COMPANIES & CORPORATE TRAINING

Observatory of Skills & Employability in Mauritius

www.osem.mu

COMPANIES & CORPORATE TRAININGCURRENT STATUS & TRENDS 2021

MAURITIUS, JULY 2021

SURVEY #1

1

This version is a summary, please check the French version for more details and graphs.

http://www.osem.mu

ABOUT OSEM

2

Launched in June 2021, OSEM is a general interest project initiated by Delphine Taylor and the recruitment company MeetYourJob. It was created in response to the lack of appropriate, up-to-date and available information on the subject of skills and employability in Mauritius.

At the core of this project, the sharing of knowledge in a transparent and simple manner so that it becomes accessible and useful to the majority, while focusing on the emergence of a global vision over the prevailing context which companies, employees and the active population are facing currently.

Through national, short and rapid online surveys, we hope to eventually provide a clearer picture of market issues, so that economic players can better anticipate their needs and optimise decision-making.

Likewise, young people will be able to better choose their professional orientation and the unemployed will be able to orient themselves towards the professions and sectors that will offer them the most opportunities.

TABLE OF CONTENT

3

Introduction: skills and productivity page 4

Observation: Existing jobs require new skills page 5

Context page 6

Key objectives page 7

Governmental Projects and Reforms page 8

Methodology page 10

Scope and limits page 11

Profile of respondent companies page 12

Key take outs page 15-21

Gap analysis: training offer vs. needs by sector page 22

Getting to know and understand the HRDC better: steps and links on the website page 34 Annex 1: Statistics Mauritius employment figures - Dashboard 10.09. 21 page 38 Annex 2: HRDC – Rate of refund and grant refund formulae page 39 Annex 3 and 3bis: HRDC - Summary of projects and schemes 2018-2019 page 40 Annex 4: HRDC - FY 2018-2019 - Analysis of grant disbursed in terms of company size for the year ended 30 June 2019 page 42 Annex 5: HRDC - FY 2018-2019 - Applications received by HRDC for the year ended 30 June 2019 page 43 Annex 6: HRDC - FY 2018-2019 - Analysis of Grant Disbursed by incentive schemes for the year ended June 2019 page 44 Annex 7: HRDC - FY 2018-2019 - Analysis of Grant Disbursement by economic sectors for the year ended June 2019 page 45

In the French version, the add-ons are the following : (mettre le lien)

The detailed study with graphs :

1. Identify difficulties and obstacles / barriers

2. Assess the adequacy of training to companies' needs

3. Understand the training formats sought by companies

4. Analyse the impacts of the COVID health crisis

5. Identify the skills needs of companies

Terminology: defining terms and better understanding the different types of training

4Sources : click on the title of the World Bank report

See extracts of HRDC Annual Report page 39-45

INTRODUCTION: SKILLS & PRODUCTIVITY

According to the World Bank's Mauritius Productivity Survey & report 2020-2021, the shocks of 2020 (EU blacklist, border closures,

Wakashio, ...) came at a time when serious structural cracks were beginning to appear in the fundamentals of Mauritius' long-term growth model.

Prior to Covid-19 and other events in 2020, Mauritius was on an increasingly fragile development trajectory. Among others, the challenges mentioned that have emerged over the past decade are:

● An ageing population, ● Growing tensions in the labour market, leading to a sharp increase in unemployment,● Growing skills shortages and inequality of labour income,● Exclusion particularly of women and poorly educated youth

The World Bank states that raising productivity levels will necessarily involve skills development, innovation and technological transformation. It also argues that in order to continue to boost productivity growth, there is an urgent need to invest in practical education programmes that prepare Mauritians for the labour market, as well as in the promotion of career guidance for differentsectors of the economy.

In the HRDC (Human Resource Development Council) Annual Report 2018-2019 :

• Only 9.49% of employers who contributed to the 'Training Levy' in 2017-2018 received grants (i.e. 1,838 out of 19,373). It is essential to understand why 90.51% of employers who contributed, do not make more use of training grants.

• According to our calculations from the figures in the Activity Report & Performance Review chapter, around 71,000 workers (see page 76) have completed training, i.e. 12% of the working population (591,000 workers in 2019). For information, in the OECD countries, among the 25-64 year olds, 41% of the active population undergoes work-related training each year.

https://documents1.worldbank.org/curated/en/586691621628367648/pdf/Mauritius-Through-the-Eye-of-a-Perfect-Storm-Coming-Back-Stronger-from-the-COVID-Crisis-A-World-Bank-Group-Country-Economic-Memorandum.pdf

OBSERVATION: EXISTING JOBS REQUIRE NEW SKILLS

5Source : click on the title of McKinsey’s report

We have entered the 4th industrial revolution.

