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IN THIS ISSUE

Under the aegis of the Ministry of Education and Human Resources Issue No. 04 - August 2014

Human Resource Development Council

Dear Valued Reader,

It is a great pleasure for me to present this fourth issue of the HRDC

Newsletter which summarises the last seven months of our work programmes. These publications are testament to our commitment to remain open and transparent in our communication. I hope you find our latest newsletter to be both informative and enjoyable. The write-ups here are only a small representation of the breadth and depth of our tremendous skills development and training programmes. But first, whether you are a regular reader of our newsletters, a partner, or indeed just someone we like to keep in touch with, I would like to say a huge ‘thank you’ for your invaluable support to our success now and in the future. At the HRDC, we firmly believe that promoting human resource development is a team effort. It takes the work of many minds to create the right pool of talent that meets the needs of the evolving labour market.

I hope you enjoy reading this newsletter and would like to welcome any feedback for improvements of our future editions.

Raj Auckloo

Newsletter

Message from DirectorMessage from Chairperson

A shortage of competent and skilled workers could present a significant long-term threat to the competitiveness of the Mauritian economy as shown by the various studies conducted by the Human Resource Development Council (HRDC). In light of these findings,

HRDC steps up effort to further boost the national workforce training system

• Achieving Organisational Excellence 2

• Professional Development: Investing in our people 2

• HRDC adopts an Anti-Corruption Framework 2

• Supporting a spirit of equal opportunities & gender equality 2

• Incentives for employers to encourage workplace training 3

• Skills Interface Platform 4

• Let’s Talk Career series 5

• Work Placement for Lower VI Students 6

• Career Talks for Secondary Level Students 6

• Let’s Talk HR Series 8

• Nomenclature of Job Profiles for the ICT/BPO sector 9

• International HRD Conference 2013 9

• HRDC takes part in ICT Job Fair 12

• Calendar: Upcoming Events 12

the HRDC, which has been vested with the responsibility to administer and operate the National Training Fund, will soon come up with revised training schemes that are more responsive to the changing needs of the business community. This measure adds up to the new incentive of increasing the grant refund ceiling from 0.5% to1% of the annual levy contribution, which will encourage employers to invest further in the development of their human resources.

Since its setting up in 2003, the HRDC has implemented a number of skills development innovations and undertook outreach activities, including the organisation of an international conference on promoting human resource development for sustainable growth.

See full details on page 3

Dear Valued Reader,

I am pleased to share with you our fourth edition of the Human

Resource Development Council Newsletter. The HRDC began this year with some fresh initiatives, all of which are designed to help us better serve the Mauritian workforce. This edition of

our Newsletter describes several of them, including our regular consultations with stakeholders to discuss HRD strategies for the country and our career talk sessions with secondary level and university students. As Mauritius adopts a green and sustainable economy, it is important to develop an effective approach to skills identification and forecasting skills needs. Thus we have kicked started our Skills Interface Platform to assess the training requirements in the core economic sectors. The success of this programme relies on our close partnerships with employers and training providers, along with educational partners. The HRDC is coming forward with a number of other training programmes to develop the important skills that Mauritians need to fill jobs that employers have available. We hope this newsletter will serve as one of the ways to help you keep connected with the HRDC and to find the many opportunities in which we can work together.

Till the next issue, I wish you a Happy Reading.

Dhananjay Ramful

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Training and Skills Development in Figures• Over the last25years since theNTFwas setup, the schemehaspaidout a total amountofRs2.2billion toemployersastrainingincentivesandhasfacilitatedthedirecttrainingofaround650,000privatesectoremployees.

• DuringtheFinancialYear2013,theHRDCdisbursedRs199millionasrefundsforthetrainingof45,854employeesintheprivatesector.

• TheHRDCreceivedatotalof35,644refundapplicationsfromEmployersin2013comparedto34,163in2012.

Participants learn about incentives available under the NTF at the briefing session held at the HRDC, Ebène on 22 January 2014.

Dr. Raj Ragaven, Finance Manager at HRDC, delivers a presentation on the Training Grant System at the MEF, Ebène on 20 February 2014.

HRDC adopts an Anti-Corruption FrameworkIn a bid to promote a zero tolerance policy towards corruption and bribery, the HRD Council, at its meeting held on 13 June 2014, approved that the HRDC adopts the Public Sector Anti-Corruption Framework proposed by ICAC. The Framework covers generic areas of operation and is aimed at building public trust and confidence in the institution.

