The Journey From Education To Unemployment Management Essay

Executive Summary

The jobs-skills mismatch in the state has been in being since 1965. It was observed by experts following an “ instability of work force preparation and manpower demand ‘ ( Bernardino, 1965, pp 3-4 ) and “ a great figure of unemployed with college grades ” ( Limcaco, 1965, p. 8 ) . It was reiterated in the 1970 study of the PresidentiaCommission to Survey Philippine Education ( PCSPE ) that found a mismatch between pupils ‘ college classs and the preparation required by the universe of work ( Santamaria, 1979 ) .

The prevailing mismatch between the educational system and the employment sector is a go oning concern in the state.

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The behavior of the “ National Manpower Summit ” and National Human Resource Conference in 2006 and 2007 severally, which were spearheaded by DOLE and attended by assorted stakeholders, identified the spreads between supply of the labour work force and market demand. These yielded several recommendations. Through personal interviews with the top direction of assorted stakeholders such as DOLE, ECOP, TESDA, PMAP and other companies and employers, the squad was able to garner comparative informations to reenforce the presence of the mismatch. The facts are supported by figures in the web sites.

The survey recognizes that the aggregative supply of alumnuss is greater than the market demand thereby ensuing to unemployment or underemployment. This is where the mismatch occurs. The survey identified three degrees of mismatch: 1 ) on the figure of alumnuss vs. the figure of occupations available ; 2 ) on the quality of alumnuss vs. industry outlooks ; and 3 ) on the accomplishments acquired vs. accomplishments required.

The jobs-skills mismatch is greatly influenced by the macro environmental factors, viz. ; societal, political, economic and technological. Included among the Social factors are high population growing and an increasing incidence of poorness. This high population growing cancels out the consequence of economic growing peculiarly the creative activity of occupations to absorb the extra labour supply. As regards political factors, there is no cardinal organisation that brings all the stakeholders ( Employers, Employees, Sector groups, NGO ‘s etc. ) under one umbrella to do certain that all the stakeholders work together. Besides, there is a deficiency of authorities plan to inform the possible work force on the demands of the market ( i.e. what courses to take, what accomplishments are needed, etc. ) . On economic factors, higher degrees of sustained economic growing is needed to cut down the unemployment and underemployment rate. And eventually, technological factors, educational establishments should get modern advanced engineering to fit the demands of the quickly changing and the emerging industries.

This paper proposes short and long term possible solutions to turn to the mismatch. Some of these recommendations are the behavior of National conference affecting employer groups such as ECOP and PCCI every bit good as captains of industries to pull up one united and unvarying comprehensive program ; creative activity of Human Resource Development ; Partnership between instruction establishments and industries ; and creative activity of National Curriculum Research Institute that will invariably analyze and reexamine current course of study, develop and urge alterations among others.

In the rating of the instruction establishments and the industries, there is a important mismatch between what the establishments produce and what the market demands. The jobs-skills mismatch is a major lending factor in the unemployment rate in the state. Hence, turn toing mismatch could remarkably diminish unemployment rate.

More active engagement and stricter intercession of the authorities is needed to turn to the mismatch job in the state.


This survey seeks to:

Analyze the system of supply and demand of the labour work force in the state ;

Identify the causes and effects of the jobs-skills mismatch ; and

Come up with recommendations in registering the spread between the supply and demand.


The range of this survey is limited to the mismatch in the Philippine ‘s occupation market. It focuses on the mismatch between the figure of alumnuss in each class and the figure of vacancies in each industry in the state.

For the intent of this survey, allow us clearly define that the accomplishment acquired is the vocational class or college while the accomplishment required is the occupation vacancy.


The beginnings of information of the survey are composed of two methods – the primary and the secondary method. For the primary method, the squad conducted interviews with the different cardinal personalities of assorted stakeholders, i.e. Department of Labor and Employment ( DOLE ) , the Employers ‘ Alliance of the Philippines ( ECOP ) and People ‘s Marketing Association of the Philippines ( PMAP ) . The squad used the same set of inquiries to prove if the interviews will give similar findings. For the secondary method, the squad used company manuals, statistics and informations gathered from the cyberspace and other surveies antecedently conducted by different persons and groups on jobs-skills mismatch.

