New skills and jobs and new skills network

Anne Potters, Senior Consultant, CINOP (NL) - www.leonardodavinci.nl

Paul Guest, Consultant in European Project Management (UK) - www.orientra.org

Jahrestagung der NA beim BIBB zum

Programm für lebenslanges Lernen 2011

Thematische Foren

NEW SKILLS FOR NEW JOBS



Introduction

Consultant in

European Project

Management



Rethink Needed



European Perspective

• Agenda for New Skills and Jobs

• Flagship… part of Europe 2020

• 75% of working-age population (20-64) in work

• Broad range of actions:

– stepping up reforms to improve flexicurity;

– equipping people with the right skills;

– improving the quality of jobs and working conditions;

– improving conditions for job creation.



European Perspective

New Skills for New Jobs Initiative (NSNJ)

EC Communication and Workplan (NSNJ)

Five general objectives (Roadmap 2010):

Skills Agenda

Integrated

into Europe

2020

Empowerment

through Lifelong

Learning and

through

Acquisition of

the Right Mix of

New Skills

Anticipating

Future Skills

Challenges

Matching Skills

and Jobs:

Bridging the

Gap between

Education,

Training and

Employment

Open up

to Talent:

clear rules on

transparency;

exchange of

skills shortage

data



New Skills Network

LLP supports skills matching and upgrading

Facilitate the development of more projects,

and more relevant projects

Impact on new policy developments

Seminars

(including national

spin-off events)

Best Practice

Projects

(ADAM Database)

NSN Book

(5 chapters)



New Skills Network

Skills Forecasting

Masterclass

Prof. Rob Wilson

Budapest (June 2011)



New Skills Network

• most countries have systems for skills anticipation although they vary greatly in sophistication and detail

• shift in the objectives from manpower planning to more general assessment to inform all labour market participants

• systems are becoming more sophisticated and complex, there is a clear trend to combine methods

• the case for a pan-European system for skill needs anticipation is generally accepted and Cedefop work has begun, to fill this gap

• more remains to be done - various initiatives underway, including the EU Skills Panorama.



Bridging the Skills Gap

“bringing together sectoral actors and

learning development professionals,

to share knowledge and experience,

to build partnerships and to develop

solutions relevant to changing

sectoral skills needs”




Incentives for Skills

Development and Skills

Upgrading for Individuals

and Employers




Bringing Education,

Training and Work

Closer Together




Developing the Right

Mix of Skills




Better Anticipating Future

Skills Needs




ERASMUS

35%

LEONARDO

DA VINCI

65%



Participating Projects

From Farm to Fork

Partners from 7 European countries worked together

to develop a training programme on food safety,

able to meet increasing European demands for

health, hygiene and safety in the food sector.

Adopting a “farm to fork” approach, target

beneficiaries included veterinary practitioners

alongside chemical, agricultural and food engineers.




Needs Analysis for SMEs

Partners from 5 European countries targeted the

transfer, updating and improvement of existing

“training needs analysis” methods and practices.

Covering both organisational and individual

needs analysis, target beneficiaries were

senior managers with specific responsibility

for employee training provision.




Biotechnology Skills

Targeting increased University-Industry

cooperation, partners from 7 European

countries worked together to develop a common

skills profile for Biotechnology graduates.

Incorporating both occupational and soft skills,

the enhanced skills profile targeted improved

responsiveness, in Higher Education, to the

needs of industry and the future labour market.




The Call of Nature

Targeting increased collaboration between VET

and microenterprises working in rural and

nature-based industries, partners from 7

European countries worked together to identify

innovative examples of successful cooperation.

Identified examples are used as “success stories”,

to promote continuing cooperation and joint

skills development activity in the sector.




Entrepreneurship Skill

Targeting the modernisation of Higher Education,

partners from 5 European countries encouraged

increased cooperation between the business and

Higher Education sectors in order to facilitate

graduate transition to the labour market, with a

particular focus on increased entrepreneurship skill.

Joint research and consultancy activity led to

development of a competencies assessment

package supporting tutors and other staff working on

student development plans.



Budapest Conclusions

1. Help to prepare companies

(and managers) for change.

o improve strategic planning in companies

o provide incentives for companies

o lifelong learning for managers




2. Use online technologies to

facilitate skills development

in the workplace.

o low cost (use existing tools)

o involve employers in tools development

o promote “community” learning & communities of trust




3. Make VET more attractive

to young people.

o promote peer learning and teamwork

o blend theory with “hands-on” practice

o actively promote the skills required for certain jobs




4. Manage and extend the

range of actors that are

involved in apprenticeships.

o quality of the hosting company

o try to involve SMEs

o encourage job rotation in companies




5. Produce “flexible” workers

able to meet changing skills

demands.

o make education relevant to the labour market

o promote adaptability and transferability

o anticipate demand and keep skills updated




6. Base all new qualifications

on “learning outcomes”.

o adopt a bottom-up approach (employer policy)

o create a common skills currency (education et al)

o partnership working (education, companies, sectors)




7. Better promotion of a

changing labour market.

o different priorities for different audiences

o improve awareness of “skills needs anticipation”

o involve employers




8. Develop “t-shaped”

employees.

o balance „occupational‟ and „soft‟ skills

o include learning beyond formal institutional settings

o develop “t-shaped” curricula



Questions?

Full report on the “Bridging the Skills Gap” event

(Budapest, 9-10 June 2011) available at:

www.newskillsnetwork.eu/page/seminar_hungary

Images used with permission from Microsoft. Copyright © Microsoft Corporation and/or its suppliers.

New skills and jobs and new skills network

Education

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