Summary Report 2

X Skills
Demand and Supply
Assessment in the Chattogram-
Cox’s Bazar Region

Summary Report
May – December 2023
© International Labour Organization 2024
First published March 2024

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X Skills
Demand and Supply
Assessment in the Chattogram-
Cox’s Bazar Region

Summary Report
May – December 2023
1 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

XContents

X 1. Assessment overview  04
1.1. Methodology  05

1.2. Overall conclusions: Systemic constraints 06

1.3. Key recommendations 07

X 2. Priority occupations 08
2.1. Enterprises' capability gaps 09

X 3. Sectoral analysis: Construction 10

3.1. Analysis of business environment: SWOT and drivers of change 10

3.2. Skills demand and supply in the construction sector 10

3.3. Occupation-specific training gaps 11

3.4. Key recommendations: Construction sector 12

X 4. Sectoral analysis: Tourism and Hospitality 13

4.1. Analysis of business environment: SWOT and drivers of change 13

4.2. Skills demand and supply in the tourism and hospitality sector 14

4.3. Occupation-specific training gaps 15

4.4. Key recommendations: Tourism and Hospitality sector 16

X 5. Sectoral analysis: Transport 17

5.1. Analysis of business environment: SWOT and drivers of change 17

5.2. Skills demand and supply in the transport sector 17

5.3. Occupation-specific training gaps 18

5.4. Key recommendations: Transport sector 19

 Summary Report 2

X Contents

X 6. Sectoral analysis: Manufacturing 20

6.1. Analysis of business environment: SWOT and drivers of change 20

6.2. Skills demand and supply in the manufacturing sector 20

6.3. Occupation-specific training gaps 21

6.4. Key recommendations: Manufacturing sector 22

X 7. Sectoral analysis: Agri-food 23

7.1. Analysis of business environment: SWOT and drivers of change 23

7.2. Skills demand and supply in the agri-food sector 24

7.3. Occupation-specific training gaps 24

7.4. Key recommendations: Agri-food sector 25

X Annexes 26
Annex A. Training programmes offered in the Construction sector in the
Chattogram–Cox’s Bazar region. 26

Annex B. Training programmes offered in the Tourism and Hospitality sector in the
Chattogram–Cox’s Bazar region. 27

Annex C. Training programmes offered in the Transport sector in the

Chattogram–Cox’s Bazar region 28

Annex D. Training programmes offered in the Manufacturing sector in the

Chattogram–Cox’s Bazar region 29

Annex E. Training programmes offered in the Agri-food sector in the

Chattogram–Cox’s Bazar region 30
3 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

X List of Acronyms

CNC computerized numerical control

ESS Employer Skills Survey

FGD focus group discussion

HSC Higher Secondary Certificate

KII key informant interview

NSC National Skill Certificate

NTVQF National Technical and Vocational Qualifications Framework

SSC Secondary School Certificate

STED Skills for Trade and Economic Diversification

SWOT strengths, weaknesses, opportunities and threats

TVET technical and vocational education and training

Voc vocational


 Summary Report 4

1. Assessment overview
This is a summary of the skills demand and as identif ying 49 hard-to-f ill occupations
supply assessment conducted in the districts that will be prioritized in future development
of B andarban, K hagrachari, Rangamati, interventions.
Chattogram, and Cox's Bazar (referred to in
This assessment hints at the fact that the lack
this study as the “Chattogram–Cox's Bazar
of skilled labour is a key obstacle to generating
region”) between May and December 2023.
sustainable economic growth in Chattogram–
This assessment was commissioned by the ILO
Cox's Bazaar region. The identif ied gaps
under the programme “Leaving No One Behind:
in demand-driven training underscore the
Improving Skills and Economic Opportunities
necessity for a coordinated skills development
for the Women and Youth in Cox’s Bazar,
system that bridges the divide between skill
Bangladesh”. This programme is implemented
supply and demand to promote employment
by the ILO and supported by the Global Affairs
and social justice for all.
Canada with it’s tripartite constituents Ministry
of Youth and Sports, Employers' Federation and This summar y report first presents in this
Workers' Organization. overview section a look at the methodology for
the study followed by the general conclusions of
The assessment focused on five sectors with
the assessment in regard to systemic constraints
high growth and employment creation potential
in the Chattogram–Cox's Bazaar region, before
in the Chattogram–Cox's Bazar region:
providing key overall recommendations for
i. construction; improving skills development in the region. In
section 2, this summary report provides a brief
ii. tourism and hospitality;
overview of the priority occupations identified
iii. transport; by the assessment as well as enterprises’
capability gaps, both across and within the five
iv. manufacturing; and
priority sectors. Sections 3–7 offer a summary of
v. agro-food processing. the sectoral analyses for each of the five target
The consulting firm DM Watch Limited was sectors noted above. Each sectoral analysis
responsible for conducting the study on skills provides a brief over view of the business
needs assessment and anticipation, while environment in the sector, identifies skills
Inspira Advisor y and Consulting Limited demand and supply, and indicates occupation-
undertook the skills supply assessment. The specific skills needs and gaps, before providing
overall assessment consequently identifies sector-specific recommendations related to
both systemic and sector-specific skills needs skills development.
and gaps in the five sectors covered, as well
5 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

X 1.1. Methodology

The ILO Skills for Trade and Economic Diversification (STED) methodology was used for this
assessment. It combines qualitative and quantitative methods to identify the growth prospects and
job creation opportunities at the sector level and to provide guidance on the integration of skills
development into sectoral policies. Primary and secondary data was gathered from key stakeholders
and relevant sources through surveys, key informant interviews (KIIs), focus group discussions
(FGDs) and desk research. The objectives were to assess current and future skill needs and gaps
in the five priority sectors in the region, as well as to identify the gaps in regard to developing and
delivering quality training programmes, accessing skills development, and supporting school-to-
work transitions.