We know that digital and Artificial Intelligence technologies are transforming the world of work and that today's workforce will need to acquire new skills and learn to adapt continuously as new professions emerge. We also know that the COVID-19 crisis has accelerated this transformation.

According to the McKinsey report "Defining the skills citizens will need in the future world of work 2021", existing jobs require new skills, new jobs are emerging and others are disappearing.

However, we are less clear about the specific skills that tomorrow's workers will need.

Several countries have been looking at strategies to close the gap between skills supply and demand. The recommendations focus on :

- The training of young people in work-study training, alternating periods of theoretical training with practical periods in companies. It should be emphasised that work-linked recruitment is also a tool for forward-looking management of jobs and skills. Indeed, meeting an immediate need and anticipating future activities can enable companies to support the development of their business in the long term.

- Making access to corporate training more flexible in general.

The common features of the solutions put forward all involve strong collaboration between the players in the labour market.

https://www.mckinsey.com/industries/public-and-social-sector/our-insights/defining-the-skills-citizens-will-need-in-the-future-world-of-work

In a difficult economic context, improving the competencies of human resources is a national issue and training is an essential tool to help companies meet this challenge.

The mismatch between the demand and supply of skills on the Mauritian market is only growing.

Unemployment is on the rise (9.2% in 2020 vs. 6.7% in 2019) and youth unemployment has reached 26.1% in 2020 vs. 22.8% in 2019.

Some sectors will need to hire, while others report difficulty in recruiting to certain positions and retention of qualified staff is difficult.

This gap between supply and demand for skills could be closed, but only if :

• The training programs offered are adapted to the needs of the market and accessible to all,

• Companies encourage employee training,

• Companies have the means to finance training,

• Training Grants schemes and administrative procedures for reimbursement are optimised.

CONTEXT

6Source of unemployment rate - Mauritius Statistics : Annex 1 page 38

7

KEY OBJECTIVES OF THE SURVEY

1. Identify the difficulties and obstacles faced by companies to offer corporate training to their employees

2. Assess the adequacy of training to the needs of companies

3. Understand the training formats sought by companies

4. Analyse the impact of the COVID health crisis

5. Identify the skills needs of companies

6. Gap Analysis : training program offered vs. needs by sector

8

GOVERNMENTAL PROJECTS AND REFORMS

In this difficult context the HRDC, with the technical and financial support of the “Agence Française de Développement” (AFD), is developing the National Skills Development Strategy 2020-2024, whose main objective is to improve the effectiveness and efficiency of the skills development system in Mauritius in order to be more responsive to future skills challenges.

Several grant schemes are being implemented by HRDC and are available at https://www.hrdc.mu/index.php/training-grant-system/levy-grant-incentive-schemes : Foreign Expertise Scheme, Local & Online Training Scheme, Multimedia Facilities Scheme, Overseas Training Scheme, Training Needs Analysis Scheme, Refund of cost of e-Learning licences under the Levy Grant System.

In 2020, the Government has announced the implementation of an Economic Recovery Programme which comprises a package of measures aimed at boosting GDP growth, protecting jobs and creating new ones, reducing dependence on imports and improving the well-being of the population.

One of the key elements of the economic recovery programme is the implementation of the National Training and Reskilling Scheme (NTRS). https://www.hrdc.mu/index.php/news-press/329-economic-recovery-programme-national-training-and-reskilling-scheme-ntrs-1 .In the 2020-2021 budget, provision for the training and retraining of around 9 000 people has been made: 6 000 under the National Training and Retraining Scheme, 750 apprentices under the National Apprenticeship Programme. 2,250 people under the Youth Employment Programme (YEP), extended by one year. 1,000 students under the SME Graduate Scheme, which will be renewed to cover 60% of employees' academic costs.

Finally, a Technical and Vocational Education and Training (TVET) reform project has been underway since 2015 to address the need for higher technical skills, including programmes that focus on work-based learning opportunities.

https://www.hrdc.mu/index.php/training-grant-system/levy-grant-incentive-schemes

https://www.hrdc.mu/index.php/news-press/329-economic-recovery-programme-national-training-and-reskilling-scheme-ntrs-1

METHODOLOGY

9

Survey conducted from 28 June to 31 July 2021, among companies based in Mauritius, in order to assess the interest of business and HR managers in corporate training.

All sizes: from 1 employee to 1000+ employees.

