The 'Four Ws' of youth development

by Timothy A. Edward

The present government appears to be investing money, time and energy to develop Sri-Lanka's human capital. A good number of initiatives are being carried out to advance the human resource capital.

The future lies in youth development kelaninadeeyathra

There is one area that trainers, educators and human resource practitioners can help Sri Lanka succeed in its endeavours to have a talented human resource capital. That is to have a closer look at what, how, where and by whom; the entry level potential employees are being taught and trained for a gainful career in trades and technologies.

Changing landscape

Buckminster Fuller's research revealed that human knowledge doubled every century up to around 1900. However, after, World War II, the time frame was reduced to every 25 years.

Interestingly though, the present day research tells us that knowledge in a particular subject areas doubles every 13 months. If this is correct, then what goes into the teaching and training of young people needs to be reviewed at least once in every two years to ensure its relevance with the knowledge and technological advancements that are taking place.

This reviewing must be done by industry experts. We must ensure that what is being taught in the class rooms and lecture halls have industry relevance. One way to ensure that what is being taught has industry relevance is to share the curriculum periodically with the industry and get their inputs to ensure its alignment with industry and market requirements.

The second question is: How are they being taught and trained? Is the methodology able to attract youth to enroll in these courses?

New methodologies

Mere class room and lecture type of teaching does not attract the present day youth. They want to experience what they are being taught in real life situations.

They have an innate desire to put into practice immediate what they learn in the class rooms. For this to happen, our educational systems must create opportunities, where they will be able to learn the theory and at the same time, experience it for themselves through appropriate practice.

Thus, as trainers and human resource practitioners, it is important to share our expertise with the educational institutes as well as the industry, to ensure that an experiential learning environment is created for these young aspirants. It is sad to see where this kind of sandwiched educational system is used; youth are just being utilized to do the menial tasks that nobody else wishes to perform, under the name of vocational education. Is it any wonder, that the student dropout rates among these courses are very high!

This brings us to the third question: Where are these students being trained? Educational centres are places where youth are being trained for a lifelong career. These places should be able to stimulate creativity and ingenuity within youth. It should have the flavour and touch that would attract youth and win their appreciation. These places should be able to instate dignity and value in the young minds.

Many of our skills educational places are a far cry from this. Simple colour combinations and non-expensive creative designs could make a world of difference in making learning places attractive to youth.

These places of learning should also be rightly equipped and should have adequate consumables to perform the practical sessions. We cannot expect the government to do everything and finance every aspect of educating the youth.

The corporate sector too, needs to play a big role and responsibility in making learning places well equippedand turn them intogreat places of learning, where Sri-Lankan youth can get quality training for life.

This brings us to the last question: Trained by whom? The instructors and lecturers who train the youth have a big role in shaping these young minds in their formative years. If the instructors and lecturers do not have adequate industry exposure and experience, they in turn, will not be able to impart the required skills, knowledge and attitudes appropriately.

Capacity issues

The Sri-Lankan training institutes' greatest requirement is for qualified, well-trained quality trainers. The industry has a huge responsibility in remedying this dearth.

The industry needs to come along side and help these institutes to develop the capacity as well as the retention of these instructors and trainers in the long run.

What the government can do in terms of human capital development is only limited. The time is right for the corporate sector to take its due place in developing the human capital in Sri Lanka. Only then, we will be able to boast of a proud future, where every Sri-Lankan will be able to lead a prosperous, peaceful and a contended life, contributing effectively to the economic growth of this paradise island.

The writer, Timothy A. Edward is a trainer, human resources practitioner and business consultant.