Bangladesh continues to play a significant role in the global labor market, with expatriates contributing heavily to the country’s economy through remittances. However, the country is facing a major hurdle when it comes to sending skilled workers abroad. Despite having several training institutions in place, a significant portion of the workforce is still leaving as unskilled or low-skilled laborers, putting Bangladesh at a disadvantage in the international labor market.
Low Skill Levels among Migrant Workers: A recent report from the Refugee and Migratory Movements Research Unit (RAMRU) revealed a worrying trend in 2024. While 1,011,969 people left Bangladesh for work, only 23.62% (214,044) were classified as skilled workers. The vast majority, 54.23% (491,480), went abroad as unskilled laborers. Additionally, only 17.56% (159,128) were semi-skilled, and a mere 4.59% (41,621) left as professionals.
This imbalance is troubling, as skilled workers tend to earn higher wages and have better job security abroad, which can lead to higher remittances and a more favorable reputation for the country in the global labor market.
The Role of Technical Training Centers (TTCs): To address the skills gap, Bangladesh has established 110 training institutions under the Bureau of Manpower Employment and Training (BMET), which provide education to those looking to work abroad. However, these centers have faced criticism for their outdated training methods and lack of modern resources. While these institutions claim to have trained 412,504 workers over the past five years, experts question the quality of the training provided.
The training courses offered include diplomas in engineering (e.g., Marine and Shipbuilding Technology), vocational courses, and short-term programs in fields like electronics, welding, and driving. However, there is little data on how many of those trained go abroad, and concerns have been raised about whether the training meets international standards.
Concerns Over Training Standards and Infrastructure: Analysts point to several reasons why the training centers are failing to produce skilled workers. One of the key issues is the lack of qualified trainers and the shortage of modern equipment. Immigration expert Asif Munir explained, “Our training centers are from the Mandhata period. They are all political. In the past, ministers and secretaries built them in their own areas. There are no proper training facilities, no skilled trainers. The training offered is often ineffective.”
According to Munir, these centers do not provide training that aligns with the demands of the foreign labor market. The skill sets taught often fail to meet the expectations of foreign employers, leaving workers unprepared for the challenges they will face abroad. “TTCs cannot teach modern jobs according to the foreign market,” Munir added. “They cannot make us skilled for work in our own country, let alone in foreign countries.”
A Lack of Coordination between Agencies: One of the significant issues raised by industry stakeholders is the lack of coordination between training centers and recruitment agencies. Lutfur Rahman, the Principal of Bangladesh-Korea Technical Training Center, mentioned, “Agencies never demand from us that we need skilled people. Many people are leaving after being trained here, but it is not possible for us to keep track of everyone’s information.” This disconnection means that workers may not be receiving the specific skills they need for the jobs they will perform abroad, leading to inefficiencies in the training process.
A Need for Reform: To address the growing concerns over Bangladesh’s lack of skilled workers in the international labor market, experts believe that a comprehensive reform of the country’s training institutions is necessary. Upgrading the curriculum to meet international standards, improving facilities, and bringing in professional trainers would be crucial steps in producing workers who are more competitive on the global stage.
The government also needs to strengthen the monitoring and evaluation systems within the BMET, ensuring that the training programs are aligned with the demands of foreign employers. According to Munir, the government must also prioritize investment in human resources by bringing in skilled trainers who can teach modern, in-demand skills that will help workers secure higher-paying jobs abroad.
The lack of skilled workers in Bangladesh’s labor export sector is a growing concern that needs immediate attention. While the country continues to send millions of workers abroad, the majority of them remain unskilled, which limits their earning potential and the benefits for Bangladesh’s economy. By modernizing the technical training system, improving the quality of education provided at training centers, and ensuring better coordination with recruitment agencies, Bangladesh can boost the number of skilled workers leaving the country and increase remittances in the long run. Only then can Bangladesh compete more effectively in the international labor market.
Irregularities and Gaps in Technical Training Centers (TTCs) Raise Concerns Over Skilled Labor Export: An evaluation report by the Implementation Monitoring and Evaluation Department (IMED), the government’s primary agency for project monitoring, has revealed several issues in the country’s Technical Training Centers (TTCs). Despite the significant investment in these institutions, the report highlights that the majority of graduates from these centers are either struggling to find jobs or remain unskilled, contributing to Bangladesh’s lag in producing competitive workers for the international labor market.