Total respondents: 503 companies

Total usable respondents: 343 companies

Web survey via an online questionnaire, mainly relayed via social media and emailing.

This survey was also submitted to the general public in parallel in order to collect information from the working population and the general Mauritian population (2,591 respondents).

In addition, between April and June 2021, interviews were conducted with 50 company managers, HR and training providers.

A documentary research was used to complete the information. Unfortunately the HRDC annual report 2019-2020 is not available, so we had to rely on the latest figures provided in 2018-2019.

UNIVERSE

RESPONDENTS

INTERVIEWING METHOD *

METHODOLOGY OF THE STUDY

10* See Scope and limits in next page

SCOPE AND LIMITS

This is the first survey conducted by OSEM on the subject of training in general. The methodology targeting companies and, in parallel, the general public (employees, self-employed, students, pensioners, etc.) via social networks, is an experiment which has revealed the interest in the subject of training (3,094 responses in total).

However, the creation of the Observatory requires :• Time to mature to be able to build a stable panel and a more reliable sample (we are starting with this 1st survey, the creation of

this panel of respondents).• An approved and validated approach with the main key players in the market. A process that will be undertaken in the coming

months.

This first survey only allows us to observe major trends. It has the merit of tackling a subject that is still very little studied and in an ad hoc manner, and of putting skills and training at the heart of the debate.The methodology of spontaneous responses shows that the companies that made the effort to respond are particularly interested inthe subject: 86% of responding companies have already offered training to their employees.

According to the HRDC's annual report for 2018-2019, only 9.49% of companies contributing to the Training Levy used their training grants during that year (before the health crisis).

We can therefore deduce that this study reflects a more "optimistic" situation than it really is in reality. This makes it possible to assess the scale of the task of raising the skills of Mauritians and the challenge to be met in order to make training more widespread and more commonplace among companies and Mauritians.

With the current health situation, a study targeting the last 12 months would not be representative. Training will be the subject of a new study at a later date.

The primary sector is not represented in this sample of respondents and some sectors are under-represented (Administrative Support & Services, Energy, Water, Gas, Air Conditioning, Health, R&D). We have disaggregated NGOs as we believe that their roleis essential in the inclusion of the disadvantaged. The large number of respondents from the Communication, Media, Advertising sector prompted us to create this category individually.

11Source : see extract of HRDC Annual Report page 42

0%

0%

1%

1%

1%

2%

2%

3%

4%

4%

4%

5%

5%

8%

9%

11%

11%

14%

15%

0% 2% 4% 6% 8% 10% 12% 14% 16%

Mining and quarrying

Administrative and support services activities

Research & Development

Agriculture, forestry and fishing

Electricity, gas, steam and air conditioning

Human Health

NGO

Arts, Entertainment and recreation

Real Estate

Education

Other services activities

Media & Communication

Transportation and Storage

Construction

Financing and Insurance activities

Accomodation and food service activities

Information and Communication Technology

Manufacturing

Wholesale and retail trade

12

PROFILE OF RESPONDENT COMPANIES

Total respondents:503 companies

Total usable sample: 343 companies

Economic Sectors

Primary Sector – 1%

Secondary Sector – 23%

Tertiary Sector – 76%

sectors that have not been analysed

13

Number of employees

• (1) Some companies did not wish to communicate their turnover figures, so they will be excluded by default from the "analysis by company size", but will be included in the "global

analyses".

• (2) PIE (Public Interest Entity): According to the Financial Reporting Act 2004 and the Financial Reporting (Amendment of Schedule) Regulations 2016: "Public Interest Entity" means

all companies listed on the Stock Exchange of Mauritius; all banks and non-banking financial institutions; any company which has in the preceding 2 consecutive years had, at least,

one of the following: an annual turnover in excess of R500 million or total assets in excess of R500,000 million; public sector organisations listed as PIEs under the First Schedule to

the Act.

Company size by turnover

Small

Enterprises

(< Rs 10M)

Medium

Enterprises

(Rs 10M – 50M)Big

Enterprises

(Rs 50M – 500M)

(2) PIE (Public Interest Entity)

(Rs > 500M)

23%

23%27%

(1) Do not wish to answer

8%

19%

PROFILE OF RESPONDENT COMPANIES

41%

59%

Sex Age Position within the company

14

Women Men

18-24 years old

25-34 years old

65+ years old

35-44 years old

45-54 years old

55 -64 years old

20%0% 30% 40%10%

PROFILE OF RESPONDENTS

General Management

Human Resource Manager

Middle Management

Communication Manager

HR Officer / Recruitment

Training Manager

Other

ONG President

0% 10% 20% 30% 40% 50% 60% 70%

KEY TAKE OUTS

15

16

COMPANIES SHOW STRONG INTEREST IN TRAINING…

The success of this survey in terms of responses (503 companies responding) shows the strong interest of companies’ General Managers (64%) and Human Resources departments (24%) in the subject of training.