An Anti-Corruption Committee has also been set up under the Chairmanship of Mr Shamshuddin Durgauhee, also Vice Chairperson of the HRD Council. The committee will be required to work out an Anti-Corruption Policy for the HRDC which will include risk assessments for all major activities of the institution and the setting up of an effective Internal Reporting System.

Supporting a spirit of equal opportunities & gender equality

It is not enough to simply state that the HRDC is an equal opportunities employer. Taking one step further to promoting equal opportunities and fairness at work, the HRDC staff were invited to attend a presentation by the Equal Opportunities Commission under the theme “Discrimination in the Workplace” on 22 January 2014. The main objective of the workshop was to raise staff awareness about how to take positive steps to discourage discrimination at work. It also shows the HRDC’s commitment as an organisation to encourage staff to achieve their best and develop their talents and potential to the full by creating an environment in which diversity is valued and whereby all staff members are treated equally.

Meanwhile, to promote gender balanced interview panels for recruitment, the Council has agreed that henceforth at least one woman will be required to serve on the HRDC interview panels.

Incentives for employers to encourage workplace training

Training and skills development are fundamental prerequisite for workers to stay employable and to enhance their career prospects. The National Training Fund (NTF), managed by the HRDC, has contributed enormously towards enhancing the employability, skills and competitiveness of the local workforce. It has also helped create a national culture at the level of enterprises by promoting both institutional and in-house training. Under the NTF, the HRDC provides grant refunds for customised training undertaken by businesses.

Presently, employers and training institutions can avail of the following incentives:

(i) Overseas Training Scheme(ii) Training Needs Analysis (TNA) Scheme(iii) Multimedia Facilities Scheme(iv) Foreign Expertise Scheme(v) Pre-Operational Training Incentive (POTI) Scheme

Levy increase from 0.5% to 1%

As announced in the National Budget Speech 2014, Government has increased the rate of levy attributable to the HRDC from 0.5% to 1%, applicable over the next three years up till 2016. Although the grant refund ceiling for the current year is calculated on the levy contributed for the preceding year, exceptionally this year, the HRDC has taken the commitment to apply the refund ceiling based on 1% starting from 2014 instead of 2015.

“With the refund ceiling having been increased to 1% of the annual levy contribution as from 2014, we anticipate businesses to invest more in the training of their employees,” said Dr. Raj Ragaven, Finance Manager at the HRDC.

A series of briefing sessions are being organised in both Mauritius and Rodrigues in an effort to raise awareness among employers about the changes brought to the Training Grant System and the various grants available to businesses looking to train their employees.

Professional Development: Investing in our people

The HRDC firmly believes in investing in staff development as an integral part of enhancing individual and organisational performance. For this reason, ongoing skills building efforts through both in-house and external training are integral to the HRDC culture. The introduction of the Staff Development Plan (SDP) in June 2012 demonstrates top management’s commitment to promote relevant training of the personnel. The SDP encompasses the identification of learning needs, management of resources and evaluation of learning outcomes. Since the beginning of this year, the HRDC has already invested Rs 93,531 under the SDP.

HRDC staff attends a presentation given by a representative from the Equal Opportunities Commission on 22 January 2014.

Achieving Organisational ExcellenceIn the present financial and socio-economic context, the HRDC is required to be as cost effective as possible whilst at the same time delivering a high quality service. To this end, the HRDC is committed to improving efficiency, modernising and better aligning its services with its core mandate and making best use of its people resources.

At the same time, a number of innovative measures across the organisation have contributed to better organisational efficiency and effectiveness, including:

• Consolidating the Staff development Plan to provide HRDC staff with further learning and development opportunities.

• Developing a Procurement Manual and HR Manual to embed quality assurance and continuous improvement practices across the HRDC;

• Adopting the Public Sector Anti-Corruption Framework, as proposed by ICAC, which sets out the HRDC’s commitment to implement anti-corruption strategies in delivering its core services.

• Improving response time to customer queries and complaints by consolidating the team.

• To better control the high volume of calls and enhance customer experience, a detailed list of contact numbers for each department and sub-divisions is available on the HRDC website.

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Skills Interface Platform

Financial Services sector

Given the importance of the Financial Services sector to the growth of the economy, this workshop provides a timely response to strategic manpower planning. As a diverse and highly-professional sector, a wide range of skills are required, including job-specific technical expertise and sector-specialised knowledge.