Figure 1. Overview and timeline of the skills demand and supply assessment in
the Chattogram–Cox’s Bazar region

STED approach
Demand Supply
Review of the existing strategies, policies, research findings,
Secondary Desk documents, datasets, and reports
Review April-June 2023 Stakeholders consulted
Survey sample:
Employers’ Skills Survey of TVET • 432 Companies in 5
Quantitative Method Survey (ESS) Providers priority sectors
July –October 2023 July – October 2023 • 202 TVET institutions
• Government, Regulatory
Authority, Intermediary
Focused Group Key Informant
Triangulation • Current and former trainees,
Discussion Interviews trainers and instructors

Qualitative Method STED Technical and Over 60 representatives from

Policy Foresight major industry stakeholders
including companies, TVET
Workshop providers, government officials
October – November 2023
and associations

Regional skills needs assessment report

including recommendations to address the identified skills needs and
challenges

To assess local skills demand, an Employers This survey was complemented by 25 KIIs
Skills Survey (ESS) was conducted with 432 with major stakeholders and labour market
employers to understand current and future intermediaries. Finally, 18 FGDs were conducted
skills demand in the five target sectors. The with current trainees/students, graduate
survey was complemented by 13 FGDs with trainers, and instructors.
employers and business owners, as well as 39
KIIs with major government officials, chambers The findings of the assessment were presented
of commerce, Export Processing Zone (EPZ) to the programme's partners during Technical
officials, and non-governmental organization Foresight Workshops at the end of 2023.
(NGO) officials. This enabled the validation of the findings
and the engagement of the partners in
To assess skills supply, 202 technical and the process of strategic analysis, visioning,
vocational education and training (TVET) and the development of conclusions and
providers accredited by the Bangladesh recommendations to promote and address
Technical Education Board (BTEB) were the identified skills needs and gaps in the
surveyed: 36 in Cox’s Bazar district and 166 in Chattogram–Cox's Bazar region.
the Chattogram, Rangamati, Khagrachari, and
Bandarban districts.
 Summary Report 6

X 1.2. Overall conclusions: Systemic constraints

The assessment identified the following key systemic challenges:

X Lack of skills strategies that are specific to the Chattogram–Cox's Bazar region: Although
the National Skills Development Policy 2022 and the National Action Plan 2022–2027 for Skills
Development are in place, these frameworks lack specific strategies for the region.
X A lack of sector-specific data – such as information on priority occupations and annual labour
requirements, and numbers/rates of enrolment/graduation and drop out by programme/
qualification – leaves TVET providers without clear insights on the relevance of the training
offered and on industry needs.
X Inadequate monitoring and evaluation: The absence of robust monitoring and evaluation
mechanisms limits the ability to measure the impact and effectiveness of skills development
interventions.
X Lack of coordination between TVET and industry: TVET providers struggle to provide
demand-led training programmes that meet local business needs. Most of the Industry Skills
Councils responsible for industry–TVET coordination are only moderately active and do not have
significant regional activity.
X Lack of work-based learning: TVET providers face challenges in securing placements or
facilitating workplace-based learning for graduates. There is a noticeable reluctance among
enterprises to accommodate trainees for on-the-job training, leading to a gap in real-world
experience among aspiring workers, which is crucial for their gaining entry into the job market
and adapting to evolving technologies.
X Employer reluctance to hire TVET graduates: Misconceptions about the relevance of TVET
training to real-world work environments hinder employers' willingness to recruit and retain
TVET graduates.
X Difficulty in the recruitment of certified trainers and suitable assessors: TVET providers
highlighted significant challenges related to the recruitment of certified trainers and suitable
assessors. This difficulty is more pronounced in remote regions like Chattogram Hill Tracts and
Cox’s Bazar.
X Lack of female trainers: There is some evidence that this has led to lower enrolment and higher
dropout rates among female trainees, although precise data on these outcomes is lacking.
X Limited access to refresher training and skill upgrading programmes to keep trainers up to
date with industry needs and modern teaching methods.
X Limited access to TVET providers: This is due to a shortage of registered training organizations
offering advanced-level courses, especially in rural areas, as well as the high opportunity cost of
training and the lack of awareness about courses being offered.
X Gender inequality: In some areas, women who want to participate in TVET face social
constraints that may prevent them from doing so.
7 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

X 1.3. Key recommendations

Increasing access to inclusive Curricula development

skills development X Include core skills training in all TVET
X More female trainers should be trained and courses. Problem-solving, critical thinking
hired by TVET providers, as stakeholders and adaptability were identified by
identified a lack of female trainers as a key respondents as key in the workplace.
obstacle to increasing female enrolment in X Offer digital literacy training in TVET
TVET. providers and in enterprises.
X Advocate for TVET providers to upgrade X Include occupational safety and health
career counselling initiatives and job (OSH) and environmental awareness
placement programmes to enhance modules in all training curricula.
trainees' motivation and commitment to
completing their training programmes.
Increased collaboration between
X Encourage existing TVET providers to
develop outreach programmes in distant TVET providers & social partners
upazilas like the Chittagong Hill Tracts. X Organize job fairs and campus recruitment
X Develop inclusive training programmes events to connect graduates with potential
that consider the unique needs and employers.
capabilities of individuals with disabilities, X In consultation with social partners, clearly
thereby fostering an inclusive and outline the terms for apprenticeships,
accessible learning environment. internships and workplace-based learning
X Emphasize the use of online education to ensure structured and mutually
platforms to make skills development beneficial engagement.
accessible to a broader audience, including X Collaborate with social partners to develop
remote or part-time workers. industry-recognized certifications.
X Conduct regular reviews of the curriculum
TVET capacity-building to keep it aligned with the dynamic needs
of industry.
X The BTEB should coordinate with TVET
providers to increase the number of
X Invite industry professionals to conduct
certified trainers and to align training guest lectures and workshops within TVET
programmes with national standards. providers.

X Enhance the capacity of existing trainers

through comprehensive training-of- Wider systemic changes
trainers programmes to promote learner-
X Implement Labour Market Information
centred training methodologies and to
Systems (LMISs) to gather, analyse and
update their subject matter expertise.
disseminate information about the demand
X Identify reputable TVET providers for specific occupations and changing skill
in different upazilas and facilitate needs in the job market.
their affiliation as registered training
X Encourage employers to provide
organizations under the BTEB.
underrepresented groups with equal
X Conduct training programmes and opportunities for training and career
workshops for registered training providers advancement, thereby fostering diversity
to equip them with the knowledge and and inclusivity in the workforce.
tools required for effective Recognition of
Prior Learning (RPL).
 Summary Report 8

2. Priority occupations
The priority occupations listed in table 1 were identified based on the surveys, the FGDs and
the STED Foresight Workshops.

