2017年-世界发展银行全球_Assessment_of_Firm-Level_Skills_Demand_and_Engagement_in_Skills_Development___Creating_a_Demand-Led_Skills_Ecosystem_in_Moldova_46页_2mb

Summary of the Report: Assessment of firm-level skills demand and engagement in skills development

Core Content

This report, prepared by S.C. MAGENTA CONSULTING S.R.L. for the World Bank Group, evaluates the current skills ecosystem in Moldova and identifies key challenges and opportunities for improving skills development in alignment with labor market demands. The analysis is based on interviews with private sector representatives, training providers, and government officials, as well as desk research.

Six sectors were selected for the study based on their contribution to Moldova's GDP, employment share, export volume, and growth potential. These sectors include: Transportation, IT, Light Manufacturing, Commerce, Agriculture, and Agri-business.

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Main Findings

Skills Demand and Mismatches

• Blue-collar jobs are in the highest demand across all sectors except ICT and commerce.
• These jobs include roles such as seamstresses, drivers, field workers, and production line workers.
• Low wages and lack of skilled workers are major contributors to the skills mismatch.
• The ICT sector is facing a shortage of managerial and senior technical positions, such as project managers, team leaders, and software architects, due to brain drain and rapid growth.

Human Resources Management and Workforce Development

• High employee turnover is a common issue, especially in large firms and for blue-collar positions, except in the ICT sector.
• Poor HRM practices are prevalent in most sectors, with companies not investing in employee development or retention.
• Small firms often rely on internal adjustments to address staffing shortages, while medium and large firms are more likely to reduce production due to lack of skilled labor.
• Firms that export or work with international partners tend to have more advanced HRM systems.

Education System and Workforce Training

• The education system in Moldova is not aligned with the skills required by firms.
• Teaching staff are often underqualified, lack practical skills, and are not motivated due to low salaries.
• Outdated curricula and lack of modern training facilities contribute to a focus on theory rather than practical application.
• Companies are not engaged in the education process, as they do not see tangible benefits from participation.

Private Sector Engagement in Education and Training

• Companies engage in education primarily through apprenticeships, internships, and recruitment of talented students.
• Curriculum development is rarely involved, except in the ICT and light industry sectors.
• Sector associations (e.g., AITA, APIUS, ATIC) have a stronger role in collaboration with educational institutions, though coverage is limited in some sectors like agriculture.

Future Skills Forecasting

• Skills forecasting is underdeveloped, with limited awareness among firms.
• ANOFM (National Agency of Workforce Occupation) is seen as the responsible body, but its forecasts are short-term and job-focused, not skills-focused.
• There is divided opinion on who should manage skills forecasting: some believe it should be a government agency, while others suggest industry associations.

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Key Recommendations

• Strengthen private sector engagement in education and training.
• Develop demand-responsive skills forecasting mechanisms.
• Improve HRM practices to better attract, develop, and retain skilled workers.
• Modernize the education system to align with labor market needs.
• Encourage collaboration between industry associations and educational institutions.
• Provide clear information on fiscal incentives for training and development.
• Address demographic challenges through succession planning and attracting younger workers to rural areas.

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Critical Observations

• Blue-collar jobs are in high demand but under-supplied due to low wages and lack of interest from young people.
• Employee development is not systematic, with mentorship and onboarding being common practices.
• Outsourcing is used in some sectors, particularly for non-core activities.
• Temporary hiring of students is a common short-term solution to staffing gaps.

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Conclusion

The report emphasizes the need for a demand-led skills ecosystem in Moldova, where the private sector plays an active role in shaping skills development. This requires better alignment between education and labor market needs, improved HRM practices, and more structured collaboration between firms and educational institutions. Strengthening skills forecasting and policy support will be essential to ensure that the workforce is equipped with the skills needed for future economic growth.