Participants at the workshop said that, in general, students have the academic qualifications required but need to be coached on soft skills such as dealing with difficult clients, coping with stress, good time management, interpersonal skills and the ability to work as part of a team. Increased demand is anticipated for high and medium skilled jobs in this knowledge-intensive sector. Emphasis was also laid on the need for more practical assignments and traineeship programmes to give students a solid feel of what the industry is all about. The participants also recognise the need to explore more proactive and sustainable ways to manage talent. It was highlighted that, although students were generally aware of traditional jobs in the sector, they lacked awareness of other possible career options that exist.

(From right) Mr Raj Auckloo, Director of HRDC, Dr. Salem Saumtally, Principal Research Manager at the MSIRI, Mr Yusuf Sooklall M.S.K., Chairperson of the HRDC Sectoral Committee for Agriculture, Dr. J. Govinden-Soulange, Associate Professor at UoM & Mrs Jacqueline Sauzier, General Secretary at the MCA moderating the workshop held on 25 June 2013.

despite numerous schemes put in place by Government and a number of other institutions to better support professionals in the industry. “Very few students opt for studies in agriculture either because the school does

between the different stakeholders. Thus these workshops will bring together a number of industry operators, training providers and university representatives, among other professionals from the respective sectors. The mutual learning will contribute to a critical review of the future skills needs for better workforce planning, the training capacity required and the timescales of job opportunities in each sector whilst recognising the specific nature of some of the job requirements in these sectors.

Each workshop comprises three sessions, starting with a presentation on the current skills situation by employers and other industry operators. In the second session, training providers (both public and private) will present an overview of existing training provisions for the sector. The final session consists of a panel discussion.

Based on feedback from the participants, the HRDC will mount a national training plan to address the problem of skills mismatch and talent gap in Mauritius. As part of this exercise, the HRDC will come up with an updated list of scarcity areas for the respective sectors and will also propose measures to boost collaboration between training institutions, universities and employers in view of better aligning the curriculum and training programmes towards the requirements of industry. The key focal point is to always have the right people in the right place at the right time.

Agro-Industry sector

Discussions at the workshop held on 25 June 2014 built up a deeper understanding of HRD issues in the Agro-Industry sector.

The participants recognised the need for closer cooperation between the educational sphere and businesses. It was highlighted that whilst employers are looking to hire qualified candidates, training centers often record low registration of students for post-secondary studies in agriculture,

The prospect of a job for life has come and gone. Today, it is common to change jobs or even have more than one occupation. In addition, employees are now expected to be multi-skilled and to continue training on a lifelong basis to cope with future, unpredictable labour market changes. It is thus important to inculcate these elementary qualities early on in youngsters.

Following this philosophy, the HRDC introduced the Let’s Talk Career Series

aimed at boosting the employability of tertiary level students. These talks by industry representatives will be open to all economic sectors, with focus mainly on priority sectors. The first information session was held on 05 May 2014 for UTM students. The presentation focused on career prospects in the ICT sector and was conducted by Mr Avinash Ramtohul, Director of African Operations Technology Sales Consulting, ORACLE.

HRDC Director Mr Raj Auckloo welcomes UTM students at the career talk session held on 05 May 2014.

not offer these courses at HSC level or because parents are unwilling to pay the exam fees as they believe there are no career prospects in this sector,” explained an Education Officer from London College.

Product pricing and productivity are directly related to the cost of labour and this may explain why many companies prefer to turn to foreign labour which has the advantage of costing less than employing a local worker. Participants also emphasised the need to promote emerging jobs and new career fields in the agro-industry, encourage more young people to join the sector, and focus on a more effective marketing of locally-produced agricultural products, for example through extensive use of online resources such as websites. “There are few qualified people in Mauritius who can develop agricultural products of tourist quality, who have innovative ideas or who know how to tap into new markets,” said another participant.

Let’s Talk Career Series

Main outcomes of discussions

Identifying the skills and training needs for Mauritius

The Skills Interface Platform is a new initiative of the HRDC launched for the first time this year with the aim of identifying HRD requirements and training needs in key sectors of the Mauritian economy. A Skills Interface Platform was organised for two main sectors, namely for the Financial Services sector on 12 June 2014 and the Agro-Industry sector on 25 June 2014. A similar platform will be organised for the ICT/BPO sector in September/October 2014.

The HRDC believes that the best way forward in the development of the requisite competencies is to ensure that there is collaborative working

Participants at the Skills Interface Platform for the Financial Services sector organised at the HRDC Lecture Theatre, Ebène on 12 June 2014.

