JINKA POLYTECHNIC COLLEGE

ASSESMENT OF LABOUR MARKET STUDY

Prepared by:

1. Desalegn Getu

2. Sefefe Henegnaw

3. Esrael Mura

4. Feleke Hailu

5. Chalkuleh Wube

December 2018 E.C

JINKA Ethiopia

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c i

 ACKNOWLEDGEMENT
First and foremost we would like to thank Almight God for his guidance wisdom and strength
throught out the completion of this labour market study with out his grace this work would not
have been possible thanks again.

We would like to expresspur sincere gratitude to jinka polytechnic college for providing us with
the opportunity and support to complete this study. Next we are only able to express our
gratitude to: [Link] Maderia vice dean of the college. We acknowledge that there are still
numerous errors and flaws in this work. Therefore, we cordially invite all recommendations,
critiques, and comments from people who are interested in our study. We hope that this study
can benefit and help the readers, especially those who are interested in further studies like it.

Finaly we acknowledge all individuals and organaziaions whose contrbution directly or

indirectly make this study possible.

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 Table of content
ACKNOWLEDGEMENT................................................................................................................i

Table of content...............................................................................................................................ii

List of Tables..................................................................................................................................iv

List of Figure...................................................................................................................................v

Abstract...........................................................................................................................................vi

Chapter One.....................................................................................................................................1

1. Introduction..............................................................................................................................1

1.1. Background of the study..................................................................................................1

1.2. Statement of the problem.................................................................................................2

1.3. Objective of the study......................................................................................................3

1.3.1. General objective.....................................................................................................3

1.3.2. Specific objectives...................................................................................................3

1.4. Scope of the Study...........................................................................................................3

1.5. [Link] of the study...........................................................................................4

Chapter Two....................................................................................................................................5

2. Literature Overview.................................................................................................................5

2.1. Overview of labour market survey..................................................................................5

2.2. Components of the Labour Market..............................................................................5

Chapter Three..................................................................................................................................8

3. Research Design and Methodology..........................................................................................8

3.1. The Study Design............................................................................................................8

3.2. Methodology of the study................................................................................................8

3.3. Research design...............................................................................................................8

[Link] Methods......................................................................................................8
JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c ii
 3.3.2. Qualitative Methods.......................................................................................................9

3.3.3. Sampling methods...................................................................................................9

3.3.4. Instruments of Data Gathering.................................................................................9

3.3.5. Methods of Data Analysis.....................................................................................10

Chapter Four..................................................................................................................................11

4. Data Analysis and Interpretation............................................................................................11

4.1. Data Analysis.................................................................................................................11

4.2. PERSONAL INFORMATION......................................................................................16

Chapter Five...................................................................................................................................35

5. Study Findings, Conclusion and Recommendations..............................................................35

5.1. Study Findings...............................................................................................................35

5.2. Conclusion.....................................................................................................................37

Refernce.........................................................................................................................................38

Appendix........................................................................................................................................39

ANNEX.........................................................................................................................................39

ANNEX 1......................................................................................................................................39

ANNEX 2......................................................................................................................................44

ANNEX 3......................................................................................................................................49

ANNEX 4......................................................................................................................................55

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 List of Tables

Table 1- status of MSEs Organized by arkisha one center............................................................11

Table 2- plan for 2018 E.C of MSEs at arkisha one center.........................................................12
Table 3 Traind status of MSEs Organized by Jinka center arada..................................................14
Table 4 analysis of the distribution of male and female operators................................................15
Table 5:- Type of organization......................................................................................................16
Table 6: how many workers are currently employed in your enterprises or company?................18
Table 7:- Questions 3-5 Please provide the occupation, level, and number of your workers that
graduated from TVET....................................................................................................................19
Table 8 Leve distrbution of the employe.......................................................................................20
Table 9 Percentage distribution by skills.......................................................................................21
Table 10 The main reason for leaving the enterprises or company?.............................................22
Table 11:- Please provide us with some suggestions as to what skills the TVET
College/institution should improve upon to make its graduates more employable- select from the
attached list....................................................................................................................................23
Table 12:- What was the reason for not employing TVET graduates in your Enterprise/company?
.......................................................................................................................................................24
Table 13 Do you have plan to employ more workers in the coming 12 months?.........................25
Table 14. If your answer is yes for question number 7 above please fill in the number of workers
in the following table.....................................................................................................................25
Table 15 Percentage distribution of employees.............................................................................26
Table 16 Presently do you have vacancies for TVET graduates?................................................26
Table 17:- If your answer is yes for question number 11 above please fill in the number of
vacancies in the following table....................................................................................................26
Table 18: If your answer is yes for question table 17 above type duration and numberof trainees
.......................................................................................................................................................28
Table 19: duration and number of trainees....................................................................................28
Table 20 Permanent and non permanent worker distribution.......................................................29
Table 21 Main reasons for leaving the organization as follows....................................................30

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c iv

Table 22 what skills the TVET College/institution should improve upon to make its graduates
moreemployable............................................................................................................................30
Table 23 Would you want to give training your employee...........................................................31
Table 24 Market need assessment.................................................................................................32

List of Figure
Figure 1 Status of MSEs organized by the sector office...............................................................12
Figure 2 plan for 2018 E.C of MSEs at arkisha one center.........................................................13
Figure 3 Traind status of MSEs Organized by Jinka center arada................................................14
Figure 4 analysis of the distribution of male and female operators...............................................15
Figure 5 Type of organization.......................................................................................................17
Figure 6 No of workers are currently employed in your enterprises.............................................18
Figure 7 occupation, level, and number of your workers..............................................................20
Figure 8 Percentage distribution by skill level..............................................................................21
Figure 9 Skill distrbution for a year...............................................................................................22
Figure 10 The main reason for leaving the enterprise..................................................................23

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 Abstract
The labour market in Ethiopia particularly in emrging regions such as Ari zone face challenges
related to youth unemployement,skills mismatch,and limmited alignment between training
programs and employer [Link] and vocational education training(TVET) istitutions
such as Jinka polytechnic college play acritical role in preparing skilled
graduates ,however,evidences suggests that many graduate encounter difficulties in securing
employment relevant to their training.
This study assess the labour market dynamics in ari zone with focus on graduate
employability,skill demands and sectoral employment opportunities the study use a mixed
method approch combinig surveys of graduates and employers,interviews with key stakeholders
and analysis of secondary data on regional economic trends,
Basedon this study provides actionable recomndation to enhance curiculum
relevance,strengthen industry linkage,develop targated skill training programs and improve
graduate [Link] supports Jinka polytechnic college policymakers and other
stakeholders in creating a more responsive and inclusive labour market that benfites
graduate,employer and boarder community in Ari zone

Keywords: TVET,labour market employablity,skill,demand

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 Chapter One
1. Introduction

1.1. Background of the study

based on the regional context, general Ethiopian labour market trends, and available socio-
economic data for the Ari Zone, a detailed profile of its labour market can be constructed. The
Ari Zone is predominantly rural and heavily reliant on agriculture, meaning its labour market
characteristics differ significantly from urban centres like Addis [Link] Ari Zone is part of
the South Ethiopia Regional State (formerly SNNPR). The local population, mainly the Ari
ethnic group, largely resides in rural areas, making the labour market reflective of a developing,
agrarian economy.

Ethiopia is one of the fastest-growing economies in Africa driven by investment in development

programs. The country is also characterized by a relatively fast-growing population and, though
still among the lowest in Sub-Saharan Africa, a rapid growth in urban population. This raises the
need for an appropriate management and efficient utilization of its work force. In this respect,
there is a need tomonitor labour market outcomes and implement adequate employment policies
focused on strengthening the economy’s capacity to absorb a growing labour force [1].

A well functioning labour market is critial foundation for economic grouth,skills development
and improved [Link] rapidly developing areas such as Ari zone understunding labour
market dynamics is increasingly important for aligning training programs within actual
employment [Link] and vocational education and training (TVET) institutions
particularly jinka polytechnic college play a centeral role in producing skilled graduates who
meet the need of local industries,emerging sectors,and community based enterprises.

Ethiopia is one of the African countries with the highest rate of urbanization. Such high growth
rate of Ethiopian urban centers presents enormous challenges to the nation. One of the
developmental challenges facing urban Ethiopia today is unemployment. While there is little
improvement in urban unemployment reduction, the overall performance in employment creation
remained sluggish. Despite the growth in the labour force, employment growth is inadequate to

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absorb labour market entrants. The great concern here is, therefore, whether there should be
substantial growth in job creation in urban areas to absorb new labour market entrants [2].
A labour market is a process where labour is sold and bought or a market where labour is sold in
exchange for wages paid to workers for their job, with employers acting as purchasers of labour.
The supply of labour (people who are employed or looking for work) and demand of labour
(businesses) determine the price of labour, just as in any other market for commodities. If the
supply is higher, then the price of labour is low, conversely the higher the demand, the higher the
price of labour.
The higher level of supply that results when there are more job seekers than employers require
lowers wages. On the other hand, the pay might increase if there are fewer workers than what
businesses require. The demand for labour is fundamentally a derived demand because
businesses only ask for labour in response to the demand for the goods and services they provide.
Companies are willing to pay more for talented personnel since they are more productive than
unskilled workers. However, the labour market is largely divided into distinct segments. Because
various and specialized talents are needed by businesses to generate their goods and services,
labour is not a readily available commodity. Even though an auto engineer is competent at fixing
automobiles, a shoe factory is unlikely to hire him or her as a shoe expert, just as a car plant is
unlikely to hire a pilot. Therefore, it should be given top attention to continually assess the
companies' needs for skilled labour.
Under this framework, Jinka Polytechnic College has been training trainees in sixteen
occupations. By doing this, the college is contributing significantly to the supply of skilled
labour to the private, public, and nonprofit sectors.
The college has been offering training based on the demand of the market and relies on an
outcome-based training approach as well as explicitly stated in the TVET strategy. The purpose
of this study is to pinpoint potential training areas for Jinka polytechnic college's upcoming 2018
academic year.

