Wednesday, October 9, 2013

Bangladesh’s IT/ITES industry Brief

This component will increase the competitiveness of Bangladesh’s IT/ITES industry by increasing the quantity and quality of skills, awareness and perception of the country, and support development of IT/ITES-specific infrastructure.

1.1       Top-up IT Training of Science Graduates for IT Services Segment: Provide software developer conversion training of six to nine months for 10,000 non-computer science graduates from universities and colleges. In addition the faculty will be trained and the trainees will be certified in partnership with leading universities and IT/ITES players to ensure quality.

1.2       Foundational Skills for ITES Segment: Provide training for 20,000 trainees in language, customer service, cultural sensitization, and PC/keyboarding; in order for these trainees to have sufficient basic skills to be ITES employable. An anchor institution will be identified to partner with international ITES players to provide the training. In addition,this sub-component will provide training grants to ITES companies that hire and train a minimum number of employees, for a minimum period of time.The program will support the GOB’s existing National ICT Internship Program, and its design and operations will be based on successful global experiences like in South Africa.

1.3       Middle Management Training: Support a local leading academic institution in partnering with overseas institutions to provide IT/ITES focused supervisory/middle management training programs. Such programs already exist in India and Philippines; hence this sub-component will support tie-ups with these proven institutions.

1.4       Institutional Capacity Building for BCC and Local Industry: This sub-component will build BCC’s capacity as an anchor institution for IT/ITES industry development. It will set up an IT/ITES unit in BCC comprising of BCC and project staff. In addition, it will assist BCC to develop the industry development strategy and roadmap in partnership with industry stakeholders, and set up an international advisory body to guide BCC’s efforts. In addition will also build the capacity of local industry by setting up a forum to facilitate dialogue and promote collaboration between the various industry associations. It will also support local companies in adopting globally accepted certifications for IT/ITES as such certifications are required for certain sub-segments of work, and contribute significantly to the perception of a country’s readiness for IT/ITES business.

1.5       Industry Promotion: Provide industry promotion support to enable Bangladesh to overcome the challenge of low awareness and poor perception of Bangladesh as an IT/ITES destination. Hence, it will develop an industry promotion plan for the country; and provide business development assistance in the form of contact databases, outreach programs to CEO-level clients, and support to high-level industry champions within the government for external client engagements. In addition it will support industry promotion actions such as developing promotional tools and materials, and place the country into globally recognized IT/ITES ranking indices.

Tuesday, October 8, 2013

HRD Grants through Internship Program



HRD Grants through Internship Program
For piloting these grants, initially 900 interns will be provided in company. Among them 300 will be provided in ITS Company, 300 for ITES Company and another 300 management level interns will be provided equally in ITS & ITES Companies. After evaluating the performance both of the interns and the companies, next 3100 interns will be provided at same ratio.

The intern’s eligibility criteria on 3 sectors are:
i)                    ITS: Science Graduate ( at least have science in SSC/HSC level)
ii)                  ITES: From HSC to Graduate according to the particular ITES/BPO segment’s job requirements
iii)                Sales, marketing, HR management & Accounting(i.e. Management): Business Graduate


Branding & Communication:
As this internship is the way of the Fast Track Future Leader for IT/ITES industry in Bangladesh, so the branding of the program is very essential. To attract IT/ITES companies and young bright students from all corners of the country it is necessary to use all communication media to advertise the program. The advertisements will be published in more than two national widely circulated daily newspapers, on Government Websites and in other communication media as required. Also through partnership with different organizations/institutions the awareness will be carried on. The partnerships will be developed to ensure the involvement of different organizations and creating a positive impression so that the people get encouraged to apply with a prestigious sense. LICT Project will also arrange road shows / job fairs / workshops / seminars to promote the concept of Fast Track Future Leader for IT/ITES industry in Bangladesh.

