Transcript of "Moscow presentation 24th June 2013"
Dr Andrea Wheeler, William Bancroft, ProfessorSimon Austin and Professor Jacqui GlassThe Centre for Engineering & Design Education, 1st Floor, Keith Green BuildingSchool of Civil and Building EngineeringE-mentoring: Developingpowerful partnerships withindustry employersJune 24th 2013Moscow State Technical University, Bauman University
• Construction vacancies have dropped 50%since 2001 .• 5.1% reduction in graduate employment from2001 to 2012. (18.9% unemployed)• Figures show that nearly 36% are employed ina lower skilled job compared with 26.7% in2001 (the Graduates in the Labour Market2012 report published by the Office forNational Statistics).Context
Loughborough University EngineeringStatisticsGraduate Employment Statistics for Loughborough Engineering Graduates (6 months aftergraduation)Standard Publication Category Number of Graduates Percentage of GraduatesFull-time paid work only(including self-employed)384 65.1%Part-time paid work only 17 2.9%Voluntary/Unpaid work only 4 0.7%Work and further study 71 12.0%Further study only 41 6.9%Assumed to be unemployed 45 7.6%Not available for employment 23 3.9%Other 2 0.3%Explicit refusal 3 0.5%
I really have worries about my postPhD life because I would like to beinvolved with industry, butsuddenly feel like I am a freshuniversity graduate (even aftergetting PhD!). There is so muchuncertainty, and if I am beinghonest some lack of confidence onmy part (Loughborough University,School of Civil and BuildingEngineering, International PhDStudent 2011).
I spent my placement yearworking in Malaysia. I am ahome student but have nowork experience in theengineering or constructionindustries in the UK.
THE TEAMAssociate Dean for Teaching, Professor Simon Austin;Director of Under Graduate Studies, Professor JacquiGlass;Staff Development Officer (Research Staff Mentoring),Michele Zala,Senior Careers Development Advisor - Susan Reed;Design Education Coordinator and the RegionalRepresentative of the Institution of Civil Engineers,Malcolm Jackson.
THE SUPPORT FROM INDUSTRYInterserve ConstructionCH2M HillA-oneAMECEnvironment AgencyAtkins LtdSmith and Wallwork EngineersPick EverardMorgan TuckerCostainBalfour BeattyPick EverardArup Midland ConstructionJacobs EngineeringStomor LimitedNetwork RailMorgan SindallCarillionBritish Power InternationalAECOMHalcrowCostainInterservePrP UKKier Construction LimitedLaing O’Rouke
Can e-mentoring provide engineering andconstruction students, particularly those with aninternational perspective, with an educationalopportunity which will significantly improve theiremployment opportunities?If it can, how does it do it?THE PROBLEM
…boundaryless, egalitarian and qualitativelydifferent….…ease and immediacy…Same function as mentoring added benefits…E-mentoring history ….to level the playingfield…But a difficulty in forming mentoringrelationships virtually?ONeill, k. D., Li, S. & Weiler, M., 2005. Software support for online mentoring programs: a research-inspired design. Mentoring andtutoring , 13(1), pp. 109-131.Single, P. B. & Muller, C. B., 2001. When e-mail and mentoring unite: the implementation of a nationwide electronic mentoringprogram. Creating mentoring and coaching programs , 1(1), pp. 107-122Bierema, L. L. & Merriam, S. B., 2002. E-mentoring; Using computer mediated communication to enhance the mentoring process.innovative higher education , 26(3), pp. 211-227.Zey, M. G., 1984. The mentor connection, IL:Dow Jones-Irwin: Homewood.
Less stereotyping within mentoringrelationships…Outsiders…more impartial advice… lessvested interestSproul, L. & Kiesler, S., 1993. Connections: New ways of working in networked organisations, Cambridge: MIT Press.Single, P. B. & Single, R. M., 2005. E-mentoring for social equity: review of information to inform program development. Mentoring andtutoring , 13(2), pp. 301-320.
Drivers for a changing work context• Extreme longevity• Computational world• Superstructured organisations• The rise of smart machines andsystems• New media ecology• Globally connected worldWillen-Augenti (2012) Society 3.0 How Technology is ReshapingEducation, Work and Society
Changing skills/ Future Work Skills 20201. "transdisciplinarity" (understanding concepts acrossmultiple disciplines),2. "virtual collaboration" (proficiency in working aspart of geographically dispersed teams),3. "cross-cultural competency" (ability to operate inmulticultural settings).4. “Social intelligence” (workers who can buildcollegial and productive online relationships will be inhigh demand). “As organizations expand globally, socialintelligence will help managers build virtual workgroupscomprising the right blend of talent and personalities,”
“Intercultural competence”…the ability to communicate those working in or fromdifferent cultures – free from prejudice and motivated tocontinued learning: A set of cognitive, behavioural, andaffective/motivational components that enableindividuals to adapt effectively in interculturalenvironments.
