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International project Instrument for competenceanalysis and - - PowerPoint PPT Presentation
International project Instrument for competenceanalysis and - - PowerPoint PPT Presentation
International project Instrument for competenceanalysis and -creation, EU-financed State of affairs Number of unemployed people in the European Union and the Euro-zone November 2011 until November 2012 (in million; seasonally adjusted)
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Eurostat:
Unemployment rate of the Euro-Zone in November 2012 at 11,8 Prozent
4,5 5,1 5,4 5,6 6,7 6,9 7,4 7,4 7,8 7,9 7,9 8,1 9,5 9,6 10,5 10,6 10,7 10,9 11,1 11,8 12,4 12,5 14 14,1 14,5 14,6 16,3 26 26,6 5 10 15 20 25 30
Unemployment rate in November 2012, seasonally adjusted *September 2012 **Oktober 2012 ***Q3 2012
%
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Target group severely disabled people
http://statistik.arbeitsagentur.de/Statischer- Content/Arbeitsmarktberichte/Personengruppe n/generische-Publikatione http://statistik.arbeitsagentur.de/Statischer- Content/Arbeitsmarktberichte/Personengruppe n/generische-Publikationen/Schwerbehinderte- 2013.pdf (heruntergeladen am 16.06.2013
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Resources for rehabilitation measures constantly shortened
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Carried together by Prof. Sell
The development of the inclusiontitle for the JobCenter Development of the nominal-actual outlay for inclusion resources
*Ist- Ausgaben auf Basis der Vorjahre geschätzt
Quelle: O-Ton Arbeitsmarkt
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Acquisition of model-companies 2011 und 2012
Difficulties to generate connection ability Good workload of the companies Many projects simultaneously for example to the demography Administrations did not see sense and purpose, keyword: Why should our executives be interested in such an instrument Existing furtherances should not be raised to question No resonance in different forums at the XING Network nevertheless
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Acquistion of model-companies 2011 und 2012
Connection ability about Contacts to educational providers using the network of the executives Response to management and executives to whom are existing connections Contactcare to emloyees of benefactors who are in direct contact to the EWIBO Proving in the partnerorganisations of the EWIBO
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Realised measurements
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Target groups
Promoted people according to § 16e SGB II Integrationdepartment for target group employees After rehearsel employment for disabled people Projectbusiness at educational providers with longtime unemlpoyed people who are difficult to place Industry: experimentel process out of the promotion landscape
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Results for the projekt
Resistances of the authorities Potentials for the authorities
The inspection of existing furtherances High time exposure They do not measure on thier own Acceptance of the results A detailed discription of the workplace is present The requirements to the employees are formulated distinct The calculation of the furtherance is special and individual A progress can be documented Reqirements to the employer and to the employee for the progress are defined and verifiable The futherances will be fitted to the person and the workplace The external consultant calculates the extent of the furtherance and stays neutral at the cometence analysis
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Results for the projekt
Potentials for the target group Resistances of the target group
They have knowledge of the analysis before: Transparency The suggestions for the competence development are moving in a realistic frame The procedure is transparent The disability itself is less important in the conversation than the competences that are shown, because the disability was discussed and analysed before Estimation Open dialogue with the executive The fear of lossing the furtherance and the workplace The fear of PE measures, espacially trainings The loss of the estimation by the executive The fear of the unknown analysis and the person of the consultant
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Results for the projekt
Potentials for the executive/company Resistances of the executive/company
They have knowledge of the analysis before: Transparency The suggestions for the competence development are moving in a realistic frame The procedure is transparent Support of a neutral consultant: the discussion is moderated Potency oriented dialogue Open dialogue with the employee Time exposure Enrichment of work To be wrongly valued as executive The loss of confidence of the employee The loss of reference values to regular employment at permanent furtheranced people
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Results for the projekt
Chances Risks
Sparing effort of public finances The competence at the workplace is focused, not the disability or the placement barrier Dialogue between employee and executive is initiated Moderated measuring and evaluation by external consultans is less work for the executives and steals no time of the administration employess Potency oriented dialogue Effect on permanent emloyment is assumed Time exposure The procedure is not admitted at the calculation integration payments at moment The procedure is not qualified for the integration of unemployed without internships and probational employment, because there is no statement of the distance at the employment market Furtherances, granted and based on the „distance to the employment markett“ , may be questioned Functional competences should be more regarded
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Future prospects
Development of an analysis that also fits at the access of the employment market Adjustment of the actual instrumentes acording to the employment market Entry and follow analysis are in need of political support, the acquise amount of the consultant should not be the main work Implementation of the consecutivly coordinated instruments into the landscape of furtherances Required is a support of the adaptation and assistance of the implementation by employee market actors
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Customer Responces
Master XY(Projektmitarbeiter): „That was good, wen never talked about that this way before.“ Employee industry: „Now I know how I am regarded.“ Executive industry: „It was very interesting für me to notice when self awareness and awareness of other differ.“ Social worker (Project employee): „…unfamiliar to talk in a such decidely way about work.“ Employee of an integration company: „A really great employment!“ Employee IT: „Without that help I`ll never be employed!!“ Dear Mrs. Schmeinck, both the analysis and the evaluation of the questionaires has pointed out several starting points how employees get to know their competences better and achive development in close collaboration to their executives. A planed second zweite questionaire is not suitable at the moment, because the gained insights have to enter our production business over a long time period. Thank You very much again for the intensive and competent support and the very pleasant cooperation. Best Regards Dr.-Ing. Jörg Detering
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