2017年-世界发展银行全球_Skills_for_a_Modern_Ukraine_167页_6mb

Summary of Skills for a Modern Ukraine

Core Content

This report, Skills for a Modern Ukraine, provides an in-depth analysis of the current state of workforce skills in Ukraine and outlines a policy agenda to improve them in order to enhance employment and productivity. The study is based on original data from household and employer surveys, job vacancy analyses, and institutional assessments.

Key Findings

1. Stagnation Following Independence

Since Ukraine's independence in 1991, economic progress has been uneven. Productivity remains low due to slow market reforms and inefficient labor allocation. A significant portion of the workforce is in low-productivity sectors, and informality and underemployment are widespread. The aging population and low labor mobility further constrain growth.

2. Importance of Skills

Skills, not just formal education, are crucial for employment and productivity. The report highlights that cognitive, socioemotional, and technical skills are essential for success in the labor market. These skills are modifiable throughout the life cycle and can be developed through various programs and policies.

3. Employer Demand for Skills

Ukrainian employers are increasingly seeking advanced cognitive, socioemotional, and technical skills. The demand is particularly high in key sectors such as agriculture, food processing, information technology, and renewable energy. The lack of these skills is cited as a major constraint to hiring and business performance.

4. Institutional Barriers

Several institutional issues are impeding the development and efficient use of skills in Ukraine:

• The formal education system does not align with labor market needs and suffers from weak governance and inefficient funding.
• Skills training outside formal education has low participation rates, and partnerships between firms and educational institutions are rare.
• Payroll taxes and social security contributions are seen as significant operational constraints by employers.
• There is a lack of reliable information on current and emerging skills demands.
• The outdated and rigid labor code hinders labor market adaptability and job creation.

5. Skills Gaps and Productivity

Skills gaps significantly limit firm performance, with 40% of firms in key sectors reporting a mismatch between the skills they have and the skills they need. While not the most pressing issue, these gaps reduce the ability of firms to hire, perform, and grow effectively.

Main Policy Recommendations

The report proposes three pillars of policy reform to address the skills gap:

Pillar 1: Building Foundational Skills for New Labor Market Entrants

• Integrate socioemotional development into traditional learning.
• Develop a lifelong skills development strategy.
• Focus on early stages of life, such as preschool, school age, youth, and adulthood.
• Create supportive home learning environments to foster cognitive and socioemotional skills.

Pillar 2: Enhancing the Development of Advanced Skills

• Build and upgrade qualification and occupational standards.
• Introduce financial incentives for firms to promote training.
• Improve the labor market information system.
• Strengthen tertiary education leadership structures.
• Implement results-based funding for postsecondary education and training institutions.

Pillar 3: Improving the Institutional Environment

• Reform the labor code to reduce labor costs and improve contract flexibility and worker protection.
• Develop a statistical profiling tool for employment services to better match skills with job opportunities.
• Remove barriers to internal migration to allow for more efficient labor allocation.

Key Skills Identified

Supporting Data Sources

• ULMS-STEP Household Survey (2012): Assesses adult skills and their relation to labor market outcomes.
• Ukraine STEP Employer Surveys (2014): Provides insights into employer demand and skill gaps.
• HeadHunter Job Vacancies (2015): Offers data on current job requirements and skills needed in the labor market.
• SABER-WfD Framework: Assesses workforce development institutions and their effectiveness.

Conclusion

The report emphasizes the need for a comprehensive approach to skills development that includes improving the education system, fostering employer-educator collaboration, and reforming labor market institutions. It calls for policies that address the mismatch between skills and labor market demands, promote lifelong learning, and support the creation of more and better jobs.