X Table 1. Priority occupations by target sector

Sector

Tourism and
Construction Transport Manufacturing Agri-food
Hospitality

Front Office Body/Coach Building Food Safety and

Mason Machine Operator
Executive Technician Hygiene Technician

Mechanical/ Repairing
Tile Fitter Tour Guide Driver Baker
Technician

Food Preservation
Plumber Housekeeping Motor Mechanic Welder
Technician

Food Packaging
Carpenter Hotel Manager Diesel Engine Mechanic Packaging Technician
Technician

Construction Food and Heating and Ventilation Meat and Poultry

Quality Controller
Electrician Beverage Service Technician Processing Worker

Fish and Seafood

Painter Catering Service Auto Mobile Electrician Electrical Technician
Processing Worker

Reservation Repair Service Dairy Processing

Interior Designer Assembler
Executive Technician Worker

Refrigeration
Foundation Worker Chef/Cook Mechanical Fitter Junior Mechanic
Technician

Consumer Electronic
Demolition Worker Auto AC Technician Waste Management
Technician

Heavy Equipment Sales and Marketing

Machinist
Operator Executive

Aluminium Marine Engine

Fabricator Technician
9 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

X 2.1. Enterprises' capability gaps

The assessment also identified key capabilities gaps that are preventing business growth in the
Chattogram–Cox’s Bazar region (table 2). Most of the gaps are common across all five target sectors,
but the sector specific gaps have been flagged.

XTable 2. Major capability gaps in the Chattogram–Cox’s Bazar region

Capability gap area Skills implications Related occupations

► Networking
► Negotiation and bargaining
► Team management, leadership, communication
► Marketing and branding (including digital)
Conducting businesses ► Monitoring and progress tracking Managers and supervisors
► Budgeting
► Communication and client management
► Conflict management
► Innovation and business development
► Skills and knowledge on quality standards and
Quality assurance and Quality controllers,
compliance requirements
quality control managers, supervisors,
► record keeping
► Skills on human resource planning
Human resource ► Skills on recruitment Managers and supervisors
management ► Skills on career counselling
► Waste management
► OSH
Environmental
► First Aid
management and All
► knowledge of norms
compliance
► energy efficiency
► record keeping
By sector
► Zoning guidelines, legal documentation
Managers, supervisors,
► Architectural design and interior design
Construction architectural designers,
► 3D modelling
civil engineers
► Geotechnical engineering
► Ecotourism
► Guest handling and etiquette Managers, supervisors,
Tourism and
► Tourist behaviour analysis drivers, tour guides, front
Hospitality
► Website and mobile application development desk, housekeepers
► E-payment operation and management
► Distribution design and management Technicians, managers,
Transport
► Machine operation and maintenance supervisors, drivers
► Machine operation and maintenance
Managers, supervisors,
Manufacturing ► Market research
technicians
► E-payment operation and management
► Utilizing modern agriculture technologies and
Managers, technicians,
Agriculture equipment
farmers
► Cold chain and product preservation
 Summary Report 10

3. Sectoral analysis: Construction

X 3.1. Analysis of business environment: SWOT and drivers of
change

Strengths:
The construction enterprises in the region benefit from a comparatively cheap labour force.
Furthermore, the ease of access to essential building supplies like cement and iron in Chattogram
facilitates the procurement of construction materials. The industry is also bolstered by development
projects implemented by the Government of Bangladesh, such as fast-track programmes that
generate growth and investment prospects in the region.

Weaknesses:
The region’s labour force is significantly underqualified, which may impact the effectiveness
and quality of construction projects. The employment of trained workers is hampered by the
poor cooperation between firms and training institutions. Furthermore, there appears to be a
lack of adherence to construction regulations, norms and workplace safety, which may have an
impact on the safety and quality of projects. Finally, there is a lack of public confidence in regional
construction companies, which could harm the industry's standing and dependability.

Opportunities:
After Dhaka, Cox's Bazar is now the second priority location for the Government of Bangladesh's
infrastructure development funds. This creates opportunities for a range of development projects,
such as construction linked to the blue economy, tourism-supported construction, and offshore
wind generation. In addition, several policy plans – such as the Bangladesh Regional Connectivity
Project, the Bangladesh Delta Plan 2100, and the Bangladesh Vision 2021 – are expected to create
more labour demand in the construction sector.

Threats:
Construction costs are 20–30 per cent higher in the region, which affects project feasibility and
budgets. Political instability also hinders major development initiatives and result in delays and
uncertainty. The entry of foreign competitors into the local market, especially competitors from
China, is taking market share from local companies. Jobs in the construction sector are often seen
as hazardous and laborious, which deters prospective workers.

X 3.2. Skills demand and supply in the construction sector

For the ESS survey of the construction sector, 14 construction companies were contacted: 3 were
micro enterprises (fewer than 10 employees); 8 were small (10–99 employees); 1 was medium (100–
249 employees); and 2 were large (more than 250 employees).

A lack of necessary skills, work experience, or qualifications among workers were identified as key
obstacles for hiring for many positions. The findings of the ESS reflect a broader trend wherein
technical positions in the construction sector are not being filled due to gaps in technical skills, on-
the-job experience, and formal qualifications. This points to the need for more targeted educational
programmes or apprenticeships that can provide both the theoretical and practical experience
required in the field.
11 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

XFigure 2. Workers’ skills gaps in the construction sector (% of respondents, N=14)

Level of skill gaps among current workforce

People management skills
Project management skills
Leadership skills
Name of the skills

Resource management
Basic skills for green jobs
Foundational skills
Critical thinking skills
Problem solving skills
Communication skills
Job-specific technical skills
Numeracy skills

0 20 40 60 80 100 120
percentage (%)

Small Gap (%) Medium Gap (%) Large Gap (%)

Note: Multiple responses possible. Source: ILO Establishment Skills Survey, 2023.

The assessment identified large gaps in regard to people and project management, resource
management, and leadership skills, as well as widespread small gaps in numeracy skills. Workers'
lack of job-specific technical skills was also an issue This was further corroborated during FGDs
and KIIs and identified as a key obstacle to improving the quality of construction projects and to
adopting new technologies or advanced construction methods.

The study also looked at the supply of training in the construction sector in the Chattogram–
Cox’s Bazar region and identified a large disparity between districts in terms of access to training
programmes. For instance, “Construction Technology” and “Environmental Technology” diplomas
are not offered in the Cox’s Bazaar region. Moreover, at the vocational Higher Secondary Certificate
(HSC) level, no courses are being offered for the construction sector in Cox’s Bazar. At the vocational
Secondary School Certificate (SSC) level, only “Welding and Fabrication” and “Electrical Maintenance”
are offered. It is important to note that most courses in the Chattogram region are only available
in Chattogram district itself. Under the National Skill Certificate (NSC) programme, more trades
are being covered in Chattogram than in Cox’s Bazar. Available courses are only being offered up
to NSC Level 2 in Cox’s Bazar, and no NSC Level 5 courses are offered in either of the regions. A list
of all construction-related trainings offered in the Chattogram–Cox’s Bazar region is presented in
Annex A below.