Selection:
Applications will be accepted only through the online application system. Complying with all stated instructions/requirements it will be accepted for evaluation. 
For Interns: The LICT Project will receive all applications and after recording receipt the application will be screened for administrative check. Administrative checking will be based on different eligibility criteria of three sectors. Once the applications pass the administrative check they will be notified to sit for an online screening exam. After passing the screening exam the applicants will be ranked based on score. After the ranking is done the evaluators of TEP will hold a meeting for discussing and finalizing the selection. The number of selected applicants will depend on the demands of the company. If deemed necessary the TEP and LICT Project can call for an interview and review the scores. After the meeting the recommended personnel will be placed to EC for final approval.
For Companies: The LICT Project will receive sector-wise demand of manpower from the companies. The Companies will be screened for administrative check. Administrative checking will be based on their career path and pay scale. On the basis of these two criteria, the companies will be ranked. After the ranking is done the evaluators of TEP will hold a meeting for discussing and finalizing the company selection. The number of selected companies will depend on the availability of the project grants. If deemed necessary the TEP and LICT Project can call any company for interactions. After the meeting the recommended Company will be placed to EC for final approval.

Tracking:
The project will track both the companies and the interns. An online tracking system will be established where the updated revenue growth of the company, company’s outcome, intern’s on job training performance, intern’s career path will be provided by the company & the intern.

Monday, October 7, 2013

HRD Grants Criteria



HRD Grants Criteria:
1. Company will select interns for ITS 1500 & for ITES-BPO 2500.
2. Each of the interns will be paid BDT 9000 Tk/month for 6 months long.
3. The company will sign a MoU with LICT to continue the intern upto at least 2 years.
4. The intern will sign a bond with company to serve at least 2 years after completion of his/her internship.
5. The progress of company and the intern will be followed up by the LICT through a database.
6. Both of them are liable to update the database.
7. Risky new Technology incentives will be provided as BDT 10000 Tk/intern
8. The company will be provided infrastructure support as follows (one Time):
            Up to 5 interns: 100000 Tk (lump sum)
            Up to 10 interns: 210000 Tk (lump sum)
            Up to 20 interns: 420000 Tk (lump sum)
9. Qualifications for ITS interns will be science graduate(at least Science in SSC/HSC level)
10. For ITES interns the educational qualification may be from HSC to Graduate as per their position/working level required.
11. The monthly grant money will be deposited directly to the intern’s bank account.

Sunday, October 6, 2013

Leveraging ICT Project of Bangladesh



The Project Development Objectives (PDOs) of the Leveraging ICT for Growth, Employment and Governance (LICT) Project are to: (i) Catalyse the growth of Bangladesh’s IT/ITES industry for employment creation and export diversification; and (ii) Establish basic e-Government foundations to support public sector modernization.
The Project Beneficiaries for IT/ITES:  The direct beneficiaries are 30,000 Bangladeshi youth (including an estimated 9,000 young women) who will benefit by gaining marketable and globally recognized IT/ITES skills, increased incomes due to skills upgrading, and enhanced employment opportunities in a growing IT industry. The local IT/ITES companies will also benefit from significantly increased business opportunities from the projected increase in industry revenue of over USD 200 million, support from BCC as the anchor institution for IT/ITES industry development, and improved international perception of their IT/ITES capabilities.
The Project Beneficiaries for e-Government: The direct beneficiaries are all the GOB’s ministries and agencies, who will benefit directly from higher efficiency and effectiveness, and reduced risks in their use of IT due to the availability of shared technology infrastructure for their systems and services. In addition they will be able to increase benefits from the use of ICT for their operations and services due to increased skills of support personnel both internally, and from MOICT/BCC. Bangladeshi citizens and businesses will also benefit from improved reliability of government services and increased security of their personal information.
This manual starts with the IT/ITES Industry Development Component (Component 1) of the LICT Project. It describes the five major activities of Component 1 of the LICT Project and mentions the overall goals of Human Resources Development (HRD) for the IT/ITES companies in Bangladesh.
Then the manual describes the operational processes of the Human Resources Development and Grants Management (HRDGM) committee or the Executive Committee (EC) of the LICT Project, chaired by the MICT Secretary, to undertake the tasks required to support the IT/ITES Industry Advisory Board (ITIAB), in advising the HRDGM.
The current version of this Operation Manual is still work in progress, so there might be unintentional inconsistencies due to lack of clear understanding of the DPP of the LICT. This Operation Manual will be a living document with changes happening as the project progresses taking inputs and feedback from all the major stakeholders of this LICT Project. Continuous active involvement and guidance from the ITS and ITES Industry sectors of Bangladesh will be one of the most important Critical Success Factors (CSF) of the Component 1 of the LICT project in general, and for this Operation Manual in particular.

