*
* It is very much recommended if the judge would like to save time
and have a better feel for this idea they check out the short 1015min of us ACTUALLY presenting this slide show on youtube at
https://www.youtube.com/user/CFTeamPlatform?feature=mhee
* The authors have intentionally not adhered to the ‘Slide limit’ and
Structure conditions of the submission due to good reason.
* Presumably they were set because of the worry of a limited time
on part of the Judges. However, the number of slides does not
determine a time constraint of the presentation itself, and by
limiting the number of slides it can often effect the quality of the
ideas being presented. As this is a highly complex problem to
solve, the author(s) have decided to record themselves in a 1015min presentation available on Youtube of this presentation,
where some of the slides are gone through faster then others.
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As Economies have undergone greater
financialization (moving away from making “real
goods”) it is argued by many economists that that
they have also increased in their volatility
This has lead to periodic financial crises, and
credit expansion often with little concern for long
term consequences.
Major players have been large Banking institutions,
who have shown that they cannot be trusted with
the management of capital allocation for driving
effective economic growth.
This is because they are more likely to invest in
short term gains such as creating a housing bubble,
then in long term solutions sustainable energy
development
As such one can argue the current youth
unemployment crises has taken ‘decades’ in the
making.
This Trend is largely confirmed by analysis
conducted by the ILO.
For a more detailed understanding of the macro
economic reasons that has lead to this crises
(potentially more) the authors recommend
watching the Oscar winning Documentary “Inside
Job” and analysis undertaken by Economists such
as Paul Krugman, and analysis of the monetary
system as explored by the documentaries Zeitgeist
Addendum and Zeitgeist Moving Forward.
From the Side of the Employers:
• Hiring companies also complainin that the trainees
they eventually hire, though they seem qualified
on paper are not actually trained for many of the
real life problems they expect them to deal with.
For example in NASA often they are hiring
people who look really good on paper, but don’t
turn out to be actual scientists and inventors
(The NASA problem). This problem is endemic
across many industries.
 This comes from the somewhat unrealistic
expectation of employers thinking that the person
will know how to do the job – even before they
have done it.
 In this sense academic inflation, and traditional
hiring scheme methods are often un realistic for
the very problem they are trying to solve.
 Competancy is passively outsourced to the
education sector – with limited efforts for
companies to train their own professionals.
Limitations of the Educational system, from the side of
Youth Seeking Employment/Qualifications for
Employment:
 Education in many ways is becoming more expensive –
and out of reach for those who need it the most (e.g.
youth of global south, and those below the poverty
line in the north)
 Degrees often ‘more talk then cock’ Singaporean
phrase meaning there is often far little in education
then is advertised
 actual traineeships and training in companies that
make the education ‘employable’ are becoming more
and more ‘blackboxed’(in the UK hundreds of
applications are made for internships at large
institutes – not just the jobs)
 This is often because of unecessary academic
inflation on part of employers, for work that doesn’t
require it (e.g. wanting a masters degree for a
Mcdonalds ‘teller’ position).
 Employers do this because they often have an
oversupply of labour for simple positions, and feel
academic inflation allows them to filter the best
talent….
 HOWEVER…
Economic System
 overall economic environment’s effects
cannot be ignored. Economies have to
decrease dependence on finance as this
is very volatile. Rather, there should be
greater focus on creating new
industries, involving engineering and
other services types that creat ‘real’
goods (tangible products like electric
cars and services like high quality
education, or health)
 global shift towards real goods
required; and not just the
rearrangment of money required
Education System:
democratize education + more
apprenticeships – courses should
be made more ‘real’ by directly
linking them with the demands
of the private sector.
There should also be an
increase in more meaningful
subjects like engineering,
medicine or social sciences, and
less ‘history of art’ or ‘film
studies’ type degrees.
This can lead to more
appropriate educational
curricula and lessening of
gaining commercially useless
skills and experiences.
Change in Employer Attitudes
Shift away from the mentality, of hiring
people based on the qualifications they
have on paper – and demanding inflated
academic requirements for jobs that do
not need them it – and start giving people
(even as young as high school graduates)
immediate opportunities to display their
talent in the work they might be asked to
do. This lessens the possibility of making
the NASA Mistake
Start valuing ‘Interns’ and ‘Trainees’
again rather than “who has the best
degree” from the job market applications
– because at the end of the day its about
getting the work done. This mean the
solution should make more accessible
internships and relevant training
*
21st century Proof
- The Soln needs to take
advantage of an increasingly
Tech Savy + Tech Work Force –
with access to broadband and
high performance machines
- Be able to capture the online
market of another billion
people going online by 2020
(i) Create an online peer-to-peer platform for
apprenticeship and training reverse
engineered directly from the trainee/HR
programs and requirements of companies
looking to hire in the form of a ‘Labour Bank’
(ii) Turn many traditional 9-5 paperwork,
cubicle type jobs into games and outsource
them to the web
Something that could be
done from home, or a
simple work station.
Except instead of this (complex +
expensive machinery) it is more like…
* Stage 1 Creating a ‘labour bank’ This will consist of creating a large
database of young people and their skill sets. Simultaneously there will
be a database of work that will be available in coming months and
years.
