Addressing Issues of Unemployment in Brunei

DOI: 10.4018/IJABIM.2020040106

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Addressing Issues of Unemployment in Brunei:The Mismatch Between Employers Expectations and Employees AspirationsSiti Fatimahwati Pehin Dato Musa, Universiti Brunei Darussalam, Brunei Darussalam

Dk Siti Rozaidah Pg Hj Idris, Universiti Brunei Darussalam, Brunei Darussalam

ABSTRACT

ThisstudyaimstoinvestigatetheissueofyouthunemploymentinBruneibyexploringtheoccupationalaspirationsofyouth,theexpectationsofemployerstowardstheiremployees,andthecurrentpolicyinitiativesof thegovernment.The aspirationsof youthwere exploredby conducting a series offocusgroupsamongyouthsofdifferentagegroupsandeducationallevels.ThefindingsindicatedthatyouthsinBruneipreferredjobsthatareprestigious,highlypaid,stable,andarelesslikelytotakerisks.Theexpectationsofemployers,ontheotherhand,entailedasemi-structuredinterviewtoassesstheemployers’expectationsfortheircurrentand/orprospectiveemployees.Thefindingsrevealed that youths lack awareness on important employability skills that are critical for theirentranceintoandperformanceintothelabourmarket.Amajorityoftheemployersattributethelackofdrive,entrepreneurialspirit,andawarenessoftheimportanceofleadershipfromanearlyageforemployabilityandaneedtostrengthencollaborativedevelopmentamongsttherelevantagencies.

KEywoRdSEmployability, Labour Market, National Policy, Occupational Aspirations, Rentier Economy, Rentier Mentality, Risk-Aversion Culture, Youth Unemployment

INTRodUCTIoN

Brunei’slong-termdevelopmentplan,Brunei Vision 2035,aimstomakeBrunei,by2035,anationwidelyrecognizedforaworldclasseducationandskilledworkforce,ahighqualityoflife,andadynamicandsustainableeconomy.Italsoaspirestoraisethecountryintotherankoftoptennationsintermsofqualityoflifeandpercapitagrossdomesticproduct(GDP)(BEDB,2011).However,inordertoachievethesegoals,thereareafewissuesthatneedstobeaddressedandonethemistheissueofincreasingyouthunemployment.TheBrunei Vision 2035documentacknowledgesthattheeconomysuffersfromtheincreasingnumberofunemployedyouthsthathaskeptGDPbelowitspotentiallevel.Morespecifically,thedocumentattributedthisproblemdueto“thewideninggapbetweentheexpectationsandcapabilitiesofthenation’syouthandtheemploymentopportunitiesbeingcreated”(BEDB,2011).

Thisarticle,originallypublishedunderIGIGlobal’scopyrightonApril1,2020willproceedwithpublicationasanOpenAccessarticlestartingonFebruary1,2021inthegoldOpenAccessjournal,InternationalJournalofAsianBusinessandInformationManagement(con-vertedtogoldOpenAccessJanuary1,2021),andwillbedistributedunderthetermsoftheCreativeCommonsAttributionLicense(http://creativecommons.org/licenses/by/4.0/)whichpermitsunrestricteduse,distribution,andproductioninanymedium,providedtheauthorof

theoriginalworkandoriginalpublicationsourceareproperlycredited.

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InordertoaddressthisissueandalsoprovideaholisticviewontheissueofyouthunemploymentinBrunei,thispaperaimstoexplorethedemandsideandsupplysideofthelabourmarketaswellasthepolicyenvironmentbyexploringthreevariablesnamelytheaspirationsoftheyoungpeopleinBrunei,theexpectationsoftheemployersinthelabourmarketandanalyzingtheexistinggovernmentpolicyinitiativestocurbyouthunemploymentinBrunei.

BACKGRoUNd

Youthunemployment hasbeenon the agendaof InternationalLabourOrganization (ILO) since1935andoneof theSustainableDevelopmentGoals’ targets is to“promotesustained, inclusiveandsustainableeconomicgrowth,fullandproductiveemploymentanddecentworkforall”(UnitedNations,2018).AccordingtotheILO,youngpeopleundertheageof25arelesslikelytofindworkthanadults.Theglobalyouthunemploymentratestandsat13%,whichisthreetimeshigherthanthefigureforadults.Thefocusonyouthunemploymentisdrivenbythefactthatyoungpeoplearethebiggestcohortofnewjobseekersandarethereforethemostvulnerablegroupwithregardstounemployment.Youngadultsaremorelikelytobelookingforworkbecausetheyhavejustgraduatedfromalearninginstitutionandenteredthelabourmarket,orbecausetheyarechangingjobs,beingmoremobileattheearlystagesoftheirworklife.

Youthsoftodayfaceincreasinguncertaintyintheirhopesofundergoingasmoothtransitioninthelabourmarket,andthisambiguityanddisenchantmentcan,inturn,haveharmfuleffectsonindividuals,communities,economiesandsocietyatlarge.Unemployedorunderemployedyoutharelessabletocontributeeffectivelytonationaldevelopmentandhavefeweropportunitiestoexercisetheirrightsascitizens.Theyhavelesstospendasconsumers,lesstoinvestassaversandoftenhaveno“voice”tobringaboutchangeintheirlivesandcommunities.Prevalentyouthunemploymentalsoinhibitscompaniesandcountriesfrominnovatinganddevelopingcompetitiveadvantagesbasedonhumancapitalinvestment,thusunderminingfutureprospects.