Detailed REPORT


The jobs-skills mismatch in the state has been in being since 1965. It was observed by experts following an “ instability of work force preparation and manpower demand ‘ ( Bernardino, 1965, pp 3-4 ) and “ a great figure of unemployed with college grades ” ( Limcaco, 1965, p. 8 ) . It was reiterated in the 1970 study of the PresidentiaCommission to Survey Philippine Education ( PCSPE ) that found a mismatch between pupils ‘ college classs and the preparation required by the universe of work ( Santamaria, 1979 ) .

The behavior of the “ National Manpower Summit ” in 2006 and 2007 initiated by DOLE identified the spreads and made several recommendations. Government restructuring or the creative activity of a individual authorities bureau to turn to employment concerns is one of the common solutions recommended by assorted employment stakeholders. It is supported by the survey of TESDA in their documents “ Skills development and acknowledgment in Asia and the Pacific ” . An HRD Central Agency will be established to develop policies and plans for the constitution of a strong HRD sector in the authorities. Harmonizing to the paper of Andrew Gonzales entitled “ Higher Education, Brain Drain and Overseas employment in the Philippines-Toward a differetiated set of solution ” , the Philippine instance of mismatch between the manpower demands of the state and the end product of the higher instruction system is an illustration of meshing struggles.

Data show concrete indicant of the spread between our educational system and the employment sectors. In 2010 entirely, merely 82 % of the new alumnuss are new hires, 18.5 % of the college alumnuss are among the unemployed and as of 2010, the Department of Labor and Employment ( DOLE ) identified 54, 417 occupation vacancies.

One of the noteworthy causes of mismatch is the deficiency of infomration by households and persons in the labour market demands. Because of this, establishments may hold provided the alumnuss the accomplishments that are non needfully required by the market.

Major Stakeholders


The Employers Confederation of the Philippines ( ECOP ) is the individual voice for the full concern community in the state on of import national issues related to employment, industrial dealingss, labour issues and related societal policies. ECOP was born on September 10, 1975. Before ECOP, the concern sector and employers in the state were represented by two major concern organisations, viz. : the Chamber of Commerce of the Philippines ( CCP ) ; and the Philippine Chamber of Industries ( PCI ) . The creative activity of ECOP made tripartism a world, with the Trade Union Congress of the Philippines ( TUCP ) stand foring a labour sector, and the Department of Labor and Employment and the other bureaus as the province instrumentality.

On May 1, 1978, the authorities through Presidential Letter of Instruction ( LOI ) 688 recognized ECOP as the individual voice of employers, to be consulted by the authorities, together with labour, in the announcement of a strategy which would advance and prolong an adequateness machinery for cooperation between labour and direction at approapriate degrees of the endeavor.


The Department of Labor and Employment ( DOLE ) started as a little agency in 1908. It became a section on December 8, 1933 with the transition of Act 4121. The DOLE is the national authorities bureau mandated to explicate and implement policies and plans, and serve as the policy-advisory arm of the Executive Branch in the field of labour and employment. It consists of the Office of the Secretary, 7 agency, 6 services, 16 regional offices, 12 affiliated bureaus and 38 abroad offices with a full work force complement of 9,806. It operates on a current budget of Php 6.618 B and ranks 14th out of 21 sections.

A The vision and mission are consistent with the “ Platform and Policy Pronouncements on Labor and Employment ” of President Benigno S. Aquino III ‘s disposal, herein referred to as the 22-Point Labor and Employment Agenda, the DOLE is the lead bureau mandated to develop the competences and fight of Filipino workers, to present employment facilitation services for full and nice employment, and to advance industrial peace based on societal justness. It serves more than 38.51 million workers consisting the state ‘s labour force, including the 3.62 million impermanent migrators working in approximately 215 finishs worldwide. The DOLE clients include trade brotherhoods, workers ‘ organisations and employers and/or employers ‘ groups ( i.e. , ECOP, Chamberss of commercialism and industries, TUCP, FFW, etc ) . There are 123 bing Tripartite Industrial Peace Councils or TIPCs ( 13 regional, 44 provincial, and 66 city/municipal ) and 128 bing Industry Tripartite Councils ( 46 regional, 48 provincial and 34 city/municipal ) helping as mechanisms for societal duologue in turn toing labour and employment issues. The DOLE besides maintains linkages with non-government organisations ( NGOs ) , authorities bureaus, the academia, spouse international organisations ( e.g. , ILO, IOM, IMO, UNDP, UNICEF ) , and with the international community, peculiarly the host states where our OFWs are based.


