ABANAS CHARLYN JOY A.

Module 2

BTLE-HE 2B

Legislations and regulations that impact on the

TVET sector
“If You are planning for a year, sow rice; if you are planning for a
decade, plant trees; if you are planning for a lifetime, educate people” –
Chinese Proverb

In this Module

 Legislations and regulations that impact on the

TVET sector
 Events and trends that have shaped the global labor
market over time

One of the basic foundations to link your understanding on what is TVET

is to have available evidence-based data and information that could stimulate
policy, curricular reforms, pedagogical focus and further research initiatives. In
this module we will continue harnessing and learning ourselves on what are
legislations and regulations that impact on the TVET sector Events and also
the trends that have shaped the global labor market over time

Are you all set and ready, then explore and learn the lesson now!

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 Lesson
1 Legislations and regulations that impact on the
TVET sector

At the end of the session, you are expected to:

1. Understand what are the legislations and regulation that impact on
TVET sector
2. Create a poster making about the impact of TVET in the country.

INTRODUCTION

Hi, students! The lesson I tackles about the Legislations and regulations that
impact on the TVET sector, and this would allow you 60 minutes to complete
the activities and tasks. Before we start, I would like to share some rules as a
guide during the process of learning and teaching;
1. Read the given information carefully for you to be able to answer the
prepared tasks correctly.
2. Make sure to finish the tasks and activities based on the time allotted.
3. Erasures are discouraged, especially on the assessment part.
4. Answer honestly your assessment. Kindly, make use of the information
provided, if the instruction tells you to answer it based on your understanding;
please do so.
5. Do not attempt to copy and paste answers coming from the internet. Your
honesty will matter, and surely your teacher will be able to know it.
6. The Point system for your tasks is provided on every given instruction.

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 Straight Opinion

Look at the editorial cartooning below, analyze and write your opinion about
the picture presented. Write your answer in the box.

The image shows how our society works as of today. The government as we all
know where doing its very best to provide the necessity in terms of works for
those who don’t have, but in the society run by individuals who demands
supply where the ones that makes more difficult for the individuals to have a
good paying jobs either they are not educationally capable nor the experience
and even the background to have that works. In every way corner in our society
and in our community contractual workers were everywhere to found, one of
the reason why this still exist was the people who are in power where using
their position to run everything according to their benefits and not for the
people under their ruling and so it shows inequality that makes the people
suffer even more.

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 Analysis

a.
a. How did you come up with this opinion?
- I come with this opinion for it is visible in our society, in our own
community and even in our country and even the elders could’ve
said the same for this is not just visible as of today even from the
past this happens and according to my grandfather “wala rani ka
tungtung sa kumingking sa panahon namo” in short even from the
past it already happens and much worse than of what we have
today.

b. What are the initiatives of the government that promotes Filipino

Employment?
- The negotiation between our country and others by accepting
workers, investing capitals and business where one of the initiatives
that the government pushes throw in helping the Filipinos and in
that way it can help both countries for it will bring capital and
investment that can sustain the countries demands and supplies.

Abstraction: Let Us Build

4 On!
Students, as you have observed you have been given activities above about
Legislations and regulations that impact on the TVET sector.

The following are the Legislations and Regulations that impact on the TVET
sector of the Philippines:

REPUBLIC ACT NO. 10647

AN ACT STRENGTHENING THE LADDERIZED INTERFACE BETWEEN
TECHNICAL-VOCATIONAL EDUCATION AND TRAINING AND HIGHER
EDUCATION
Be it enacted by the Senate and House of Representatives of the Philippines in
Congress
assembled:

Section 1. Short Title. – This Act shall be known as the "Ladderized

Education Act of 2014".

Section 2. Declaration of Policy. – In line with the constitutional guarantee

for the State to promote the right of all citizens to quality and accessible
education at all levels and to establish, maintain and support a complete,
adequate and integrated system of education relevant to the needs of the
people and contributory to national development, it is hereby declared the
policy of the State to institutionalize the ladderized interface between
technical-vocational education and training (TVET) and higher education to
open the pathways of opportunities for career and educational progression of

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students and workers, create a seamless and borderless system of education,
empower students and workers to exercise options or to choose when to enter
and exit in the educational ladder, and provide job platforms at every exit as
well as the opportunity to earn income.
The State likewise recognizes and supports the promotion and protection of
the inherent academic freedom enjoyed by all institutions of higher learning.
For this purpose, the government shall uphold the academic standards,
equity principles, promptness and consistency of the applications/
admissions and equivalency policies of higher education institutions (HEIs).

Section 3. Definition of Terms. – For purposes of this Act, the following

terms are hereby defined:
(a) Articulation refers to a process which allows students to make the
smooth transition from one (1) course, program or educational level to
the next without experiencing duplication of learning. The guiding
principle of articulation is that no student should repeat the same
course content for which credit has already been received, even if
elsewhere or from another institution. In general, articulated programs
provide multiple entry and exit points and ladders of learning
opportunities and allows a student to move from a technical-vocational
course to a college degree program, using the principle of credit
transfer;
(b) Credit refers to the value given to a particular course or subject,
based on competencies and learning outcomes;
(c) Credit transfer refers to a credit conversion established to promote
student mobility by ensuring that units earned from different
modalities are credited by the institutions;
(d) Embedded TVET Qualification in a Ladderized Degree
Program refers to the process of determining the TVET competencies
or qualifications that lead to job platforms in the relevant higher
education or bachelor’s degree program. Full TVET qualification can
still be earned even if a student of a ladderized degree program chooses
to exit from the program and get a job;
(e) Equivalency refers to a process that involves assigning equivalent
academic credits to the competencies demonstrated by a student
through assessment tests, thereby providing entry points to the next
higher level qualification, the purpose of which is to provide
opportunities to the student to continue to learn and to re-enter the
educational program at a higher level without having to unnecessarily
retake courses on which a student has already demonstrated
competence and knowledge;

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 (f) Job platform refers to the gateway in the ladderized curriculum
which one reaches upon acquiring enough skills and knowledge to seek
and find employment;
(g) Ladderized education refers to the harmonization of all education
and training mechanisms that allow students and workers to progress
between technical-vocational and higher education programs, or vice-
versa. It opens opportunities for career and educational advancement
to students and workers. It creates a seamless and borderless
education and training system that will allow transfers in terms of
flexible entry and exit between technical-vocational and higher
education programs in the post-secondary school educational system;
(h) Philippine Qualifications Framework (PQF) is a national policy which
describes the levels of educational qualifications and sets the
standards for qualifications outcomes. It is a quality assured national
system for the development, recognition and award of qualifications
based on standards of knowledge, skills and values acquired in
different ways and methods by learners and workers of a certain
country;
(i) Qualification refers to a formal certification that a person has
successfully achieved specific learning outcomes relevant to the
identified academic, industry or community requirements; and
(j) Recognition of prior learning refers to the acknowledgment of a
person’s skills and knowledge through previous training, work or life
experience, which may be used to grant status or credit for acquired
competencies.

