Dr. Susanne Koch                   Profiling systems for effective                       labour market integration
1. Profiling in the 4 phase model - Basics© Bundesagentur für Arbeit                   Seite 2
The 4 phase model for integration as logical problemsolving process                                      First interview  ...
Skill assessment: profiling needs to focus onqualification, experience, hard skills and soft skills           Educational ...
2. Profiling in 4PM - Details© Bundesagentur für Arbeit      Seite 5
Phase 1: Analysis of strengths                                    Matching –                                 Checking for ...
Phase 1: Analysis of potential                                    Systematic                                   recording o...
Phase 2: Defining profile and goal                                          Merger of                                     ...
Phase 3: Define personalized integration roadmap                                                   Workflow-oriented      ...
3. A closer view on soft skills© Bundesagentur für Arbeit        Seite 10
I. The mandateSignificance of soft skills for employers Survey of 5,340 employers in Q4 2007:    How highly do you rate pe...
Profiling of client – soft skills   Methodological competence                   Social and communication skills   ►   Anal...
KodiaK – Skill analysis of client profiles     Five services to assess the different areas of competence:     Content of K...
Upcoming SlideShare
Loading in...5
×

Profiling systems for effective labour market integration

669

Published on

Presentation by Dr. Susanne Koch, Head of employee-oriented placement processes, Bundesagentur für Arbeit, Germany, on the occasion of the EESC conference on A labour market for all: efficient and innovative assistance to jobseekers, in Stockholm, Sweden

Published in: Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
669
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
6
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Profiling systems for effective labour market integration

  1. 1. Dr. Susanne Koch Profiling systems for effective labour market integration
  2. 2. 1. Profiling in the 4 phase model - Basics© Bundesagentur für Arbeit Seite 2
  3. 3. The 4 phase model for integration as logical problemsolving process First interview Selecting Profiling of Defining strategy or Implemen- the goal strategy tation and client mix follow-up Consistent pursuit in follow-up contacts© Bundesagentur für Arbeit Seite 3
  4. 4. Skill assessment: profiling needs to focus onqualification, experience, hard skills and soft skills Educational attainment • Vocational training (“occupation”) (e.g. painter/decorator) + Work experience/Further qualifications • Work experience/ duration of employment (CV/career) • Continuing education/certificates + Vocational skills for targeted job (hard skills) • Core skills (e.g. painter/decorator) Painting – interior/exterior, facades… • Additional skills (e.g. painter/decorator) dry lining, cladding of walls and ceilings…. + Generic skill or soft skills • Methodological skills • Action and implementation skills • Social and communication skills ! • Personal skills = Candidate Profile Seite 4
  5. 5. 2. Profiling in 4PM - Details© Bundesagentur für Arbeit Seite 5
  6. 6. Phase 1: Analysis of strengths Matching – Checking for skills beyond vocational skills Profiling - Analysis of strengths Defining goal Selecting strategy Implementation / follow- up Systematic recording of soft skills acc. to the BA skills model Seite 6
  7. 7. Phase 1: Analysis of potential Systematic recording of required action Profiling - Analysis of potential Defining goalSelecting strategyImplementation / follow-up Seite 7
  8. 8. Phase 2: Defining profile and goal Merger of customers characterization in both areas of legalProfiling responsibility Defining goalSelecting strategyImplementation / follow-up Seite 8
  9. 9. Phase 3: Define personalized integration roadmap Workflow-oriented IT supportProfiling 1Defining goal Selecting strategyImplementation / follow-up 2 3 Seite 9
  10. 10. 3. A closer view on soft skills© Bundesagentur für Arbeit Seite 10
  11. 11. I. The mandateSignificance of soft skills for employers Survey of 5,340 employers in Q4 2007: How highly do you rate personal skills relative to technical skills? 4 3 2 82% 82% More important or equally important 1 18% Less important 18% 0 0,2 0,4 0,6 0,8 1© Bundesagentur für Arbeit Seite 11
  12. 12. Profiling of client – soft skills Methodological competence Social and communication skills ► Analytical and problem solving skills ► Empathy ► Intellectual aptitude ► Leadership abilities ► Decision-making ability ► Communication skills ► Holistic thinking ► Customer focus ► Organizational skills ► Ability to work in a team Ability to take action and execute Personal skills ► Ability to cope with stress ► Flexibility ► Personal initiative ► Creativity ► Motivation/willingness to perform ► Willingness to learn ► Ability to work independently ► Diligence/precision in execution ► Purposefulness/focus on results ► Reliability© Bundesagentur für Arbeit Seite 12
  13. 13. KodiaK – Skill analysis of client profiles Five services to assess the different areas of competence: Content of KodiaK services:  Self-assessment questionnaire on behaviour in the working environment (KodiaK 1)  Testing intellectual aptitude (KodiaK 2)  Achievement motivation(KodiaK 3)  Assessment center for social and communication skills for selected occupations (KodiaK 4)  Technical standards for the analysis of personal skills (KodiaK 5) The clients participate on a voluntary basis© Bundesagentur für Arbeit Seite 13
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×