Game Changers

Piloted approaches and tested tools

Game Changers Consulting PLC has a piloted and tested tools and approaches in the area of employability skills development, workforce development, and job creation, women and youth livelihood diversification and economic empowerment, establishment and promotion of MSEs/MSMEs, Labor market assessment, business development support (BDS), promotion of business to business (B2B) linkages, Access to Finance (A2F), on-job coaching and mentorship services, TVET and key market players capacity building, and strengthening public private partnership (PPP). Using these tools and approaches, it has achieved remarkable results and continued to leverage these innovative, comprehensive, and fully flagged proven tools and approaches to addressing the current wage and self-employment challenges of unemployed young women and men in Ethiopia

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Our tools and approaches

Labor market assessment
The goal of this tool is to define and analyze the labor market needs and to identify the economic sectors that have higher demand and skills and qualifications needed by the labor market and local business firms. "Explore business & job opportunities (the market)”. Find out the local business opportunities, find out which industries are hiring, and which products and services are needed by the community. Thus, the result of LMA is to help customers make informed plans, choices, and decisions for a variety of purposes, including business investment decision-making, career planning, and preparation, education and training offerings, job search opportunities, hiring, and public or private workforce investment).
Training module development and contextualization
The key to success is to develop the training module in close collaboration with the labor market that comprehensively addresses the needs of the labor market in the area of needed skills which are called professional skills/technical skills, life skills, and business skills. To ensure the quality of the training, the training module should be translated in to local languages in line with the targeted districts/ regions.
Vision development skills training
The goal of this vision development skills training is to elicit the motivation of women and youth on the development process of their future visions, goals, and plans and increase their commitments on the journey to success. It is part of a pre-training approach that can be delivered before the actual employability skill training that helps to identify the motivation of trainees for employability skills training and assess their readiness for self-development, and at the end, it helps to select the interested and potential target groups.
Life skills and Employability Skills Training
The goal of this life skills and employability skills training is to equip jobseekers with a feeling of self-worth and confidence as well as interpersonal knowledge and skills to function more professionally in their future job environment. The training is intended to address the “Soft” elements or qualitative imbalance of jobseekers joining the labor market / industrial setup. In addition, the training seeks to promote the life skills of job seekers which are required to deal with the demands and challenges of everyday life. This life skills training is essential for the employability of the jobseekers and it has a preventive goal to enhance the resilience of the jobseekers in everyday situations at work, and private life.
Business skills training and Business development support (BDS)
The goal of this business development service is to improve entrepreneurial competencies and business development skills of target groups, existing SMEs/MSMEs, cooperatives, and private business firms. And also it provides market-oriented, comprehensive, tailored, and real-time services to women and youth entrepreneurs. Business Development Services (BDS) are “services that improve the performance of the enterprise, its access to markets, and its ability to compete. It includes an array of business services such as training, consultancy, marketing, information, technology development and transfer, business linkage promotion, etc., both strategic medium to long-term issues that improve performance and operational day-to-day issues. BDS plays a very important form of support for the development of MSMEs by providing a range of business advice, information, and support to the sector, as well as stimulating sustainable MSME development by improving the general business environment. They are generally viewed as a mechanism for addressing market failures which are particularly evident in transition economies, such as lack of information (market opportunities, rules, and regulations, access to credit, quality standards for export, etc.) which can act as a barrier to faster economic development and growth in a particular geographical area. Although this Primer refers primarily to BSCs, the framework to be presented applies to all the other mechanisms for implementing BDS. BDS is effectively a range of services designed to assist MSME entrepreneurs to operate efficiently and grow their businesses to contribute to economic growth, employment generation, and poverty alleviation.
Business to Business (B2B) linkage
Business-to-business (B2B) linkages are transactions between buyer companies and supplier companies. B2B linkages help to match suppliers with buyers for their products and/or services. A successful local B2B linkage is a win-win partnership for both buyers and suppliers. For buyers, they offer the opportunity to localize aspects of their supply chains, potentially reduce costs and/or lead time, and increase their integration into local communities. Suppliers, expand market access, increase revenue streams, and create a potential for local employment opportunities. To this end, we have ample experience in promoting the establishment of mutually interdependent coops by interlinking different workable value chains and one member of cooperatives will provide input to the other cooperatives, based on competitive prices and an interlinked business model. This new business model creates a competitive (win-win) advantage for cooperatives established from different value chains b/c the supply and the demand are interlinked together.