METHODTwo pilots, each 5 months.12 relationships in each pilot (self- selecting).Launch event (meeting for the first time),interim questionnaires, interviews and final“cafe-event”/workshops.Qualitative evaluation of both mentor andmentee experiences
The E-MENTORING Pilot 1: “Improving StudentEmployability Through E-Mentoring”.(February 2012 – June 2012)• Recruited mentors and mentees. Mentors wereyoung, 2- 7 years post qualification. Menteesfrom the School of Civil and BuildingEngineering (without placement experience).• Invited to a launch meeting to meetmentors/mentees and have some training (allonline).• Left to get on with it. Some emails. Someinvitations to feedback via onlinequestionnaires.• June – August interim interviews.• September, review of programme and revisionahead of pilot 2.
The E-MENTORING Pilot 2: “Improving StudentEmployability Through E-Mentoring”.(October 2012 – March 2013)• Recruited mentors and mentees (included some PhDstudents).• Invited to a launch meeting to meet mentors/mentee.Refined and less formal meeting.• Left to get on with it. Some emails. Some invitations tofeedback via online questionnaires.• Interim questionnaires.• Cafe event• Videos
Success (mentee and mentor benefits)Limiting factors (including menteemotivation)Matching (poor matching)Communications, type and frequencyRelationship progress (poor relationshipdevelopment)Analysis
INSIGHTS: Does e-mentoring improve skills forthe graduate employment market ?Yes but it is also much more than this…giving confidence,networking,discovering work skills they don’t know they have
The main discussions were aboutidentifying the skills the mentee has gotand bringing it out and presenting itnicely whether that is on the CV orwhether that is at interview. Forexample, some projects or courseworkhe has done that he is not aware thatcould be used to show the developmentof, or skills he has got, actually I broughtthat out from him. *…+ So it is mainlyabout identifying his skills but also aboutproviding advice about how he could getemployed through fairs, throughjournals and through relationships withpeople really. So giving advice,sometimes encouraging and giving himconfidence, I think that’s reallyimportant especially in this economicclimate, as I am sure he is a goodcandidate. He will be employed.MENTORconfidenceskills he did not knowhe hadhttp://www.youtube.com/watch?v=TfWDGmmu2Kw
Mainly it was about the CV, tweaking itto specify for certain companies orcertain audiences. And Chartership,looking at how to get yourself chartered,just developing the professional side ofyour personality with professional skillsso that they can all add onto your CV.Even if you’re just starting yourChartership or your personaldevelopment plan, put that in you CV.Stuff that I wouldn’t have even thoughtabout, even though I haven’t completedit, show I’ve started it, shows yourwillingness to engage and willingness toprogress your knowledge. *…+ Where tolook for jobs don’t look where everyoneelse I looking, there’s a good reason whyeveryone is looking there but you’ve gotmore competition, things like coldcalling, letters, looking at who’s doingwell in the news, industry specificmagazines and things, so they will have agood chance of recruiting, and approachthem but with a tailored CV to make sureyou *seem like+ you’re going to them inthe first place.MENTEEStuff I had not eventhought abouthttp://www.youtube.com/watch?v=_yJSa4ip7rM
MENTORActually we didn’t have a very good start withmy mentee because he couldn’t attend thefirst meeting so we didn’t have the first face-to-face conversation with him. But I justdropped and email and then everythingstarted. It went quite well actually I got quitenice responses from him and so we are still incontact and you know sharing ideas, justtelling what’s going on in his life and hisapplication he’s done lately. So yes it is quitegood. *…+ He is looking for a graduateengineer role in a large sized company and hewants to know how he can find a job ofcourse but he does have enough experiencein interviews, so generally we are talkingabout job interviews and using the job searchtools and how he can find a job on theinternet. Well we started with LinkedInbecause I’m sort of active on LinkedIn so I justshared all my networks so he can just seerecruiters HR people headhunted etc., he isquite good with that one. *…+ I advised him tocreate a profile on LinkedIn and he did. Westarted with that but we will try the otherwebsites where he can look for a job and alsoI am planning to send him to graduateengineers in my company so he can shareideas with them because I know there aresome specific websites just for graduates.networks andnetworking skillshttp://www.youtube.com/watch?v=V97XkN1O35c
MENTEEhttp://www.youtube.com/watch?v=rvo-7IY0l08It has been a wonderful experiencehaving someone who you can call amentor has been the greatestexperience as we’ve been discussingearlier, there are so many avenues interms of what’s available to help you outin terms of getting a job or becomingmore employable but these avenues arevery one dimensional. For example Icould use a magazine and it would tellme what I need to do with my CV andwhat you need to say in an interview butthis is very one dimensional *…+ whereashaving a mentor they can give youvarious perspectives on what theseinterviews or job opportunities have andthey can give you more than one routeto follow. That is one of the greatestthings mentoring can provide.Discussions are around what I as amentee have been facing discussion andhave looked deeper than what thementors have said and it is about makingyourself an all rounded person beyondthe CV. The CV is the first point ofcontact but when you’re called in for aninterview the CV becomes a side issue,they want to see what you are as anindividual.Not one dimensionavenues in terms ofemployability, variousperspectives…Discussions lookdeeper, start withwhat I as mentee havebeen facing…
Internationalisation - Narratives andexperience (Mentee Pilot 1) A different workculture…things that really stand out for me are that at this level after Masters whenwe go back home we’re going to be more of manager’s than technical people.People management, which is a very difficult thing, working with big groups,I’ve learnt a couple of things about that. The thing I’ve learnt is aboutstrategies, this was completely new to me, you know. Every business,everything in life, there’s a strategy. You need to know where you want to goand have some sort of plan to get there. Before we just used to wake up anddo things and get there (International Masters Student).
