Lao People s Democratic Republic: Support for the Human Resource Development Strategy

Transcription

1 Technical Assistance Report Project Number: Policy and Advisory Technical Assistance (PATA) December 2012 Lao People s Democratic Republic: Support for the Human Resource Development Strategy The views expressed herein are those of the consultant and do not necessarily represent those of ADB s members, Board of Directors, Management, or staff, and may be preliminary in nature.

2 CURRENCY EQUIVALENTS (as of 5 December 2012) Currency unit kip (KN) KN1.00 = $ $1.00 = KN8,005 ABBREVIATIONS ADB Asian Development Bank ASEAN Association of Southeast Asian Nations HRD human resource development IRL Indochina Research Lao Lao PDR Lao People s Democratic Republic MOES Ministry of Education and Sports NSEDP National Socio-Economic Development Plan STEP skills toward employment and productivity TA technical assistance TVET technical and vocational education and training TECHNICAL ASSISTANCE CLASSIFICATION Type Policy and advisory technical assistance (PATA) Targeting classification General intervention Sector (subsectors) Education (preprimary and basic education, nonformal education, upper secondary education, technical education and vocational skills training, tertiary and higher education) Themes (subthemes) Social development (human development); capacity development (institutional development, organizational development) Location (impact) Rural (medium), urban (medium), national (high), regional (medium) NOTE In this report, "$" refers to US dollars. Vice-President S. Groff, Operations 2 Director General K. Senga, Southeast Asia Department (SERD) Director L. Gutierrez, Human and Social Development Division, SERD Team leader Team members Y. Hirosato, Principal Education Specialist, SERD K. Chanthy, Senior Project Officer, SERD J. Mangahas, Education Specialist, SERD In preparing any country program or strategy, financing any project, or by making any designation of or reference to a particular territory or geographic area in this document, the Asian Development Bank does not intend to make any judgments as to the legal or other status of any territory or area.

3 I. INTRODUCTION 1. The Government of the Lao People s Democratic Republic (Lao PDR) requested the Asian Development Bank (ADB) to provide policy and advisory technical assistance (TA) to support preparation of a human resource development (HRD) strategy, including the required analytical work. 1 HRD is a top priority for socioeconomic development as reflected in government policy and plans. In this regard, the government is planning to prepare an up-todate and evidence-based HRD strategy to help meet national development priorities that include reducing poverty, accelerating the achievement of Millennium Development Goal targets, and moving out of least-developed country status by The TA is included in ADB s country operations business plan, for the Lao PDR, as a firm 2012 policy and advisory TA (formerly entitled Education Reform Support Facility). 2 During the 1 5 October 2012 fact-finding mission, the government and ADB agreed on the TA impact, outcome, outputs, implementation arrangements, cost estimates and financing plan, and terms of reference for consultants. The design and monitoring framework is in Appendix 1. II. ISSUES 2. The long-term development agenda of the Lao PDR is to achieve a market-oriented open economy and orient the country to industrialization and modernization. Development priorities include support for economic growth and reduction of poverty and inequality. However, the government faces several development challenges. More than 75% of workers continue to be engaged in agriculture, suggesting that economic growth has not created jobs in industries and services. With a human development index of 0.524, the country ranks 138th out of 187 countries. 3 Labor productivity in agriculture is far less than in nonagriculture sectors. In particular, the lack of skilled human resources and low worker productivity are binding constraints to economic growth and diversification. The labor force does not meet the requirements of the growing economy. The general population has an average education of about 4 years; this is even lower among ethnic groups and women. Education and training systems need to be more closely linked to enterprises and businesses. 4 Strengthening HRD is essential to poverty reduction, service delivery improvement, and economic development. 3. Three challenges influence the development and utilization of human resources in the Lao PDR. First, the population is projected to increase by 25.0% by 2030, from 6.2 million in 2010 to 7.8 million in 2030, growing at an annual rate of 0.9% 1.5%. The population growth will be accompanied by a shift in the population age structure with the working age population (15 64 years old) increasing: on average, every year until 2022, 92,000 people will join the workingage population. Second, the Lao PDR is experiencing significant in- and out-migration, with labor exports being primarily unskilled, and imports being primarily skilled or semiskilled workers. With an integrated Association of Southeast Asian Nations (ASEAN) economic community in 2015, movement of skilled labor is anticipated to increase. 5 This would give the Lao PDR s labor 1 The Ministry of Education and Sports (MOES) prepared the concept paper for the HRD strategy, which was presented at the National Education Reform Committee on January 2012 and submitted to ADB s contact mission during 31 January 3 February MOES Concept Paper on the Preparation of an Updated Lao PDR National Human Resource Development Strategy. Vientiane. 2 The TA first appeared in the business opportunity section of the ADB website on 13 November United Nations Development Programme (UNDP) Human Development Report, New York. 4 UNDP Human Development Report, New York; and Ministry of Planning and Investment and United Nations Development Programme Employment and Livelihood: The 4th National Human Development Report. Vientiane. 5 Free flow of skilled labor is articulated in Association of Southeast Asian Nations (ASEAN) Master Plan on ASEAN Connectivity. Jakarta; and ASEAN Economic Community Blueprint. Jakarta.