Low Employment Rates for TTC Graduates: According to the IMED report, while the government has invested in technical training with the hope of sending skilled workers abroad, the outcome has been disappointing. Only 8-12% of trainees have been able to secure employment abroad after completing their courses, while 15-20% have found work within the country. The remaining 70% of graduates face despair as they are unable to find jobs. This stark reality is pushing young job seekers away from TTCs, as they realize that the hope of gaining international employment through these government-run programs is largely unfulfilled.
Outdated Training Programs and Lack of Modernization: The IMED report notes that the courses offered by the TTCs, which were initially designed in 2009, have not been updated in line with current market demands. As a result, the training programs are no longer relevant or useful. The report describes the hope of getting jobs abroad through these outdated courses, which use discarded equipment and offer minimal practical education, as “ambitious.”
Training Director of the Manpower Employment and Training Bureau (BMET), Salah Uddin, defended the system, saying, “Our job is to provide training. We don’t track how many people are leaving here now. Many get jobs in the country after the training, and our goal is always to create skilled manpower.” However, the report indicates that this approach is insufficient in meeting the needs of foreign employers.
Shortage of Skilled Trainers and Manpower Crisis: The issue of inadequate resources within TTCs is further compounded by a shortage of skilled trainers and manpower. Directors of TTCs, such as Lutfur Rahman of the Bangladesh-Korea Technical Training Center, have expressed frustration with the lack of demand for skilled workers from recruitment agencies. Rahman stated, “We are being trained in four types of professions here. The agencies never demand that we need skilled people. Many people are leaving after being trained here, but it is not possible for us to keep everyone’s information.”
Similarly, Waliullah Molla, acting principal of the Noakhali Technical Training Center, pointed out the shortage of staff, with only one teacher per sector, instead of the required two. He also highlighted issues with recruitment agencies, saying that fraud in the agencies often prevents workers from going through the proper channels, further complicating the system.
BMET’s Response and Policy Gaps: BMET has acknowledged the challenges, with Salah Uddin emphasizing that tracking the employment status of graduates is a significant hurdle. “There is no job placement officer post in BMET,” he said, pointing out that there is a severe manpower crisis within the organization. Despite the establishment of new TTCs, the lack of staff and recruitment has hindered the efficacy of the training programs.
Salah Uddin added that although TTCs aim to produce skilled workers, the training alone cannot make someone fully skilled. “No one can become skilled after training for three, six, or one year. They have to be given work first, and then they will become skilled by working,” he said.
Recruiting Agencies and Employers Weigh In: Recruiting agencies, such as the Bangladesh Association of International Recruiting Agencies (Bayra), have raised concerns about the quality of training offered by TTCs. Ali Haider Chowdhury, the Secretary-General of Bayra, noted, “The training that TTC provides is certified, but it does not guarantee experience. Employers first look at skills and experience. No one who has received training from TTC even does an internship. With this training, they are not skilled enough to go abroad.”
Bayra’s concerns suggest that while the training courses are recognized, they fall short in preparing workers for the actual demands of foreign employers, particularly those in the Middle East. The lack of practical experience and a mismatch between the skills taught at TTCs and the requirements of overseas employers are critical gaps that need to be addressed.
A Need for Reform and Modernization: The issues highlighted in the IMED report and the feedback from training center directors and recruiting agencies point to the urgent need for reform in Bangladesh’s approach to technical training. Experts suggest that the government needs to modernize the TTC programs by incorporating global market standards, upgrading training materials, and improving the skillsets of trainers.
Moreover, greater collaboration between TTCs, recruiting agencies, and foreign employers is necessary to ensure that the training aligns with market needs. Without such efforts, Bangladesh will continue to struggle in sending skilled workers abroad and tapping into the potential of its labor force.
In conclusion, while Bangladesh has made significant strides in training workers for the international labor market, the failure to modernize the system, coupled with a lack of practical training, has left many workers unprepared for the challenges abroad. If these issues are not addressed, Bangladesh risks falling further behind in the competitive global labor market.
