2011年-世界发展银行全球_Sindh_Employers_Survey_2010_43页_2mb

报告摘要

Sindh Employer's Survey 2010 Summary

Core Content

The Sindh Employer's Survey 2010, conducted by the World Bank in collaboration with local and international partners, aimed to analyze the demand for skills, identify training needs, and evaluate the effectiveness of vocational and technical education programs in Sindh. The survey included responses from 988 enterprises, with a response rate of 88%, and was stratified by firm size, ownership, and location.

Main Objectives of the Survey

To identify employment opportunities and reform training programs accordingly
To assess the strengths, weaknesses, and effectiveness of current training programs
To align employment demand and supply for better outcomes for BBSYDP and STEVTA graduates
To improve productivity and the employability of youth
To promote more effective governmental employment policy
To enhance the structure and content of vocational and technical training programs
To introduce new programs that meet the current and future needs of employers

Key Findings and Analysis

4.1 Rising Demand for Skills

The demand for skills has been increasing over the last two years (2007–2009) and is expected to continue.
Highly qualified specialists, skilled workers, and leadership positions are in short supply.
The primary reasons for increased skill requirements include a competitive business environment, higher customer demand, and new technologies.

4.2 Specific Skills in Demand

Personal Characteristics: Honesty, commitment, punctuality, and reliability are highly valued. Gender preference leans toward males.
Basic Skills: Communication skills are most important, while language skills are less so.
Academic Qualifications and Work Experience: General work experience is rated as extremely important (64%), followed by experience in the same field (59%). Academic qualifications are considered secondary.
Recommended Skills: Basic literacy and calculation, communication, computer, customer relation, and management skills are emphasized.

4.3 Occupations in Demand

Always in Demand: Accounts and Admin, Middle Management, and Skilled Professionals.
Increasing Demand: Skilled Professionals have shown consistent growth.
Decreasing Demand: Sales Staff, Unskilled Labor, Skilled Labor, Hospitality, and Engineering have seen a decline in demand in the last 12 months but are expected to resurge.
Current and Future Demand: Sales Staff is currently the most demanded occupation, followed by Unskilled Labor and Accounts and Admin. These are expected to be the second and third most demanded in the next six months.
Regional Trends: Karachi is the most dynamic region for hiring due to its concentration in Wholesale and Retail and other service sectors.

4.4 Shifts in Employment Demand

Current Trends: 74% of enterprises reported no change in the number of employees, 15% decreased, and 11% increased over the last 12 months.
Future Prospects: 79% of enterprises plan no change, 15% to increase, and 6% to decrease the number of employees in the next six months.
Reasons for Stability: Lack of law and order, energy crisis, and high utility tariffs are contributing factors.

4.5 Shifts in Employees' Qualifications

Employers are currently seeking mostly secondary, post-secondary, and graduate-level employees (40%).
For future job creation, the demand for graduates and post-graduates remains strong (40%).
About half of the employers are unsure about the academic prerequisites for future roles, indicating a need for more emphasis on soft skills and personal characteristics.

4.6 Hiring Methods

Primary Method: Employee recommendations (80%).
Alternative Methods: Recommendations from individuals or organizations (79%), followed by advertisements (via newspapers, TV, radio, internet).
Training for Employees: Internal training is seen as an important method to enhance employee skills and promote internal mobility.

4.7 Awareness of BBSYDP Graduates

Only 19% of enterprises have hired BBSYDP graduates.
Reasons for Non-Hiring: 61% were unaware of BBSYDP graduates, and 32% stated that graduates had never applied to their company.
Graduate Quality: Communication, analytical, and computer skills are highly rated, with practical skills and language skills following.

4.8 Rating of Technical and Vocational Training System

The quality of public secondary education is perceived as poor by most employers.
There is a lack of high-quality local training institutions in both quantity and quality.
Employers value practical skills and real-world experience, suggesting a need for more competence-based certification.

Summary and Recommendations

Summary

The survey highlights a growing demand for skilled labor in Sindh, particularly in sectors like manufacturing, wholesale and retail, and other services.
There is a mismatch between the skills being trained and those required in the job market.
Employer recommendations emphasize the need for improved training programs, better awareness of BBSYDP graduates, and enhanced coordination between training institutions and the industry.

Recommendations

Develop skills development programs based on the real needs of the job market.
Enhance the visibility and outreach of BBSYDP to ensure better engagement with employers.
Improve the quality and quantity of training institutions, especially in rural areas.
Introduce internships and on-the-job training (OJT) to provide practical experience.
Focus on soft skills and basic literacy in training curricula.
Strengthen internal training programs to improve employee performance and retention.
Implement competence-based certification to align with industry standards.
Encourage collaboration between academia and industry to create more informed and effective training programs.

Key Information

Survey Size: 1,000 enterprises, with 988 responses.
Geographical Coverage: Karachi (75%), Hyderabad (19%), Sukkur (3%), and others.
Ownership: 93% domestic, 5% with foreign equity.
Employer Types: 62% sole proprietors, 14% partnerships.
Interviewees: 40% business owners/partners, 18% managerial/HR, 12% HR heads.
Training Needs: Focus on communication, computer, and management skills.
Employment Trends: Stable or decreasing employment in the short term, but with potential for growth in the future.
BBSYDP Challenges: Low awareness and poor coordination with employers, especially in urban areas.
Employment Strategy: Emphasize personal connections, internships, and OJT to improve employability.