工作和教育的未来：政府如何制定更系统、更严格的技能培训方法

in collaboration with The World Government Summit is a global platform dedicated toshaping the future of governments worldwide. Each year, the Summitsets the agenda for the next generation of governments with a focuson how they can harness innovation and technology to solve universalchallenges facing humanity.The World Government Summit is a knowledge exchange center at theintersection of government, futurism, technology, and innovation. Itfunctions as a thought leadership platform and networking hub forpolicymakers, experts and pioneers in human development.The Summit is a gateway to the future as it functions as the stage foranalysis of future trends, concerns, and opportunities facing humanity.It is also an arena to showcase innovations, best practice, and smartsolutions to inspire creativity to tackle these future challenges.To Inspireand EnableThe Next Generationof GovernmentsWorld Government Summit01 Lt General Sir Ben Bathurst KCVO, CBE, United KingdomMilitary Representative to NATODr. Mohammed Baniyas, Director CAA, Ministry ofEducation, UAELt Col (Retd.) Tom EllisIngrid Carlson, PwC USRami Qubain, Director, PwC Education and SkillsPractice, Middle EastElias Teeny, PwC Education and Skills Practice, MiddleEastSally Jeffery - PwC Global Education and Skills LeaderLou Whiting - PwC Director Education and Skills, andAdvanced System Approach to Training Practice LeadLt General Sir Andrew Graham Bt CB CBE MAAcknowledgementsAuthors ExecutiveSummary05 The mismatch of people with jobs is a problem that has beenexacerbated by the COVID-19 pandemic and its devastatingimpact on labor mobility and unemployment. The ILOestimates global unemployment could increase by 140 millionfull time jobs.1Now more than ever therefore, the priority forgovernments must be to identify the key sectors for growth,assess the potential of its workforce to meet the talent demand,evaluate the cost benefits of upskilling, and introduce practicalmeasures that activate employers, educators and learners.This paper proposes that this response needs to be sectorspecific and scientific in its approach, to ensure that upskilling iscost effective and auditable. Assessment of learning outcomesalso needs to be more rigorous, to ensure the “last mile” of theupskilling initiative, i.e. the actual acquisition of the skill gapidentified, is achieved. Formal qualifications, if designed withthe target population in mind, are a proven mechanism for bothmotivating learners and providing a greater degree of assurancefor employers that a qualification is genuinely matched to jobneeds. Governments have an opportunity to take the necessarypolicy steps to encourage a more systematic approach toupskilling that re-energizes their national qualificationsactivities.The World Economic Forum (WEF) 2021 Report, “Upskilling forShared Prosperity”2articulated a Call to Arms, for the ears of allstakeholders, governments, businesses and education providers.This Call to Arms highlighted how the world of work is changingfast with the loss of jobs in some sectors offset by a growth injobs in others. If disruption, uncertainty and growing inequalityis to be avoided, and if opportunities in the digital, technologicaland green arenas in particular are to be grasped, then theimperative for reskilling those already in the workforce, andproviding the skills necessary for new arrivals to thrive, is one ofthe most urgent matters facing governments and business.Bob Moritz-Chair of PwC at the WEF in Davos 2021“The rise of automation and digitization hastransformed the world of work but createda major societal problem - the mismatch ofpeople with the right skills for the available jobs.”06 This paper presents a Skills Development System (SDS) thatidentifies all the essential functions in education and traininggovernance. It also provides an approach to balancing theintensity of each of these functions, depending on sectoralneeds. To illustrate what a fit for purpose SDS looks like, theapproach has been applied to a range of sectors, including twothat have developed mature and resilient systems, defence andmedicine. Both these sectors need to assure skills to a highlevel due to the inherent risk in the jobs they do. However, theapproach can also be applied to many other sectors with anupskilling imperative, and thus there are illustrations of whatthis looks like in tourism, agriculture, culture and manufacturing.In essence, a fit for purpose SDS:•Establishes as policy a systematic approach to andunderstanding of the roles and responsibilities of the Direct(regulator), Manage (sectoral or regional authorities) andExecute (education and training institutions) functions;•Recognizes that effective decentralization of regulationand assurance demands a strong sector specific ‘Manage’function with context, priorities, freedoms and limitationsset out in clear policy;•Mandates the use of an automated approach such as theSystems Approach to Training (SAT) to ensure a consistentoutcomes fo