elearning_label_training_and_work
Projects
MENTOR
02 December 2002
It aims to give each individual gets access to knowledge through networks to dismantle inequalities on the labour market.
The fundamental effect mechanism, i.e., the 'connecting thread', of the DP MENTOR is the 'Life Cycle' described in the following.
In this, there are two sides from which to observe this concept. From one, this life cycle illustrates the 'life' of knowledge within a learning process in society. From the other, on the individual side, all phases of lifelong learning can be found from school into late professional life and beyond. Through networking the levels, each individual gets access to know-how that helps him dismantle inequalities on the labour market that arise, for example, due to structural obstacles.
1. The projects
The life cycle of the DP MENTOR consists of four parts, which each represent individual subprojects of the DP MENTOR.
1.1 Project P1: Future-oriented company processes
For the small- and medium-size companies, the opportunity should be created to obtain an insight into future-oriented company processes. In this, especially the processes in the chain of supplier ->systems supplier -> automobile manufacturer in a global development and production landscape are being analysed. The results of this analysis shall demonstrate future demands and possibilities to the enterprises.
In order to create the possibility for SMEs to determine their position within the supplier -> system supplier ->automobile manufacturer chain, and to be able to recognize the potential for development based on trends, a structural analysis of this chain is being conducted.
For employees the opportunity shall be created to further their educations according to personal demands and needs. Thus they can strengthen their own position in the labour market through experience in a highly innovative environment.
1.2 Project P2: Strategic cooperation of companies
SMEs from the Saarland are being integrated into regional competency networks, which together develop product strategies and realize them on the market.
The goal in this is not only the usual cooperation along vertical value-added chains, but also the focusing of resources in joint product strategies. Current growth industries such as telecommunications or life sciences show that strategic cooperation and integration into networks will be key factors in the future for the viability of small companies.
The concepts proposed are aimed at sustainably securing jobs and, at the same time, at improving the opportunities of employees in a changing labour market. The individual preparation for such networked processes results in an enormous advantage for the employee of the companies involved.
1.3 Project P3: Qualification in the cooperation network
The necessary structural change in Saarland will only succeed if sufficiently qualified personnel are available for jobs that are newly created or that still must be created, and the employees adapt capabilities, knowledge and competencies permanently to the changing challenges via lifelong learning. To cope with these problems, the deployment of new learning and teaching forms is necessary, especially e-learning in hybrid learning concepts. (Illustration 2, see appendix)
With this background in mind, the structural and content assembly of a Tele-learning platform is being realized. Based on a multi-layer, holistic learning concept that integrates the use of technically innovative tools, an open and user-friendly learning platform is being created with a broad benefit spectrum (content, methods, variety, certificates, continuity of qualification levels, openness, independence from locality and time (job accompanying!).
With that, the participating organizations receive the chance to participate in the development of e-learning in different stages for the future, and to offer companies and their employees an extensive solution for qualification.
This will finally lead to an encompassing competency network in the region that will be a valuable element for the job market in overcoming inequalities. All relevant qualification-related inequalities, as it were, can be overcome.
1.4 Project P4: Qualification STARTup
In this particular project qualifications that are sought after in the job market and that can be adapted shall be integrated in the attainment of qualifications for entry to a senior technical college. The goal is to merge into the usual dual form of education or where applicable into forms of further job education. At the end of qualifying stands the final exam for entrance into a senior technical college, as well as the certificate for the additional special qualification.
Thus, students of vocational schools are already able to earn demand-oriented qualification profiles, and to strengthen their individual position on the job market.
2. The totality of the DP
The totality of the DP MENTOR is more than just the sum of its partial projects, however. For one thing, each project contributes its individual results as its share to the total result. Additionally, there are two further aspects that result in an essential added value of the DP MENTOR as an entity when compared to the sum of the added value of the parts:
- Interaction of the projects from a superior point of view
- Synergy potential.
In this, there are two sides from which to observe this concept. From one, this life cycle illustrates the 'life' of knowledge within a learning process in society. From the other, on the individual side, all phases of lifelong learning can be found from school into late professional life and beyond. Through networking the levels, each individual gets access to know-how that helps him dismantle inequalities on the labour market that arise, for example, due to structural obstacles.
1. The projects
The life cycle of the DP MENTOR consists of four parts, which each represent individual subprojects of the DP MENTOR.
1.1 Project P1: Future-oriented company processes
For the small- and medium-size companies, the opportunity should be created to obtain an insight into future-oriented company processes. In this, especially the processes in the chain of supplier ->systems supplier -> automobile manufacturer in a global development and production landscape are being analysed. The results of this analysis shall demonstrate future demands and possibilities to the enterprises.
In order to create the possibility for SMEs to determine their position within the supplier -> system supplier ->automobile manufacturer chain, and to be able to recognize the potential for development based on trends, a structural analysis of this chain is being conducted.
For employees the opportunity shall be created to further their educations according to personal demands and needs. Thus they can strengthen their own position in the labour market through experience in a highly innovative environment.
1.2 Project P2: Strategic cooperation of companies
SMEs from the Saarland are being integrated into regional competency networks, which together develop product strategies and realize them on the market.
The goal in this is not only the usual cooperation along vertical value-added chains, but also the focusing of resources in joint product strategies. Current growth industries such as telecommunications or life sciences show that strategic cooperation and integration into networks will be key factors in the future for the viability of small companies.
The concepts proposed are aimed at sustainably securing jobs and, at the same time, at improving the opportunities of employees in a changing labour market. The individual preparation for such networked processes results in an enormous advantage for the employee of the companies involved.
1.3 Project P3: Qualification in the cooperation network
The necessary structural change in Saarland will only succeed if sufficiently qualified personnel are available for jobs that are newly created or that still must be created, and the employees adapt capabilities, knowledge and competencies permanently to the changing challenges via lifelong learning. To cope with these problems, the deployment of new learning and teaching forms is necessary, especially e-learning in hybrid learning concepts. (Illustration 2, see appendix)
With this background in mind, the structural and content assembly of a Tele-learning platform is being realized. Based on a multi-layer, holistic learning concept that integrates the use of technically innovative tools, an open and user-friendly learning platform is being created with a broad benefit spectrum (content, methods, variety, certificates, continuity of qualification levels, openness, independence from locality and time (job accompanying!).
With that, the participating organizations receive the chance to participate in the development of e-learning in different stages for the future, and to offer companies and their employees an extensive solution for qualification.
This will finally lead to an encompassing competency network in the region that will be a valuable element for the job market in overcoming inequalities. All relevant qualification-related inequalities, as it were, can be overcome.
1.4 Project P4: Qualification STARTup
In this particular project qualifications that are sought after in the job market and that can be adapted shall be integrated in the attainment of qualifications for entry to a senior technical college. The goal is to merge into the usual dual form of education or where applicable into forms of further job education. At the end of qualifying stands the final exam for entrance into a senior technical college, as well as the certificate for the additional special qualification.
Thus, students of vocational schools are already able to earn demand-oriented qualification profiles, and to strengthen their individual position on the job market.
2. The totality of the DP
The totality of the DP MENTOR is more than just the sum of its partial projects, however. For one thing, each project contributes its individual results as its share to the total result. Additionally, there are two further aspects that result in an essential added value of the DP MENTOR as an entity when compared to the sum of the added value of the parts:
- Interaction of the projects from a superior point of view
- Synergy potential.