1.2. Statement of the problem

Despite the expantion of technical and vocational education and training (TVET) programs in
Ethiopia a persistant gap remains between the skills supplied by training istitutions and the skills
demanded by [Link] polytechnic college like many TVET istitutions in the

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 2

country,continues to produce gradutes equipped with technical knowledge, however many of
these gradutes face difficulties in securing employment relevant to their filed of study
1. The Ideal/Desired State,What the labour market should look like (e.g., full employment,
efficient skills matching, equitable wages),What is the generally accepted goal for this labour
market?
2. The Reality/The Gap,"The specific, observable problem or inconsistency (e.g., high youth
unemployment despite economic growth, persistent skill shortages).",What specific
problem/symptom is currently observed? What evidence proves this problem exists?
3. The Consequences/Cost,The negative impacts of the problem on the economy, society, and
individuals (i.e., the so what?).,What happens if this problem is not addressed?

1.3. Objective of the study

1.3.1. General objective
The general objective of this study is to analyze the labour market in ari zone and provide
evidence based recommendation to improve the relevance of technical and vocational education
traning(TVET) programa at Jinka polytechnic college,there by enhancing graduate employability
and alignment with local and regional economic opportunities.

1.3.2. Specific objectives

The specific objectives of this labour market survey are: -
 To assess the curent employement trends and labour market dynamics in Ari zone
 To identify the demand for the exact technical and soft skills among employers in key
sectors including agriculture,small and midum enterprise,tourism and services.
 To open new occupations which areneeded in the market based on the study.
 To evaluate the linkage between training program at Jinka polytechnic college and local
market needs including internship and apprenticeship opportunities.
 To provide actionable recomndations or curriculum improvement.

1.4. Scope of the Study

The scope of this labour market survey was limited to assessing and collecting adequate
information on the demand for skilled labour by the government sector offices, industries,

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 3

NGOs, and micro and small enterprises. The study area was delimited to 01 town administration
and 05Woredas of the Ari zone which are JinkaTown Administration,

1.5. [Link] of the study

The finding of this labour market study are significant for multiple stakeholders and will
contrbute to enhancing the relevance and impact of technical and vocational education training
(TVET) in Ari zone.
1, for Jinka polytechnic college:it provides evidence based awareness that can guied curriculum
development,program design and skill training initiatives
2,for policymakers and governments agencies: the study offers valuable dat to inform
education and employement polices,workforce planning and regional development strategies.
3,for employers and industry: employers gain a clear undrestanding of the avilable
workforce,potential skill gaps and areas for collabouration within training institution

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 Chapter Two
2. Literature Overview

2.1. Overview of labour market survey

The labour market survey is designe to collectcomprehensive information on employement
conditions,workforce characteristics and skills demand within a given economy its primary
purpose is to generate reliable up to date data that supports effective workforce planning and
evidence based policy formulation.
The labour market is the place where the supply and the demand for jobs meet, with the workers
or labour providing the services that employers demand. The worker may be anyone who wishes
to offer his services for compensation, while the employer may be a single entity or an
organization that is in need of an individual to do a specific job or to complete a task. The worker
is then comparable to a seller while the employer is the buyer.
A common factor that connects the two entities is the salary or wage that is agreed to be received
by the worker from the employer. In short, this is where workers can find work that suits their
skills and qualifications and where both agree on the wages, benefits, and other forms of
compensation for the worker.
In the labour market, it is assumed that workers move to where there is a demand for their skills,
whether this is in their local region or abroad. Moreover, they are also replaceable, which means
that a person who can do the job better can be tapped to take over the other worker’s job.
Furthermore, salaries are not fixed, meaning they can go up or down, depending on the
worker’s performance. Wages or compensation is the highest motivating factor in the labour
market.
2.2. Components of the Labour Market
The labour market includes several interconnected components that determine how workers and
employers intereact how jobs are created and how employement conditions are shaped the main
componant includes:
1. Labour supply this refers to avilablity of workers who are able and willing to work it
includes:
 Working age population
 Labour force population rate

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 5

  Skills education and qualification s
 Demographic factors(age,geneder,migration etc)
2. Labour Demand: the number of workers employersare willing to hire at different wage
[Link] depend on
 Productivity
 Technology
 Cost of capital
 Consumer demand for goods and services
3. Wages (price of labour) the compensation workers recives for their [Link] are
determine by the interaction of labour suplay and demand.
4. Labour market institutions: structures and organizations that influence labour market
outcomes such as
 Trade unions
 Employer associations
 Gevornment agencies
 Labour courts and arbitration bodies

On the other hand, the Ethiopian economy while growing at an appreciable rate, at the juncture
of its developmental phase, the economy cannot absorb the growing segment of the young
population that enters the labour market. Thus efforts were being made to encourage the youth to
be self-employed through initiating business start-up programs. Labour market information and
monitoring is thus an important tool for the TVET system to identify and analyze the
requirement of the labour market to continuously adjust their training programs with the
requirements of the market.
According to logic [3]. this study the private sector is a criticaldriver ofeconomic growth which
can contribute significantly to poverty reduction and higher living standard for poor pepole being
responsible for around 90% of employemnt in the developing [Link] both formal and
informaljobs. It also provides critical goods and services.
Job creation: From the ILO’s decent work agenda, creating jobs requires an economy that
generates opportunities for investment, entrepreneurship, skills development, job creation and
sustainable livelihoods. ‘In project’ jobs created are not counted in this review an outcome of

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 6

interventions. Job quality: refers to the working conditions in which a job takes place. It is a
multidimensional concept that covers aspects including adequate wages (earnings) and benefits,
decent work, job stability and security and social protection, skills development and training
opportunities, safety and employment ethics, workplace relationships (including gender equality)
and work motivation, formal training, working conditions, (flexibility in) working hours and
balancing work and non‐ working life, health implications of work, work autonomy and the
meaningfulness of work. There is, no agreement on the exact dimensions and indicators to
measure the quality of jobs [4]. Jobs: implies persons in employment comprise all persons above
a specified age who during a specified brief period, either one week or one day, in paid or self-
employment. It includes persons who during a specified period (a) performed some work for
wage or salary in cash or in kind, (b) had a formal attachment to their job but were temporarily
not at work during the reference period, (c) performed some work for profit or family gain in
cash or in kind, (d) were with an enterprise such as a business, farm or service but who were
temporarily not at work during the reference period for any specific reason4. Note that jobs
should be formed under decent work conditions such that people have access to employment
rights and benefits and social security. Know about business: a training tool developed by the
ILO for secondary, vocational and technical training institutes. Labour markets: labour is a
measure of the work done by human beings; a labour market concerns the interaction of workers
and employers, where labour services (workers) are supplied in response to the demands of
labour services (employers), with resulting patterns of wages, employment, and income.
Traditionally the term does not cover people engaged in farming or self-employment. For this
study however all types of labour have been included. Market system: the multi-player, multi-
function arrangement comprising three main sets of functions (core, rules and regulations and
supporting functions) undertaken by different players, and through which exchanges take place.
Production network: the nexus of interconnected functions and operations through which goods
and services are produced, distributed and consumed and a conceptual framework that is capable
of grasping the global, regional and local economic and social dimensions of the processes
involved in many (though by no means all) forms of economic globalization [5].Production
Network: the nexus of interconnected functions and operations through which goods and services
are produced, distributed and consumed Supply Chain: the internal chain of a firm’s activities.

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 7

 Chapter Three
3. Research Design and Methodology

3.1. The Study Design

The purpose of this assesment of labour market study was to match labour demand and supply of
skilled manpower, both in quality and quantity, ensuring that individuals acquire the skills,
knowledge, and attitude required by employers or industries, as well as public sectors for today’s
dynamic labour market needs.

To achieve the stated objectives of the study, a descriptive survey design was employed as an
appropriate research method. This was because descriptive research is the act of describing the
existing situations in the context.

Moreover, to get a general picture of the issue under investigation, a mixed methods design was
used. The central assertion of employing this design was that jointly using both qualitative and
quantitative design approaches provides a better understanding of the research problems than
either research approach alone. Then finally, the results of data analysis from the two methods
were merged and presented in the discussion phase of this study chapter.

3.2. Methodology of the study

The methodology of assesment of labour market study combines both quantitative and
qualitative approches to ensure a comprehensive understanding of labour market
dynamics,workforce charactristics and skills demand. The multi method design allows for
tiriangulation of findings and enhance data reliability and validity.

3.3. Research design

A mixed method approach will be used integrating statistical analysis with qualitative insights
this approach captures measurable labour market indicators while also exploring the
experiences and perceptions of employers,workers,and stakeholders.

[Link] Methods
Secondary data analysis existing labour market datasets will be reviewd and analyzed including
Labour force servey
National employement statistics

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 8

 Social security and administrative records
Industry and sectoral employment data

3.3.2. Qualitative Methods

Key informat interviews interview will be condaucted
 Government officials
 Industry leaders
 Training institutions
 Labour unions and employer associations

3.3.3. Sampling methods

The sampling method used to obtain the desired sample group was the purposive sampling
method. Purposive sampling is a non-probability sampling method and it occurs when “elements
selected for the sample are chosen by the judgment of the researcher. Researchers often believe
that they can obtain a representative sample by using a sound judgment, which will result in
saving time and money.

