Anexa a studiului de nevoi de pe piata muncii- ADULT REG - iunie 2016- Romania - Macedonia

1. Assessment of labor market
skills needs
Valcea, Bihor, Southeast, and Polog
Addressing the Regional Labour Market Needs
through Development and Certification of New
Programs for Adult Education
Project Reference: 2015- 1-MK01-KA204-002828

2. Research Objective and Design
• The objective is to identify region-specific skills needs on the labor
market.
• These needs should serve as basis for developing curricula for adult
education (AE)
• The research included:
• a survey with at least 300 job seekers (current/recent) in each region (4 surveys)
• interviews with at least 20 businesses (structured by size/field) in each region
• interviews with at least 10 AE providers in each region
• interviews with at least 10 AE students in each region
• Target regions: Bihor county, Valcea county, Southeast and Polog
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3. Research Focus
• The research focused on employability/ soft skills, in line with the requirements of the Erasmus+
program.
• However, respondents in interviews and the surveys alike volunteered (they were no specifically
asked to do so) relevant information on labor market needs of technical and job-specific skills.
• The reason is that in general, respondents are primarily used to think about skills in terms of
technical and/or specific occupational skills.
• In addition, this is so because many respondents, in particular from the business sector, are not
familiar with the concept of soft skills.
• To the extent possible, this information was recorded and discussed.
• The view of this report is that notwithstanding the key focus of the project on soft skills, the
reports of other skills needs in the target regions should be noted. To the extent permitted by the
regulation governing the project, they could also be considered.
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4. Research Focus
• The assessment looks into the specificities of the four target regions, but it also
considers the common needs across the regions.
• This is relevant in view of the project objective to promote collaborative curricula
development.
• Whereas these curricula could be adapted to regional needs and realities, some
of them, or some of their components, could possibly stem from common cross-
regional needs.
• The research departed from the proposition to explore regional differences.
However, the results strongly indicate to common needs and challenges across
the regions.
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5. Target Regions/Selected indicators
Valcea County
(Romania)
Bihor County
(Romania)
Polog Region
(Macedonia)
Southeast Region
(Macedonia)
Population in 2015 405,543 620,777 319,916 173,560
Urban 195,009 (48.1%) 320,070 (51.6%) 57.1% 57.1%
Rural 210,534 (51.9%) 300,707 (48.4%) 42.9% 42.9%
Activity rate, 2014 79% (2014) 76.6% (2014) 46.1% 66.9%
Unemployment rate,
2014, %
5.6 3.7 30.7 20.8
Men 5.8 4 27.3 21.0
Women 5.5 3.3 40.9 20.6
Average net wage per
employee, 2014
1,337 RON 1,299 RON 20,425 MKD 16,729 MKD
300 EUR 291 EUR 332 EUR 272 EUR
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6. Selected indicators
Share of employed
persons by selected
sectors, 2014
Valcea County
(Romania)
Bihor County
(Romania)
Macedonia (national level)
Agriculture, forestry
and fishing
(2.3%) (1.8%) (18.5%)
Manufacturing (22.2%) (33.8%) (19.3%)
Construction (8.6%) (6.5%) (7.0%)
Wholesale and retail
trade..
(17.0%) (17.6%) (13.5%)
Transportation and
storage
(4.1%) (6.7%) (5.6%)
Accommodation and
food service activities
(4.2%) (2.9%) (3.6%)
Education (9.1%) (7.8%) (5.8%)
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7. Availability of Labor
Valcea Bihor Polog Southeast
Finding nonqualified
labor
Difficult (high) Difficult (very high) Difficult (medium-
high; depending on
sector)
Difficult (medium-high;
depending on sector)
Finding labor (medium
technical skills)
Difficult (high) Difficult (very high) Difficult (medium) Difficult (medium)
Finding qualified labor
(engineers; general)
Difficult (high-medium) Difficult (high) Difficult (high) Difficult (high)
Finding qualified labor
(social sciences)
Not difficult Not difficult Not difficult Not difficult
Finding labor for
production vs.
admin/management
Production – difficult;
A/M - easy
Production – very
difficult;
A/M - easy
Production – difficult;
A/M - easy
Production – difficult;
A/M - easy
Idea for import of
workers
Not expressed Expressed strongly by
many managers
Not expressed Not expressed
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8. Education factors
Valcea Bihor Polog Southeast
Inflation in university
education
(overproduction of
university diplomas
combined with decline
of quality standards)
Reported as trend in
recent past; at present
reported as restrained
Reported as trend in
recent past; at present
reported as restrained
Very strong present
trend
Strong present trend
Availability of
vocational training
Reported lack of
schools; specific
needed classes.