Education in the Philippines has undergone several phases of development from the pre-Spanish times to the present. In run intoing the demands of the society, instruction serves as focal point of emphases/priorities of the leading at certain periods/epochs in our national battle as a race.

The DepEd was transformed from the former Department of Education, Culture and Sports ( DECS ) to the Department of Education ( DepEd ) and redefining the function of field offices ( regional offices, division offices, territory offices and schools ) . RA 9155 provides the overall model for ( I ) school caput authorization by beef uping their leading functions and ( two ) school-based direction within the context of transparence and local answerability. The end of basic instruction is to supply the school age population and immature grownups with accomplishments, cognition, and values to go lovingness, autonomous, productive and loyal citizens.


The CHED was created on May 18, 1994 as an affiliated bureau to the Office of the President for administrative intents. The creative activity of CHED was portion of a wide docket of reforms on the state ‘s instruction system outlined by the Congressional Commission on Education ( EDCOM ) in 1992. Part of the reforms was the trifocalization of the instruction sector into three regulating organic structures. The CHED for third and graduate instruction, the DepEd for basic instruction and the TESDA for technical-vocational and in-between degree instruction.


The Technical Education and Skills Development Authority ( TESDA ) was established through the passage of Republic Act No. 7796 otherwise known as the “ Technical Education and Skills Development Act of 1994 ” , which was signed into jurisprudence by President Fidel V. Ramos on August 25, 1994. This Act aims to promote the full engagement of and mobilise the industry, labour, local authorities units and technical-vocational establishments in the accomplishments development of the state ‘s human resources.

The meeting of the National Manpower and Youth Council ( NMYC ) of the Department of Labor and Employment ( DOLE ) . The Bureau of Technical and Vocational Education ( BTVE ) of the Department of Education, Culture and Sports ( DECS ) , and The Apprenticeship Program of the Bureau of Local Employment ( BLE ) of the DOLE gave birth to TESDA.

The merger of the above offices was one of the cardinal recommendations of the 1991 Report of the Congressional Commission on Education, which undertook a national reappraisal of the province of Philippine instruction and work force development. It was meant to cut down overlapping in accomplishments development activities initiated by assorted public and private sector bureaus, and to supply national waies for the state ‘s technical-vocational instruction and preparation ( TVET ) system. Hence, a major push of TESDA is the preparation of a comprehensive development program for middle-level work force based on the National Technical Education and Skills Development Plan. This program shall supply for a Reformed industry-based preparation plan that includes apprenticeship, double preparation system and other similar strategies.

TESDA is mandated to:

Integrate, co-ordinate and proctor accomplishments development plans ;

Restructure attempts to advance and develop middle-level work force ;

Approve accomplishments criterions and trials ;

Develop an accreditation system for establishments involved in middle-level work force development ;

Fund plans and undertakings for proficient instruction and accomplishments development ; and

Assist trainers developing plans.

At the same clip, TESDA is expected to:

Devolve preparation maps to local authoritiess ;

Reform the apprenticeship plan ;

Involve industry/employers in accomplishments preparation ;

Formulate a accomplishments development program ;

Develop and administer developing inducements ;

Organize accomplishments competitions ; and

Manage accomplishments development financess.

Overall, TESDA formulates manpower and accomplishments programs, sets appropriate accomplishments criterions and trials, co-ordinates and proctors manpower policies and plans, and provides policy waies and guidelines for resource allotment for the TVET establishments in both the private and public sectors.

Today, TESDA has evolved into an organisation that is antiphonal, effectual and efficient in presenting myriad services to its clients. To carry through its multi-pronged mission, the TESDA Board has been explicating schemes and plans geared towards giving the highest impact on work force development in assorted countries, industry sectors and establishments.


PMAP is purely profesional, non-stock, non for net income organisation of over 1,800 member companies and single direction executives engaged or interested in Human Resource Management and IR plants.


