Monday, September 3, 2007

Research Proposal 1- My Studz

ICT SKILLS-INDUSTRY MATCHING IN DAVAO CITY

by :Mishill Cempron, Amalyn Reyes. Rea Talaboc
Honey E. Gementiza, Jennifer A. Gorro, Sheila Mae C. Navales
Tentative Defense Schedule: September 07, 2007, 10:00am
Panelist : Ms. Novie Joy Pelobello, MSIS and Mr. Exander Barrios, MIM


BACKGROUND OF THE STUDY

The expanding business of information means more jobs in such businesses as software, telecommunications, or public relations. For most highly industrialized countries such as Canada, unemployment is not a basic problem. It's the growing gap between those who have the skills to adapt to the new work place and those who don't: "Canadians cannot avoid coming to grips with the issue of structural unemployment and the growing skills gap that lies its root." Ottawa's Canadian Occupational Projection System agrees with the prediction that fast growth occupations will be in information technology (such as systems analysts and data processing operators), health, and services as diverse as industrial engineering, child care, and food and beverage preparation. Tomorrow's new jobs are likely to share an important feature: many of them will require more education and skills than the jobs they replace.

The Philippines has been acknowledged as the Asia’s source of significant outsource service operations because of its competitive advantages: high quality personnel, lower cost in doing business and proximity to market. The opportunities in the ICT industry such that cyber services is expected to generate a total of 981,000 jobs by 2010.

Locally, Region XI is priming up as one of the country’s top destination for cyber services with Davao City as the hub and “Center of Excellence” in ICT. Davao City ranked high as an attractive ICT Investment Location in the country and was awarded as the “Most Competitive Metropolitan City” for its lowest mark in terms of cost in doing business, and highest rating in terms of livability. The presence of organized industry players in ICT sector coupled with the support of the local government agencies have hasten the development and growth of the ICT sector in the region. Hence, Information and Communications Technology is one of the priority industries identified for development in the Davao Region Industry Cluster Plan 2005-2010 for its significance as a powerful tool for participating in global market, enhancing local development, opportunities and improvement in the delivery of basic services.

The developments in ICT offers a vast opportunities especially in business process outsourcing (BPO), customer care and call centers, medical transcription centers, data animation and visualization, software development, engineering and design, IT outsourcing and Multi-Media and Gaming. However, inspite of the high job opportunities that the BPO can give to the city, concern and doubts about its sustainability of growth and development has been raised as the industry experiences difficulties in meeting the demands of the markets, specifically in the city’s ability to supply skilled workforce.

Accordingly, the human resource development is the most critical area that Davao City faces in the development of its ICT sector and in stimulating the sustainability of its growth and development. The city faces the more profound challenge of educating, training and integrating a large portion of its population who were previously denied the opportunity to move into the emerging information society.

With this regard, DTI and NEDA would like to determine the status of the ICT workforce and whether their skills match with the demands and standards of the industry. Yet, as far as this research is concern, there has been no concrete study that could answer the issue. Hence, the researchers were motivated to advocate a study that would shore up the issues raised by DTI and NEDA in a most probable way so as to help them determine and validate whether the present status of the human resource of the seven sectors of ICT industry matches with the demands and standards of the ICT companies. The researchers consider the three essential factors of the study; Employability (Soft) Skills, IT Technical Skills/ IT Literacy and Customer Service Skills. The Educational Credentials/Profile is also given an emphasis as baseline data for the research study.

The study is important to aid the infusion of skilled human resource in the city. It is timely enough to address the present needs such as of DTI and NEDA and as well strengthen the government-industry-academe linkage in general. If the skills-matching result is affirmative then the present status of the workforce is suitable, otherwise plans for alleviating skills-gap is recommended. It would contribute for possible improvements on the ICT Industry Cluster Plan of NEDA and also assess the problem presently encountered by the Department of Trade and Industry (DTI) in their step to strengthen government involvement in producing highly skilled ICT manpower. The study will also help make the industry aware of the present status of their human resource and whether there is a need of plans for developmental training. It will also provide basis and necessary information on the part of the academe for possible improvements on their method of teaching towards their quest of providing competent ICT graduates. Moreover, students will also benefit from this research by providing significant information on their status as students and the necessary qualifications for them to be employed in the ICT companies.


STATEMENT OF THE PROBLEM

Davao City faces the more profound challenge of educating, training and integrating a large portion of its population who were previously denied the opportunity to move into the emerging information society. To participate in the ICT sector, the city must ensure the development of skills that are on a par with the ICT standards. This will mean improvement to its existing educational and training capabilities as well as preparing its graduates to participate broadly in the information society and to be a productive member of the ICT sector.