Articles
An e-Learning Programme for South Yorkshire
02 December 2002
A six-year e-Learning Programme aims to boost learning and skills in South Yorkshire from 2002 to 2007 by helping more people to be trained on computers at school, college, home, work and in the community. The e-sy.info Programme is being co-ordinated through a partnership of the four Local Authorities of Barnsley, Doncaster, Rotherham and Sheffield as well as the Learning and Skills Council (LSC) South Yorkshire.
Although investment in ICT infrastructure plays a major role in the project, training and helping people access high quality education is the priority of e-sy.info . Christine Lewis, Project Director said “we are training our teachers to use this new technology to transform the way they can deliver the curriculum. We are putting a learning environment into libraries and small local businesses to make this learning available to people who do not have access to computers.”
Through this initiative, over £50m will be spent on computer infrastructure, ICT training and skills training. Over 140 educational and training institutions will be upgraded with laptops and computers and networked using wireless technology.
The project aims to help 37,000 people to access e-learning, and 270 trainers will be trained. Also, Computer learning centres and pods (dedicated learning modules) will be provided to small businesses.
Although investment in ICT infrastructure plays a major role in the project, training and helping people access high quality education is the priority of e-sy.info . Christine Lewis, Project Director said “we are training our teachers to use this new technology to transform the way they can deliver the curriculum. We are putting a learning environment into libraries and small local businesses to make this learning available to people who do not have access to computers.”
Through this initiative, over £50m will be spent on computer infrastructure, ICT training and skills training. Over 140 educational and training institutions will be upgraded with laptops and computers and networked using wireless technology.
The project aims to help 37,000 people to access e-learning, and 270 trainers will be trained. Also, Computer learning centres and pods (dedicated learning modules) will be provided to small businesses.
Projects
Kennislift
02 December 2002
The project is involved in strenghtening the position of employed people.
Working together results in a strong partnership which can strongly contribute to the solution of the problem. Aim: improve the position of underqualified personel and targetgroups (especially immigrants), combined with other personel (accepting low-level jobs) in terms of discrimination, by offering education as qualified ICT-manager. Within this project the DP targets on positions in the ICT within smallers enterprises (SME).
Due to availibility of new technologies, this position is more and more needed, which creates many chances for the target group. The target group itself is involved through Werklijn and region activities of the Union.
The aim of the DP is to improve the position of underqualified personel and targetgroups on the market of employment in terms of discrimination, through a training for qualified ICT-manager.
Through this project the DP intents to realize a training- and stimulationprogram which enables the upgrading of the underqualified employees in the SME in combination with the improvement of the position of employees, who now accept jobs beneath their workinglevel (especially immigrants and women).
The activities consist of: development of a combined approach, combined acquisition of participants; management of the execution; accept the endresults in the own work- and stimulationprograms and execute transnational partnership.
Due to availibility of new technologies, this position is more and more needed, which creates many chances for the target group. The target group itself is involved through Werklijn and region activities of the Union.
The aim of the DP is to improve the position of underqualified personel and targetgroups on the market of employment in terms of discrimination, through a training for qualified ICT-manager.
Through this project the DP intents to realize a training- and stimulationprogram which enables the upgrading of the underqualified employees in the SME in combination with the improvement of the position of employees, who now accept jobs beneath their workinglevel (especially immigrants and women).
The activities consist of: development of a combined approach, combined acquisition of participants; management of the execution; accept the endresults in the own work- and stimulationprograms and execute transnational partnership.
Projects
JobRotation-Neue Wege z. berufl. Bildung durch Weiterentwicklung d. Instrumentes
01 December 2002
JobRotation is an instrument for making a contribution,via employment policy, towards the creation of equal opportunities for men and women, combating racism and xenophobia.
.JobRotation projects have had little experience. To date, the preferred target groups for further training were mostly young and middle-aged skilled workers and managers. The so-called ‘losers’ in the industrial modernisation processes – these include female, foreign and older employees on the one hand and – running across these categories – unskilled and semi-skilled workers on the other – have only very rarely been specifically targeted in further training concepts.
It is, however, their job security that is particularly under threat. This also applies to the so-called second-threshold youth as potential substitutes. JobRotation needs to be much more broadly employed as an instrument of targeted personnel development for these specific target groups as well, in order to offset the lack of skilled labour. Here, there is a considerable need for action and information.
A further development of JobRotation in this direction includes the aim of achieving rotation numbers relevant for the labour market. Companies are overtaxed by the demands arising from participation in JobRotation projects. A professional, external project management with a sufficient range of capabilities for interested SMEs is an absolute necessity.
This includes above all the creation of a network among the companies in a region, i.e. a process-oriented structure of absolutely necessary multipliers, training facilities, suppliers of substitutes etc. and their coordination in order to match supply and demand. The basis for this is recruitment, training requirements analysis, conception and organisation of training, counselling, mentoring and coaching as well as event management and marketing.
A solution to the problem of project management is all the more pressing the more new institutions there are which, unfamiliar with JobRotation, implement JobRotation projects within the framework of their own programmes in Germany and even take on multiplier functions.
It remains to be seen whether the above-mentioned plans to provide JobRotation a legal and regulatory basis will properly absorb these experiences.
It is, however, their job security that is particularly under threat. This also applies to the so-called second-threshold youth as potential substitutes. JobRotation needs to be much more broadly employed as an instrument of targeted personnel development for these specific target groups as well, in order to offset the lack of skilled labour. Here, there is a considerable need for action and information.
A further development of JobRotation in this direction includes the aim of achieving rotation numbers relevant for the labour market. Companies are overtaxed by the demands arising from participation in JobRotation projects. A professional, external project management with a sufficient range of capabilities for interested SMEs is an absolute necessity.
This includes above all the creation of a network among the companies in a region, i.e. a process-oriented structure of absolutely necessary multipliers, training facilities, suppliers of substitutes etc. and their coordination in order to match supply and demand. The basis for this is recruitment, training requirements analysis, conception and organisation of training, counselling, mentoring and coaching as well as event management and marketing.
A solution to the problem of project management is all the more pressing the more new institutions there are which, unfamiliar with JobRotation, implement JobRotation projects within the framework of their own programmes in Germany and even take on multiplier functions.
It remains to be seen whether the above-mentioned plans to provide JobRotation a legal and regulatory basis will properly absorb these experiences.
Projects
Regionales Netzwerk Südpfalz - Kompetenz für regionale KMU
01 December 2002
The project aims at setting-up of a network structure between the different operative and strategic partners to improve the qualifications of the employed in the region.
The project “User-oriented learning educational networks for the region – Regional educational forum” is concerned mainly with the improvement of the cooperation between the regional institutions of education with regard to an optimum user orientation.
Among others the following steps are planned:
-The setting-up of a web-based information platform, which includes offers of the regional educational institutions, improvement of the educational consultation,
-offers of continuing education for multipliers,
-setting-up of trans-regional communication forums.
A close link with the above outlined project is planned. The CJD Maximiliansau is a strategic partner in the DP “Regions in the process of learning” and does not receive any funds from this source.
The same applies for the AWW in the development partnership. Partners of the DP participate within the Interreg II project to support the development of the border region Southern Palatine, Baden and Alsace (Pamina). Besides the setting-up of cross-border consulting activities and several infrastructure projects, other projects in the field job qualification have been started. It is planned to take on Pamina as a strategic partner into the DP.