Eligibility Criteria
This component will increase the competitiveness of Bangladesh’s IT/ITES industry by increasing the quantity and quality of skills, awareness and perception of the country, and support development of IT/ITES-specific infrastructure.
1.1          Top-up IT Training of Science Graduates for IT Services Segment: Provide software developer conversion training of six to nine months for 10,000 non-computer science graduates from universities and colleges. In addition the faculty will be trained and the trainees will be certified in partnership with leading universities and IT/ITES players to ensure quality.
1.2          Foundational Skills for ITES Segment: Provide training for 20,000 trainees in language, customer service, cultural sensitization, and PC/keyboarding; in order for these trainees to have sufficient basic skills to be ITES employable. An anchor institution will be identified to partner with international ITES players to provide the training. In addition, this sub-component will provide training grants to ITES companies that hire and train a minimum number of employees, for a minimum period of time. The program will support the GOB’s existing National ICT Internship Program, and its design and operations will be based on successful global experiences like in South Africa.
1.3          Middle Management Training: Support a local leading academic institution in partnering with overseas institutions to provide IT/ITES focused supervisory/middle management training programs. Such programs already exist in India and Philippines; hence this sub-component will support tie-ups with these proven institutions.
1.4          Institutional Capacity Building for BCC and Local Industry: This sub-component will build BCC’s capacity as an anchor institution for IT/ITES industry development. It will set up an IT/ITES unit in BCC comprising of BCC and project staff. In addition, it will assist BCC to develop the industry development strategy and roadmap in partnership with industry stakeholders, and set up an international advisory body to guide BCC’s efforts. In addition will also build the capacity of local industry by setting up a forum to facilitate dialogue and promote collaboration between the various industry associations. It will also support local companies in adopting globally accepted certifications for IT/ITES as such certifications are required for certain sub-segments of work, and contribute significantly to the perception of a country’s readiness for IT/ITES business.
1.5          Industry Promotion: Provide industry promotion support to enable Bangladesh to overcome the challenge of low awareness and poor perception of Bangladesh as an IT/ITES destination. Hence, it will develop an industry promotion plan for the country; and provide business development assistance in the form of contact databases, outreach programs to CEO-level clients, and support to high-level industry champions within the government for external client engagements. In addition it will support industry promotion actions such as developing promotional tools and materials, and place the country into globally recognized IT/ITES ranking indices.
The key objectives for supporting the Human Resources Development and Grants are:
(a)    Provide contributory partial funding to create World class Human Resources (both for production and management) and to promote the company and country globally  for better employment and export growth, and
(b)   Enhance capacity of the entrepreneurs and middle management of the SMME IT/ITES companies to compete in the global marketplace.
The Human Resources Development Support and Grants are open for all ITS and ITES companies from the private sector with particular focus in the export market, greater fresh graduates and women employment and innovation in the business and work processes.
The Human Resources Development and Grants Management for IT/ITES Companies (HRDGM) will be managed by an Executive Committee (EC). A part of the LICT Project Steering Committee (PSC) consisting of representatives from BASIS, BCS, ISPAB, BACCO, BCC, and World Bank chaired by the MICT Secretary and a part of the LICT Project Coordination Unit (PCU) comprising the PD and component leads will act as the executive committee (EC) for IT/ITES companies’ Human Resources Development and Grants Management (HRDGM). Details of the members are attached in the Annex. The EC will handle disbursements and contributions and oversee the operations of the HRDGM. IT/ITES Industry Advisory Board (ITIAB) consisting of prominent national and international persons will be established to guide the EC so that multidimensional perspectives can be incorporated.
A Technical Experts Panel (TEP) will review and approve project proposals based on pre-established criteria and assess performance of the funded initiatives. The Programme will follow this manual to manage Grants under this mechanism to detail out selection, disbursement, M&E (Monitoring and Evaluation) and management aspects of the Grants.

