PROJECT EXECUTION
PROPOSAL
To provide
A Soft Skills Development
Programme
(LF-126)
Prepared by: Wael Salman, Genetech Training & Development
R. Collins, Chapel House Training & Consultancy
Prepared for: Tamkeen (Labour Fund)
E-mail: ;
,PROPOSAL to provide a range of ‘Soft Skills’ training programmes
Contents
1 Introduction 3
1.1 Economic Context 3
1.2 Tendering Objectives 3
2 Organizational Profile 5
2.1 Background 5
Vision of GTD 14
Mission of GTD 14
Core Values 14
2.2 Link to Industry 16
Availability of Surveys/Studies 17
2.3 Management, Administration & Training Staff 18
Qualification & Experience of the Management Team 18
Project Director 18
Project Coordinator 19
Program Manager - Roles and Responsibilities 19
Program Coordinator - Roles and Responsibilities 19
Administration Team 22
Teaching Staff 22
Ratio of Teaching Staff to Students 23
Ratio of full time to part time staff 23
2.4 Facilities 24
Classrooms 24
Computer Labs 24
Trainee Car Parking Area 25
Trainee Prayer Room & other amenities 25
2.5 Services 26
IT Support / Capabilities 26
Catering Services 27
2.6 Quality 27
Candidates Eligibility Criteria 27
Partner / Programme Accreditation 27
Training Delivery Mode 27
Course Books and Mater 43
Programme Objectives 43
Programme Details 45
Trainee Performance Assessment 50
Performance Data Reporting 55
Recognition Scheme for Exceptional Trainees 55
Availability of Remedial Procedures 56
Quality and Processes 56
Programme Schedule 58
Trainers 58
2.7 Financial 58
2.8 CR & Service Level Agreement 58
© Genetech Training & Development, The Chapel House Training & Consultancy 2013
,1 Introduction
1.1 Economic Context
The Bahrain economy has grown significantly over the last two decades, but largely
because of oil revenues and the public sector. Where the private sector has contributed,
it has often been on the back of low-wage jobs and low-cost expatriate labour.
Over the coming decade, the size of Bahrain’s workforce will double and these traditional
forms of growth will simply be insufficient to absorb the numbers looking for work.
At the same time, Bahrainis themselves are not regarded as employees of choice: not
only can they be more expensive than expatriates, but the education system fails to
equip them with the right skills and knowledge to make an impact in this economy.
To achieve the 2030 Bahrain Economic Vision, of a much higher added value economy
offering higher wage employment, the immediate next step has to be for government to
invest in the training and development of its people, particularly those already in the
labour market.
“Higher productivity requires people with the right skills for each
position. Competitive countries go to great lengths to educate their
people, retain qualified staff and attract foreign workers with the
skills that are lacking.....Bahrain will use its resources to invest for
the future, improving its human capital through education and
training” Bahrain Economic Vision 2030.
Tamkeen is a semi-autonomous public sector entity with a mission to enhance the
prosperity of Bahrain by investing in training and job creation initiatives, and private
sector support. From its establishment in 2006, it has become one of the government’s
main vehicles for delivering on this Vision through a range of human capital development
programmes to develop the skills and capabilities of Bahrain’s labour force and promote
good workplace behaviours. To date, these programmes have benefitted over 47,000
Bahrainis, 30,000 of whom received funding to support their training, 3,500 to find a new
job and over 2,000 to gain a professional qualification.
1.2 Tendering Objectives
In order to support the economic vision and address the concerns of Bahraini companies
regarding the skills of the workforce Tamkeen is inviting bidding agencies to tender to
design and develop a broad spectrum of ‘soft skills’ training programmes to provide
Bahraini employees with enhanced employability skills.
Once up and running, the project will offer training to 3,330 Bahraini employees.
This proposal is being submitted by Genetech Training & Development in partnership with
Chapel House Training & Consultancy.
The objectives of our proposal are therefore to:
3
, Develop selection criteria across a range of educational standards to ensure
appropriate programme matching
Design a range of ‘soft skills’ training programmes to support individual
development and enhance employability
Deliver a range of relevant, interactive and developmental ‘soft skills’ training
programmes
Evaluate programmes, and monitor & report on their performance; and
Provide a financial proposal which is both comprehensive and competitive
Tamkeen has invited tenders from external suppliers for this new function, and this
proposal is a response to that invitation to tender.
