Seminar on
Strengthening the Connection between
Technical Education and Employment
Md MozammelHoque
Enterprise Consultant
Presented by
Chittagong Polytechnic Institute
Organized by
From 09:00am to 12:00pm 1 DEC 2017

Name Md Mozammel Hoque
Designation Enterprise Consultant at InfraOptimization
Career at a glance
17 years+ as Executive leader, Enterprise Consultant, Researcher, Program Manager,
and Software Engineer in Telco, Banking, Manufacturing and Retail Industries. He
supported more than 70 Clients (on site and off-shore) with hundreds of projects in
the area of OLTP, DWH, DSS, Graph DB covering North America, Europe, West Africa
and Asia. He worked as (Assistant) Researcher on the field of Socio-Anthropology,
and had teaching experience.
He has served as Enterprise Consultant at InfraOptimization, as Management &
Strategy Consultant at E-Tec Ltd., as CTO at NTS, as Sr. Technical Consultant at
Huawei (Base Zone: West Africa), as Oracle Trainer at IBCS-PRIMAX and as APPS DBA
at DatabaseIntelligence (Russia).
Publication
A number of Technical and Non-Technical articles were published including Unique
Research in 3MS/HUAWEI Case Center. Introduced 7 RIGHTS concept for better
business output, which was disclosed (and organized by) at the Faculty of Business
Administration, University of Chittagong, Bangladesh on May 25, 2016.
Public Speaker
He has been the speaker on Optimization: Business and IT hosted by the University
of Chittagong, Bangladesh and IBCS-Primax (Dhaka, Bangladesh).
Professional
Certification
Oracle Certified Expert (OCE) - Oracle RAC 11g Release 2 and Performance Tuning,
Oracle Certified Specialist (OCS) - Oracle Database 11g Data Warehouse, Oracle
Certified Professional (OCP) - R12, 11g, 10g and 9i.ITIL V3 Foundation Certified from
EXIN. Passed Total 31 exams with all distinct result i.e. Database, Operating System,
Network, Security, OCS/CBS, Storage, ITIL etc. in HUAWEI exam system.
Reward
Honorable Performance Reward for the year of 2013, Best performance award for
the year of 2012 for Etisalat Nigeria project from Huawei, and Two times best
performance award (2010 and 2011) from Zain (now Airtel) Telco in Nigeria on
behalf of International Turnkey System.
Education
MSC and BSC in Applied Informatics in Economics from Rostov State University of
Civil Engineering, Russia in 2006
MA in 1997 and BA in 1996 in History from the University of Dhaka, Bangladesh
Languages known Bengali, English, Russian, and French

Presenter’s Thought
 Quality of Critical Thinking (from Brain in
Heart and Brain in Head) and Practicing
Culture of Quality leads to Quality of Results.
 Learn from Learners & Feel it.
- What to Know | Do
- Why to know | Do
- How to Know | Do
Process:
Key Learning Principle
Procedure

Changing the current nature of work/job rely on multi-
level competencies though till now for many students
and families, technical education is still considered as
the path to a better future. In this seminar it is
intended to demonstrate what approach could be
followed by teachers-students and planners in order
to meet the labor market.
It is all agreed that High-level Competency: a critical
asset for Individuals, Businesses, and Country are the
means of economic growth. We can attain it by linking
Technical Education with Employment that must meet
the labor market needs, which in turns meeting the
strategic options of the poverty reduction agenda of
the government. Hence STEP - Skills and Training
Enhancement Project was adopted in 2010 through
TVET - Technical and Vocational Education and
Training system. Skill competition is one of many ways
to promote TVET. “How can this Competence be
generated by the Technical Education System?” is
going to be disclosed here.
Introduction

Key to Sustain Business Growth
- Quality of Result by aligning workforce and
workplace with Business Strategy / Objective.
Pathway to Sustain Business Growth
 Build a High Performing Workforce , i.e. Multilevel
Competencies) followed by the below KEY words
 Knowledge - Factual, Conceptual, Contextual,
Procedural, and Meta-cognitive
 Skills
 Abilities
 Behavioral capabilities
Way to Strengthen Connection
 Labor Market’s trend in the World of Work
 Employers’ Thought on Talent Management

What Matters to Employer:
Competence or Skills
Workforce’s exemplary performance on meeting rapidly
changing business environments due to economic
uncertainty is the key to sustain business growth.
Hence, employer’s always look for multi talented or
multi skilled resources on ground. Talent Management
is thus now well practiced by the organization which is
built on the basis of Competencies.
Skills: Skills define specific learned activities.
Competency =
Knowledge + Skills + Abilities + Attitudes + Behavior
Thus, multilevel competencies are required to face the
challenges from the economic uncertainty.
Example:
1. To define the problem  Skill
2. Identify potential solutions  Knowledge
3. Evaluate potential solutions  Skill
4. Try out different solutions  Behavior

Employer’s Perception on Workforce
work smarter, not harder
Employer always want to see his human resources as
a valuable asset to the business.
Employment is about getting a job.
Employability is about having an effective mix of skills,
attributes and attitudes to function successfully in
required roles (e.g. in a job, as a student, as a manager,
etc) . Employability is taught and developed at module
level. Employability skills are those skills necessary for
getting, keeping and being successful in a job.
 Hire quality employees
 Greater job knowledge and competence
 Quick learning and targeted development
 Greater employee retention and motivation
 Build a high performing workforce

Findings
Skills mismatch
Manpower Demand
Job applicants do not always possess relevant
qualifications for specific jobs resulting skill
mismatch, a major concern, which brings higher
unemployment rate.
Skill shortage Demand for a particular type of skill exceeds
the supply of people with that skill at
equilibrium rates of pay.
Qualification
mismatch
The level of qualification and/or the fled of
qualification is different from that required
to perform the job adequately.
Over-(Under-)
qualifcation/
education
The level of qualification/education is higher
(lower) than required to perform the job
adequately.
Skill gap The type or level of skills is different from
that required to perform the job adequately.
Over-(Under-)
skilling
The level of skill is higher (lower) than
required to adequately perform the job.

Pathway to Produce Economic Value
Human Resource Development
Human Capacity Development
Human Capital Development
Human Talent Management
Effectiveness Doing the right things
Efficiency Doing things right

Pathway to Connecting
Education and Employment
Life- and Career-Focused learning:
Learn to Become - To do well in the lives
 Competency-Based Education & Learning
 A Future Orientation –
Career Information, Guidance and Counseling

Align the
Education and Employment
• Education System
Employment-Oriented
Labor Market Oriented
Outcome-Based
Work-Based Learning
The needs of today’s workplace… and tomorrow’s
• Professional Qualifications
Employability skills
Certification/ Accreditation
Recommendation:
Enable Dual Certification Program in parallel
 Course Completion Certificate
 Competence Achievement Certificate
 Through Competence-Based to

Conclusion
Enable Dual Certification Program in parallel
– Applied form of academic and Professional – Training,
Coaching & Mentoring during the study period skill
mismatch will be dropped. Thus the difficulties
employers’ face in finding talent will be removed.

Proposal:
 Consider introducing Competence Achievement
Certificate program (Locally & Internationally)
followed by Labor Market, rather than enhancing
course curriculum.
 Consider assigning the live/real task to the skill
competitor’s who has already proved his creativity.
Consider bridging the selected innovators’ with
the mentor, domain expert.
Consider bringing the Entrepreneur | Industrialist
| Representative of the business owner during the
phase of skill competition.
Consider spreading the objective and plan of
STEP throughout the Entrepreneur | Industrialist |
Representative of the business owner so that the
employer can know from where they can search
the required resources.

THE
END