Terms of Reference (ToR) for Non-Consulting Services for Top-Up IT Training Program for Non-IT Science Graduates




1.      Background

Bangladesh Computer Council under the Ministry of information & Communication has taken the project titled Leveraging Information and Communication Technologies (ICT) for Growth, Employment and Governance Project with the financial assistance of IDA. The objectives of the project are to catalyze the growth of Bangladesh's IT and IT-Enabled Services (IT/ITES) industry for employment creation and export diversification; and establish basic e-government foundations to support public sector modernization. Currently Bangladesh supported IT services Industry is focusing on the low & mid segments of the ITO(IT Outsourcing) value chain:


According to this value chain only ten percent currently working on software  R & D, IT consultation. Its need to be increase from ten percent to thirty percent.
 Most of the IT firms try to support their clients according to business need. World is moving online as a result local people required training to develop their skills and experiences. So from this value chain sixty percent need to be increase up to eighty percent. 
 Very few company/agencies/firm working on infrastructure development. As we know government is very good at to develop in this sector. If we don’t have a strong infrastructure the ITO mass rollout will not be effective.


IT/ITES Industry Development is one of the three components of the project by which quantity and quality of skills and competitiveness of Bangladesh’s IT/ITES industry would be increased.

2.      The  Assignment and Objective

The assignment will develop and implement a top-up IT training program (Program) to 10,000 science graduates from universities /colleges. The program would target non-computer science professionals and train them for jobs in IT outsourcing (ITO) services Industry segment. This includes skills in software development, such as PHP, Objective C, SQL, Android Java, Java Script, Java, Ruby, Python etc. The training duration for each student would  be six to nine months Students to be enrolled in the project will be selected from various science/engineering subjects; such as physics, chemistry, mathematics, bio-chemistry, statistics, population science, etc. The selection process will also maintain minimum30% female ratio in order to increase women’s participation. The training provided to the students will be relevant to the industry requirements so that they can be absorbed readily by the software/IT industry. The curriculum will depends on baseline survey assessment result but it may explore with the industry on the following:

           Computer programming languages that include built-in processing primitives for accessing data stored in sets, tables, lists, and other data structures and databases, and for specific manipulation and transformation of data required by applications e.g. Python, Ruby, Parallel Java Script, R, Erlang and new upcoming languages such as DART and The Go.

           Other focus areas to enable Bangladesh as an IT/ITES destination. Leading Bangladeshi academic institution/training institutes partnering with overseas institutions to provide these services

1.         Client applications programming for Android, iOS, Windows based platforms
2.         Firmware & driver development and debug capabilities
3.         Software validation and testing capabilities
4.         PC Board design, and development capabilities
5.         Microelectronics and VLSI Chip design capabilities.
The training curriculum development and delivery of training will be coordinated by industry bodies (e.g., BASIS and BCS) jointly with concerned government entities like BCC.

This Program will also arrange an internationally recognized accredited certification body, preferably linked to a leading global academic institution with high credibility in the area of software engineering and computer sciences. In addition this program will have a customized faculty training program to improve the quality of the faculty available for teaching IT.


It will be important to link up with a leading global academic institution for running the program. The major part of the training will be conducted in-country in Bangladesh with a short time to be spent with the international academic institution. This design will help to ensure that the faculty trained is able to connect up with the faculty of the international institution for handholding and support. To promote women’s participation in this industry segment, the faculty training program will encourage women’s master trainers, and provide training on gender for male master trainers for them assist in promoting women’s participation.

The Program will have multiple components, including definition of skills set standards, curriculum design, training and certification, and program accreditation. It will also have various processes, including diagnostic tests, faculty and student training, final certifications, post-training assessments and establishing connections for industry/academia placements.