Muchresearch(ILO,2013;Bell&Blanchflower,2011)hasshownthenegativepersonalimpactsofyouthunemploymentnotablyfeelingsofworthlessnessandpotentialidlenessthatmayleadtoincreased crime rates,mental healthproblems, violence, conflicts anddrug taking (ILO,2010).The combined effect of an increasing youthpopulation andhigh and increasing levels of youthunemploymentareoftenassociatedwithinsecurity,urbansocialunrestandpoliticalinstability.Forexample,countriesinAfricarefertotheproblemofyouthunemploymentasamatterofnationalsecurity,whichcouldbeathreattoacountry’sstabilityifitremainsunresolved(Lintelo,2011).Therefore,youthunemploymentisadeeply-rootedandhighlydetrimentalproblemfortheeconomy–onethatwilllingerregardlessofhowbuoyanttheeconomybecome.Theproblemisnotexclusivelycyclical:italsohasdeepstructuralreasons.

Bruneiisnoexceptiontothisissue.Infact,thefigureforyouthunemploymenthasbeenthehighestithaseverrecordedin26years(ILO,2017).AreportreleasedbytheILOin2017notesthatunemployment,youthtotal(%oftotallaborforceages15-24)(modeledILOestimate)inBruneiwas23.40asof2017.Itshighestvalueoverthepast26yearswas24.50in2015,whileitslowestvaluewas14.10in1991.Bruneiisamongtheworld’smostdependenteconomiesonoilandgasaccountingforaroundhalfofGDPand90%ofexportrevenues(BEDB,2011).Itisalsothefourth-largestoilproducerinSouth-EastAsiaandtheninth-largestexporterofgasintheworld(BEDB,2011).In2017,GDPinBruneiwasUS$11.40billion(BruneiGovernment,2017).Forsomecountries,plentifuloilandgasearningshavediscouragedwidergrowthandthisphenomenoniscalled‘resourcecurse’andisacommonfeatureofoil-richcountries.Itinvolvesslowgrowthinnon-oilsectorswithandovervaluedcurrency,wagedistortions,short-termrent-seekingactivities,andneglectofotherprimaryandsecondarysectors(Corden,1984).

Someofthecommoncharacteristicsoflabourmarketsinsmalloilrichcountriesarethattheyhavealowparticipationrateamongtheindigenouspopulation,highdependenceonforeignworkers

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anddifferentiationinwagesbetweenindigenousandforeignlabour(Siddiqui,et.al,2012).InBrunei,employmentinthegovernmentsectorattractshighincomesandisamajorvehicleforredistributingtherentsfromoil revenue.Thegovernmentsector inBruneiemploys40%of thecountry’s totallabourforceandtheshareofindigenouslabouris70%.However,theoilpricedropfromapeakofUS$115/barrelinJune2014toUS$33inFebruary2016hadasevereimpactonBrunei’seconomywheregovernmentrevenuesfellby70%in2014/2015comparedto2012/2013(Shahminan&Thein,2016).Thecombinationoffallingoilpricesandfallinggovernmentrevenuemeantthattherewaslimitedroomforthegovernmenttocreatejobs.

Theunemploymentproblemissuchthatithasayoungemployablepopulationandyetaccordingto the2015census, therewereasmanyas71,000or27% temporary residentswhoaremigrantworkers.Table1showsthatin2015,outofthe14,600localpeopleunemployed,72%areyouthsbetween18to35yearsand90%aredrop-outsfromprimaryorsecondaryschools.Thesejob-seekershavedifficultiessecuringemploymentduetotheireducationlevel,inexperienceandjob-hoppingattitudes(Hong-Huat,2009).

AnothercrucialfindingofCheongandLawrey(2009)isthattheproblemofunemploymentismorelikelytobeoneoffindingemploymentforthejobseeker’saspirations.Thereappearstobeasignificantmismatchofcareerexpectationsandavailableemployment.Whenaskedwhytheyhadnotbeensuccessfulinfindingajob,21%ofrespondentsstronglyagreedthattheydidnotlikethejobtheywereoffered,reinforcingtheviewthataspirationsplayacriticalrole.Someofthecommoncharacteristicsofthemajorityofthesampleofjobseekersarethattheycompriseofyoungpeoplewhodonotpossessadequatevocationalskillsandareonlyinterestedintakingclericalandlowerwhitecollarofficejobs,preferablyinthepublicsector;theyarenotinterestedintakingjobsinthemanual,skilledandsemi-skilledsectorssuchasagriculture,technicalandthetrades,wheretherearevacancies.Unemploymentisthereforeaproblem,createdbothbysocialattitudesandbythelackofdriveinexploringotherpossibilitiesoutsidetheirdomains(Cheong&Lawrey,2009).

