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S K I L L S 4 J O B S
P R O J E C T
s k i l l s 4 j o b s . o r g
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SKILLS4JOBS Proposal: ACTIONS OR SERVICES to be developed by career guidance services.
Section 1. Presentation of Skills4jobs Project.
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
This website is supported by the European Union Programme for Employment and Social Solidarity - PROGRESS (2007-2013). This programme is implemented by the European Commission. It was established to financially support the implementation of the objectives of the European Union in the field of employment, social affairs and equal opportunities, and thereby contributes to the achievement of the Europe 2020 Strategy goals in these fields. The seven-year Programme targets all stakeholders who can help shape the development of appropriate and effective employment and social legislation and policies, across the EU-27, EFTA-EEA and EU candidate and pre-candidate countries. For more information see: http://ec.europa.eu/progress The information contained in this publication does not necessarily reflect the position or opinion of the European Commission.
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
Index
Introduction 5
1. SKILLS4JOBS Project. 6
Framework 6 About us 6
Objective. 6
Why SKILLS4JOBS? 7
What are we proposing in SKILLS4JOBS? 8
Project phases: chronogram. 9
Proposal of ACTIONS OR SERVICES to be developed by career guidance services. 10
2.1. ACTION 1.Identify new professional profiles.. 11
2.2. ACTION 2: Identify what training is needed in companies. 11 2.3. ACTION 3: Reduce passive attitudes and resistance to change. 12
3. Graphical approach of the proposed action. 13
Recommended documents 14
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
Progressing towards Europe 2020
together.
The success of the Europe 2020 Strategy depends on the involvement of all sectors of society
1.
Responsibility for the action does not stop with governments. Everybody is necessary to achieve the objectives of Europe 2020:
- Businesses. - Labour unions. - NGOs. - Individual citizens.
1 http://ec.europa.eu/europe2020/who-does-what/stakeholders/index_en.htm
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
Introduction
We defend that the role of career guidance professionals cannot be ignored in the socio-economic
situation we are living today; society is changing at such a rapid pace that it is difficult to make an
accurate forecast of what will be the economic and social situation, labour demand and the prevailing
values in the coming years.
In what we can start calling the "society of uncertainty" it is common for people to have to change jobs,
which forces us to change the educational perspective of employability, which in turn is linked to
professional competencies.
Based on this analysis, we can state that the major changes taking place in the labour market
(precariousness, flexibility, globalization ...), and at social level (demographic, mobility, poverty, etc. ..)
are generating new demands for advice and guidance.
Guidance can and should contribute to economic development, job creation and restructuring and the anticipation of change. Because of this we consider it necessary to seek a review of the actions guidance services work on and promote an integrated information and guidance system that has the necessary skills and resources for -guidance practitioners to not only promote the development of strategic and flexible workers, always open to new learning-, but also -open communication networks between workers and employers, facilitating the adaptability of workers in companies and that of companiesin the labour markets-, and generate the necessary synergies between the main agents involved in these processes.
With SKILLS4JOBS we suggest that professionals who are part of counselling services should have
the skills and competencies required for these services to be able to:
- Contribute to the challenge of competitiveness: approaching companies as an agent
transmiting important information relevant for innovation and adaptation of firms to economic circumstances.
- Contribute to the challenge of adaptability of the enterprises and to the employability of
workers : linking the needs of businesses to new emerging employment market profiles, with the guidance and support of workers for training and appropriate training, guaranteeing that the that the labour market has an adequately skilled workforce.
- Contribute to the creation of synergies between companies, local authorities and other local
actors, in close collaboration with people or organisations that provide training: as a revitalising agent for the relationships necessary for foreseeing the restructuring processes.
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
1. SKILLS4JOBS Project.
"New skills for guidance in response to the need for restructuring the labour market and for the creation of new jobs. SKILLS4JOBS
Framework This project is co-funded by the European Commission, the Directorate for Employment, Social Affairs and Inclusion, in the call for proposals: VP / 2012/009:" Mutual learning in the field of skills and employment, EU sector Skills Councils, Restructuring.