3.      Scope of Services

The selected firm, inter-alia will perform the following services:

i)                    Analysis of Skills Gap: Conduct research and analysis of the gaps and weaknesses with regard to skills availability in Bangladesh for the global and local IT services industry. Based on this analysis identify specific skill areas where training will be necessary.  The analysis should be systematic, multidimensional and conducted in collaboration with relevant partners - including leading international and local IT/ITES companies, academic institutions, governments, international standards bodies and industry/trade associations. It should cover the current talent and training situation and provide recommendations on prioritized areas which will depends on baseline survey assessment result for IT services skills development. The analysis should also recommend changes in curriculum and pedagogy required as part of broader education reforms in Bangladesh.
Before the baseline survey result the following 6 course-topics could be considered as fundamentals:

                  1. Communications & Teaming:
    Emotional Intelligence
    Team Values & Principles
    Oral / Presentation Skills
              Writing / Documenting / Language (English) Skills
    E-mails and Chat communications with Overseas Customers

2. Object oriented analysis and design & Interactive Development:
Problem Analysis Techniques, Thinking Skills, Exploration Skills
      Data Structures & Algorithms
Sample Programs in Java / C# / PHP / Python
Applying UML & Patterns—An Introduction to OOAD & Interactive Development, Third Edition, by Craig Larman, Pearson Education
Using Open Source Code / Components

3. Software Engineering:
    SDLC, Project Management
    UML, UP, Agile, Team Roles
    SW Construction Issues
    SW Process Issues: CMMI / ISO, etc...

4. QA, Config Mgmt, TDD:
Quality Mindset, QA vs QC, QA vs  Testing
QA Roles & Responsibilities
Config Mgmt, Config Items, Config Controller, Release Manager, Other Roles
Test Driven Development (TDD) Practices
Unit Testing, Pair Programming


5. Network & Security:
    TCP/IP, Network & Web Protocols
    Security Threats
    Network Management Issues
    Encryption, PKI, & related issues etc.

6. Web Technologies & Application Development :
      Web Protocols & Architecture
      XML, XSL, XUI
Browser DOM, JavaScript, AJAX, Browser Add-Ons
MVC / Web App Frameworks, Struts / Joomla / Zope, etc.

In Software Engineering level the tentative required skills are: a) Ability to think logically/analytically as derived from educational background (and demonstrated by academic track record); b) Basic programming skills–proficiency in at least one language/platform(say, Java   or .Net framework); c) Adequate communication skills; d) Ability to think beyond ‘Programming and acclimatize with the concept   of   ‘Software Engineering’ and ‘Systems Thinking’ and the tentative skill gaps are: a) Inability to deep-dive’ into a particular language/technology platform as experience level increases; b) Inadequate       soft skills, especially when it comes to interacting with the client; c) Inadequate knowledge of corporate culture–reporting, compliance, escalations, e-mail etiquettes and protocols; d) Most persons are not able to view their role as a ‘software engineer’–they see it more as a ‘programmer’–this results in gaps in ‘systems approach/thinking’ & e) Poor awareness of concepts of software engineering.

In Project Leads and Module Leads level the tentative required skills are: a) Competency in a few technology areas, programming languages/platform, or domain– deep expertise required either in technology or domain or both; b) Ability to understand the basics of software architecture – databases, platforms, hardware, servers, etc.; c) Understanding    of business functionality resident in the software; d) Ability to understand customer needs; e) Ability to translate the Functional Specifications to Design and System Specifications; f) Ability  to  lead  and  work  with  a team. And the tentative skill gaps are: a) Inadequate specialization; b) Poor domain exposure; c) Less than adequate ability to undertake project estimation; d) Inadequate communication skills and soft skills; In many cases, specific experience is lacking which leads to gaps in abstraction of learning.