Market relevant Employability Skills Training approach
It is a unique, innovative, and tested the approach used to provide market-relevant employability skills training and reduce the mismatch between the training provider (labor supply) and the labor market (world of work). The principle of this approach is “Linking Skills to the labor market” and it is a journey from skills training to the labor market with a holistic and full package. The rationality behind the introduction of this approach is, providing skills training for youth and women is not enough b/c: (1) youth unemployment even among trained youth is very high in many countries including Ethiopia and (2) At the same time businesses often have a difficult time finding skilled staff who fulfills their requirement in the workplace. Therefore; in this innovative approach the mismatch issues will be solved by connecting companies, MSMEs‟s, TVETS, and government officials to jointly define the type of skills and competency needed for vacant jobs, building a long-lasting network to keep refining training for the labor market changes in the long run.
Work-based learning / on-Job training approach
On-job skill training/Work-based learning is an approach that simulates the workplace so that women and youth gain real-world, hands-on skills. Learning by doing and using are the principal drivers of incremental innovation. In almost all fields of production of goods and services, the repetition of production tasks leads to a gradual improvement in the efficiency of production processes and product/service design and performance. The importance of such „learning by doing‟ processes has long been recognized, as has the central place of direct production workers in innovation as sources of work-based learning.
Value chain development
we have ample experience in workable value chain development by interlinking highly productive value chains (field of work) which will help to increase the livelihood diversification and resilience building of vulnerable communities, youth groups, and women.
Apprenticeship / Cooperative training
The goal of an apprenticeship program is to improve the employability skills of women and youth. It should be provided with frequent support and follow-up in close collaboration with the world of work by making different consent of mutual advantages of the training provider and companies/ SMEs (potential employers). Apprenticeships are a proven way to build bridges between the worlds of education, training, and work. Apprenticeship can accommodate a wide range of abilities and aptitudes because it reflects the equally wide range of skills required in a modern economy. As was indicated earlier, the best way to acquire core employability skills is on the job. Given that apprenticeship systems combine in-class and workplace training it is ideal for transmitting these skills. A youth apprenticeship combines on-the-job training (provided by an employer in a business, industry, or related organization considered essential to the economy of a local area, region, or state) with job-related academic instruction in a curriculum aligned with national skills standards for a specific career pathway. Ideally, youth apprenticeships develop and grow as technologies advance and technical training requirements evolve. to improve the employability skills of women and youth; we have been provided apprenticeship training with frequent support and follow-up in close collaboration with the world of work by making different consent of mutual advantages of the training provider and companies/ SMEs (potential employers). Apprenticeships are a proven way to build bridges between the worlds of education, training, and work. Apprenticeship can accommodate a wide range of abilities and aptitudes because it reflects the equally wide range of skills required in a modern economy. As was indicated earlier, the best way to acquire core employability skills is on the job. Given that apprenticeship systems combine in-class and workplace training it is ideal for transmitting these skills.
Decent work Approach
This is a new approach that helps to increase the awareness on Decent Work and sector specific OHS, selected Company/SME managers were trained on labor law, OHS and gender-related work issues. In addition, attention are paid to aspects of respect for fundamental labor rights and to right of association and collective bargaining, social protection, pensions, health care in income protection and preservation of health, social dialogue as instruments for regulating the specific interests of the main actors in the world of work and to the research of the possible convergence
Market systems development (MSD)
This approach can foster innovation, and and private sector engagement that instills systemic, sustainable, and broad-based change. It also helps to create a collaborative environment, incentivize private sector engagement, and leverage resources.
Promotion of improved agribusiness technologies
This can promote the introduction of climate-adapted high-yield improved seeds on the highly productive value chains, which will be used to improve the productivity of agribusiness sectors.
Coaching and Mentorship services
The goal of these coaching and mentorship services is to improve the performance of MSMEs/MSEs through frequent coaching and follow-up to provide need-based and timely support. On-job coaching and mentorship are the most effective tool for capacity development, provided they effectively target bridging of the knowledge gap among the executors of works‟.
Access to Finance (A2F)
The goal of the A2F service is to improve beneficiaries‟ financial literacy and improve their access to financial services. In particular, the A2F component has provided financial literary training, facilitating linkage between MSMEs and financial institutions (in particular microfinance institutions) and de-risking and unlocking of financial products by providing support to various financial institutions.
