PROJECT EXECUTION PROPOSAL To provide A Soft Skills Development Programme

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Introduction 3 1.1 Economic Context 3 1.2 Tendering Objectives 3 2 Organizational Profile 5 2.1 Background 5 Vision of GTD 14 Mission of GTD 14 Core Values 14 2.2 Link to Industry 16 Availabi... lity of Surveys/Studies 17 2.3 Management, Administration & Training Staff 18 Qualification & Experience of the Management Team 18 Project Director 18 Project Coordinator 19 Program Manager - Roles and Responsibilities 19 Program Coordinator - Roles and Responsibilities 19 Administration Team 22 Teaching Staff 22 Ratio of Teaching Staff to Students 23 Ratio of full time to part time staff 23 2.4 Facilities 24 Classrooms 24 Computer Labs 24 Trainee Car Parking Area 25 Trainee Prayer Room & other amenities 25 2.5 Services 26 IT Support / Capabilities 26 Catering Services 27 2.6 Quality 27 Candidates Eligibility Criteria 27 Partner / Programme Accreditation 27 Training Delivery Mode 27 Course Books and Mater 43 Programme Objectives 43 Programme Details 45 Trainee Performance Assessment 50 Performance Data Reporting 55 Recognition Scheme for Exceptional Trainees 55 Availability of Remedial Procedures 56 Quality and Processes 56 Programme Schedule 58 Trainers 58 2.7 Financial 58 2.8 CR & Service Level Agreement 58 3 1 Introduction 1.1 Economic Context The Bahrain economy has grown significantly over the last two decades, but largely because of oil revenues and the public sector. Where the private sector has contributed, it has often been on the back of low-wage jobs and low-cost expatriate labour. Over the coming decade, the size of Bahrain’s workforce will double and these traditional forms of growth will simply be insufficient to absorb the numbers looking for work. At the same time, Bahrainis themselves are not regarded as employees of choice: not only can they be more expensive than expatriates, but the education system fails to equip them with the right skills and knowledge to make an impact in this economy. To achieve the 2030 Bahrain Economic Vision, of a much higher added value economy offering higher wage employment, the immediate next step has to be for government to invest in the training and development of its people, particularly those already in the labour market. “Higher productivity requires people with the right skills for each position. Competitive countries go to great lengths to educate their people, retain qualified staff and attract foreign workers with the skills that are lacking.....Bahrain will use its resources to invest for the future, improving its human capital through education and training” Bahrain Economic Vision 2030. Tamkeen is a semi-autonomous public sector entity with a mission to enhance the prosperity of Bahrain by investing in training and job creation initiatives, and private sector support. From its establishment in 2006, it has become one of the government’s main vehicles for delivering on this Vision through a range of human capital development programmes to develop the skills and capabilities of Bahrain’s labour force and promote good workplace behaviours. To date, these programmes have benefitted over 47,000 Bahrainis, 30,000 of whom received funding to support their training, 3,500 to find a new job and over 2,000 to gain a professional qualification. [Show More]

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