4 2 force the opportunity to work internationally while allowing skilled workers from the other economic community countries to seek employment in the country. This would put greater pressure on local workers to compete. Third, the pattern of economic growth in the Lao PDR will result in large sectoral shifts a shift from agriculture to nonagriculture, such as industry and service while improving agricultural productivity; and from rural to urban areas, where the younger generation, in particular, will seek jobs. 4. The government s first HRD strategy in 2000 identified socioeconomic development goals, and overall human development targets for While the strategy included efforts to strengthen the country s human resources, the present and future socioeconomic development priorities and needs have not been met. The strategy was not adequately informed by analytical work and resulted in unrealistic HRD targets. To date, no systematic assessment of the strategy has been completed; its underlying assumptions and issues are no longer valid. The scope for improving policy coherence, strengthening institutional coordination, avoiding duplication and fragmentation, and optimizing the use of resources is considerable. The HRD strategy needs to be updated to address future challenges. However, the capacity of the Ministry of Education and Sports (MOES), which is mandated to prepare the new HRD strategy, is inadequate to prepare and disseminate a new strategy. It needs to be strengthened in terms of managing the process of preparing and disseminating a new HRD strategy, including coordination and liaison with key ministries and development partners concerned with HRD. 5. Development of the HRD strategy requires an integrated and multifaceted understanding of eight factors: (i) population and demographics; (ii) national socioeconomic development and its regional links; (iii) current and future labor market issues, including migration factors and review of labor laws; (iv) income distribution and poverty reduction; (v) human development (including gender and ethnicity gaps); (vi) constraints in skills development at all levels of education; (vii) assessment of the institutional capacity of stakeholders; and (viii) potential public and private partnerships in HRD. However, most of these factors are not sufficiently integrated. Instead, each tends to be confined in its own separate field under the purview of different institutions with specific budgets and other resource constraints. The fact that these factors are not harmonized and integrated into the national development agenda provides a compelling rationale to update and reformulate the HRD strategy. 6. The importance of HRD for socioeconomic development is highlighted in the most recent policy of the Lao People s Revolutionary Party. In 2011, the party adopted a slogan of four breakthroughs, including a breakthrough in HRD by creating dynamic higher-quality education and developing skilled labor and technicians. 7 This requires improvements in knowledge, skills, and capacity of all citizens, and a qualified workforce to meet the demands of national socioeconomic development. The Seventh National Socio-Economic Development Plan (NSEDP), aims to achieve at least 8% economic growth, diversify and deepen economic activities, significantly improve human capital, increase labor productivity, and reach out to marginalized and vulnerable groups of the population. HRD is one of the seven strategic directions in the seventh NSEDP, and is also one of seven strategic goals in the Lao Socioeconomic Development Plan for 2020, especially to improve the quality and relevance of 6 Government of the Lao People s Democratic Republic Human Resource Development Strategy Vientiane (in Lao language). 7 Another three breakthrough slogans are (i) breakthrough in imagination, by turning from central-oriented to market-oriented under management of the government; (ii) breakthrough in regime and administrative rules, by making the administration and public services more effective and transparent; and (iii) breakthrough in poverty reduction, by mobilizing funds and implementing special policy. See Government of the Lao People s Democratic Republic Report of the 8th Party Central Committee to the IXth Congress. Vientiane.