U-ACT is a private sector-led, non-stock, non-profit, protagonism and research think-tank, affiliated with the PCCI chiefly focused on issues associating to merchandise policy devising, trade dialogues and understandings, economic, sectoral and human resource fight.

U-ACT is the driver of private sector in the behavior of trade policy and economic fight activities by, analysing trade policies and understandings, defending institutional reforms, and developing strategic intercessions for economic, industry, and economic reforms and adjustment steps.

Through established linkages with industry, authorities and the academia, U-ACT is able to supply the policy and operational support to convey forth steps that enhances the fight of local production webs ensuing to economic reforms that will enable planetary market entree of Philippine goods and services.

It besides provides the construction to develop information and monitoring systems and capacity-building for trade dialogues, doing private sector a better-informed group and take advantage of chances from trade liberalisation.

U-ACT is an independent think armored combat vehicle supplying proactive, believable, balanced economic and trade fight protagonism, research and preparation services to Philippine private sector.


The Chamber motion in the Philippines has been in a changeless province of development for over a century. One can state that the high place now being enjoyed by the Philippine Chamber of Commerce and Industry ( PCCI ) in the concern community traces its raison vitamin D ‘ etre from a history interwoven into our state ‘s ain history of economic, political and societal turbulences.

The roots of the Chamber Movement can be traced to the ninetiess with the formation of the Camara de Comercio de Filipinas. This organisation was composed chiefly of Spanish companies such as the Compania General de Tobacco de Filipinas, the Fabrica de Cervesa San Miguel and Elizalde Y Cia, among others.

This was followed by the creative activity of the Chamber of Commerce of the Philippines ( CCP ) in 1903, shortly after the state ‘s turnover to the United States. The rise of industries in the 1950s created the demand for several industry groups to form an association that would stand for their involvements and concerns amid the altering view of the economic system. Therefore, the Philippine Chamber of Industry ( PCI ) was formed.

In July 1978, the Chamber of Commerce of the Philippines ( CCP ) and the Philippine Chamber of Industry ( PCI ) merged to give birth to a individual, incorporate private sector organisation called the PHILIPPINE CHAMBER OF COMMERCE AND INDUSTRY ( PCCI ) .

That same twelvemonth, by virtuousness of Letter of Instruction no. 780, so President Ferdinand E. Marcos recognized the Philippine Chamber of Commerce and Industry as the “ exclusive functionary representative and voice of the full private concern community.


Social Factors imputing to mismatch

High population growing and increasing incidence of poorness are some of the chief factors for the mismatch in occupation market. The job is aggravated when the rate of economic growing is less than the rate of population growing. High population growing led to repeated gestation which lowers the adult females engagement in labour force.

Higher figure of kids in a household with low-income degree makes it hard for the household to direct all the kids for higher instruction. Less heavy populated states do n’t hold good schools which consequences in less skilled work force.

Political Factors imputing to mismatch

There is no cardinal organisation which brings all the stakeholders ( Employers, Employees, Sector groups, NGO ‘s etc. ) under one umbrella and makes certain that all the stakeholders work together, are heard and have ownership. Besides, there is a deficiency of authorities plan to inform the possible work force on the demands of the market ( i.e. what courses to take, what accomplishments are needed, etc. )

Labor codification and bing work-related Torahs have non been reassessed and reviewed to accommodate to the altering times.

Government disbursement on Education is increasing ( Annexure-Chart1 ) but major part ( approx 89 % ) of that goes to the care of DepEd, rewards etc. There is merely little part left for the betterment of substructure of bing schools or opening new schools.

Economic Factors imputing to mismatch

Harmonizing to ECOP, the decrease of chronic unemployment and under- employment is non possible without higher degrees of sustained growing. For households with low-income it is really hard to direct their kids to go to dearly-won classs. Further, low income persons consider the continuance of class as a major factor in the determination devising as he ca n’t afford to pass twosome of old ages without any income.

To guarantee quality of acquisition, the quality of learning must be met. Due to low wage, instructors of high quality choose to work abroad for higher wage. With low-quality of instructors one can non bring forth quality work force with proper accomplishment set.

Chronic unemployment and idle growing besides add to the job of mismatch.

Beginning: ECOP

Problem of shrinking/stagnant formal sector and spread outing informal sector must be addressed in order to undertake the mismatch job.