X 3.3. Occupation-specific training gaps

Based on the information gathered from the foresight workshop and primary survey, table 3
presents findings of the skills needs and gaps analysis for priority occupations in the construction
sector. For each occupation, availability frequency was derived from the frequency of a specific
course/training reported by TVET providers and the degree to which the skill training relates to the
occupation.
 Summary Report 12

XTable 3. Training gap analysis for priority occupations in the construction sector

Priority Available skills supply for the Availability

Remarks
occupation occupation frequency
Brick-fitting, ingredient mixing, Inadequately
Mason Mainly available at the informal level
flooring, roofing available
Inadequately
Tile fitter Tile cutting and fitting Mainly available at the informal level
available
Installing plumbing fixtures,
troubleshooting plumbing
Adequately
Plumber problems, repairing pipes and
available
tubes, installing and maintaining
drainage systems
Window and door fitting, repairing Adequately
Carpenter
wooden structures available
Electrical house wiring and
maintenance, general electrical
Construction Adequately
works, electrical and electronic
electrician available
equipment installation and
maintenance
Repairing cracks and holes in wall,
Painter Not available
applying paint, varnishing
Drawing interior design plans, 3D
Interior designer Not available
modelling
Foundation
n/a Not available
worker
Demolition worker n/a Not available
Heavy equipment
operator (crane Only available in Chattogram for
Forklift operation and maintenance Not available
operator, port-related operations
excavator)
Aluminium Inadequately
Welding and fabrication
fabricator available

X 3.4. Key recommendations: Construction sector

X To meet the increased industry demand for semi-skilled and skilled workers, TVET providers should
introduce advanced modules (NSC Levels 3 and 4) for existing basic courses.
X Form partnerships with equipment manufacturers to design and implement specialized training
programmes.
X Foster collaboration between local TVET providers and foreign agencies involved in construction
projects. Leverage this collaboration for advanced technology-based training, knowledge transfer
and employment opportunities.
X Implement training for sustainable practices and integrate green building standards.
13 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

4. Sectoral analysis: Tourism and

Hospitality

X 4.1. Analysis of business environment: SWOT and drivers of

change

Strengths:
The region is home to the world’s longest sea beach, offering unique natural resources. Its rich
archaeological and historical sites, along with the natural beauty and lush greenery, provide a
solid foundation for cultural and eco-tourism. The area is known for its hospitality and rich cultural
heritage. Good connectivity through international air travel and the availability of accommodation,
including reputed international hotel chains, further add to its appeal as a tourist destination.

Weaknesses:
Many tourist sites are underexplored and mismanaged. Insufficient investment in the sector, low-
quality services, and concerns about safety, security and hygiene could dissuade potential visitors.
Inadequate infrastructure, complex visa procedures, limited marketing and promotional activities,
a lack of private sector initiatives, high prices for certain tourism and hospitality components, and
a shortage of professional guides are all areas that require immediate attention to improve the
sector’s appeal and functionality.

Opportunities:
Globalization and improved communication technologies can facilitate the dissemination of
information, making it easier to market and promote the region’s attractions. Investing in research
and development can help attract a diverse tourist demographic. Hosting international events can
increase the region’s visibility on the global stage. Furthermore, the development of favourable
tourism and hospitality policies can provide a conducive environment for growth and investment
in the sector.

Threats:
Issues such as airport harassment, police-related problems, language barriers, and a conservative
social and religious system could negatively impact the tourism and hospitality experience. The
region also faces strong competition from neighboring areas with already developed tourism and
hospitality sectors. A negative image and misconceptions about Bangladesh, lack of awareness
about the benefits of tourism and hospitality, illegal hunting and fishing affecting wildlife, shortages
of accommodation and services, inadequate safety measures, and the absence of a comprehensive
tourism and hospitality policy could all impede the growth of tourism and hospitality in the region.
 Summary Report 14

X 4.2. Skills demand and supply in the tourism and

hospitality sector

As part of the ESS, 126 tourism and hospitality attract and retain employees. The second-most
sector enterprises were surveyed: 20 per cent common reason cited is increasing competition
were micro (fewer than 10 employees); 38 per from other industries, implying that the tourism
cent were small (10–99 employees); 28 per cent and hospitality sector is also competing with
were medium (100–249 employees); and 14 per other industries for potential employees, which
cent were large enterprises (250 employees or may offer better opportunities or conditions.
more). In addition, applicants lacking the necessary
skills and applicants lacking the necessary
T h e s u r ve y i n d i c a te d t h e n e e d f o r a n
work experience were also identified as key
increasingly specialized and skilled workforce
reasons behind certain vacancies being hard
as well as current difficulties in finding skilled
to fill. This points to a skills gap wherein
workers across the various subsectors covered
applicants do not meet the qualifications
(namely, accommodation and catering, food
needed for the jobs available. The employers
and beverage, and entertainment). Increasing
surveyed were also asked about the various
competition within the industry was identified
skills gaps of the workers they employ and to
as the most prevalent reason for hard-to-fill
grade how important these gaps were. Figure 3
vacancies. This suggests that there is a high level
summarizes these findings.
of competition for talent within the tourism and
hospitality sector itself, making it challenging to

X Figure 3. Workers’ skills gaps in the tourism and hospitality sector (% of respondents, N=126)

Level of gaps among skills needing improvement

Basic skills for green jobs
Adaptability skill
Numeracy skills
Foundational skills
Social and emotional skills
Name of the skills

Critical thinking skills

Project management skills
Resource management
Occupational Safety and Health skills
Leadership skill
Team work skills
Problem solving skills
Basic Digital skills
Communication skills
Job-specific technical skills
People management skills
0% 10% 20% 30% 40% 50% 60%

Small Gaps (%) Medium Gaps (%) Large Gaps (%)

Note: Multiple responses possible. Source: ILO Establishment Skills Survey, 2023.

Note: Emperae. At faccaes sumque qui sitaturio magnatur,

volo conse vendae niendaeria sinveriat quides dita.
15 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

The survey identified sizeable gaps in technical and core skills in the tourism and hospitality
sector. In particular, communication skills have the highest prevalence of “medium gaps”.; while
problem-solving skills have the highest prevalence of “large gaps”. Large gaps where also identified
for foundational skills, leadership skills and basic digital skills. Almost half the employers surveyed
also reported gaps in job-specific skills, which tends to indicate a significant technical skills mismatch
as well.