3.3.4. Instruments of Data Gathering

To ensure comprehensive and reliable data collection, a combination of quantitative and
qualitative instrument will be used. These instruments are designed to capturelabour labour
indicators,workforce characteristics,employer needs and perception of key stakhoders.
The data gathering instrument used for this studywas questioner. The instrument was developed
by Federal TVET Agency experts and we used this tool as it is. The researchers collected data
from primary sources. The necessary data for the research was collected through questionnaires
and it has two parts: open-ended and close-ended questions.
Structured questionnaire will be used to collect quantitative data from
 Employers
 Workers and job seekers
 Training providers

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 3.3.5. Methods of Data Analysis
To achieve the objective of the study the data obtained from different sources through different
data-gathering instruments were analyzed based on the nature of the data. Therefore, both
quantitative and qualitative techniques were used to analyze and interpret the obtained data.
The quantitative data analysis method was employed as the major technique for final work from
the descriptive statistics, percentageand table. The qualitative data analysis method was also
employed as a supplementary data analysis technique for triangulation and justification purposes
to complement the insight drawn from quantitative analysis.
The data collected from both quantative and qualitative instruments will be analyzed using a
combination of statistical ,thematic,and comarative [Link] mixed analysis approach
ensures that numerical trends are supported by in depth insight leading to a comprehensive
understanding of labour market dynamics.
The main goal of the analysis was to summarize,organize and describe the characteisticsof the
data.

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 10

 Chapter Four
4. Data Analysis and Interpretation

5.1. Data Analysis

In this section oulines the procedures for analzing the collected data and interpreting the
findings to draw meaningful insights about the assesment of labour market [Link] analysis
integrates both quantitaive and qualitative data to ensure a comprehencive understanding of
workforce dynamics employement trends and skills needs.
Jinka Polytechnic College did this labour market analysis in order to ensure that people have the
skills, knowledge, and attitude required by businesses or industries, as well as public sector
organizations, for today's dynamic labour market needs.
Analysis of ANNEX - 1
Labour Market survey Questionnaire Job Creation and Safety Net
Table 1- status of MSEs Organized by arkisha one center.

No Sector Number of operators [Link] Remark

Male Female Total enterprises

1 Manufacturing 22 13 35 8
2 Construction 54 21 75 14
3 Services 176 21 197 25
4 Trade 9 4 13 3
Total 260 60 321 50

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 SME at arkisha one center
350

300

250

200

150

100

50

0
1 2 3 4 Total

Sector Number of operators Series3

Series4 [Link] enterprises
Figure 1 Status of MSEs organized by the sector office
From the above table,there are totally of 50 small and medium enterprises, which were organized
through the last years whichis 2017 E.C. The above data indicates that services, construction,
trade and Manufacturing are the dominant sectors of job opportunity creation whereas the
sectors in manufacturing and trade are relative should need a creation of awareness in the
community.
Table 2- plan for 2018 E.C of MSEs at arkisha one center

No Sector Number of operators

Male Female Total

1 Construction 50 50 100
2 Services 65 60 125
3 trade 48 47 95
4 Manufacturing 48 48 96
5 Urban agriculture 48 48 96
Total 259 253 512

From the above table, the data from arkisha one center 2018 MSE plan indicates that
Construction 50 male and 50 female,service 65 male and 60 female, trade 48 male and 47
female,manufacturing 48 male and 48 female and urban agriculture 48 male and 48 female total
of 259 male and 253 .
JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 12
 600

500 512

400

300
259 253
200

100 125
100 95 96 96
50 65 48 48 48 50 60
0 47 48 48
Male Female Total
Number of operators

1 Construction 2 Services 3 trade

4 Manufacturing 5 Urban agriculture Total

Figure 2 plan for 2018 E.C of MSEs at arkisha one center

The viewpoints of organizing MSEs into enterprise, operators provided us with the following
suggestions as to what skills the TVET college/institution should improve upon to make its
graduates more employable
TVET colleges should provide kaizen implementation training
Colleges must improve skill training for construction sector
TVET colleges should create awareness for enterprises
TVET colleges should provide entrepreneurship training.
The college should improve the training up to level 5.
TVET institutions should give training based on skill gap analysis.
The training must be focused on practical training rather than theory.
The colleges should improve Supervision and follow-up.

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 13

Table 3 Traind status of MSEs Organized by Jinka center arada

No Sector Number of operators [Link] Remark

Male Female Total enterprises

1 agriculture 3 1 4 1
2 industry 41 21 62 12
3 Services 4 3 7 1
Total 48 25 73 50
This analysis the two distinictdataset provided focusing on employee trained status of micro and
small scale enterprise operated by sectors and gender.

Figure 3 Traind status of MSEs Organized by Jinka center arada

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Analysis of ANNEX 2
Table 4 analysis of the distribution of male and female operators

No Sector Number of operators [Link] Remark

Male Female Total enterprises

1 Manufacturing 22 13 35 8
2 Construction 54 21 75 14
3 Services 247 39 286 37
4 agriculture 16 8 24 5
5 industry 34 10 44 8
6 Trade 9 4 13 3
Total 382 95 477 75
This table report presents an analysis of the distribution of male and female operators and the nuber of
enterprise across six key economic sectors Manfuctiring,construction,service,agriculture,industry and
trade the objective is to understand workforce composition gender participation and the relative size of
enterprises within each sector.

400

350

300

250

200

150

100

50

0
Percentage 0% 69.50% 30.50% 100%

Series1 Series2 Series3 Series4 Series5

Figure 4 analysis of the distribution of male and female operators

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 15

From the above table and figure we analysis the data total operators 477 which is 100% and
from these 382 which is 80% is male and 95 which is 20% is female this shows that a significant
geneder imbalance with males dominated across all sectors.
Sector wise operator distribution
[Link] sector it is the highest number of operators 286 accounts for 60% of all [Link]
indicate that service play a major role in the economy or workforce distribution of the area.
[Link] :- the second highest operator 75 makining up 16% from the total operator
[Link]:- 44 operator slightly higer than agriculture and manufacturing which accounts 9%
D. Manufacturing moderate operators 35 share of 7% from the total operator
[Link]:- 24 operator reprsents 5% showing lower participants
[Link] 13 operators showing the least participants 3% from the total
Numbur of enterprise :- from the total 75 enterprise service leads with 37 enterprise almost half
of all enterprise. Manfucturing 8 and industry 8 shows moderate enterprise [Link]
have 14 enterprise which has fair number of enterprise relative to its [Link] 5 and
trade 3 have the fewest enterprise .
To summraise the analysis reveals a highly uneven distribution of operators across sectors with
service standing out as the major economic [Link] pronounced gender disparity suggests a
need for policies aimed at enhanceing womens participation in various economic
[Link] smaler sector such as trade and agriculture could further diversify economic
activity and promote balanced development.
Labour Market Survey Questionnaire for Companies/Enterprises

5.2. PERSONAL INFORMATION

Table 5:- Type of organization

No. Type of organization Quantities of Percent remarks

respondents
1 Public/enterprise 7 33.3%
2 Private /PLC/ 13 61.9%
3 Share company 1 4.8%
4 NGO’S - -.
5 Sole proprietorship -

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 16

 Total 21 100%

25
20
15
10
5
0
Private /PLC/
Public/enterprise

Sole proprietorship
NGO’S
Share company

1 2 3 4 5 Total

Quantities of respondents Percent remarks

Figure 5 Type of organization
From the above table and figure provides analysis of the type of organaization reprsent in the
labour market study. A total of 21 respondant were included clasified into five catagories public
[Link] PLC,share company,NGOs and sole [Link] purpose of this analysis
is to examine the distribution of respondants across these organaizational types and understand
the relative reprsentation of each catagories.
From these analysis shows that private PLC are the most dominant organazational type in the
sample accounting for 61.9% of all respondant. This indicate that private limited company play a
major role in the economic and employement landscape of the area studied.
Public enterprises the second largest category is public enterprise reprsenting 33.3% of
respondants. This demonstrates a noteable presence of government owned or government
managed organaization in the region.
To deduction the organazational landscape revealed by the data is heavily dominated by private
PLCs,followed by public [Link] absence of NGOs and sole proprietorships in
therespondent group highlits potential gaps or underreprsented [Link] this
distribution is essential for planning workforce development, partnership opportunities and
policy interventions.

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 17

 Table 6: how many workers are currently employed in your enterprises or company?

Educational Status Permanent workers Non-permanent works

Number Percentage Number Percentage Total
1 Degree and above 0 0% 0 0% 0
2 TVET graduate 180 69.5% 29 48.3% 209
3 Not formally Trained 79 30.5% 31 51.7% 110
Total 259 100% 60 100% 319

350
319

300
259
250
209
200
180

150
110
100
79
60
50 31
29
0 Educational
0 0.00% 0 0.00% 0 0Status
69.50% 48.30% 0 Permanent workers Number 100.00%100.00%
30.50% 51.70%
0
1 Permanent workers Percentage
2 Non-permanent
3 works Number
Non-permanent works Percentage Non-permanent works Total

Figure 6 No of workers are currently employed in your enterprises

From the above table and figure analysis most permanent workers 69.5% are TVET graduates.
About 30.5% are not formaly trained while no permanent workers have a degree or higher
qualification.
Non permanent workers are almost evenly split with 51.7% and 48.3% being TVET graduates no
degree holder is employed as a non permanent worker.

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 18

 Overall nearly two thirds 65.5% of employees are TVET graduates while 34.5% are not formaly
trained.
To summarize your workforce is predominantly TVET trained both in permanent and non
permanent.
Table 7:- Questions 3-5 Please provide the occupation, level, and number of your workers that
graduated from TVET.