The following are the specific questions which would be addressed by this study:

1. What is the present status of the human resource of the seven sectors of ICT industry (Customer Care and Call Centers / (BPO) Business Process Outsourcing, Medical Transcription Centers, IT Outsourcing, Data Animation and Visualization, Software Development, Engineering and Design, and Multi-Media and Gaming) in terms of their:

         *Educational Credentials/Profile;
*Employability (soft) Skills;
*IT Technical Skills/ IT Literacy;
*Customer Service Skills?


2. What are the demands and standards of the ICT companies for their human resource in terms of their:

          *Educational Credentials/Profile;
*Employability (soft) Skills;
*IT Technical Skills/ IT Literacy;
*Customer Service Skills?


3. Does the present status of the human resource of the seven sectors of ICT industry match with the demands and standards of the ICT companies?


SPECIFIC OBJECTIVES

This research study intends to develop a projection of the present status of the human resource of the seven sectors of ICT industry in areas here (customer care and call centers / Business Process Outsourcing (BPO), medical transcription centers, data animation and visualization, software development, engineering and design, IT outsourcing and Multi-Media and Gaming). Accordingly, these sectors are to be evaluated in the following aspects: Educational Credentials/Profile, Employability (soft) Skills, IT Technical Skills/ IT Literacy, and Customer Service Skills.


The study also aims to generate a projection of the demands and standards of the ICT companies for their human resource in terms of their: Educational Credentials/Profile, Employability (soft) Skills, IT Technical Skills/ IT Literacy, and Customer Service Skills.


In regards with the data that will be gathered, this study will determine and validate if the present status of the human resource of the seven sectors of ICT industry match with the demands and standards of the ICT companies.


HYPOTHESIS

There is a mismatch between the level of competence of ICT human resource to the demands and standards form by the ICT companies in its 7 sectors.


SIGNIFICANCE OF THE STUDY

This research study will strengthen the academe-industry-government linkage in general. It would contribute to possible improvements of the ICT Industry Cluster Plan of NEDA and as well address the problem presently encountered by the Department of Trade and Industry (DTI) in their step to strengthen government involvement in producing highly skilled ICT manpower. Moreover, students will also benefit from this research by providing significant information on their status as students and the necessary qualifications for them to be employed in the ICT companies.

It would also benefit the academic institutions in that our research would give them important basis, guidelines and information for possible revisions or improvements of its curricula in order to promote and produce productive and qualified graduates in the field of IT.

It would profit the ICT industry/companies in that its impact would probably increase the number of qualified human resource and thus result to the reduction of high training cost of personnel and contribute to the development and sustainability of the BPO companies growth here in the city.

And most of all, it would benefit us, the researchers, the future graduates and IT professionals, for it will serve as our guidelines and give us knowledge of what we need to possess in order for us to strengthen our capabilities and improve our weaknesses in order to meet the demands and requirements of the ICT industry and thus increase our chances of finding a job and purposely for us to be hired in the BPO companies.


Theoretical Framework

Theory on the assessment of competency:


The theory of Thomas Angelo, assessment requires working expertise and standards for all quality explicit and public: systematically gathering of evidence on how well performance matches those expertise and standards; analyzing and interpreting the evidence; using the resulting information to document expertise and improve performance.

With this assessment of competency, the strength and developmental needs shall be identified. This improves the productivity and job performance of working entry level professionals of information technology by addressing the developmental needs.


Theory on Working entry-level Professionals:



The study about the assessment of working entry-level of IT professionals, written by Ryan Y. Custodio, the inputs are the skills requirements in technical areas, in work functions of a computer and in the core abilities of the entry-level professionals.

The competency of entry-level professionals of information technology was evaluated using the skills requirements items. Finally, the capabilities, strength, and developmental needs were identified as output. This checks whether there is a significant impact of the level of skills requirements on the level of competence of the entry-level professionals of information technology.


Theory on employability skills:

From the BATEC Workforce Study, this diagram attempts to portray the “star” employee, possessing technical depth in more than one technical area and also possessing employability skills. In the study, data shows that employers say that although educators were doing an adequate job of preparing students, technically they were greatly frustrated that applicants lacked a sufficiently broad spectrum of skills, especially employability skills, necessary to efficiently apply and effectively leverage their technical skills.

Most employers wished the applicants had more of, or what they felt applicants lacked, the communication skills, problem solving skills, greater facility in teamwork and collaboration, ability to manage and motivate ones self, and contextual knowledge of work. One significant finding is that certain IT skills that may be still be prized as achievements by some schools and students are completely assumed by business. In particular, basic user skills and facility with the basic or desktop operating systems are considered.


