to day life of the rural people. For this purpose
the questionnaire is developed and distributed . In our study we found that the
Information Technology ( IT) have made significant contribution in the life of the
tribal people in some areas and still long way to go . It changed the life style of the
people and a the rural people able to find new markets for their products .
Introduction
As the Jubilee administration nears the half-way mark in its term, Ipsos’ most recent survey included questions on a number of issues that are continuing to occupy public, and government, attention. In this Media Release, we cover the following in the Education sector: (1) The laptop project, (2) School-ranking, (3) Teachers’ Pay Demands.
Engaging Active and Passive Jobseekers - A spotlight on Europe and Asia-PacificKelly Services
The Kelly Global Workforce Index (KGWI) is an annual global survey revealing opinions about work and the workplace. Almost 230,000 people across the Americas, EMEA and APAC regions responded to the 2014 survey.
This first installment, on the topic, Engaging Active and Passive Job Seekers, examines the nature of the contemporary job search process from a candidate’s perspective across Europe and Asia-Pacific
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Elevating Tactical DDD Patterns Through Object CalisthenicsDorra BARTAGUIZ
After immersing yourself in the blue book and its red counterpart, attending DDD-focused conferences, and applying tactical patterns, you're left with a crucial question: How do I ensure my design is effective? Tactical patterns within Domain-Driven Design (DDD) serve as guiding principles for creating clear and manageable domain models. However, achieving success with these patterns requires additional guidance. Interestingly, we've observed that a set of constraints initially designed for training purposes remarkably aligns with effective pattern implementation, offering a more ‘mechanical’ approach. Let's explore together how Object Calisthenics can elevate the design of your tactical DDD patterns, offering concrete help for those venturing into DDD for the first time!
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Accelerate your Kubernetes clusters with Varnish CachingThijs Feryn
A presentation about the usage and availability of Varnish on Kubernetes. This talk explores the capabilities of Varnish caching and shows how to use the Varnish Helm chart to deploy it to Kubernetes.
This presentation was delivered at K8SUG Singapore. See https://feryn.eu/presentations/accelerate-your-kubernetes-clusters-with-varnish-caching-k8sug-singapore-28-2024 for more details.
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Knowledge engineering: from people to machines and back
Analysis of skill acquisition programmes (sap) on employment opportunities in rural rivers state
1. Research on Humanities and Social Sciences www.iiste.org
ISSN 2222-1719 (Paper) ISSN 2222-2863 (Online)
Vol.3, No.9, 2013
106
Analysis of Skill Acquisition Programmes (SAP) on Employment
Opportunities in Rural Rivers State
*Albert, C. O., **Nnodim, A.U. & *Cookey, A. T
*Department of Agricultural and Applied Economic/Extension
** Department of Science and Technical Education
Rivers State University of Science and Technology, Nkpolu, Port Harcourt, Rivers State, Nigeria
Corresponding Author:carobinedo@yahoo.com
Abstract
The study analyzed skill acquisition programmes (SAP) on employment opportunities among rural people in
Rivers State. Structured questionnaire was used to elicit information from 100 respondents. Multistage sampling
technique was employed. Four institutions involved in SAP were purposively selected while 80 beneficiaries and
20 managerial/administrative staff of the institutions were randomly selected. Data collected were analyzed
using descriptive statistics. The study revealed that the four institutions carried out activities/skills in carpentry,
computer training, fashion design, welding, GSM repairs, barbing /hair saloon, hat making, soap making and tie
and dye. All(100%)the persons that enrolled with RSSDA and NDDC graduated at the end of the programme
while Elf (95%) and NAOC(90%) graduated at the end of the programme. Furthermore, the study revealed that
23% of the beneficiaries areself-employed, 19% were employed by government, 14% were employed by private
sector and 45% still see their selves as unemployed. The factors militating against SAP were beneficiaries went
into SAP because they needed money ( x =3.10), lack of interest in the skills ( x =2.90), lack of electricity to
continue the skill ( x =2.80), beneficiaries sell their starter packs ( x =3.10), lack of store/place to start the
business ( x =2.90) and government not admitting the right individuals into the programme ( x =3.10). It was
therefore recommended thatleaders in the study area should allow the programme to be independent. They
should allow the coordinators or organizationsto recruit the candidates themselves.
Keywords: Skill Acquisition Programmes, Employment Opportunities, Rural
INTRODUCTION
Skills acquisition can be seen as a programme designed to train youths in vocational skills in various trades such
as fitting, welding, automobile, and electrical/electronic. Including, health and safety business skill, GSM repairs,
upholstery and mechanical business skills. The rationale behind the creation of skills acquisition programme was
aimed at creating more jobs for youths with a view to making themself reliant. According to Boutcher (1992),
skills acquisition is the process of facilitating the development of a novice into an expert. It is the ability to bring
about some end result with maximum outlay of energy or time and energy (Guthere, 1982).