No. Occupations Number of TVET Employee Stayed over Left over a

CC Level Level Level Level Level a year past year
I II III IV V
1 Garment /Tailoring 04 05 04 08 19
2 Auto Engine 01 02 03 03 09
3 Agro-mechanics 02 03 05 02
4 Furniture 02 02
5 Accounting 01 03 03
6 Electromechanic 01 03 04
7 Automotive Technology 02 01 03 04 10
8 Surveying 05 04 06 02
9 Sanitary 02 02
10 Construction 03 01 04
11 ICT 03 06 08 17
12 Bulding instalation 05 05
13 Turism 05 05 03
14 Animal production 05 08 13
15 Plant production 08 07 15
16 Natural resource 03 06 09
17 Animal health 06 03 09
Total 06 19 23 67 28 137 07

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 19

 25 160
140
20
120
15 100
80
10 60
40
5
20
0 0
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 Total

Occupations Number of TVET Employee

Series3 Series4
Series5 Series6
Series7 Stayed over a year
Left over a past year

Figure 7 occupation, level, and number of your workers

Based on the above table and figure provided various skills/trades across different skill
levels thatis level I to level V and potentially different time frames
The table lists various occupational fields and the number of entries/records which could
represent demand,enrollment,or availability depending on the studys context associated with
each skill and level.
Table 8 Leve distrbution of the employe

no level Total percentage

1 I 6 4.3%
2 II 19 13.6%
3 III 23 16.4%
4 IV 67 47.9%
5 V 25 17.9%
From this table level IV dominance nearly 48% of the total volume is concentrated in this
level. This indicates a high focus on intermidate or advanced specilaized skills in the market
or program.
Low entry level level I accounts for very small portion at only 4.3%

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 20

Figure 8 Percentage distribution by skill level
Table 9 Percentage distribution by skills

no skill Year volume percentage

1 Garment/tailoring 19 15%
2 ICT 17 13.4%
3 Plant production 15 11.8%
4 Construction 14 11%
5 Animal production 13 10.2%
6 Automotive technology 10 7.9%
7 Auto engine 9 7.1%
8 Natural resource 9 7.1%
9 Animal health 7 5.5%

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 21

 10 surveying 6 4.7%
11 Building instalation 3 2.4%
12 Agro mechanics 2 1.6%
13 Furniture 2 1.6%
14 Sanitry 1 0.8%
Key finding top skills garment /tailoring 15% andICt 13.4% are the two largest contributors
collectivly making up over 28% of the total year volume.
Agriculture plant production 11.8%,construction 11% and animal production 10.2% also shows
significant contributions, highlighting a strong volume in practical and technical trades.

Figure 9 Skill distrbution for a year

Table 10 The main reason for leaving the enterprises or company?

Number of Respondents Remark

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 22

No The reason for leaving the enterpriseor company No %
1 Own reason 5 41.67%
2 Forced to resign due to un acceptable skills/competency 3 25%
3 Fired due to misconduct or miss understanding 4 33.33%
4 Due to bankruptcy 0 0%

5
4 Nu
3 mbe
2
1
r of
0 Re-
Forced to resign due to un acceptable
The reason for leaving the enterpriseor

Fired due to misconduct or miss under

Due to bankruptcy
Own reason

spo
- nde
nts
skills/competency
company

standing

Number of Respondents Series2

No 1 2 3 4

Figure 10 The main reason for leaving the enterprise

Basedon the above table weprovided wich appearto be from a labour market study by jinka poly
technic college the report analysis for the main reason employes leave an enterprise or
[Link] single largest reason for separation is the employees Owen reason accounting for
41.67% of the departures,this suggests that voluntary turnover driven by personal choices or
external opportunity is the most common factor.
E. Occupational competencies
Table 11:- Please provide us with some suggestions as to what skills the TVET
College/institution should improve upon to make its graduates more employable- select from the
attached list.

No. Occupations Skill gaps

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 23

1 Construction works Construction Finishing work

Painting
2 Furniture making and Metal Finishing work, painting, Imitation work, machine
works maintenance, forging, Welding skill gaps,

3 Common Skill Gaps Computer skill

Design working
Customer handling mechanisms’

Tools handling and safety procedures

Bill of quantity
Kaizen and Quality control
Entrepreneurship training

The above Table shows that some suggestions to the college should improve what skills upon to
make its graduates more employable.
Table 12:- What was the reason for not employing TVET graduates in your Enterprise/company?
Number of Remark
No The reason for not employing TVET graduates in your Respondents
Enterprise/company? No. %
1 They do not have the required skills that our company needs 2 11.1
2 We have experienced workers, thus we do not need TVET- 5 27.7
trained skilled workers
3 We train our workers through job training, thus we do not need 3 16.6
TVET graduates
4 Our company does not need skilled workers as the skill of the 2 11.1
owner/manager is sufficient to do the job
5 Others, 6 33.3

The above table indicates that 27.7% of enterprises have experienced workers in their enterprise,
11.1% of enterprises do not need TVET graduates because, they thought the TVET graduates do

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 24

 not have the required skills for their company needs, 11.1% enterprises do not need TVET
graduates because of the volume of their work and as well the manager has sufficient skilled to
do the job and 16.6% of enterprises train their workers through on job training so, theydo not
need TVET graduates. 33.3% of the enterprises replied other reseasons for not employing TVET
graduates in their company.
F. Vacancy
Table 13 Do you have plan to employ more workers in the coming 12 months?

No. The items Responses

Yes No
No. % No. %
9 Do you plan to employ more workers in the coming 12 15 50 15 50
months?
It investigates the future hiring intentions of the enterprisesbased on 30 respondants.
The above table clearly shows that out of 30 respondents 15(50%) replied that they don’t have
vacancies for recruitment where as 15(50%) of respondents replied that they do the plan to
employ more workers in the coming 12 months.
Table 14. If your answer is yes for question number 7 above please fill in the number of workers
in the following table.
Number of employees by level
No. Occupations Qualification levels
Level 1 Level 2 Level 3 Level 4 Level 5
1 Painting 04 06 10
2 Furniture making 01 05 07 04
3 Wood work - 02 07 24
4 Masonry - 02 02 02
5 Garment - 06 04
6 Metal works - - 07 05
7 Automotive Technology 02 06 04
8 Carpintary - - 02 02
9 Electromechanical - 02 03 01

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 25

 Total 13 44 59 04
Based on the provided table above which shows the number of employees by level across
various occupations and qualification [Link] table displays the distribution of employees
across nine different occupations based on five distinict qualification levels. The total number
indicate the relative importance of different qualification levels in the workforce.
Table 15 Percentage distribution of employees

No Qualification Total employees Percentage distribution

1 Level I 0 0%
2 Level II 13 10.83%
3 Level III 44 36.67%
4 Level IV 59 49.17%
5 Level V 4 3.33%
6 Total 120 100%
From table 15 above leve IV is the most dominant qualification accounting for nearly half of the
total employees 49.17%.and level III is the second largest reprsenting more than one third of the
workforce that is 36.67%.
Table 16 Presently do you have vacancies for TVET graduates?

No. The items Responses

Yes No
No. % No. %
1 Presently do you have vacancies for TVET graduates? 11 35.4 20 64.5
The above table clearly shows that out of 31 respondents 20 (64.5%) were replied that they don’t
have vacancies for recruitments whereas 11 (35.4%) of respondents were replied that they do
have plan to employ more workers in the coming 12 months.

Table 17:- If your answer is yes for question number 11 above please fill in the number of
vacancies in the following table

Number of employees by level

No. Occupations Short term Training by Levels
Training Level 1 Level 2 Level 3 Level 4 Level 5

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 26

1 Furniture - - 01 02 04 -
2 Wood work - 03 06 04 -
4 Painting - - 03 05 -
5 Metal works - - 05 02 -
6 Automotive - - 06 04 03
7 Finishing - - 04 02 -
8 Electrician 04
Total 0 04 26 25 03
The above table 16 shows that training by level from level II up to level IV 58 trainees are
needed by enterprises.
1. If your answer is No for question number 11 above, what are the reasons for not filling
your vacancies?
Most of the respondents replied that their companies or enterprises filled with non-trained labour
market rather than TVET graduates, in addition to this they mentioned the following reasons for
not filling their vacancies:-
 Budget limitation
 Fear of bankruptcy on the organization
 There is no suitable job for TVET graduates
 Fluctuations of work flow and work opportunity
 The volume of work does not need other workerand

Table 18:- Do you provide in-company training at the time of recruitment?

No. The items Responses

Yes No
Responses Responses
No. % No. %
14 Do you provide in-company training at the time 15 34.8 28 61.2
of recruitment?
The above table clearly shows that out of 43 respondents, 15(34.8%) of respondents were replied
yes to provide in-company training at the time of recruitmentand 28(61.2%) respondents replied
No for providing in-company training at the time of recruitment.
JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 27
Table 18: If your answer is yes for question table 17 above type duration and numberof trainees

Occupation Duration Number of trainees

Painting one month 4
Finishing one month 6
Machine maintenance 15 days 33
Weilding 10 days 3
Automotive 10 days 7
Wood work 10 days 13
Kaizen one month 6
Furniture one month 4
Entrepreneurship one month 6
Total 240
Table 19: duration and number of trainees

 Most companies or the enterprises need in-company training for recruitment staff from
TVET institutes for 10 days to one month.
Analysis of ANNEX – 4.
Labour Market survey Questionnaire Government Sector Offices
A. General information
In order to supplement the data we gather from sector offices, the researchers distributed
questionnaires for the labour market survey to 12 government sectors in each Weredas and Town
Administration. The selected 12 government sectors are:

1. Construction and Urban Development offices

2. Enterprises and Industry Development offices

3. Trade and Market Exchange offices

4. Municipality offices

5. Road and Transport offices

6. Workers and Social affairs offices

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 28

 7. Women affair offices

8. Agriculture offices

9. Culture and tourism affairs communication office

10. Forest and environment protection office

11. Inovation technology office

12. Revenue office

Related sectors like Jinka University,JinkaEthio plastic industry,Jinka Agricultural research

centre, ERA (Ethiopian Road Authority), and NASA Agriculturial PLC.