Further links exist in the cooperation between the further education institutions and regional committees fostering an improved profiling of the supply of job qualifications, particularly with the target of qualification for the unemployed. The DP is prompted and started by an initiating group consisting of the University of Landau, the trade association and the equal opportunities officer of Germersheim and the CJD Maximiliansau.
The group of initiators has outlined four development and sub-projects which shall be realised within the framework of the DP. These enclose the development of new instruments and quality procedures as well as the testing and realisation as example.
The 4 sub-projects are:
1. Determination of competence profiles
2. Integration server
3. Competence management for SME
4. Made-to-order, demand-oriented forms of integration and qualifying
Among others the following steps are planned:
-The setting-up of a web-based information platform, which includes offers of the regional educational institutions, improvement of the educational consultation,
-offers of continuing education for multipliers,
-setting-up of trans-regional communication forums.
A close link with the above outlined project is planned. The CJD Maximiliansau is a strategic partner in the DP “Regions in the process of learning” and does not receive any funds from this source.
The same applies for the AWW in the development partnership. Partners of the DP participate within the Interreg II project to support the development of the border region Southern Palatine, Baden and Alsace (Pamina). Besides the setting-up of cross-border consulting activities and several infrastructure projects, other projects in the field job qualification have been started. It is planned to take on Pamina as a strategic partner into the DP.
Further links exist in the cooperation between the further education institutions and regional committees fostering an improved profiling of the supply of job qualifications, particularly with the target of qualification for the unemployed. The DP is prompted and started by an initiating group consisting of the University of Landau, the trade association and the equal opportunities officer of Germersheim and the CJD Maximiliansau.
The group of initiators has outlined four development and sub-projects which shall be realised within the framework of the DP. These enclose the development of new instruments and quality procedures as well as the testing and realisation as example.
The 4 sub-projects are:
1. Determination of competence profiles
2. Integration server
3. Competence management for SME
4. Made-to-order, demand-oriented forms of integration and qualifying
Projects
Netzwerk für Beschäftigung, Innovation und Nachhaltigkeit
01 December 2002
The objective of the project is to determine both the qualifications required for the jobs to be done and the changes requiring qualifications and provide them.
The objective of the project is to generate demand-oriented adaptation of qualifications within a flexible system.
This occurs individually and, in particular on the job, whereby methods and didactics of learning by experience are applied so that the existing knowledge of the employees may be made available to other employees, including those who are to be newly appointed.
The intended target groups are multipliers and older employees in SMEs.
The investigation into the process-oriented qualification requirements is to be expanded to include the general requirements for specialised and key qualifications in SMEs, and the results transferred into the design and implementation of flexible labour market policy development measures.
The results are also incorporated into concrete qualification measures, e.g. into the promotion of retraining and career development for unemployed women, and semiskilled and unskilled workers in order to increase their employability and to help integrate them into the labour market.
·Business school
One of the specific objectives of this project concept is to promote adaptability, career development and the entry of men and women into managerial positions in SMEs, with further options for independent entrepreneurial activity.
In the Gotha Region, a disproportional number of men and women with engineering qualifications are unemployed or have jobs which do not correspond with their qualifications, moreover the proportion of women in this target group is also higher. Ideally, this potential would be used to cover the observed lack of managers in the region.
A concept for a "business school" has been developed for the purpose of preparing people for management tasks in a high standard but non-school and non-university manner on a regular basis. This will also provide for businesses to be founded where there are feasible ideas.
-Strategy of target-oriented development of innovative potential for promoting the adaptability of SMEs in the Gotha Region
The ability of SME's to innovate is to be promoted and the above-mentioned qualification strategy is to be supported long-term by suitable organisational and personnel development instruments and structures, and by quality assurance. The innovative potential for strengthening the IundC technologies is also to be promoted, and the adaptation to modern control and production processes implemented.
·Organisational and personnel development in SMEs
Suitable methods and instruments for organisational and personnel development are to be implemented in order to stabilise the sustainability of the qualification strategy for developing and adapting the human capital in SMEs, and to secure this by structural and organisational means. SMEs frequently do not have the option of making the necessary adaptations to the modernisation of the markets and their human resources in a flexible and up-to-date manner.
This tends to happen within the framework of the so-called supply and demand relation and lags behind the development required. In this case, implementing models and instruments of modern organisational and personnel development which are tailor-made for the individual company stabilises the employable development of the human capital and secures the future viability of the company. Aspects of the quality assurance, diversity management and the implementation of flexible working hour models are also provided here.
·Ability to innovate in SMEs
The ability to innovate is an important strategy for SMEs to adapt to changed economic and technical conditions. Innovations are conceived in people's brains. The abilities required for this are developed and practised in psychologically and pedagogically designed innovation training.
Nowadays, innovations are based on the reliable and creative application of modern IundC technologies. With the aid of special models, we are therefore imparting and strengthening particularly those abilities which facilitate network-supported work and cooperation because the greatest innovation potential of IundC lies in networking.
Innovation also requires stimulating input from the scientific community. We are therefore creating models which link SMEs and universities.
This is especially important because there are not any research institutions located in the Gotha economic region, and the relevant contacts have been inadequate up to now.
Innovation is not a new topic. We are therefore using the existing experience and approaches to solutions of our transnational partners in Newcastle, and are applying them to our actual conditions.
3.Strategies of regional accompanying, promotional and supportive structures
The network of the Development Partnership is to be brought together with the aid of IT, and developed for long-term and sustainable use and effectiveness. The common topics of the EQUAL project are to be developed, and the actions and effects integrated into the part projects of the DP.
·Network in the Internet
The results, instruments and systems of each of the part projects are brought together in an Internet-supported network and thus made available for the use of all participants and interested parties. In this way, a network is created which improves the existing structures of labour market and training policies, and the networking of employment strategies. The information can be selectively accessed in a type of "construction kit", and can thus be used to further strengthen the qualification strategies and regional development capability.
·Intercultural activities and equality of opportunity
The DP Go-Net will bring common topics for eliminating inequalities to fruition by means of several projects which will incorporate elements for combating racism and xenophobia, and for equality of opportunity for men and women, the activities of this project will influence the individual actions and objectives of the part projects. This will also ensure that the common topics are included in all fields of activity on the communication and decision levels, and that they can be sustainably implemented in the regional network and the target group work.
This occurs individually and, in particular on the job, whereby methods and didactics of learning by experience are applied so that the existing knowledge of the employees may be made available to other employees, including those who are to be newly appointed.
The intended target groups are multipliers and older employees in SMEs.
The investigation into the process-oriented qualification requirements is to be expanded to include the general requirements for specialised and key qualifications in SMEs, and the results transferred into the design and implementation of flexible labour market policy development measures.
The results are also incorporated into concrete qualification measures, e.g. into the promotion of retraining and career development for unemployed women, and semiskilled and unskilled workers in order to increase their employability and to help integrate them into the labour market.
·Business school
One of the specific objectives of this project concept is to promote adaptability, career development and the entry of men and women into managerial positions in SMEs, with further options for independent entrepreneurial activity.
In the Gotha Region, a disproportional number of men and women with engineering qualifications are unemployed or have jobs which do not correspond with their qualifications, moreover the proportion of women in this target group is also higher. Ideally, this potential would be used to cover the observed lack of managers in the region.