Table 1. Profile of the local unemployed people in Brunei in 2015

Category Total in Person Percentage (%)

1.Totalnumberofunemployed 14,641 100

2.Gender

MaleFemale

6,4378,204

4456

3.Age

18-1920-2425-2930-3435-3940-4445-4950above

5804,6512,1531,5651,6431,149720667

431.821.614.710.77.84.94.5

4.Educationlevel

PrimarySecondaryTechnicalandvocationalPre-universityUniversityNotstated

1,65810,565870756631161

11.472.15.95.24.31.1

Source: (Brunei Government, 2016)

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Therefore,oneoftheobjectivesofthispaperistoexploretheoccupationalaspirationsofyouthwhoarethefuturelabourforceoftheeconomy.Itisimportanttounderstandaspirationsbecausestudiesrevealedthataspirationformsthefoundationofyoungpeople’sbehaviouranddeterminesthepersonthattheybecome(Finlayetal.,2015).Similarly,researchhasrevealedthataspirationsareoneofthepsychologicalfactorsthat influenceyoungpeople’scareerdecisions(GutmanandAkerman,2008;Andresetal.,1999;FurlongandCartmel,1994).FurlongandCartmel(1994)andKeys(2006)observethateducationalaspirations,thelevelofeducationattainmentandoccupationalaspirations,theoccupationofinterest,andthesocioeconomicstatusofacareeronehopestoattain,areallhighlycorrelated.

ToprovideaholisticperspectiveonunemploymentinBrunei,thispaperalsoaimstounderstandemployers’expectationsspecificallytheirattitudesandbehaviourinhiringdecisions.Forthisreason,in-depth interviewswereconductedwith33employersororganisational leadersacrossBrunei–askingthemaseriesofquestionsrelatedtotheirexpectationsofemployees,youthunemploymentandemploymentservices.Inadditiontoyouth’saspirationsandemployers’expectations,thisstudyalsolooksat thecurrentpolicyinitiativesinBrunei.Largely,studiesonBrunei’sunemploymenthighlightedthecriticalrolegovernmentwillplayinpushingthisimportantagendaforward.Hence,itiscriticaltohaveacloserlookintorelevantpolicyinformationtoascertainthechallengesandopportunitiesexperiencebyyouth.

METHodoLoGy

Thisresearchhasemployedtwomethodsofdatacollectionsnamelyfocusgroups tocapture theoccupational aspirationsofyouthand semi-structured interviews to examine the expectationsofemployers.Thefirstpartofthemethodologysectionwilldescribetherationaleandthestepstakeninconductingthefocusgroups.Thenextsectiondiscussestherationalefortheadoptionofthesemi-structuredinterviewmethodandalsoprovidesanoverviewofthedatacollectionmethodsusedforthisresearch,aswellasthemeansusedtoanalysethedata.

Thestudyconducted10focusgroupsofbetween5to7peopleeach,totalling64youngpeople.Theyvariedinage,between15to30yearsold.Thekeyquestionsaretheaspirationsthatyoungpeoplehave,thepersonwhohadthemostinfluenceontheiraspirations,andhowtheiraspirationshavechangedovertime.Therearefivecategoriesofparticipantsforyoungpeople:

1. Uppersecondaryschoolstudentsaged15-17;2. Pre-universitystudentsaged17-19;3. TechnicalandVocationalstudentsaged17-25;4. Universitystudentsaged19-25;5. Unemployedyouthwhohavenotcompletedhigh-schoolaged18-30.

StudentsfromallcategoriesareselectedfromgovernmentschoolsbecausemostyoungpeopleattendgovernmentschoolsinBrunei.Further,thereisnoevidenceshowingdifferencesinthedeliveryofprogrammesamonggovernmentschoolsintermsofregions,ruralorurban(Hamid,2000).Allgovernmentschoolsfollowacommoncurriculumandtakethesameexaminations.In2015,thereare255governmentandprivateschoolsinBrunei,outofwhich172aregovernmentinstitutionswhichconsistof121primaryschools,38secondaryschools,4stateuniversitiesand9technicalorvocationalschoolsandcollegesOverall,thereare113,675studentsfrompre-schooltouniversitylevelandTable2showsthebreakdownineachcategory.

Fordatacollectionpurposes,eachcategoryrequires14participantsandtheyarethendividedintotwofocusgroups.Participantsfromthesecondaryschoolrangedfrom15to17yearsoldandthoseinYears7and8werepurposivelyselectedbecausestartingfromtheageof14yearsold,youngpeoplebegintodifferentiatebetweenidealisticaspirationsandrealisticaspirations(Gottfredson,2002).

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Thesecondpartof the researchentailsasemi-structured interviewtoassess theemployers’expectationsfortheircurrentand/orprospectiveemployees.Aswellastheirexperiencesofwhatfactorsenablesorinhibitstheemployabilityofprospectiveemployees.Inthisstudy,theinterviewtopicsweremadeavailabletotheparticipantsinadvanced,alongwithanoverviewoftheintentionsofthestudy.

Alltheintervieweeswereoccupyingeitherseniorormiddle-levelpositionsintheirrespectiveorganisations.Table3showsabriefprofileoftheparticipantsthatwereinterviewed.Theprimaryintention was to choose formally designated organisational leaders by referrals specificallyorganisationalleadersofvariousrolesandpositions.Thecarefulselectionoftheseorganisationalleaderswasmadebasedonthefocusgroups’findingsthatindicatedwhattypeofemployerstheyouthwouldliketoworkfor.Themajorityhaveindicatedtheirstronginterestofworkingforprominentorganisationalleaders.Toensureanonymity,wehaveremovedtheirroleorjobdescriptionandgavepseudonymstoallthe33organisationalleadersinterviewed.