To complement the ESS, a TVET survey was also conducted. Overall, 29 BTEB-accredited TVET
providers stated that they provide training courses in tourism and hospitality in the Chattogram–
Cox’s Bazaar region. At the diploma level, only one diploma in Tourism and Hospitality is accredited
by the BTEB. Cox’s Bazar Polytechnic was the only institution that offered this diploma programme
in Cox’s Bazar, but the programme has been discontinued due to a lack of students. No SSC and
HSC programmes relevant to the tourism and hospitality sector are available in either Chattogram
or Cox’s Bazar. However, there are few NSC courses available, such as housekeeping, front office
management, and tour guide. Based on interviews with stakeholders, the study also identified a
few commercial training institutions running courses, but none were BTEB-accredited. A list of all
tourism and hospitality-related training programmes offered in the Chattogram–Cox’s Bazar region
is presented in Annex B below.

X 4.3. Occupation-specific training gaps

Based on the information gathered from the STED foresight workshop and primary survey, table 4
presents findings of the skills needs and gaps analysis for priority occupations in the tourism and
hospitality sector. For each occupation, the availability frequency was derived from the frequency
of a specific course/training reported by TVET providers and the degree to which the skill training
relates to the occupation.

XTable 4. Training gap analysis for priority occupations in the tourism and hospitality sector

Available skills supply for the Availability

Priority occupation Remarks
occupation frequency
Reservation management, Adequately
Front office executive
complaint management available
There are no absolute eco-tour guide
Tour planning, tour operation, skills training available, but skills
Tour guide Not available
eco-tour operation training related to guiding tours in
general is adequately available
Making beds, cleaning, washing Adequately
Housekeeping
and laundry available
Reservation management,
Adequately
Hotel manager expense tracking, inventory
available
tracking
Food and beverage Adequately
Serving food and beverages
service available
Serving food and beverages, Inadequately
Catering service
event management available
Ticketing, reservation One informal course is available only
Reservation executive Not available
management in Chattogram
Adequately
Chef/cook Preparing and decorating food
available
 Summary Report 16

X 4.4. Key recommendations: Tourism and Hospitality

sector

X Introduce sector-specific courses tailored to the demands of the tourism and hospitality
industry, such as tour guide, tour operation, housekeeping, and food and beverage services.
X Introduce courses related to reservation processes, covering booking and ticketing. Target front
desk officers and tour operators to enhance their skills in managing reservations effectively
within the tourism and hospitality sector through upskilling training and certifications.
X Extend the curriculum beyond technical skills to include essential core skills. Integrate
components on navigation, effective communication, customer service, and complaint
mechanisms to ensure a holistic skill set among trainees.
X Offer courses that cover online marketing strategies, e-payment systems, and social media
management to equip individuals with skills relevant to the evolving landscape.
X Advocate for TVET providers to collaborate with the Bangladesh Technical Education Board
(BTEB) to implement Recognition of Prior Learning (RPL) programmes in different occupations,
such as chefs and tour operators. This collaboration aims to certify experienced industry
workers, acknowledging their skills and expertise gained through practical experience.
17 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

5. Sectoral analysis: Transport

X 5.1. Analysis of business environment: SWOT and drivers of

change

Strengths:
The strengths of the transport sector are rooted in a skilled workforce that is proficient in practical
aspects, such as vehicle maintenance. Additionally, the workforce is recognized for its communication,
teamwork and problem-solving abilities, indicating a solid foundation of soft skills – a conclusion that
was reinforced by both FGD and KII inputs. Apprenticeship training and a willingness to employ and
train late entrants highlight the sector’s openness to developing its workforce.

Weaknesses:
However, the analysis also identifies significant weaknesses, such as the lack of formal certification for
skilled workers, which could limit their job opportunities, as highlighted by KIIs in Cox’s Bazar. There’s
a noted discrepancy between the education/training provided and the practical needs of the sector,
coupled with an absence of soft skills training for specific roles. Furthermore, despite the technical
skills of the workforce, there are insufficient quality job opportunities, as well as security concerns like
extortion and robbery.

Opportunities:
The region has an opportunity to benefit from ongoing and upcoming infrastructure projects,
such as the SASEC Chattogram–Cox’s Bazar Railway Project, the Chattogram–Cox’s Bazar Highway
Improvement Project, and the Matarbari Port Development Project, which are creating demand for
employers and workers in the sector.

Threats:
The lack of adequate and qualified human resources are a key threat to the transport sector. The
sector may face challenges in maintaining and improving the quality, efficiency and safety of transport
operations and infrastructure, as well as in attracting and retaining customers and investors.

X 5.2. Skills demand and supply in the transport sector

For the skills needs assessment a sample of seventy-five enterprises were surveyed: 13 per cent were micro
enterprises (with fewer than ten employees); 35 per cent were small (10–99 employees); 31 per cent were
medium (100–249 employees), and 21 per cent were large (250 or more employees).

Figure 4 presents an analysis of the skills needs and gaps in the current transport workforce within the
Chattogram–Cox’s Bazar region.
 Summary Report 18

Figure 4. Workers’ skills gaps in the transport sector (% of respondents, N=75)

Level of gaps among skills needing improvement

Occupational Safety and Health skills
Resource management
Team work skills
Social and emotional skills
Basic skills for green jobs
Name of the skills

Critical thinking skills

Project management skills
Numeracy skills
Foundational skills
Leadership skill
Basic Digital skills
Problem solving skills
Communication skills
Job-specific technical skills
People management skills
0% 10% 20% 30% 40% 50% 60%
Note: Multiple responses possible. Source: ILO Establishment Skills Survey, 2023.
Small Gaps (%) Medium Gaps (%) Large Gaps (%)
In terms of workforce skills, the largest gap transport sector is low compared to other
lies in job-specific technical abilities, which are sectors, and this is true in both the Chattogram
essential for operating new machinery and and Cox’s Bazar regions. This is low level of
technologies. There is also a significant need availability can be found at all levels, including
for enhancing communication skills within for non-formal certificate courses, and there
the workforce, which is crucial as the sector are no transport-related courses available at
increasingly engages in global supply chains. the diploma level in Cox’s Bazar. Furthermore,
Leadership skills also present a gap that could the assessment identified gaps between the
affect organizational direction and strategy training that is being offered and industry
implementation. Foundational skills such as needs, which is impeding workers’ productivity.
reading and writing, adaptability, and critical There was also a mention during a KII that the
thinking are areas with smaller gaps, but are current curricula are not suitable for individuals
nonetheless critical for the evolving demands with disabilities, especially for NTVQF and 360-
of the industry and for fostering a culture of hour courses. A list of all transport sector-
continuous improvement and innovation. related training programmes offered in the
Chattogram–Cox’s Bazar region is presented in
The study also looked at the supply of transport
Annex C.
sector-related training in the Chattogram–Cox’s
Bazar region. The findings of the study indicate
that the number of courses available for the