A concept for a "business school" has been developed for the purpose of preparing people for management tasks in a high standard but non-school and non-university manner on a regular basis. This will also provide for businesses to be founded where there are feasible ideas.
-Strategy of target-oriented development of innovative potential for promoting the adaptability of SMEs in the Gotha Region
The ability of SME's to innovate is to be promoted and the above-mentioned qualification strategy is to be supported long-term by suitable organisational and personnel development instruments and structures, and by quality assurance. The innovative potential for strengthening the IundC technologies is also to be promoted, and the adaptation to modern control and production processes implemented.
·Organisational and personnel development in SMEs
Suitable methods and instruments for organisational and personnel development are to be implemented in order to stabilise the sustainability of the qualification strategy for developing and adapting the human capital in SMEs, and to secure this by structural and organisational means. SMEs frequently do not have the option of making the necessary adaptations to the modernisation of the markets and their human resources in a flexible and up-to-date manner.
This tends to happen within the framework of the so-called supply and demand relation and lags behind the development required. In this case, implementing models and instruments of modern organisational and personnel development which are tailor-made for the individual company stabilises the employable development of the human capital and secures the future viability of the company. Aspects of the quality assurance, diversity management and the implementation of flexible working hour models are also provided here.
·Ability to innovate in SMEs
The ability to innovate is an important strategy for SMEs to adapt to changed economic and technical conditions. Innovations are conceived in people's brains. The abilities required for this are developed and practised in psychologically and pedagogically designed innovation training.
Nowadays, innovations are based on the reliable and creative application of modern IundC technologies. With the aid of special models, we are therefore imparting and strengthening particularly those abilities which facilitate network-supported work and cooperation because the greatest innovation potential of IundC lies in networking.
Innovation also requires stimulating input from the scientific community. We are therefore creating models which link SMEs and universities.
This is especially important because there are not any research institutions located in the Gotha economic region, and the relevant contacts have been inadequate up to now.
Innovation is not a new topic. We are therefore using the existing experience and approaches to solutions of our transnational partners in Newcastle, and are applying them to our actual conditions.
3.Strategies of regional accompanying, promotional and supportive structures
The network of the Development Partnership is to be brought together with the aid of IT, and developed for long-term and sustainable use and effectiveness. The common topics of the EQUAL project are to be developed, and the actions and effects integrated into the part projects of the DP.
·Network in the Internet
The results, instruments and systems of each of the part projects are brought together in an Internet-supported network and thus made available for the use of all participants and interested parties. In this way, a network is created which improves the existing structures of labour market and training policies, and the networking of employment strategies. The information can be selectively accessed in a type of "construction kit", and can thus be used to further strengthen the qualification strategies and regional development capability.
·Intercultural activities and equality of opportunity
The DP Go-Net will bring common topics for eliminating inequalities to fruition by means of several projects which will incorporate elements for combating racism and xenophobia, and for equality of opportunity for men and women, the activities of this project will influence the individual actions and objectives of the part projects. This will also ensure that the common topics are included in all fields of activity on the communication and decision levels, and that they can be sustainably implemented in the regional network and the target group work.
Projects
Agentur regionaler Netzwerke zur Beschäftigungs- und Anpassungsfähigkeit
01 December 2002
Nine industrial companies will develop new forms and models in their domain and in the cooperation form of a regional development society.
It has been the target of the project to encourage the development and integration of manpower as a challenge for the participative, intercultural and intergenerative staff management approach and to implement it regionally in order to promote employment.
The analytic potential check serves as the basis for the definition of interfaces for the individual and company-specific fields of activities and tasks. It has been the target to develop superior criteria (from the viewpoint of the companies and under consideration of regional aspects) in harmony with the individual level of manpower and the workforce to considered as potential employees.
The following fields of action have been ascertained until now for the following planned activities:
1. Assessment of modification potentials by utilisation and development of the endogenous potential of companies, entrepreneurs, management and employees.
Putting trust into one's own energy would be a decisive prerequisite for the lasting collapse of discrimination. To this end, people concerned are "collected" on the basis of a differentiated company analysis in order to jointly define the targets and to take the second step together. However, criteria must be considered under the aspect of company tasks and strategies which are currently not yet recognised but also under the aspect of the regional employment situation. The main objectives are the safeguarding of employment, the reduction of unemployment and the creation of a sound basis for competitiveness (the future prospects of the company).
To this end, participant-oriented advisory and qualification measures will be implemented in a series of partial projects under due consideration of operational processes but also with the emphasis on the procurement of labour and the training of soft skills. The Development Partnership expects the decisive impulses from definite organisation development processes and from job-organisational arrangement solutions. The "mental divergence" will be eliminated through training and the use of "gender pattern for realistic qualification".
The Development Partnership puts its emphasis on structural improvements in the staff management of the companies. The staff balance with regard to age, sex, qualification, knowledge and experiences, permanent staff and staff turnover etc. shall be used as human resource which is of prime strategic importance for the robustness of the company to be safeguarded.
Activities furthermore include individual discussions and consultations not only for the direct (corrective) problem solution but also for the definition of prospective high-quality solutions.
2. Creation of extra-company service and support structures needed to promote the adaptability of companies to fundamental development processes (such as the technological transformation) and to market requirements (e.g. the order situation). The capacity, productivity and especially the employment potential may be better exhausted through a higher rate of flexibility of the companies in the sense of "breathing companies".
The target is to develop co-operative extra-company support and service structures for this purpose which could not be developed by individual companies (namely small and medium-sized companies) on their own. ARENA will be understood as a "booster" with pilot function for accompanying the conception, implementation and acceptance of these structures in order to reach the required and long-lasting stability after promotion by EQUAL.
The range of companies with the potential right of access will be kept open from the very beginning in the sense of the horizontal mainstreaming approach. Companies in the Development Partnership have to adopt the role of a laboratory where solutions are prepared and optimised with the assistance of other partners so that said solutions may be efficiently transformed in a contemporary way.
3. Development and implementation of cooperation potentials through knowledge and method transfer Discrimination in the sector of small and medium-sized companies cannot be eliminated without the determination and the ability of co-operation. This process takes place not only through professional training but also through the collection of practical experiences and the learning from each other.
The suitable measures for preparation and implementation of this approach could be the initiation of a visiting and management programme for the managerial staff and the executives. This visiting programme would not only improve the name recognition of the individual companies but also give chances for innovative actions of workplace design. Contact will be improved and the transfer into the region will be optimised through regional benchmarking. These events will help to successively increase the sector of the participating companies.
Specific measures can be taken in parallel to adapt these efforts to the actual requirements of employees. This field of actions will pervade all measures within the sector of transnational co-operation.
4. Development of specific regional forms of labour placement and the elimination of the skilled-worker shortage
Several partial projects are touching this field of actions. The creation of a workforce pool would take place with skilled workers (mechanical and electrical companies) from company-organisational units or even directly from the job market so that company deficits and/or capacity bottlenecks may be temporarily compensated from this source.
The target is it to (re-)integrate job seeking people in the companies as rapidly and as smoothly as possible. Consequently the pool staff will be trained in the companies in compliance with comprehensive requirements of the companies and, if applicable, even on their future workplace. By reverting to essence of professionalism the general ability of manpower to get employed will be increased so that the "adherence effect" will be intentionally promoted.
This field of actions in the framework of ARENA will be supplemented by activities with regard to the management of qualification associations and with regard to the granting of assistance in order to overcome the second threshold to the job market (the step from end of training to the actual employment contract).
Another internal field of actions within the Development Partnership which enjoys preliminary priority is the issue of total quality management and the permanent evaluation including transfer of results. In fact, all fields of action, activities and partial projects will be pervaded by these criteria and procedures to be developed as Action 1 and to be agreed in a binding form.
The analytic potential check serves as the basis for the definition of interfaces for the individual and company-specific fields of activities and tasks. It has been the target to develop superior criteria (from the viewpoint of the companies and under consideration of regional aspects) in harmony with the individual level of manpower and the workforce to considered as potential employees.
The following fields of action have been ascertained until now for the following planned activities:
1. Assessment of modification potentials by utilisation and development of the endogenous potential of companies, entrepreneurs, management and employees.
Putting trust into one's own energy would be a decisive prerequisite for the lasting collapse of discrimination. To this end, people concerned are "collected" on the basis of a differentiated company analysis in order to jointly define the targets and to take the second step together. However, criteria must be considered under the aspect of company tasks and strategies which are currently not yet recognised but also under the aspect of the regional employment situation. The main objectives are the safeguarding of employment, the reduction of unemployment and the creation of a sound basis for competitiveness (the future prospects of the company).
To this end, participant-oriented advisory and qualification measures will be implemented in a series of partial projects under due consideration of operational processes but also with the emphasis on the procurement of labour and the training of soft skills. The Development Partnership expects the decisive impulses from definite organisation development processes and from job-organisational arrangement solutions. The "mental divergence" will be eliminated through training and the use of "gender pattern for realistic qualification".
The Development Partnership puts its emphasis on structural improvements in the staff management of the companies. The staff balance with regard to age, sex, qualification, knowledge and experiences, permanent staff and staff turnover etc. shall be used as human resource which is of prime strategic importance for the robustness of the company to be safeguarded.
Activities furthermore include individual discussions and consultations not only for the direct (corrective) problem solution but also for the definition of prospective high-quality solutions.
2. Creation of extra-company service and support structures needed to promote the adaptability of companies to fundamental development processes (such as the technological transformation) and to market requirements (e.g. the order situation). The capacity, productivity and especially the employment potential may be better exhausted through a higher rate of flexibility of the companies in the sense of "breathing companies".
The target is to develop co-operative extra-company support and service structures for this purpose which could not be developed by individual companies (namely small and medium-sized companies) on their own. ARENA will be understood as a "booster" with pilot function for accompanying the conception, implementation and acceptance of these structures in order to reach the required and long-lasting stability after promotion by EQUAL.
The range of companies with the potential right of access will be kept open from the very beginning in the sense of the horizontal mainstreaming approach. Companies in the Development Partnership have to adopt the role of a laboratory where solutions are prepared and optimised with the assistance of other partners so that said solutions may be efficiently transformed in a contemporary way.
3. Development and implementation of cooperation potentials through knowledge and method transfer Discrimination in the sector of small and medium-sized companies cannot be eliminated without the determination and the ability of co-operation. This process takes place not only through professional training but also through the collection of practical experiences and the learning from each other.
The suitable measures for preparation and implementation of this approach could be the initiation of a visiting and management programme for the managerial staff and the executives. This visiting programme would not only improve the name recognition of the individual companies but also give chances for innovative actions of workplace design. Contact will be improved and the transfer into the region will be optimised through regional benchmarking. These events will help to successively increase the sector of the participating companies.
Specific measures can be taken in parallel to adapt these efforts to the actual requirements of employees. This field of actions will pervade all measures within the sector of transnational co-operation.
4. Development of specific regional forms of labour placement and the elimination of the skilled-worker shortage
Several partial projects are touching this field of actions. The creation of a workforce pool would take place with skilled workers (mechanical and electrical companies) from company-organisational units or even directly from the job market so that company deficits and/or capacity bottlenecks may be temporarily compensated from this source.
The target is it to (re-)integrate job seeking people in the companies as rapidly and as smoothly as possible. Consequently the pool staff will be trained in the companies in compliance with comprehensive requirements of the companies and, if applicable, even on their future workplace. By reverting to essence of professionalism the general ability of manpower to get employed will be increased so that the "adherence effect" will be intentionally promoted.
This field of actions in the framework of ARENA will be supplemented by activities with regard to the management of qualification associations and with regard to the granting of assistance in order to overcome the second threshold to the job market (the step from end of training to the actual employment contract).
Another internal field of actions within the Development Partnership which enjoys preliminary priority is the issue of total quality management and the permanent evaluation including transfer of results. In fact, all fields of action, activities and partial projects will be pervaded by these criteria and procedures to be developed as Action 1 and to be agreed in a binding form.
Projects
ProJob Europa
01 December 2002
The project aims at developing a model for vocational training to adjust the forecoming changes.
Economic development, labour market and vocational training in East Germany are three factors which have been characterised considerably by processes of restructuring, new adjustment, adaptation and also by political necessities and obligations.
Regionally different in dimension, effects and perspective some general remarks are to be made concerning reality and tendencies of development:
1. Concerning the infrastructure wide parts of the country belong to the most modern parts of Europe. This precondition will contribute to develop regions in East Germany towards attractive regions for investment. The second positive precondition is reflected in the geographic situation of Eastern Germany in relation to the process Agenda 2000 in Europe. Eastern Germany, particularly the cross-border regions, are attractive for potential investments as an entrance to Eastern European regions. With regard to the Eastern European partners East Germany is somehow a model of transfer and integration of a country into the European Union.
2. The economic development in the new federal states is characterised by splitting of originally existing structures into small and micro-firms. Only a few larger firms have already performed processes of adaptation and develop positively towards to consolidation and growth. Regarding to the generally low economic growth there have not been considerable effects on the situation on the labour market. The firms will be obliged to resist necessities of competition on the European market which will become much more difficult with the entrance of Eastern European countries into the common market of Europe. On the other hand, this process really offers new chances for expansion and service on the new markets.
3. The mass release of labour force in the processes of readapting resulted in a decrease of the regional employment quote. unemployment in Eastern Germany is about twice as high as in the West. Interventions made by the labour authorities or the local governments, which originally should prevent social catastrophes at the beginning of the nineties, "survived" as sustainably necessary tools. In some regions this lead to a loss of efficiency in the labour market policy and to a local mentality of being beneficiary of public funding and subsidy. While the labour offices already offer funding to support mobility, local governments still have an hesitating attitude.
4. In the processes of economic restructuring and new orientation the readiness and
the ability of firms to perform vocational training in the dual system has extremely decreased. Vocational training is not considered as an instrument for staff development, it rather seems to be a factor causing (unnecessary) costs. Due to studies published by the University of Jena (Thuringia) the management of SME in Eastern Germany relies on a "never ending" potential of qualified staff on the labour market from which they could employ persons if needed.
The political strategy to offer each young person an apprenticeship is successful. But it is not "his" or “her” vocational training and the qualification achieved is in many cases no required on the labour market. Less than 50 % of all young qualified persons do not find any job after their vocational training. Integration into jobs is difficult for the young people because they do not dispose of the individually required qualification, key competencies and experience
to work in a firm.
From 2005/2006 on this negative development will decrease because of the demographic factor caused by the abrupt decline of birth rates in Eastern Germany from 1990 on. Therefore, a lack of qualified staff will develop from that time on and will lead to more investment in vocational training and junior career planning in the companies. There will be a competition on the market (headhunting will increase). New types of employees are required, apart from specific skills self steering responsibility, flexibility, mobility and communicative as well as intercultural skills are required.
5. The process of uncontrolled migration from Eastern German regions causes the impression of regions dyeing out. Indeed, this can only be avoided if individual perspectives are possible.
On the basis of the described regional tendencies the following problems can be listed for the involved regions of Western Pomerania, South West Saxony and Western Thuringia which reflect definite fields of action for the ProJob Europe strategy.
A: In average about 50 % of young people do not get a job after their initial vocational training, about 60 % of them being young women, although they mostly have better training results then the young men. About six month later the unemployment figure has been reduced by half due to the fact of migration, seasonal and underqualified jobs, withdrawal into family planning etc. rather than finding appropriate jobs or starting a new business.
B: Initial vocational training in the region is mainly some kind of mainstream offer - neither reflecting the real needs from the labour market nor the individual capabilities and competencies of the trainees. Structure, contents and methods of the training are rather old fashioned and inadequate considering the rapid economic changes of our times. By ignoring the need of know-how and technology transfer in general and the European dimension in specific, a lot of companies already now suffer from a lack of skilled workers, although there is such a high unemployment rate. Furthermore, vocational training does not sufficiently promote entrepreneurship among young people.
C: In connection with the “Agenda 2000” a lot of companies in East Germany are afraid of the liberalisation and opening of new markets in Europe. Transnational and transregional cooperation as well as export and import of goods are not very common. General management and staff development often are inadequate and a lot of companies are facing problems in finding successors. The EU enlargement in Eastern Europe contains both risks and opportunities. Many companies still have traditional contacts to the East, they easily can cope with intercultural differences, but on the other hand they are not fit for the complex competition on the European market (lack of know-how, language competencies, flexibility etc.).
D: By not being aware of their geographic and infrastructural advantages, regions in East Germany do not turn existing traditions in the field of craftsmanship, services, culture and tourism to advantage. Regional or interregional networking can hardly be found and not only due to lack of funding. It is also because of insufficient qualification and competencies, no experiences in transfer of know how and good practise and last but not least because of anxiety and mistrust.
Regionally different in dimension, effects and perspective some general remarks are to be made concerning reality and tendencies of development:
1. Concerning the infrastructure wide parts of the country belong to the most modern parts of Europe. This precondition will contribute to develop regions in East Germany towards attractive regions for investment. The second positive precondition is reflected in the geographic situation of Eastern Germany in relation to the process Agenda 2000 in Europe. Eastern Germany, particularly the cross-border regions, are attractive for potential investments as an entrance to Eastern European regions. With regard to the Eastern European partners East Germany is somehow a model of transfer and integration of a country into the European Union.
2. The economic development in the new federal states is characterised by splitting of originally existing structures into small and micro-firms. Only a few larger firms have already performed processes of adaptation and develop positively towards to consolidation and growth. Regarding to the generally low economic growth there have not been considerable effects on the situation on the labour market. The firms will be obliged to resist necessities of competition on the European market which will become much more difficult with the entrance of Eastern European countries into the common market of Europe. On the other hand, this process really offers new chances for expansion and service on the new markets.
3. The mass release of labour force in the processes of readapting resulted in a decrease of the regional employment quote. unemployment in Eastern Germany is about twice as high as in the West. Interventions made by the labour authorities or the local governments, which originally should prevent social catastrophes at the beginning of the nineties, "survived" as sustainably necessary tools. In some regions this lead to a loss of efficiency in the labour market policy and to a local mentality of being beneficiary of public funding and subsidy. While the labour offices already offer funding to support mobility, local governments still have an hesitating attitude.
4. In the processes of economic restructuring and new orientation the readiness and
the ability of firms to perform vocational training in the dual system has extremely decreased. Vocational training is not considered as an instrument for staff development, it rather seems to be a factor causing (unnecessary) costs. Due to studies published by the University of Jena (Thuringia) the management of SME in Eastern Germany relies on a "never ending" potential of qualified staff on the labour market from which they could employ persons if needed.
The political strategy to offer each young person an apprenticeship is successful. But it is not "his" or “her” vocational training and the qualification achieved is in many cases no required on the labour market. Less than 50 % of all young qualified persons do not find any job after their vocational training. Integration into jobs is difficult for the young people because they do not dispose of the individually required qualification, key competencies and experience
to work in a firm.
From 2005/2006 on this negative development will decrease because of the demographic factor caused by the abrupt decline of birth rates in Eastern Germany from 1990 on. Therefore, a lack of qualified staff will develop from that time on and will lead to more investment in vocational training and junior career planning in the companies. There will be a competition on the market (headhunting will increase). New types of employees are required, apart from specific skills self steering responsibility, flexibility, mobility and communicative as well as intercultural skills are required.
5. The process of uncontrolled migration from Eastern German regions causes the impression of regions dyeing out. Indeed, this can only be avoided if individual perspectives are possible.
On the basis of the described regional tendencies the following problems can be listed for the involved regions of Western Pomerania, South West Saxony and Western Thuringia which reflect definite fields of action for the ProJob Europe strategy.
A: In average about 50 % of young people do not get a job after their initial vocational training, about 60 % of them being young women, although they mostly have better training results then the young men. About six month later the unemployment figure has been reduced by half due to the fact of migration, seasonal and underqualified jobs, withdrawal into family planning etc. rather than finding appropriate jobs or starting a new business.
B: Initial vocational training in the region is mainly some kind of mainstream offer - neither reflecting the real needs from the labour market nor the individual capabilities and competencies of the trainees. Structure, contents and methods of the training are rather old fashioned and inadequate considering the rapid economic changes of our times. By ignoring the need of know-how and technology transfer in general and the European dimension in specific, a lot of companies already now suffer from a lack of skilled workers, although there is such a high unemployment rate. Furthermore, vocational training does not sufficiently promote entrepreneurship among young people.
C: In connection with the “Agenda 2000” a lot of companies in East Germany are afraid of the liberalisation and opening of new markets in Europe. Transnational and transregional cooperation as well as export and import of goods are not very common. General management and staff development often are inadequate and a lot of companies are facing problems in finding successors. The EU enlargement in Eastern Europe contains both risks and opportunities. Many companies still have traditional contacts to the East, they easily can cope with intercultural differences, but on the other hand they are not fit for the complex competition on the European market (lack of know-how, language competencies, flexibility etc.).
D: By not being aware of their geographic and infrastructural advantages, regions in East Germany do not turn existing traditions in the field of craftsmanship, services, culture and tourism to advantage. Regional or interregional networking can hardly be found and not only due to lack of funding. It is also because of insufficient qualification and competencies, no experiences in transfer of know how and good practise and last but not least because of anxiety and mistrust.
Projects
Miteinander Oberfrankens Vielfalt Entwickeln
01 December 2002
The project is concerned with Transferability, Gender, Empowerment, Innovation, Racism, Transnationality, Evaluation and Special HRM Development for Women.
The activities to transfer the aims of M.O.V.E. can be arranged in a horizontal and vertical way. The vertical activities build the organisational structure: The company with the advisory board, study groups and office serve sustainability, regional integration and quality management. It contains a broad basis of competence, gathers experiences from the single projects, coordinates and supports work in thematic study groups, steers the project as a whole and integrates the cross-section aims of EQUAL in single actions.