Section 4. Philippine Qualifications Framework. – The PQF has the following

objectives:
(a) Adoption of national standards and levels for outcomes of
education;
(b) Supporting the development and maintenance of pathways and
equivalencies, which provide access to qualifications and assist people
to move easily and readily between the different education and training
sectors and between these sectors and the labor market; and
(c) Alignment with international qualifications framework to support
the national and international mobility of workers through increased
recognition of the value and comparability of Philippine qualifications.
The PQF National Coordinating Committee (PQF-NCC) is composed of the
Commission on Higher Education (CHED), the Technical Education and
Skills Development Authority (TESDA), the Department of Education
(DepED), the Department of Labor and Employment (DOLE) and the
Professional Regulation Commission (PRC) and is chaired by DepED.

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In the development of ladderized education, the CHED, TESDA and DepED
are hereby mandated to closely coordinate and effectively implement a
unified PQF that establishes equivalency pathways and access ramps
allowing for easier transitions and progressions between TVET and higher
education. The framework shall include qualifications and articulation
mechanisms, such as, but not necessarily limited to the following: credit
transfer, embedded TVET qualification in ladderized degree programs, post-
TVET bridging programs, enhanced equivalency, adoption of ladderized
curricula/programs, and accreditation and/or recognition of prior learning.
For this purpose, the CHED, TESDA and DepED shall design harmonized
guidelines and equivalency competency courses to enhance the delivery of
high-quality technical-vocational and higher education courses, synchronize
standards and upgrade curriculum design per discipline and adopt a
strategic implementation scheme, including a massive consultation and
information dissemination scheme. In so doing, the CHED, TESDA and
DepED shall continue exploring and developing other mechanisms and
systems that will allow the interface between TVET and higher education with
the end in view of creating a seamless and borderless education system.

Section 5. Priority Disciplines. – As a preliminary approach to the

implementation of the ladderized program and to ensure its more focused
implementation, the CHED, TESDA and DepED, in consultation with the
industry, the DOLE, the Department of Agriculture (DA), the Department of
Trade and Industry (DTI), the Department of Science and Technology (DOST),
the National Economic and Development Authority (NEDA), the Professional
Regulation Commission (PRC) and other related agencies, and consistent
with the Philippine Development Plan (PDP) are directed to identify priority
disciplines and programs for ladderization, taking into account labor market
realities. The CHED, TESDA and DepED shall implement the ladderization of
other disciplines, other than those presently being implemented, should
these be found necessary and beneficial based on a comprehensive study of
their viability.

Section 6. Enhancement of the Ladderized Education Program (LEP). – The

CHED, TESDA and DepED, in consultation with the PRC and the industries,
as applicable, are directed to jointly devise systems, procedures, and
mechanisms, as well as to issue, amend and update existing implementing
guidelines, as necessary, for the efficient and effective implementation of the
LEP and to ensure that the objectives of the program are met. Incentives may
be given to HEIs and technical-vocational institutions to further encourage
wider participation in the LEP.
The CHED, TESDA and DepED shall ensure that there are designated
personnel at the regional and provincial levels responsible for the

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implementation, monitoring and evaluation of the LEP nationwide.

Section 7. Support from Other Government Agencies. – The PRC, DOLE, DA,
DOST, DTI, NEDA, the Department of Budget and Management (DBM) and
other related agencies are hereby mandated to extend the necessary support
and provide relevant inputs towards the effective implementation of the
ladderized system of education.

Section 8. Scholarships, Grants and Loans. – To ensure the effective

implementation and greater nationwide impact of the program and its
accessibility to the students and workers, the CHED, TESDA and DepED
shall include in their respective budgets the provision of scholarships, grants
and loans to deserving students and workers availing themselves of the
ladderized system of education, in addition to the present scholarship
programs being implemented by the CHED and TESDA.
Section 9. Enabling Clause for HEIs. – To encourage the widest enjoyment of
the benefit of ladderized education, HEIs whose curricula have been
recognized by the CHED may avail of the ladderization
program: Provided, That the minimum curricular requirements under the
joint guidelines of the CHED, TESDA and DepED are complied with and duly
certified by these agencies prior to the formal offering of the ladderized
education programs.
For this purpose, the HEI shall be required to submit to the CHED Regional
Office a copy of the curriculum for the proposed ladderized program for
monitoring, compliance and for potential objective inputs from their technical
experts. The CHED shall be responsible for transmitting the curricula
submitted by the HEIs to the PQF-NCC for their reference. Failure of the
HEIs to submit this requirement shall be subject to administrative sanctions
to be imposed by the CHED.

Section 10. Academic Freedom. – Nothing in this Act shall be construed as

restricting the HEI in the exercise of its academic freedom.1âwphi1 The HEI
shall retain the right to assess the level and standard of previously completed
TVET programs by an applicant-student in a manner that is transparent and
objective, incorporating therein its own admission requirements. The
applicant-student must gain admission to the HEI’s undergraduate program
by meeting the prescribed criteria and program requisites and such other
requirements by the HEI.

Section 11. Appropriations. – The amount necessary for the initial

implementation of this Act shall be sourced from the current budgets and
development funds of the CHED, TESDA and DepED. Thereafter, the funds

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necessary for the continuous implementation of this Act in the ensuing years
shall be included in the respective annual appropriations of the CHED,
TESDA and DepED in the General Appropriations Act.

Section 12. Implementing Rules and Regulations. – The CHED, TESDA and

DepED, in consultation with relevant stakeholders in higher and technical-
vocational education, shall issue within sixty (60) days after the effectivity of
this Act, the rules and regulations for the effective implementation of this
Act.

Section 13. Separability Clause. – If any provision of this Act or any part
hereof shall be declared unconstitutional or invalid, the other provisions, as
far as they are separable, shall remain in force and effect.

Section 14. Repealing Clause. – All laws, decrees, orders, rules and

regulations or parts thereof which are inconsistent with the provisions of this
Act are hereby repealed, amended or modified accordingly.