Conceptual Framework


Figure above illustrates the factors considered in determining the skills-industry matching in ICT industry in Davao City.

The variables of this study are the indicators used to compare the Level of Competence of the Human Resource with the Standards and Demands of the ICT Industry which are the following: Employability Skills, IT Technical/IT Literacy and Customer Service Skills. Thus, through the indicators the researchers will then be able to assess if there really exists mismatch between the competence of the employees and the standards of the ICT industry.

Then the researchers would determine whether the HR skills match with the ICT Industry standards. If the result is match, therefore the determinant factors between the two parties are met.

10 comments:

Sir,

I have only skimmed the document, and all I can say for now is that this needs to be thoroughly reviewed and checked for grammatical errors. We all know that "small" errors like these can destroy the credibility of a document, especially one that investigates a problem and presents a solution.

Once I find more time later, I'll try to read the whole document and comment regarding technical matters.

Thank you :)

re: comment is counted. the researchers might have not reviewed it thoroughly. however, the document is subject for checking with a grammarian, as with the usual process. But in this case, the researchers weren't able to have it done due to the inconvenience of scheduling.:(

On the other issue, thanks for the ETS link. It is of great help. Long to hear for more inputs that could help realize this study.

thanks folks!

The problem the I can see in this study is that it mainly focuses on the employers side. Which in turn draws us away from the real source of this problem:

First, I really don't think that the problem lies within the employees/applicants on being incompetent. It is just that the "good ones" are moving out of Region XI and are eyeing jobs elsewhere in other regions.

Second, there is a decrease in the amount of IT professionals being produced by a school simply because of the "nursing effect", in which students eyes nursing as a much profitable profession and an easier one compared to IT related courses.

The question that they're asking on whether there is a mis-match in the current employment in IT based skills here in davao city is quite narrow. They need to focus on the why's and the how's. They need to also include in their study the current rates offered to IT related jobs and see if it's quite reasonable in a "livable" city like ours.

I think it is important to qualify which human resource is referred to in the phrase "...present status of the human resource...of ICT industry..." There are two segments of this resource - those currently employed by the industry and those that are part of the pool of resources actively seeking employment in ICT. IMO, examining the status of each of these segments vis-a-vis the demands and standards of the industry will reveal potentially different facets of the ICT job market.

If the study refers to the segment that's looking for jobs in ICT, then a mismatch with the industry suggests there isnt enough qualified people available within the industry's ecosystem. That may have deeper ramifications in the education sector, among others, which the study amply seeks to address. It may even need to answer the question "Were there enough competent professionals in the locality that have moved elsewhere? Why?"

On the other hand, if the study refers to the segment of human resource that's presently employed by ICT, a mismatch will have a different meaning. If a mismatch with this segment will be found, it will potentially suggest that ICT companies are willing to compromise their own standards in favor of business survival, and will imply further that companies are bridging the gap using other means. Examining that area will possibly change the scope of the study.

The study is definitely a very worthwhile effort, whichever segment the study seeks to examine. It will thread on a lingering perception that the education sector does not adequately train human resources needed by the industry. I myself will be very interested with the findings.

For me, there is already a mismatch in the problem statement. Or...it's just not clear to me..
* "present status" of current employees???
* "demands and standards" means requirements/qualifications???

Isn't it leading? I mean, employers' will not hire those who do not meet their requirements, ayt?.. But the fact is, they even hire nursing graduates..Yes, salary rates should also be included because the real IT people are looking for greener pastures.


Tama ba ako gnabuhat,sir?? heheheh

hello researchers (elow rea..hehehehee...).

i've noticed that you included in your variables "Customer Service Skills". In my opinion, which I believe is neither correct nor erroneous because it's my stance (hehe..), it would be better to include there Communication Skills instead of the Customer Service Skills because I believe that if you do not know how to communicate well, you cannot be of help to customers and you cannot deal with them effectively.

Secondly, the Educational Credentials should not be in the same level to Profile, because when you say profile, it means the whole being of the applicant or the person. Well, the term "Profile" would definitely depend on how you interpret and give definition to it. But if you mean "Profile" as the basic stuff in the resume and similar papers, it's not only the Educational Credentials that it points out, right?

And lastly, since I have discussed about the "Profile", it would be better to level it in Employability (Soft) Skills since it's more of the attitude and the personality of the applicant/person. But then again, all these would absolutely base on how you define each variable and how you make use of the variables.

GOD Bless to your defense this coming Friday and hope you'll get to graduate in time...hehehehe

A piece of advice, start to ponder immediately some ideas and titles for your IPS (web-based system) after you've done your Stats on the research. The remaining chapters won't be that difficult to comprehend anymore. And don't pay for Statisticians, do it yourself. (Patabang mo ug how-to's sa mga computations kang Sir kay hawod kaayo na..hehehehe dba Sir?)