Companies of all sizes are represented in this survey.

The participation rate of Small Businesses (23%) in this study reflects a clear interest in the subject, whereas according to the HRDC's 2018-2019 annual report, only 3% of small employers who contributed to the NTF (National Training Fund), i.e. 420 employers and 2 452 employees, have been reimbursed by the HRDC for their training costs in 2018-2019 (1).

Companies in the Service sector show a much higher participation rate, but Industry sector (14%) stands out for its participation in the secondary sector.

The interest of companies is further confirmed by their motivation to be part of the OSEM’s panel of respondents (249 companies) regarding the subjects of skills and employability in Mauritius.

(1) Sources Annual Report HRDC 2018-2019 See Annex 4 : Analysis of grant disbursed in terms of company size page 42

249 companies have subscribed to OSEM’spanel.

17

… BUT MANY BARRIERS AND DIFFICULTIES HOLDING THEM BACK

During our interviews, companies’ General Managers and HR Managers affirmed their belief in the importance of training.

However, the fear of seeing their employees leave for other companies, once they have been trained, is one of the reason holding them back.

In addition, the reluctance expressed concerns the difficulty for company managers to measure the impact and quantify the return on investment of training.

• Only 30% of companies draw up their training plan when preparing the annual budget.

• Training Need Analysis: less than half of companies (46%) systematically carry out the TNA exercise - 1 in 5 companies (18%) have never thought of doing so - for 12% of them, it is neither a priority nor a need.

• 40% of companies have an annual budget of less than Rs 100,000.

• More than half of the responding companies do not use their entire annual training levy (54%).

• 28% of responding companies do not know their annual training levy.

• Difficulty in finding training programs (37%) and difficulties with administrative procedures for reimbursement are the main barriers (34%) to the implementation of training programs.

• Limited budget

• Lack of planning

• Lack of “Training Need Analysis”

• Difficulty with administrative

procedures for reimbursement

• Lack of knowledge regarding the

“Training Levy”

• Difficulty to find training courses

18

THE TRAINING PROGRAMS OFFERED ARE QUESTIONED

During interviews with business leaders, they mentioned the fact that education and training programmes are not aligned with market needs.

They would like to see more practical training programs which can be concretely implemented in the business environment.

Key points to remember from the quantitative survey:

• 31% of the responding companies are not satisfied with the quality of the content of the training in Mauritius.

• 75% of the companies were satisfied overall with the quality of the trainers (25% were unsatisfied).

• 54% were dissatisfied with the diversity of the training offered.

• For 63% of companies, the use of foreign trainers is recurrent or even unavoidable. They mainly come from Europe or are expatriates based in Mauritius.

• The use of regional trainers remains under-represented (7%).

• Training not aligned with business needs

• Unsatisfaction in diversity of training offered

• Quality of training questioned by companies

19

THE TIMID EMERGENCE OF NEW TRAINING FORMATS

In-company training is clearly identified as the preferred training format for companies.

Exchanges with HR have helped to understand the reasons for their motivations: the group effect and sharing during the sessions, content contextualised to the company's activity and adapted to a targeted audience. Less than 20% of companies offered training courses where the content has been developed from scratch with service providers.

• 8 out of 10 companies offer short-term training courses.

• Coaching and mentoring come in second place (52%) and conferences and seminars (43%) are the third most popular training solution.

• One-to-One training is mainly offered by small and medium-sized companies.

• Work-study training remains a very rare solution among Mauritian companies responding (7%).

• Before COVID, online training was already beginning to be a solution used by nearly 30% of the respondent companies.

• While 29% of companies in general do not use e-learning, this percentage rises to 40% in Medium Enterprises.

Sandwich courses (apprenticeships, work-study training) remains a very rare solution among Mauritian companies (7%), even though it is a practical and efficient solution for improving integration and helping to employ young people.

France has broken the historic record in terms of « formations en alternance » in 2020

In the UK, 79% of employers state that theyexperienced a rapid return on investment

In US, apprentiship continues to demonstratestrong growth +70% since 2011

https://travail-emploi.gouv.fr/actualites/presse/communiques-de-presse/article/apprentissage-plus-de-500-000-contrats-signes-en-2020-dont-495-000-dans-le

https://www.londoncouncils.gov.uk/our-key-themes/economic-development/apprenticeships/making-it-happen/benefits-apprenticeships

https://www.dol.gov/agencies/eta/apprenticeship/about/statistics/2020

20

THE HEALTH CRISIS IS HOLDING BACK INVESTMENT IN TRAINING

During our interviews, General Managers told us that the health crisis has triggered a high level of uncertainty and has put a strain on their cash flow. Investment in training is likely to suffer in the medium term.

