{"id":10492,"date":"2026-07-25T13:35:28","date_gmt":"2026-07-25T13:35:28","guid":{"rendered":"https:\/\/techlify.com\/techlifyhr\/?p=10492"},"modified":"2026-07-25T15:01:36","modified_gmt":"2026-07-25T15:01:36","slug":"guyana-is-investing-billions-in-skills-where-is-your-training-data","status":"publish","type":"post","link":"https:\/\/techlify.com\/techlifyhr\/blog\/employee-well-being\/guyana-is-investing-billions-in-skills-where-is-your-training-data\/","title":{"rendered":"Guyana Is Investing Billions in Skills. Where Is Your Training Data?"},"content":{"rendered":"\t\t
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Guyana has a problem most countries would kill for: more jobs being created than at any other time in its history.<\/p>

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But here’s the catch. The government has invested GYD $1.1 billion in skills training over the past four years. It trains over 12,000 workers annually across all 10 administrative regions. The Ministry of Labour is setting targets to graduate 5,000 people in 2026 alone. The economy is demanding 140,000 skilled workers within four years.<\/p>

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Yet walk into most Guyanese businesses and ask them a simple question: “What’s your training ROI? Can you prove that your training investments are actually closing skill gaps and improving performance?”<\/p>

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Silence.<\/p>

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You’ll find plenty of training activities. You’ll find completion certificates. You’ll find employee satisfaction surveys that say “great workshop!” But what you won’t find is a coherent, data-driven answer to whether any of it is working.<\/p>

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This is the training data crisis hiding inside Guyana’s skills investment boom. Billions are flowing into training\u2014zero visibility into impact.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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TL;DR: Training Data Essentials for Guyana's Workforce<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tThe investment is real: <\/b> GYD $1.1B over 4 years, 140,000 skilled workers needed in the next 4 years, 5,000 graduates targeted in 2026 alone.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tThe data gap is massive<\/b> Most Guyanese businesses have no way to measure whether training actually closes skill gaps or improves job performance.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t8 core metrics you must track: <\/b> Training completion rate, skills gap closure, time-to-competence, training ROI, employee retention post-training, internal mobility, business performance impact, and engagement quality.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tThe Guyana context matters: <\/b> You're competing with Houston, Toronto, and London for talent. Keeping people means proving you're developing them\u2014with data.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    The Skills Investment Paradox: Money Without Measurement<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Guyana’s government understands what most mature economies took decades to figure out: human capital is the only hedge against the resource curse.<\/p>

    \u00a0<\/p>

    The statistics are staggering. The Ministry of Labour has invested over GYD $1.1 billion in technical and vocational training across 4 years, benefiting over 12,000 Guyanese annually. The Council for Technical and Vocational Education and Training (CTVET) is expanding to meet demand for 140,000 skilled workers over the next 4 years. The Guyana-Coursera Partnership opened free access to training for every Guyanese citizen. The Women’s Innovation and Investment Network (WIIN) has trained over 4,000 women in digital and entrepreneurship skills.<\/p>

    \u00a0<\/p>

    On paper, this is exactly what a growing economy should do. Invest in its people. Diversify skills. Reduce the mismatch between education and job market reality.<\/p>

    But here’s what nobody’s talking about: most of that investment exists in a data vacuum.<\/strong><\/p>

    \u00a0<\/p>

    Are the private companies absorbing these trained workers? They have no mechanism to track whether the training they received improved their time-to-productivity. Whether retention improved. Whether the skills gap they were trying to fill actually closed. Whether the 140,000-person workforce target is even achievable at the current training velocity and quality.<\/p>

    \u00a0<\/p>

    This isn’t a Guyana problem. This is an everywhere problem.<\/strong> Even in mature economies, only 40% of organizations actually measure training ROI. But in Guyana, the stakes are higher. Without training data, you’re operating on faith, not strategy.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    Why Guyana's Training Needs Require Data Discipline<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Guyana faces four unique realities that make training data non-negotiable:<\/p>

