Although considered one of the tools for facilitating Jordan’s Human Resource Development (HRD) in a lifelong learning context, TVET lacks effective support to enable it to adapt to rapid changes in the economy.
Numerous studies concluded that the E-TVET System in Jordan is facing the following difficulties:
- The TVET sector is fragmented and uncoordinated, with delivery of TVET by three different government agencies using different delivery models and methodologies.
- The private sector involvement in the governance and practical needs to be stepped up and supported.
- Linkages between the TVET providers and the labour market are limited
- The training provided by the TVET public providers does not meet the requirements of the labour market: it is mostly supply driven and limited to initial training without any consideration of lifelong learning.
- Financial mechanisms do not contribute towards improving system performance.
- Civil service rules and regulations need to be amended to facilitate hiring highly qualified workforce in the public TVET system
- The image of TVET (dead-ended training without any chance for further development) is not up to the level when it comes to Jordanian society and employer circles
- The guidance and counselling system is weak and fragmented and has little impact on individual choices
- The equipment of most of the training institutions need to be replaced or upgraded, as are trainer skills
- Continuing training is ignored by the system (providers and enterprises).
- Little autonomy is devolved to TVET institutes particularly with regard to the development of continuing training activities
- The Labour Market Information System (LMIS) is at a very initial level and does not serve the decision-making process
The absence of a National Qualification Framework reduces the attraction of Jordanians into low skilled positions in the labour market because of the risk of being ‘stuck’ in a career without possible progression.