PEACE!Ü

DAGHANG salamat!!!!

i have read all the comments that is given to the study and i would like to thank all who have shared their comments and suggestions for the study. I assure you that this will be considered by our team.

Re: thank you for all the comments

This study focuses on the currently employed or should I say recently employed human resource of ICT industry, those employees with less than a year in service, as stated in the scope and delimitation of this study.

The demands and standards of ICT industry does not necessarily mean as the requirements/qualifications. It is the extent of need of the ICT industry in terms of the enumerated skills in the statement of the problem. It is the extent of need of the ICT industry with relation to the nature of work or business, not the qualifications of employees written on resume and related stuff.

“Communication skills” belongs to the indicator “employability (soft) skills and non-technical attributes”. Employability (soft) skills and non-technical attributes refer to the communications (oral and written) and ability to converse courteously; the ability to work productively in teams and groups and to listen and comprehend. While the customer service skills refers to the ability of human resource to access, interpret, and apply technical data; to troubleshoot systems and ability to document incidents, customer contacts, actions, and response to the needs of the customers.

I would like to thank Ms. Novie Joy Pelobello, MSIS and Mr. Exander Barrios, MIM for evaluating our study and giving us idea on the improvement of the study.

Tapos na mi ngdefense ganina, daghan comments and corrections, helpful man pud sa study. Pwede na mi muproceed. Wheeeewww…sugod na pud sa kapait..hehe
Thank you din sa aming adviser and statistician, who where very helpful in conceptualizing the study.

Gurlz, let’s work hard para mahuman nato ang study in time..
God bless everyone.

Re: The researchers intend to develop a projection of the present status of the human resource of the seven sectors of the ICT industry.

We are going to conduct a baseline workforce study in which our concern is to make an inventory of the strength (population) of the
ICT human resource.

We will determine in each sector the total number of male&female ICT employees, the Educational Qualifications (how many are [undergraduate, graduate, post-graduate/advanced]..in [technical, engineering, ITE or computing, business and management degree]). We will also determine the Professional Credentials (degree specific certifications) and vendor/neutral industry certifications [CCNE, MCSE, A+, CIW, CISP, PhilNITS, CISCO, TESDA,etc..] and the number of employees in the different Job Categories [IT technical, Customer service, managerial, etc..]

The above mentioned information about the workforce of each company would be gathered strategically but it will only serve as secondary data and would not be included as an indicator in the conceptual framework.

The main objective of our research is to determine whether significant difference exist between the level of competence of the recently employed (less than a year in service) human resource of the ICT industry and the extent of need of its demands and standards.

The researchers opt to study the “recently employed” human resource since it has proximity to those “actively seeking for employment”.

The extent of need of the “demands and standards” of the ICT industry does not concern about the “requirements/qualifications”. It means the set of skills that are assumed to be required (Core Skills) of any new hire or candidate for promotion; to what extent they are found and measured, and how (if at all) are they developed by the industry.

The “communication skills (verbal and written aptitude)”, the problem solving skills (especially problem definition), greater facility with teamwork and collaboration, ability to manage and motivate one’s self, as well as the contextual knowledge of work (not just the ‘how’ but the ‘why’ and ‘whom’ and ‘when’) belongs to the first determinant which is the “Employability (soft) skills”….;>

We are thankful to Ms.Novie Joy Pelobello,MSIS and Mr.Exander Barrios,MIM who have given us helpful inputs for the improvements of our study. The experience was great! {firteng kulbaa woi (~_~)..!}. Nonetheless, it is worth the effort since we have received constructive comments, reaction and suggestions.

Thank you to our adviser, statistician and to our classmates..Thank you to all who have shared their views and ideas regarding our study.

I apologize for my grammatical errors and scarcity of English words! {hehehe..sowee poh!} I hope we would be able to successfully finish this research on time..{makagraduate na unta meh! maluoy ka sir :’(

First of all, I would like to extend my gratitude to those who have given their comments, to our adviser, to the panel who gave significant criticisms, to our statistician and to my group mates na to the extent ang level(career). It only means somehow interesting ang study...hehehe...Rest assured that these comments are being considered by the group.
With regard to the topic, as explained by my group mates, I think we can not easily conclude that there is a mismatch not unless we consider factors that shall determine whether there is or there is not. That is all I can say..redundant na if Ill explain further.
Anyways, we have finished with the first three parts though there still corrections and we are about to proceed with the next part including data gathering up to the last part. Thank you to all and MAY GOD BLESS US ALL!!!!