fr research brochure 2014

Training

Research

Consulting

2014

www.frresearch.co.za

“Development Education & Training at its best”

Contents

1. WELCOME (1)


2. RESEARCH (2)

3. TRAINING (3)

4. WORKSHOPS (4)

5. TRAINING COURSES (7)

5.1 Skills for the Economy (8)

5.2 Labour Market Information & Analysis (9)

5.3 Aligning Sector Skills Strategies to Industrial Policy (10)

Contents

6. ADVISORY SERVICES (11)


7. POST SCHOOL INSTITUTIONAL SUPPORT (12)

7.1 Quality Assurance (12)

7.2 Institutional Research (12)

CONTACT US (13)

1. WELCOME

Labour markets are changing dramatically. Rapid trade flows, expansive migration, changing

demography, new technologies, innovation and work re-organisation are destabilising labour markets.

Many countries are implementing reforms in concert with an array of projects and programmes to stem

chronic unemployment, growing income inequalities, youth restlessness, poverty and displacement of

millions of workers across the globe.

In transition economies GDP growth is accompanied by rising unemployment, poverty, inequality

and acute skills shortages. Atypical forms of employment are leading to a growing pool of vulnerable

workers who are depending on the state for welfare services. These developments are putting

tremendous pressure on nation states to adopt active labour market policy regimes.

At FR Research Services we are very passionate about developing people to make the world a better

place. We strongly believe the starting point for addressing any challenge begins with proper diagnos-

tics. Research should inform decision-making because it increases the chances of achieving desired

results.

Our research, training and consulting approach is based on international best practices and cutting-

edge applications in the labour market. We work intimately with our clients to co-create lasting solutions

for ordinary people. We are uncompromising in our belief that interventions should be grounded in the

realities of local communities that it is intended to serve.

We bring “ know how ” , “ b est practice ” and “ application ” to the engagement, all packaged in a

way that will take your people and institution to the next level.

Give us a try and you will be pleasantly surprised.

Prof Hoosen Rasool

Chief Enabling Officer

FR Research Services is a boutique consultancy specialising in labour

market research, training and high-level advisory services to public entities,

labour market institutions, regulators, donor organisations, employer bodies

and private business enterprises.

We work closely with policy-makers, planners, industrialists, educationists,

senior managers and trade unionists to build institutional strengths for the

delivery of services to actors in the labour market.

www.frresearch.co.za Page 1

P


2. RESEARCH

The core strength of FR Research Services is applied research. Our research expertise in

economic development, industrial policy, strategy, skills imbalances, labour market information

systems and policy analysis equips us to design interventions to reduce bottlenecks in the labour

market.

We understand the human capital challenges and opportunities facing different actors in the

labour market. We also understand skills shortages, mismatches, labour market policy, social

partnerships and industrial development. We network with researchers in the International

Labour Organisation, World Bank, GIZ, UNESCO, European Union and International Monetary

Fund to stay on top of our game.

We conduct various research studies on national, regional and local labour market issues.

Our genre is applications-driven, user-friendly and multi-disciplinary research. We present our

research in such a way that managers can understand and action recommendations without

being intimidated by the heavy jargon of academia. Our reports are noted for clarity, common-

sense and conciseness. We achieve this without compromising the integrity of the research

endeavour.

We support policy-makers, planners, education managers, trade unionists, economic

development and community leaders to tackle the problems of unemployment, poverty, socio-

economic development by designing effective strategies and workable solutions. We manage

research projects using performance management rationale.

Sector Skills Plans

Skills Audits Environmental Scans

Skills Imbalances

Foresight Studies

Workforce Strategies

Tracer Studies

Labour Market Analysis

Employer Studies

Impact Studies

Occupational Mapping

Economic Analysis

Industry Analysis

Benchmarking

SWOT


3. TRAINING

We provide niche training courses and workshops with an underlying development education

and training theme. Training interventions are customised to meet the needs of our clients

institutions. We have found that a “ one size fits all ” approach does not work for us. We offer a

personal learning touch to participants. We take learning to our clients and negotiate training

schedules that accommodate busy professionals.