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    Talent Hemorrhage in Reverse<\/strong><\/h3>

    Historically, Guyana lost 80-90% of its tertiary-educated workforce to emigration. That’s changing. Oil wealth and infrastructure growth are creating reasons to stay. But only if people believe in their career trajectory. Proof of career development\u2014tracked, visible, and measurable is what turns temporary workers into committed talent.<\/p>

    Your best people are evaluating: “Am I actually developing here, or just marking time before I move to some other company or a country?” Without training data showing progression, you lose the narrative. With it, you win.<\/p>

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    Local Content Pressures Demand Upskilling Speed<\/strong><\/h3>

    Guyana’s Local Content Act mandates increasing percentages of Guyanese nationals in technical roles across the oil and gas sector. ExxonMobil, SBM Offshore, Halliburton\u2014they all need to hit these targets.<\/p>

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    That means accelerated upskilling of local staff. But acceleration without measurement is chaos. You need to know which training programs actually prepare people for roles at the speed required. Which programs take 12 months to complete? Which takes less, and especially a way to figure out the ones that are not delivering value.<\/p>

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    Training data tells you where to invest more and where to cut.<\/p>

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    Brain Circulation Intensity<\/strong><\/h3>

    Top Guyanese talent doesn’t disappear overseas anymore\u2014it cycles. An engineer spends 3 years with ExxonMobil, moves to a local contractor, then back to a multinational, then to a startup. This cycling is actually healthy for the economy. But it’s brutal for individual businesses. Your best people could be constantly evaluating you and wondering whether there are better development opportunities elsewhere.<\/p>

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    This can only be measured almost entirely on how well you track and communicate learning impact. If you can’t show that training actually improved capability and career trajectory, you may lose people to competitors who claim they can.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    The 8 Training Metrics a Business in Guyana Must Track<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    If you can’t measure it, you can’t manage it. And if you can’t manage your training, your workforce productivity is just guesswork.<\/p>

    Here are the eight training metrics that turn activity into intelligence:<\/p>

    1. Training Completion Rate: The Baseline<\/strong><\/h3>

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    What it measures: <\/strong>The percentage of employees who complete assigned training within a specified period.<\/p>

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    Why it matters: <\/strong>Completion rate tells you whether training is relevant, accessible, and actually being done. A 40% completion rate signals that either the training isn’t mandatory, it’s poorly designed, or employees aren’t engaged.<\/p>

    How to track: <\/strong>Count training-by-department completions monthly. If your logistics team completes 90% but the admin completes 30%, you’ve found a culture problem.<\/p>

    2. Skills Gap Closure Rate: The Strategic Metric<\/strong><\/h3>

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    What it measures: <\/strong>The percentage of identified skill gaps actually closed by training, measured through pre-and post-training assessments.<\/p>

    Why it matters: <\/strong>This tells you whether training is actually addressing the problem it was supposed to solve. If you trained 15 people but only 6 ended up performing in a particular role, your program missed the mark.<\/p>

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    How to track: <\/strong>Run pre-training assessment, then post-training 30 days later. Calculate improvement. Anything under 50% signals a weak program needing redesign.<\/p>

    3. Time-to-Competence: The Velocity Metric<\/strong><\/h3>

    What it measures: <\/strong>The average time required for a newly trained employee to reach full productivity.<\/p>

    Why it matters: <\/strong>In tight labor markets, time-to-competence directly impacts your ability to scale. If it takes 6 months to reach productivity but you need 20 people trained for a project, you’re behind.<\/p>

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    How to track: <\/strong>Track training completion date and the date each person reaches “independent performer” status. Average across 10+ hires.<\/p>

    4. Training ROI: The Dollar Metric<\/strong><\/h3>

    What it measures: <\/strong>The financial return: (Training benefits – Training costs) \/ Training costs \u00d7 100.<\/p>