• The training budget has been cut by half for 41% of companies, and 9% of them say they will cut it entirely by 2021. For about a third of them, there will be little or no impact of the health crisis on the training budget.

• Smaller companies will be the most affected: 50% of them will reduce their budget by more than 50% (18% will reduce it entirely).

• 42% of medium-sized companies will not reduce their budget or will reduce it only slightly, although 15% of them will cut it completely.

• One third of PIEs (Private Interest Entities) will not reduce their budget or will reduce it only slightly. 59% of them will reduce their budget by more than 25%.

• Before COVID, 29% of companies did not do online training. Once the crisis is over, blended training represents a larger share than before the crisis (54% vs. 28% before COVID).

• The health crisis is having a major impact on companies' budgets: -50% for 41% of responding companies.

• Small companies, which were already low consumers of training, will be heavily impacted.

• Companies are adapting to the situation and moving towards more flexible solutions, particularly blended training (mixed online and face-to-face), even though face-to-face training remains the preferred format.

21

SOFT SKILLS AT THE TOP OF NEEDS, BUT JOB-RELATED TRAINING (MÉTIERS)ARE THE MOST DIFFICULT TO FIND

• Operational teams (76%) and Middle Management (73%) take the most training, ahead of Top Management (42%).

• In PIEs (85%) and Big Enterprises (92%), Middle Management takes the most training.

• The least qualified positions are under-represented in access to training: blue-collar workers (14%), office staff (9%), handlers (7%) and drivers (3%) come last.

• The "Sales" department ranks first in terms of participation in training with 44%, followed by Management (38%) and Production (35%).

• The Top 3 skills to be developed are: Leadership (60%), Relational & teamwork skills (60%), Job-related skills (58%). It should be noted that the 4 most sought-after skill areas are the same as for individuals (see Survey: Mauritians and training).

• Job-related skills (métiers) are those for which companies have the most difficulty in finding suitable training, whatever the size of the company.

• Small Enterprises have multiple skills needs, which they place almost equally (between 41% and 45%): Job-related skills, Behavioural, Leadership, Relational & teamwork skills, Personal Development.

• Big Enterprises (54%) and PIEs (48%) place Personal Development in 4th position

The need for "soft skills" is ranked at the top. Mainly leadership, interpersonal and teamwork skills.

Job related skills (métiers) are those for which companies have the most difficulty in finding suitable training programs (36%).

22

Gap analysis:Training programs offered vs. needs by sector

23

ACCOMODATION AND FOOD SERVICES ACTIVITIES

SKILLS TO BE DEVELOPED MOST OFTEN

What skills do you most often seek to develop within your company? [Multi-choice]

For which skills do you find it most difficult to find suitable training? [Multi-choice].

THE SKILLS FOR WHICH COMPANIES FIND IT MOST DIFFICULT TO FIND SUITABLE TRAINING

5%

18%

28%

38%

44%

54%

56%

59%

69%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Linguistic Skills

Project Management Skills

IT, digital Skills

Health & Safety Skills

Social and Behavioral Skills

Personal development

Job-related Skills (métiers)