Section 15. Effectivity. – This Act shall take effect fifteen (15) days after its
publication in the Official Gazette or in at least two (2) newspapers of general
circulation.

To read and learn more about the Legislations and regulations that impact on
the TVET sector, read the following articles:
https://www.tesda.gov.ph/Uploads/File/Legislative/Amended
%20Implementing%20Rules%20and%20Regulations%20of%20the%20Dual
%20Training%20System%20Act%20of%201994%20(R.A.%20No.%207686).pdf
https://www.tesda.gov.ph/Uploads/File/Legislative/Published%20IRR%20of
%20RA%2010815.pdf
https://www.tesda.gov.ph/Uploads/File/Legislative/Published%20IRR%20of
%20RA%2010647.pdf
https://www.econstor.eu/bitstream/10419/184905/1/1027280862.pdf

Application: Let’s Apply

On a ¼ illustration board make a Poster about the TVET with the Theme:
“TVET and its impact to the holistic development of Filipinos”

10
 Film yourself while making the poster, and at the end of the video you
will explain what is the message of your poster. (Minimum of 3 minutes
and maximum of 5 mins).
Submit your output in our FB Group page.
Take a picture of your output and paste it on the box below.

Criteria Exemplar (5) Developed (4) Limited (3)

The text and the

The text and the The text and the
illustrations are visually
illustrations are clear illustrations are
Appearance/ appealing, clear, and
and colorful. The Poster adequate and clear.
Neatness colorful. The poster has
has somehow delivered The Poster needs
exemplary visual
its visual message. improvement.
message.

Exceptional idea
Unclear, incorrect, or
development with Satisfactory idea
Content limited idea
supporting details or development with some
Knowledge development with lack
correctly credited if supporting details.
of details.
quoted.

Image Images are highly Images are appropriate Images detract from or

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 engaging for content to content and are inappropriate for
Communication
and audience. audience. content and audience.

All information are All information are

Information s are
represented with represented with minor
missing or information
Factual accurate information, errors in information,
is largely incorrect, or
Information interesting information, undeveloped
illustrations are not
and relevant information, or
accurate.
illustrations. irrelevant illustrations.

Today I learned that

Today I learned that the workers were the core of the country. As we often
neglect this but they make capital and investments and so we have the
capability to put up business and other financial establishments and so workers
were the ones who made it successful made the rich people rich as they want
and the workers made it happen.

CLOSURE

CONGRATULATIONS!!!!!
If you have reached this part my congratulations. I am
hoping that the concepts given to you will equip you on
your journey in leaning. May the important information
be part of how you understand of the vitality of the
curriculum’s existence. Next lesson, you will know the
curriculum’s types, components and purpose. Please turn
into the next page if you are already ready.

Lesson
2 Events and trends that have shaped the
global labor market over time market over
time 12
At the end of the session, you are expected to:

1. Explain what are the different events and trends of global labor market
2. Describe the impact of the events and trends to the global labor market

INTRODUCTION

The previous discussion had given you the Legislations and regulations that
impact on the TVET sector. Our lesson for this part would give you important
information about the events and trends that have shaped the global labor
market over time, its components, and what is its purpose of learning it in the
teaching-learning process. This module is good for 60 minutes, and all
activities should be successfully accomplished.
Furthermore, the same module-rules apply here the same as the ones
indicated on Lesson I. I hope you are ready so that we could start.

Look at the people below, do you know them? They are one the famous content
creator in the world. They are also one of the highest paid content creators.
Now, try to study how these people manage to earn from just doing this kind of
job. And write your idea about this new trend of earning money inside the box.

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Nas Daily (Palestinian-Israeli Video Blogger) The Guerero Siblings
(Content Creator)

NAS DAILY were my most highly respected blogger among all the bloggers that
exist as of today, but my respect to these three young entrepreneur siblings
that pave way in earning money by posting videos in their social media
accounts where most of their viewers loved, but for NAS DAILY is just a
different level of entertainment at the same time self-learning. I remember
when NAS DAILY has this 1000 days blog which he also together with his team
fly to the different countries and made videos for 1 minute, and that’s the most
amazing 1 minute video I had ever since in my lifetime. Earning money in this
new environment and actually made by everyone a normal job which also make
everyone earn triple than a normal paying job. this two figures made their
income high rocketed by uploading video and I can say that just like a normal
job they would spent most of the time finishing their works and even suffer
from sleepless night just to had their works done, and so this kind of earning
money is not far from those people with higher educational degree although it
does matter but the thing is that, like everyone else all our efforts would pay for
and that it.

Analysis

A. Puzzle.

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 Find the 10 words that are related to the topic Global Labor Market.
Identify it by filling the words with specific colors.

E R A S C O L R W A G E A R X

C J A G O E F V S X Z B K O T

R O P N E S K I L L S R Q C R

O B A I D O N O I T A C U D E

F V H N E W Q D T I L K B V N

R T K I M I B T G O G J S E D

O Y L A B O R M A R K E T S

B U I R Z C G Y Y M O N O C E

A H U T M P S F Y U U F X E O

L E C I V R E S D W O R K I P

Abstraction: Let Us Build On!

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 I. Four changes shaping the labor market
The time is ripe for new thinking in the labor market. The current system feels
broken. It seems ill-suited to the structural changes that are occurring at an
increasing pace. As a result, we see high unemployment with unfilled jobs,
rising productivity with stagnant wages, and economic recovery with declining
upward mobility for many.

Fortunately, the present dysfunction and apparent contradictions are spurring

changes. Rather than returning to business as usual after the recession, the
labor market is settling into a new normal. If we chart our course well, we can
navigate the changing world of work and unleash new employment
opportunities and economic growth for the Fourth Industrial Revolution.

At ManpowerGroup, we call this new era the Human Age, where talent becomes
the key differentiator for organizations and countries alike. This shift is evident
in four global forces currently reshaping the world of work: demographic
change, greater individual choice, the ongoing technological revolution and
increasing client sophistication.

a. Shifting demographics, dynamic workforces

Trends like aging and declining birth rates mean the days of abundant labor
are drawing to an end in much of the world. Sixty percent of people now live in
countries with stagnant or shrinking workforces. China’s working age
population peaked in 2010; by 2050 more than a quarter of its people will be
over 65, up from eight percent today. In Germany, the labor force will shrink by
six million workers over the next 15 years—this is one reason their politicians
are more open to migrants.