Our approach to training broadly follows the pattern below:

Conduct

training needs analysis

Review

relevant documents

Discussion on

outcomes, context, content and Process with

client.

Design team

engages in customisation of training course

Review

training and learning processes with clients

Implement

training

Evaluate

Training

Reflect on

learning benefits

Discuss

application of acquired competencies

Monitor and

evaluate the effectiveness of

training course

Present closure

report to client

Engage client

on coaching and mentoring

STEP ONE STEP TWO STEP THREE STEP FOUR

Needs Analysis

Course Development

Training Intervention

Monitoring & Evaluation

DEMAND-DRIVING EDUCATION AND TRAINING

Our training strategy is learner-based and practitioner-led. We aim to diffuse knowledge

and skills rapidly into the work setting. Our methods require critical analysis, deep reflection

and constructive discussion of complex issues. We integrate theory with practice and give

considerable weighting to real-work experiences.

At least 70% of learning time is used for participative learning and sharing experiences with

fellow participants. Case study analysis is a key part of the training. Participants are presented

with a number of relevant case studies which require analysis, interpretation and intelligence.

We view learning as a series of constructive engagements designed to conceptualise problems

and co-create solutions. The facilitator is a key part of the learning experience whose objectives

are to draw out the multiple experiences of participants and manage the learning

process.Participants are encouraged to share ideas and documents, relate common problems

and create networks long after the programme is completed. The aim is to bring

pertinent issues to the learning situation and explore innovative solutions.

Page 3


4. WORKSHOPS

We have developed a suite of thematic 2 and 3 day workshops under the rubric of development

education and training. Two or more combined workshops constitute a training course. Clients

can a tailor the training course according to their particular needs. We also develop new

workshop themes and training courses as part of our demand-driven training approach.

Labour Market Information Diagnostics (LMIA) - 2 days

This workshop enables participants to analyse and interpret labour market information and datasets. The

emphasis is on applying diagnostic techniques to evaluate the performance of labour markets. Participants

select, collate, analyse, interpret and convert data to labour market intelligence. Participants learn to handle

missing data and determine the reliability and validity of data. Relevant country case studies are diagnosed.

Labour Market Information Systems (LMIS) - 2 days

This workshop conceptualises labour market activities through the lens of labour market information systems

( L MIS ) . Participants learn what is a LMIS, its key components, theoretical constructs and implementation

frameworks, LMI users, signals and indicators, communication vehicles, classifications, hardware and

software, data collection methods and system staff requirements. Participants are acquainted to systems

such as LABORDOC, KLIM and NETFLEX and other systems in their own countries.

Labour Economics for Non-Economists (LENE) - 2 days

This workshop is an introduction to the world of basic labour economics. Participants are empowered with an

understanding of the basic theoretical constructs of labour economics. Key issues such as the relationship

between supply and demand of labour, employment and growth, wage formation, productivity and unemploy-

ment are explored. Participants are encouraged to apply these theoretical constructs to analyse the functioning

of labour markets through case studies. This range of issues are explored in a not too technical way thus

ensuring participants grasp fundamental concepts in this field.

Labour Market Institutions & Policies (LMIP) - 2 days

This workshop focuses on the topic of labour market regulations with specific reference to employment

protection legislation, minimum wages and welfare benefits. The workshop highlights the main effects of

regulations on labour market outcomes. Cross country comparisons are made of the main characteristics of

these regulations.

The workshop also exposes participants to labour market policies and reasons for their utilisation. The

focus is on particular challenges facing developing countries when implementing such policies. The

methods of evaluating labour market policy are reviewed.

Decent Work for Developing Countries (DWDC) - 2 days

This workshop focuses on the concept of decent work for developing countries with a view to recognise decent

work deficits identified by social partners. A framework for responding to social, labour and employment related

issues within the context of the global decent work agenda are explored. Participants work through the 4

strategic pillars of decent work - promoting and realising standards and fundamental rights at work; creating

opportunities for women and men to secure decent employment and income; encouraging the coverage and

effectiveness of social protection for all; and strengthening tripartism and social protection for all.

