- The Department’s efforts will focus on employment promotion. Employment promotion activities will focus on developing an effective employment service, operating as an agent or intermediary between the demand for workers from enterprises, on the one hand, and the supply of job seekers, on the other.This requires the provision of high quality job matching services, based on information obtained during the processes of job-seeker and job-vacancy registration. Career guidance, employment counseling, and support for ‘self-service’ approaches by job seekers to employment opportunities will be encouraged through the provision of direct contact services, print media, and computer-based services.
- The Department will have an important contribution to make in formulating policies concerning employment promotion and employment creation. The prime responsibility for policy formulation in this field will rest with the Ministry’s Policy and Planning Division, but the close relation the Department has with enterprises and workers will enable it to make valuable inputs to employment creation policies. At review of present national employment policy and this is a significant gap in the nation’s policy framework, particularly given the high priority accorded to job creation and stem increasing youth unemployment. Such a policy would need to give particular attention to the issue of foreign workers and clearly indicate what steps need to be taken to ensure that sufficient productive jobs are created to absorb the increasing number of job seekers.
- In time, the Department could also assume responsibility for the administration of special job creation programs and projects designed to meet the needs of particular target groups as, for example, a youth employment project, or a project for placing disabled persons in productive employment. The Employment Service Centers will make every effort to extend their services to new client groups, particularly disabled persons seeking open employment, and persons seeking information on self-employment opportunities. For persons interested in self-employment, the centers would mainly refer them to other agencies better placed to provide direct assistance.
- In the long run, the Department may need to consider the arrangements for private employment agencies, particularly if they emerge as an active player in job recruitment, employment facilitation and temporary employment. The current guidelines concerning employment recruitment agencies contained in the Chathrim on Wage Rate, Recruitment Agencies, and Workmen’s Compensation, will need to be reconsidered.
- Job fairs provide excellent opportunities for enterprises, job seekers, and training providers to come together to share information and thus bring a measure of transparency to the nation’s labor markets. They also provide opportunities for on-the-spot interviews, leading to job offers. The Department of Employment, through its Employment Service Centers and Regional Offices, will plan and conduct job fairs and make every effort to enlist the cooperation of private and corporate sector enterprises in such activities.
- In the initial stage of the Ministry’s creation labor market information and research activities will be undertaken within the Department of Employment. Clearly, there is a need to strengthen Bhutan’s information base for decision-making concerning a wide range of employment, human resource and labor policies and their effective implementation.
- Strengthening information base needs to extend beyond conducting more and better statistical surveys, and need to encompass the generation of additional narrative information, the collection and compilation of labor statistics from existing administrative processes, and the development of the capacity to critically analyze and interpret information collected.
- Research on employment and labor issues will be actively pursued, particularly research directed to generating information of practical value for policy formulation, preparing new programs and projects, and program and project implementation and evaluation. The Department will actively encourage education institutions to participate in and support applied research activities on labor and employment matters that will contribute to national progress.
- The collection, compilation and analysis of information will be supported by a system that will enable dissemination of information to users, on a timely basis, and in a form that is easily understood.
- The Department will develop a system for sharing and disseminating information, and work in close cooperation with other ministries, departments and agencies involved in the collection and compilation of labor and employment information. The Department is expected to become the nation’s recognized and respected focal point for workforce and employment information, and serve as the institutional memory of the country’s labor administration system.
- The Department will have responsibility for formulation of national human resource policy, human resource development planning and human resource forecasting as well as the preparation and implementation of the HRD Master Plan, National HRD Advisory, Workforce Plan and Human Resource Roadmap.These documents will be prepared and implemented in close cooperation with different government and non-government agencies, and will dovetail with the country’s five-year planning cycle.
- The Department will play the leading role in human resource forecasting at the national level. This will involve assessing the current stock of particular categories of manpower and occupational groups, projecting future demand for those categories and occupations, and advising on strategies to meet the identified gaps. Human resource forecasting is closely dependent on the key assumptions adopted in preparing the forecasts including such things as economic growth rates, technological change, wages and labor costs, and fiscal and monetary policies. The Department will be expected to indicate the assumptions underlying all its forecasting activities and, indeed, prepare different forecasts based on different assumptions.
