What is, and is not, a skills planning mechanism

1. 1
What is (and is not) a Skills Planning
Mechanism for South Africa?
Prof Hoosen Rasool
19 March 2014
Pretoria
Labour Market Intelligence Roundtable

2. Objectives
1. What is (and is not) a skills planning mechanism?
2. What should a skills planning mechanism do and for
what purpose?
3. What are the two dominant approaches to skills
planning?
4. What are the fundamental differences between these
approaches?
5. What are the determinants of supply, demand and
deployment?
6. What are some methodological considerations?
2

3. 3
What is a credible “institutional
mechanism for skills planning”?
It is a skills intelligence system that consists of:
 interacting frameworks;
 policies, processes and procedures;
 institutional structures;
 human resource capacities;
 governance and management arrangements;
 collaborative institutional partnerships;
 research, information and data;
 research methodologies, tools and techniques; and
 a web interface.
to provide information and insights on occupational demand and
supply for the purpose of economy-wide sector skills planning.

4. What should a skills planning
mechanism do and for what
purpose?
Occupational
mismatches
Occupational
Projections
Occupational
Trends
Deployment
Vacancies
Enrolment &
Progression
Worker
Mobility
Wage
Movements
Sector
Strategies
Occupational
migration
Skills
Planning
Qualifications
Development
Programme
Development
Career
Services
Programme
Mix
Career
Pathways
Resourcing
Institutional
Planning
Skills Intelligence System

5. 5
What is a possible
architecture of a Skills
Planning Mechanism?
Structures
Methods
Staffing
SCHOOLING
MIGRATORY
REGULATORY
FRAMEWORKS
SOCIETY
Institutional
Arrangements
Outputs
Functions
Framework
Activities
Processes
Relationships

6. Demand Supply Deployment
New Demand Created
Skills Planning
Linear Approach to Skills Planning

7. Deploy
IT Skills Planning Management
G
o
v
e
r
n
a
n
c
e
Institutions Structures Partnerships Infrastructure
P
o
l
i
c
i
e
s
R
e
s
o
u
r
c
e
s
Systems Approach to Skills Planning

8. Determinants of Demand
DEPLOYMENT
LATENT
Projected Demand
Dormant Demand
Replacement Demand
Potential Demand
MANIFEST
Active Labour Market Policies
Technology
Industry Strategy
Economic conditions
Wages & Employment Conditions
Skills Utilisation
Labour Mobility

9. Determinants of Supply
DEPLOYMENT
STOCK
RECRUITMENT
Employment / Unemployment
Migration
PSET Enrolment / Graduation
Vacancy levels, rates,
durations
Wages trends
Employability
Work-based training
Apprenticeships / Learnerships
Sector employment / UnemploymentOccupational
movements Job openings
Employment Conditions
Labour market participation

10. 10
DEPLOYMENT
School-to-Work Transitions
Apprenticeships / Learnerships
WSP Planning
Workforce
Development
Employability
Employment Conditions
Determinants of Deployment
Labour Turnover
Labour Mobility
Placements

11. 11
Employment /
UnemploymentMigration
PSET Enrolment /
Graduation
Work-based
training
Apprenticeships /
Learnerships
STOCK
RECRUITMENT Labour market participation
Vacancy levels, rates, durations
Wages trends
Employment
Conditions
Employability
Sector employment /
Unemployment
Job openings
LATENT
Projected
Demand
Dormant
Demand
Replacement
Demand
Potential
Demand
DEPLOYMENT
School-to-
Work
Transitions
Apprenticeships
/ Learnerships
WSP Planning
Workforce
Development
Employability
Employment
Conditions
MANIFEST
Economic conditions
Labour Mobility
Skills Utilisation
Active Labour Market Policies
Technology
Industry Strategy
Wages & Employment Conditions
Skills Intelligence
System

12. 12
Underpinning
methodological
considerations
Employment
Survey
Forecasting
Labour Force
Survey
Reverse Tracer Study
Occupational StudiesScenario Planning
Tracer Study
Migration Study
Sector Skills
Plan
Industry Study
Environmental Scanning
Wage Study
LM Observatories
Training Survey
Skills Audit
Establishment
Survey
Multi-Institutional
Framework
Local
Macro

13. Thank you
Hoosen Rasool
hoosen@frresearch.co.za