In Project Managers level the tentative required skills are: a) Deep domain knowledge; b) Adequate technical knowledge; c) Ability to interface with customer and on-site teams; d) Team management skills Knowledge of process and quality compliance–    ISO/SEI/Security processes and the ability to align team processes to meet process compliance requirements; e) Adequate      Project Management skills Process Management and Risk Management skills – covering Time, Cost, Quality, Delivery. And the tentative skill gaps are: a) Inadequate domain/business knowledge; b) Inadequate ‘solutions’ mindset when interacting with customer; c) Inadequate process Knowledge. A large  portion  of  these skills are learnt by experience, which if further compounded by the fact that there are no structured training programs at this level.

ii)                  Develop Skill Set Dictionary and Standards: Develop a comprehensive dictionary of skills required for the IT services sector together with standards for each skill set category, create a database of job role profiles and performance indicators for various IT services functions. These standards should be developed in close collaboration with the relevant partners described above, and have their explicit support in terms of quality and relevance.

iii)                Design and develop Curriculum: Develop a streamlined IT services Training Curriculum that is based on the global skill set standards, aligned with the specific skill requirements in the case of Bangladesh, and has explicit support of the relevant partners in terms the curriculum’s quality and relevance. In addition, a curriculum map should be developed for the short, medium and long term skills development. The map should start with basic employability skills for the mass IT services workforce, and graduate to strategic and operation skills for senior management roles in IT services. It also includes the development of modules based on curriculum.


iv)                Design and Develop Program Accreditation Mechanisms: Present an accreditation mechanism for the IT services training industry with specific guidelines for a qualitative system of review, evaluation, accreditation, and monitoring of IT services training programs. Program accreditation should be with an internationally recognized and reputable body, and the accreditation should contribute significantly to the quality of programs and foster industry and public confidence in the Program.

v)       Design and develop Training Matching Grants : Develop a manual for providing  training grants provisioned  in the project to the selected IT/ITES industries in consultation with industries bodies  taking into account of training period and other relevant issues.

vi)      Develop Content: Based on the curriculum map, develop appropriate and prioritized content for certification in close collaboration with relevant partners. The developed content should have their explicit support as well as self-learning content with mock-test facilities.

vii)     Develop Certification Process: Develop an internationally recognized, authentic, secure and valid process for IT services skills assessment and certification. This process should be developed in consultation with leading IT services companies and academic institutions. In addition, the process should be based on proven experiences in similar certification programs, and the testing process should be representative of real-life, professional IT services functions. The examinations should be refreshed annually; and extendable to other emerging IT services skills as needed. The examination must be developed using recognized techniques for validation and verification of quality, and linkages may be established with one or more leading testing and certification organizations to ensure that the certification will be conducted in a secure and proctored setting.


 viii)       Piloting, Evaluation and Refinement: To pilot the Program with an initial batch of at least 1,000 local students, and to benchmark results against an international control group. To conduct an evaluation of the pilot to prepare a detailed report to recommend strategies and action plans for improving the Program, and refine the Program based on the agreed recommendations of the Evaluation Report. This Top up trainees will be short listed with the following process:



ix)        Mass Rollout and Marketing, and Business Model Implementation:  Implement mass rollout and marketing campaign for the Program across Bangladesh, train master trainers, and provide skills development training at least 9,000 local students from various levels of educational background. In addition, to implement a business model for the Program that is internationally recognized, financially self-sustaining and affordable for aspirants seeking employment in the IT services industry by the end of this consultancy service (15 months after contract signature). A final report is to be prepared to highlight the next steps to be taken by Bangladesh for the Program, including future steps on training content development, certification process, local capacity building, program accreditation and training matching grants.

 x)    Develop Local Capacity: For building local capacity in the host country, the selected consultancy will impart training to local faculty in the areas of exam proctoring, interpretation of assessment results and developing of metrics for quality enhancement of educational programs. This capacity building would occur within an overall knowledge transfer framework proposed and developed by the Consultant. Besides delivering training for capacity building, the knowledge transfer mechanism would also specify how the transfer of knowledge products and material (documents, reports, questions banks, software) would happen during the course of assignment.