    Why it matters: <\/strong>It forces you to link training to business outcomes. A program costing GYD $500,000, generating GYD $50,000 in gains, is a loss. On the other hand, another program about commercial driving safety saves millions by reducing accidents and is a \u00a0.<\/p>

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    How to track: <\/strong>Capture training cost. Identify measurable benefits (reduced errors, faster delivery, fewer accidents). Calculate the ratio.<\/p>

    5. Employee Retention Post-Training: The Loyalty Metric<\/strong><\/h3>

    What it measures: <\/strong>The percentage of trained employees still employed at 12 months, compared to untrained peers.<\/p>

    Why it matters: <\/strong>If trained employees leave at the same rate as untrained ones, your training isn’t creating loyalty.<\/p>

    How to track: <\/strong>Compare turnover rates. If trained staff: 8% departure vs untrained: 15%, that \u00a0-point difference is your retention gain.<\/p>

    6. Internal Mobility Rate: The Career Pathway Metric<\/strong><\/h3>

    What it measures: <\/strong>The percentage of trained employees who move to higher-level roles within 18-24 months.<\/p>

    Why it matters: <\/strong>If training isn’t leading to promotion, employees feel stuck. Stuckness drives departures.<\/p>

    How to track: <\/strong>Track promotions for trained employees. If 30% move up within 18 months vs 5% untrained, your training is a career accelerator.<\/p>

    7. Business Performance Impact: The Outcome Metric<\/strong><\/h3>

    What it measures: <\/strong>Changes in job performance for trained vs untrained employees.<\/p>

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    Why it matters: <\/strong>Ultimately, training exists to improve output. Can you prove it does?<\/p>

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    Examples: <\/strong>Trained customer service reps: 15% higher resolution rate. Trained safety coordinators: 40% fewer incidents. Trained project managers: 12% faster delivery.<\/p>

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    How to track: <\/strong>Pick a metric relevant to the role. Measure before training and 60 days after. Compare.<\/p>

    8. Engagement & Quality: The Satisfaction Metric<\/strong><\/h3>

    What it measures: <\/strong>Post-training satisfaction and perceived relevance to the job.<\/p>

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    Why it matters: <\/strong>If employees don’t feel training was relevant to their actual work, they won’t apply it.<\/p>

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    How to track: <\/strong>Simple post-training survey: “Rate relevance (1-10)” and “Recommend to colleague (Yes\/No).” Anything under 7\/10 needs redesign.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    Building Your Training Data Infrastructure in Guyana<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    You can’t measure what you don’t track. And you can’t track without systems. Here’s how to build the infrastructure:<\/p>

    \u00a0<\/p>

    Layer 1: Centralized Data Capture<\/strong><\/h3>

    Every piece of training data needs to live in one place. Not in email. Not in Word documents. Not in scattered spreadsheets. An integrated \u00a0 (like TechlifyHR) centralizes employee training history, certifications, assessment scores, completion dates, and time-to-competence tracking.<\/p>

    Without this, your training data is noise, not information.<\/p>

    \u00a0<\/p>

    Layer 2: Real-Time Dashboards<\/strong><\/h3>

    Raw data in a system is still not useful. You need dashboards showing completion rates by department, skills gap closure trends, time-to-competence averages, training ROI by initiative, and retention rates. A monthly dashboard that goes to leadership transforms training from “HR’s job” into “everyone’s accountability.”<\/p>

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    Layer 3: Integration with Performance Data<\/strong><\/h3>

