Introduction:
The situation in Egypt
regarding the management of the professional labor market can be viewed from
two perspectives: the multiplicity of entities and the absence of an
independent and integrated professional labor market management body.
First – The multiplicity of
entities sharing responsibility for managing the labor market:
Question: Is the problem the
lack of an independent body, or the weak coordination among existing entities?
1. Despite the challenges,
there are some current administrative advantages, such as the distribution of
responsibilities, where each ministry works within its area of expertise.
This prevents the concentration of all files in one entity, thus reducing
centralized bureaucracy.
2. Sometimes, the multiplicity of entities provides flexibility,
reduces the bloated size of a single agency, allows each sector to operate
independently, and minimizes political and administrative sensitivities.
Establishing an independent body to manage the market might be perceived as a
withdrawal of powers or a broad government restructuring.
Second – The Other Side – The
Absence of an Independent and Integrated Management of the Professional Labor
Market:
1. The biggest problem is the weak integration among the
entities involved in the professional labor market.
2. The imbalance between supply and demand means that outputs do
not match market requirements.
3. Training is conducted according to different standards, and
the private sector needs skills that are not being taught, and data is not
fully standardized.
4. There is no single entity
that compiles data, needs, expectations, skills, and policies in a
comprehensive manner, thus revealing the skills gap, which is one of the most
serious problems.
What are the difficulties in
establishing an independent labor market management?
1. Cost – Establishing a new
institution means budgets, structures, employees, and legislation.
2. Some believe there will be a conflict of jurisdictions, such
as: Who is responsible? Who has the authority to make decisions? Will the
ministries' powers be withdrawn?
3. Institutional Sensitivity: Some entities may see their role
as threatened or administrative duplication with bureaucracy if a large,
independent entity is established.
What is the optimal solution?
1. An entity that does not
usurp responsibilities, provide training, or interfere in existing areas of
expertise, but rather operates within a flexible, integrated, and coordinating
framework.
2. It works to collect data, analyze needs, coordinate between
entities, and support decision-making without replacing any existing entity.
3. It does not involve creating a new entity, but rather forming
or structuring a new entity and transferring some expert and specialized staff
to it.
Why is this the best solution?
Because it is less sensitive,
less costly, faster to adopt, preserves existing entities, and focuses on
integration, not control.
The modern global model:
1. Modern states are moving
towards institutional networks, digital integration, skills councils,
continuous analysis, and partnerships with the private sector, rather than a
single central institution controlling everything.
2. The real challenge is not
creating a new entity to manage the professional labor market, but rather
building effective mechanisms for coordination and integration among existing
collaborative entities.
Conclusion: Opening the door
for discussion and analysis:
1. The issue is deeper and
relates to integration, management, coordination, the ability to understand the
market, and controlling the parallel market.
2. The extent of coordination between education, the market,
investment, and the market, the availability of safe working environments, and
the resolution of market problems.
3. The current situation in Egypt includes multiple entities,
diverse expertise, and existing roles, but there are coordination gaps, data
fragmentation, and weak alignment.
4. The optimal solution is to
consider the situation in Egypt from the perspective of the lack of an
independent entity to lead the professional labor market and from the
perspective of establishing an entity to manage the market in partnership with
all relevant stakeholders.
5. It is important to consider
the seriousness of problems such as the skills gap, which is one of the most
critical issues, and to seek solutions to address other problems such as poor
alignment, weak regulation of the labor market, and others.
6. Countries may not always need to create new entities to
manage the labor market as much as they need to build coordination and
integration systems capable of linking education, training, the economy, and
services within a unified development vision.
Research and Preparation by
Badr Al-Din Ahmed
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