The following section outlines the organization Profile (Genetech-Chapel House
Consortium)
4
PROPOSAL
To provide
A Soft Skills Development
Programme
(LF-126)
Prepared by: Wael Salman, Genetech Training & Development
R. Collins, Chapel House Training & Consultancy
Prepared for: Tamkeen (Labour Fund)
E-mail: ;
,PROPOSAL to provide a range of ‘Soft Skills’ training programmes
Contents
1 Introduction 3
1.1 Economic Context 3
1.2 Tendering Objectives 3
2 Organizational Profile 5
2.1 Background 5
Vision of GTD 14
Mission of GTD 14
Core Values 14
2.2 Link to Industry 16
Availability of Surveys/Studies 17
2.3 Management, Administration & Training Staff 18
Qualification & Experience of the Management Team 18
Project Director 18
Project Coordinator 19
Program Manager - Roles and Responsibilities 19
Program Coordinator - Roles and Responsibilities 19
Administration Team 22
Teaching Staff 22
Ratio of Teaching Staff to Students 23
Ratio of full time to part time staff 23
2.4 Facilities 24
Classrooms 24
Computer Labs 24
Trainee Car Parking Area 25
Trainee Prayer Room & other amenities 25
2.5 Services 26
IT Support / Capabilities 26
Catering Services 27
2.6 Quality 27
Candidates Eligibility Criteria 27
Partner / Programme Accreditation 27
Training Delivery Mode 27
Course Books and Mater 43
Programme Objectives 43
Programme Details 45
Trainee Performance Assessment 50
Performance Data Reporting 55
Recognition Scheme for Exceptional Trainees 55
Availability of Remedial Procedures 56
Quality and Processes 56
Programme Schedule 58
Trainers 58
2.7 Financial 58
2.8 CR & Service Level Agreement 58
© Genetech Training & Development, The Chapel House Training & Consultancy 2013
,1 Introduction
1.1 Economic Context
The Bahrain economy has grown significantly over the last two decades, but largely
because of oil revenues and the public sector. Where the private sector has contributed,
it has often been on the back of low-wage jobs and low-cost expatriate labour.
Over the coming decade, the size of Bahrain’s workforce will double and these traditional
forms of growth will simply be insufficient to absorb the numbers looking for work.
At the same time, Bahrainis themselves are not regarded as employees of choice: not
only can they be more expensive than expatriates, but the education system fails to
equip them with the right skills and knowledge to make an impact in this economy.
To achieve the 2030 Bahrain Economic Vision, of a much higher added value economy
offering higher wage employment, the immediate next step has to be for government to
invest in the training and development of its people, particularly those already in the
labour market.
“Higher productivity requires people with the right skills for each
position. Competitive countries go to great lengths to educate their
people, retain qualified staff and attract foreign workers with the
skills that are lacking.....Bahrain will use its resources to invest for
the future, improving its human capital through education and
training” Bahrain Economic Vision 2030.
Tamkeen is a semi-autonomous public sector entity with a mission to enhance the
prosperity of Bahrain by investing in training and job creation initiatives, and private
sector support. From its establishment in 2006, it has become one of the government’s
main vehicles for delivering on this Vision through a range of human capital development
programmes to develop the skills and capabilities of Bahrain’s labour force and promote
good workplace behaviours. To date, these programmes have benefitted over 47,000
Bahrainis, 30,000 of whom received funding to support their training, 3,500 to find a new
job and over 2,000 to gain a professional qualification.
1.2 Tendering Objectives
In order to support the economic vision and address the concerns of Bahraini companies
regarding the skills of the workforce Tamkeen is inviting bidding agencies to tender to
design and develop a broad spectrum of ‘soft skills’ training programmes to provide
Bahraini employees with enhanced employability skills.
Once up and running, the project will offer training to 3,330 Bahraini employees.
This proposal is being submitted by Genetech Training & Development in partnership with
Chapel House Training & Consultancy.
The objectives of our proposal are therefore to:
3
, Develop selection criteria across a range of educational standards to ensure
appropriate programme matching
Design a range of ‘soft skills’ training programmes to support individual
development and enhance employability
Deliver a range of relevant, interactive and developmental ‘soft skills’ training
programmes
Evaluate programmes, and monitor & report on their performance; and
Provide a financial proposal which is both comprehensive and competitive
Tamkeen has invited tenders from external suppliers for this new function, and this
proposal is a response to that invitation to tender.
The following section outlines the organization Profile (Genetech-Chapel House
Consortium)
4