The Journey Beyond University “Through such talk sessions, we want to address the education-employment transition and create career awareness opportunities,” explained Mr Raj Auckloo, Director of the HRDC. He further said, “By inviting professionals from different sectors to talk about the realities of the world of work, we are thus trying to get students to understand what skills employers are looking for and help them with career planning so that they can make informed decisions on their career choices.”

This project is mainly driven by the findings of a recent HRDC survey on career aspirations of final year university students. The survey findings show that there is a gap between what university graduates generally perceive of the job market and their aspirations, and the actual labour market demand. This gap between graduates’ perception and career reality is often one of the contributory factors to graduate youth unemployment. Hence the need to increase the focus on career awareness and planning.

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The work placement programme for Lower VI students is an initiative of the HRDC launched in August 2007 which emphasises out-of-classroom career-related experiences. The main goal is to bridge the gap between school and the world of work. Under this programme, Lower VI students are offered short term placements of 2-3 weeks during the school holidays in a bid to improve their employability and work-related skills.

Since the implementation of this project in 2007, some 5,425 Lower VI students have benefitted from placement opportunities. The project was launched for the first time in Rodrigues in July 2013 and has since registered the participation of over 130 Rodriguan students.

The initiation workshop organised at Indira Gandhi Centre for Indian Culture, Phoenix on 31 October 2013 brought together some 650 students from 90 private and state secondary schools.

Work placement programme in 2014

Duration No of No of Programme Content student participating (in addition to on-site mentoring) placements Employers

07 - 26 April 2014 150 24 (Mauritius only)

28 July - 08 August 2014 160 30 (Mauritius)

28 July - 08 August 2014 24 8 (Rodrigues)

• Presentation on potential career pathways, job interview tips and successful CV writing techniques

• Presentation on the importance of work experience placements

• Testimonial of previous placement student

• Presentation on organisational culture and employability skills

• Presentation on the importance of work experience placements

• Presentation on career planning and career management

Career Talks for Secondary Level Students

Many students do not know which career path is right for them. Most times, they turn to family or peers for advice. However, to help students understand their career goals and options, career information should be readily accessible at all stages in the schooling process. In this vein, the HRDC launched its Career3 project on 29 May 2014 which saw the participation of more than 1,200 Lower VI students from 40 private and state secondary schools. The Career3 project comprises a series of talks to raise awareness among secondary school students about possible career paths available to them. It is meant to trigger the thinking process of the students about career planning.

Dr. Vasant Kumar Bunwaree, Minister of Education and Human Resources, officially opens the career talk series targeted at secondary school students in the presence of (from left) Mr Shamshuddin Durgauhee, Vice Chairperson of HRDC, Mr Dhananjay Ramful, Chairperson of HRDC and Mr Raj Auckloo, Director of HRDC during the launching ceremony held at the Octave Wiehe Auditorium on 29 May 2014.

The career talk sessions cover three main topics.

Work Placement for Lower VI Students

In his address at the launching ceremony, the Minister of Education and Human Resources, Dr. Vasant Kumar Bunwaree highlighted the importance of career information to help students plan their career path. He said, “In some cases, job-search advice can be as powerful as training itself to help youngsters find a job. This is especially true in this day and age when students face a dizzying array of options and possibilities, from endless courses to choose from to the fluctuating labour market and new emerging trends across sectors.”

For his part, Mr Dhananjay Ramful, Chairperson of the HRDC said, “The HRDC firmly believes that it is important to give students realistic expectations of their possible career choices and also give employers the reassurance that students are aware of the requirements of the job market. So the main objective of this career talk is to ensure that students get an understanding of the job market and what employers are actually looking for.”

The first part is a presentation aimed at encouraging students to develop a career mindset and includes elements such as the qualities needed for a successful career, and learning to manage a career in a changing environment. The second part of the talk highlights the importance of employability skills such as communication and organisational skills, coping with difficult clients, team-work, critical thinking and problem solving skills. As the pool of applicants with similar academic qualifications grow, employers are increasingly looking at candidates’ soft skills to help them make their hiring decisions.

The third part of the talk session offers tips for writing a successful CV and different interviewing techniques for a successful interview. As the competition for jobs within

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Let’s Talk HR series

Mr Eddy Jolicoeur, Group Head of HR at MCB Ltd talks about the contemporary multi-generational workplace on 21 February 2014.