* Stage 2 Approaching growing companies such as those in renewables.
Sitting down with them and web platform programmers (such as myself)
+ game designers
* seeing what part of their work could be out-sourced to an online platform.
The companies would be incentivised to make this move as the work force
will be directly trained with the key requirements of the positions at hand,
and hence they will be of greater value to the company then people selected
arbitrarily from the market (very much the same way that interns in
companies are often more valuable, then their counterparts in the labour
force).
* The difference between traditional trainee apprenticeships and this idea is
that it will
* (1) draw from a larger pool of labour talent  the entire web
* (2) it has scope for expanding employer services/ products to the online market
*
which will increase by another billion people come 2020
(3) It will reduce costs of traditional work (like having a physical place) by
converting many 20th century jobs into games that could be played by anyone
Training would consist of online course materials, and
digital work stations – but unlike many online courses
today – it would involve live interaction with training
professionals/teachers. Webinar platforms such as
google hangouts could be used.
Eventually Interns, and Trainees – who have passed the exams,
worked on online stations or shown their talents - could go work
‘offline’ at the actual companies.
Stage 3: Training via online and offline training centres
*Taking advantage of growing online courses -- matching
them up with employer needs (e.g. A solar panels company
might recommend taking ‘Engineering Basics’ from coursera –
and then combine it with their programme on OLB)
*Webinar platforms to be used by young/elder people
currently in companies or having had the appropriate training
desired by companies – to directly train young people for
employment.
*Online apprenticeships (with digital work stations, and
9-5 work available for anyone skilled enough to try out. Results
monitored by companies who would then decide upon
performance whether they would like to hire talent)
* Work could be made into computer games -- the platform would
be a combined effort between companies and game developers.
Develops Skills?
Yes…by directly teaching materials reverse engineered from private
sector. This improves access to education, mentorship and
Networking – as many of the teachers would come directly out of
the targeted employment.
Job Sampling / Micro Jobs/ Internship
Most valuable aspect of this idea – it provides a new way of
increasing employability. Not just having education.
Is it feasible/do-able?
Yes. The Technology, know how and market conditions are very
much intune.
 How Would we measure success
By how many people who go through the training programme(s)
manage to find the work their employers designed the platform for.
Is it the same as online education?
It is a form of OE, but different because
 Involves live teachers
 Curricula, Expectations and Products made by training at the End of the day
directly relevant to needs of Private sector
Will constitute as Traineeships rather than degrees i.e. people will do the
work of the jobs (with guidance) inorder to get the job. Not just be educated
for it.
Aren’t games counter productive to work?
 Not really, one can think of flight simulators that train people
for real life scenarios in something that very much resembles a
computer game. How many more options like this could be out
there if developed?
Planned results and outcomes, including:
* This is difficult to predict, however initially we will approach
companies/jobs that would be most conducive to the idea. Initial
targets could be (i) Creating courses based on Private Sector demands
(1 year) (ii) Building an online platform (1 year) (iii) Advertising and
marketing (6 months) (iv) Training first batch and seeing if they can
get employment (This will depend largely on the companies we
approach and the type of work we are gearing them for. For example
it could be as little as few months if it involves creating ‘Translators’
or few years if it means training machinists.
How many hours will your team spend on the solution?
Trick question, as many as necessary.
How many young people will you engage? How many young unemployed
people will you reach?
Initially for the pilot probably no more then a few dozen. Depending on
the experience, we will attempt to expand and improve thus overtime
capturing a larger body.
Far From It…Major Limitations
 Its been limitedly tried, for example with aircraft pilots and flight simulators. This
is taking that idea and crossbreeding across as many industries as possible
However There is Huge Potential!
 Imagine Engineering Workshops Available at the tip of the Key pad. Solar Panel
companies being able to see who plays ‘best’ in their digital work stations in
building, and implementing new energy configurations  Then hiring the person
who has shown directly they are capable of doing the work rather than someone
who just looked good on paper
Minimal risk in terms of investment in the wrong person – as making mistakes on
the virtual world are far more cost friendly than say making the same mistakes in a
real life workshop or project. It is critical however these be designed well to
mimick true to life the conditions of real life. The technology to do this exists
today (if one looks at high calibar games like Skyrim for example)
Companies can expand to provide innovative services online if these programmes
come to life
Why Do-able
Possible with Current Technology, and economic situation – requiring
minimal investment in part of potential employers and employees
Realistic
Attempts to bring fore the traditional notions of apprenticeship(s) as
being more valuable then arbitrary training that is not customized
Encourages The Private/Public sector to think in terms of ‘Real goods
and services’ which can have broad positive macro-economic stability
spill overs.
21st century proof
Takes advantage of the unique market conditions and labour force
available in the 21st century in a simple but effective manner
High Impact Potential
 This solution can spread across countries and industries!
 It can be customized and bridge the information gap in economies
while providing an innovative outlet to democratize “real”
employability as it would be reverse engineered from the demands of
the growing elements in the private sector