Sector Skills Strategies and Plans (SSSP) - 2 days

This workshop capacitates participants with developing sector skills strategies and plans. Sector skills

strategies are “ roadmaps ” developed by business, labour, education providers, government departments,

development agencies and community organisations within a sector. It profiles the designated sector, identifies

change drivers, addresses skills shortages, anticipates future skills, and proposes strategic priorities and oper-

ational plans to improve the skills of the workforce. Participants develop a mini-sector skills strategy during the

course. The workshop is a “ must” for people involved in skills research, policy-making, planning and

economic development.

Measuring Skills Shortages and Surpluses (MSSS) - 3 days

This workshop equips participants to measure the very elusive phenomenon skills imbalances (shortages and

surpluses ) in constantly changing labour markets. Do we have a clear understanding of the term “skills

shortages ” ? Are skills “ scarcities ” , “ mismatches ” and “ shortages ” the same? What are the theoretical

perspectives and assumptions underpinning skills shortages? What are the dominant approaches? How are

skills shortages generated? How do we measure skills shortages? What methods should be employed to

determine skills in high demand? How do we overcome information deficits in making such analyses? What are

the limits of measuring skills shortages? Can we accurately forecast skills supply and demand? How do we

develop a dashboard of skills shortage indicators? Is skills immigration good or bad?

This workshop seeks to answer these and many more questions in an easy-to-understand manner. We begin a

process of empowering participants with a core set of skills, tools, concepts and methods to analyse skills

imbalances in labour markets. Participants are exposed to practical methods to measure skills shortages and

surpluses.

Creating Sector Partnerships that Work (CSPW) - 2 days

This workshop is aimed at developing the skills of participants to promote, manage and improve partnerships

between key stakeholders in a designated sector or industry. Participant learn the characteristics of strong

working partnerships, setting partnership priorities, devising an implementation framework, drawing on the

strengths of partners, overcoming limitations, mitigating factors impeding strong working relationships and

engaging constructively in managing competing interests. The workshop also enables participants to develop a

dashboard of indicators to evaluate the performance of sector partnerships.

Skills for Workforce Development (SFWD) - 2 days

This workshop focuses on internal skills development priorities in an organisation. It starts by discussing the

strategic role of the human resource department in the organisation. It equips participants with the tools and

techniques to align the human resource priorities of the organisation to its business objectives. Participants

learn how to conduct a skills audit, develop value-adding skills plans, develop job profiles based on SMART

key performance areas (KPAs ) and targets (KPTs ) . The issue of staff appraisals are discussed.

Themes such as developing talent pipelines, coaching and mentoring, succession planning and leadership

are explored. Special reference is given to the changing nature of work and its impact on the labour relations

environment. The definition and workings of a learning organisation using best practice case studies are

analysed.


Aligning Industrial Policy to Skills Development (IPSD) - 2 days

This workshop traces the different stages of industrial development in transition economies. Participants learn

about the different theories of industrial policy. They discuss why some countries are successful and others not

from an industrial policy perspective. We use selective country case studies to show how different choices lead

to different outcomes. We also show why countries making the same industrial policy choices arrive at very

different outcomes. Participants learn to align Industrial Policy to National Skills Development Strategies.

A key part of this workshop is to identify typical factors that drive growth in an economy. Participants make an

assessment of their own countries using a variety of data sources.

Monitoring, Evaluation and Impact Assessments (MEIA) - 3 days

This workshop offers participants a route to understanding impact evaluation in practice. The workshop shows

how organisations can institutionalise impact evaluation into its culture, policies, programmes and practices.

Participants are provided with a core set of tools, concepts and methods to conduct quantitative and qualitative

impact evaluations.

It is no longer acceptable for public organisations and NGOs to simply report to their stakeholders how scarce

resources are expended. The general public is now demanding to know the impact of an organisation ’ s

policies, programmes and activities on improving the lives of people. Impact evaluations are necessary to

improve effectiveness and efficiencies, gather evidence for programme offerings and provide a transparent

way to justify budgetary allocations.