- The skill development aspects of the Department’s work will include it entering into contracts with training providers and, possibly, individual enterprises to train people on short-term, skill up-grading programs and apprenticeships for persons seeking their first job. These arrangements will encourage linkages between the Department and the private and corporate enterprises, and take advantage of the facilities and equipment they are able to provide for skill development activities.
- Coordination among different ministries and agencies is the key to successful implementation of the National HRD policy. The DoE&HR, MoLHR shall be the nodal agency for integration and co-ordination with the TVET providers, Ministry of Education, Royal Civil Service Commission, the Royal University of Bhutan, private and corporate sector organizations, sector association and bodies, private HRD institutions and other bodies. The other category inter aliaincludes Non-Government Organisations, other agencies, experts, etc. An Inter-agency National Coordination Committee (INCC) shall be set up to co-ordinate the plans of different ministries, agencies, and institutions. The representatives from different ministries and agencies shall be represented in the INCC. The co-ordination responsibility for the INCC shall be with the MoLHR. It shall hold periodic meetings to develop HRD plans, conduct reviews, co-ordinate action steps and share knowledge and experiences based on evolving policies, labour market information, statistical projections, required HRD networking for making overall HRD projection in all sectors of the economy. This shall result into the production of the Annual HRD Report based on the emerging HRD trends and needs of the country.
- The Department shall be responsible for planning, coordinating, implementing, and monitoring the National HRD policy. The MoLHR shall create a platform for dialogue, discussion, and debate among all stakeholders. Information about the National HRD policy and its implementation shall be shared with all stakeholders and feedback from them shall be sought from time to time to streamline HRD plans and activities.
- The Department shall facilitate and promote development of new enterprises though entrepreneurship programs. Concerted effort shall be made to support TVET and education system through curriculum reform, and mechanism to support perspective entrepreneurs and accelerate growth of existing ones.
- School-to-work transition support programs for different categories of job-seekers will be provided through short-term need based internship and skilling support.
- Continued learning and life-long learning support in the form of reskilling, upskilling and training and development support will be provided to the workforce engaged in the non-civil service sector. The support will ranged from short-term to long-term training. Concerted effort will be made to support development of Bhutan’s industry and private sector development.
Create cohesion and synergy in the Human Resource Development efforts of the country through comprehensive Human Resource planning, labour market study/research and coordination among different economic sectors and HR agencies/stakeholders.
Foster gainful employment opportunities through comprehensive school-to-work transition support programs and interventions, provided through industry attachment, skills training, entrepreneurship support and other relevant means.
Foster reskilling and upskilling of workforce engaged in different sectors for greater economic productivity and job creation.
These objectives of the Department will be pursued through the following divisions
- The Employment Services Division which will focus on Operating three Employment Service Centers in various locations throughout the country, with an emphasis on service, efficiency and effectiveness. Matching job seekers and job vacancies through a registration system that makes maximum possible use of information technology. Administering special purpose programs in such areas as placing disabled persons in employment, work experience programs, and assisting unemployed youth. Contacting and visiting enterprises on a regular basis to market the services of the employment service centers. Organizing and conducting job fairs on a regular basis throughout the country. Advising school leavers, job seekers, and parents on career, job and training opportunities and on-line and self-service information facilities. Contacting and visiting schools on a regular basis to advise both teachers and students on employment opportunities. Preparing occupational dictionaries, training directories, and other materials to support guidance, counseling and placement activities.
- The Labor Market Information and Research Division which will focus on: Planning, organizing and conducting labor force surveys, and other surveys as appropriate, and collating and reporting on results. Coordinating the collection of labor and employment statistics from administrative records. Preparing and distributing statistical bulletins, reports, and narrative information on labor market trends.
- The Entrepreneurship and Self-Employment Division which will focus on self-employment and business start-up through entrepreneurship support and development activities. The division will collaborate with other similar agencies and different financial institutions to facilitate self-employment and entrepreneurship.
- The Human Resource and Skills Development Division which will assume responsibility for all aspects of HR planning, coordination and networking through the development of relevant HRD policies, plan and road-map for all the sectors in the economy. The Division will be responsible for facilitating and promoting progressive human capital development of the country and act as the focal agency concerning any HRD issue. The division will be responsible implementation of alternative short-term need based skills development programs for young jobseekers, and to provide HRD programs, efforts and interventions that are geared towards HR Development of workforce engaged in sector outside civil service (private, corporation, CSOs, autonomous agencies, RCSC de-linked agencies, sector association/council).