Assessment of skill mismatch in the Philippines: the case of selected information and communication technology institutions

Date

4-2009

Degree

Bachelor of Science in Economics

College

College of Economics and Management (CEM)

Adviser/Committee Chair

Jose V. Camacho, Jr.

Abstract

The study was conducted primarily to evaluate the status of skill mismatch in the information and communication technology (ICT) labor force in the Philippine economy with the use of a perception survey regarding expected and actual skills patterned with the Asian Productivity Organization’s (APO) skill mismatch study in the Philippines. Specifically, the objectives of the study were to (1) assess the levels, patterns, and extent of skill mismatch, (2) discuss skill mismatch on private and public institutions, (3) measure the consequences of skill mismatch in terms of productivity and cost, and (4) analyze wage gaps on workers. The study could reveal that a problematic status of the ICT labor force is present in the country since mismatch problems of the 45 institutions were considered very severe. A perception and evaluative survey of actual and expected skills was done among 45 ICT-using and intensive institutions. The results revealed that severe skill mismatch could be present in the current ICT labor force. It was also seen that the problem of skill mismatch could be more of an institutional nature. The probable root cause, in the case of the institutions included in the study, could be attributed to tertiary education. A comparative analysis between quality workers in public and private institutions revealed that public institutions get lesser quality skilled workers. Generally, as exhibited by the studied institutions, average total cost of training per worker was P51,590.00. Public institutions spent about P13,560.00 on the average, in contrast with private institutions, which spent P76,756.00. A senior employee coaching a junior employee was identified as the most effective training style. Productivity benefits from training were about 61%. Regarding wages, 76% surveyed institutions have skill premiums. Skill premiums on the hiring stage was 48% but eased to 8% when trainings were undertaken. Higher wages were offered by private institutions compared with public institutions. This difference could be one of the causes of the lower quality of workers on public institutions.

Language

English

Location

UPLB College of Economics and Management

Call Number

LG 993.5 2009 E2 D44

Document Type

Thesis

This document is currently not available here.

Share

COinS