Uponcompletionof the interviewstage, thenext focuswas to analyse the focusgroupandinterviewdata.Qualitativeapproachesareincrediblydiverse,complexandnuanced(Holloway&Todres,2003),andthematicanalysisshouldbeseenasafoundationalmethodforqualitativeanalysis.Thematic analysis is historically a conventional practice in qualitative research which involvessearchingthroughdatatoidentifyrecurrentissuesandpatternsoflivingand/orbehaviourofpeople(Creswell,2003).Thematicanalysisiscommonlyusedbyresearchersandinparticularissuitable

Table 2. Number of students in different level of education institutions in Brunei

Educational Institution Students (Persons)

Pre-school 13,053

Primary 43,769

Secondary 40,334

Pre-University 5,576

Technical/Vocational 4,006

University 6,937

Total 113,675

Source: (Brunei Government, 2016)

Table 3. Profile of the thirty-three organisational leaders interviewed

Category Total in Person

Totalnumberofinterviewees 33

Gender

MaleFemale

2013

LevelinOrganisationalHierarchy

MinisterDeputyMinisterPermanentSecretaryDeputyPermanentSecretaryDirectorDeputyDirectorSeniorGovernmentOfficers

3466644

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foranalysingandreportingpersonalqualitativeinterviewdata(Mutch,2005).AccordingtoPatton(2002),usingathematicanalysismethodresultsinamorecompleteunderstandingoftheideasoftheresearchparticipantswhereasPopeetal.(2007)statedthatoneoftheadvantagesofthematicanalysisisthatitprovidesameansoforganisingandsummarisingthefindingsfromalarge,diversebodyofresearch.Workingfromthedetailednotes,eachofthelengthyfocusgroupsandinterviewswereanalysedandarepresentedbelow.

FINdINGS

Thefindingssectionisdividedintothefindingsontheaspirationsofyouths’followedbythefindingsontheemployers’expectationandfinallyonthegovernment’scurrentpolicyinitiativestoaddresstheissueofyouthunemployment.

Aspirations of youthsThemainfindingsfromthefocusgroupsconductedwithyoungpeoplearethatthemajorityaspiretowardsprestigiousjobsandthereseemstobearisk-aversionattitudeamongtheyouths.Mostoftheyoungpeopleaspiretojobsthatareintheprofessional,managerialortechnicalsector,andtheyhavelesspreferenceformanualjobs.Highincome,jobsecurityandprestigearethemostcommoncharacteristicsofjobsaspiredtobytheyoungpeopleinBrunei.Thisisareflectionofthesocialandculturalnormsofarentierstatewherebyajobofhighincomeandprestigeispreferredoverajobthatcanleadtopersonalandcareerdevelopmentandprogression.Further,mostaspiredtowardsgovernmentjobs,andarenotkeentoworkintheprivatesector,duetobetterprivilegesandsecurity.Thisistypicalofarentierstatewherebythegovernmentredistributestherentfromoilintheformofprovidingmore sought-after jobswithhigh incomesandbenefits.This attitudeof relyingonthegovernment for jobs andwelfarepartly shapes theoccupational aspirationsofyoungpeoplecreatingalowerpreferenceforjobsintheprivatesectorandothersectors,suchasconstructionandfarming,whichareconsidereddemeaningandusuallydonebyforeignworkers.Thisisaffirmedbyotherstudiesthathaveshownrentierstatescanleadtoa“rentiermentality”thatimplies“abreakinthework-rewardcausationwherebyreward[and]incomeorwealthisnotrelatedtoworkandriskbearing,rathertochanceorsituation”(Belbawi,1990).Further,arentiermentalityhasprofoundconsequencesonproductivity:

Contracts are given as an expression of gratitude rather than as a reflection of economic rationale; civil servants see their principal duty as being available in the offices during working hours; businessmen abandon industry and enter in to real estate speculation or other special situations associated with booming oil-sector; the best and brightest abandon business and seek out government employment; manual labour and other work considered demeaning by the rentier is farmed out to foreign workers, whose remittances flood out of the rentier economy and so on. In extreme cases, income is derived simply from citizenship. (Yates, 1996, p.22)

Anothercriticalfindingfromthefocusgroupsshowedthattheyouthshasacultureofriskaversiontowardsemployability.Mostof theyoungpeopleprefer togeta jobwithstablemonthlyincomeratherthanbeenterprising.Inthefocusgroupsconductedwithyoungpeople,morethanhalfofthemvoicedouttheirinsecuritiesofdoingbusinessfulltime.Havingasecuredandwell-paidjobisstillanecessityandthebusinesswouldonlybedoneparttime.AstudybyLowetal.(2013)investigatedtheattitudesofyoungBruneianstowardsentrepreneurship.Inasurveyof1,051youths,only19%wanttobecomeanentrepreneurwhereas67%preferredtoworkasgovernmentemployees.Lowetal.(2013)emphasizedthatthechallengeforBruneiistopromoteapassionforenterpriseamongsttheyoungergenerationandimprovingthebusinessenvironment.Theyouthsarenotrisktakerscan