B. Employment Status

1. Table 17: Employment Status: - 70 Respondents replied that how many workers
are currently employed by the Organization as follows:-

Table 20 Permanent and non permanent worker distribution

No Education Status No of permanent precentage No of non-permanent percentage

1 Degree and 2125 59% 145 67.8%
above
2 TEVET graduates 934 25.9% 36 16.8%
3 Untrained 540 15% 33 15.4%
workers
Total 3,599 100% 214 100%
From this able highly educated majority workers with a degree and above make up the largest
proportion of the workforce accounting for nearly three fifths 59% of all emploees.
Mid level skills workers who are TVET graduate(technical enterpreneurial vocational education
and training) represent a significant minority making up overa quarter of the workforce 25.9%.
Untrained minority constitute the smalest group representing 15% of the total employed

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 29

 Table 21 Main reasons for leaving the organization as follows.

No The reason for leaving an Respondents

Organization Response Percentage
1 Own reason 15 55.5%
2 Forced to resign due to un acceptable skills or 2 7.4%
competencies
3 Fired due to misconducts / misunderstanding 1 3.7%
4 Others /salary, good governance……/ 9 33.3%
Total 27 100%
The above table 22 indicates that 55.5% of the employees left their work by their own reason and
33.3% of workers left their own other factors like transfer from one sector to another sector, need
of additional salary, of good governance and the likes motivate the workers transference of one
sector to another sector in the selected woreda offices, 7.1% of workers left due to unacceptable
skills.
C. Occupational competencies

Table 22 what skills the TVET College/institution should improve upon to make its graduates
moreemployable.

No Types Of Occupation Skill Gap

Level Level Level Level Level
Remark
1 2 3 4 5
1 Crop production √
2 Natural Science √ √
3 Animal health √ √
4 Animal science √ √
5 IT √ √
6 Construction √
7 HNS √
8 Database √
9 Automotive √ √

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 30

10 Secretary √
11 Surveying √
12 Garment √ √ √
13 Accounting √ √
14 Management √ √
Some additional suggestions from the targeted respondents:-
 TVET institutions should give training based on skill gap analysis.
 The training must focused on practical training rather than theory.
 TVET institutions should improve supervision and follow up.
 Trainers’ quality and commitment should be improved.
 TVET institutions should open new and market based occupations.
a) 58.5%of the selected South Omozone offices have a need for training to existing
staffs in the next 06 [Link] as 41.5% of South Omozonal offices do not need
for training of your existing staff within the next 6 months.

Table 23 Would you want to give training your employee

No Occupation Short term Formal in levels

L -1 L -2 L -3 L -4 L -5
1 Accounting √ √ √
2 Management √ √
3 Tourism √ √
4 Surveying √ √ √ √
5 Sanitary √ √
6 Construction √ √ √
7 Animal health √ √ √
8 Crop production √ √ √
9 Animal production √ √ √
11 Natural management √ √ √
12 Library science √
13 Automotive √ √

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 31

14 Database Administration √ √
15 Bussines Management √
a need for training of your existing staff within the next 6 months?What type of training?
Training needs:-
 Skill based training
 On job training
 Women empowerment training
 Surveying
 Moral and ethics
 Basic Computer Skills
 Food processing
 Animal rearing
 Plant protection
 Tailoring
 The following occupations are market need assessment
Table 24 Market need assessment

No Occupation No. of Percentage

Responden
ts

1 Agricultural cooprerative Business 11 15.7%

Management
2 Agricultural cooperative management 6 8.5%
3 Basic accounting and auditing management 5 7.1%
4 Cooprative accunting and and auditing 11 15.7%
5 Fashion design 8 11.4%
6 Garment 6 8.5%
7 Ginning 3 3.25%
8 Textile 10 14.2%

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 32

9 Waving 4 5.7%
10 Fruit 11 15.7%
11 Alchool 3 4.2%
12 Bee 6 8.5%
13 Cereal 3 4.2%
14 Coffee and tea 11 15.7%
15 Oil 5 8.16%
16 Automechanics 16 22.8%
17 Body painting 6 8.5%
18 Building electrician 13 18.5%
19 Finishing construction work 9 12.8%
20 Plumbing installation 9 12.8%
21 Structural construction work 9 12.8%
22 Electrical and electronics equipment servicing 11 15.7%
23 Bakery and pasting 8 11.4%
24 Curling anart 6 8.5%
25 Food and beverage service 6 8.5%
26 Food and beverage control 7 10%
27 Tour guide 12 17.1%
28 Farm machinery and equipment operation 16 22.8%
support work
29 Animal production 18 25.6
30 Crop production 17 24.2
31 HNS 8 11.4%
32 DBA 2 2.8%
33 Weilding 3 4.2%
34 Cadestrial survey 7 10%
35 Electromechanical 12 17.1%

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 33

 36 Irrigation 8 11.4%
37 Water supply 10 14.2%
38 Accounting and budget service 17 24.2
39 Financial accounting management 11 15.7%
40 HRM 22 31.4
41 Plant science 19 27.1
As indicated on the above table, out of 70 respondents 22(31.4%), 19(27.1%) , 18(25.6%) ,
17(24.2%), 17(24.2%), 16(22.8%%), 16(22.8%) and 12(17.1%) of them were responded that
HRM, Plant science, Animal production, Crop production, Accounting and budget service, Farm
machinery and equipment operation support work, Automechanics, and Electromechanical are
the market need assessment priority occupations respectively.

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 34

 Chapter Five
5. Study Findings, Conclusion and Recommendations

5.1. Study Findings

After analyzing the result from several sources of the data the study findings include:-
1. This labour market study finding suggests that both labour market and outcome-based
training should be conducted concurrently. While the vast majority of graduates are
competent enough in COC, many of them do not have a job opportunity directly related to
the training they received in college, and a comparative proportion of them are victims of
the problems associated with unemployment. Consequently, to stop the flow of graduate
trainees into unemployment, this labour market study will bring a great change being
identifying the problem of unemployment and work with the concerned stakeholders,
Sector Offices and particularly industries.

2. Due to the inability to put the graduates' necessary skills to use, underinvesting in Jinka
Polytechnic College graduates inevitably leads to widespread unemployment. The supply
and demand of middle and higher level skilled labour has been drastically out of balance, as
can be observed from the entire explanation up to this point. Both quantitative and
qualitative components exist in the mismatch problem. On the one hand, there is a
significant amount of unemployment among Jinka Polytechnic College graduates, but there
is also a significant amount of unfilled positions in the market. The widespread
underemployment problem prevailing in the labour market is also another indicator for the
qualitative or quantitative mismatch.

3. The demand and supply of labour are significantly influenced by a number of general
factors, including public and private investment spending, the development of new
technology, population growth and distribution, education and training, and availability and
access to labour market information. Usually, imbalances between these components lead to
mismatches in labour demand and supply. In order to ultimately reduce unemployment and
poverty in the region, Jinka Polytechnic College trainees are expected to empower an

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 35

 increasing number of graduates to engage in gainful occupations (employment and self-
employment) in the various economic sectors across most woreda's in the South Omo zone.

4. In general, Jinka Polytechnic College is striving to contribute its own responsibility towards
the achievement of the GTP of the country through reducing unemployment rate and
expanding the delivery of short term and regular trainigs being focusing on outcome based
training.

5. The study clearly shows that most of the TVET graduates are not in the industries when
compared to the government sectors in the case of South Omo zone due to many reasons.
This indicates that the need of highest level (level 4-5) with certified COC for governmental
requirement purpose.
6. The labour market need assessment shows that in private and public sectors there is a big
demand or vacancies for Jinka Polytechnic College graduates in most fields up to level V
skilled graduate trainees.
7. According to the study, the most important fields for the next fiscal year needed by
companies, sector offices and industries are:- 22(31.4%), 19(27.1%) , 18(25.6%) ,
17(24.2%), 17(24.2%), 16(22.8%%), 16(22.8%) and 12(17.1%) of them were responded
that HRM, Plant science, Animal production, Crop production, Accounting and budget
service, Farm machinery and equipment operation support work, Automechanics, and
Electromechanical are the most needed occupations respectively.
8. Another finding of the study indicates, 62.8% of the selected South Omo zone government
offices need/plan/ to employ more workers from TVET graduates in the coming fiscal year
(2015 E.C). Where as 37.2%of South Omozonal offices do not have plan to employ more
workers in the coming fiscal year. This implies Jinka polytechnic college gradutes has good
employment opportunity. Additionally 48.5% of the selected South Omo zone government
offices have a vacancy for related TVET [Link] as 51.5% of South Omozonal
offices do not have vacancies for TVET graduates.
9. The study shows that from the dissolved TVET graduate employees, 55.2% of the
employees left their work by their own reason and 33.3% of workers left their own other
factors like transfer from one sector to another sector, need of additional salary, of good

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 36

 governance and the likes motivate the workers transference of one sector to another sector
in the selected woreda offices, 7.1% of workers left due to unacceptable skills.
10. Additionally, from 3,282 employed workers in sector offices 863 (26.3%)of them were the
TVET graduates in the selected 05 woredas of South Omo zone and 664 (20.2%) of
untrained workers. Therefore, as it indicates that relatively large number of TVET
graduates especially from Jinka polytechnic College was recruited in the government
sectors.