Deindustrialization
during early transition
indicated as cause.
Reported lack of
schools; specific
needed classes.
Deindustrialization
during early transition
indicated as cause.
Reported lack of
schools/workers with
relevant skills
Reported lack of
schools/workers with
relevant skills
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9. Education factors
Valcea Bihor Polog Southeast
Quality of formal
vocational training
Managers complain
that schools only teach
theory; that workers
do not have the skills
Managers complain
that schools only teach
theory; that workers
do not have the skills
Managers complain
that schools only teach
theory; that workers
do not have the skills
Managers complain
that schools only teach
theory; that workers
do not have the skills
Availability of AE
vocational training
Developed regulation
and system; can be set
up and accredited
Developed regulation
and system; can be set
up and accredited
The system is not well-
developed
The system is not well-
developed
Mandatory
apprenticeship during
studies
Worked well in the
past; at present only
done formally
Worked well in the
past; at present only
done formally
Worked well in the
past; at present only
done formally
Worked well in the
past; at present only
done formally
University-business
cooperation on
apprenticeships
Evidence of large
companies agreeing
internship programs
with universities
Evidence of large
companies agreeing
internship programs
with universities
Little evidence of such
practice.
Little evidence of such
practice
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10. AE specifics
Valcea Bihor Polog Southeast
AE training certificate Adult vocational
training diploma. This
is a strong motivation
for obtaining it. It is
needed for migration.
Adult vocational
training diploma. This
is a strong motivation
for obtaining it. It is
needed for migration.
Some diplomas
(Goette Institute for
German language, etc.)
recognized in some EU
countries. Needed for
migration.
Some diplomas
(Goette Institute for
German language, etc.)
recognized in some EU
countries. Needed for
migration.
AE training certificate Needed for getting a
job or opening a
businesses.
Needed for getting a
job or opening a
businesses.
Not needed/or it is
much easier to obtain
the certificate
Not needed/or it is
much easier to obtain
the certificate
AE regulation
Comprehensive
regulation on training
for adults. The system
is functional. Standards
are respected.
Comprehensive
regulation on training
for adults. The system
is functional. Standards
are respected.
Absence of standards
in delivery of
vocational training for
adults
Absence of standards
in delivery of
vocational training for
adults
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11. AE specifics
Valcea Bihor Polog Southeast
Cooperation between
AE providers and
Employment agencies
There is evidence of
regular cooperation.
Some AE providers
complain the AE does
not pay on time.
There is evidence of
regular cooperation.
Some AE providers
complain the AE does
not pay on time.
No evidence No evidence
Cooperation between
AE providers and
businesses
Very little-to no
evidence
Some evidence Very little-to no
evidence
Very little-to no
evidence
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12. Regional economic specifics
Valcea Bihor Polog Southeast
Presence of large
multinationals
Very few foreign
companies.
Strong influx over the
past decade (mostly in
manufacturing)
Very few foreign
companies.
Very few foreign
companies.
Local large industries A few large ones (CET,
Oltchim)
Closing/downscaling
Present Very few Very few
Construction
Reported strong need
of construction
workers.
Reported need of
construction workers.
There is evidence of
construction boom.
Requires significant
unqualified labor.
No evidence of
construction boom.
There is increased
construction. There is
evidence of increased
demand for operators
of machines used in
construction.