Various stakeholders are involved in skill acquisition programme. Both government and non-governmental
organizations are involved. Governmental organization like Rivers State Sustainable Development Agency
(RSSDA), Niger Delta Development Commission (NDDC) had empowered many youths in the state. Non-
governmental organization involved in the empowerment of youths include Shell Petroleum Development
Company (SPDC), Total E & P Nig. Ltd (TEPM), Nigerian Agip Oil Company (NAOC) and Nigeria Liquefied
Gas (NLG). However, statistics shows that only about 35% of youths in the state have benefited from the various
skills acquisition programme and are being employed National Directorate of Employment. (NDE, 2004).
The study on unemployment among youths in Ogba/Egbema Local Government Area of Rivers State, Nigeria
revealed that out of the 100 youths surveyed, 70 had been involved in SAP but they still see themselves as been
unemployed (Albert, 2010). It seems the aims and objectives toward the creation of SAP had not been fully
achieved. In spite of the SAP been carried out by government and non-governmental organizations in the state,
the rate of unemployment is still very high in the state (Ndu, 2008). It is on this premise, the study wants to know
if there are institutions (governmental and non-governmental agencies) involved in SAP in the study area. If
there are, what type of skills are they into? Who have benefited from them? What is the status of those that have
benefited from them? Are they self-employed or employed by somebody? Had SAP added any positive growth
on employment?And what are the factors limiting SAP from achieving its objectives?
METHODOLOGY
The study was carried out in Ogba/Egbema/Ndoni Local Government Area (ONELGA) in Rivers State. Onelga
is one of the fastest growing Local Government Area in the state. It is also a major producer of oil as it hosts
(TOTAL E&P & NAOC) out of the 13 major, multinational oil companies in the state. Multi stage sampling
technique was employed; the first stage involved the purposive sampling of the four institution involved in SAP
2. Research on Humanities and Social Sciences www.iiste.org
ISSN 2222-1719 (Paper) ISSN 2222-2863 (Online)
Vol.3, No.9, 2013
107
in the study area (RSSDA, NDDC TOTAL E&P and NAOC). The second stage involved the sampling of 80
beneficiaries from the 4 institutions and 20 managerial and administrative staff of the four institutions using the
simple random sampling. A total of 100 respondents were surveyed. Data collected were analyzed using
descriptive statistic. A four point Lekert- type scale of options“Great Factor” (3), “Factor” (2), “Less Factor” (1),
“Not a Factor” (0) was used to ascertain the factors militating against SAP. The values were added to get 6,
which was further divided by 4 to give 1.5. The mean score was 1.50. Any variable with a mean score of 1.50
and above was regarded as a factor while items with a mean score of less than 1.50 were regarded as a not factor.
Results and Discussion
Table 1 show that a higher percentage (41%) of the beneficiaries was in the age bracket of 18 – 25 years while
80% of the staff was above 41 years. This implies that those who have benefited from SAP were mostly youths
who are in their productive age. While the staff was mostly adults who are still in their productive age but would
not be vibrant and active as the beneficiaries.
Majority (61.25%) of the beneficiaries are males while 38.75% are females while majority (90%) of the staff are
females. This implies that more males participated / enrolled in SAP than their female counterpart while the
instructors of SAP were mostly females. Furthermore, entries in Table 1 show that majority (61.25%) of the
beneficiaries are single while majority (90%) of the staff are married. This implies that the unmarried youths
were mostly the ones that needed employment opportunities in the form of skills.
A higher percentage (51.25%) of the beneficiaries had WASC/GCE certificate, followed by those that had FSLC
(26.25%). Only 3.75% had HND, BED or BSC. For the staff of the establishment, majority (70%) had
M.Sc/MBA while 30% had HND/B.Sc/BED. This implies that the beneficiaries had basic education- that is they
can read and write while those coordinating the SAP are specialist in different areas.
Table 1: Socio-economic characteristics of respondents
Variables
Frequency % of
Beneficiary
% of Est.
Beneficiaries Establishment
Age (yrs)
Below18 20 - 25.0 -
18-25 33 - 41.0 -
26-33 22 - 27.5 -
34-41 4 6 5.0 20
Above 41 1 14 1.5 80.0
Total 80 20 100 100.0
Sex
Male 49 6 61.25 10.0
Female 31 14 38.75 90.0
Total 80 20 100.0 100.0
Marital status
Single 57 2 71.25 10.0
Married 23 18 28.75 90.0
Total 80 20 100.0 100.0
Level of Education
Non formal education 5 - 6.25 -
FSLC 21 - 26.25 -
WASC/GCE 41 - 51.25 -
NCE, ND, OND 10 - 12.50 -
HND, BSC, BED 3 6 3.75 10.0
MSC/MBA - 4 - 70.0
Total 80 20 100.0 100.0
Source: field survey, 2011
Organizations involved in SAP and activities undertaken
Entries in Table 2 show that both government and non-governmental organizations are involved in SAP in the
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study area. They include Rivers State Sustainable Development Agency (RSSDA), Niger Delta Development
Commission (NDDC); Total E&P Nigeria Limited (TEPN) and Nigeria. Agip Oil Company (NAOC). Also, the
study revealed that all the establishments were involved in the training of barbing/hair saloon, GSM repairs
computer training and wielding. NDDC was involved in all the activities outlined except in tie/dye. The result
indicates that the establishments had different types of skills for beneficiaries to choose their areas of interest.
