1. BACKGROUND
DAI Europe, together with consortium partners First Consult; Enclude; and ITAD, is managing the UKaid-funded Enterprise Partners (EP) and Women’s Entrepreneurship Development Programme (WEDP) which aim to support and transform the private sector and Ethiopia’s continued economic growth over the next 6 years with a total project budget of almost £70 million.
EP is utilising the Making Markets Work for the Poor approach (M4P) and has two main pillars to achieve the goal of integrating the poor, and especially women, in sustainable economic enterprises that create jobs and improve incomes. The planned impact is to create 45,000 jobs (75% of which will be held by women) and increase the incomes of 65,000 households by at least 20%.
The EP pillars are:
· The Finance Group is expected to achieve the outcome of increasing investment levels in the Ethiopian economy, particularly for growth-oriented small and medium enterprise. This will include funding of green technologies where appropriate and develop funding for green growth investment.
· The Agro-Industrial Group is expected to achieve the outcome of increasing returns on investment (productivity) and investment levels in the identified sectors of cotton/textiles, livestock/leather and horticulture, in order to achieve the impact of creating jobs and raising household incomes. Additionally this pillar will incorporate the promotion of climate change awareness and addressing women’s economic empowerment.
DFID is also funding the technical assistance component of a separate World Bank programme as the third main pillar, the Women’s Entrepreneurship Development Programme (WEDP). The objective of the WEDP is to increase the earnings and employment of micro and small enterprises (MSEs), owned or partly owned by female entrepreneurs in targeted cities.
Background specific to this assignment
Hawassa Industrial Park (HIP) is currently home to 20 textile/garment manufacturing companies looking to hire 60,000 factory workers within the coming three years. These companies have established the Investors Association in order to drive common initiatives, the forefront of which is recruitment.
The recruitment system currently in place at HIP is a multi-stakeholder system referred to as HIPSTER. Since 2016, the Hawassa Industrial Park Investors Association (HIP IA), Enterprise Partners (EP), Ethiopian Investment Commission (EIC), the Ethiopian Textile Industry Development Institute (ETIDI), Industrial Park Development Corporation (IPDC) and the Southern, Nations, Nationalities and Peoples' Region (SNNPR) have been working together to avail sufficient factory ready work force to meet the labour demand at HIP.
The labour system in the park brings together the following sequential services: sourcing, screening, grading, allocation, recruitment and training. These services need to be more digitalized in order to capture workers data more efficiently throughout the process and make the worker allocation process, effective and efficient. The plan is to scale this up nationally to future Industrial Parks (IPs) including Mekelle and other upcoming IPs in Ethiopia. This will create a significant market opportunity.
As part of the Better HR intervention, EP is positioning a SOP officer that will be stationed in the labour unit. The SOP officer will work closely with the EIC and the service provider of the database which deals with factory HR and issues related to labour in Hawassa Industrial Park. The ToR is prepared to lay out the roles and responsibilities of the SOP officer as below
2. PURPOSE
The Standard Operating Procedures (SOP) has been developed to standardise the digitalisation of the screening, Bio-metric registration, grading, allocation and reallocation of labour demand requests and recruitment services and factory registration.
The purpose of this assignment is for the officer to regulate the Standard Operating procedure (SOP) of the database and monitors that it is followed accordingly by all the stakeholders in the pipeline. In addition, the officer has to maintain the activity of the SOP.
3. SPECIFIC TASKS
1. Implement and enforce the SOP to be followed by each stakeholders.
2. Coordinate and inform different SOP stakeholders on any new updates.
3. Oversee each activity that passes through the system.
4. Verify workers status by physically going to each factory.
5. Update job seekers status on the system after allocation as, accepted, rejected and no show.
6. Working in with Ahdootec staff and report to EIC in recruitment updates on the allocated job seekers to factories.
7. Report challenges in worker data reconciliation and allocation to EIC.
- Coordinate with investors association and individual factories to ensure individual and consolidated demand of factories are in the database and communicable with key project partners (SNNPR,ETIDI, EIC and EP)
- Organize and facilitate quarterly meetings with every stakeholders involved to present, on any updates and challenges that the SOP is facing.
- Take additional tasks as per the dynamics of project and the entire recruitment pipeline of the project.
- Collect data on labour productivity, efficiency and related issues when necessary.
4. DELIVERABLES
No | Description of each deliverable | Timeframe |
1 | Monitor and update the database. | Daily |
| Report on recruitment and allocation of jobseekers to EIC | Weekly |
2 | Support and report performance of factories usage of the database system | Weekly |
3 | Report on quarterly meetings with every stakeholder | Quarterly |
4 | Weekly participate at the HR works stream and raise any concern on the usage of the database from any stakeholders if any. | Weekly |
5 | Consolidated workforce demand | Weekly |
6 | Facilitate allocation and recruitment of job seekers in the park from grading site to factories gate | Daily |
7 | Monitor and maintain the SOP across the entire park | Daily |
8 | Report on number/ names of workers on reallocation | Weekly |
9 | Monitor an overall communication channel between all stakeholders ( SNNPR Trade and Industry, Grading centre, EP and the HIP Investors, mainly HR managers and database service providers) | Weekly |
10 | Collect labour productivity, efficiency and related data | Monthly or quarterly |
• A data encoding and cloud services to manage a database with a minimum of 6months experience.
• Experience in HR Data base recruitment technique and management.
• Experience in good communication to handle different stakeholders of the database users.
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