X 5.3. Occupation-specific training gaps

Based on the information gathered from the primary survey and KII validation, table 5 presents
findings of the skills needs and gaps analysis for priority occupations in the transport sector. For each
occupation, the availability frequency was derived from the frequency of a specific course/training
reported by TVET providers and the degree to which the skill training relates to the occupation.
19 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

Table 5. Training gap analysis for priority occupations in the transport sector

Available skills supply for the Availability

Priority occupation Remarks
occupation frequency
Body building
Iron sheet cutting and welding Not available
technician
Manual transmission driving,
automatic transmission driving,
Driver Adequately available
motorbike driving and
maintenance
Motor problem diagnosis and
Motor mechanic Adequately available
repairing
Diesel engine Engine coil binding, engine
Adequately available
mechanic repairing
Heating and Repairing air conditioning
ventilation system, engine heating and Not available
technician cooling system repairing
Auto mobile Inadequately Most of the related skills training is
Electric vehicle servicing
electrician available available in Chattogram region
Repair service Software-based diagnosis, Inadequately Most of the related skills training is
technician motorbike servicing available available in Chattogram region
Mechanical fitter Spare parts fitting Not available
Air conditioning repairing and Inadequately
Auto AC technician
servicing available
Inadequately
Machinist Lathe works and CNC operations
available

X 5.4. Key recommendations: Transport sector

Develop comprehensive courses on automotive electronics and computer systems to equip

technicians with the skills needed for repairing and maintaining technologically advanced vehicles
such as electric vehicles, energy-efficient vehicles, and hybrid vehicles.
Emphasize training on safety protocols and compliance standards in the automotive industry,
ensuring that technicians are well-versed in the latest safety measures and regulatory requirements.
Cover essential driving skills, including road safety, traffic rules, vehicle control, navigation and
emergency handling.
Extend coverage of training programmes in various automobile repair and maintenance skills
to encompass areas such as engines, transmissions, brakes, suspensions, electrical systems,
electronics, fuel, cooling, and air conditioning.
Equip technicians with effective communication and customer service skills to effectively interact
with clients, clearly articulate technical issues, and build trust, thereby contributing to positive
customer experiences.
Given the sector’s inclination towards on-the-job training, formalize experiential learning approaches
to ensure comprehensive skill development.
Create structured apprenticeships and internships that blend practical experience with theoretical
knowledge.
 Summary Report 20

6. Sectoral analysis: Manufacturing

X 6.1. Analysis of business environment: SWOT and drivers of

change

Strengths:
Manufacturing enterprises in the region benefit from comparatively cheap labour and a strategic
location near the Port of Chattogram and the Port of Matarbari. There is a favourable business
environment due to the presence of Special Economic Zones (SEZs) and Export Processing Zones
(EPZs). There is an already well-established and competitive textile and garment industry in the
region fuelled by strong domestic and international demand. Other manufacturing sectors, such as
shipbuilding, pharmaceuticals, and leather and footwear have also seen significant growth.

Weaknesses:
The region’s manufacturing sector faces several challenges and constraints, such as low productivity
and quality, inadequate infrastructure and utilities, lack of skilled and trained workers, high
dependency on imported raw materials and intermediate goods, low-value addition and innovation,
and poor compliance with labour and environmental standards. The region also suffers from political
instability, social unrest, corruption, and bureaucratic hurdles, which hamper business confidence and
the investment climate.

Opportunities:
The region has several opportunities for enhancing skills development and employment creation in the
manufacturing sector, such as leveraging regional and global market access and integration, especially
to South Asian and South-East Asian countries, and diversifying the export basket and markets. The
assessment also identified significant employment opportunities in the light engineering sector and
the shipbuilding sector in Chattogram.

Threats:
The region faces several threats and risks, such as competition and pressure from other low-cost
producers, especially in the textile and garment industry, the volatility and uncertainty of the global
market, and trade tensions between major economies. The environmental and social impacts of
manufacturing activities – especially on biodiversity and the livelihoods of local communities – are
also key issues.

X 6.2. Skills demand and supply in the manufacturing sector

For the skills needs assessment a sample of 217 manufacturing enterprises were surveyed. The
assessment suggests a significant gap between the availability of skilled labour and the industry’s need
for machine operators, especially for certified machine operators, which are very scarce, according to
FGD and KII respondents. The fact that managers, supervisors, and mechanical technicians have been
reported as hard-to-fill vacancies also shows the current demand for leadership and management skills
in the sector.
21 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

X Figure 5. Workers’ skills gaps in the manufacturing sector (% of respondents, N = 217)

Level of gaps among skills needing improvement

Adaptability skill

Critical thinking skills

Name of the skills

Resource management

Occupational Safety and Health skills

Basic skills for green jobs

Leadership skill

Numeracy skills

Job-specific technical skills

0 10 20 30 40 50 60 70 80 90 100
Axis Title

Small Gaps (%) Medium Gaps (%) Large Gaps (%)

Note: Multiple responses possible. Source: ILO Establishment Skills Survey, 2023.

Findings from the survey suggest that job-specific technical skills are the most in-demand, indicating
a strong current and future need for specialized technical knowledge tailored to specific roles in
manufacturing. Communication skills are also highlighted, emphasizing the importance of clear and
effective interpersonal communication within the industry. Leadership skills, project management, and
problem-solving capabilities are reported as having medium-level gaps among the workforce, which
indicates overall gaps in terms of core skills.
With regard to skills supply, four courses at the diploma level were found to be present in the Chattogram
region, and one diploma-level course in food technology was found in Cox’s Bazar. There are a few
courses available at the HSC vocational level in the Chattogram region; while Cox’s Bazar does not offer
any manufacturing-related courses at the HSC level. However, two relevant courses under SSC vocational
certification are offered in Cox’s Bazar. Most of the manufacturing courses are available at the NSC level
and non-formal certificate level. Notably, Cox’s Bazar has only one course to offer under the NSC and at
least four courses under non-formal certification. A list of all the manufacturing sector-related training
programmes available Chattogram–Cox’s Bazar region is presented in Annex D.

