Monitoring
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WBL abroad
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Planning WBL Step by Step
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WBL & Apprenticeships
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EURES and other EU instruments
EURES and other EU instruments – cost benefit to employers Apprenticeships are key to finding the right candidates for the right roles across Europe. The European Commission has always worked to facilitate mobility and employability in the EU labour market, and wants to enable the work of recruiters and job platforms with relevant technical solutions and support. Therefore, the European Commission has developed a range of tools and services to support the better understanding, and communication, of skills and qualifications. The tools are built and implemented through co-operation from the worlds of education, training and the labour market. They give visibility to skills, and thus supports people in planning their learning and career in Europe. EURES – The European Job Mobility Portal https://ec.europa.eu/eures/public/en/homepage The EURES network provides: job mobilitiy information recruitment/placement services through cooperation between public employment services (PES) in EU Member States plus Norway, Iceland, Liechtenstein (EEA) and Switzerland. In concrete terms, EURES consists of: a network of EURES staff of about 1 100 people across Europe providing support services, a central website with various tools. The video shown below shows how the EURES network works: Since the 2016 editions, the EURES Single Market Scoreboard has been … Read more
What is Work-based-learning?
Have you ever tried to imagine your “ideal employee”?Ideally, it would be a person who is dedicated to the job, loyal to the employer, being in a possession of all theoretical and practical knowledge required for the certain position, sharing and representing the same values as the company itself.But where and how to find your “ideal employee”?How to achieve this level of synergy? Today we expect students and employees to possess these 21st Century skills in order to be successful in their careers.The skills looked for by employers are often cited as:Collaboration and teamworkInformation literacyCreativity and imaginationLeadershipCritical thinkingCivic literacy and citizenshipProblem solvingOral and written communication skillsFlexibility and adaptabilitySocial responsibility and ethicsGlobal and cultural awarenessTechnology literacy But where and how is it possible to gain such a wide range of knowledge and practical skills especially among young people when they are only starting out in their career paths? WBL might be the answer.
Profile and characteristics of future employees
The workers of the future, also called “Knowmads” operate from knowledge understood as action and innovation (know) and mobility (nomadic), and constitute the new productive class that generates value. (Juan Carlos Casco, CEO of Emprendedorex). The interesting thing is not so much the name, but the concept. We are facing a new idea of worker, characterized by his imagination, his capacity for innovation, his interest in collaboration and his resistance to a world plagued by uncertainties. We are facing a new type of entrepreneur. The Knowmads are grouped to face a problem or an opportunity to apply knowledge and generate value. They are people working together in a collaborative way, who share a new culture, the CO culture (collaborate, co-create, share …), “says Juan Carlos Casco. A Knowmad is a kind of evolution of the freelance worker profile. Thanks to technology (they are 100% digital workers) they work collaboratively and have the knowledge management (not only because they know things, but because they know how to access the rest of knowledge) their greatest strength. The Knowmads distinguish the concept of employment from work. Jobs are positions, roles or other forms of work. On the other hand, the work has a … Read more
How To Train the New Generation
The workforce is quickly being replaced by millennials. Training managers need to modify their teaching strategies and course delivery methods to rein in the potential and the learning styles of millennials. Below, different strategies to train the next generations in companies are shown: Non-formal learning Non-formal learning includes various structured learning situations, which do not either have the level of curriculum, syllabus, accreditation and certification associated with ‘formal learning’, but have more structure than that associated with ‘informal learning’, which typically take place naturally and spontaneously as part of other activities. This type of learning may or may not be intentional or arranged by the organization, but is usually organized in some way, even if it is loosely organized. Usually, there are no formal credits or certification granted in non-formal learning situations. Some examples of non formal learning: Organizing seminars within the corporation that explain new approaches and organizational strategies. Develop and launch workshops introducing new products of the company Arrange creative workshops jointly with product development and involve senior experts to initiate ideas in to the workflow. Set up “on the job” sessions, where seniors are teaching younger colleagues about the machines, showing them technical aspects they know. Intergenerational … Read more
Benefits of Knowledge Transfer
Transfer of valuesThere are always some employees within the organization, who “stick out of the crowd” and possess extraordinary competencies that should be utilized, further developed and integrated into the leadership development programs. These people are called “high potentials”, who can become great leaders, if their talents are recognized in time.Well structured Leadership Building Programs, having potential leader candidates is crucial to the health and future of every organization.These talents need support, mentoring, tutoring in order to provide learning paths and exposing them to different areas of the business, developing their leadership skills, and ensuring they’re learning what they need to excel in prospective new roles.Professional mentoring and tutoring programs are an effective strategy to allow talents to further develop, make them feel valuable, give them personal attention and guidance, which leads to nurturing an organization’s leadership chain. By connecting high potentials with leaders, top performers, and each other across the company, high potentials learn faster and are ready to take on leadership positions sooner. This results in improved engagement and a faster time to productivity, while leveraging internal resources, to keep costs to a minimum..Sharing experiencesSupporting and helping employees obtain necessary knowledge, skills, and expertise is essential for any … Read more
Future employees: Case studies
What do apprentices think about their training? What do they like the most? What do they want and need? How can a mentor support them ideally? Watch the following case studies and find out! Apprentice Eric Schmidt describes the value of the U.S. Apprenticeship Program – for him personally, and for the company. Learn more about the program here. https://www.youtube.com/watch?v=fT5yFH47VrU Here you can find two examples on how the apprenticeship benefits the company, in managers´words: