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Profiling systems for effective labour market integration


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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

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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