5.2. Conclusion
The labour market is undergoing rapid and structural transformation driven by technological
advancement demographic shift,globalization and evolving work [Link] these changes
create substantial opportunity particularly in high skill and technology driven industry they also
pose challenges such as skill mismatchs rising inequality ,job insecurity shortage in critical
sectors.
5.3. Recommendations
From this labour market study the following recommendation are forwarded as follows:-
 Expand vocational and technical training aliigned with industry needs
 Promote lifelong learning to support continuous skill development
 Provide incentives for employes to invest in employee upskilling and reskilling
 Encourage flexable work arangement including remote and hybride models
 Support small and midium sized enterprize(SME) in adopting modern technology

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 37

 Refernce

[1] C. W. &. W. Mesfin, “Ethiopia Employment in urban and rural Ethiopia,” Report No:
AUS0002202, Washington DC, 2021.
[2] F. D. Kibret, “Unemployment and Labor Market in Urban Ethiopia: Trends and Current
Conditions,” Sociology and Anthropology , vol. 2, no. 6, pp. 207 - 218, 2014.
[3] v. ingram, “literature review on the labour market impact of value chain development
interventions,” wageningen, netherlands, 2024.
[4] F.-M. e. a. 2. Bustillo, “labour market study,” Erhel and Guergoa, Larivièr, 2009.
[5] D. e. a. (Henderson, “globalizaton economy,” 2002.
[6] F. T. Agency, “Labour market study manual,” Labour market study manual, 2018.

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 38

 Appendix
ANNEX

ANNEX 1
Labour Market survey Questionnaire
For Job Creation and Safety Net/ ለስራ ፈጠራና ሴፍቲ ኔት
ለክቡር /ት--------------------------------------------------------
የጂንካፖሊቴክኒክኮሌጅለእንዱስትሪተስማሚናየሰለጠነየሰውሃይልየማፍራትተልዕኮዉንበአግባቡለመወጣትእንዲችልየተቋ
ሙንተመራቂዎችየገበያላይፍላጎትቅኝትለማካሄድአቅዷል።በዚሁምመሰረትበዞኑሊደራጁየታቀዱየስራፈጠራጥረቶችንአስመል
ክቶየሚደረገውየዳሰሳጥናትበቴክኒክናሙያትምህርትተቋማትየሰለጠኑሙያተኞችበገበያላይያላቸውንፍላጎትያመላክታልተብ
ሎይገመታል።በዚሁምመሰረትመስሪያቤትዎየሚያደራጃቸውንጥቃቅንናአነስተኛኢንተርፕራይዞችንበተመለከተመረጃበመስጠት
ረገድእንዲተባበረንበአክብሮትእንጠይቃለን።በቃለመጠይቁየሚሰጠንንመረጃበሙሉየቴክኒክናሙያትምህርትናስልጠናተቋማ
ትንአካሄድለመገምገምየምንጠቀምበትብቻስለሚሆንየሚሰጡንመረጃሁሉበሚስጥርየተጠበቀይሆናል፡፡
ይህደግሞእኛምንማሻሻልናምንመቀየርእንዳለብንየሚጠቁመንስለሆነመልካምትብብርዎንእንሻለን፡፡
የእርሶዎምላሽበጣምይበረታታልአልፎምለሀገሪቱእድገትትልቅአስተዋፆያደርጋል፡፡
መጠይቁንሞልተውለ-------------------------------------------------- እንዲሰጡልንበአክብሮትእንጥይቃለን።
ቃለመጠይቁየሚፈጀውጊዜጥቂትደቂቃዎችብቻነው፡፡

A. የመስሪያቤቱስም፡ ––––––––––––––––––––––––––––––––––––––
የበጀትአመት፡ –––––––––––––––––––––
የቢሮስልክ:-–––––––––––––––– ሞባይል፡-–––––––––––––––––––––

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 39

ኢሜል.:-––––––––––––––––––––ፖ.ሳ.ቁጥር:-–––––––––––––––––
.

JINKA POLYTECHNIC COLLEGE LABOUR MARKET STUDY IN 2018 E.c 40

 B. የጥቃቅንናአነስተኛኢንተርፕራይዞች ሁኔታ
1. ባለፈው በጀት አመት በየዘርፉ ስንት ጥቃቅንና አነስተኛ ኢንተርፕራይዞች ተደራጁ?
ተ.ቁ ዘርፍ (ሙያ) የጥቃቅንና የአንቀሳቃሾችቁጥር
አነስተኛኢንተርፕራይዞች ወንድ ሴት ጠቅላላድ
ብዛት ምር

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2, ከተደራጁት ውስጥ ስንት ጥቃቅንና አነስተኛ ኢንተርፕራይዞችና አንቀሳቃሾች አሁን

አሉ? እባክዎን የሚከተለውን ሰንጠረዥ ይሙሉ፡፡
የጥቃቅንና የአንቀሳቃሾችቁጥር
ተ.ቁ ዘርፍ (ሙያ) አነስተኛኢንተርፕራይዞችብዛት
1 ወንድ ሴት ጠቅላላድምር
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3.ከተበተኑት ውስጥ ለመበተን ያበቃቸው ምክንያት/ቶች ምን ነበር/ሩ? ተስማሚውን መልስ ይምረጡ/ ከአንድ
በላይ መልስ መምረጥ ይቻላል፡፡
1. የተፎካካሪዎች መብዛት

2. እርስ በርስ አለ መስማማት

3. የምርታቸው ጥራት ከተፎካካሪዎቻቸው ጋር ሲነጻጸር አነስተኛ መሆን

4. የስራ ማስኬጃ ካፒታል እጥረት

5. የመስሪያ ቦታ አለማግኘት

6. ሌላ ካለ እባክዎ ይግለጹ -----------------------------------------------

ከላይ የተጠቀሱትን ምክንያቶች ለመቅረፍ መወሰድ የሚገባቸውን እርምጃዎች ቢጠቀሱ?

1. -------------------------------------------------------
2. -------------------------------------------------------
3. -------------------------------------------------------
4. -------------------------------------------------------
C. ጥቃቅንና አነስተኛ ኢንተርፕራይዞችን የማደራጀት እቅድ
4. ሚቀጥሉት 12 ወራትጥቃቅንናአነስተኛኢንተርፕራይዞችንለማደራጀትአቅዳችኋል?
Yes/አዎ No/አይደለም

5. በጥያቄ ቁጥር 4 ላይ መልሶ አዎ ከሆነ እባክዎ የሚቀጥለውን ሰንጠርዥ ይሙሉ፡፡

ተ.ቁ ሙያ የአንቀሳቃሾችብዛት

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6. ጥቃቅንና አንስተኛ ተቋማት አንቅሳቃሾችን ከማደራጀት አንጻር እባክዎ የቴክኒክና ሙያ ትምህርትና ስልጠና
ተቋሙ ማሻሻል የሚገባውን የሙያ ስልጠና፡፡
1 -----------------------------------------------------------
2. ---------------------------------------------------------
3. ---------------------------------------------------------
4. ---------------------------------------------------------
5. ---------------------------------------------------------

መጨረሻ ስለተሳትፎዎእናመሰግናለን !!

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 ANNEX 2
Labour Market survey Questionnaire
For Job Creation and Safety Net/ ለሥራ ፈጠራና ሴፍቲ ኔት
በቴክኒክና ሙያ ያልሰለጠኑ ስራ ፈጣሪዎች
ለክቡር /ት---------------------------------------------------------------------
የጂንካፖሊቴክኒክተቋማችንበዞኑየሚገኙስራአጥወጣቶችንየስራፈጠራእድልለማምቻችትበጥቃቅንናአነስተኛኢንተርፕራይዞ
ችየሚደራጁወጣቶችየሚያስፈልጋቸውንየሙያስልጠናለይቶለመዘጋጀትይቻለውዘንድየገበያላይፍላጎትቅኝትለማካሄድአቅዷል
።በዚህምመሰረትበዞኑሊደራጁየታቀዱየሥራፈጠራጥረቶችንአስመልክቶየሚደረገውየዳሰሳጥናትየተሳካለማድረግመስሪያቤት
ዎየሚያደራጃቸውንጥቃቅንናአነስተኛኢንተርፕራይዞችንበተመለከተመረጃበመስጠትረገድእንዲተባበረንበአክብሮትእንጠይ
ቃለን።በቃለመጠይቁየሚሰጠንንመረጃበሙሉየኮሌጃችንንአካሄድለመገምገምየምንጠቀምበትብቻስለሚሆንየሚሰጡንመረጃሁሉ
በሚስጥርየተጠበቀይሆናል፡፡
ይህደግሞእኛምንማሻሻልናምንመቀየርእንዳለብንየሚጠቁመንስለሆነመልካምትብብርዎንእንሻለን፡፡
የእርሶዎምላሽበጣምይበረታታልአልፎምለሀገሪቱእድገትትልቅአስተዋፆያደርጋል፡፡

መጠይቁንሞልተውለ-------------------------------እንዲሰጡልንበአክብሮትእንጥይቃለን።ቃለ-
መጠይቁየሚፈጀውጊዜጥቂትደቂቃዎችብቻነው፡፡

A. የመስሪያቤቱ፡-
ስም፡ _____________________________________________________________

የበጀትአመት፡- ––––––––––––––––

የቢሮስልክ :-––––– –––––––––––– ሞባይል:-––––––––––––––––––––––

ኢሜል:-––––––––––––––––––––––ፖ.ሳ.ቁጥር:-–––––––––------
.