5 3 skills of the labor force. While HRD is a crosscutting theme of national development, policy coherence and institutional coordination to support HRD are lacking. The preparation of the new HRD strategy will guide HRD dimensions in the eighth NSEDP for , to be prepared by the government. 7. The formulation of the HRD strategy is consistent with the overarching objective of ADB s country partnership strategy, for the Lao PDR, which aims to promote inclusive and sustainable economic growth and poverty reduction. 8 The TA will complement measures to improve human capital by addressing persistent gaps in education access, quality, relevance, and low efficiency as reflected in the Lao PDR education sector assessment, strategy, and road map. 9 ADB is currently providing support to secondary education, technical and vocational education and training (TVET), and higher education. 10 Thus, ADB is well positioned to support government efforts in preparing the HRD strategy and facilitate dialogue among development partners. The HRD strategy of the Lao PDR will be linked to the Greater Mekong Subregion HRD Strategic Framework and Action Plan, Gaps in various HRD-related studies and surveys need to be addressed to provide a comprehensive analysis for the new HRD strategy. 12 In particular, the World Bank prepares the Lao HRD report, 13 using the household survey of skills toward employment and productivity (STEP) which will provide a baseline skills profile in preparing the eighth NSEDP. 14 Because the survey focuses on urban and rural households with road access, data from rural households in remote areas are also needed. The World Bank is also supporting a similar survey for firms, focusing on the specific skills and knowledge needed by employers. This survey will not collect information related to central and provincial government needs. A skills demand and supply forecast study is also needed using more systematic and reliable methodology to forecast demand and supply of skills. 9. For education and the labor market, the World Bank is supporting a tracer study of TVET graduates, while ADB is supporting a tracer study of higher education graduates. 15 The World Bank is also supporting an institutional analysis of TVET and higher education institutions, and outgoing and incoming migration study. ADB is expected to support a within-country migration study. 8 ADB Country Partnership Strategy: Lao People s Democratic Republic, Manila. 9 ADB Lao People s Democratic Republic Education Sector Assessment, Strategy, and Road Map (draft, July). Manila. 10 The ongoing projects are ADB Report and Recommendation of the President to the Board of Directors: Proposed Loan and Grant to the Lao People s Democratic Republic for the Secondary Education Sector Development Program. Manila (L2777/G0257-LAO); ADB Report and Recommendation of the President to the Board of Directors: Proposed Grant to the Lao People s Democratic Republic for the Strengthening Technical and Vocational Education and Training Project. Manila (G0211-LAO); and ADB Report and Recommendation of the President to the Board of Directors: Proposed Grant to the Lao People s Democratic Republic for the Strengthening Higher Education Project. Manila (G0166-LAO). 11 ADB. 2013, forthcoming. Strategic Framework and Action Plan for Human Resource Development in the Greater Mekong Subregion, Manila. 12 The Australian Agency for International Development conducted HRD profiling that describes HRD-related programs, projects, studies, and surveys being supported by development partners. 13 World Bank Concept Note for the Lao HRD Report. Washington, DC. 14 For more details on the STEP skills survey, see World Bank Stepping Up Skills: For More Jobs and Higher Productivity. Washington, DC. 15 This tracer study will be conducted under ADB Report and Recommendation of the President to the Board of Directors: Proposed Grant to the Lao People s Democratic Republic for the Strengthening Higher Education Project. Manila (G0166-LAO).

