Job rotation fiona-nolan (1)


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Job rotation fiona-nolan (1)

  1. 1. Job Rotation a new concept of Labour Market Integration developed under the EQUAL at Work Programme Fiona Nolan Employment Project & Enterprise Manager Northside Partnership
  2. 2. EQUAL at Work Private Sector Site <ul><li>Job Rotation Programme developed in 1 of the 4 sites under the EQUAL at Work programme </li></ul><ul><li>Located in Northside Partnership </li></ul><ul><li>The site targeted the development of interventions that linked long term unemployed, social excluded people with training and employment opportunities </li></ul><ul><li>Aimed to meet the overall EQUAL at Work programme objective of attempting to develop new and more inclusive models of recruitment and in-work progression </li></ul>
  3. 3. Stakeholders <ul><li>Northside Partnership </li></ul><ul><li>Dublin City University </li></ul><ul><li>FIT Limited </li></ul><ul><li>Blanchardstown Partnership </li></ul><ul><li>Northside Business Network </li></ul><ul><li>FAS </li></ul><ul><li>SIPTU </li></ul>
  4. 4. Stakeholders <ul><li>Small Firms Association </li></ul><ul><li>Clondalkin Partnership </li></ul><ul><li>Co-operation Fingal </li></ul><ul><li>Rural Dublin LEADER Company </li></ul><ul><li>National Training & Development Institute </li></ul><ul><li>Dept of Social & Family Affairs </li></ul>
  5. 5. Target Groups <ul><li>Long Term Unemployed </li></ul><ul><li>Lone parents </li></ul><ul><li>Persons with a physical disability </li></ul><ul><li>Persons with a mental disability </li></ul><ul><li>Early School leavers </li></ul><ul><li>Members of the Traveller community </li></ul><ul><li>Disadvantaged Women </li></ul>
  6. 6. Target Groups <ul><li>Homeless people </li></ul><ul><li>Ex-drug mis-users </li></ul><ul><li>Ex-prisoners/ex-offenders </li></ul><ul><li>Refugees </li></ul>
  7. 7. Job Rotation <ul><li>Refers to models for continuing education and </li></ul><ul><li>training where the unemployed are </li></ul><ul><li>systematically trained and educated to </li></ul><ul><li>substitute for employed workers while they </li></ul><ul><li>go into further education and training </li></ul>
  8. 8. Origins of Job Rotation <ul><li>Since late 1980’s Job Rotation has been developed and mainstreamed as an active labour market tool in Denmark </li></ul><ul><li>Job Rotation originated in Denmark as a collaborative development amongst trade unions, employers and training institutes </li></ul>
  9. 9. Job Rotation <ul><li>Job Rotation meets the EU Employment Strategy in the following areas: </li></ul><ul><ul><li>As An Active and Preventative Measure </li></ul></ul><ul><ul><li>As a tool to address change and promote adaptability & mobility in the labour market </li></ul></ul><ul><ul><li>As a means to promote development of human capital and life long learning </li></ul></ul><ul><ul><li>As a tools to promote integration of and combat discrimination against people at a disadvantage in the labour market </li></ul></ul><ul><ul><li>As a tool to promote business competitiveness </li></ul></ul>
  10. 10. Why Develop Job Rotation Creating a Win Win Win <ul><li>Promotion of company competitiveness </li></ul><ul><li>Active labour market intervention </li></ul><ul><li>Social partnership approach </li></ul>
  11. 11. 1. Job Rotation promotes Competitiveness <ul><li>Meets company training needs </li></ul><ul><li>Improves qualifications/skills of employees </li></ul><ul><li>Further motivates the work force </li></ul><ul><li>Core element of sound staff development </li></ul><ul><li>Helps develop an adaptable and skilled workforce </li></ul><ul><li>Helps companies to avoid loss of production during periods of training </li></ul>
  12. 12. 2. Job Rotation As An Active Labour Market Tool <ul><li>Provides training and qualifications for unemployed persons </li></ul><ul><li>Brings unemployed persons closer to the labour market </li></ul><ul><li>Provides training & further qualifications for employees – strengthening their position in the labour market </li></ul><ul><li>Can prevent bottlenecks occurring in employment sectors </li></ul>
  13. 13. 3. Job Rotation as a Model of Social Partnership in Practice <ul><li>Job Rotation demands close co-operation between employers, trade unions, training institutions, unemployment centres/organisations, local employment services and welfare services </li></ul><ul><li>Job Rotation increases understanding between social partners </li></ul><ul><li>Job Rotation can act as a catalyst to promote further innovative ways of co-operating in partnership </li></ul>