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berelatedtooneoftheculturalvaluesputforwardbyHofstede(2001)wherebyMalayshavehighuncertaintyavoidance.Thisreferstotheextenttowhichthemembersofaculturefeelthreatenedbyambiguousorunknownsituations(Hofstede,2001).ThisviewisfurtherreinforcedbyHaytonetal.(2002)whoarguesthatculturesthatencourageentrepreneurshiparethosethathavealowuncertaintyavoidance,highindividualism,lowpowerdistanceandhighinmasculinity.Basedontheseculturalvalues,Bruneihasaculturethathasaweakentrepreneurshipculture.Thiscanalsobeattributedtofamilybackgroundwhereparentsarenotbusinessoriented.Indeed,mostcamefromafamilywhoworkedforthegovernmentthusreinforcingtheneedtoworkandearnastablemonthlyincome.

Expectations of EmployersAhighproportionofemployersstatedthattheyhaddifficultieswithrecruitmentduetotheshortageofcandidateswiththerightskillsandtheshortageofskillfulemployeesinagivenfield.Problemsolvingandpracticalskillswerethegreatestscopeforimprovementasfarastheemployersinthisresearchareconcerned.EmployersalsonotethatmostBruneiangraduateseducatedoverseaspossesshighlyspecialisedqualificationssuchasaeronauticalengineeringyettherearenoavailablepoststhatcouldbenefitfromthisexpertise.Asaresult,thehighlyskilledgraduatesareforcedtoresorttopoststhatdonotallowthemtopracticeorexecutetheirknowledgeon.Hence,thereisamismatchbetweentheskillsrequiredinthejobmarket.However,itisimportanttonotethatemployersalsoburdenfreshgraduateswiththeexpectationsofrequiringatleast3yearsworkexperience.Atpresent,employersarefocusedpredominantlyonhiringpotentialemployeeswithworkexperiencewhichputsfreshgraduatesatadisadvantage.

Fromtheemployers’perspective,theyouthseekingemploymentlackthewisdom,self-awarenessandthepassiontowardsimprovingtheirleadershipcapacity.Self-awarenessentailsanunderstandingof one’s strengths, weaknesses, and limitations, of how they gather and process information, ofhowtheyhandleambiguousandstressfulsituations,andofhowtheyareperceivedbyandinteractwithothers.Employersinthisresearchnotesself-awarenessisanimportantassettheyseekintheirprospectiveorcurrentemployees.Thesemistructuredinterviewsfindingsindicatethatwhileyouthsingeneralmightbeawareofthegeneralemployabilityskills,theymaynotbeawareofthemostimportantemployabilityskillsthatarecriticalfortheirentranceintoandperformanceinthelabourmarket.Amajorityoftheemployersattributesthelackofdriveandawarenessoftheimportanceofleadershipfromanearlyageasaninhibitingfactorforemployability.Employersinthisresearchhopetoseeaparadigmshifttowardsagreaterfocusondevelopingtrueleadersacrossalllevelsoftheirorganisation.Specifically,developingprospectiveemployeesthathavehighenduranceandpositiveworkethics.Theperceptionsamongsomecompaniestowardslocaljobseekersisthatthesefreshgraduateshavealackofpreparednessandendurance,withissuessuchasquittingwithoutnotice,absenteeismandotherdisciplinaryproblems.

TheemployersinthisresearchalsonotesthatriskaversionrunsdeepinthepsycheofBruneians.Almostalltheemployersassertthatculturemattersbecauseitaffectstheinnovationprocess.Thereisclearevidenceoftherelationshipbetweeninnovationcultureandone’sperformanceorsuccess.Hence,one’semployabilityisgreatlyimpactedbyone’swilltochallengethemselvesandtakeriskwithdecisionstheymakefortheircareer.Manyemployersinthisresearchfeelthatlackofaccountabilityencouragescomplacency.Theunwillingnesstobeheldaccountablestemsfromfearoftakingrisks.Theyfurtheraddedthattheleastemployableyouthwererisk-averseandlacktheentrepreneurialspirit.Therisk-aversionultimatelycamefromtheinfluenceoftheirparentsorpeers.FavouringsafegovernmentjobswasalsohighlightedbytheMonarchemphasizingthatthejobmarketwasalreadysaturatedandthattherewasaneedtoinculcateacultureofindependenceandentrepreneurshipamongyouth;“Whetherseekingemploymentintheprivatesector,orsettingupbusinessessuchasfarmingorfishing,ifitisdonewithpatienceandperseverancetheblessingswillbegreat”(HjAbuBakar,2018).Healsourgedyouthtobemoreopentoworkingintheprivatesector,sayingitwouldbethemaindriverofeconomicgrowth.

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Current Policy InitiativesTheManpowerPolicyandPlanningUnit(MMPU)oftheEnergyandIndustryDepartmentattheMinistryofEnergy,ManpowerandIndustry(MEMI)foundthatat least50%of jobofferings inBruneirequiredaminimum3yearsworkingexperience.Thiswasfrequentlyexpressedbyyouthsinthisstudyandthechallengeitposesforpolicymakersandrelevantagencies.Asaresponsetothischallenge,in2017,theMonarchannouncedtheestablishmentofanapprenticeshipprogramme–i-Ready–thatspecificallyfocusesonincreasingemployabilityofunemployedgraduatessoastobereadyfortheindustry(Wong,2017).