Faced with labor shortages, employers and policymakers are being forced to
think differently about talent sourcing. In Japan, where a quarter of the
population is over age 65 (compared to 15 percent in the U.S.) there has been a
major push, championed by Prime Minister Abe, to get more women and older
workers into the labor market. As a result of these and other efforts, the labor
force has declined by just one percent over the past decade even though
Japan’s “working age” population (traditionally defined as ages 15-64) has
dropped by eight percent. Policymakers elsewhere should take note - the UN
estimates that by 2050, 33 countries will have an older population than Japan
does today.

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A more intense search for talent is beginning, and we are already seeing
interesting people practices emerge. Aerospace companies, faced with graying
workforces, have pioneered flexible working, phased retirements, “encore
careers,” and a slew of knowledge transfer programs to train the next
generation. Companies that can’t find the talent they need in one country use
remote working to employ people elsewhere. Around the world, employers are
experimenting with new policies to better appeal to underrepresented groups—
women, young people, minorities, people with disabilities, migrants, etc.

b. The rise of individual choice

With millions of job postings just a click away, it is easier to shop around for
work; most millennials expect to pursue multiple careers and change directions
a few times over their working lives. Theirs is a new mindset. Rather than
hanging on to a job for life, the goal today is to be employable: to develop the
skills, experience and expertise necessary to move on or up, regardless of your
employer. Ideally, this gives people greater choice and flexibility to ride career
waves or slow down at different stages of their longer working lives.

As employers adapt to this workforce trend, wages and opportunities will

increasingly be dictated by skills, not tenure. The “haves”, with sought after
talent, find themselves in a better bargaining position today; they are able to
manage their own careers and command higher salaries. The “have-nots”,
those without in-demand skills, are struggling and feel increasingly disposable.
Helping this group to upskill is the defining labor challenge of our time, and
requires extraordinary efforts from educators, policymakers and most of all
employers.

In the near term, individual choice is causing problems in the labor market.
Companies understandably ask: why should I train you if you’ll leave and work
for my competitor? However, with talent shortages looming, the need to retain
employees may soon tip the balance back towards greater investment in
development programs. By providing learning opportunities, employers become
a talent destination.

Policy makers too will need to explore new ways of delivering social benefits
that suit non-traditional work. Focusing on employment for life, rather than
protecting specific jobs in companies, will increase workforce mobility, protect
the individual and encourage lifelong learning and development.

c. The technological revolution

As a result of rapid technological change, companies today face shorter

business cycles and truly global competition. Few industries are safe from
disruption. Automation, facilitated by better artificial intelligence, is poised to
have a major impact on jobs. Up to 47 percent of U.S. jobs in 2010 were rated
17
as highly likely to become computerized in the next 10-20 years. If history is a
guide, the new industries and opportunities created should ultimately surpass
those that disappear, but the transition will be painful and may last decades.

Still, there is reason to be optimistic. Even as old roles are swept away,
technology is facilitating the emergence of new work models that may help
solve some of the current labor market issues. PwC estimates the five main
sectors of the sharing economy—peer-to-peer finance, online staffing, peer-to-
peer accommodation, car sharing and music video streaming—have the
potential to grow from around $15 billion in revenue today to $335 billion by
2025. True, the industry is still small and may never be a panacea, but it has
unleashed a torrent of creativity focused on the basic question of how to better
align labor supply and demand in a faster-paced world. It is one of many
solutions emerging and, as in times past, human ingenuity enabled by new
technologies will make our world more prosperous for all.

d. Client sophistication and the dawn of data

Talent management has gone from an art to a science as organizations start

applying big data and supply chain sophistication to recruiting and retention.
The goal is greater efficiency and productivity, and it is transforming how
companies think about talent. With the proliferation of so-called “people
analytics”—behavioral and intelligence tests, digital performance scorecards
and better human resource information systems—companies know their people
like never before. It is easier to see where the best talent resides within a
company, or where the gaps might be.

II. Challenges of Global Labor Market

With all this data at their fingertips, companies are starting to think more
strategically about where they source talent. For example, given the difficulty of
staying up to speed with changing technology, firms are increasingly
outsourcing IT management to third party experts. This in turn creates new
efficiencies, allowing cyber security providers to monitor attacks against a wide
range of clients around the world and share preventive solutions. In our
industry, we see the rapid growth of recruitment process outsourcing as
companies seek out expertise and efficiency.

Labor markets are struggling today and the business environment is harder to
predict, but this churning, difficult period will lead to new solutions and
opportunities for growth. The realization that this is the future of work should
spur us to solve today’s challenges in ways that benefit and support everyone.
This will require forward thinking workforce strategies that explore new talent
18
sources, people practices and work models. An uncertain transition state is
never easy, but we will ultimately emerge stronger for it.

Recurring violence and conflict have induced human displacement. One crucial
distinction between economic migrant and refugee is their reason for migration:
economic migrant can choose their country of destination, while refugee is
forcibly displaced due to “well-founded fear of persecution for reasons of race,
religion, nationality, political opinion or membership in a particular social
group”. Between 2008 and 2017, the total number of refugees around the
world rose dramatically from 15.5 million to 25.4 million individuals.  As of
2017, two-third of the refugees are originated from Syria, Afghanistan, South
Sudan, Myanmar, and Somalia. Currently, majority of the refugees reside
outside of camp settings. As of 2016, the major host countries are Turkey,
Pakistan, Lebanon, Iran, Uganda, and Ethiopia, in descending order.
With the shift from humanitarian-relief towards a more cooperative and
empowerment-based development regime, refugees are also urged to be
integrated into their host society. As such, refugees are no longer aid-recipient,
but they are also a member of the society and are expected to work and fulfil
civil responsibilities. According to the European Labor Force Survey in
2014, 1.8 million refugees resided in 25 countries of the European Union (EU),
where Germany, the United Kingdom (UK), and Sweden are the top three host
countries within the sampled EU countries. There are no uniform asylum
policies in the EU, thus the waiting time for asylum decision and labor market
restrictions differ across EU states. It takes 6 years for working-age refugees to
achieve a 50 per cent employment rate, more than 15 years to reach a 70 per
cent employment rate, and up to 20 years to have similar employment rate as
natives. Based on extensive literature review, some major challenges and
opportunities in the labor market integration of asylum populations are
summarized as follows:
Key challenges

Lack of access to the formal labor market

The lack of access to the labor market can lead to long term deterioration of
skills and motivation. For instance, up to 350,000 Somali refugees have
resided in Kenya’s Dadaab camps since 1990s, and none of them have the
right to work. In countries with high informality, asylum populations tend to be
willing to accept jobs with lower wages, longer working hours, and without
social protection. ILO recorded that Syrians have increased informalization and
decreased average wages in Jordan and Lebanon. Across EU countries, the
waiting period for asylum decisions and to enter employment vary, for

19
instance, a minimum of 3 months in Switzerland to 12 months in the UK. This
not only hinders integration, but it also increases financial dependence to the
State and increases poverty amongst asylum population.
 

