LMIS Concept

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What is Labor Market Information System (LMIS)?
LMIS (or workforce information) refers to “the publicly available collections of facts, data, or analysis related to a particular labor market, including economic and business trends that can be used by information users to make decisions.”

Who Uses LMI?
Our customers are the same as those who use our reemployment and unemployment insurance services. When used in conjunction with job seeker data, LMIS offers an overview of characteristics for:

  • Workers
  • Jobseekers
  • Employers
  • Policymakers, and
  • Workforce and educational professionals

What is LMI Used For?

  • Monitor economic trends at national, state, and local level
  • Develop policy (national, fiscal, monetary, budgets, taxes, etc.)
  • Planning (long-term, short-term, strategic)
  • Program planning
  • Wage and employment
  • Workforce development
  • Economic development and human resource planning
  • Education and training

What questions can LMI answer?

  • What jobs are out there?
  • What jobs will be out there in the future?
  • What do jobs pay in this area?
  • What are the brightest industries in this area?
  • Where can I find qualified workers?

Introduction & Background
Accurate skills and labour market data is important for ensuring that skills training programmes are closely aligned to future employment opportunities. Trainees need to acquire the competencies that meet the expectations of prospective employers to enhance their employability prospects which places a responsibility on training providers to (re)design their training programmes to match the demand from industry. The NSDP is very clear

“Quality data is crucial for the effective management and planning of skills development. If the demand for skills is not understood then government, employers, workers and other stakeholders cannot make informed decisions about what skills are required, what programmes should be delivered and where.”

The National Skills Development Policy (NSDP) devotes a whole section to Labour Market Data for Planning and Monitoring in which it declares that the national skills data system will be strengthened so it can provide timely and accurate information to industry, planners and managers in both the public and private sector. It recommends that the new skills data system will be overseen by the NSDC and its Secretariat and proposes that it should receive information inputs from the industry sectors, the national statistics office, Ministries and government agencies providing skills training, public and private providers, regions, etc.

The NSDP also places a great emphasis on the primary role of industry to become a major partner in skills planning and development for identifying skills shortages, skills priorities, and improving skills policies and practises. The government envisages that this role for the private sector would be coordinated and managed through Industry Skills Councils (ISCs) which would serve as the “primary point of contact for industry skills issues”. Among its many other functions which include setting strategic priorities for skills development, developing and validating occupational skills standards and building improved partnerships between industry and (public and private) training institutions, the ISCs also have a responsibility to improve the relevance (and quality) of skills training programmes, to produce sector skills development plans and to advise the NSDC on the industry/sector demand for skills government. It follows deductively from this summative assessment of their core functions that ISCs need to establish and maintain a quality labour market data and information system in order to carry out these functions effectively.

Industry Skills Councils are essentially intermediary bodies working at the interface between employers and training institutions. While their main objective is to serve the (skills demand) interests of the employers (and workers) in their sector in defining the type of skills that are required and the expected level of skills performance, they also have a complementary objective of seeking to encourage, incentivize and regulate private and (to some more limited extent) public training providers to ensure that their training course programmes are both relevant to the skill needs of the workplace, aligned to the industry skills standards for each defined occupation; and are also of good quality.

To do this, the ISCs must be able to rely on good quality data so that it can provide timely and accurate information to industry employers (in both the domestic and foreign labour markets), the managers and planners in training institutions, labour contractors and recruitment agencies, government regulatory bodies such as the NSDC, and research institutions. Ideally, they must become the authoritative information agency on skills development in their respective sectors through commissioning regular research studies and employer surveys, collecting training data, monitoring training performance and effectiveness and providing reliable and transparent methods for feedback from employers and trainees on their training experiences and employability. For this to be possible, the MIS system will need to capture and monitor data across a number of different variables and to provide an analysis of the data through relationships between the different data tables.

The Construction sector Industry Skills Council (CISC) has received considerable support from SEIP, in the recent past. CISC is now legally established under the Companies Act as a section 28 non-profit organization and operating under the supervision of a governing body (a Board of Directors) comprised of industry representatives from eight business associations and a labour organization. To date the Board has met six times. The Board is served by four Standing Committees which are responsible for coordinating and overseeing the core functions of the organization, one of which is responsible for skills planning and labour market information system development. Recently, the Skills Planning Standing Committee (SPSC) adopted an annual Work Plan for 2017 which included conducting an employer (skills demand) survey, developing a sector wide skills strategy and setting up a labour market information system (LMIS).

CISC Secretariat whose task is to (i) facilitate the design and development of the LMIS system supporting software, (ii) populate the LMIS with data once it is established and functioning and (iii) make the information accessible to registered users through the new CISC webpage and (iv) ensure that the data is transferred electronically to the NSDC on a regular basis.

Designing the LMIS: What information will be collected
It is proposed that the LMIS system will be built on a platform that has a minimum of eight inter-dependent data tables covering the following areas.

  1. A data table of (construction-related) Occupations
  2. A data table of (occupational) Skills Standards (aligned to the Occupations data table)
  3. A data table of Employers involved in the construction industry
  4. A data table of Training Providers offering (construction-related) skills training.
  5. A data table of (construction-related) skills training courses: Curricula and Course Programme.
  6. A data table of Trainers/Instructors delivering (construction-related) skills training courses.
  7. A data table of Skills Assessors conducting assessments of trainees completing (construction-related) skills training courses.
  8. A data table of Trainee learning records of enrolled and completed trainees) in (construction-related) skills training courses.