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13. Regional economic specifics
Valcea Bihor Polog Southeast
Tourism and
hospitality
Strong Strong Medium Medium
ICT industry Not strong. Very few
ICT service
companies
Strong and growing. Not strong-very few
ICT companies
Not strong
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14. Worker age
Valcea Bihor Polog Southeast
Worker age/tech vs.
admin jobs
Younger staff in admin
and management jobs;
older staff in technical
jobs
Younger staff in admin
and management jobs;
older staff in technical
jobs
Younger staff in admin
and management jobs;
older staff in technical
jobs
Younger staff in admin
and management jobs;
older staff in technical
jobs
Worker age/by sector
Textiles
Older workers/ young
people have no
interest
Older workers/ young
people have no
interest
Older workers/ young
people have no
interest
Older workers/ young
people have no
interest
Worker age/ mid-level
tech jobs ( welder. CNC
operator, mechanic,
electrician)
Older workers/ young
people have no
interest
Older workers/ young
people have no
interest
Older workers/ young
people have no
interest
Older workers/ young
people have no
interest
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15. Entrepreneurship
Valcea Bihor Polog Southeast
Business startup No indication. Medum-
high interest can be
assumed.
Managers do not agree
these is a culture of
entrepreneurship.
Stakeholder agree
there is a culture of
startup. Most startups
are in ICT and creative
industries.
Low-medium interest
in startup, usually in
low-tech fields
Low interest in
business startup
Business startup/red
tape
Business startup
involves more red
tape.
Business startup
involves more red
tape.
Business startup
involves very little red
tape.
Business startup
involves very little red
tape.
Business startup
training
Generally available Available. Supply
financed by donor
projects.
Available. Strong
supply financed by
donor projects.
Available. Strong
supply financed by
donor projects.
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16. Demand for soft skills training
Valcea Bihor Polog Southeast
Interest in soft skills
training
No interest in paid classes
in soft skills. There is
interest if the classes are
free.
Confirmed by AEs and EA
No interest in paid classes
in soft skills. There is
interest if the classes are
free.
No interest in paid classes
in soft skills. There is
interest if the classes are
free.
No interest in paid classes
in soft skills. There is
interest if the classes are
free.
Offer of soft skills training
by AEs
Very limited to none.
Exists only if financed by
projects.
Limited to none. Exists
only if financed by
projects. The EA says they
only come if there is an
allowance
Limited to none. Exists
only if financed by
projects.
Limited to none. Exists
only if financed by
projects.
Interest in foreign
language classes
Little interest, because
(according to AEs)
language is taught in
school
Little interest, because
(according to AEs)
language is taught in
school
Medium interest. Medium interest.
Interest in ICT classes Medium-Low Medium-Low Medium-Low Medium-Low
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17. Demand for soft skills training
Valcea Bihor Polog Southeast
Availability of supply-
based AE training
Medium amount of
supply-based training
available for free and
usually financed by donor
projects, available.
Significant amount of
supply-based training,
offered for free and
usually financed by donor
projects, available. Some
AE providers consider this
a problem.
Significant amount of
supply-based training,
offered for free and
usually financed by donor
projects, available.
Significant amount of
supply-based training,
offered for free and
usually financed by donor
projects, available.
Career orientation
(recognition)
Relevant stakeholder (AE
providers, business
managers) have a strong
understanding of the
concept. The idea that a
person has too like her/his
job, to know what s/he is
good at, is widespread.
Relevant stakeholder (AE
providers, business
managers) have a strong
understanding of the
concept. The idea that a
person has too like her/his
job, to know what s/he is
good at, is widespread.
There is no clear idea of
the concept of career
orientation.
There is no clear idea of
the concept of career
orientation.
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18. Common findings
• Results strongly indicate to common needs and challenges across the regions.
• One key finding is that the major labor force problem for businesses in all four target
regions is the inability to find labor force. This is an interesting finding, especially
considering the differences in unemployment rates across these regions. This difficulty,
varies in intensity and it is strongest in Bihor.
• Target groups (such as small business managers, workers, farmers, young labor market
entrants, etc.) are in some cases not aware that they need certain skills or they need to
develop or enhance them
• The conclusion hence is that the need is preceded by the awareness, that is, the
recognition of that need.