Lack of recognition of skills and education

In addition to labor market restrictions impose by asylum policies, the lack of

recognition of overseas qualifications is a significant barrier to employment.
Where assessment is lacking, refugees would accept any jobs, regardless of the
formal or informal sector, that can provide them with a livelihood. In Canada,
up to 65 and 54 per cent of refugee women and men are overqualified for their
jobs. Despite the assessment of qualifications and skills can be costly, this is
essential in the recruitment process. Only a handful of European
countries have some form of evaluation: In Norway, the assessment of
qualifications and needs, and the development of employment plans are part of
the employment support scheme for resettled refugees; In Denmark, the
Danish Agency for Higher Education evaluates the level of education of both
immigrants and refugees within an average period of 32 days; In the
Netherlands, credential evaluation (based on formal proof and ‘competence
interviews’) and education level indication (based on an ‘education level
indicator’ (Indicatie Onderwijsniveau)) are used to assess foreign credentials.
 

Poverty
Poverty has detrimental impact on one’s access to housing and basic services.
In the UK, asylum seekers are not allowed to work for 12 months upon entry.
After receiving a positive decision, they are required to leave their government-
provided housing in a maximum of 28 days. The majority of them cannot cover
rent deposits and are unable to access social welfare immediately. In some
countries, a legal address is pre-requisite to employment and social assistance.
On the other hand, poverty can limit one’s access to basic services such as
health care. In Australia, the State Resolution Support Services recorded many
asylum seekers find working difficult due to mental and physical health issues.
Thus, early health assessment and support would be useful in facilitating
work-place integration.
 

Lack established work and social networks

Surveys from UK and Australia revealed the lack of reference, local experience,
and formal social networks as major barriers to employment. This resonates
with evidence about social capital and ethnic enclaves, namely
in Denmark where 26 per cent of non-Western immigrants found their first job
through contacts, in Switzerland where refugees from the same nationality
helping each other, in Uganda, Kenya, and South Africa where Somali
refugees tend to find jobs in conational or Muslim businesses.  Asylum

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populations and immigrants from the same nationality, religious background,
or country of origin tend to help each other.
 

Women and girls are the most vulnerable

According to the European Labor Force Survey in 2014, the employment
rate among asylum women is 45 per cent on average, which is 17 percentage
points lower than asylum men. This is associated with their lower education
level, language fluency and literacy, and poorer access to formal networks
(such as religious groups and employment). Such disadvantages left them
lacking information on how and where to access basic services. Furthermore,
women and girls are particularly vulnerable to sexual and physical attacks as
recorded in Bangladesh and Ethiopia.
 

Language and vocational skills training

While the knowledge of host country language tends to increase over time, the
higher the language proficiency and education level are associated with
significant employment gains. In a six-months internship programme for
refugees at IKEA Switzerland, tandem programmes and online courses were
proposed as solution to improve the language proficiency of employees. SAP
SE, another software company which offers internship programmes for
refugees pointed out that interns may not raise questions on technical issues
due to language barriers. Therefore, the company developed a multi-lingual
educational software to address gaps in language and skills.
 
Access to public services
Without the legal status of a refugee or for employment, it is difficult to find
housing and access public services, vice versa. In Jordan, housing in the
urban areas are extremely expensive, refugees can only afford poor quality
housing that is prevalent in areas with poor sanitation and offers informal
employment. Improved access to quality housing not only increases privacy
and dignity, but it can also contribute to better physical and mental health
status. Similarly, early access to health services and education (especially
amongst children) are essential for well-being and human capital development.
 

Opportunities for community engagement

As immigrants and asylum populations from similar backgrounds tend to help

each other, volunteer or community activities would be an opportunity for new
comers to establish networks. Since foreigner’s duration of stay and
experiences in host countries vary, the long-term asylum populations can
provide information on integration and support new comers may require. In
addition, ethnic group formations are inevitable. Companies are encouraged to

21
organize activities at work place to facilitate cooperation across nationalities
and ethnic groups.
Conclusion
Last but not least, previous research have shown the labor market impact of
refugees is small, even on natives at low-skill levels. The topic of immigration
and refugee integration have largely been used as a political argument without
grounding on empirical evidence. As a long-term solution, asylum populations
should be encouraged to integrate into the labor market. They can be
productive workforce and contribute positively to host countries, instead of
being perceived b social burden.

Whether you’re a seasoned recruiter at a large company or a small business

owner growing your team for the first time, your ability to hire great talent is
shaped in part by what’s happening in the global economy. Global economies
are inextricably linked, and this connection has vast implications for talent
acquisition teams.

Macro trends can tell us a great deal about how many candidates are out
there, where talent is coming from and going to, and where the labor market is
headed in the near future. Understanding the ebb and flow of talent, and
what’s driving the change, is a central but often overlooked piece of successful
hiring campaigns.

GLOBAL FORCES BEHIND WAGE CONVERGENCE

Migration, trade, foreign investment, and the spread of technology—all

channels of globalization—work to induce wage convergence in interconnected
and mutually reinforcing ways.

III. Happenings in the global economy, and how it’s affecting how
you hire.

1. Employment worldwide is shifting towards a service economy

In a service economy, jobs rely on people doing things as opposed to making

things (physical things, that is). In Australia, the services industry has
dominated for decades. As of 2010, 68% of the Australian economy was
services based, an increase from 65% in 1994.

While different economies have seen different rates of change, this shift is
overwhelmingly global. In 1994, 28% of China’s economy was based in
services. In 2010, that same figure was 36%. This trend shows no signs of
stopping: Worldwide, more people will be entering office jobs rather than
manufacturing facilities. And, businesses in general will rely more and more on
human resources — making talent acquisition an increasingly vital field.

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 2. Productivity growth is stalling.

In the simplest terms, productivity is output per hours worked. From 1999 to
2006, before the financial crisis, global productivity growth was averaging
2.6%, but in the wake of the recession, the rate has dropped to 2.1%—
economists expect growth to stay at this low rate in the near future.
The global slowdown isn’t driven by just one part of the globe. We see
weakened productivity in the United States and Japan, longer-term
productivity slowdown in China, and severe slowdowns in Latin America, to
name a few.

