2018年-世界发展银行全球_Managed_Labor_Migration_in_Afghanistan___Institutional_Requirements_and_Policy_Processes_with_and_in_Afghanistan_39页_2mb

Summary of "Managed Labor Migration in Afghanistan: Institutional Requirements and Policy Processes with and in Afghanistan"

Core Content

This document provides a comprehensive analysis of the institutional requirements and policy processes necessary for developing a managed labor migration system in Afghanistan. It outlines a four-pillar framework for a fully functioning labor-sending system, based on international best practices and lessons from other countries. The paper also evaluates the current state of Afghanistan's labor-sending system and proposes a roadmap for its development, including an estimate of the time required to operationalize such a system.

Main Viewpoints

• International labor migration is a critical employment strategy for developing countries, especially in the context of labor surpluses and domestic job shortages.
• Managed labor migration can maximize global welfare and contribute to economic development, but requires careful design to avoid negative outcomes.
• Four pillars form the basis of a successful labor-sending system: Framework for Access, Facilitating Access, Fortifying Access, and Furthering Access.
• Legal and institutional frameworks are essential for enabling and regulating labor migration, including bilateral labor agreements (BLAs) and coordinated government mechanisms.
• Efficient and affordable passport and visa systems are critical to enabling migration and are influenced by governance and bureaucratic practices.
• Private sector engagement and labor intermediation are key to matching supply and demand in foreign labor markets.

Key Information

1. Four Pillars of a Labor-Sending System

2. Current State of Afghanistan's Labor-Sending System

• Afghanistan's labor-sending system is in very early stages of development.
• A National Labor Migration Strategy was adopted in late 2016 in coordination with the IOM and key donors.
• The system lacks legal frameworks, intermediation mechanisms, and protection structures.
• There is a need to formalize labor flows, improve migration management, strengthen labor intermediation, and balance mobility with protection.

3. Institutional and Bureaucratic Requirements

• A dedicated ministry for migration may be necessary to consolidate responsibilities.
• The Ministry of Labor, Social Affairs, Martyrs, and the Disabled (MoLSAMD), Ministry of Foreign Affairs (MoFA), Ministry of Interior (Mol), Ministry of Health, Ministry of Finance, and State Bank of Vietnam are examples of institutions involved in managing labor migration.
• Passport and visa processing must be efficient, affordable, and accessible to ensure practical labor market access.
• Processing times and costs vary significantly between countries, with some taking up to 6 weeks and costing over US$100.
• High passport costs are associated with poor governance and lower migration levels.

4. Timeframe for System Development

• It typically takes 2 to 3 decades to develop a fully functional labor-sending system.
• The Philippines and Vietnam are cited as examples of countries that have made significant progress in this area.
• Afghanistan is expected to achieve a functional system by 2030, based on the experience of similar countries.

5. Elements of a Bilateral Labor Agreement

• Competent government authority
• Exchange of information
• Migrants in irregular situations
• Notification of job opportunities
• Candidate lists and selection
• Employer nominations
• Medical examination and health clearances
• Entry and residence permits
• Employment contracts and conditions
• Conflict resolution mechanisms
• Social security and remittances
• Housing and family reunification
• Role of trade unions and collective bargaining
• Social and religious organizations' activities
• Joint commissions for monitoring
• Agreement validity and renewal
• Application jurisdiction

6. Recommendations for Afghanistan

• Formalize labor flows through structured agreements and legal frameworks.
• Improve migration management by enhancing coordination among relevant ministries.
• Strengthen labor intermediation through public and private sector collaboration.
• Balance mobility with protection by ensuring legal rights and support services for migrants.

Conclusion

The paper emphasizes that a well-designed labor-sending system requires legal alignment, administrative efficiency, and institutional coordination. It highlights the importance of private sector engagement, legal protection, and skills development in facilitating sustainable and beneficial international labor migration. With strategic investment and policy development, Afghanistan can build a functional system that supports its economic growth and development goals.