Interpersonal Skills, Teamwork

Leadership Skills

3%

3%

8%

10%

15%

23%

31%

36%

38%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

Linguistic Skills


IT, digital Skills






Leadership Skills

24

FINANCING AND INSURANCE ACTIVITIES

22%

25%

44%

47%

55%

56%

63%

66%

67%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Linguistic Skills





IT, digital Skills



Leadership Skills

3%

13%

19%

25%

30%

31%

32%

44%

50%

0% 10% 20% 30% 40% 50% 60%


Linguistic Skills





IT, digital Skills


Leadership Skills





25

MEDIA & COMMUNICATION

12%

16%

28%

32%

32%

33%

36%

36%

40%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

Linguistic Skills






IT, digital Skills


Leadership Skills

0%

0%

8%

15%

16%

20%

24%

24%

28%

0% 5% 10% 15% 20% 25% 30%

Linguistic Skills


IT, digital Skills






Leadership Skills





WHOLESALE AND RETAIL TRADE

26

3%

21%

23%

30%

44%

45%

50%

58%

62%

0% 10% 20% 30% 40% 50% 60% 70%

Linguistic Skills


IT, digital Skills





Leadership Skills


0%

5%

14%

15%

20%

23%

26%

26%

29%

0% 5% 10% 15% 20% 25% 30% 35%

Linguistic Skills


IT, digital Skills





Leadership Skills






27

CONSTRUCTION

2%

17%

29%

29%

49%

50%

54%

58%

60%

0% 10% 20% 30% 40% 50% 60% 70%

Linguistic Skills

IT, digital Skills






Leadership Skills


2%

2%

13%

17%

19%

23%

25%

27%

40%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

Linguistic Skills


IT, digital Skills





Leadership Skills






28

EDUCATION

6%

13%

19%

38%

48%

50%

50%

63%

63%

0% 10% 20% 30% 40% 50% 60% 70%


Linguistic Skills

IT, digital Skills






Leadership Skills

6%

13%

13%

17%

17%

18%

19%

25%

25%

0% 5% 10% 15% 20% 25% 30%


Linguistic Skills


IT, digital Skills



Leadership Skills







29

MANUFACTURING

2%

24%

29%

36%

50%

50%

64%

69%

71%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Linguistic Skills



IT, digital Skills




Leadership Skills


0%

3%

9%

19%

22%

22%

24%

26%

47%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

Linguistic Skills



IT, digital Skills




Leadership Skills






30

INFORMATION & COMMUNICATION TECHNOLOGY

13%

13%

31%

42%

44%

51%

60%

62%

71%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Linguistic Skills






Leadership Skills


IT, digital Skills

0%

7%

17%

18%

19%

20%

22%

24%

47%

0% 10% 20% 30% 40% 50%


Linguistic Skills



Leadership Skills




IT, digital Skills





31

TRANSPORTATION & LOGISTICS

4%

8%

17%

29%

46%

47%

54%

54%

75%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Linguistic Skills






IT, digital Skills


Leadership Skills

0%

7%

8%

17%

21%

21%

25%

26%

29%

0% 5% 10% 15% 20% 25% 30% 35%


Linguistic Skills


Leadership Skills



IT, digital Skills







32

REAL ESTATE

5%

29%

29%

33%

33%

38%

38%

52%

52%

0% 10% 20% 30% 40% 50% 60%

Linguistic Skills




IT, digital Skills


Leadership Skills



0%

4%

5%

19%

19%

20%

24%

25%

29%

0% 5% 10% 15% 20% 25% 30%


Linguistic Skills






IT, digital Skills

Leadership Skills





33

ARTS, ENTERTAINMENT AND RECREATION

14%

21%

22%

29%

36%

43%

50%

57%

64%

0% 10% 20% 30% 40% 50% 60% 70%


Linguistic Skills

IT, digital Skills




Leadership Skills



7%

8%

10%

14%

14%

21%

29%

30%

36%

0% 5% 10% 15% 20% 25% 30% 35% 40%

IT, digital Skills


Linguistic Skills


Leadership Skills









HRDC

34

INFORMATION ON THE HRDC, PROCEDURES AND LINKS ON THE WEBSITE

35

HRDC (Human Resource Development Council) https://www.hrdc.mu

The Human Resource Development Council (HRDC) was set up as a corporate body in November 2003 as per the HRD Act 2003. The setting up of the HRDC was inspired by recommendations of a report on National Integrated Training Strategy, prepared by an International Labour Organisation (ILO) consultant, whereby the need for an apex body that would guide and provide the necessary thrust for human resource development in Mauritius was felt.

HRDC has been vested with the responsibility to look after and promote the development of the labour force in Mauritius in line with the requirements of a fast growing economy..

Several schemes are in place to achieve this mission and are available on the HRDC website https://www.hrdc.mu/index.php/training-grant-system/levy-grant-incentive-schemes : Foreign Expertise Scheme, Local & Online Training Scheme, Multimedia Facilities Scheme, Overseas Training Scheme, Training Needs Analysis Scheme, Refund of cost of e-Learning licenses under the Levy Grant System

HRDC Annual Report: available online for consultation https://www.hrdc.mu/index.php/downloads/category/5-annual-reports

Frequently asked questions (FAQ ) : https://www.hrdc.mu/index.php/training-grant-system/ntf/ntf-faq

HRDC’s online training grant enables you to submit your grant applications G1 and G3 online as well as providing you http://www.levy.hrdc.mu/

MORE DETAILS :

Training Levy : Every employer should pay levy monthly and should make a return specifying the list of employees and levy paid to the Ministry of Social

Security, National Solidarity and Reform Institutions. https://www.hrdc.mu/index.php/training-grant-system/ntf/ntf-faq#3-2-how-can-i-know-the-amount-

of-levy-paid-to-the-hrdc

The levy payable is 1.5% of basic salary. The HRDC receives 1% of the levy amount and the remaining 0.5% is transferred to the Workfare Programme Fund

managed by the Ministry of Labour, Industrial Relations, Employment and Training.

