Strategic Framework and Action Plan for Human Resource Development in the Greater Mekong Subregion (2013–2017)

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• Publisher: Asian Development Bank
• Year: 2013
• Print ISBN:
  9789292542269
• Edition: 1
• eBook ISBN:
  9789292542276
• Topic: Business
• Subtopic: Human Resource Management
• Index: Business

The Greater Mekong Subregion Human Resource Development Strategic Framework and Action Plan (2013–2017) reflects changing circumstances, including the development of the Greater Mekong Subregion (GMS) economic corridors as an important GMS priority. The goal of the human resource development strategy is to foster sustainable subregional human resource development, thereby contributing to increased subregional competitiveness, connectivity, and community. This document outlines the GMS human resource development strategy that will be implemented through the following---developing capacity in the economic corridors; cooperating in technical and vocational education and training; cooperating in higher education and research; addressing regional health issues; facilitating safe cross-border labor migration; mitigating social costs in the economic corridors; and strengthening institutions and mechanisms for GMS human resource development cooperation.

APPENDIX 1
Summary of Review of Implementation of the Greater Mekong Subregion Human Resource Development Strategic Framework and Action Plan (2009–2012)

The review of the implementation of the Human Resource Development (HRD) Strategic Framework and Action Plan (SFAP) 2009–2012 was based on the results framework included in the SFAP 2009–2012. In terms of impact, the review finds that during 2009–2011, economic growth in the Greater Mekong Subregion (GMS) has been at least as rapid as in the three largest non-GMS Southeast Asian countries (i.e., Indonesia, Malaysia, and the Philippines). Although poverty estimates are not yet available for most GMS countries for the same period, absolute poverty is expected to continue to decrease rapidly in the GMS countries, driven largely by rapid economic growth. The review notes that many factors outside GMS cooperation have contributed to this performance.

Outcomes. The review found that data are not currently available (or only partially available) for the five outcome indicators referring to safe labor migration, communicable disease control, and human trafficking, while the sixth outcome indicator (i.e., “Minimum food and drug safety standards are adopted”) has not yet been achieved. The last five outcome indicators refer to the GMS HRD program itself. The review found that only one of the five program-related outcome indicators has not been achieved (i.e., “There is increased continuity in the Working Group on Human Resource Development [WGHRD] and subgroup focal points and in WGHRD meeting participants.”).

Outputs. The review found that although considerable work has been done to achieve the initiatives included in the SFAP 2009-2012—particularly in the areas of capacity building under the Phnom Penh Plan, development and testing of competency-based qualifications in three skills areas, communicable disease control, protection of vulnerable populations from HIV/AIDS, and human trafficking—less progress has been made in the areas of safe labor migration and strengthening institutional links and mechanisms for regional cooperation. Funding constraints have prevented the achievement of some of the outputs. ADB staffing constraints have also been a factor, particularly in the case of several planned labor migration activities.

Lessons learned. The review concluded the following:

(i)	The SFAP has been effectively implemented for three of the five strategic thrusts (i.e., promoting regional cooperation in education and skills development, supporting communicable disease control, and enhancing regional cooperation for social development), but not for the remaining two strategic thrusts (i.e., facilitating safe labor migration within the GMS and strengthening regional links and mechanisms for regional cooperation).
(ii)	Further progress has been made in areas where there were large ADB projects.
(iii)	Not Much progress has been made in areas requiring multisector cooperation.
(iv)	Some progress has been made in reducing ADB’s share of total GMS HRD program funding, including substantial funding provided by the People’s Republic of China (PRC) through its Regional Cooperation and Poverty Reduction Fund.
(v)	Substantial bilateral assistance in capacity building, including both short-term and long-term training, has also been provided by the PRC and Thailand to other GMS countries.
(vi)	Strategic partners, including the ASEAN University Network; International Labour Organization; International Organization for Migration; Joint United Nations Programme on HIV/AIDS; Southeast Asian Ministers of Education Organization-Regional Centre for Higher Education and Development; United Nations Educational, Scientific and Cultural Organization; and World Health Organization, have participated in several GMS HRD initiatives.
(vii)	More attention is needed in the future for monitoring the progress of SFAP implementation, particularly at the national level.

APPENDIX 2
Action Plan Proposed Activities for Implementation (2013–2017)

ADB = Asian Development Bank; ASEAN = Association of Southeast Asian Nations; HRD = human resource development; MOU = memorandum of understanding; R-PATA = regional policy and advisory technical assistance; R-PPTA = regional project preparatory technical assistance; SFAP = strategic framework and action plan; TASF = Technical Assistance Special Fund; TBD = to be determined; UNESCO = United Nations Educational, Scientific and Cultural Organization; WGHRD = Working Group on Human Resource Development.

Note: Additional projects can be added in the course of project preparation and implementation.

Source: ADB.

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Table of contents

• Front Cover
• Title Page
• Copyright Page
• Contents
• Abbreviations
• Introduction
• Background
• Implementation of the Human Resource Development Strategic Framework and Action Plan (2009–2012)
• New Greater Mekong Subregion Strategic Framework (2012–2022)
• Key Human Resource Development Challenges in the GMS
• Opportunities for Human Resource Development Cooperation in the GMS
• Human Resource Development Strategy
• Human Resource Development Strategic Thrusts
• Human Resource Development Action Plan
• Working Group on Human Resource Development Institutional and Implementation Arrangements
• Appendixes
• Back Cover