Labour Market Research Methods (LMRM) - 3 days

This workshop empowers participants to conduct research on the labour market. We explore qualitative and

quantitative research methods to identify skills shortages and needs. Mixed methods are discussed to identify

occupations in high demand.

We look at labour force surveys, skills audits, tracer surveys, employer studies, occupational mapping,

foresight studies, scenario planning and sectoral analysis. Participants discuss the aims and objectives of

these methods.

The workshop enables participants to prepare a research proposal from the initial design stage, choice of

methods, probability and non-probability sampling, data collection, analysis and interpretation. Participants

construct problem statements, determine objectives of a research project and formulate research questions.

Particular attention is given to qualitative approaches such as interviews and group discussions. We show

how quantitative and qualitative research methods complement each other. Finally, we demonstrate how

labour market information can be presented visually in a user-friendly way using pictograms and infographics.


NO TRAINING UNIT CODE

1 Labour Market Information Diagnostics ( L MIA )

2 Labour Market Information Systems ( L MIS )

3 Labour Economics for Non-Economists ( L ENE )

4 Labour Market Institutions & Policies ( L MIP )

5 Decent Work for Developing Countries ( D WDC )

6 Sector Skills Strategies and Plans ( S SSP )

7 Measuring Skills Shortages and Surpluses ( M SSS )

8 Creating Sector Partnerships that Work ( C SPW )

9 Skills for Workforce Development ( S FWD )

10 Aligning Industrial Policy to Skills Development ( I PSD )

11 Monitoring, Evaluation and Impact Assessments ( M EIA )

12 Labour Market Research Methods ( L MRM )


5. TRAINING COURSES

Our training courses consist of 2 or more workshops combined. We refer to workshops for

purposes of categorisation as training units. A training course is therefore comprised of

training units which can be taken over four to more days. Clients decide which combinations

of training units best suit their learning needs. We also develop new training units and

training courses if requested by clients as part of a demand-driven training approach.

Our training course combinations are the following:

5.1 Course in Skills for the Economy

The thorny issue of skills shortages

surfaces in the media on a regular basis

with an ever-growing mantra of calls for

governments to do more to address this

problem.

The term “ skills shortage ” may appear

straight-forward: insufficient supply of

workers to meet demand at current wage

rates. When applied simplistically, notions

of supply and demand can worsen skills

shortages and expose public spending to

the inevitable risks of under- or over-

investment in education and training.

Participants are able to:

Profile a labour market.

Conceptualise the many complex

dimensions of determining skills

shortages and surpluses.

Identify key indicators for measuring

skills imbalances.

Conduct diagnostic analysis of skills

imbalances using case studies.

Develop a skills shortage and surplus

measurement framework relevant to a

particular industry.

Develop a mini- sector skills strategy.

Learning Outcomes

Training Units

1. Labour Market Information Diagnostics

2. Measuring Skills Shortages and Surpluses

3. Sector Skills Strategies and Plans

4. Creating Sector Partnerships that Work

5. Labour Market Research Methods

Clients can adopt additional training units or

change the proposed training units based on

their needs prior to the confirmation of the

programme.

Duration

5 days

Target Audience

HRD policy-makers and planners,

researchers, trade unionists,

employer body representatives,

education managers, consultants

and training managers.

Fees

The cost of the course is available on

request.

The cost depends on the number

of training days per participant, travel,

venue, meals and location.



5.2 Labour Market Information and Analysis

Labour markets are changing dramatically.

Trade flows, mass migration, new

technologies, economic fluctuations and

new work organisation are creating

complex challenges for policy-makers and

planners. Many countries are implementing

active labour market policies to address

poverty, unemployment and skills

development.

A systematic analysis of labour market

information is necessary to transform data

into intelligence without which good public

policy choices are difficult.


Define key labour market indicators.

Collect, process, analyse and present

labour market information.

Apply analytical methods to extract

intelligence from data.

Profile a labour market and determine

patterns and trends.