6 4 III. THE TECHNICAL ASSISTANCE A. Impact and Outcome 10. The impact will be strengthened human resources to support national socioeconomic development priorities. The outcome will be an endorsed national HRD strategy. B. Methodology and Key Activities 11. The TA has four outputs. 12. Output 1: Ministry of Education and Sports management and coordination capacity strengthened. The TA will support MOES in managing the preparation and dissemination of the HRD strategy, including coordinating and liaising with key ministries and development partners such as ADB, the Australian Agency for International Development, German development cooperation through GIZ (German Agency for International Cooperation), the International Labour Organization, the Japan International Cooperation Agency, the United Nations Development Programme, and the World Bank. The TA will map out and review HRD studies and surveys to identify needs and measures to address them, including an assessment of the 2000 HRD strategy. 13. Output 2: Human resource development studies and surveys completed. The TA will support selected HRD studies and surveys related to education and skills development, filling gaps in existing and planned HRD studies and surveys, and complementing the work supported by the World Bank s Lao HRD report (footnote 13). Support will include (i) STEP skills household survey targeting rural households in remote areas, (ii) public sector survey focusing on the government s central and provincial personnel skill needs, (iii) skills demand and supply forecast study, and (iv) labor migration study focusing on within-country migration. 14. Output 3: Human resource development strategic framework developed. The TA will help develop an integrated HRD strategic framework to (i) guide the achievement of a more cohesive education and training sector, and (ii) improve linkages between the supply side (education and life-long learning) and the demand side (utilization) of HRD. The HRD strategic framework will include multisectoral strategic thrusts; the TA will support the development of several strategic thrusts in the education and training sector. 15. Output 4: Human resource development action plan completed. The TA will help develop the HRD action plan comprising the elements of organization, legislation, information dissemination and communication, indicative cost and financing requirements, and monitoring and evaluation mechanism. The HRD action plan will be aligned with the HRD strategic framework and strategic thrusts, covering the same period ( ) as the eighth NSEDP. C. Cost and Financing 16. The TA is estimated to cost $1,000,000, of which $900,000 will be financed on a grant basis by ADB s Technical Assistance Special Fund (TASF-IV). The government will provide counterpart support in the form of office accommodation, remuneration of counterpart staff, utilities, and other in-kind contributions. The cost estimates and financing plan are in Appendix 2.

7 5 D. Implementation Arrangements 17. ADB will be the executing agency; MOES will be the implementing agency. A national steering committee for HRD strategy, to be chaired by the minister of education and sports, and comprising vice ministers from key ministries and deputy provincial governors, will oversee TA implementation. 16 It will provide policy and program directions to ensure effective coordination among ministries and agencies, development partners, and other stakeholders; and will endorse the national HRD strategy. A national coordination committee for HRD strategy, to be chaired by the MOES vice minister, will coordinate the TA work with ADB, the consultant team, regional and local research institutes, development partners, and other ministries and agencies concerned; and be the focal point for selecting studies and surveys to be supported by ADB and other development partners. MOES, through its Department of Planning, will serve as the secretariat of the national coordination committee for HRD strategy. The TA outputs and activities will be planned and delivered in a participative and inclusive manner to ensure broadbased ownership and support as well as sustainability of TA benefits. 18. ADB will engage an international consultant (about 12 person-months) and a national consultant (about 18 person-months) individually in accordance with its Guidelines on the Use of Consultants (2010, as amended from time to time). They will have expertise in project management and coordination, HRD strategy formulation, and HRD action plan preparation and dissemination. Based on experience, track record, and involvement in key HRD-related ongoing studies such as STEP skills surveys and public sector surveys, ADB will engage Indochina Research Lao (IRL), 17 a local research institute, using single-source selection in accordance with its Guidelines on the Use of Consultants. It will also engage a regional research institute using consultants qualifications method in accordance with its Guidelines on the Use of Consultants, to conduct studies on forecasts of demand and supply of skilled workers, and on the comparative advantage for the country s labor force. The outline terms of reference for consultants are in Appendix 3. Disbursements under the TA will be made in accordance with ADB s Technical Assistance Disbursement Handbook (2010, as amended from time to time). The TA will be implemented from January 2013 to December IV. THE PRESIDENT'S DECISION 19. The President, acting under the authority delegated by the Board, has approved the provision of technical assistance not exceeding the equivalent of $900,000 on a grant basis to the Government of the Lao People s Democratic Republic for Support for the Human Resource Development Strategy, and hereby reports this action to the Board. 16 The national steering committee and the national coordination committee will be created by a prime ministerial decree which is anticipated to be passed in early Unless and until the prime ministerial decree is approved, the existing National Education Reform Committee will be the steering committee, and the existing Technical Working Group for the Preparation of the HRD Strategy will coordinate the work. 17 IRL is a social research company engaged in conducting the World Bank STEP skills surveys. ADB and the World Bank will use the same sampling methodology and survey tools in conducting HRD-related studies and surveys to ensure the validity and consistency of findings. IRL is the only firm in the country with experience in STEP skills surveys. The cost for HRD studies and surveys to be managed by IRL is not expected to exceed $100,000. See Appendix 2: Cost Estimates and Financing Plan.