Only the levy of 1% received by the HRDC for the preceding financial year should be taken when computing the annual grant ceiling.

Annual Grant Ceiling : https://www.hrdc.mu/index.php/training-grant-system/tax-rate-and-grant-refund-formula ( see Annex 2)

An online grant calculator is available on : https://www.hrdc.mu/index.php/training-grant-system/grant-calculator.

https://www.hrdc.mu/

https://www.hrdc.mu/index.php/training-grant-system/levy-grant-incentive-schemes

https://www.hrdc.mu/index.php/downloads/category/5-annual-reports

https://www.hrdc.mu/index.php/training-grant-system/ntf/ntf-faq

http://www.levy.hrdc.mu/

https://www.hrdc.mu/index.php/training-grant-system/ntf/ntf-faq#3-2-how-can-i-know-the-amount-of-levy-paid-to-the-hrdc

https://www.hrdc.mu/index.php/training-grant-system/tax-rate-and-grant-refund-formula

https://www.hrdc.mu/index.php/training-grant-system/grant-calculator

36

National Training Fund (NTF) : The HRDC is responsible for the management of the National Training Fund (NTF). Under the NTF, various training incentives are offered to employers in order to allow them to meet part of the training cost of their employees and to support other training initiatives both at enterprise and national levels. Employers can recover up to 75% of course fees depending on their annual levy paid. https://www.hrdc.mu/index.php/training-grant-system/ntf/ntf-faq#1-1-national-training-fund.

What are the main conditions for eligibility under the Training Grant System?• Employers should contribute monthly towards the training levy;• The courses/ training programmes should be MQA approved / HEC (High Education Commission) Accredited prior to the start of thecourses/programmes• Grant is restricted to Mauritians or permanent Residents of Mauritius

The annual grant ceiling is based on the levy paid for the previous financial year ending 30 June. Employers can track the use of their training

levy via the HRDC website with a login and password.

https://www.hrdc.mu/index.php/training-grant-system/ntf/ntf-faq#1-1-national-training-fund

ANNEXES

37

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ANNEX 1: EMPLOYMENT FIGURES - STATISTICS MAURITIUS

Source : https://statsmauritius.govmu.org/Pages/Statistics/Tableau-de-Bord.aspx

a) Provisionnal figures1) Mid-year population excluding Agalega & St. Brandon3) Ratio of unemployed to that of Mauritian Labour ForceYouth : Unemployment for persons aged 16-24

Dashboard 10.09.21

https://statsmauritius.govmu.org/Pages/Statistics/Tableau-de-Bord.aspx

ANNEX 2: HRDC – RATE OF REFUND AND GRANT REFUND FORMULAE

Source : https://www.hrdc.mu/index.php/training-grant-system/tax-rate-and-grant-refund-formula

39

https://www.hrdc.mu/index.php/training-grant-system/tax-rate-and-grant-refund-formula

40

ANNEX 3: HRDC – PROJECTS & SCHEMES – FY 2018-2019

Projects/Schemes FY 2018-2019

Targeted Population ObjectivesNumber of participants approved during budget exercise

Number of traineeswho started training

Number of trainees whocompleted training

National Training Fund (NTF)

Employees from19 373 employers who contributeto Training Levy

To encourage employers to invest in capacity building of their employees1 838 employers out of 19 373 employers contributing, have benefitedfrom training grants during this period.

n/a 65 699 65 699

National Skills Development Program (NSDP)

Unemployed youth as from 16 years old (except for some sectors like construction for which the minimum is 18 years old)HSC level or below

To train unemployed youth in technical skills so as to improve their employability.To provide in-demand skilled manpower to recruiting employers- 87 companies have participated

9 908 7 705 5 044

Graduate Training for Employment Scheme (GTES)

Unemployed graduates

To enhance the employability of unemployed graduates by providing them with skills which match industry requirements.To facilitate training and industrial placement of graduate traineestowards employment. To provide financial incentives and other support measures for employers to develop customised training programmes to address the talent gaps within their business.

210 Not specified 27

Sectorial Skills Development (SSDS)

Sectors : Finance, Agriculture, Construction, Manufacturing

To help industry associations to meet the skill development needsof their members by offering them the opportunity to develop andimplement specific skill development programmes based on common needs through a clustering approach. To boost the skills level sector-wise.

