PSDF is pleased to announce its first ever Conference on ‘Capturing skilled jobs for Pakistanis in Gulf countries’. The Conference will be in Lahore, Pakistan on Thursday October 18, 2018. It is expected to be attended by senior members of various international and multilateral organisations, employers from the Gulf and national decision makers from the skills policy space.
|DATE||October 18, 2018|
|VENUE||Crystal Hall B, Pearl Continental Hotel, Lahore|
|TIMINGS||9:00 to 17:00|
PSDF has conducted a comprehensive study on the opportunities and challenges faced by Pakistani labour in accessing skills-based employment opportunities in the Gulf countries. Pakistanis have been historically going to the Gulf countries for work and remittances from the Gulf countries constitute about 60% of the total remittances. Based on the key findings of the Report on the changing employment landscape in the Gulf and steps Pakistan needs to take to guard its employment market share and remittances, the Conference has been organized to debate and make recommendations on the following key topics:
FUTURE OF SKILLS IN THE ERA OF 4TH INDUSTRIAL REVOLUTION
The 4th Industrial Revolution is upon us. It is more pervasive in the industrialized world, but the emerging markets are not insulated from its devastating effects. Automation is now a cross-cutting trend across manufacturing and services sectors. It brings efficiency, scale, speed and improved productivity that cannot be matched by manual labour. Connected with global value chains, automation is the new normal to stay competitive. Other elements of the industrial revolution; machine learning, augmented reality, additive printing etc. are to follow soon. The impact of these seismic changes will radically alter the future of work and the skills needed to do that work. What does this mean for millions of unskilled youth in emerging markets and their employment prospects? What social and political implications will this have on Governments and what is being done to embrace change?
Mohammed Ali Khan
Senior Education Specialist, International Finance Corporation
Partner, McKinsey & Company
Deputy COO – Generation: You Employed
Managing Director, Ravi Automobile Pvt. Ltd
Co-founder and CEO Finja
CEO, Servis Industries Limited
EMPLOYMENT SPACE FOR SKILLED IN THE GULF: IDENTIFYING OPPORTUNITIES & EMPLOYER NEEDS
Over 60% of Pakistan’s foreign remittances come from the Gulf countries, primarily KSA and the UAE. Most of the Pakistani workers going to the Gulf go on general labour visa and are unskilled. The employment landscape in the Gulf is also changing with slow growth in traditional sectors like Oil & Gas and Construction due to rationalization of oil prices. The new growth sectors, especially Services, Aviation and Facilities Management, require skilled workers. Additionally, localisation regulations are being adopted by the Governments to support the employment of nationals. Employers also have long standing and tested recruitment channels that are hard for them to give up. Who are the players within the TVET sector that need to play a leading role in capturing opportunities for skilled Pakistani labour in the Gulf? How will they understand the employer needs and create incentive structures that will entice employers to hire from Pakistan? Do employers care about local or international certifications when making hiring decisions?
Partner, McKinsey & Company
CEO, Aman Foundation
Fatima Asad Said
General Manager, Descon
WHAT FACTORS LEAD TO JOB-READINESS?
There is a lot of work happening within the skills space on upgrading technical skills of the youth. However, the industry strongly believes that it is not enough to ensure job-readiness. Imparting soft skills, that includes mindsets, behaviours and professional skills are just as, if not more, important than technical skills. Many employers are of the view that TVET organisations must focus more on the behavioural and professional skills as technical skills can be taught by the industry better. Yet, most TVET institutes continue to focus, solely or primarily, on technical skills with a ‘light touch’ of soft skills at the end. What is the importance of soft skills in the future work? What is the best methodology to integrate them with technical skills building? Are they standard across trades or vary from one job role to another? Is it too late to teach soft skills to grown-up youth?
Global Head of Partnership – Generation: You Employed
CEO – Daewoo Express Pakistan
Founder and Managing Director – MUSE (Pvt) Ltd.
CEO – Telenor Microfinance Bank
HR Director, Asia Pacific Region, Pepsi Co. Int.
OVERSEAS EMPLOYMENT PROMOTERS (OEPS): WHAT ROLE SHOULD THEY PLAY?
Overseas Employment Promoters are the critical bridge that bring together employers looking for skilled talent and workers seeking jobs overseas. Typically, large to medium sized employers appoint OEPs in different countries that are responsible for managing the entire recruitment process for them. Different regulations govern the commercial interest of OEPs in different countries. Many do not allow them to charge the job seeker: they need to be compensated by the employer. In others, including Pakistan, the space is unregulated and OEPs charge exploitative amounts from job seekers, pushing them into debt for a substantial period of their overseas employment. The industry average of recruitment success rate of employers through OEPs ranges between 10 to 30%. What is the ideal role OEPs should be playing in supporting overseas employment? Should OEP activity be regulated in terms of commercial benefit and protecting the job seekers from exploitative practices? Should the Government intervene and help job seekers with emigration costs?
Private Sector Development Adviser, DFID (UK AID)
DG, Bureau of Emigration & Overseas Employment
Abdul Khalique Khan
CEO, Mansol Manpower Solutions
CEO: JMS Manpower
General Manager, Descon
|WHAT NEEDS TO CHANGE?
ROLE OF PUBLIC-PRIVATE COLLABORATION IN IMPROVING LABOUR EXPORT
|CLICK HERE TO DOWNLOAD THE CONFERENCE AGENDA|
|CLICK HERE TO DOWNLOAD THE TOPIC OF DISCUSSION|
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