Skills mismatch in the agricultural labour market in Benin: vertical and horizontal mismatch

Ghana's textile and apparel sector: a strategic assessment of skills needs and development through the STED framework

“…This agenda details how countries should develop, monitor, evaluate and review skills policies supported by research and technical assistance from industry. Third, our findings differ from prior studies of skills mismatch in the agriculture sector (Kaki et al, 2022), which SSB to work with TVET institutions and partners to develop a variety of short courses or programmes to upskill the workforce, especially around specific skills that are in high demand in the textile and apparel sector Industry-institute linkages SSB to form strong network ties with industry and institutions. This newly formed partnership will moderate and fill the gaps and challenges mostly coming from academia's inability to catch up with industry in terms of technology and skills Industry-institute linkages SSB to increase advocacy among TVET institutions to provide cutting edge solutions that will be appealing to industry that will, in turn, encourage work place learning and apprenticeship Industry-institute linkages SSB to set standards for continuous learning of the industry's workforce Industry-institute linkages SSB, through advocacy, should negotiate with government to introduce policies to encourage girl-child participation in STEM education Industry-institute linkages SSB needs to articulate a positive narrative to graduates and entry-level hires on how the sector can promote economic development and help manage the sector for the future Industry-institute linkages…”

“…Researchers often describe mismatch as either vertical or horizontal, whereby the vertical mismatch is measured using over-and undereducation while the horizontal mismatch is measured using skills shortages, gaps and obsolescence, among others (Marin and Hayes, 2017). Most of the key variables in skill mismatch reflect differently in each work environment and are therefore felt differently (Kaki et al, 2022). Hence, while some concepts related to mismatch are measured subjectively, others are measured objectively (Li et al, 2018;Cultrera et al, 2022).…”

“…In terms of application, researchers often choose to determine mismatches either at the individual level or at the firm level (Kaki et al, 2022). At the individual level, skills mismatch often details surplus or deficit human capital meaning.…”

“…Regarding sub-Saharan Africa, there is not much research that has examined skill mismatch (Kaki et al, 2022). Studies that have focussed on skill mismatch focussed on vertical mismatch.…”

“…A significant problem area is the persistent issue of skills mismatch. Previous studies (Mertzanis and Said, 2019;Jacobs and Karpova, 2023;Otchia and Yamada, 2021;Kaki et al, 2022) have highlighted the significance of skills in the manufacturing sector. However, there remains a practical gap in the literature as no study has (1) extensively explored the specific skills needs, including skill shortages and skill gaps, within the T&A sector, (2) identified the education and training requirements to diversify skills (e.g.…”