8 6 Appendix 1 DESIGN AND MONITORING FRAMEWORK Data Sources and Design Summary Performance Targets and Indicators with Baselines Reporting Mechanisms Impact By 2020: Assumptions Strengthened human resources to support national socioeconomic development priorities Outcome Endorsed national HRD strategy Outputs 1. MOES management and coordination capacity strengthened 2. HRD studies and survey 3. HRD strategic framework (including strategic trusts) Share of year-old population having completed at least 12 years of schooling increased from 30% in 2012 to 40% in 2020 Employers satisfaction with workers increased from 50% in 2012 to 65% in 2020 The national steering committee for HRD strategy endorses the national HRD strategy by the end of 2014 Trained MOES staff and other participating agency staff demonstrating efficient managerial and facilitation skills in developing the HRD strategy from second quarter (Q2) 2013 to Q Review of earlier and ongoing strategies and plans in relation to objectives, scope, and lessons prepared by Q An analysis to identify gaps in HRD studies and surveys of all sectors in the economy prepared by Q Selected HRD studies and surveys completed by Q About eight HRD strategic thrusts in education and training developed by Q MOES s EMIS database STEP skills firm survey Review of the seventh NSEDP Eighth NSEDP Midterm review of the eighth NSEDP HRD strategy National steering committee Consultant reports Reports by a regional research institute Reports by a local research institute Formal and informal development partner meetings Focal group meetings TA review missions Lao HRD report (World Bank) Human development reports (United Nations Development Program) Assumptions and Risks Economic and financial stability High-level political support ASEAN community starting by 2015 Risk Economic recession or shock Assumptions Strong government leadership and support Budgetary support secured Assumptions Data available on HRD-related issues MOES secretariat, consultants, local and regional research institutes work closely Risk Development partners and relevant ministries concerned would not want to coordinate for an HRD strategy 4. HRD action plan The national steering committee for HRD strategy endorsed the action plan, by end 2014

9 Appendix 1 7 Activities with Milestones Inputs Output 1: MOES management and coordination capacity strengthened 1.1 Delineate HRD programs, studies, and surveys of ADB: Technical Assistance Special Fund (TASF-IV) $900,000 development partners and government ministries and agencies: Q Amount 1.2 Preparation and dissemination workshops on the HRD Item ($ 000) strategy to train about 50 MOES secretariat and other Consultants participating agency staff, of which at least 40% are female: Q Q Training, seminars, and conferences Output 2: HRD studies and surveys Surveys and studies HRD studies: A review of earlier and ongoing strategies and plans: Q Miscellaneous administration and support costs HRD studies: An analysis to identify gaps in HRD studies and surveys: Q Contingencies HRD studies: Completion of selected HRD studies and surveys: Q HRD studies: A national seminar on preparation of the HRD strategy: Q Output 3: HRD strategic framework (including strategic The government will provide counterpart support in the form of office accommodation, remuneration of counterpart staff, utilities, and other inkind contributions. trusts) 3.1 HRD strategic framework: Preparation of the draft strategic framework: Q HRD strategic framework: Consultation on the draft strategic framework with stakeholders: Q Output 4: HRD action plan (including dissemination and/or communication plan) 4.1 HRD action plan: Preparation of the draft HRD action plan: Q HRD action plan: Consultation on the draft HRD action plan: Q HRD strategy: National seminar for endorsement by the national steering committee for HRD strategy: Q HRD strategy: Dissemination workshops: Q3 and Q ADB = Asian Development Bank, ASEAN = Association of Southeast Asian Nations, EMIS = education management information system, HRD = human resource development, Lao PDR = Lao People s Democratic Republic, MOES = Ministry of Education and Sports, NSEDP = National Socio-Economic Development Plan, STEP = skills toward employment and productivity. Source: Asian Development Bank.

10 8 Appendix 2 COST ESTIMATES AND FINANCING PLAN ($'000) Item Amount Asian Development Bank a 1. Consultants a. Remuneration and per diem i. International consultants ii. National consultants b. International and local travel c. Reports and communications Training, seminars, and conference Surveys and studies a. Local research institute b. Regional research institute Miscellaneous administration and support costs including translation Contingencies Total Note: The technical assistance (TA) is estimated to cost $1,000,000, of which contributions from the Asian Development Bank (ADB) are presented in the table above. The government will provide counterpart support in the form of office accommodation, remuneration of counterpart staff, utilities, and other in-kind contributions. The value of the government contribution is estimated to account for 10% of the total TA cost. a Financed by ADB s Technical Assistance Special Fund (TASF-IV). Source: Asian Development Bank estimates.