Beginning: ECOP

Technological Factors imputing to mismatch

In a fast changing universe where engineering and required skill-sets are altering really quickly, it is really hard for the schools and developing institutes to fit the demand of the employers because they do non possess the modern advanced engineering and the cost to put in new engineering substructure. Besides sometimes the betterment in engineering or procedures in an organisation led to decrease in the work force.

Industry Analysis

Employment Indexs:





Population 15 old ages and over ( in 000 )




Labor force engagement




Employment Rate ( % )




Unemployment Rate ( % )




Underemployment rate ( % )




Beginning: National Statistics Office

SUPPLY – The Educational Institutes:

To efficaciously carry through the current and future demands of the economic system, human resources must be competitory and must possess updated accomplishments. Qualified skilled human resources must be available at the right topographic point, at right clip and at the right measure and quality to run into the altering demands of the economic system.

Major Supply issues in Philippines are:

Jobsaˆ?skills mismatch

English, Communication and Information Technology ( IT ) Skills Gap

Brain drain

Over supply of Nurses

Supply of Skilled Workers

Supply of Professionals

Deparment of labor and empolyment had publised below Statistics vide its publication Labour Market proctor:

For period 3rd One-fourth of 2010, the cumulative sum of professionals registered with the Professional Regulation Commission ( PRC ) stood at 3,090,120. The top professions consisted of the followers:



% Share

Professional Teacher












Civil Engineer






Mechanical Engineer






Medical Engineer









Major occupational Group

Registered Applicants

% Share

Officials of Gov’t & A ; Particular Interest Org,



Corporate White house




Technicians & A ; Assoc.






Service Workers & A ; Shop & A ; Market Gross saless Workers



Trades & A ; RelatedWorkers



Plant & A ; MachineOperators & A ;




Laborers & A ; Unskilled Workers






Farmers, Foresty workers and Fishermans






By specific business, the top 10 businesss in footings of the mean figure of registered appliers consisted of the followers, accounting for more than three fourths ( 38.7 % ) of the entire registrants during the mention period:


Number ( 3rdQuarter- 2010 )

% Share

1. Production Worker/ mill Workers


21 %

2. Service Crew


14 %

3. Gross saless Clerk


13 %

4. Teller


11 %

5. Datas Encoder


9 %

6. Professional Nurse


7 %

7. Salesman/saleslady


7 %

8. Driver


7 %

9. Production Machine Operator


5 %

10. Office Clerk


5 %



100 %

DEMAND – The Employers:

Major Demand issues are:

Retaining the best endowments

Medical touristry to bring forth employment for nurses

Positioning The Philippines as a Creative Hub

As shown in the tabular array below are the mean Numberss of occupational vacancy available with the per centum portion:

Major occupational Group

Number of vacancies available

( Qtr-3 ) 2010

% Share

Officials of Gov’t & A ; Particular Interest Org, Corporate Exec. , Managers, Managing Proprietors and Supervisors






Technicians & A ; Assoc.






Service Workers & A ; Shop & A ; Market Gross saless Workers



Trades & A ; RelatedWorkers



Plant & A ; MachineOperators & A ; Assemblers



Laborers & A ; Unskilled Workers






The undermentioned businesss were on the top 10 list, accounting for about 40 per centum ( 39.9 % ) of the norm posted occupation vacancies:


Local vacancies

Abroad employment

1. Name Center Agent



2. Customer Service Asst.



3. Accounting Clerk



4. Technical Support Staff



5. Professional Nurse



6. Driver



7. Janitor/Janitress



8. Carpenter



9. Mason



10. Production Worker/ Factory Worker



The GAP between Demand and Supply:

Harmonizing to DOLE, the following are the in demand and difficult to make full businesss in cardinal employment generators from 2010 to 2015:





Animal Husbandry, Agriculture, Economist, Aqua-culturist, coconut husbandman, bugologist ( works ) , husbandman ( fruit, vegetable and root harvests

Feed Processor and Food Technician, Fishery engineer



Nurse, Horologist, Optician, Optometrist

Doctor, Physical Therapist, Pharmacist, Medical Technologist, Laboratory Technician


Front Office Agent / Attendant, Baker /Food server /Waiter/Other House maintaining