It will support the realisation of projects by helping to implement the cross-section goals. It will compare the regional vision with those in the projects and check the projects usefulness for the regional labour market. On the basis of the DP, thematic study groups will be formed. The groups will be supplied with experience from the single projects and acquire suggestions for actions in the running projects as well as proposals for transferring the results for further work on the labour market.
The Project Workgroups: each single project is accompanied by a working group, in which those who are involved in the labour market will step into dialog with the participants. An authorised office that is equipped with the necessary authority secures the work of the advisory board and its targets. In addition, it provides for communication, application of IT technology and parts of the evaluation.
A central role also will be played by the office for the transnationality. For the principal target group and therefore all projects the office will coordinate a project-wide offer about special personnel development for women.
The (horizontal) activities for the target groups
Activities for Women
1. Women on the road:
Reference group for the targets of the projects are women returning to the labour market after a baby break and immigrants already living in Germany for a longer period of time. They already have school and work experiences. The EP offers this group access to the labour market. The integration of company members of the transport academy in the project will cause an effect on employer side. The labour market for transportation of passengers in the region thus receives an exemplary impetus.
2. Integration of severely disabled women:
The number of severely disabled women integrated into the labour market has constantly decreased in the last few years. This project serves to improve the chances for severely disabled women at the labour market and to support the enterprises to make positive experience in this respect and to go new ways through an organization of work in mutual interest. The main objective of the project is the reintegration of disabled women into the first labour market. In order to be able to provide the necessary prerequisites, both, wide-spread general knowledge as well as social skills and key qualifications are actualised and trained as required on the present labour market. In cooperation with psychologists, personal skills will be used to set up constructive strategies that help them to get over specific experiences (which might be checked afterwards). Parallel to this we will operate with individual enterprises to create readiness for the application of participants inside the enterprise surroundings. Thus at a very early stage moderated contact will be made between participants and the enterprises.
3. New work forms, neighbourhood office project:
The objective of the idea of the neighbourhood office is the vocational promotion of chances for women with a family living outside urban centres. When founding a company or when they are in a position of an employee, women must combine market chances and their personal life and often accept disadvantages in stead of their more flexible, unbound colleagues. With the mechanism of the neighbourhood office, the project promotes the building of a structure of a technological and organisational network for women with a family who live in rural areas. Employers and employees have the opportunity of trying, testing and transferring more flexible work forms while achieving mutual purpose.
4. Adaptation of Migrants to the labour market, BOBE project:
The economic structure in Hofand Selb is characterised by the peripheral location in the border and a pronounced mono-structure, with industries that are strongly exposed to technical change. Unemployment is highly above the average figrure, migrant unemployment is even higher. In order to prevent the permanent exclusion of these persons from vocational and social life in their new region, assistance must be provided, which is adapted to the abilities and needs of this target group. The participants are supported by social educational specialists. The necessity to lead this group of motivated employees to the labour market and to solve their individual problems together with the employers, creates positive examples.
5. Integrating German/adaptation of female foreigners on a in part-time basis:
The target of the project is the integration of female foreigners, who do not have a chance due to their lacking knowledge of the German language. The basic condition for this integration is to learn German. Only this enables access to the labour market: especially employers refer to the necessity of good German language skills as an important prerequisite for a job. Apart from regular instruction due to various experiences a alphabetical workshop is offered. Emphasis for the advanced stage is knowledge, indispensable for working in a job or vocational activity. Information about the regional labour market as well as a personal consultation that contains curriculum planning, prepares the participants for their vocational commitment. IT training directs to introduce foreign females to use new media. A further emphasis of the advanced stage is teaching important knowledge about economic and social life. In a comparative analysis within the areas of economics and social life, mentalities and their effects on integration will be spoken about. During the entire course, the participants will be supported by special social educational care.
6. Students in technical courses at the University of Applied Sciences (FH) in Coburg:
For a part of industry in Upper Franconia a lack of engineers is being deplored. The universities/colleges do not have a sufficient number of student applicants for technical courses to cover the requirements forwarded by the industry. Within the technical courses the female student share is very small, it is max. 5% of all students, although one could assume engineering professions would be preferred by women, when studying and working conditions are attractive for women. The FH Coburg directly supplies female applicants inside the school in these courses adjustment of the study situation (childcare, assistance for a practical courses, reduction of prejudices with potential Stage enterprises, special offer of short-test courses for women) by increasing the number of students in technical courses altogether. It is also important to embody woman-specific personnel development in the companies, beginning to raise awareness among responsible HR managers for adjustment processes, which enable a successful vocational entrance for female applicants. The FH Coburg already found partners in this respect in the business sector who want to participate in this project.
Activities for young people
·Jobshop project, Selb:
In the economic and technologically developed Germany professional training becomes ever more a prerequisite for job prospects. Missing training places and the breaking away of traditional industrial areas enlarge the lack of perspectives for our youth. At the same time the number of people who do not finish there education rises significantly. Jobshop tries to give assistance in this matter. The number of drop outs of apprenticeships is reduced, the associated costs will be reduced through direct targeted counselling and the offers for apprenticeships can be increased. The measure offered for young people aged between 15 and 25 years has a variety of support when they look for a training place or a job.
Young persons find assistance through consultation and for writing application documents. In the consulting discussions they will be trained in rhetorical communicative abilities to be prepared for an interview. Former application activities will be regenerated, young people will be sensitised for vocational alternatives. Workshops to different topics offer e.g. the possibility to the young people of becoming practised in handling a PC, of testing themselves and learning about their own abilities or realistically estimating the requirement for practical courses for different professions.
Through the integration of the employers into the training concept the participants experience from first hand, what is expected from them. The employer gets an overview of the situation at the apprenticeship market at the same time and can offer specific assistance. Young persons and employers can approach each other during this process and adapt to non-standard and operational requirements.
Cross-section measures:
For all DP participants, it is mandatory to participate in Gender Training. GM is part of all individual measures/projects and also for the participants in the study groups. The office is assigned to submit, in phase 1,suggestions for execution. It is open to the individual measures to be developed. These are to be agreed upon with the topic working group "Gender Mainstreaming", which will also analyse the experience.
It will support the realisation of projects by helping to implement the cross-section goals. It will compare the regional vision with those in the projects and check the projects usefulness for the regional labour market. On the basis of the DP, thematic study groups will be formed. The groups will be supplied with experience from the single projects and acquire suggestions for actions in the running projects as well as proposals for transferring the results for further work on the labour market.
The Project Workgroups: each single project is accompanied by a working group, in which those who are involved in the labour market will step into dialog with the participants. An authorised office that is equipped with the necessary authority secures the work of the advisory board and its targets. In addition, it provides for communication, application of IT technology and parts of the evaluation.
A central role also will be played by the office for the transnationality. For the principal target group and therefore all projects the office will coordinate a project-wide offer about special personnel development for women.
The (horizontal) activities for the target groups
Activities for Women
1. Women on the road:
Reference group for the targets of the projects are women returning to the labour market after a baby break and immigrants already living in Germany for a longer period of time. They already have school and work experiences. The EP offers this group access to the labour market. The integration of company members of the transport academy in the project will cause an effect on employer side. The labour market for transportation of passengers in the region thus receives an exemplary impetus.
