Papua New Guinea (PNG) is a diverse and resource-rich country in the Pacific region, with a population of about 9 million people. It has experienced steady economic growth in the past decade, driven by the development of its natural resources, especially the liquefied natural gas (LNG) sector. However, PNG also faces significant challenges in terms of human development, social inclusion, and environmental sustainability. One of the key challenges is to enhance the workforce of PNG, which is largely informal, low-skilled, and underemployed. This article will examine the obstacles and prospects for improving the employment potential of PNG, and provide some recommendations for jobseekers and employers/recruiters in relation to this topic.
Obstacles to workforce development PNG’s workforce faces several obstacles that limit its productivity, competitiveness, and resilience. Some of these obstacles are:
- Low levels of education and skills: According to the World Bank1, only 63 percent of PNG’s population aged 15 and above are literate, and only 18 percent have completed secondary education or higher. The quality of education is also poor, with low learning outcomes and high dropout rates. The lack of adequate skills and qualifications hampers the employability and mobility of PNG’s workers, especially in the formal sector.
- High informality and vulnerability: According to the International Labour Organization (ILO)2, about 89 percent of PNG’s workers are engaged in informal employment, which is characterized by low wages, poor working conditions, lack of social protection, and limited access to training and finance. Informal workers are also more exposed to the risks of poverty, inequality, and social exclusion.
- Limited diversification and innovation: PNG’s economy is heavily dependent on the extractive industries, which account for about 80 percent of its exports and 30 percent of its gross domestic product (GDP)3. However, these industries are volatile, capital-intensive, and generate few direct jobs. PNG needs to diversify its economy and promote innovation in other sectors, such as agriculture, tourism, manufacturing, and services, which have more potential for employment creation and value addition.
- Weak labour market institutions and policies: PNG’s labour market lacks effective institutions and policies that can support workforce development. For example, there is no minimum wage legislation, no national employment policy, no comprehensive social protection system, and no reliable labour market information system4. These gaps undermine the protection, promotion, and participation of workers in the labour market.
Prospects for workforce development Despite these obstacles, PNG also has some prospects for enhancing its workforce in the era of COVID-19 and beyond. Some of these prospects are:
- Reskilling and upskilling opportunities: The COVID-19 pandemic has disrupted many sectors and occupations, but it has also created new opportunities for reskilling and upskilling workers to adapt to the changing demands of the labour market. For example, workers in the tourism sector can acquire skills in digital literacy, customer service, or health and safety protocols to access new or alternative jobs. Workers in other sectors can also benefit from online or blended learning platforms that offer flexible and affordable courses in various fields.
- Labour mobility schemes: PNG has access to several labour mobility schemes that allow its workers to access temporary or seasonal jobs in other countries, especially Australia and New Zealand. These schemes provide income opportunities for PNG’s workers, as well as skills development, remittances, and networks. For example, the Pacific Labour Scheme (PLS) enables PNG’s workers to fill labour shortages in rural and regional Australia for up to three years5. The Seasonal Worker Programme (SWP) allows PNG’s workers to work in the horticulture sector in Australia for up to nine months6. The Recognised Seasonal Employer (RSE) scheme enables PNG’s workers to work in the horticulture and viticulture sectors in New Zealand for up to seven months7.
- Employment creation initiatives: PNG has launched several initiatives to create employment opportunities for its workforce, especially for young people and women. For example, the National Youth Development Authority (NYDA) provides training, mentoring, and funding for young entrepreneurs8. The Women’s Micro Bank (WMB) offers financial services and products for women-owned businesses9. The SME Corporation (SMEC) supports small and medium enterprises (SMEs) with business development services, access to markets, and regulatory reforms.
Recommendations for jobseekers For jobseekers who want to enhance their employment potential in PNG, some recommendations are:
- Seek relevant education and training: Jobseekers should pursue education and training that match their interests, abilities, and aspirations. They should also seek opportunities to upgrade their skills or acquire new ones that are in demand in the labour market. They can use online or offline resources to find suitable courses, scholarships, or apprenticeships.
- Explore labour mobility options: Jobseekers should consider applying for labour mobility schemes that offer temporary or seasonal jobs in other countries. They should research the eligibility criteria, application process, and benefits of these schemes. They should also prepare themselves for the challenges and opportunities of working abroad, such as cultural differences, language barriers, and remittance management.
- Use online platforms and networks: Jobseekers should use online platforms and networks to access information, opportunities, and support for their job search. They can use websites like Wantokjobs.com, which is PNG’s latest online job board with advanced recruitment and jobseeker features. They can also use social media platforms like Facebook or Twitter to follow Wantokjobs.com and other relevant pages or accounts that post job vacancies, career advice, or industry news.
Recommendations for employers/recruiters For employers/recruiters who want to enhance their workforce in PNG, some recommendations are:
- Invest in human capital development: Employers/recruiters should invest in human capital development of their current and potential workers. They should provide adequate wages, working conditions, and social protection for their workers. They should also offer training, mentoring, and career development opportunities for their workers to improve their skills, motivation, and retention.
- Diversify and innovate their business models: Employers/recruiters should diversify and innovate their business models to adapt to the changing economic and social environment. They should explore new or alternative markets, products, or services that can create value and employment. They should also adopt digital technologies and solutions that can enhance their productivity, efficiency, and competitiveness.
- Use online platforms and networks: Employers/recruiters should use online platforms and networks to access information, opportunities, and support for their workforce development. They can use websites like Wantokjobs.com, which is PNG’s latest online job board with advanced recruitment and jobseeker features. They can also use social media platforms like Facebook or Twitter to follow Wantokjobs.com and other relevant pages or accounts that post industry trends, best practices, or success stories.
Conclusion PNG’s workforce is a valuable asset that can contribute to the country’s economic and social development. However, it also faces significant challenges that need to be addressed. By overcoming these challenges and seizing the opportunities, PNG’s workforce can enhance its employment potential and achieve its full potential. Wantokjobs.com is a useful resource that can help both jobseekers and employers/recruiters in this endeavor.
References 1: https://data.worldbank.org/indicator/SE.ADT.LITR.ZS?locations=PG 2: https://www.ilo.org/wcmsp5/groups/public/—asia/—ro-bangkok/—sro-bangkok/documents/publication/wcms_764084.pdf 3: https://www.worldbank.org/en/country/png/overview 4: https://www.adb.org/sites/default/files/publication/182221/png-country-diagnostic-study.pdf 5: https://www.dfat.gov.au/people-to-people/pacific-labour-mobility/Pages/pacific-labour-scheme 6: https://www.dfat.gov.au/people-to-people/pacific-labour-mobility/Pages/seasonal-worker-programme 7: https://www.immigration.govt.nz/about-us/what-we-do/our-strategies-and-projects/recognised-seasonal-employer-rse-scheme 8: https://www.nyda.gov.pg/ 9: https://www.womensmicrobank.com/ : http://smecorp.gov.pg/ : https://wantokjobs.com/ : https://www.facebook.com/wantokjobscom/ : https://twitter.com/Wantokjobs