• In some cases the skills needs observed and indicated in the report result from the direct
self-assessment of the respondents, but in some cases they result from what, in the view
of this report, the respondents could not observe as needed.
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19. Small business
• Many smaller businesses do not appreciate the importance of soft skills. This
also depends on the sector they are in. It also strongly depends on the
recognition of the importance of this skillset by the management.
• This is consistent across all 4 target regions.
• Asked about soft skills, managers replied bluntly with “there is no need of that”
• Hence, the focus should be on small business as their needs is stronger.
• Large businesses, and foreign-owned or foreign-managed businesses, usually
have a systematic approach to assessing skills needs and providing training.
Smaller businesses do not.
• A small business manager is proud to report that he has "never taken any training
in sales or management" (and yet he is doing great).
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20. Small business
• One clear need which emerges very strongly is that of management skills in small
businesses. Most managers have no management training and what more, they are
proud to emphasize this fact. They feel they do not need it.
• Many local companies are family owned and managed. There are specific issues related
to the management of a family business.
• Many small businesses are ICT-illiterate. Managers are not aware that if they
mainstream ICT into work processes, it can improve their productivity. Training on the
benefits of ICT optimization is needed for small businesses.
• There are many areas where small businesses can benefit from increased use of ICT,
including but not limited to: document management, communication with staff,
communication with clients (web, social networks, etc.), client relationship management,
project and process management, and so forth.
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21. Small business
• It has been reported that micro businesses, which are usually run by older and
ICT unprepared management, cannot be taught to use the email, but respond
well to text messages. The possibility for training on business use of various
mobile applications should be explored, especially for managers who do not
possess the standard ICT skills. This need is strongest in Polog, then Valcea and
Southeast.
• As finding workers becomes harder, companies need to get better at
recruitment. Many smaller companies are not ready to accept the new reality.
This points to an evident need of training in recruitment, combined with labor
market assessment. This need is obviously strongest in Bihor, then Valcea.
• Small local companies are change-resistant. This indicates to a relevant training
need.
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22. Labor market analysis
• Most of the business managers feel that there is an oversupply of young economists and
lawyers whereas at the same time there is critical deficit of metal workers, CNC
operators, welders, electricians, and so forth. There is a strong mismatch between labor
supply and demand.
• Business managers almost feel hostility to the new generation of social science (law,
economics, political science) graduates, who in their view "cannot do anything", yet have
high expectations.
• Should it continue, over the long term, such a trend will have serious negative
consequences.
• Yet, there is no institution for early analysis of labor market needs.
• EAs are often not equipped to do this. Recruitment companies do not do this in general.
• This is a key need. Labor market analysts are needed. This is a clear training need.
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23. Young job entrants
• Practical experience for young people is a key area of need. As with other skills,
it is not the lack of opportunity, but the lack of interest. Many young people do
not have interest in traineeships.
• This is the case even where formal education (secondary or tertiary) mandatorily
requires practical work for young persons.
• There are two aspects of this issue.
• First, attitude of young persons towards practical work during studies, and
• second, their attitude after having completed the studies and when they are
looking for work. In this second phase, the issue relates to the mismatch of
expectations. Managers want a prepared worker before they offer pay; young
job entrants refuse to work without pay.
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24. Young job entrants
• It is important for young people to get the initial work experience during their
studies. This will help them in the school to work transition (SWT). This is
accepted as common knowledge and yet it is not practiced. It is not accepted by
young people.
• There is agreement among business managers that young people lack the
perseverance. They have higher expectations and do not want to stay overtime.
• Career orientation is more important than ever. There is a strong mismatch
between labor supply and demand. This is consistent across all the 4 target
regions.
• There need is stronger in Macedonia, obviously because of the much higher
unemployment rate.
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25. Older workers
• The large majority of business managers agree that it is more difficult
to have older workers adapt, to accept new ways of doing things.
• On the other hand there is a clear indication that many businesses
rely on older workers for different mid-level technical jobs.
• This indicates to a clear need of training related to adaptation,
change management, and lifelong learning.
• Such training could be adjusted to the specific needs of sectors,
regions, workers of different age, etc.