MajoreffortstocollaboratewithrelevantagencieshavebeenmadebytheMEMItoaddressthecurrent issueofunemployment.Onenotablecollaborationeffort is theIndustryCompetencyFramework(ICF)programme,acollaborativeeffortprogrammebetweentheEnergyandIndustryDepartmentandtheMinistryofEducation(MoE)inconsultationwiththeindustrytoproduceskilledworkersaccordingtoindustryrequirements.

AnothercollaborationistheestablishmentoftheCentreforCapacityBuilding(PPK)inSeptember2017 which aimed at reskilling and up-skilling of local jobseekers in accordance with industryrequirementsandrecognisedbyindustriesinvariousoccupationsintheprivatesector, includingforeigndirectinvestmentcompanies.Thishasgreatlyhelpeddecreasethenumberoflocaljobseekerswithqualificationsoflowersecondaryandbelow(Norjidi,2018).Ideally,theMEMImustcontinuetoworkwiththeMoEthroughtheHigherEducationInstitutionsActionGrouptocreatematchingofdemandandsuppliesamonggraduatesandresearchingre-educationcurriculumsothatitisaccordingtoindustryneeds.Inaddition,theMinistryofHomeAffairshavelaunchedtheirjobportalforprivatesectorjobs.Thisportalallowsregisteredemployerstopostvacanciesandseekpotentialemployees.

Another important challenge for policymakers is encouraging youth to develop a strongerentrepreneurialspirit.Entrepreneurshipplaysavitalroleincreatingemploymentopportunitiesforthepublicandtofurtherinculcatethespiritofself-sufficiencyandnotdependingonthegovernment.Policymakers in this study acknowledged that this entrepreneurial spirit needs to be developedandnurturedatvarious levelsby involvingkeyplayers includingeducational institutions,DARe(DarussalamEnterprise),andtheprivatesector.

Oneoftheinitiativesisbyintroducingentrepreneurshipasacurriculuminschools.Forexample,theEntrepreneurshipVillageatUniversitiBruneiDarussalam(UBD)aimstoequipprimaryschoolchildrenwiththeskillsortoolsrequiredtobecomeentrepreneurswhereasforsecondaryanduniversitystudents,itguidesthemonhowtostartandgrowabusiness.Italsohopestohelpexistingyouthentrepreneurssustainandmaketheirbusinessesgloballycompetitive.Fosteringthisentrepreneurialspirit canhelpyouthunderstand thecausal linkbetweenworkand reward.Policymakers in thisstudyalsoacknowledgedfinancialdifficultiesasanimportantchallengeforyouthstocultivatetheirentrepreneurialspirit.Infinancingenterprises,DARehasintroducedaMicrocreditFinancingSchemewhichoffersafinancingofupto$15,000Bruneidollars.DARealsoworkscloselywiththenewlyestablishedBankUsahawan,wherebusinessescanobtainfinancingofupto$750,000(DarussalamEnterprise,2018).

Thelackofentrepreneurialspiritandoverdependenceongovernmentbenefitshasresultedinahighdependencyonforeignworkersespecially insectorssuchasconstruction;hospitalityandwholesaleandretailtrade.Effortstoprioritiselocaljobseekersbyreassessingtheimmigrationpolicyincluding theplanningofreplacementofforeignworkersforpositionsatPMETs(Professionals,Managerial,ExecutivesandTechnical)levelsthroughtheprocessofforeignworkerslicensescreening(LPA)andbuildingtalentprofilesatthePMETslevel.Thegovernment’spolicyofcappingthenumberofforeignworkersisnotintendedtohinderindustrialgrowthanddevelopmentbutrathertocreatemoreopportunitiesforlocaljobseekers.Thepolicyintroducedisaimedprimarilyatreducingtheunusedquotaofforeignworkers.However,theMinistryofHomeAffairswillinsistthatcompaniesmakeplanswithin3yearstograduallyreplacetheirforeignstaffwithlocals,maintainthequota,

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orincreasethenumberofexpatriatesasandwhentheircompanies’growthandexpansionmakeitnecessary(Zainal,2015).

Thecurrentpolicyinitiativesof“re-skilling”andapprenticeshipprogrammes,suchasthei-Readyscheme,havebeenabletobringdownjobseekernumbersby15%—from11,292inApril2017to9,509inFebruary2018(Wasli,2018).Thisshowsthatthecollaborationsinitiatedaregainingfruitfuloutcomes.Continuedeffortsandcollaborationsalongsidemoreinformationregardingyouths’aspirationsandemployers’expectationswillhopefullyimprovethecurrentpolicyinitiatives.

RECoMMENdATIoNS

ThefindingsofthisresearchrevealaseriesofstrengthsandweaknessesinBrunei’syouthemployabilitythatcanbeusedasabasisfordiscussionandanalysisofthedevelopmentofpoliciestoimproveandenhanceprogrammecurricula,aswellastherelationshipbetweentheeducationsectorandthelabourmarketinBrunei.Table4summarisesthefindingsofthisresearchandthepolicyrecommendationstoaddresstheissueofyouthunemploymentprobleminBrunei.

