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Female applicants Surplus to Educational jobs in Saudi Labor Market

هدى الزومان

طالب

النوع: انثى
الميلاد: 26 نوفمبر, 1985
الاقامة: القصيم-عنيزة

23/01/2011 10:35 م - رابط مباشر ابلغ عن مشاركة مخالفة
 Female applicants Surplus to Educational jobs in Saudi Labor Market

 

By Huda M. Al-Zoman*

13 Nov. 2010

       

 

        Saudi Arabia's rapid development in education and training throughout the last thirty years reflects the importance of human capital in civilized growth in Saudi Arabia. The definition of human capital "the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational work force."(Robert & John 2007).

 

       To importance of human resources, various studies have found that an average of 60% to 70% of total companies' expenditures are related to human resources. In Saudi Arabia, female human resources  represent 50% of the Saudi population, but they represent only a 5.5% ratio contribution to the workforce (the lowest percentage in the world). It means that out of 5 million women, just 300,000 are employees (HRDF 2003). Also 78% of unemployed women had a bachelor degree and more than 1000 had a doctorate degree. By contrast, 76% of unemployed men had only a secondary education or less. In addition, 95% of employed women are in the public sector, 82.7% are in the education sector (teaching and administration), 7.5% are in the health and social sector (UNESCO 2002),this reveals that the percentage of unemployed women up to 20% (Saudi Labor Ministry 2010).

 

In 2010, civil service offered 11,000 female educational jobs. There were 300,000 applicants to this offer. This leads us to the essence of the problem: the contrast between educational outcomes and the requirements of the labor market.

Educational outcomes Surplus meet low demand. This requires restructuring plans and strategies that depend on statistical data to help restore balance. I would throw out the next lines about causes of inactive human resources and lack of their contribution in socio-economic progress although of getting them high degrees, this returns to legal, social, economical and educational factors.

 

 

Legal factor includes 160 item and 114 item in the labor system which stated that the female workplace should be separated from the male workplace.  This leads to a limitation of "female jobs" in education and health sectors, as well as denial of other opportunities.  On the other hand, social factor includes Bedouin traditions, in Saudi society, the culture is very conservative about women, so they prefer the educational environment because it applies complete separation of men and women. Furthermore, the economical factor where female teachers can receive at least a $2000 salary. This amount is considered the best salary, as compared with the salaries of other companies, especially in the private sector. Also the educational factor has significant role, although there is a huge percentage of female unemployment, there is a low rate of female training and development.  A 2010 report from the Human Resources Development Fund (HRDF2010) stated that only 13% of training programs were for women. All these factors contribute to an unbalanced flow of female human resources in the Saudi labor market.

 

            Emergency strategies for investing valuable human resources will be needed to solve this dilemma. And restoring balance by expanding technical education and vocational training, especially to those whose educational qualifications are no longer in demand by the labor market. Opening colleges in all fields that are required by the labor market, it will increase women's contribution to the labor market and their overall contribution rate in economic activity. also, Strengthening national workers to become trained human resources will help to achieve development and growth in the Saudi economy. expansion of work opportunities for women that conform with Islamic Sharia by reformatting laws and regulations to minimize occupational barriers that face woman. Also, human resources training and developing to prepare women for the labor market, and seeing that counseling and technical services are available to them. In the other hand, making sure that part-time work is available to women for their physical circumstances. Also, it must be effective coordination among the business companies for solve this issue. Encouraging women's work by rewarding them as Omani government did where they supported them by pay 75% of their wages. Also, raising women's participation in industrial activities through adoption of politics aimed at promoting and facilitating women's investment in small-scale industrial projects that will be supported by businessmen such as Abdulrazaq Jamil (bab rezq), that was a successful experience. And finally, activating Telework, which has been suggested by         a Saudi association as a training mechanism to enable women to work at home as e-business, marketing, consulting, typing, accounting and manual productions.

 


Zoman.huda@gmail.com




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اخر تعديل 23/01/2011 10:39 م