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26. Older workers
• With migration of primarily younger workers, many companies are left with older
workers.
• These workers are less likely to have ICT skills.
• One particular target group of interest can be workers in their 40s or early 50s who have
poorer ICT skills.
• ICT training can have relevant positive effect on their productivity and adaptability.
• The key challenge is that these workers refuse to learn on the job. The refusal is often
passive, when they try to avoid the disliked task or pass it on to someone else.
• The phenomenon is consistent across the target regions. Also, consistently, there is no
evidence of systematic training (apart from what is delivered in-house in companies).
• This need is the strongest in Polog, followed by Southeast and Valcea.
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27. Rural population/farmers
• Stakeholders (mostly in the Southeast region) indicated to the need of
agriculture training for farmers. Farming is generally learned within the family.
Many farmers lack basic knowledge in agriculture, such as for example, use of
pesticides, fertilization, etc.
• Farmers in the Polog region have indicated that they often look for information
on the Internet, for example on how to sow certain crops, such as for example
wheat, on fertilization, etc. They note that they have to read on Serbian, Croatian,
or Albanian chats and forums since there is very little to no content in
Macedonian, given the small size of the country.
• This is a clear indication of training need. The format of online training/webinars
is also indicated.
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28. Rural population/farmers
• Farmers have a relevant need of knowledge on marketing of farming produce.
• Farmers, particularly in Macedonia, need basic knowledge on developing and
managing cooperatives. There is indication that the regions in Romania are more
advanced in this regard.
• Related to this, farmers who grow produce which can be sold on local market,
retail, or which needs to be packaged, have the need of developing better
packaging of their produce (for example, honey, forest fruits, strawberries,
almonds, etc.) as well as its branding (labels, etc.).
• There are relevant skills needs in the areas such as honey production (bee
keeping), growing of mushrooms, wild mushroom foraging, tea and herb foraging,
as well as forest fruits marketing (Polog and Valcea).
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29. Rural population/farmers
• Farmers and AE providers alike indicate to the need of education on EU funding for
agriculture, as well as related government regulation and subsidy programs. This need is
stronger in the regions in Macedonia.
• Respondents have indicated rural tourism, in particular rural tourism development and
management as a relevant educational need. At present there is little systematic
education on rural tourism. This can be particularly relevant for Polog and Valcea. It can
also be of relevance for the other regions.
• Of growing interest to farmers and food producers is the organic farming and organic
food production. Reportedly, there is at present no adult education curricula on organic
farming and food production in Macedonia. Some AE providers in Bihor and Valcea have
also indicated their intention to develop similar programs.
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30. Vulnerable categories
• Polog and Valcea have sizeable Roma communities.
• In Romania, Roma who often do not have the mandatory 10 years of formal
education, cannot enroll in certified vocational courses. They need to first
complete basic education.
• Roma suffer from poor literacy and numeracy skills. They primarily need training
in these basic competencies.
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31. Most needed work profiles
Valcea Bihor Polog Southeast
Electrician Strongly needed Very strongly needed Needed Needed
Mechanic Strongly needed Very strongly needed Needed Needed
Professional driver Very strongly needed Very strongly needed There is no strong
need.
There is no strong
need.
Welder Strongly needed Very strongly needed Needed Needed
CNC operator Strongly needed Very strongly needed Needed Needed
Carpenter/Mason Strongly needed Very strongly needed Needed Needed
Textile worker Strongly needed Strongly needed Very strongly needed Strongly needed
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32. Conclusions
• Soft skills needs are consistent across the target regions. They depend on:
• sector,
• type of job,
• worker age and education, etc.
• The 4 target regions demonstrate strong similarity in the types of technical skills
they lack. The most needed are the medium-level technical skills. The extent of
need depends on a number of factors including:
• level of migration
• types of manufacturing present, sector growth (size)
• number of graduates with mid-level technical skills, etc.
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33. Conclusions
• There is strong supply of AE training in some soft skills, primarily
languages and ICT.
• There is no market supply of other soft skills due to lack of interest.
• Small businesses to a large extent do not recognize the concept of
soft skills.
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34. Thank you