X 6.3. Occupation-specific training gaps

Based on the information gathered from the primary survey and KII validation, table 6 presents
findings of the skills needs and gaps analysis for priority occupations in the manufacturing sector.
For each occupation, the availability frequency was derived from the frequency of a specific course/
training reported by TVET providers and the degree to which the skill training relates to the occupation.
 Summary Report 22

XTable 6. Training gap analysis for priority occupations in the manufacturing sector

Available skills supply for the Availability

Priority occupation Remarks
occupation frequency
There are courses like sewing
CNC machine operation, lathe machine operation that can be
Machine operator machine operation, grinding Not available attributed in a different sector, but
machine operation not directly in the manufacturing
sector.
Mechanical/ repairing Electrical works, repairing of Inadequately
technician electrical and mechanical goods available
Welder Welding Not available
Packaging technician Packaging and labelling Not available
In diploma-level courses a quality
Electronics technology,
Inadequately control skill component is included,
Quality controller mechanical technology, food
available but there is no specific course only
technology
for quality control.
Electrical technician Electrical and electronics Adequately available
Assembling spare parts of
Assembler Not available
machine
Junior mechanic Helping technician Adequately available
Electronics workshop and
Consumer electronic
maintenance and electronic Adequately available
technician
works
Sales and marketing Product promotion and Inadequately
executive marketing available
Marine engine Marine engine repair and Inadequately
technician servicing available

For most of the in-demand occupations in the manufacturing sector, skills training is either not
available or inadequately available.

X 6.4. Key recommendations: Manufacturing sector

X Expand training programmes for machine X Provide training for both operational-level
operators, particularly in CNC (computer workers and managers on the proper
numerical control) machine operation, management of hazardous and toxic
lathe machine operation, and grinding materials. This includes guidelines on
machine operation to cater to the significant handling, storage, and disposal; ensuring
employment opportunities in the light compliance with safety regulations; and
engineering sector and shipbuilding sector minimizing environmental impact.
in Chattogram.
23 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

7. Sectoral analysis: Agri-food

X 7.1. Analysis of business environment: SWOT and drivers of

change

Strengths:
Many areas of the Chattogram-Cox's Bazar region have a favourable climate, soil and water re-
sources for the cultivation of various crops. One of the agri-food sector’s notable strengths lies in
the wealth of local expertise, with many workers possessing a deep understanding of traditional
farming and harvesting techniques. Moreover, the sector excels in inclusive employment, actively
involving a diverse workforce that includes men, women, youth and marginalized groups. Addition-
ally, the sector’s openness to self-employment and entrepreneurship – with relatively low capital
requirements – encourages economic empowerment and employment generation, particularly in
rural areas.

Weaknesses:
A significant portion of the workforce lacks formal education, and the limited availability of skills
training in modern agricultural technologies and machinery operation impedes productivity growth.
Communication and marketing skills are often overlooked in training. Inadequate focus on quality
and safety standards is a key challenge. It is unclear if the sector is adequately equipped to consist-
ently meet regulatory requirements and ensure healthy farming practices.

Opportunities:
The growth of the tourism and hospitality industry is also creating a high demand for agri-food
products. Embracing modern agricultural technologies and machinery can enhance productivity,
reduce reliance on manual labour, and lead to more sustainable practices. Market expansion, par-
ticularly into export opportunities, offers the potential for economic growth and reduced depend-
ence on domestic markets. The assessment also found that many young entrepreneurs are showing
interest in investing in the agri-business sector.

Threats:
Increased automation and technology adoption may lead to job displacement, particularly in roles
that can be automated. This poses a risk to the livelihoods of traditional agri-food workers. More-
over, unforeseen events such as the COVID-19 pandemic can create financial challenges for both
entrepreneurs and workers, impacting their ability to invest and sustain operations. Land leasing
practices that prioritize monetary gain over genuine farming can affect the availability of agricultural
 Summary Report 24

X 7.2. Skills demand and supply in the agri-food sector

FGD and KII participants noted that the required skills in the agri-food sector have evolved due to the
modernization of agricultural practices in the Chattogram–Cox’s Bazar region, especially as a result of
the integration of digital machinery.

There are a limited number of courses available for the agri-food sector, with only two agriculture training
institutes: one in Chattogram and one in Rangamati. Though there is no specialized agricultural training
institution in Cox’s Bazar, a government polytechnic in Cox’s Bazar does offer one agri-food-related
course: Refrigeration and Air-Conditioning Technology. No HSC (vocational) or NSC-level courses related
to the agri-food sector are available in Cox’s Bazar. There are, however, some non-formal trainings
available in both the Chattogram region and Cox’s Bazar. A list of all the agri-food sector-related training
programmes available Chattogram–Cox’s Bazar region is presented in Annex E.

FGD insights indicate that the curriculum needs to be more oriented toward meeting industry needs
and thus enabling more market-focused skill supply. To this end, trainers need to be oriented towards
modern methods of teaching and new agri-food specific skills. At present, students face constraints in
accessing jobs in the industry due to a lack of adequate skills required to meet the criteria mentioned
in job descriptions. This issue is further compounded by a lack of continuous professional development
opportunities in the sector. There is also a deficit of female instructors in TVET providers, with some FGD
participants mentioning it was a key barrier to increasing female enrolment in agri-food sector-related
training.

X 7.3. Occupation-specific training gaps

Based on the information gathered from the foresight workshop, table 7 presents findings of the skills
needs and gaps analysis for priority occupations in the agri-food sector. For each occupation, availability
frequency was derived from the frequency of a specific course/training reported by TVET providers and
the degree to which the skill training relates to the occupation.
25 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

Table 7. Training gap analysis for priority occupations in the agri-food sector

Available skills supply for the Availability

Priority occupation Remarks
occupation frequency

Clean and sanitary foods, tools

and equipment of the food
industry, safe food handling,
Food safety and inspecting and sorting materials
Not available
hygiene technician and products, managing
wastage in the food industry,
and monitoring and controlling
pests

Baker Baking Adequately available

Food preservation Food processing and Inadequately

technician preservation available

Food packaging Only one informal skills training

Packaging Not available
technician was found in Chattogram.

Meat and poultry Poultry rearing, livestock Inadequately No formal skills training is available
processing worker rearing available on poultry or livestock rearing.

Few informal skills trainings are

Fish and seafood, fish
Fish and seafood Inadequately available. Those that are available
cultivation, seaweed food and
processing worker available are provided by particular
beverages, dried fish processing
government agencies.