One potential explanation of the slower productivity growth is that it’s a

symptom of the talent shortage. Critical roles in healthcare, tech and
transportation are notoriously hard to fill these days, with many other
industries experiencing similar strains. In Australia, 12% of job postings are
still open after 60 days. Low productivity rates could be a sign that employers
can’t hire fast enough to distribute the workload and that current employees
are overburdened as a result.

3. The amount of time people spend at work is declining.

The Organization for Economic Cooperation and Development (OECD) is a

group of 34 countries — largely advanced economies like Australia, the United
States and United Kingdom as well as some emerging markets. In 1990, people
in OECD countries worked an average of 1,880 hours a year. By 2013, this had
dropped to an average of 1,770 hours per year.

And although overall productivity growth is lower in countries where people

work less, productivity rates are higher. This kind of trend suggests that
employees and employers alike benefit from working better, not just working
longer. This sentiment is often echoed by leading entrepreneurs, like Netflix
CEO Reed Hastings and others who have stressed the importance of taking
time off to recharge.

4. The global population is ageing.

Today, there are 901 million people aged 60 or above — 12% of the world’s
population. The number of Australians aged 65 and over is expected to
increase rapidly, to 6.2 million in 2042 — around 25% of the population.

This demographic shift means that more services will be aimed at those 65 and
older, a trend which is already creating demand for talent in healthcare.
Employers and governments alike are working to create talent pipelines to keep
pace.

As the population ages, people are also working longer. 45% of women in

Australia aged 60-64 were in the labour force in 2013, up from just 15.2% in

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1993. For men 65 and older, it’s 17% — double the number from 20 years ago.
Employers will need to keep these older workers engaged to avoid losing droves
of talent to retirement. Flexible work arrangements are one way some
employers are doing just that.

5. Not enough young people are learning the tech skills that are
needed on the job.

Among OECD countries, 35% of people age 16-29 have no computer experience
at work — an extremely troubling figure given the ageing of the global
population.

While these young people are accustomed to using technology in everyday life,
many have not yet had the chance to apply those skills in the workplace. While
we tend to think of millennials as significantly more tech savvy than baby
boomers, they might not necessarily have the skill set to fill in as the older
generation retires.

What does this mean for businesses? Young hires may not come equipped with
the knowledge needed for a job, and in a talent short market, employers may
have to hire for aptitude and build skills along the way.

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 6. Migration rates are returning to rates seen before the global
financial crisis.

During the peak of the financial crisis, there was a decline in migration to
advanced economies. With the global economy in a slump and fewer jobs
available, people were less willing to uproot themselves for work.

Today however, the worst of the recession is behind us and people are once
again crossing borders in pursuit of opportunity. This is great news for
employers in areas where local supply of talent isn’t meeting demand —
drawing in skilled candidates from abroad can help address gaps.

7. Today’s global job seeker is well-informed about where the best

employment opportunities are, and will move for the right offer.

So we know that global migration numbers are up, but where are job seekers
looking to move? Today’s candidates are savvier than ever and they want to go
where the opportunities are. Our research shows that the strongest indicator of
interest from job seekers in a location is the number of job postings available in
that place.

Why do people move across borders? 65% of people say it’s to broaden personal
experience, while 58% says it’s for an overall attractive job offer.

8. As job seekers become more mobile, some countries are retaining

and attracting more talent than others.

The inflow of new talent to a country is only one-half of the picture. To

understand the how much talent is available in a location, knowing how much
of the local population you can draw from is also key.
The Indeed Net Interest Score accounts for how many people are interested in
coming to as well as leaving a country. According to this ranking of 55
countries, Australia ranks 28th—meaning that the country overall is losing
talent and not attracting enough to make up the difference.

9. Tech candidates are more likely than the average candidate to

search for jobs abroad.

In 2015, in the world’s 12 largest economies, tech job seekers were 50% more
likely to search across borders compared to the average job seeker.

These coveted candidates are drawn to locations where they can find inspiring
work, motivating peer groups and opportunities for future employment. Our
research shows that tech candidates are nearly 4X as interested in working in
tech hubs like San Francisco and Seattle than other cities.

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 10. Growing interest in flexibility is a global trend.

Interest in flexible work increased by 42.1% from 2013 to 2015 in nine of the
12 largest economies in the world.

And the people looking for flexible options are high-skill candidates. Indeed
data shows that over half of the top 50 keywords associated with searches for
flexible work are related to high-skill jobs — and not only that, many of these
are in the tech and healthcare fields where talent is scarce.

11. People are searching for jobs all the time and they’re searching
on mobile.

Job seekers today have a lot of options, and they know it. In countries around
the world, 70% of the labour force is actively looking or open to a new job.*
People are not only looking for their next job online, they are relying heavily on
mobile devices to conduct their search — a growing trend.
In 2013, 40% of job seekers were using mobile devices. In 2016, that figure
jumped to 60% of job seekers. And preferences for mobile vary from country to
country, ranging from 88% of job seekers in South Korea to 29% in Poland —
demonstrating that no matter where you’re hiring, you should have mobile
optimised job postings.

12. The gig economy is disrupting traditional notions of employment, but

these kinds of jobs still make up a very small segment of the overall
labour market.

Over the last three years, the number of searches for gig jobs increased by a
factor of 15 relative to other types of employment. Job seekers are definitely
interested in the on-demand economy, and job postings in this sector are
increasing as well.

But when you look at the larger picture of the economy, gig jobs are just a
small piece of the whole labour market. The number of people making a living
solely or partially from the gig economy remains marginal.

13. China’s industrial output is slowing, now growing at only half of what
it was in 2010.

In 1990, China was the world’s 11th largest economy. Twenty-five years later,
it is second only to the US. But there have been dramatic changes in the last
half decade — industrial output growth in China is now less than half of its
2010 levels.

26
In early 2016, China’s shrinking manufacturing sector and stock market woes
caused alarm among governments and investors. At the same time, overall
economic growth slowed to its lowest rate in 25 years.
If the era of China’s rapid expansion is over, economies around the world will
feel the effects of the slowdown. This could mean a continued decline in
commodities pricing (see below), which would lead to job cuts in those
industries.

14. Oil prices have dropped, affecting resource-dependent labor markets

the world round.