1. Exposeyouths’tothecausallinkbetweenworkandrewardthroughperformance.

Theoccupationalaspirationsofyoungpeople inBruneicanbesummarisedas thedesire tohavejobsthatareseenasprestigious,highlypaidandstable.Thisissociallyconstructed,onethatisinfluencedbythesocio-economicandpoliticalsystemofthecountry.InthecaseofBrunei,oilrentsaredistributedtothepopulationintermsofwelfareandprovidinggovernmentjobs;whicharehighlypaid.However,itisalsoarguedthattherentiermentalitymayhavebecomeastructuralproblemandthisattitudeofyouthsbeingunproductiveshouldbeunderstoodasaposterioriconstructsratherthantheinherentnatureofthesocietyitself(Yamada,2015).Hence,itisnotonlyaboutchangingtherentiermentalityof theyouths,but italso involves improvingthe institutions;whichalreadyconsiderthisattitudeasnormal.

Animportantpolicyimplicationoftherentiermentalityistheneedforeducationtoexposeyoungpeopletothecausallinkbetweenworkandrewardthroughperformancesothattheyhaverealisticexpectations.Monetaryrewardsandprivilegesneedtobemorecloselyalignedtoworkperformance

Table 4. Summary of findings and recommendations

Findings Recommendations

Youths’aspiretowards:•Prestigiousandhighlypaidjobs•Stablejobsandarenotrisktakers

•Theneedforeducationtoexposeyoungpeopletothecausallinkbetweenworkandrewardthroughperformancesothattheyhaverealisticexpectations

Employersexpectsemployeestobe:•Moreawareofemployabilityskillsthatarecriticalfortheirentranceintoandperformanceinthelabourmarket•Preparednessandhavehighendurance,andnothaveissuessuchasquittingwithoutnotice,absenteeismandotherdisciplinaryproblems

•Strongercollaborationbetweentraininginstitutions,employers,incumbentemployeesandpotentialemployees.

Currentpolicyinitiatives:•I-readyprogramme-workexperienceforyouths•Innovatingthecurriculumsothatitisaccordingtoindustryneeds•Developingentrepreneurialspiritamongstyouths

Enhancecurrenteffortsandstrategies:•EnergyandIndustryDepartmenttocontinuetoworkwiththeMinistryofEducation(MoE)throughtheHigherEducationInstitutionsActionGroup•EntrepreneurialspiritneedstobenurturedatvariouslevelsbyinvolvingseveralagenciesincludingDARe(DarussalamEnterprise),educationalinstitutionsandtheprivatesector.

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acrossallsectors.Thiswouldreduceexpectationsofhighincomesandprestigiousjobsandincreasetheappreciationofearnedhardworkforthedevelopmentoftheircareer.Onewaytoachievethisisbyintroducinginternshipprogrammesindifferentworkplacesaspartofthecurriculuminschoolsanduniversities.Thiscanexposeyoungpeopletoavarietyofworkexperiencesandcreateawarenessaboutthediversityandnatureofworkinvolved.Thisalsobroadenstheirchoicesofoccupationsandnotbeinglimitedtogovernmentsectorjobs.Inshort,tochangetherentiermentality,thereneedstobeachangeintheeducationandlabourmarketpolicies.

2. Coordinationbetweenvariousstakeholders.

Employabilityneedstoberecognisedasajointresponsibilitysharedbytraininginstitutions,employers,incumbentemployeesandpotentialemployees.Themajorityoftheintervieweesbelievethattoachievethegoalsofimprovingyouthemployability,allpartieswhohasanythingtodowithyoungpeopleandwork,includingeducationalinstitutions,vocationaltrainingcentresandbusinesssupportsystems,hastobemobilised.Theparticipationofemployersisperhapsthemostcriticalofall,sincetheaccessofyouthtoemploymentdependsontheirneedsandexpectations.

Up-to-date informationaccording to thedifferentsectors is important forkeepingupwiththeneedsofthelabourmarket.Apromptresponsetotheseneedsispossiblethroughtheuseofacoordinationsystemwherebycoordinatorsandemployersofrelevantdegreecoursescanconnectwiththeinformationfromdifferentbranchesofeconomicactivity.Thoughthereexistinitiativesgearingtowardsthesepositivechanges.Moreneedstobedoneataquickerpacetoensurethatproblemsareaddressedtimely.

Intermsofseekingemployment,prospectiveemployeescometothelabourmarketwithvaryingknowledge,competenciesandabilities–broadlydefinedas‘skills’–combinedwiththeoutcomeofindividuals’choicesintermsofeducation,trainingandworkexperiences(WEF,2014).Therearealsodifferencesbetweentheskillsandattributesthatyouthsperceiveasimportantversustheonesthathavebeenreportedasimportantbythegloballabourmarket.Hence,thereisastrongneedtomanagethedifferenceinexpectationsthroughcarefulinitiativesaimedatbridgingthisgap.Theemployersinthisresearchsuggestthatallpartiescanalsoservetostimulatediscussionamongemployersandfosternetworkingbetweenemployers’organisationsandothersocialpartners.