About us.2 The project’s partnership partners include organizations from five countries (Spain, Italy, Portugal, the UK and Lithuania) that are active in the field of vocational guidance and in providing counselling services
Objective The the main objective of the SKILLS4JOBS partnership is to
achieve the following: "To contribute to the restructuring of the professional profile of labour counselors as promoting agents of change and define new skills, competencies and tasks that would be necessary for these professionals to work in dealing with a situation of changes in society and the new challenges of the job.
2 http://skills4jobs.org/en/the-project/partners/
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
Why SKILLS4JOBS?
❖ Because all professionals should be aware of the changes and needs that appear so as to adapt to them, therefore making sure that professional development is competent and of a good quality.
And as career guidance professionals, we are committed to finding new skills and tasks that enrich and improve our services.
❖ Because the global financial and economic crisis of today has led to an alarmingly high rate of unemployment and underemployment in many countries of the European Union (EU).
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And from career guidance services we are committed not only to work to improve the situation of unemployed, but also to prevent further increasing rates of unemployment.
❖ Because surveys are showing that one in three employers are having difficulty filling vacancies. The latest survey of European companies held in the spring of 2013, reveals that about 40% of them had difficulty finding staff with the right skills. A Eurobarometer survey2
ifrom 2010
showed that 33% of employers declared that one of the main problems when filling vacancies was the lack of candidates with the right skills.
And from career guidance services we are committed to providing advice for workers ( active or unemployed) so that they know what are the required skills and competencies, and the real alternatives in which to acquire these through the most appropriate training, thus ensuring a balance between the real competition supply and demand.
❖ Because the labour market is facing some major challenges of restructuring, anticipation and adaption to changes that are taking place. We note the Green Paper onRestructuring and anticipation of change: What lessons can we
learn from recent experiences? COM (2012) 74final, the lessons to be learned from the crisis
and the challenges that must be faced by businesses afterwards. This Green Paper aims to identify successful practices and policies in matters of restructuring and adapting to change in order to promote employment, growth and competitiveness in the context of the Europe 2020 Strategy and in particular of the "Agenda for new skills and jobs", adopted in November 2010
And from career guidance services we are committed to participate in the effort required to meet these needs and challenges, and help to maintain a strong business network that enables the creation of jobs and local development.
3 CEDEFOP. INFORMATION NOTE │ │ MARCH 2014 ISSN 1831-2446.
http://www.cedefop.europa.eu/EN/Files/9087_es.pdf 4 http://ec.europa.eu/social/main.jsp?catId=333&langId=es&consultId=9&visib=0&furtherConsult=yes
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
What are we proposing in SKILLS4JOBS? Considering that it is in the companies where:
- It is possible to avoid further increases in unemployment rates: by avoiding layoffs
- It is possible to know wha are the required skills and abilities to fill the vacancies on offer;
and ensure a balance between supply and actual demand, avoiding jurisdictional mismatches.
- It is possible to work to adapt to the current challenges of businesses; by making sure teh
business market is strong and making it possible to create jobs and helping local development.
SKILLS4JOBS proposes that guidance services , ESTABLISH AND STRENGTHEN RELATIONSHIPS WITH
BUSINESSES, and also start working from within them, managing these relationships to overcome the
Challenges in the labour market and which in turn are in line with the objectives the career guidance services wish to fulfil.
To undertake these new activities or services, guidance professionals should learn new skills and competencies as agents that can actively take part in the restructuring and adaptation; these skills will make them:
ENABLERS FOR CHANGE "GAME CHANGERS"
Phases of the project Chronogram
2. Proposal ACTIONS OR SERVICES
to be developed by career guidance
services.
2. Proposal ACTIONS OR SERVICES to be developed by career guidance services The proposal that includes the SKILLS4JOBS project focuses on 3 actions or services which could support the anticipation of change and make labour market restructuring easier:
Supporting Actions for Restructuring (hereinafter AAR):
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
2.1. ACTION 1: Identify new professional profiles;
By stimulating the transformation of the job. Creators of employment growth in Europe.