  14. 14. What does Job Rotation Offer Employers <ul><li>Job Rotation is a highly flexible concept & can adapted to the individual companies involved </li></ul><ul><li>The ability to release employees for staff development/further training using Job Rotation means that companies avoid production losses while their employees are under-going training </li></ul>
  15. 15. What does Job Rotation Offer Employers <ul><li>In company Job Rotation employee ‘mentors’ are trained by the project to support the unemployed substitutes </li></ul><ul><li>Companies, after completion of Job Rotation have a pool of skills (unemployed) trained relief labour to draw on for replacement workers </li></ul><ul><li>There is no commitment required by an employer to find a permanent job for the unemployed person at the end of the rotation period. </li></ul>
  16. 16. How Does Job Rotation Benefit Employees <ul><li>Job Rotation provides employees with further training to improve their qualifications through general and/or specialist training. </li></ul><ul><li>Specialist training reinforces employees links with the labour market and strengthens their position within the company </li></ul><ul><li>Job Rotation also provides the employee with an opportunity to take part in team building and personal development with a view to returning with enhanced levels of confidence and greater self knowledge </li></ul>
  17. 17. What does Job Rotation Offer the Unemployed <ul><li>Provides specific skills training relevant to employer needs </li></ul><ul><li>Real work experience </li></ul><ul><li>Recent ‘employer reference point’ </li></ul><ul><li>Opportunity of being offered employment upon completion of Job Rotation phase </li></ul>
  18. 18. Implementation of JOB ROTATION Margaret Walsh EQUAL at Work Private Sector Site Project Co-ordinator
  19. 19. Identifying the Company <ul><li>2 private sector companies involved </li></ul><ul><ul><li>Keelings Distribution – 900 employees </li></ul></ul><ul><ul><li>Freshways (Kerry Group) – 300 employees </li></ul></ul><ul><ul><li>Each company had an upskilling and recruitment requirement </li></ul></ul><ul><ul><li>Key to success – employer led </li></ul></ul>
  20. 20. Job Rotation Implementation Stages <ul><li>Formation of the Job Rotation Team </li></ul><ul><li>Agree outline of Job Rotation Plan </li></ul><ul><li>Agree contract of co-operation between all parties </li></ul><ul><li>Identify company employee training needs </li></ul><ul><li>Identify training specs and agree training plan for unemployed </li></ul><ul><li>Identify process of information dissemination to employees </li></ul><ul><li>Identify company personnel who will be trained as mentors </li></ul>
  21. 21. Job Rotation Freshways Kerry Group <ul><li>Project Team assembled with representations from EQUAL at Work, Freshways,Trade Union and employee representatives </li></ul><ul><li>Co-operation contract agreed and signed </li></ul><ul><li>Job Specifications and Skills Profiles assembled </li></ul><ul><li>Identification of training needs of employed undertaken </li></ul><ul><li>Training programme for unemployed agreed </li></ul>
  22. 22. Job Rotation Freshways Kerry Group <ul><li>Recruitment of unemployed undertaken through NSP Local Employment Service, referral organisations, FAS Employment Services and local advertising </li></ul><ul><li>Interviewing of unemployed included employer </li></ul><ul><li>Unemployed Participation Contract agreed </li></ul><ul><li>Employees for upskilling identified </li></ul><ul><li>Employee mentors identified </li></ul>
  23. 23. Job Rotation Training Plans Christine Campbell Training Manager Optimum Limited
  24. 24. Unemployed Pre placement training objectives <ul><li>Have clarified career and personal goals </li></ul><ul><li>Commence the process of developing a positive self image </li></ul><ul><li>Become more personally effective in terms of confidence and capabilities, facilitating personal growth </li></ul><ul><li>Become more persuasive in their interpersonal relationships </li></ul><ul><li>Have enhanced communication and negotiation skills </li></ul>
  25. 25. Unemployed Pre placement training objectives <ul><li>Contribute effectively in teams </li></ul><ul><li>Increase levels of self esteem and a more optimistic outlook for the future </li></ul><ul><li>Develop a professional work ethic </li></ul><ul><li>Make the transition from unemployment to permanent employment as smoothly as possible </li></ul>