xi)         Enable the IT/ITES unit in BCC & sustainable actions: to clearly articulate the need for establishing a sustainable ITS/ITES Unit in the BCC which will continue to do the following activities for the ITS Top-Up Training beyond this LICT Project:

1. Study Job Market Regularly
2. Define Categories of Accreditation
3. Develop Course Outline and full Curriculum
4. Develop Contents (for both Skills Assessment & Skills Development)
5. Manage Enrolment for Accreditation (both Trainees & Training Centers)
6. Conduct Skills Test for Accreditation
7. Conduct Skill Development Program
8. Award Certificates
9. Establish link among Academia, Industry, Govt, Development Partners and Intl. Accreditation agencies.

            xii)       Institutional Arrangement for the training: The client will provide a list of public universities/training institutions. From which the selected firm shall chose thirty public universities/training institutions. Provided that, at least two public universities/training institutions will be selected from each of the administrative division.
                        The selected firm will sign the contract with each public university/training institution so that the selected firm will solely responsible for that. The selected firm and the public universities/training institutions will collectively and severally responsible to the client. 


4.      Reporting and Time Schedules

S/No.
Deliverable
Timing
(Months after Contract Signature)
i.
Inception Report (inclusive of Detailed   Work Plan, Methodologies, Business Plan & Skills Gap Analysis. Stakeholders Workshop I)
3
ii.
Skill Set Standards and design and development of Curriculum, Modules
6
iii.
Program Accreditation and design and development of Training Matching Grants
6
iv.
Content, certification processes and credentialing program
6
v.
Pilot rollout, Evaluation Report and Refinement
7-12
vi..
Mass Rollout and Marketing
14-41
vii.
Enable the IT/ITES unit in BCC to manage the IT Top-Up Training Program independently for the Non-IT Science Graduates
41
viii.
Business Model Implementation
31-41

5.      Local Implementation Partner

In Bangladesh, the assessment organization will work in a close partnership with a local training or educational institution which will be its local implementation partner. The host institution will provide inputs and be extensively involved in all stages of inception, design, and implementation of the Program for IT services skills. The host institution together with the GOB’s relevant agencies will also help the selected institution for this consultancy build linkages with universities and training institutes in Bangladesh. 




6.     FIRM QUALIFICATIONS

     Leading educational or training institution with experience of rolling out similar assessments and training programs in at least two  countries. Preferably a globally recognized institution, or institutions that can demonstrate sufficient incorporation of global best practices into their proposed program.
·         Demonstrated capability in design, development and delivery of skills development and certification programs for the IT services sub-segment as evidenced by the qualifications and experience of professional staff
·         At least 5 years of experience in conducting similar assessments and experience in delivery of similar programs in at least one country
·         Testing frameworks and content should have wide industry acceptance including support of at least one leading industry association for the IT/ITES industry
·         Should have strong partnerships with reputed testing organizations
·         There should be no conflict of interest between the skills assessments undertaken by the firm and any training, placements or other related activities of the firm.

 



7.      STAFFING

·         Team leader: Minimum of 10 years’ experience in a leadership role in designing and conducting training  for the IT services sector; experience in at least 1 country that are significant global players in IT services; successful track record of collaborating with one or more IT/ITES industry associations. Having advanced degree in Human Resource Development.

·         Expert in curriculum design, content development and certification: Minimum of 5 year experience in the areas of curriculum design, content development and certification relevant to the IT services industry; successful track record of working in or collaborating with three or more leading IT services companies on IT services training activities; successful track record of working in or collaborating with one or more leading academic institutions on subjects relevant to training for the IT services sector.   Having advanced  degree  in  education  or equivalent.

·         Expert in training : : Minimum 5 years’ experience in the area of conducting training for the IT services sector,  latest knowledge of  capacity building training on IT/ITES industry requirement, preparation of training materials like modules.  Having minimum bachelor degree  in  Human Resource Development or equivalent.

·         Expert in financial analysis and performance metrics: Minimum 5 years’ experience in the area of financial analysis, business models and performance metrics; advanced degree in finance or accountancy; experience of making financial projections and budgets for large scale training related activities.