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Ict lmis 3 c - arabic - abb eng
This document discusses labor market information systems (LMIS) and approaches to analyzing skills demand. It provides an overview of quantitative and qualitative LMIS, comparing different models from countries like the US, South Africa, and Sri Lanka. These models use methods like econometric modeling, job vacancy data, employer surveys, and stakeholder consultations to understand skills demand. The document also examines drivers of changing skills demand and discusses integrating an LMIS with a career guidance system.
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Ict lmis 3 c - arabic - abb eng
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- 8. Job Seekers Training Seekers VocationalPrograms Training Programs Training Providers Employers Industries Vacancies Career Guidance Patterns and Profiles LMIS Analysis – Industry Analysis – Jobs Analysis – Skills Analysis – Market & Industry Service ProvidersCase Management
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- 13. Populate KM Domain Specific BP Domain Specific BP DomainSpecific Knowledge Base Domain Specific Knowledge Base Populate Reference Reference Interface & Integrate LMIS CGS Integration
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- 21. • Driver forchange for skill demand • Overview of Quantitative and qualitative LMIS • What are the available models • Sample from other countries
- 22. Drivers of changefor Skills Demand
- 23. Overview of Quantitativeand Qualitative LMIS Quantitative Qualitative
- 24. LMIS: Quantitative and Qualitative Approaches LEVELOFACURACY COMPLEXITYAND RESOURCE REQUIREMENT
- 25. Quantitative Approaches toLabor Market Information SimplestMostComplex LEVELOFCOMPLEXITY More specific, enterprise level data Limited to sectors, costly Specific skills needs of enterprises Expertise in specialized methods Consistent overview and forecast Data dependent, Costly, Time consuming Projections of demand &supply by occupation/ industry Expertise in econo- metrics,LFS data Simple, Easy to do and update Data dependent Difficult to interpret General trends in skills demand and supply Statistical knowledge Time series Source: Sparreboom and Powell, Labor Market information and analysis for skills development, ILO Employment Trends Unit
- 26. little cost, readily available data #of enterprises, employed, unemployed Limited to available data Manhours for collation, admin data Gives insight into changing demand Limited coverage, resource intensive Newspaper accounts List of skills demand based on vacancies SimplestMostComplex LEVELOFCOMPLEXITY Source: Sparreboom and Powell, Labor Market information and analysis for skills development, ILO Employment Trends Unit Quantitative Approaches to Labor Market Information
- 27. Qualitative Approaches toLabor Market Information SimplestMostComplex LEVELOFCOMPLEXITY More specific information vis D&S factors Subject specific/ qualitative D&S factors Expertise in specialized studies Partial view, costly Source: Sparreboom and Powell, Labor Market information and analysis for skills development, ILO Employment Trends Unit Comprehen- sive vis sector D&S factors Sector specific data on demand and supply Expertise in quantitative/ qualitative analysis Limited scope, partial view, costly if for all sectors D&S data with context/ qualitative factors Participatory Forum for discussion Individuals might dominate Regular forum discussion
- 28. Is there aperfect model for anticipating skill demands? Econometric modeling Job opportunity index Enterprise survey SignalingUse of admin data Special studies Sector studies Stakeholder driven forum
- 29. • Econometric modelingto project future labor demand on a national level by industry and occupation • Annual LFS and employee surveys • Each state conducts LMIA. Econometric modeling Job opportunity index Enterprise survey SignalingUse of admin data Special studies Sector studies Stakeholder driven forum Occupational Projections National Employment Average Annual Openings SOC Code Occupation Est 2008 Proj 2018 Change Growth Replce Total 41- 1011 First-Line Supervisors/Managers of Retail Sales Workers 1,685,500 1,773,900 5.2% 8,840 36,170 45,010 41- 1012 First-Line Supervisors/Managers of Non-Retail Sales Workers 506,800 531,200 4.8% 2,440 10,510 12,950 41- 2011 Cashiers 3,550,000 3,675,500 3.5% 12,550 159,440 171,990 US LMI Model
- 30. Okun's law representingthe relationship between GDP growth and the unemployment rate. The fitted line is found using regression analysis.
- 31. • The SkillsDevelopment Planning Unit (SDPU) conducts quarterly monitoring reports on skills supply and the outcomes of training • Sector Education and Training Authorities (SETAs) conduct sector studies and stakeholder consultations • The SDPU also now developing an econometric model for employment projections The South African LMI Model Econometric modeling Job opportunity index Enterprise survey SignalingUse of admin data Special studies Sector studies Stakeholder driven forum • The Human Sciences Research Council (HSRC) conducts labor market studies covering priority sectors utilising employer surveys • HSRC conducts semi-annual LFS and enterprise-based manpower surveys
- 32. Sri Lanka LMIModel Econometric modeling Job opportunity index Enterprise survey SignalingUse of admin data Special studies Sector studies Stakeholder driven forum • Occasional sector studies, e.g.: RMG, provide information on enterprise characteristics and distribution and an overview of government policies related to the sector • TVEC collects and publishes statistics on training, training providers and labor market data, including job vacancies, based largely on administrative data • Occasional tracer studies • Job vacancies collected from newspapers as well as published through Jobs Net • Annual labor force surveys since 1992
- 33. Sample output 1. Totalnumber of employed people, 2009/10 3 2. Total number of unemployed people, 2009/10 4 3. Unemployment level by age group, 2009/10 6 4. Ordinary unemployment claimants by age group, 2009/ 10 8 5. Educational level of ordinary unemployment claimants: April 2009 to March 2010 9 6. Reasons for termination in commercial employment: 2007/08 to 2009/10 10 7. Growth in the number of commercial employees: April 2009 to March 2010 11 8. Growth in the number of domestic employees: April 2009 to March 2010 11 9. Total number of job vacancies in the financial year 2009/10 13 10. Distribution of vacancies per provincial office 14 11. Quarterly number of vacancies by occupational group 15 12. Quarterly number of vacancies in managerial occupational group 16 13. Quarterly number of vacancies in managerial occupational group per provincial office 16 14. Quarterly number of vacancies in professional occupational group 17 15. Quarterly number of vacancies in professional occupational group per provincial office 18 16. Quarterly number of vacancies in clerical and administrative occupational group 18 17. Quarterly number of vacancies in technicians’ occupational group
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- 40. Working Team Hassan El-Meligy hmeligy@megacom-int.com Directorof Strategic Management Solutions Megacom Management consultant and ICT Expert Masters of Science in Business Information Technology IEEE / ACM / PMI and European Information Society Member
Editor's Notes
- #14 Generates awareness and attract job seekers and employers