Dairy processing
Pasteurizing, fermentation Not available
worker

Refrigeration Maintaining temperature in

Not available
technician manufacturing unit and storage

Waste collection and

Waste management Not available
segregation, recycling

X 7.4. Key recommendations: Agri-food sector

Integrate comprehensive modules on food safety standards, quality control measures, and regulatory
compliance in vocational training curricula to ensure that workers are well-versed in maintaining high
standards in agri-food production.

Provide training on the latest processing technologies in agri-food manufacturing, including

techniques for preserving nutritional value and extending shelf life.

Develop marketing training in food packaging and labelling techniques to meet industry standards
and enhance the marketability of agri-food products.

Provide training on the integration of automation and technology in agri-food production processes,
including the use of machinery for processing and packaging.

Skill development programmes on food processing – such as pickle, dry fish and seaweed food
processing – can be considered to promote entrepreneurship in the sector.
 Summary Report 26

Annexes:

X Annex A. Training programmes offered in the Construction

sector in the Chattogram–Cox’s Bazar region

Available trades/specializations in
Programme Available trades/specialization in Cox’s Bazar
Chattogram

Architecture Technology
Civil Technology Architecture Technology
Diploma Construction Technology Civil Technology
Electrical Technology Electrical Technology
Environmental Technology

Building Construction and Maintenance

HSC (Vocational)
Electrical Works and Maintenance

Building Maintenance
Civil Construction Building Maintenance
Electrical Maintenance Civil Construction
SSC (Voc.)
Electrical Maintenance Work Electrical Maintenance Work
General Electrical Works General Electrical Works
Welding and Fabrication

Architecture Technology
Civil Construction
Architecture Drafting
Electrical and Welding
Electrical House Wiring
Electrical House Wiring
Electrical House Wiring and Maintenance
Electrical Installation and Maintenance
Electrical Installation and Maintenance
NSC Electrical Technology
General Electrician
(Levels 1–5) Electrical Works and Maintenance
Masonry
General Electrician
Plumbing
Masonry
Tiles Fittings
Plumbing
Welding
Plumbing and Pipe Fittings
Welding / Welding and Fabrication

Carpentering
Civil Technology
Electrical House Wiring
Block Building
Electrical Installation and Maintenance
Electrical Technology
Electrical Technology
Masonry
Electrical Works
Non-formal Plumbing
Electrical Works and Maintenance
Rod Bending
Forklift Operations and Maintenance
Tiles Fittings
Plumbing
Welding
Plumbing and Pipe Fittings
Tiles Fittings
Welding
27 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

X Annex B. Training programmes offered in the Tourism and

Hospitality sector in the Chattogram–Cox’s Bazar region

Available trades/specializations in
Programme Available trades/specializations in Cox’s Bazar
Chattogram

Diploma Tourism and Hospitality Tourism and Hospitality

Baking and Cooking Food and Beverage

Food and Beverage Servicing Food and Beverage Servicing

NSC
(Levels 1–5)
Housekeeping Front Office Management

Tour Operation Housekeeping

Air Ticketing Professional Course Food and Beverage

Baking Front Office Management

Baking and Cooking Hotel Management and Hospitality

Cooking Housekeeping

Cooking and Catering Tour Guiding

Food and Beverage Tour Operation

Non-formal Food and Beverage Production Youth Kitchen

Food Preparation and Culinary

Front Office Management

Hotel Management

Housekeeping

Professional Chef Course

Sugar Art
 Summary Report 28

X Annex C. Training programmes offered in the Transport

sector in the Chattogram–Cox’s Bazar region

Available trades/specializations in
Programme Available trades/specializations in Cox’s Bazar
Chattogram

Automobile Technology
Diploma
Marine Technology

SSC (Voc.) Automotive Automotive

Auto Mechanics Motor Driving and Maintenance

Automotive Machine

Auto Electricity Servicing

NSC
(Levels 1–5)
Motorbike Servicing

Driving

Machine Tools Operation

Automotive Mechanics Driving

Mechanist Motor Driving and Maintenance

Driving

Manual Driving

Auto Driving
Non-formal
Diesel Mechanics

Cycling

Motor Bike Driving

Motor Driving and Maintenance

Scooter Driving
29 X Skills Demand and Supply Assessment in the Chattogram-Cox’s Bazar Region

X Annex D. Training programmes offered in the Manufacturing

sector in the Chattogram–Cox’s Bazar region

Available trades/specializations in
Programme Available trades/specializations in Cox’s Bazar
Chattogram

Civil (Wood) Technology

Electronics Technology
Diploma Food Technology
Mechanical Technology

Power Technology

Argo Machinery

HSC (Voc.) Electronic Control and Communication

Electrical Works

Electronics Workshop and Maintenance

Firm Machinery
General Electronics
SSC (Voc.) General Electronics
General Mechanics
General Mechanics

Mechanical Drafting

Consumer Electronics

Electrical and Electronics

Electronic Works

Furniture and Cabinet Making

NSC
General Electronics Electronic Works
(Levels 1–5)
Machine Shop Practice

Mechanical Engineering

Mechanical Fitter

Mechanical Technology

Electrical and Electronics

Electronic Works Electronic Works

General Electronics Handicraft

Non-formal
Machine Shop Practice Reusable Sanitary

Mechanical Technology Wood Technology

Wood Furniture Making

 Summary Report 30

X Annex E. Training programmes offered in the Agri-food

sector in the Chattogram–Cox’s Bazar region

Available trades/specializations in
Programme Available trades/specializations in Cox’s Bazar
Chattogram

Refrigeration and Air-Conditioning Technology

Diploma Diploma in Agriculture
Food Technology

Refrigeration and Air Conditioning

HSC (Voc.)
Argo Machinery

Agri-based Food

SSC (Voc.) Food Processing and Preservation Food Processing and Preservation

Refrigeration and Air Conditioning

Agricultural Livestock
NSC
Food Processing
(Levels 1–5)
Refrigeration and Air Conditioning

Crabs Cultivation
Bakery and Pastry
Dry Fish Processing
Fish and Seafood
Fish Cultivation
Fisheries
Livestock Rearing
Food Delivery
Oyster Cultivation
Homestead Gardening and Nut Cultivation
Non-accredited
Poultry Rearing
course Livestock Rearing
Salt Cultivation
Packaging
Seaweed Cultivation
Refrigeration and Air Conditioning
Seaweed Food and Beverage
Food Delivery
Vegetable Cultivation
Packaging
Refrigeration and Air Conditioning
Contact Details:
International Labour Organization (ILO)
ILO Sub-office, 127 South West Baharchara
Mukthijoddha Sarani, Cox’s Bazar-4700
Bangladesh.
Phone: +88 096787777471
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