WORKFORCE DEVELOPMENT SKILL GAP ANALYSIS IN PELAGONIJA REGION, R. MACEDONIA

Abstract

The researcher has conducted a skill gap analysis with an aim of achieving the following; (1) undertake qualitative and quantitative skills gap assessments in the Pelagonija region, (2) provide recommendations for making the University educational program more responsive to the needs of the private sector and (3) improve the cooperation between the academia and the businesses. The idea was to assist business and educational communities to use this research to make a systematic approach to addressing the skills gaps in the region. To achieve this the researcher prepared a survey/assessment analysis that focuses on workforce development in Pelagonija region, with special focus on the ICT sector and provided recommendations that are immediately implemented by the academia and the private sector to overcome some of the identified gaps. To obtain best results and get the necessary information a specific methodology was developed which included: (a) Determining target sectors though secondary research (b) Defining of survey sample, (c) Development of survey questionnaire, (d) Development of follow up interview questionnaire, (e) Training of interview implementers, (f) Implementation of survey process, and (g) Implementation of follow up interviews. There were 300 contacted companies from three selected sectors, which responded to the questionnaire and provided specific recommendation on what needs to be done so that the cooperation between academia and business community is improved. Some of the key findings from the analysis of the questionnaires are that the size of companies in Pelagonia region are small companies, majority of them employing less than 20 employees with more than 80% of them employing only full time employees with University degrees. The companies believe that current employees are missing soft skills such as (critical thinking, foreign language, customer service) with more than 20% believing that this could be improved by offering job specific trainings and introduction of new technology and management practices in the training programs. The current state of cooperation between academic institutions and business community is not satisfactory for majority of the respondents therefore they suggest new initiatives such as joint partnership programs, internship programs and other initiatives should be established so that this cooperation is enhanced. It is positive that majority of respondents (53%) believe that their company will grow in the next three years thus creating new job opportunities for new entrants in the labor market. They indicate that the number of new jobs created will be up-to 10 as a result of this forecasted growth. It is interesting to note that companies consider that job opportunities predominantly will be for sales and customer services positions and professionals (technical staff). However, the predominant part of the respondents thinks that even though these jobs will be created it is very hard to retain them meaning that the company will experience a cost of developing a professional and companies with better financial indicators will have a free ride in “stealing” these readymade professionals. The companies consider also that is very difficult to find employees in the market because of the absence of recruitment agencies and employment mediators.