  26. 26. Unemployed Pre placement training Programme Content <ul><li>2 week full time training programme, that included: </li></ul><ul><li>Programme Briefing </li></ul><ul><li>Team Building </li></ul><ul><li>Improving Self Esteem </li></ul><ul><li>Sales and Customer Service </li></ul><ul><li>Manual Handling </li></ul><ul><li>Assertiveness </li></ul>
  27. 27. Unemployed Pre placement training programme content <ul><li>Communication Skills </li></ul><ul><li>Presentation Skills </li></ul><ul><li>Career Planning </li></ul><ul><li>Decision Driving Training (Nifast) </li></ul><ul><li>Basic Information Technology </li></ul>
  28. 28. Mentoring skills training objectives <ul><li>Clarified and enhanced their roles as mentors </li></ul><ul><li>To be able to effectively advise, support and guide the unemployed participants on the programme </li></ul><ul><li>Understand the practical issues relating to the mentoring process </li></ul><ul><li>Demonstrate an increased range of mentoring and communication skills </li></ul>
  29. 29. Mentoring skills training plan <ul><li>Training was delivered over a two day period and </li></ul><ul><li>included the following: </li></ul><ul><li>The mentor and learning process </li></ul><ul><li>Assessing developmental needs </li></ul><ul><li>Coaching styles </li></ul><ul><li>Managing 1-1 discussions </li></ul><ul><li>Seeking and giving information </li></ul><ul><li>Reviewing and giving feedback </li></ul><ul><li>Objective setting </li></ul>
  30. 30. Employee training objectives <ul><li>Build an understanding of teams and how they best operate </li></ul><ul><li>Build on their team working capabilities in order to achieve group goals through synergy cooperation </li></ul><ul><li>Understand how to manage professional relationships through learning high impact negotiation skills </li></ul><ul><li>Learn to routinely utilise effective selling skills </li></ul>
  31. 31. Employee training objectives <ul><li>Understand the importance of a high standard of customer service </li></ul><ul><li>Undergo formal training and assessment in key safety driving skills through Nifast </li></ul><ul><li>Undergo food safety and hygiene training tailored to their role in Freshways </li></ul>
  32. 32. Employee training plan <ul><li>A 5 day training programme specifically tailored to </li></ul><ul><li>meet the needs of the employees. Training included: </li></ul><ul><li>Assertiveness </li></ul><ul><li>Negotiation skills </li></ul><ul><li>EHOA Primary Course in Food Hygiene: Introduction to Food Safety & HACCP </li></ul><ul><li>Manual Handling </li></ul><ul><li>Decision Driving Training (Nifast) </li></ul><ul><li>Achieving excellence in sales </li></ul><ul><li>Customer service </li></ul>
  33. 33. Job Rotation Freshways Kerry Group <ul><li>Employees briefed on Job Rotation </li></ul><ul><li>Pre-placement training for the unemployed commenced </li></ul><ul><li>Employee mentors undertook 2 day training programme & were assigned to ‘buddy’ an unemployed person </li></ul><ul><li>Following completion of pre-placement training, the unemployed were placed in company to ‘work-shadow’ employees they were replacing </li></ul><ul><li>Rotation commenced – employees are up-skilled and replaced </li></ul>
  34. 34. EQUAL at Work Job Rotation Programme Outputs for Unemployed <ul><li>16 unemployed received training </li></ul><ul><li>13 were selected by the employer to participate in the Job Rotation phase. </li></ul><ul><li>Upon completion: </li></ul><ul><ul><li>62% offered employment contracts </li></ul></ul><ul><ul><li>15% progressed to other employment </li></ul></ul><ul><ul><li>23% dropped out for personal/health reasons </li></ul></ul>
  35. 35. EQUAL at Work Job Rotation Programme Outputs for Employers <ul><li>40 employees received up skilling </li></ul><ul><li>Other outcomes: </li></ul><ul><ul><li>Higher skilled workforce trained without affecting service delivery </li></ul></ul><ul><ul><li>More inclusive recruitment policies and practices </li></ul></ul><ul><ul><li>Increased mobility within the company </li></ul></ul><ul><ul><li>Increased adaptability </li></ul></ul><ul><ul><li>Increased motivation </li></ul></ul><ul><ul><li>Increased company competitiveness </li></ul></ul><ul><ul><li>Increased sales turnover </li></ul></ul>