    Connect your \u00a0. Did people who completed sales training actually increase revenue? Link training data to outcomes, and you can say: “That GYD $200,000 program generated GYD $1.2 million in additional revenue.”<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    Why Your Training Data Matters More Now<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Here’s what makes Guyana different when it comes to training data:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tScarcity makes every hire count. <\/b> You don't have an unlimited talent supply. Every person lost is a person you can't replace quickly. Proving that training improves retention and becomes existential.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tGovernment investment creates accountability.<\/b> When GYD $1.1 billion flows into training, companies employing young graduates need to prove it worked.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tTalent competition is global, not local.<\/b> Your supply chain manager compares your development pathway to what ExxonMobil offers. Proof becomes a recruitment and retention weapon.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tSpeed of change demands responsiveness.<\/b> Unlike mature economies with annual plans, Guyana's market shifts monthly. The training data infrastructure needs to detect which programs work and reallocate the budget weekly if needed.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      Guyana has invested billions in skills. The government has built training infrastructure. Universities and vocational centers are producing young \u00a0. The Coursera partnership has opened doors.<\/p>

      But at the individual company level, most Guyanese businesses are still operating blind.<\/p>

      This is your moment to be different. While competitors are guessing about training effectiveness, you can have data. While they’re struggling to retain trained people, you can show talent that you’re serious about development\u2014and prove it with metrics.<\/p>

      The training data infrastructure you build this year doesn’t need to be perfect. It needs to be real. Measurable. Actionable.<\/p>

      Start with one metric. Track it for a month. Add a second. Build from there. By month 6, you’ll have more visibility into training impact than 90% of Guyanese businesses. By month 12, you’ll be making decisions based on evidence instead of hunches.<\/p>

      In an economy where talent is the bottleneck and \u00a0, the companies that win will be those that can prove they develop people.<\/p>

      That proof starts with data.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

      Guyana has a problem most countries would kill for: more jobs being created than at any other time in its history. \u00a0 But here’s the catch. The government has invested GYD $1.1 billion in skills training over the past four years. It trains over 12,000 workers annually across all 10 administrative regions. The Ministry of […]<\/p>\n","protected":false},"author":3,"featured_media":10493,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","inline_featured_image":false,"_monsterinsights_skip_tracking":false,"_joinchat":[],"footnotes":""},"categories":[44],"tags":[],"class_list":["post-10492","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-well-being"],"yoast_head":"\nGuyana Is Investing Billions in Skills. Where Is Your Training Data? - TechlifyHR<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/techlify.com\/techlifyhr\/blog\/employee-well-being\/guyana-is-investing-billions-in-skills-where-is-your-training-data\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Guyana Is Investing Billions in Skills. Where Is Your Training Data? - TechlifyHR\" \/>\n<meta property=\"og:description\" content=\"Guyana has a problem most countries would kill for: more jobs being created than at any other time in its history. \u00a0 But here’s the catch. The government has invested GYD $1.1 billion in skills training over the past four years. It trains over 12,000 workers annually across all 10 administrative regions. The Ministry of […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/techlify.com\/techlifyhr\/blog\/employee-well-being\/guyana-is-investing-billions-in-skills-where-is-your-training-data\/\" \/>\n<meta property=\"og:site_name\" content=\"TechlifyHR\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/techlify\" \/>\n<meta property=\"article:published_time\" content=\"2026-07-25T13:35:28+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-07-25T15:01:36+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/techlify.com\/techlifyhr\/wp-content\/uploads\/2026\/07\/01.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1536\" \/>\n\t<meta property=\"og:image:height\" content=\"1024\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Joshua Kissoon\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@JoshyKissoon\" \/>\n<meta name=\"twitter:site\" content=\"@techlifyinc\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Joshua Kissoon\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"9 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/techlify.com\\\/techlifyhr\\\/blog\\\/employee-well-being\\\/guyana-is-investing-billions-in-skills-where-is-your-training-data\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/techlify.com\\\/techlifyhr\\\/blog\\\/employee-well-being\\\/guyana-is-investing-billions-in-skills-where-is-your-training-data\\\/\"},\"author\":{\"name\":\"Joshua Kissoon\",\"@id\":\"https:\\\/\\\/techlify.com\\\/techlifyhr\\\/#\\\/schema\\\/person\\\/e8f31430a5a6e0d0a98aecbbf4cdc20c\"},\"headline\":\"Guyana Is Investing Billions in Skills. 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