B. የጥቃቅንናአነስተኛኢንተርፕራይዞችሁኔታ
1.ባለፈው በጀት አመት ስራ ፈለጊ ወጣቶች በስራ ፈጠራ/ ጥቃቅንና አነስተኛ ኢንተርፕራይዞች ተደራጅተዋል?

ተ.ቁ ዘርፍ (ሙያ) የጥቃቅንና የአንቀሳቃሾችቁጥር

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 አነስተኛኢንተርፕራይዞችብዛት ወንድ ሴት ጠቅላላድም
ር

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2.ከተደራጁት ውስጥ ስንት ጥቃቅንና አነስተኛ ኢንተርፕራይዞችና አንቀሳቃሾች አሁን አሉ? እባክዎ የሚከተለውን
ሰንጠረዥ ይሙሉ፡፡
የጥቃቅንና የአንቀሳቃሾችቁጥር

ተ.ቁ ዘርፍ (ሙያ) አነስተኛኢንተርፕራይዞችብዛት ወንድ ሴት ጠቅላላድምር

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ጠቅላላድምር

3.ከተበተኑት ውስጥ ለመበተን ያበቃቸው ምክንያት/ቶች ምን ነበርሩ? ተስማሚውን መልስ ይምረጡ/

ከአንድ በላይ መልስ መምረ ጥይቻላል፡፡

1. የትፎካካሪዎችመብዛት

2. እርስበርስአለመስማማት

3. የምርታቸውጥራትከተፎካካሪዎቻቸውጋርሲነጻጸርአነስተኛመሆን

4. የስራማስኬጃካፒታልእጥረት

5. የመስሪያቦታአለማግኘት

6. ሌላካለእባክዎይግለጹ----------------------------------------------------
ከላይየተጠቀሱትንምክንያቶችለመቅረፍመወሰድየሚገባቸውንእርምጃዎችቢጠቀሱ ?

 . -----------------------------------------------------
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 -------------------------------------------------------
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C/ ጥቃቅንናአነስተኛኢንተርፕራይዞችንየማደራጀትእቅድ
4. ሚቀጥሉት 12 ወራትጥቃቅንናአነስተኛኢንተርፕራይዞችንለማደራጀትአቅዳችኋል?
5. Yes/አዎ No/ አይደለም

5.በጥያቄ ቁጥር 4 ላይ መልሶ አዎ ከሆነ እባክዎ የሚቀጥለውን ሰንጠርዥ ይሙሉ

ተ.ቁ ሙያ የአንቀሳቃሾችብዛት

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ጠቅላላድምር

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 ከላይ በተራ ቁጥር 5 ላቀዷችው ስራ ፈጣሪዎች የሚፈለጉ ስልጠናዎችን በሚከተለው ሰንጠርዥ
ቢገለጹልን፡፡

ተ.ቁ ሙያ የሰልጣኞችበዛት የስልጠናጊዜ

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ጠቅላላድምር

6. ስራፈላጊወጣቶችንበጥቃቅንናአንስተኛተቋማትአንቅሳቃሽነትከማደራጀትአንጻርእባክዎየቴክኒክናሙያትምህርትናስ
ልጠናተቋሙማሻሻልየሚገባውንየሙያስልጠናቢገለጹልን
 -------------------------------------------------------
 -------------------------------------------------------
 -------------------------------------------------------
 -------------------------------------------------------
7. አንስተኛተቋማትአንቅሳቃሾችንከማደራጀትአነጻርእባክዎየቴክኒክናሙያትምህርትናስልጠናተቋሞችማሻሻልየሚገባች
ውንበተመለከተአስተያየትዎንቢሰጡን
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መጨረሻ ስለተሳትፎዎእናመሰግናለን !

47
 ANNEX 3
Labour Market survey Questionnaire
For Companies / Enterprises / ለኢንተርፕራይዞች / ኩባንያዎች

ለክቡር /ት----------------------------------------

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የጂንካፖሊቴክኒክኮሌጅለእንዱስትሪተስማሚናየሰለጠነየሰውሃይልየማፍራትተልዕኮውንበአግባቡለመወጣትእንዲ
ችልየተቋሙንተመራቂዎችየገበያላይፍላጎትቅኝትለማካሄድአቅዷል።በዚሁምመሰረትበተመረጡድርጅቶችላይየሚደረ
ገውየዳሰሳጥናትየሚያተኩረውየሰለጠኑሙያተኞችበገበያላይያላቸውንፍላጎትበመቃኘትላይያተኩራል።የርስዎምተ
ቋምበበዞናችንአሉከሚባሉትጠንካራድርጅቶችአንዱእንደመሆኑመጠንለዳሰሳጥናቱመረጃበቋሚነትለማሰባስብከተመ
ረጡትድርጅቶችአንዱስለሆነመረጃበመስጠትረገድእንዲተባበሩንበአክብሮትእንጠይቃለን።በቃለመጠይቁየሚሰጡን
ንመረጃበሙሉየኮሌጃችንንአካሄድለመገምገምየምንጠቀምበትብቻስለሚሆንየሚሰጡንመረጃሁሉበሚስጥርየተጠበቀይ
ሆናል፡፡ይህደግሞእኛምንማሻሻልናምንመቀየርእንዳለብንየሚጠቁመንስለሆነመልካምትብብርዎንእንሻለን፡፡
የእርሶዎምላሽበጣምይበረታታልአልፎምለሀገሪቱእድገትትልቅአስተዋፆያደርጋል፡፡
መጠይቁንሞልተውለ--------------------------------- እንዲሰጡልንበአክብሮትእንጥይቃለን።ቃለ-
መጠይቁየሚፈጀውጊዜጥቂትደቂቃዎችብቻነው፡፡

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 A. የግልመረጃ
የድርጅቱስም፡ __________________________________________

ዘርፍ፡__________________________________________
የድርጅቱአይነት:
የመንግስት ኢንተርፕራይዝ ሀላፊነቱ የተወሰነ የግል ማህበር
አክስዮን ኩባንያ ሶልፕሮትሪኤተር NGO
የተቋቋመበትአመት:-
ክልል_________________ ዞን/ከተማ____________________ ክ/ከተማ _______________
ወረዳ:____________________ ቀበሌ:________________________
ስልክየቢሮ:____________________ ሞባይል:____________________
ኢሜል:________________________ የፖ.ሳ.ቁ፡____________________________

B.የኢንትርፕራይዙ/ኩባንያውየተሰማራበትየስራመስክ
ምርት አገልግሎት ሰጪ ሁለቱም

C.በድርጅትዎየሚመረቱምርትናአገልግሎትአይነቶች
 –––––––––––––––––––––––––––––––––––––––––––
 ––––––––––––––––––––––––––––––––––––––––––
 –––––––––––––––––––––––––––––––––––––––––––
 –––––––––––––––––––––––––––––––––––––––––––
D. የቅጥርሁኔታ
1. የተቀጠሩሠራተኞችአሉ?
Yes/አዎ No/ አይደለም
ካልቀጠሩ ወደ ጥያቄ 8 ይሂዱና መልስ ይሰጡ

2. ድርጅቱበአሁኑወቅትስንትሰራተኞችአሉት?
ተ.ቁ የትምህርትደረጃ የቋሚሰራተኞችብዛት ቋሚያልሆኑሰራተኞች
ብዛት

1 የቴክኒክናሙያምሩቃን
2 ያልሰለጠኑግንክህሎትያላቸውሰራተኞች

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 ማሳሰቢያ:
ያልሰለጠኑግንሙያያላቸውሰራተኞችማለትበቴክኒክናሙያተቋማትባይሰለጥኑምበተግባርበስራላይየሰለጠኑሰራተኞችማለትነ
ው።
3. እባክዎየቴክኒክናሙያተመራቂስራተኞችንየሙያአይነትናደረጃይግለጹልን፡፡
በሰንጠርዡለመጻፍየቦታጥበትከገጠመዎትባዶወረቀትላይመጻፍይችላሉ።

ተ.ቁ ሙያ I II II IV V ሌሎች

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ሌሎችማለት፡- 10+1፣ 10+2፣ 10+3 እና 12+2 ማለትነው፡፡

4. በድርጅቱከአንድአመትበላይየቆዩየቴክኒክናሙያተመራቂሰራተኞችስንትናቸው?
------------------
5. ባለፈውአንድአመትስንትሰራተኞችከስራለቀቁብዛትስንትነዉ?------------------
6. ከስራቸውየለቀቁበትምክንያት/ቶችውስጥዋናው/ዎቹምንነበር/ሩ?