The Agenda for New Skills and Jobs, included within the Europe
2020 strategy, has made analysis and forecasts for the first AARs:, Identification of new professional
profiles, and in several studies it has gathered data of interest that justify this action.Employment growth in Europe from 2013-2025 will be guided by the services’ sector, especially
in areas of high qualification such as professional services, business services and computing. 3 million new jobs, and around 5 million new associated and technical professions are expected to be
created. Aa forecast of 19.4 million new highly qualified jobs has been made for this period, offsetting the
declining number of jobs requiring medium to low qualifications.
Given this information, one can observe the fundamental importance identifying new professional
profiles will have on companies in the years to come.
2.2. ACTION 2: Identify training needs in enterprises;
Favoring a qualified workforce and avoiding competence mismatches.
Education and vocational training have been recognized as one of the
most important processes that take place in an organization, making it
possible to can achieve a better performance and motivation of employees. Currently, companies, organizations and governments value education as a necessary investment
and as something that should be viewed as a continuous action.
It is because of this that Europe and the central governments of the member countries spend public
funds to subsidize and provide training in business, so that training is considered as a right that
everyone can share, even so, still today there are companies that fail to benefit from these training
resources. Many reports indicate that one of the factors by which companies do not require access to training is
because they do not detect this need and in most cases the training activities are implemented
reactively, meaning, only in response to immediate needs.
Training and education should be considered a continuous and proactive process; the management boards in companies must be aware of the priority to anticipate the ever-changing environment by detecting the training requirements in time, getting their heads around the idea that for actions to be truly effective we must know how to identify training needs in time.
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
2.3. ACTION 3: Reducing passive attitudes and resistance to change;
Overcoming barriers that restrict the competitiveness of workers and therefore also of companies.
In the context of the crisis we have been living for recent years, the need for companies to adaptto
restructuring processes, strategy changes or business culture has emerged. Moreover, in recent times in Europe there has been a trend to move towards a more dynamic economy
and a labour market where mobility between jobs, and the qualifications of employees tends to
increase.That is why employees but also employers, need to learn how to adapt to this more dynamic
and qualified reality. Resistance to change is a natural reaction for both employees and employers. Change can be
uncomfortable and may require new ways of thinking and acting. Anyone can have problems imagining
what a company or job would be like on the other side of change and this passive attitude leads to
people hanging on to what they know and rejecting change. We need to help workers in companies adapt to the new context, to manage change in a productive
and constructive manner, to identify and overcome barriers to change, to recognize situations in which
certain strengths of the past have become competitive weaknesses andto constructively manage the
conflicts; in short, , to teach skills that increase active attitudes and adaptation to change.
This action has an innovative feature that supports company growth and competitiveness through
training paths designed to transfer know-how and skills among workers. This action is intended to
safeguard employees working for a company therefore avoiding the need for additional recreuitment or
layoffs. It should support the company in the process of change and must act on internal resistance
factors.
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
3. Graphical approach: Skills4jobs
project.
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SECTION 1. PRESENTATION OF THE SKILLS4JOBS PROJECT
For further information we recommend the following documents:
Section 2. European exchange of good practices (BBPP) on Employment Guidance. General view of Employment Guidance Services: actions they develop, methods, professional profiles of the counsellors. Comparative analysis of the information obtained: Are the actions proposed in Skills4jobs being developed?
Section 3. Proposal of actions to be developed by career guidance services. Description of the 3 Actions that Support Restructuring (ASR). What skills and competencies are necessary to incorporate in order for career guidance services to be ready to implement ASR actions?
Section 4. Final conclusions about the Skills4jobs actions proposal. Final considerations: feasibility, benefits, barriers/resistance. Recommendations: Guidance and training for those professionals who wish to get qualified in the development of AAR Actions.