and Reporting Tool (2015-RO01-KA205-022891) Multiplier Event in - - PowerPoint PPT Presentation

Marc Beutner and Anna Rüscher (University of Paderborn, Germany) Rasmus Pechuel (Ingenious Knowledge) Balla Istvan Peter and Kiss Adel (Association Pro Educatione) Stephania Kokkosi (YEU Cyprus) Divya Jindal-Snape , Neil Taylor and Sharon Tonner (University of Dundee)

Multi ltiplie lier Event in Dunde dee

Multiplier Event in Dundee, UK 15th of June 2017

Skill Matching Assistance and Reporting Tool

(2015-RO01-KA205-022891)

The SMART Team

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Workshop Overview

A – The SMART Project B – Skill Matching Concept C – Skill Matching Process D – Next Steps and Final Discussion

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A – The SMART Project

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Aims of SMART I

Skill Matching Assistance and Reporting Tool Skill Matching System To help youth with low qualifications or disadvantages … to find employment … to ensure positive destination … and/or to become aware of their own strengths

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Aims of SMART II

… to provide a web-based tool … which is abie to display informal qualifications of youth in a profile based on different psychometric models and tests … which is able to match the profiles of youth with possible job positions … complex matching mechanism Youth will have full control over their profile … focus on social and self-competencies

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Aims of SMART III

… to match the skills and preferences of youth with job and apprenticeship profiles … which is abie to display informal qualifications of youth in a profile based on different psychometric models and tests … ability to create job profiles of employers … matching of the profiles to find a perfect match … focus on social and self-competencies … available to youth workers

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Objectives

The conceptualization of a Skill Matching Concept The development of a Skill Discovery Concept The development of a Skill Matching Tool To implement the tool in courses with young people

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B – Skill Matching Concept

B1: Literature Review B2: Interviews with employers

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Skill Matching Concept

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B1: Literature Review Methodology

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• 1. To explore employers’ perspectives of

competences soft skills traits preferences required for specific jobs

• 2. To match the findings of the interview data with previous literature to

create a generic conceptual framework

B2: Interviews Objectives

• Semi-structured interviews
• University of Dundee Research Ethics Committee approval
• Sample: 60 employers in the UK and GermanY

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Methodology

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SKILLS S1: Flexibility S2: Communication Sub-Criterion 1 Willingness to work at short notice Ability to understand

• ther’s and express
• wn intentions

Sub-Criterion 2 Ability to change from

• ne exercise to

another Ability to express clearly and precisely Sub-Criterion 3 Willingness to try something new Willingness to give response/ feedback and to ask questions

Skill Matching Concept

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TRAITS T1: Emotional stability T2: Conscientiousness Sub-Criterion 1 Self-confidence Sense of Responsibility Sub-Criterion 2 Ability to control own feelings Neatness/ Thoroughness Sub-Criterion 3 Ability to cope with stressful situations Willingness to achieve effective performance

Skill Matching Concept

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PREFERENCE P1: Traditional and/or structured P2: Realistic (RIASEC) Sub-Criterion 1 Prefer material and financial possessions Prefer physical work Sub-Criterion 2 Prefer clear instructions Have down-to-earth- mentality Sub-Criterion 3 Prefer traditional roles Prefer concrete over abstract conditions

Skill Matching Concept

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C – Skill Matching Process

How the Matching Works

company youth

create a profile go through scenarios go public search for jobs

matching

create a profile enter a job offer rate how criteria apply search for candidates

matching

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>70% >35% >50%

A Look at the Matching Process

Skill 1

68%

Skill 2

32%

kill 3

85%

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Skill Discovery: Example

Setting: Staff Room: You see lockers, 2 tables and a small kitchen unit with a coffee maker on it. 5 People – all dressed in the same kind of t-shirt - are sitting on chairs in a semi-circle. One man – dressed in jeans and shirt with a tie - is standing in the middle. Man standing in the middle (friendly and enthusiastic): “I am happy to welcome you to this meeting! As the new manager of this branch I’m going to set a few new rules around here. First of all please call me Mike instead of Mr. Turner. We are all in the same boat here so I welcome every idea to improve processes! Besides I want you to work more independently. I’m not going to stand behind you all the time to tell you how to do things and what to do next. But that doesn’t mean that you can all relax and chill now. No! I want you to give your best all the time! From now on you will have the opportunity to become employee of the month, which is rewarded with a picture of you in the front of the shop and a little extra money. (Looks at his clipboard for a moment) Ah yes, as you probably know, I had to dismiss Sara last week. Sooo that is why I need you (pointing at you) to take over her shift tomorrow morning. ”

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Skill Discovery: Example

Possible Reaction Sub- Criterion Main Criterion Although I had nothing special planned for tomorrow morning I just don’t want to be forced to work on such short notice so I tell my boss I can’t take over the shift. Willingness to work at short notice Flexibility Sara was my best friend at work so I am very upset that the new manager fired her. I just can’t hide my anger and tell him how I feel about it immediately. Ability to control their

• wn feelings

Emotional stability I think it’s inappropriate to call my boss by his first name. It’s not good that he wants us all to be one the same level. Favour traditional roles Traditional/ structured Well, I don’t know how this new hierarchy structure is going to work out, but I always like to try something new. Willingness to try something new Flexibility Employee of the month? I will never get that title and then the new manager is going to fire me. Self- Confidence Emotional stability Oh I like his idea with the employee of the month! The

• pportunity to earn a certain status and the extra money

motivates me. Favour material and financial possessions Traditional/ structured

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D – Next Steps and Final Discussion

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Next Steps

• Usability
• Acceptance
• Awareness

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Final Discussion

Any additional comments, feedback or questions?

Contact

• Prof. Dr. Marc Beutner

Tel: +49 (0) 52 51 / 60 - 23 67 Fax: +49 (0) 52 51 / 60 - 35 63 E-Mail: marc.beutner@uni-paderborn.de Anna Rüscher Tel: +49 (0) 52 51 / 60 - 50 10 Fax: +49 (0) 52 51 / 60 - 35 63 E-Mail: anna.ruescher@uni-paderborn.de Universität Paderborn Department Wirtschaftspädagogik Lehrstuhl Wirtschaftspädagogik II Warburger Str. 100 33098 Paderborn http://www.upb.de/wipaed http://smart.eduproject.eu

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