5. Mining

Geologist, Mining Engineer, Geodetic Engineer, Metallurgical Engineer

6. Construction

Fabricator/Pipe Fitter/Welder

Engineer ( Civil, Electrical, Design )

7. Banking AND FINANCE

Operationss Manager/Teller

Accounting Clerks, Book Keepers, Hearers

8. Fabrication

Electrical, Technicians, Food engineer, Machine Operators, Sewers

Chemist, Electrical applied scientist, Industrial applied scientist, IT specializer, mechanic, Mechanical applied scientists, Mechanical Technicians, Chemical applied scientist


Building Manager, Construction Manager, Construction worker, chief, Mason, welder, existent estate agents/brokers, Marketer

Civil applied scientist, Mechanical applied scientist, Surveyor, Architect


Checker, Maintenance mechanics, Stewards

Gantry operator, Ground applied scientist, Heavy equipment operator, Long draw driver, operator, Pilot, Transport and Logistics Machinery, operator, aircraft machinist and other related accomplishments.

Broadly, the DOLE study defined hardaˆ?toaˆ?fill businesss as occupation vacancies for which an constitution has encountered troubles in pull offing the enlisting procedure. Reasons may include no appliers, applier ‘s deficiency of experience, accomplishment or licence, penchant for working abroad, seeking higher wage or job with location and other grounds. The inaˆ?demand businesss refer to active occupations/job vacancies posted/advertised recurrently by and across industries/establishments.


1. Agribusiness and Fishery Sector

Inaˆ?demand businesss with limited supply of certified workers are plantsmans and fisherman.

2. Cyber services

Deficits of supply are seen in energizers ( clean up creative persons, 3D energizers, multimedia creative person among others ) .This scenario on energizers is attributed to the uninterrupted flight of workers to overseas ( Singapore, Australia, US etc. )

3. Health and Wellness

Nurses are switching callings to go call centres agents because of the trouble in happening occupations abroad, peculiarly in the United States, which has late imposed visa limitations. The United States will be more unfastened to nurses because of its new jurisprudence on expanded insurance coverage, which will drive the wellness attention industry to make occupation chances for wellness workers like nurses.

4. Mining

The excavation industry is presently demoing possible for occupation chances. This sector requires intervention, peculiarly in the academic and proficient countries. This is apparent as hardaˆ?toaˆ?fill businesss for the sector is largely professional. These include geologist, mining applied scientist, geodesic applied scientist, and metallurgical applied scientist.

5. Construction

The sector ‘s inaˆ?demand businesss include storyteller, pipe fitter and welder. These welders are Shielded Metal Arc Welder ( SMAW ) , Gas Metal Arc Welder ( GMAW ) and Gas Tungsten Arc Welder/TIG Welder ( GTAW ) . However, really limited supply is seen in Submerged Arc Welder ( SAW ) , Gas Oxyaˆ?Acetylene Welder, and Flux Cored Arc Welder.

6. Banking and Finance

Under the sector of Health, Social and other Community Services is Banking and Finance. This sector listed inaˆ?demand and hardaˆ?toaˆ?fill businesss from the professional group. Among the inaˆ?demand businesss are operations director and Tellers which are alumnuss of Banking and Finance or Business Management classs. Hardaˆ?toaˆ?fill businesss include accounting clerks, bookkeepers, teller, hearer, comptroller, recognition card analyst, finance analyst/specialist and hazard direction officer/manager.

7. Fabrication

The fabrication sector includes critical accomplishments such as machine operators, lathe operators, bench workers/fitters, technicians, mechanics, cloacas, and seamsters among others. Machine Operator ( Press worker ) besides an inaˆ?demand business has no available manpower supply.

8. Dwellings and Real Estate

The sector identified edifice director, building director, building worker, chief, Mason, welder and existent estate agents/broker as inaˆ?demand businesss. Professional businesss such as civil applied scientist, mechanical applied scientist, surveyor and designer are among the hardaˆ?to fill businesss for the sector.

9. Conveyance and Logisticss

The conveyance and logistics sectors which cut across building and excavation industries identified checker, care mechanics and air hostess as inaˆ?demand businesss. Care mechanics with occupational rubric such as automotive senior technician, automotive air-conditioning technician, automotive lineman, and automotive LPGaˆ?fuel technician among others have really limited supply of 21 certified workers.

