Multi ltiplie lier Event in Dunde dee Skill Matching Assistance and Reporting Tool (2015-RO01-KA205-022891) Multiplier Event in Dundee, UK 15 th of June 2017 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)
The SMART Team 2
Workshop Overview A – The SMART Project B – Skill Matching Concept C – Skill Matching Process D – Next Steps and Final Discussion 3
A – The SMART Project 4
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 5
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 … focus on social and self-competencies Youth will have full control over their profile … complex matching mechanism … which is able to match the profiles of youth with possible job positions 6
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 … focus on social and self-competencies … ability to create job profiles of employers … matching of the profiles to find a perfect match … available to youth workers 7
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 8
B – Skill Matching Concept 9
Skill Matching Concept B1: Literature Review B2: Interviews with employers 10
B1: Literature Review Methodology 11
B2: Interviews Objectives 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 12
Methodology • Semi-structured interviews • University of Dundee Research Ethics Committee approval • Sample: 60 employers in the UK and GermanY 13
Skill Matching Concept SKILLS S1: Flexibility S2: Communication Sub-Criterion 1 Willingness to work at Ability to understand short notice other’s and express own intentions Sub-Criterion 2 Ability to change from Ability to express one exercise to clearly and precisely another Sub-Criterion 3 Willingness to try Willingness to give something new response/ feedback and to ask questions 14
Skill Matching Concept TRAITS T1: Emotional T2: Conscientiousness stability Sub-Criterion 1 Self-confidence Sense of Responsibility Sub-Criterion 2 Ability to control own Neatness/ feelings Thoroughness Sub-Criterion 3 Ability to cope with Willingness to achieve stressful situations effective performance 15
Skill Matching Concept PREFERENCE P1: Traditional and/or P2: Realistic (RIASEC) structured Sub-Criterion Prefer material and Prefer physical work 1 financial possessions Sub-Criterion Prefer clear instructions Have down-to-earth- 2 mentality Sub-Criterion Prefer traditional roles Prefer concrete over 3 abstract conditions 16
C – Skill Matching Process 17
How the Matching Works matching matching youth company create a profile create a profile go through scenarios enter a job offer go public rate how criteria apply search for jobs search for candidates 17
A Look at the Matching Process Skill 1 68% >50% Skill 2 32% >35% kill 3 85% >70% 18
Skill Discovery: Example Setting: Man standing in the middle (friendly and enthusiastic): Staff Room: You see lockers, 2 tables and a small kitchen unit with a coffee “ I am happy to welcome you to this meeting! As the new manager of this branch maker on it. 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 5 People – all dressed in the same kind of t-shirt - are sitting on chairs in a improve processes! Besides I want you to work more independently. I’m not going semi-circle. One man – dressed in jeans and shirt with a tie - is standing in the to stand behind you all the time to tell you how to do things and what to do next. middle. 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. ” 19
Skill Discovery: Example Possible Reaction Sub- Main Criterion Criterion Although I had nothing special planned for tomorrow Willingness Flexibility morning I just don’t want to be forced to work on such short to work at notice so I tell my boss I can’t take over the shift. short notice Sara was my best friend at work so I am very upset that the Ability to Emotional new manager fired her. I just can’t hide my anger and tell him control their stability how I feel about it immediately. own feelings I think it’s inappropriate to call my boss by his first name. It’s Favour Traditional/ not good that he wants us all to be one the same level. traditional structured roles Well, I don’t know how this new hierarchy structure is going Willingness Flexibility to work out, but I always like to try something new. to try something new Employee of the month? I will never get that title and then the Self- Emotional new manager is going to fire me. Confidence stability Oh I like his idea with the employee of the month! The Favour Traditional/ opportunity to earn a certain status and the extra money material and structured motivates me. financial possessions 20
D – Next Steps and Final Discussion 22
Next Steps • Usability • Acceptance • Awareness 23
Final Discussion Any additional comments, feedback or questions? 24
Contact Universität Paderborn Prof. Dr. Marc Beutner Department Wirtschaftspädagogik Tel: +49 (0) 52 51 / 60 - 23 67 Lehrstuhl Wirtschaftspädagogik II Fax: +49 (0) 52 51 / 60 - 35 63 Warburger Str. 100 E-Mail: marc.beutner@uni-paderborn.de 33098 Paderborn Anna Rüscher Tel: +49 (0) 52 51 / 60 - 50 10 http://www.upb.de/wipaed Fax: +49 (0) 52 51 / 60 - 35 63 http://smart.eduproject.eu E-Mail: anna.ruescher@uni-paderborn.de 25
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