3. Enhancecurrenteffortsandstrategies.

Toaddresstheissueofunemployment,HisMajesty’sgovernmentthroughaspecialbodyaswellascollaborationbetweenrelevantagencieswouldcontinuetotakenecessarystepstoequipyouthswithknowledgeandexpertise (Hayat,2013).Tertiary institutionsneed toequip students for thenewcareersthatmayemergeinthefuture,particularlyinrobotics,artificialintelligence,quantumcomputingandInternetofThingswhilstremainingrealisticthatcertainspecialisedqualificationssuchasAeronauticalEngineeringwillremainanelusiveprofessioninacountrylikeBrunei.Hence,thereneedstobeabetterapproachtoaddressthefutureofjobsinBrunei.Lookingatothercountriescouldbenefitpolicymakers,buttheuniquesocioeconomicenvironmentwarrantsthatspecificchallengessuchastheavailabilityforgraduateswithspecialisedqualificationstogainemploymentinBrunei.

TheeffortsassociatedwithcultivatingthesenecessaryvaluesandspiritinvolveresearchandcollaborationamongrelevantstakeholdersinordertoincreasetheireffectivenessinaddressingtheissueofunemploymentinBrunei.Inlightofthis,theMonarchurgedrelevantpartiestoenhanceeffortsandstrategiesinthecooperationofcapacity-buildingforyouthsbyprovidingaconduciveenvironment toraise theeffectivenessof tacklingunemployment.HisMajestyalsourgedyouthstochangetheirmind-setandattitudesonemploymentsothattheywouldnotbetooreliantonthegovernmentinseekingemployment.

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CoNCLUSIoN

Thisstudyprovidesaninsightontheissueofunemployment inBruneibyexploringemployers’expectationsofemployeesandyouthsoccupationalaspirations.InsummarythemajorityofyouthinBruneiaspirejobsthatareprestigious,well-paid,easyandsecureandthereisalowerpreferenceformanualjobs.Ontheotherhand,theexpectationsofemployersinsightfullyalludetothedisparitybetweenbothlabourdemandandsupplyissues.Thereneedstobeacontinueddialogueonaddressingthis mismatch as a positive step forward to alleviating youth unemployment in Brunei. Currentcollaborationofkeyagencieshasledtothegradualdecreaseinthenumberofyouthunemployment.Therefore,thereisaneedtocontinuetopushforastrongercollaborativedevelopmentamongstthegovernment,employersandtheeducationsectortowardsaddressingthemismatchbetweenemployers’expectationsandyouths’occupationalaspirations.Similartootherunemploymentstudiesinothercountries,thisstudyisreiteratingforexpansionofvariouspoliciesalreadyinplace,suchasindustrycollaborationintechnicalandvocationaleducationandtraining(TVET),workexposureforuniversityandcollegestudents,andprogrammescultivatingentrepreneurshipandinnovation.

Finally,thepresentstudyhasseverallimitationsthatshouldbenoted.First,ratherthanpresentingconclusivefindings,thestudyislimitedtoitsexploratorynature.Thestudyonlyreliedoninterviewswith33public sectororganisational leaders. Itdoesnot claim toachieve representativenessandadequatecomparisonsbothwithothersandamongtheinterviewedorganisationalleadersfromtheprivatesector.Second,theinabilitytoconductalongitudinalstudyofthesamegroupsofyoungpeopleduetoconstraintsoftimeandresources.Alongitudinalapproachisperhapsamoresuitablemethodcomparedtocrosssectionaldesigntoexploreyoungpeople’saspirations.Nevertheless,itcanbearguedthateventhoughthecross-sectionstudyisconductedatonemomentintime,ittakesintoaccountyouthsofdifferentageswhichcapturesreliabledatarepresentingthepopulation.Thestudynonethelessprovidescurrentideasthatareequitablycongenialwiththeliterature,toofferabasisforstimulatingfurtherresearch.

FutureresearchonBruneiyouthunemploymentshouldlookintothepossiblerolesofmonetarypolicyandfinancialregulationalleviatingBrunei’slabourmarketproblemswilloffermoreinsightsintothemulti-facetedissueofunemployment.ThisstudyalsoencouragesfuturestudiestoaddressthefutureofjobsinBruneiparticularlytheimpactofinformationtechnologyrevolutiontotheBruneilabourmarket.

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Siti Fatimahwati has been an Economics Lecturer at Universiti Brunei Darussalam School of Business Economics since 2008. She has a PhD in Agricultural Economics and Rural Development from Newcastle University, United Kingdom, 2016. Her research interest revolves around the issue of youth unemployment, youth aspirations, food security and natural resource economics.

Dk Siti Rozaidah current research interests are leadership, national culture and public sector management. Other areas of interest are in human resource development policies and employability. She graduated with her PhD in Management Learning and Leadership from the Lancaster University Management School (LUMS) in United Kingdom in 2016, her Masters in Human Resource Development and Consulting from LUMS in 2007 and her Bachelor’s Degree in Accounting and Financial Management from University of Sheffield in 2006. She joined the UBD School of Business and Economics as Lecturer in 2008. She welcomes research collaboration in the areas of leadership and cross-cultural management.