In July 2015, the value of oil was more than double its value at the start of
2016. In the US, oil-producing states have been hit hard. Canada, the UK and
Russia are among the other countries to suffer the effects of this slowdown.
Meanwhile, alternative energy sources are providing more and more
employment opportunities. If job postings in oil continues to drop at the
current rate, solar will become the primary energy job opportunity before the
year is out. In light of a talent shortage, employers in solar, wind and
hydroelectric may want to source candidates from the oil industry as those
workers search for new roles.

15. Wage stagnation is an international phenomenon.

As employer demand for labor rises and the supply of available talent
decreases, then wages usually increase. Compensation acts as a key incentive
for workers considering one job over another.

But even as the global economy recovers from the financial crisis, wages are
not rising. From 2011 to 2014, wage growth registered a mere 0.5% — even
though employers report difficulty filling posts. The growth rate for wages of
Australian workers declined to 2.2% in 2015, their weakest rate in almost two
decades.

This presents a significant challenge for employers: if people don’t find wages
compelling enough to accept a job, they may stay in their current role even if a
better fit is out there. Some may choose to exit the workforce entirely. For the

27
economy to continue growing, employers will need to get incentives right.

16. High skill, high-wage jobs are on the rise, middle-wage jobs are
dropping out while low wage jobs are also increasing in number. This is
leading to growing polarization of the labor market.

Over the past four decades, technological advances and globalization have
created many new jobs for highly educated, highly skilled workers. On the
other end of the spectrum, lower skilled jobs are also proliferating, while the
growth of middle skill, middle wage jobs has stalled. During this same time
period, the pay gap between the highest and lowest paid has widened.
CONGRATULATIONS!!!!!
This wage inequality is contributing to the talent gap in developed economies.
Youeconomy,
The structural barriers in the may nowsuchproceed to the access
as limited next to education
lesson.people from qualifying for high skill, high pay
and opportunity, are preventing
roles.

Employers have an interest in resolving this gap, and as a result, we may see
more employers invest in training to upskill more of their labor base in the
coming years.

IV. Top market trends that will lead in the future

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1. E-commerce- is the buying and selling of good or services via the
internet, and the transfer of money and data to complete the sales. It's
also known as electronic commerce or internet commerce.
2. Enterntainment in the Company- every company should be an
entertainment company.

Ex. A restaurant offering an online BINGO for the customers.

3. The rise of emotic company

Ex. Mental health related markets

Ethics in companies

Halo- an app as an example of emotic market

4. Digital channels

Ex. Tomorrowland- a digital channel performance.

5. Local comeback- local products will have a chance to showcase their

products by the help of e-commerce.
6. Online word of mouth

Ex. Online seminars

Online gathering

Peloton- a mobile platform for gym online, you can work-out while
having an online host or train0r.

7. Zero effort to zero thinking

A. Zero effort

Example. Mcdonalds interface

X onyx- online work out tracker

B. Zero Thinking

The market will leave the decision making part to the consumers.

Ex. Hotel with room packages offers.

8. Cannabis market- in the future selling cannabis for health development

will be more acceptable.
9. Packaging and shipping industry- because of the rise of the e-commerce
the packaging industry will also develop.

29
 10. Eco-friendly products- eco-friendly products in the market such as
make up or clothing etc will also be rising.
11. Food service industry
12. Health industry
13. Gadget industry
14. Mobility
15. Toy industry
16. Video games
17. Content making
18. Lab grown food

Application: Let’s Apply

Students, I hope you have learned well the ideas given to you. This time
we will be assessing your knowledge.

It was explained above what are the rising market in the globe now. Write
the advantages and disadvantages of the mentioned markets.

Advantages Disadvantages
1. E-commerce eCommerce allows you With online shopping,
to reach customers all consumers can compare
over the country and many products and find

30
 around the world. Your the lowest price. This
customers can make a forces many merchants
purchase anywhere and to compete on price and
anytime, especially more reduce their profit
people are getting used margin.
to shopping on their
mobile devices.
2. Entertainment If you sell a service, you Your service business is
company usually don't have any harder to value than a
inventory. Instead of manufacturing or retail
buying and selling company. Those
products, you convince businesses have
customers to take inventory, equipment
advantage of your ability and other hard assets
to make their lives that have a value. You
easier. can start a service
business with a phone
and very little
equipment.
3. Emotic company The increased use of A disadvantage of email
email has resulted in is that people tend to
business people treat it like a
receiving hundreds of conversation because
emails everyday. Yet, email can happen so
thousands of email quickly. They begin to
messages can be use slang terms and try
archived into folders on to carry on
your computer or conversations via email.
handheld
communication device
such as a cell phone to
be retrieved when you
need them.
4. Digital channels The main advantage of You will need to ensure
digital marketing is that that your staff have the
a targeted audience can right knowledge and
be reached in a cost- expertise to carry out
effective and measurable digital marketing with
way. Other digital success. Tools, platforms
marketing advantages and trends change
include increasing brand rapidly and it's vital that
loyalty and driving you keep up-to-date.
online sales.
5. Local comeback You can’t sell your Although the digital
products or services revolution has somewhat

31
 without appealing to the evened the playing field,
people most likely to buy the truth is that small
those products and business is still at a
services. disadvantage, when it
comes to grabbing their
share of eyeballs through
their marketing efforts.
6. Online word of Word-of-mouth is very One of the biggest
mouth good for creating brand disadvantages of word-of
awareness. When mouth marketing is the
someone shares limited coverage. A
something with a friend satisfied customer may
or a family member, tell a friend or even two
there is a strong about a product/service
possibility that that who then may purchase
person will share the and use the
information with others product/service and
as well. share the experience
with others.
7. Zero effort to zero Zero-based budgeting One of the major
thinking ensures that managers shortcomings of zero-
think about how every based budgeting is that it
dollar is spent, every can reward short-term
budgeting period. thinking by shifting
resources toward areas of
companies that will
generate revenue over
the next calendar year or
budgeting period.
8. Cannabis Cannabis may be a Cannabis users who have
beneficial and safer taking large dosages may
alternative for pain experience periods of
management. Current acute psychosis
emerging literature including hallucinations,
demonstrates beneficial delusions, and a loss of
properties of the sense of personal
cannabinoid use for identity.
treating pain symptoms
including cancer pain.
9. Package and Smaller couriers tend to Larger couriers are likely
shipping industry not have the stability of to have worked with an
larger couriers. A lot of extensive number of
this comes down to businesses and dealt
financial backing and with a wide range of
problems could arise situations. Therefore,