The Let’s Talk HR series has seen growing participation of HR experts and other working professionals since its launch in 2013.

Mr Krishan Deeljore, Country HR Lead at Accenture (Mauritius) Ltd was the guest speaker at the talk organised on 23 May 2014.

Since the launch of the Let’s Talk HR series in 2013, this networking and information sharing event has become a huge success among the HR community. The HRDC is continuing with the talk sessions this year and kicked off with a presentation by Mr Eddy Jolicoeur, Group Head of HR at the Mauritius Commercial Bank (MCB) Ltd on 21 February 2014. The theme of the talk was “Managing the trans-generational human resources in an enterprise.”

The presentation explored the challenges of the generational gap in today’s workplace, from effectively selecting communication channels, maintaining a strong group dynamic to identifying each generation’s strengths to maximise productivity. During the past few decades, the differences between generations have become increasingly apparent. Today, one of the biggest challenges facing organisations is

the generational diversity of its workforce, with sometimes up to three generations working side by side. Each of these generations has very different skills, abilities, experiences and expectations. The way they work and communicate differs. While this rich diversity of talents is a huge advantage for businesses, it can also be a challenge because, if not properly understood and managed, these generations can collide and create discord in the workplace.

On 23 May 2014, the HRDC invited Mr Krishan Deeljore, Country HR Lead at Accenture Services (Mauritius) Ltd to share his experience on the ever-challenging aspects of “HR Information Systems: promoting a self-service culture.” The session focused on the competitive advantages and challenges of digitising HR processes such as data planning and handling, payroll

inputs, administration of personnel files, updating employee records, managing absences and holiday requests, and online recruiting.

“Implementing an electronic system that ensures efficient and easy information access without compromising data security poses a daunting task for companies,” said Mr Raj Auckloo, Director of the HRDC in his welcome address.

Participants were also presented with real case scenarios and practical examples of how an effective HR Information System impacts on the strategic and operational decision making process and on workforce planning within the organisation.

The next Let’s Talk HR series will be held in September 2014.

Secondary Schools Date

1. M. P. Sharma Jugdambi SSS (Girls) 05 June 2014

2. France Boyer de la Giroday SSS (Girls) 10 June 2014

3. Droopnath Ramphul State College 17 June 2014

4. Loreto College Port Louis 18 June 2014

5. Mootoocoomaren Sangeelee SSS (Boys) 19 June 2014

6. Emmanuel Anquetil SSS 23 June 2014

7. MGSS Solferino 24 June 2014

all sectors increases, a good CV can help one stand out and grab the attention of potential employers. Similarly, one’s performance at interviews can be the deciding factor in securing the job.

Following the official launch of the Career3 project, the HRDC is continuing the talk sessions in different secondary schools across the island, selected zone-wise. As at date, information sessions have been conducted at the following schools:

HRDC Director Mr Raj Auckloo (left) presents a copy of the Nomenclature of Job Profiles to Dr. Hemant Chittoo, Associate Professor & Acting Director General of UTM during HRDC’s career talk session organised for UTM students on 05 May 2014.

Nomenclature of Job Profiles for the ICT/BPO sector

The HRDC in partnership with the IT Commission of La Chambre de Commerce et d’Industrie France Maurice (CCIFM) and the Outsourcing and Telecommunications Association of Mauritius (OTAM) have developed a Nomenclature of Job Profiles for the ICT/BPO sector in Mauritius.This document, available free of charge in both English and French versions, was designed and developed for working professionals, managers and human resource departments, students, education institutions, training bodies and policy makers.

The references in terms of ICT/BPO skills, qualifications and job profiles vary from one company to another and thus it is often difficult to relate and compare them to each other. The Nomenclature of Job Profiles document establishes a common language for ICT/BPO competences, capability levels and skills description that

is applicable to Mauritius. It is sufficiently generic to be adaptable to local ICT/BPO companies.

The Nomenclature describes a set of ICT and BPO job roles with their mission, responsibilities and the qualifications and competences required.

The HRDC believes that flexibility in managing the workforce would be improved by having generic job profiles that define jobs commonly found in the ICT and BPO sectors. The document is regularly reviewed and maintained by the HRDC in joint collaboration with the industry associations.

