7.3.4 Labour market reform: Mainstreaming skills development for the poor
7.3.4 Labour market reform: Mainstreaming skills development for the poor
Where massive excess demand exists for post-secondary education, there is a strong primae facia case to de-link training for the poor from formal training institutions and/or provide training in such a way that it does not become subverted by overwhelming credentialist pressures.
Where formal sector employment opportunities are contracting (either in relative or absolute terms), the role of conventional labour market reforms in poverty reduction programmes will be considerably reduced. In particular, even if public education and training provision is made more equitable, the better-off (and particularly males) are likely to increase the level of their human resource investments in order to acquire additional qualifications, mainly at private sector training institutions. In this way, they will manage to keep their positions at or near the front of lengthening job queues. There is little that can be done to stop private employers from escalating entry level recruitment qualifications. But within the public sector itself, it is possible to establish other selection criteria that give preference to under-represented groups, in particular women, minority groups, and the disabled.
EMPLOYMENT AND TRAINING
PAPERS
43
Learning to change: Skills
development among the
economically vulnerable and
socially excluded in
developing countries
Paul Bennell
Employment and Training Department
International Labour Office Geneva
First published 1999
734 Labour market reform Mainstreaming skills development for the poor - To learn more about this author, visit International Labour Organization's Website.
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Training for the poor must also be part of a coherent set of active labour market policies. Without concerted government interventions to eliminate key impediments that prevent women, disabled persons and other discriminated groups from gaining equitable access to formal sector jobs, efforts to equalise training entitlements will ultimately fail.
Where massive excess demand exists for post-secondary education, there is a strong primae facia case to de-link training for the poor from formal training institutions and/or provide training in such a way that it does not become subverted by overwhelming credentialist pressures.
Where formal sector employment opportunities are contracting (either in relative or absolute terms), the role of conventional labour market reforms in poverty reduction programmes will be considerably reduced. In particular, even if public education and training provision is made more equitable, the better-off (and particularly males) are likely to increase the level of their human resource investments in order to acquire additional qualifications, mainly at private sector training institutions. In this way, they will manage to keep their positions at or near the front of lengthening job queues. There is little that can be done to stop private employers from escalating entry level recruitment qualifications. But within the public sector itself, it is possible to establish other selection criteria that give preference to under-represented groups, in particular women, minority groups, and the disabled.
EMPLOYMENT AND TRAINING
PAPERS
43
Learning to change: Skills
development among the
economically vulnerable and
socially excluded in
developing countries
Paul Bennell
Employment and Training Department
International Labour Office Geneva
First published 1999
734 Labour market reform Mainstreaming skills development for the poor - To learn more about this author, visit International Labour Organization's Website.
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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