Workforce Development and job creation
We have identified job seeker youths from the community based on the demand of employer and market opportunity then provides life and employability skills‟ training linked to the job.
Career Pathways Development
A Way to Make the Pieces Fit. “Career pathways” is our term for a series of connected education and training programs and support services that enable individuals to secure employment within a specific industry or occupational sector, and to advance over time to successively higher levels of education and employment in that sector. Each step on a career pathway is designed explicitly to prepare for the next level of employment and education. Career pathways target jobs in industries of importance to local economies. Their purpose is to create both avenues of advancement for current workers, jobseekers, and future labor market entrants and a supply of qualified workers for local employers. As such, they also help to strengthen the “supply chains” that produce and keep up-to-date a national knowledge workforce. Career pathways, however, cannot be purchased off the shelf. The specific form and content of a career pathway will depend on the particular industries targeted, the requirements of employment, advancement in the target sectors, and existing programs and resources for preparing workers for employment in those sectors. Building a career pathway is a process of adapting existing programs and services, and adding new ones to enable individuals to advance to successively higher levels of education and employment in the target sectors. Where it is most effective, the career pathways process helps to transform institutions and organizations involved in education, employment, and social services. The process strengthens cooperation between these actors in ways that improve their individual and collective capacities to respond to the needs of local communities and employers. The career pathways approach helps TVET colleges better align their various mission areas of workforce development, academic credentialing, and transfer preparation and remediation. At each point along career pathways, the objective is not only to prepare youths and adults for the next levels of education and employment but to motivate them to advance by exposing them to the opportunities available.
Career Development
Career Development is a lifelong process of self-exploration and awareness, continual acquisition of knowledge about the ever-changing world of work, and decision-making. Therefore, career development can be defined as all student's personal efforts aimed at implementing career plans through education, training, job search and acquisition as well as work experience. Students and Industries are the bodies that engage in the career development process in addition to University's responsibility in preparing graduates for employers.
Employment readiness training
"Employment readiness” involves achieving three interrelated goals: (i). Being self-sufficient on four Employability Factors that prepare you to manage your work life: a. Career decision-making, or knowing what type of work suits you b. Skills enhancement, or having the skills and education for the work you want c. Job search, or having the skills to find work d. Ongoing career management, or being able to manage career changes (ii). Being strong on five Soft Skills that help you manage challenges and perform effectively in your work life: a. Self-efficacy, or a sense of being able to perform well b. Outcome expectancy, or whether or not you expect to succeed and are willing to take responsibility for creating that success c. Social supports, or your network and ability to get help d. Work history, or your feeling that you have performed well in previous work contexts, paid or unpaid e. Job maintenance, or having the skills to keep working once found (iii). Understanding the particular stresses or challenges you face: a. Personal challenges, which you can usually address yourself, b. Environmental challenges, which you can manage with help c. Systemic challenges, which have to be addressed on a community basis
Active Teaching Strategies and Learning Methodology (ATLM)
The Goal of the active teaching the learning methodology is to build the capacity of Teachers/ Trainers to make their teaching/training sessions more active and fun, for more effective learning in general education and skills education as a result, the trainer can practice this methodology in their TVET classroom and they assure the quality of market-relevant vocational skills training
Income Generating Activity (IGA) for TVET Colleges
Training in Selection, Planning and Management (SPM) of Income Generating Activities (IGAs) is a customized training session for TVET management and trainers primarily aimed at the operationalization of IGA units in the TVET College and sustainably diversifying their incomes. In doing so, the TVET management and trainers need the knowledge and skills to assess the appropriateness of several potential IGA sources, comparing each to their specific knowledge, skills, experience, and resources. Thus, the training equips the TVET management and trainers to choose the IGA that is most suitable, given their institutional circumstances. The IGA-SPM training consists of six major sessions to be delivered in three days of training. The specific objective of the training is to assist the TVET management and trainers to: (1). Identify and Select IGA sources that are suitable for their institutional circumstances, after careful consideration of the technical, marketing, social and financial aspects of several alternative IGAs; (2) Plan for the successful launch of the IGAs after the selection has been made; and (2) Manage the IGAs effectively, so that the income earned from the IGA matches expectations, and the risk is kept within manageable limits.