 በግል ምክንያት
 በስነ-ምግባርጉድለት/አለመግባባት
 ሙያዊ ብቃት ማነስ
 በኪሳራ ምክንያት
 ሌላካለይግለጹልን---------------------------------------------------------

E.የሙያብቃት
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 7. እባክዎየቴክኒክናሙያትምህርትናስልጠናተቋምሰልጣኞችንከስራጋርለማስተሳሰርማሻሻልየሚገባ
ውንየክህሎትስልጠናበተመለከተአስተያየትዎንቢስጡን፡፡
ከተያያዘውሊስትይምረጡ።በሰንጠረዡለመጻፍየቦታጥበትከገጠመዎትባዶወረቀትላይመጻፍይችላሉ
።
ተ.ቁ ሙያ የክህሎትክፍተት

1
2
3
4
5

8. የቴክኒክናሙያትምህርትናስልጠናተመራቂዎችንበኢንትርፕራይዝ/ኩባንያዎያልቀጠሩበትምክንያት/
ቶችምንድንነው/ናቸው? (ከአንድበላይመልስመስጠትይችላሉ)፡፡
 ተቋማችንየሚፈልገውክህሎትስለሌላቸዉ
 ልምድያላቸውሰራተኞችስላሉንየቴክኒክናሙያትምህርትናስልጠናምሩቃንአያስፈልጉንም
 ሰራተኞቻችንንበስራላይስለምናሰለጥናቸውየቴክኒክናሙያትምህርትናስልጠናምሩቃንአያስፈልጉንም
 ባለሀብቱ/የማናጀሩሙያበቂስለሆነየሰለጠኑባለሙያዎችአያስፈልጉንም
 ሌሎችካሉይግለፁልን……………………………………………………………………
9. በሚቀጥሉት 12 ወራትተጨማሪሰራተኞለመቅጠርአቅደዋልን?
Yes /አዎ No /የለም
ከላይ በጥያቄ ቁጥር 9 ላይ መልሶ አዎ ከሆነ እባክዎ የሚቀጥሩትን ሰራተኞች ብዛት በሚቀጥለው
ሰንጠርዥ ይሙሉ

የሰራተኛቁጥር

ደረጃ
የሙያአይነት ደረጃ 1 ደረጃ 2 ደረጃ 3 ደረጃ 4 ደረጃ 5

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2
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4

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5
6
7

10. በአሁኑወቅትለቴክኒክናሙያተመራቂዎችክፍትየስራመደብአለዎት?
Yes/ አዎ No/ የለም
ከላይ በጥያቄ ቁጥር 10 ላይ መልሶ አዎ ከሆነ እባክዎ ክፍት የስራ ቦታዎችን ብዛት በሚቀጥለው
ሰንጠርዥ ይሙሉልን፡፡

ክፍትየስራቦታብዛት

የሙያአይነት አጫጭርጊዜስልጠና የብቃትደርጃ

ደረጃ 1 ደረጃ ደረጃ ደረጃ 4 ደረጃ 5
2 3

11. ከላይበጥያቄቁጥር 10 ላይመልሶአይደለምከሆነክፍትየስራመደቦችለምንአልተሟሉም።

G.የስልጠናፍላጎት
12. በቆጠራወቅትለሰራተኞችዎስልጠናመስጠትያስባሉ?
Yes/ አዎ No/ የለም
13. ከላይበጥያቄቁጥር 12 ላይመልሰዎአዎከሆነእባክዎየሚከተለዉንሰንጠረዥይሙሉ
ተ.ቁ ሙያ ጊዜ የሠልጣኝቁጥር

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3
4
5
6
7
8
9
10

መጨረሻ ስለተሳትፎዎእናመሰግናለን!!

ANNEX 4
Labour Market survey Questionnaire
For Government Sector Offices/ ለመንግስት ሴክተር መስሪያ ቤቶች

ለ ---------------------------- ሴክተር /ጽ/ቤት/ ቢሮለክቡር /ት---------------------------

የጂንካፖሊቴክኒክኮሌጅለእንደስትሪተስማሚናየሰለጠነየሰውሃይልየማፍራትተልኮአቸውንበአግባቡለመወጣትእንዲችልየተ
ቋሙንተመራቂዎችየገበያላይፍላጎትቅኝትለማካሄድአቅዷል።በዚሁምመሰረትበመንግስትሴክተርመስሪያቤቶችላይየሚደረገው
የዳሰሳጥናትየሰለጠኑሙያተኞችበገበያላይያላቸውንፍላጎትያመላክታልተብሎይታሰባል።የርስዎመስሪያቤትምበዳሰሳጥናቱ
መረጃለማሰባስብከተመረጡትመስሪያቤቶችአንዱስለሆነመረጃበመስጠትረገድእንዲተባበሩንበአክብሮትእንጠይቃለን።በቃለ
መጠይቁየሚሰጡንንመረጃበሙሉየተቋሙንአካሄድለመገምገምየምንጠቀምበትብቻስለሚሆንየሚሰጡንመረጃሁሉበሚስጥርየተጠበ
ቀይሆናል፡፡ይህደግሞእኛምንማሻሻልናምንመቀየርእንዳለብንየሚጠቁመንስለሆነመልካምትብብርዎንእንሻለን፡፡
የእርሶዎምላሽበጣምያበረታታናልአልፎምለሀገሪቱእድገትትልቅአስተዋፆያደርጋል፡፡
መጠይቁንሞሞልተውለ-------------------------
እንዲሰጡልንበአክብሮትእንጥይቃለን።ቃለመጠይቁየሚፈጀውጊዜጥቂትደቂቃዎችብቻነው፡፡
54
 A. አጠቃላይመረጃ
የመስሪያቤቱስም__________________________________________________
የበጀትአመት፡________________________
ስልክቁጥርየቢሮ: ________________________የሞባይል:________________________
ኢሜል:______________________________የፖ.ሳ.ቁጥር:__________________

B.የቅጥርሁኔታ
በአሁኑወቅትበመስሪያቤቱስንትሰራተኞችአሉ?

ተ.ቁ የትምህርትደረጃ የቋሚሰራተኞችብዛት ቋሚያልሆኑሰራተኞች

ብዛት

1 ዲግሪናበላይ

2 የቴክኒክናሙያምሩቃን

3 ያልሰለጠኑግንክህሎትያላቸውሰራተኞች*

ማሳሰቢያ፡-
ያልሰለጠኑግንሙያያላቸውሰራተኞችማለትበቴክኒክናሙያተቋማትባይሰለጥኑምበተግባርበስራላይየሰለጠኑሰራተኞችማለትነ
ው።

55
 2 እባክዎየቴክኒክናሙያተመራቂስራተኞችንየሙያአይነትናደረጃይግለጹልን፡፡

ተ.ቁ ሙያ የቴክኒክናሙያተመራቂሰራተኞችበዛት
አጫጭርጊዜስልጠናዎች ደረጃ 1 ደረጃ 2 ደረጃ 3 ደረጃ 4 ደረጃ 5
1
2
3
4
5
6

1. ድርጅቱከአንድአመትበላይየቆዩየቴክኒክናሙያተመራቂሰራተኞችስንትናቸው? -----
2. ባለፈውበጀትአመትስንትሰራተኞችከስራለቀቁ? -----------------
3. ከስራቸውየለቀቁበትምክንያት/ቶችውስጥዋናው/ዎቹምንነበር/ሩ?

 በግል ምክንያት
 ሙያዊብቃትማነስ
 በስነምግባርጉድለት/አለመግባባት
 ሌላምክንያትካለይግለጹልን፡፡ ---------------------------------------------------

56
 C. የሙያብቃትአሀድ

4. እባክዎየቴክኒክናሙያትምህርትናስልጠናተቋሙየተመራቂዎቹንከስራጋርየመተሳሰርዕድልለማሻሻልመሻሻልየሚገ
ባውንየክህሎትስልጠናበተመለከተአስተያየትዎንቢስጡን፡፡
በሰንጠረዡለመጻፍየቦታጥበትከገጠመዎትባዶወረቀትላይመጻፍይችላሉ።

ተ.ቁ ሙያ የክህሎት
ክፍተት (√) የክህሎትስልጠናንበተመለከተየሚሰጥአስተያየት
ደረጃ
1
2

3
4
5
6
7
8

D. ክፍትየስራመደቦች
5. በሚቀጥለውበጀትአመትተጨማሪሰራተኛለመቅጠርአቅደዋልን?

Yes /አዎ No/የለም

ከላይ በጥያቄ ቁጥር 7 ላይመልሶአዎከሆነእባክዎ የሚቀጥሩዋቸውን ሰራተኞች ቁጥርበሚቀጥለው ሰንጠርዥ ይሙሉ፡፡

ተ.ቁ የሙያአይነት መደበኛስልጠና

አጫጭርጊዜስለጠና ደረጃ 1 ደረጃ 2 ደረጃ 3 ደረጃ 4 ደረጃ 5

1

2
3
4
5
6
7
8

57
9
10

6. በአሁኑወቅትለቴክኒክናሙያተመራቂዎችክፍትየስራመደብአለዎት?
Yes /አዎ No/የለም
ከላይበጥያቄቁጥር 8 ላይመልሶአዎከሆነእባክዎበሚቀጥለውሰነጠረዥክፍትየስራመደቦችንይሙሉ
ተ.ቁ የሙያአይነት መደበኛስልጠና

ደረጃ 1 ደረጃ 2 ደረጃ 3 ደረጃ 4 ደረጃ 5

7. ክፍትየስራመደቦችለምንአልተሟሉም።
------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------
8. በሚቀጥለውበጀትአመትበመስሪያቤትዎፕሮጀክቶችለማቋቋም/ለመተግበርአቅደዋልን?
Yes /አዎ No/የለም

58
 ከላይበጥያቄቁጥር 10 ላይመልሶአዎከሆነእባክዎፕሮጀክቱየሚፈልገውንየሰውሀይልበሚቀጥለውሰንጠርዥይሙሉ፡፡

ተ.ቁ የሙያአይነት መደበኛስልጠና

ደረጃ 1 ደረጃ 2 ደረጃ 3 ደረጃ 4 ደረጃ 5

4
5

E. የስልጠናፍላጎት
9. በሚቀጥሉት 6 ወራትለሰራተኞችዎስልጠናመስጠትያስባሉ?
Yes/ አዎ No/ የለም
10. መልሱአዎከሆነየስልጠናውአይነት
 -----------------------------------------------------
 -------------------------------------------------------
 -------------------------------------------------------
 -------------------------------------------------------

መጨረሻ ስለተሳትፎዎእናመሰግናለን !!

59
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