11 Appendix 3 9 OUTLINE TERMS OF REFERENCE FOR CONSULTANTS 1. A team of international and national consultants, and a local research institute in collaboration with a regional research institute will implement the technical assistance (TA). The terms of reference for the consultants will be designed to flexibly respond to the requests of the government and development partners. 2. Human resource development strategy specialist (international, about 12 personmonths, intermittent). The specialist will (i) review and delineate human resource development (HRD)-related policies, plans, studies, and surveys, including the Education Sector Development Plan, master plans on technical and vocational education and training, and higher education, and the Lao HRD report (under preparation by the World Bank), to develop benchmark information and data on HRD; (ii) help the national coordination committee for HRD strategy (a) supervise the HRD studies and surveys to be conducted by local and regional research institutes to be recruited by the Asian Development Bank (ADB), and (b) compile and synthesize findings from HRD studies and surveys; (iii) analyze the results and findings (data) of HRD surveys to be conducted by the local research institute, in cooperation with the regional research institute; (iv) draft the HRD strategy comprising complied and synthesized findings from HRD studies and surveys, HRD strategic framework including strategic thrusts, and HRD action plan, including dissemination and communication plan, for ; 1 and (v) organize and manage preparation and dissemination workshops, a national seminar for preparation of the HRD strategy, and a national conference for endorsing the HRD strategy, in close consultation with the national coordination committee for HRD strategy, ADB, and other key development partners. 3. Project management specialist (national, about 18 person-months). The specialist, in cooperation with the HRD strategy specialist, will (i) assist the national coordination committee for HRD strategy in managing preparation of the HRD strategy by coordinating and liaising with key ministries and agencies, and development partners, in support of the HRD strategy; and (ii) help the HRD strategy specialist organize and manage preparation and dissemination workshops on the HRD strategy, a national seminar for preparing the HRD strategy, and a national conference endorsing the HRD strategy. 4. Local research institute. The institute will manage (i) a skill toward employment and productivity (STEP) skills household survey on rural households in remote areas, 2 (ii) a STEP skills survey focusing on the public sector as the largest employer and supplier of HRD (the public sector survey), 3 (iii) a labor migration study (within country migration), 4 and (iv) other studies and surveys to be identified. 1 The outline of the final report is in Appendix 4: Human Resource Development Strategy 2020 in the Lao People s Democratic Republic. 2 Urban households will be surveyed by the World Bank s HRD report for the Lao People s Democratic Republic. 3 The public sector survey will use the same tools to measure skills gaps in the private sector by STEP skills firm survey under the World Bank s HRD report for the Lao People s Democratic Republic. 4 An analysis of outgoing and incoming labor migration will be conducted by the World Bank s Lao HRD report.

12 10 Appendix 3 5. A regional research institute. The institute will (i) forecast demand and supply of skills, involving econometric modeling exercises and data collection and analysis; 5 (ii) analyze the comparative advantage for the country s labor force in the context of the Association of Southeast Asian Nations and Greater Mekong Subregion; (iii) develop socioeconomic development strategies by connecting national strategies with regional and global trends and relationships; (iv) assist an HRD strategy specialist in analyzing the results and findings (data) of HRD surveys to be conducted by a local research institute; and (v) help with other studies and surveys to be identified. 5 The detailed terms of reference for forecasting demand and supply of skills will be jointly developed by ADB and the World Bank, and will include recommendations on the specification of links and organization structures that will bring the supply and demand sides together on a regular basis.

13 Appendix 4 11 OUTLINE OF THE FINAL REPORT Human Resource Development Strategy 2020 in the Lao People s Democratic Republic I. INTRODUCTION II. III. IV. BACKGROUND KEY HUMAN RESOURCE DEVELOPMENT ISSUES AND CHALLENGES HUMAN RESOURCE DEVELOPMENT STRATEGIC FRAMEWORK AND THRUSTS V. HUMAN RESOURCE DEVELOPMENT ACTION PLAN, APPENDIXES 1. Review of the Human Resource Development Strategy, Mapping of the Human Resource Development Programs, Studies, and Surveys 3. Summary Findings from the Human Resource Development Studies and Surveys