32
 that you’re unaware of when shopping around
when first working with for the perfect courier,
a smaller firm. you’re likely to be able to
find a similar business
that you can base their
service on.
10. eco-friendly lower production and consumers' low level of
products labour costs and greater understanding of
efficiency ecodesign
reduced material and cost - and whether your
resource costs clients or customers are
lower waste disposal prepared to pay that cost
costs difficulties to clearly
improved functionality demonstrate the benefits
and quality of products to buyers so that they
increased market share choose your product
improved environmental risks of trying new
performance materials and
improved customer and approaches
supplier relationships finding alternative ways
easier and lower cost of to make money out of
compliance with longer-life products
legislation difficulties using
easier disassembly and ecodesign on
increased potential for mainstream products
recycling instead of just high
most suitable product quality and niche
design life products
a better working targeting the right stage
environment and in the product's lifecycle
business culture for your or supply chain so you
staff get the greatest
environmental paybacks
for your investment
integrating principles
across business
approaches and supply
chains where the
opportunities can be
greater than singling out
'eco-products', which in
some cases don't succeed
11. Food service If you sell a service, you Hiring and retaining
industry usually don't have any quality kitchen and
inventory. Instead of service staff is a

33
 buying and selling challenge for a
products, you convince restaurant. The fast-
customers to take paced environment,
advantage of your ability variable hours, customer
to make their lives demands, and stress that
easier. results from time
pressure weigh on
managers and front-line
workers.
12. Health There is a lot of devices Lack of information is
industry made for the patients also a disadvantage of
contacting the doctors medical technology.
or nurse. These kinds of Safety and privacy are
digital devices are made some of the laws of
for patients who are hospitals.to protect the
placed in the patient’s patient’s privacy.
rooms or wards in
hospitals.
13. Gadget Gadgets help to improve Gadgets have
industry children’s speaking and strengthened our
reading abilities and it’s communication but we
great for their other get to see depression and
interests and skills as addiction as side effects
well. of it.

14. Mobility This is one of the biggest While frequent moves

benefits of a highly can be exciting and keep
mobile staff. Moving your work interesting, it
around to different can also be very hard on
countries, departments family members and
or even agencies exposes significant others.
you to new ideas, people, Children have to
approaches, challenges frequently change
and solutions helping to schools, saying goodbye
develop new skills and to old friends and having
expertise. to make new ones.
15. Toy industry Having different kind of Though having many
toys is helpful for different kinds of toys or
children's intelligence games definitely provide
development since they some advantages,
have to good at some however, there also some
skills to play the toys disadvantages for having
well, for example, puzzle too much toys. The most
games require a great worst case is that
logic ability. Computer parents intend to let
games of specific type, toys to replace their role
34
 like real-time strategy if they don't have
games require highly enough time to
concentration and accompany with their
strategy planning ability children, so buying toys
to win the game. Since becomes a kind of
parents provide many compensation behavior
different kind of toys for for these parents. In
their children, it is fact, this behavior is not
inevitable that they really helpful for
would have plenty of improving the
toys. relationship with their
children, they still need
to spend some time to
interact with their
children in daily life.
Besides, many toys are
often discarded by
children when they grow
up, since they don't play
them anymore. Many of
these abandoned toys are
made by plastic, and
they certainly threaten
our environment when
they become garbage.

16. Video games Playing video games has While it’s true that video
been found to enhance games can help combat
hand-eye coordination, anxiety and depression,
lengthen attention spans other studies have shown
and improve both that they might cause or
working memory and exacerbate these
rapid decision-making conditions instead.
abilities.
17. Content Over time, you create a Posting content without
creator library of content that a strategy for topic
you can refer people selection, frequency, and
back to when they have distribution might
questions instead of
prevent your articles
answering the same ones from reaching the ideal
over and over again. audience and generating
engagement.
18. Lab grown The system of farm- Lab-grown meat could
food based meat production theoretically contain no
“rarely has the animals’ fat, and would also

35
 best interests in mind”, contain no bones, which
Wired says, and animal may compromise the
welfare in meat- taste to some
producing farms and consumers, Future For
factories has long been a All suggests.
source of controversy
worldwide.

That’s it for Lesson III-IV, I hope you will continue your enthusiasm as
you proceed to the next lessons. You are now equipped with the essential
knowledge of learning the basic of curriculum.

CONGRATULATIONS!!!!!
You may now proceed to the next
lesson

Module Summary

The module was design to provide basic information about the legislative
on the paradigm of labor market as well as its components and elements. The
activities, analysis, abstraction and application in the module were provided to
deepen your understanding of what curriculum is all about and as well as its
importance in education.

36
Module Summary

The module was designed to provide you background information about the
Legislations and regulations that impact on the TVET sector and Events and
trends that have shaped the global labor market over time The activities
provided allowed a deeper understanding on how each foundation influence the
development of Global Labor Market. It emphasized on how Global Labor
Market is changing, its effects to society and how essential that is in
responding needs of the society.

References:
https://www.youtube.com/watch?v=OGFKRCyNTxE&t=10s
https://carnegieendowment.org/2012/02/02/globalization-labor-markets-
and-inequality-pub-47028
https://www.thebrokeronline.eu/creating-a-global-labour-market-d93/
https://lawphil.net/statutes/repacts/ra2014/ra_10647_2014.html
https://aip.scitation.org/doi/pdf/10.1063/1.5003559
https://www.tesda.gov.ph/Uploads/File/Legislative/Amended
%20Implementing%20Rules%20and%20Regulations%20of%20the%20Dual
%20Training%20System%20Act%20of%201994%20(R.A.%20No.%207686).pdf

37
https://www.tesda.gov.ph/Uploads/File/Legislative/Published%20IRR%20of
%20RA%2010815.pdf
https://www.tesda.gov.ph/Uploads/File/Legislative/Published%20IRR%20of
%20RA%2010647.pdf
https://www.econstor.eu/bitstream/10419/184905/1/1027280862.pdf
https://www.youtube.com/watch?v=AbjpRMArWno
https://laboureconomics.wordpress.com/2011/04/30/global-labor-market/
http://www1.aucegypt.edu/src/globalization/labor_Market.htm
https://openknowledge.worldbank.org/handle/10986/24811
https://www.ilo.org/wcmsp5/groups/public/---
ed_emp/documents/publication/wcms_140948.pdf
https://www.imf.org/external/pubs/ft/wp/2007/wp07298.pdf
https://zenodo.org/record/3627626#.YKXPKKgzY2w

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