“If I’m honest he didn’t really raise many questions to me. *...+ It was more me tryingto force the issue sometimes. He’s a very polite guy, he’s a very nice guy, I wonderwhether he’s almost too polite to ask me certain things thinking he was taking up mytime. [...] I mean some of the things – he kind of indicated stuff as he was sending anemail through he’d say coming towards the end of his PhD kind of thing and fromthat I kind of latched on to you know what are you thinking of doing? This is what Idid, you know use the library to look at companies and stuff and we kind of got a bitof a rapport going near the end and I think it had some success hopefully. He wasthinking that he would have to go back to Nigeria and possibly into academia and Ikind of said actually there are different routes through.He’s almost too polite to ask me certainthings…
A different sort of employabilityLess limiting definition of employability: an opportunity to beingthe live the lives they value
http://www.youtube.com/watch?v=WJzHY9LN7F8We’re been talking abouthow I can help him improvehis CV and a lot aboutinterviews. At the start therewas a lot about this but asthe conversations moved onit was more about whatshould I say at interview,what’s the industry like,what sort of job roles shouldI pin point, life experience ingeneral. You know I’ve beenworking afew years now andI’ve got experience to tellhim …you should really avoidthis sort of thing but if youenjoy this sort of thing go forit and do your best.MENTORCVs and interviewsbut about lifeexperiences in generalInsight into theindustryTailored advice, whathe should avoid andwhat to go for
I was in placement in anothercountry so I still didnt have UKexperience. I was in Malaysiawith a UK contractor but it wasstill a lot different to what itwould have been with a UKcontractor. He offered to help mein a variety of different waysincluding course work with theUniversity but we chose to focuson employability and applyingfor jobs, helping me with my CVand he was open most of thetime so I could speak to himwhenever I wanted to . It wasgood for me as I always hadsomeone to speak to aboutsubjects quite formal but he gaveme the opportunity to speakquite informally so it was verycomfortable for me.MENTEEHe was open to me soI could speak to himwhenever I wanted to.He gave me theopportunity to speakquite informally.He helped me makedecisionshttp://www.youtube.com/watch?v=bpBL6IO54RY
WorkInsight (website)http://www.workinsight.infoImproving Student Employability ThroughE-Mentoring (HEA title)E-mentoring for Employability
Dr Andrea WheelerTeaching and Learning Co-ordinator (Projects),The Centre for Engineering & Design Educationa.firstname.lastname@example.org
Dr Andrea Wheeler, Dr Paul Rowley, Martin HamiltonAn Innovative Knowledge Platform for Business and Community EngagementA co-developed service model for online continuing professional developmentin the energy sectorA CROSS-INSTITUTIONAL LEARNINGFRAMEWORK FOR ENERGY CPD:MEGS-KT
The ProblemHow to develop a relevant, up-to-datedesirable platform for “CFD”opportunities, opening up Universityresources and allowing SMEs to sharetheir knowledge.
Questionnaires and Interviews SMEs• 10 paper filled questionnaire• 18 online surveys• 16 transcribed interviews• 1 work shadow day (excellent data but too timeconsuming)• 3 planned “co-design” workshops
Building the MEGS-KT community of practice – the Jisc, thefellows (the catalytic individuals) and SMEs teamFellows Lecture Series17/10/2012 Robin Nicholson, Edward Cullinan Architects24/10/2012 Russell Smith, Parity Projects14/11/2012 Terry McGivern, The Institute for Sustainability and the FlashProgramme05/12/2012 John Davis, Domestic Green Deal Assessor16/01/2012 Carl Benfield, Prescient Power30/01/2012 Keyur Vadodaria, Researcher, CALEBRE project20/02/2012 Rich Cartwright, RDC Energy , Jonathan Gilbert, The Rapidtechnology Transfer Group, and Tracy ThomasTo ensure the sustainability of the project CEDE has agreed to fund the continueddevelopment of the community and engagement with the demonstrator / websitethrough monthly evening lectures.
Catalytic Individuals and Our SocialMedia Fellow Tracy Thomas
LinkedIn Community (50+ additionalmembers in the East Midlands)
Barriers and limitations to this sort ofprimary research• Hard to engage SMEs• SMEs don’t know what their knowledge needsare (they don’t know what they don’t know)• Professional bodies/networks limiting accessto SMEs by “outsiders” (difficult to send outquestionnaire via professional bodies)• Concerns about sharing commercialinformation from SMEs – “I prefer not to say”
The Community Views• http://www.youtube.com/watch?v=Xx602KnOiFM