10. Sweeping and Retail Trade

The wholesale and retail trade industry continues to boom in the state as general economic mentality improves and consumer disbursement rises. As more sweeping and retail endeavors are established, more occupation chances are provided.

Problem originating due to mismatch

Skill mismatch makes labour market inefficient and progressive. Job hiring and seeking become expensive. Many vacancies and occupation gaps remain opened. This consequences in increased unemployment and besides hampers the growing of concern and the economic system of the state.



In the rating of the instruction establishments and the industries, there is a important mismatch between what the establishments produce and what the market demands. The jobs-skills mismatch is a major lending factor in the unemployment rate in the state. Hence, turn toing mismatch could remarkably diminish unemployment rate.

One of the causes of the mismatch is the deficiency of coordination between educational establishments and industry leaders. As a consequence, establishments produce more alumnuss that are non needed in the market. The puting up of a section that would associate the instruction establishments to the industry could be a large measure in turn toing the mismatch.

However, mismatch does non merely go on when the labour work force get accomplishments that are non required by the market. Mismatch besides occurs in the quality of accomplishments that the alumnuss acquired vis a vis the demand of the industries. Alumnuss do n’t normally possess other accomplishments that industries require interpersonal, communicating, and leading.

More active engagement and stricter intercession of the authorities is needed to turn to the mismatch job in the state. The purpose is merely to do the equation EDUCATION = EMPLOYMENT works.


After a careful reappraisal and analysis of available informations, the squad came up with the undermentioned recommendations:

Short Term:

In the short term, separate bing enterprises done in the country of turn toing the mismatch by public every bit good as private entities can be consolidated with authorities taking the lead by manner of conveying together assorted bureaus like the Department of Education ( DEPED ) , the Commission on Higher Education ( CHED ) , the Department of Labor in Industry ( DOLE ) , the Technical Education and Skills Development Authority ( TESDA ) to spearhead a national conference affecting employer groups such as ECOP and PCCI every bit good as captains of industries to pull up one united and unvarying comprehensive program.

Long term:

1 ) A Department of Human Resource Development shall be established. This section will guarantee linkage between the instruction and labour sectors. It shall explicate, among others, an employment program which will function as a usher for the instruction sector on what accomplishments to bring forth to fit the accomplishments required by the industries.

2 ) Constitution of a cardinal accreditation or regulative organic structure under the Department of Human Resource Development to oversee quality of instruction i.e. course of study, substructure, quality of learning staff, etc. Such regulative organic structure will guarantee that the quality of instruction would be in line with international criterions and best patterns.

3 ) Constitution of a National Curriculum Research Institute that will invariably analyze and reexamine current course of study and develop and urge alterations, in coordination with industries, and subject these to the Department of Education and the Commission on Higher Education.

4 ) Monitor skills lost due to migration every bit good as additions via returning skilled citizens for reintegration that will profit local industries.

5 ) Strengthening of soft accomplishment development e.g. ; English linguistic communication, public speech production, good manners and right behavior preparation, developing on etiquette and values instruction, to be introduced at the simple degree. Schools shall put up Language Laboratories supported by larning package for bettering pronunciation, vocabulary and grammar. By this, pupils will derive assurance as they move up the instruction ladder and will even make good when they are eventually employed.

6 ) Intensify Career Assessment to be conducted at the secondary degree that would steer pupils in doing calling picks.

7 ) Provide incentives for corporate organic structures that set up developing institutes as in the instance of those that have corporate universities.

8 ) Ensure uninterrupted engagement of assorted employer groups e.g. ECOP, Philippines Chamber of Commerce and Industry every bit good as leaders of single industries in the policy preparation procedure at all degrees of instruction.

9 ) Promote further, partnerships between universities and employers. Examples of this are: 1. The partnership between the Philippine Women ‘s University ( PWU ) and JOLLIBEE, 2. The industry-academe partnership of Smart through its the Smart Wireless Engineering Education Program ( SWEEP ) , 3. The Accenture Education Program where Accenture has partnered with the top schools.


Chart 1: Percentage allotment of Education in the National Budget

Tables and Charts

Picture during the visit to PMAP

Picture during the visit to DOLE

Picture during the visit to TESDA

Picture during the visit to ECOP



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