fr research brochure 2014
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Training
Research
Consulting
2014
www.frresearch.co.za
“Development Education & Training at its best”
Contents
1. WELCOME (1)
www.frresearch.co.za
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)
www.frresearch.co.za
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.
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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
www.frresearch.co.za
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.
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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.
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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.
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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 )
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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.
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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.
Participants are able to:
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
1. Labour Market Information Diagnostics
2. Labour Market Information Systems
3. Labour Economics for Non-Economists
4. Labour Market Institutions & Policies
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.
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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.
Participants are able to:
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
1. Labour Market Information Diagnostics
2. Aligning Industrial Policy to Skills
Development ( 2 days )
3. Sector Skills Strategies and Plans
4. Creating Sector Partnerships that Work
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
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.
The cost depends on the number
of training days per participant, travel,
venue, meals and location.
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.
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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
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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: hoosen@frresearch.co.za
Dr Fathima Rasool
Office: +27 31 2629 329
Mobile: +27 83 786 7674
Email: fathima@frresearch.co.za
Fax: +27 86 732 8358
www.frresearch.co.za
Durban Office:
31 Matapan Drive
Westville, 3629
Durban
South Africa
Johannesburg Office:
14 Harrison Street
Suite 509 Harrison House
Johannesburg, 2017
Contact Us
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