Making the effort

first_imgDespite the number of training schemes in the region, theskills shortage is proving to be a tough problem to crack. It is timely that inApril this year, Brazil hosted one of the most important HR and corporatemanagement events in the world, namely the 30th Training and Development WorldConference (TDWC). This event, organised by the International Federation ofTraining and Development Organisations (IFTDO) and the Brazilian Association ofTraining and Development (BATD), featured international specialists in thefields of HR, corporate management and training, and brought together some2,500 participants from all over the world. Related posts:No related photos. – For more information on the 2001 IFTDO conference inBrazil, see Increased foreign investment in Latin America has created ahuge demand for skilled labour, and one of the main challenges now facingmultinationals in the region is an acute skills shortage. The region’s governments are investing heavily in trainingto solve widespread unemployment and overcome the serious skills shortage.Jacqueline Vitali reports Comments are closed. In Colombia, the Programme of Occupational Training forYoung People is part of the Programme for the Generation of Urban Employmentbeing implemented by the Social Security Network. It is financed with fundsfrom the loan contract signed by Colombia. Uruguay’s Projoven is one of severaldecentralised programmes run by the National Employment Office (DINAE). Todate, they claim to have trained more that 1,500 young people per year. It is not that there is a shortage of people as there is inthe West. Of an active population of approximately 152 million in the LatinAmerican and Caribbean region, 12 million are unemployed, and of these, 6.6million are young people. Therefore if the economic opportunities are to bemaximised and the region is to continue to attract foreign investors, moretraining is desperately needed and government investment in training is seen asa priority. Previous Article Next Article According to Carlos-Enrique Bengtsson, site director ofrecruitment consultancy Wideyes in Spain, until very recently companies didn’thave much interest in training their employees, especially the local ones.”They prefer to employ more manual workers than qualified people. Formultinationals it’s a different story,” he says. “They prefer toemploy fewer people but with the required skills for the job. In the pastdecade, the number of Latin American students in US universities has increasedand many multinationals now go directly to them. After all, they are much morelikely to be trained and prepared for the work in hand.” – International Labor Organisation: The region’s governments and organisations have gone togreat lengths to organise training initiatives to bridge the skills gap.According to Fernando Vargas Z£¤iga, consultant of the International LaborOrganisation (ILO), “In the past 20 years, all kinds of private traininginstitutions have appeared in Latin America, with such a speed that Cinterfor[Centro interamericano de investigacion y documentacion sobre formacionprofesional of Uruguay] has described it as a training ‘explosion’. In Brazil,for example, Planfor [the national plan for professional education] hasregistered almost 16,000 training institutions; in Colombia, it is estimatedthat some 400 private training entities exist; in El Salvador, a proportion ofthe training of Insaforp [the Salvadorian Institute of ProfessionalDevelopment] is contracted through some 60 collaborating centres; in theDominican Republic, training is in the hands of private institutions. In manycases, such institutions are closely linked with unions, syndicates or businesschambers. Some of them were formed due to the inadequate responses of publicinstitutions to fulfil the need for such training.” Governments in the region have also stepped up efforts to alleviateunemployment among the youth population. Proyecto Joven [Project for Youth],for example, has been set up in Argentina, Chile, Colombia, Peru and Brazil tohelp improve young people’s employment possibilities by giving them intensive,overall training in the kind of jobs currently required in all sectors. InArgentina, the programme has set itself the goal of training up 280,000 people.In the first phase, started in 1994, over 100,000 young people were trained;another 180,000 will be trained in the next three years. Making the effortOn 1 May 2001 in Personnel Today Further informationlast_img read more

Work flexibility is made law

first_imgWork flexibility is made lawOn 27 Nov 2001 in Personnel Today Comments are closed. Previous Article Next Article Employers are set to receive half a million extra requests a year forflexible working from parents following proposals announced by the Trade andIndustry Secretary last week. The new rules, based on recommendations by the Government’s Work and ParentsTaskforce, mean that employers will have a legal obligation to considerrequests by working parents for more flexibility. Employers welcomed the measures but raised concerns over whether they wouldgenerate more red tape. The taskforce estimates that 80 per cent of requests will be solved duringdiscussions between employee and employer and claims that only 1 per cent willbe decided by tribunal. The EEF’s deputy director of employment policy, David Yeandle, said thesuggestion that 80 per cent of requests will be solved in talks betweencompanies and staff may be optimistic and believes that Acas will need moreresources to help mediate. Mike Taylor, group HR director at Lorne Stewart, is worried the measureswill lead to unnecessary bureaucracy. “To set up this bureaucratic audittrail is unnecessary,” he said. Bruce Warman, HR director at Vauxhall, backed the flexible working rules,but added, “I hope that bureaucracy won’t be a big problem.” Many HR professionals feel the DTI has taken a common-sense approach. MikeEmmott, employee relations adviser at the CIPD, welcomed the move but alsobacked the employers right to refuse. “The institute welcomes the emphasison sorting out concerns about flexible working through discussion,” hesaid. Professor George Bain, taskforce chairman, believes the proposals willenable employers and employees to find a compromise. By Ross Wigham New guidelines for flexible working requests  – Parents with children under sixwill be able to submit a request if they have worked at the firm for six months– An employee must submit the request in writing– The firm must then give the request serious consideration,making a business assessment – The employer must report back at a meeting within four weeks– If a request cannot be accepted employers must explain thebusiness reasons in a letter– The employee has the right to dispute the decision in-house– The employee can then go to a tribunalHow companies must justify thebusiness caseEmployers should give clear businessreasons justifying the rejection of a request based on:– Burden of extra costs to business– Inability to meet customer demand– Inability to organise work within available staffing– Detrimental effect on performance– Inability to find extra staff– Other reasons – to be Chapman, group HR director,Tesco “In principle, we support the Government’s legislation tohelp parents balance their work and home lives. However, we are concerned thatthe extent of the legislation is against the spirit of what it is intended toachieve. We think the way it will be implemented will remove much of theflexibility that employers seek to embrace through existing HR policies andwill produce additional challenges to the way they do business.”Bruce Warman, HR director, Vauxhall”It seems like a workable and reasonable solution. Theother idea, that parents get the automatic right to flexible work, was a totalnon-starter. On a production line it can be difficult, but you have to work ata compromise.”Bob Watson, HR director, Bupa “Requiring employers to give requests for flexible workserious consideration is open to all sorts of interpretation. It seems it hasbeen left to tribunals to do it. From our experience it is parents withchildren of school age who require greater flexibility rather than those withchildren aged under six.”Ralph Tribe, HR director, GettyImages”It seems like sensible legislation. All it’s doing ispreventing bosses being totally unreasonable. I don’t think it’s red tapebecause if someone raised a legitimate enquiry you’d respond formally anyway.Issues around family care are sensitive and should be dealt with formally.” Related posts:No related photos.last_img read more