Draw up a labour market report.

Propose policy recommendations to

improve the performance of the labour

market.

Learning Outcomes

Training Units


2. Labour Market Information Systems

3. Labour Economics for Non-Economists

4. Labour Market Institutions & Policies

5. Labour Market Research Methods




programme.

Duration

5 days

Target Audience

HRD policy-makers and planners,

researchers, trade unionists,

employer body representatives,

education managers, consultants

and training managers.

Fees

The cost of the course is available on

request.





5.3 Aligning Sector Skills Strategies to Industrial Policy

Many countries are vigorously pursuing

industrial policy and active labour market

programmes to arrest high unemployment,

skills shortages, growing class inequalities,

rising youth expectations and anaemic

growth. This course traces factors support-

ing a high growth trajectory in South East

Asian economies and other successful

economies with robust industrial policy

regimes.

Getting industrial policy and sector skills

strategies to work in tandem is a major

Implementation.


Understand the theoretical constructs of

industrial policy.

Trace the history of industrial policy after

the second World War.

Identify the success factors that drove

high growth economies in South East

Asia as a result of strong industrial policy.

Analyse the linkages between the labour

market performance, sector skills

strategies and industrial policy.

Identify injectors of economic growth.

Learning Outcomes

Training Units


2. Aligning Industrial Policy to Skills

Development ( 2 days )

3. Sector Skills Strategies and Plans

4. Creating Sector Partnerships that Work




programme.

Duration

5 days

Target Audience

Employees working in economic

development agencies, policy-

makers and planners, researchers,

trade unionists, employer body

representatives, HRD experts,

consultants and training managers.

Fees

The cost of the course is available

on request.




6. ADVISORY SERVICES

FR Research Services offers strategic advisory services to government departments to strengthen

national education and training systems for achieving better labour market outcomes. Currently

we working with several education ministries and other public entities in the Southern African

Development Community Region.

We offer the following advisory services:

Developing sector skills strategies and national HRD plans.

Aligning sector skills strategies to national policy imperatives.

Setting up and actioning sector skills development councils.

Promoting social partnerships to garner support for national initiatives.

Developing industry clusters and skills hubs.

Advising policy-makers and planners on labour market responsive supply-side interventions.

Developing qualification frameworks.

Generating national lists of occupations in high demand.

Developing skills measurement frameworks and labour market information systems.

Building senior and middle management capacity.

Establishing performance management and accountability frameworks institution-wide.


We are active in the following countries:

7. POST SCHOOL INSTITUTIONAL SUPPORT We offer a package of institutional support interventions drawn from our experiences in the post school

sector. Our approach is based on systems thinking, risk assessment and performance management

with a view to build institutional strengths in the sector.

7.1. Quality Assurance

We provide quality assurance support to post school institutions. We advise institutions in their

deliberations with regulatory bodies in the following:

Preparing staff for institutional audits

Developing quality management structures, processes, policies and procedures

Ensuring the institution meets regulatory criteria

Aligning resources to budgets

Developing quality improvement plans

Producing reports

Enhancing curricula

Applying for accreditation

Coaching and mentoring academic managers

Performance monitoring and evaluation

Fostering a quality improvement culture in the institution


7.2 Institutional Research

FR Research services strengthens institutional research capacities by providing the following:

Developing institutional research systems, structures, policies and processes

Coaching and mentoring emerging researchers and academics

Developing cohort strategies for supervision of dissertations

Dissertation clinics for staff and students

Devising an institutional research strategy and plan

Conduct feedback surveys

Providing academic research training

Writing winning proposals

Prof Hoosen Rasool

Mobile: +27 83 786 9329

Email: [email protected]

Dr Fathima Rasool

Office: +27 31 2629 329

Mobile: +27 83 786 7674

Email: [email protected]

Fax: +27 86 732 8358


Durban Office:

31 Matapan Drive

Westville, 3629

Durban

South Africa

Johannesburg Office:

14 Harrison Street

Suite 509 Harrison House

Johannesburg, 2017

Contact Us