470 272 272

Training in deep learningStudents et Teachers : background IT, Mathematics, Engineering

To provide students and lecturers with the opportunity to upgrade their skills and knowledge in deep learning which is an industry-focused technology.To improve the employability of ICT graduates.

30 Not specified

Oracle WorkForceDevelopment Program in Java SE 8 Fundamentals and Oracle Database SQL

SQL TrainingTo bridge the gap between available skills in the labour market and industry requirements through industry certifications in ICT.

72 72 72

NTRS - National Training and Reskilling Scheme (2020)

9,000 unemployed persons

Government has announced the implementation of an Economic Recovery Programme which comprises a package of measures aimed at boosting GDP growth, protecting jobs and creating new ones, reducing dependence on imports and improving the well-being of the population. One of the key components of the Economic Recovery Programme is the implementation of the National Training and Reskilling Scheme (NTRS).

73 778 71 114

Source page 14-39 : Annual Report HRDC 2018-2019


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Projects/Schemes FY 2018-2019

Targeted Population Objectives

National Skills Development Strategy (NSDS)

100 StakeholdersTo chart the pathway for skills development in line with the vision ofGovernment.

Career Development Stairway (CaDs)

CaDS website : https://www.cads.hrdc.mu/index.php/en/

To provide information on the various job roles and career opportunities inthe sector.

Career's Project 500 students To introduce students to the resources and skills necessary for a successful job.

Development of a Career Portal

In processTo help Mauritian citizens, specifically students, school leavers, unemployedand individuals willing to change career. A term of reference for the development ofthe Career Portal has been drafted and the Bidding Exercise will be launched shortly

Training of Senior Educators in Career Education, information, Advice and Guidance

Senior EducatorsTo empower Senior Educators to provide careers education and careerinformation to their students.

Assessing career Aspirations of University Student

StudentsTo assess the perceptions and aspirations of university students oncareers and jobs through a survey.

Skills Studies StudentsTo assess skills needs in the short to medium term (0 to 2 years). To map the current education and skills levels of employees across occupational groups, and in differentsectors of the economy.

ANNEX 3: HRDC – PROJECTS & SCHEMES – FY 2018-2019

Source page 14-39 : Annual Report HRDC 2018-2019

https://www.cads.hrdc.mu/index.php/en/


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ANNEX 4: HRDC FY 2018-2019 – ANALYSIS OF GRANT DISBURSED IN TERMS OF COMPANY SIZE

*

(i) Annual Levy paid up to Rs 20,000Under this company size only 420 employers, representing 3% of the total number of employers contributing the annual levy, have benefittedfrom grant refund. Additionally, 28% of the total levy contributed have been recovered as grant refund by the employers. Only 5 % of the total grant have been disbursed under this category for the training of 2,452 employees, which represents 4% of the totalnumber trained.

(ii) Annual Levy paid above Rs 20,000 and up to Rs 100,00026 % of total employers in this category have benefitted from the Levy

Grant Scheme to the tune of 17% of the total grant disbursed for the year ended 30 June 2019. Moreover, 64% of the Levy contributed by employers in this size have been recovered by them throughdisbursement of grant refund for the training of 15% of the total employees trained for this year, represented by 9,840 employeestrained.

(iii) Annual Levy paid above Rs 100,000A majority of employers forming part of this Company Size, more precisely 68% of them, have taken advantage of the Levy / Grant System and have received 78% of the total grant disbursed for the yearended 30 June 2019. The recovery rate of the levy contributed throughgrant disbursed for this category of employers is 64%. On the otherhand the bulk of employees trained for this year emanates from thiscategory, which comprises 53,407 employees and represents 81% of the total number trained.

Source : Annual Report HRDC 2018-2019


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ANNEX 5: APPLICATIONS RECEIVED BY HRDC FOR YEAR ENDED 30 JUNE 2019



44

ANNEX 6: ANALYSIS OF GRANT DISBURSED BY INCENTIVE SCHEMES FOR THE YEAR ENDED 30 JUNE 2019



ANNEXE 7: HRDC – ANALYSIS OF GRANT DISBURSEMENT BY ECONOMIC SECTORS FOR THE YEAR ENDED 30 JUNE 2019

45Source : Annual Report HRDC 2018-2019


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For more information

Delphine [email protected]

Marine [email protected]

Clémence [email protected]

Observatory of Skills & Employability in Mauritius

http://www.osem.mu/

mailto:[email protected]



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