International HRD Conference 2013 Excellence in Human Resource Development for Sustainable Growth

The international conference on ‘Excellence in Human Resource Development for Sustainable Growth’, organised by the HRDC on 17 & 18 October 2013, was the first of its kind ever to be held in Mauritius, comprising over 50 pick and mix sessions and a poster exhibition. It was a hugely inspiring event that brought together more than 225 participants from Mauritius,

the United Kingdom, Singapore, the Netherlands, India, Africa and several other countries, to explore the many challenges of human resource development. The two-day event also saw the participation of several members of the International Federation of Training and Development Organisations (IFTDO).

The conference was inaugurated by Dr. Vasant Kumar Bunwaree, Minister of Education and Human Resources, during an opening ceremony held on 17 October 2013 at Le Meridien Hotel, Pointe aux Piments. A Master Class followed by a Round Table were also organised at Ebène on 16 October 2013.

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Silver Sponsors Partner International HR Magazine Partner

Media Partners

The objective of the conference was to create a platform to encourage sharing of knowledge and best international practices that would contribute towards addressing HR issues at all levels. The conference was also an opportunity for participants to network, connect and engage in new business and research contacts with global partners for future collaboration. To ensure top notch discussions, a panel of world renowned speakers were invited to share their expertise, namely Mr Pieter Haen, HR industry expert guest speaker and President of the World Federation of People Management Associations (WFPMA), as well as keynote speakers Mr Andrew Chan, Founder & CEO of ACI HR Solutions; Mr Anand Pillai, member of the World Economic Forum’s Global Agenda Council on New Models of Leadership 2011; Professor Thomas Garavan from the University of Limerick, Ireland; Professor Venkat Raman, Associate Professor, Faculty of Management Studies, University of Delhi; Mr Bob Morton, MBA, CCIPD and Mr Jason Hughes, Professor at the University of Leicester, United Kingdom.

The Master Class

The Master Class, organised under the theme ‘How can HR have more impact on business?’, was an interactive session led by Mr Pieter Haen and covered a number of topics such as the new role of HR in an emerging economy like Mauritius, new trends and challenges of HR worldwide and talent management in small and

medium enterprises and family owned businesses. The Master Class also focused on smaller companies that often struggle with how to manage talent strategically and systematically.

The Round Table

The Round Table explored the theme ‘Human Resource Development in Mauritius – the way forward’. Discussions at this important high level meeting aimed at identifying HR challenges and formulating HRD programmes and training strategies for the future. The objective was to prioritise skills development to ensure that Mauritius remains competitive on the global market. Seven panellists were invited for the Round Table, comprising selected international and local participants, namely Mr Jocelyn Kwok, Chief Executive Officer of the Association of Hotels an Restaurants in Mauritius (AHRIM); Mr Pradeep Dursun, Director of the Mauritius Employers Federation (MEF); Miss Clairette Ah-Hen, Chief Executive Officer at the Financial Services Commission (FSC) as well as conference speakers Mr Pieter Haen, Mr Bob Morton, Prof. Thomas Garavan and Mr Jason Hughes. Mr Raj Makoond, Executive Director of the Joint Economic Council (JEC), acted as moderator.

The HRDC is very grateful to the sponsors and partners whose support and contributions were key to the success of the conference. The HRDC wishes to express heartfelt thanks to

Air Mauritius, BlueFish, Business Magazine, Defi Media Group, People and Management, Radio One, Radio Plus, SICOM and SBM.

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HRDC takes part in ICT Job Fair

Students visit the HRDC stand at the Job Fair on 6 March 2014 to seek information on career prospects in the ICT/BPO sector.

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As the main institution responsible for human resource development and skills training in the country, the HRDC supported the job fair by providing pertinent information about the spectrum of occupations that exist in the ICT/BPO sector. Through this platform, the HRDC was able to reinforce its national awareness campaign launched last year to address the negative perceptions of ICT and highlight the opportunities and attractiveness of ICT and BPO careers. Also participating in this 6th edition were 23 private sector companies, comprising 13 ICT/BPO firms, 7 call centers, 2 universities and one recruitment agency.

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CALENDAR: Upcoming Events

EVENTS TENTATIVE DATE

1. Skills Interface Platform for the ICT/BPO sector September/October 2014

2. Let’s Talk HR series September 2014

3. Career Development Stairway TBC

4. Work Placement Programme for LVI Students November 2014

The HRDC took part in the annual ICT Job Fair organised by BPML from 6th to 8th March 2014 at Cyber Tower 1, Ebène. Over 7,000 visitors, including secondary level and university students and job seekers, attended the three-day event.

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