Table 2:Percentage distribution of organizations involved in SAP and activities undertaken
Type of Skills Establishments TERN NAOC
RSSDA NDDC
- Carpentry 15(21.4%) 16(8%) 0 0
- Tailoring /fashion design 0 57(2.5%) 20(10%) 2(4%)
- Barbing /Hair salon 23(32.8%) 29(14.5%) 8(10%) 5(2.5%)
- GSM repairs 10(14.2%) 10(5%) 8(10%) 5(7.5%)
- Computer training 10(14.2%) 70(35%) 10(20%) 3(1.5%)
- Hat making 3(4.28%) 60(30%) 0 0
- Welding 9(12.83%) 35(17.5%) 10(20%) 10(5%)
- Soap making 0 20(10%) 30(15%) 2(4%)
- Tie and Dye 0 0 20(10%) 0
Source: Field survey2011
Persons Who Have Benefited FromSAP
Table 3 shows that all the persons who enrolled with the governmental establishments (RSSDA and NDDC)
graduated at the end of the programme while 95% graduated out of the 200 persons that enrolled in TEPN and
90% graduated out of the 50 persons that enrolled in NAOC. This implies that greater proportion of the
respondents graduated with one type of skills at the end of the training.
Table 3: Percentage Distribution of persons who have benefited from SAP
Establishment No. of persons
enrolled
2007-2010
Those that
graduated
2007-2010
%
RSSDA 70 70 100.0
NDDC 200 200 100.0
TEPN 200 190 95.0
NAOC 50 45 90.0
Employment Status of Beneficiaries
The result shows that out of the 80 beneficiaries, approximately 23% were self -employed, 45% were still
unemployed, and 19% were employed by government while 14% were employed by private sectors. This implies
that 23% of the beneficiaries are self- employed which is a significant figure out of 80 beneficiaries of SAP.
Also, approximately 33% of the beneficiaries are now employed, rendering services to government and non-
government agencies in the state. This shows that 56% had a means of livelihood and so SAP has help to
reduced unemployment situation in the study.
Table 4:Employment Status of Beneficiaries n = 80
Employment Status RSSDA NDDC TAP ESI Total % of
Respondents
Self employed 6 6 1 5 18(25.5%)
Unemployed 10 4 12 10 36 (45%)
Employed by government - 10 3 2 15(18.75%)
Employed by private sector 4 - 4 3 11(13.78%)
Total 20 20 20 20 80 (100.0)
Source: field survey 2010
Factors affecting skills acquisition Programme
The factors militating against SAP include the sale of starter packs by beneficiaries, lack of interest by
participants on the skill learnt ( x=2.90), politicians/ highly placed individualsinterfering with the selection
procedure of participants into the programme and the none availability of electricity to continue with the skill
learnt. The purpose of giving beneficiaries starter packs after the training was for sustainability of the skill learnt.
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Vol.3, No.9, 2013
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It was to overcome financial hindrance that may make participants of SAP not to be self- employed. Therefore,
skill learnt when not used or put into practical becomes useless.
Table 5:Factors militating against skills acquisition Programme
Factors Weighted mean Remarks
- attitudes of beneficiaries 2.40 Not a Factor
- people went into SAP because they needed money 3.10 Factor
- lack of assistance 2.00 Not a Factor
- lack of interest in the skill 2.90 Factor
-no proper training 1.90 Not a Factor
No electricity to continue the skill studied 2.80 Factor
- large student population 1.90 Not a Factor
- beneficiaries sell their starter packs 3.10 Factor
- lack of store/place to start business 2.90 Factor
- attitude of high placed persons in government 2.60 Factor
>1.50 = A Factor < 1.50 = Not a Factor
Conclusion and Recommendation
Skill Acquisition Programme has helped to reduce the unemployment situation in the study area and so should be
encouraged by government and non-governmental agencies to ensure its continuity. For effectiveness, of the
programme leaders in the study area should allow the programme to be independent in order for the coordinators
or organizations to recruit the right people who are actually interested in learning a skill in order to make a living
out of the programme.Based on the findings, it was therefore recommended that a proper monitoring mechanism
should be put in place to monitor graduates of SAP. This is to ensure that they use the starter packs given to them
to establish their own private business even if they want to work with private and government sector after
graduation. Beneficiaries should be selected on voluntary basis and not on compulsion. This will allow them to
develop interest on the intended skill.
Finally, proper loan facilities should be made available to apprentice or graduates of SAP. This will enable them
to secure a store/outlet to establish their private business.
REFERENCES
Albert, C. O.(2010). Unemployment and its problems in rural Rivers State. International journal of Social
Science, 1(2), 42-51
Bontecher, P. (1992), Sustaining Career Development for African Youths.Career Development, No. 3, April,
Gultere, A(1982). Skills Development in Industries International Management Congress, Mineapoles material
Directorate of Employment 10
NDE (2004). Employment in Rivers State.Bulletin of Directorate of Employment, (12) 4
NduAke, (2005), An Interview on the effect of skills acquisition program .Nation Newspaper 4th
February
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