2. Integration of severely disabled women:
The number of severely disabled women integrated into the labour market has constantly decreased in the last few years. This project serves to improve the chances for severely disabled women at the labour market and to support the enterprises to make positive experience in this respect and to go new ways through an organization of work in mutual interest. The main objective of the project is the reintegration of disabled women into the first labour market. In order to be able to provide the necessary prerequisites, both, wide-spread general knowledge as well as social skills and key qualifications are actualised and trained as required on the present labour market. In cooperation with psychologists, personal skills will be used to set up constructive strategies that help them to get over specific experiences (which might be checked afterwards). Parallel to this we will operate with individual enterprises to create readiness for the application of participants inside the enterprise surroundings. Thus at a very early stage moderated contact will be made between participants and the enterprises.
3. New work forms, neighbourhood office project:
The objective of the idea of the neighbourhood office is the vocational promotion of chances for women with a family living outside urban centres. When founding a company or when they are in a position of an employee, women must combine market chances and their personal life and often accept disadvantages in stead of their more flexible, unbound colleagues. With the mechanism of the neighbourhood office, the project promotes the building of a structure of a technological and organisational network for women with a family who live in rural areas. Employers and employees have the opportunity of trying, testing and transferring more flexible work forms while achieving mutual purpose.
4. Adaptation of Migrants to the labour market, BOBE project:
The economic structure in Hofand Selb is characterised by the peripheral location in the border and a pronounced mono-structure, with industries that are strongly exposed to technical change. Unemployment is highly above the average figrure, migrant unemployment is even higher. In order to prevent the permanent exclusion of these persons from vocational and social life in their new region, assistance must be provided, which is adapted to the abilities and needs of this target group. The participants are supported by social educational specialists. The necessity to lead this group of motivated employees to the labour market and to solve their individual problems together with the employers, creates positive examples.
5. Integrating German/adaptation of female foreigners on a in part-time basis:
The target of the project is the integration of female foreigners, who do not have a chance due to their lacking knowledge of the German language. The basic condition for this integration is to learn German. Only this enables access to the labour market: especially employers refer to the necessity of good German language skills as an important prerequisite for a job. Apart from regular instruction due to various experiences a alphabetical workshop is offered. Emphasis for the advanced stage is knowledge, indispensable for working in a job or vocational activity. Information about the regional labour market as well as a personal consultation that contains curriculum planning, prepares the participants for their vocational commitment. IT training directs to introduce foreign females to use new media. A further emphasis of the advanced stage is teaching important knowledge about economic and social life. In a comparative analysis within the areas of economics and social life, mentalities and their effects on integration will be spoken about. During the entire course, the participants will be supported by special social educational care.
6. Students in technical courses at the University of Applied Sciences (FH) in Coburg:
For a part of industry in Upper Franconia a lack of engineers is being deplored. The universities/colleges do not have a sufficient number of student applicants for technical courses to cover the requirements forwarded by the industry. Within the technical courses the female student share is very small, it is max. 5% of all students, although one could assume engineering professions would be preferred by women, when studying and working conditions are attractive for women. The FH Coburg directly supplies female applicants inside the school in these courses adjustment of the study situation (childcare, assistance for a practical courses, reduction of prejudices with potential Stage enterprises, special offer of short-test courses for women) by increasing the number of students in technical courses altogether. It is also important to embody woman-specific personnel development in the companies, beginning to raise awareness among responsible HR managers for adjustment processes, which enable a successful vocational entrance for female applicants. The FH Coburg already found partners in this respect in the business sector who want to participate in this project.
Activities for young people
·Jobshop project, Selb:
In the economic and technologically developed Germany professional training becomes ever more a prerequisite for job prospects. Missing training places and the breaking away of traditional industrial areas enlarge the lack of perspectives for our youth. At the same time the number of people who do not finish there education rises significantly. Jobshop tries to give assistance in this matter. The number of drop outs of apprenticeships is reduced, the associated costs will be reduced through direct targeted counselling and the offers for apprenticeships can be increased. The measure offered for young people aged between 15 and 25 years has a variety of support when they look for a training place or a job.
Young persons find assistance through consultation and for writing application documents. In the consulting discussions they will be trained in rhetorical communicative abilities to be prepared for an interview. Former application activities will be regenerated, young people will be sensitised for vocational alternatives. Workshops to different topics offer e.g. the possibility to the young people of becoming practised in handling a PC, of testing themselves and learning about their own abilities or realistically estimating the requirement for practical courses for different professions.
Through the integration of the employers into the training concept the participants experience from first hand, what is expected from them. The employer gets an overview of the situation at the apprenticeship market at the same time and can offer specific assistance. Young persons and employers can approach each other during this process and adapt to non-standard and operational requirements.
Cross-section measures:
For all DP participants, it is mandatory to participate in Gender Training. GM is part of all individual measures/projects and also for the participants in the study groups. The office is assigned to submit, in phase 1,suggestions for execution. It is open to the individual measures to be developed. These are to be agreed upon with the topic working group "Gender Mainstreaming", which will also analyse the experience.
Projects
Arbeitskräfteentwicklung im Großraum München
01 December 2002
Action will be undertaken for the selected branches IundC and nursing services in the areas of the analysis of labour market demand, training, the promotion of mobility, etc.
The projects planned within the framework of the PED relate to the normal labour market and will consider mainly SMEs and nursing and geriatric care services. In addition, special attention will be given to the adjustment of the national market, that is, the east-west transfer of workers within Germany and to the question of housing.
The target groups envisaged, which have been identified as potentially available to the labour market, are those whose qualifications cannot be adequately confirmed by certification, whose qualifications are, for example, too old, or are inadequate or no longer meet the requirements of the firms.
Procedures to determine the skill levels must therefore be developed. An advisory and coordination office must be set up for the refugee group. In addition, diagnostic tests must be developed following suggestions from the firms or the providers of nursing services.
An investigation of the demand for labour and of the demands relating to the flexibility of working hours and the necessary skill requirements will be made, using refined survey methods, and in close cooperation with the SMEs.
For this, jobs that are suitable for the above mentioned groups will be investigated, for example, jobs which:
1. can be filled part time;
2. require one of the skills already available;
3. require additional skills that can be acquired in modules;
4. can be achieved through the development of new teaching and learning methods;
5. can be filled by making the type of job flexible;
6. can be filled through greater flexibility of working hours and work location which makes it possible for women to combine family and job.
The target groups envisaged, which have been identified as potentially available to the labour market, are those whose qualifications cannot be adequately confirmed by certification, whose qualifications are, for example, too old, or are inadequate or no longer meet the requirements of the firms.
Procedures to determine the skill levels must therefore be developed. An advisory and coordination office must be set up for the refugee group. In addition, diagnostic tests must be developed following suggestions from the firms or the providers of nursing services.
An investigation of the demand for labour and of the demands relating to the flexibility of working hours and the necessary skill requirements will be made, using refined survey methods, and in close cooperation with the SMEs.
For this, jobs that are suitable for the above mentioned groups will be investigated, for example, jobs which:
1. can be filled part time;
2. require one of the skills already available;
3. require additional skills that can be acquired in modules;
4. can be achieved through the development of new teaching and learning methods;
5. can be filled by making the type of job flexible;
6. can be filled through greater flexibility of working hours and work location which makes it possible for women to combine family and job.