The K-12 Impact on the IT-BPM Industry

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By: Raffy Maramag, Director for Sales and Operations | June 02, 2016

Since the implementation of the K-12 Program in 2013, it has received more criticisms than applause mostly due to the lack of an effective communication campaign. As a parent, we were simply told via a school forum that the Program has been implemented and that there’s a need for our children to be accelerated a year in advance so that they can get quickly aligned with the Program. More so, they will need to add two more years before they can graduate from high school and this was obviously taken as a nuisance and a money making scheme. The school administrators’ inability to articulate the merits of the Program must be addressed immediately so that the incoming students of Grades 11 & 12 would have a much better appreciation on what this could do for them.

Looking at it from a talent resource standpoint, the Program provides the potential of having additional thousands of senior high school graduates that may be eased into the labor market by 2017 – and this would be on top off the 400,000 plus students graduating from the different colleges and universities. From a quantity standpoint, recruiters will have more warm bodies to attract and acquire annually.

mgmttraining.jpegThe Senior High School (SHS) curriculum of the Program is supposed to “address the redundancy of college-level general education programs which could and should be mastered at the pre-university level. This can result in higher education institutions being more focused on the specifics of various degrees, rather than consuming so much of the first two years remedying the inadequate competencies of the old 10-year program” as commented by Lilia Ramos Shahani for PhilSTAR.com (The challenges of basic education: dealing with K-12, June 15, 2015).

The premise made above assumes that the academic institutions are quickly able to align their curriculums, have capable educators to run these and with the end result of supposedly having more talents that are ready for employment.

Potentially, the IT-BPM industry, which relies heavily on capable talents to effectively and efficiently run its operations, will benefit from this since both the talent quantity and quality requirements will be addressed. A double-digit hire rate may now be possible and this can significantly improve an outsourcing company’s ability to fill more seats and take in more accounts – and rake in more revenues of course.

A healthier talent supply chain will eventually attract more investors to come in and the industry will be in a much better position to contribute to the revenue coffers of the country. Needless to say, the positive ripple effect will also lead to an increase in the number of business enablers and indirect jobs and employment that are created in the process.

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On a different note, this is also an opportune time for the industry to aggressively influence and push for the proper implementation of the Service Management Program (SMP) in the academic institutions. It would be in the best interest of the industry if the SMP subjects are made mainstream with the purpose of further increasing the number of potential talents that can be funneled, as well as increasing the awareness on the merits of working in the outsourcing industry.

The Program is in its infancy and with a lot of growth pains ahead of it but it will be best if we can all support its growth spurts since the benefits can affect us personally, culturally, and economically.

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