071203 Final Presentation From Cr In Lisbon


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eSangathan presentation by C. Rossnagel at interministerial conference in Lisbon

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071203 Final Presentation From Cr In Lisbon

  1. 1. Better work – better life Christian Roßnagel Jacobs University Bremen
  2. 2. Routes to e-inclusion e-Inclusion e.g., Accessibility indirect direct e.g., Competency Development <ul><li>Indirect strategies under-developed – only standard are barrier-free intranet sites </li></ul>
  3. 3. <ul><li>Why e-include older workers? </li></ul><ul><li>Barriers to e-Inclusion? </li></ul><ul><li>Example Project I: eSangathan </li></ul><ul><li>Example Project II: WISE Demographic Network </li></ul>Overview
  4. 4. <ul><li>The Knowledge Aspect </li></ul><ul><li>(Re-)activates valuable knowledge resources </li></ul><ul><li>Minimises costly loss of “tacit” knowledge </li></ul><ul><li>Creates a solid basis for knowledge tandems and lasting mentoring relationships </li></ul>Why e-include older workers?
  5. 5. <ul><li>The Climate Aspect </li></ul><ul><li>Creates a real team spirit </li></ul><ul><li>Prevents a negative age climate which lowers company productivity </li></ul><ul><li>Signals to all workers (including the young) that a true lifelong learning climate is premium </li></ul>Why e-include older workers?
  6. 6. <ul><li>The Health Aspect </li></ul><ul><li>e-Inclusion is active social support – an effective way of preventing a variety of health problems </li></ul><ul><li>Minimises the number of “avoidable absences” </li></ul><ul><li>Better health leads to higher productivity </li></ul>Why e-include older workers?
  7. 7. <ul><li>Lack of IT resources? e-Inclusion is a social issue – not a technical one. Better get a simple solution to work today than a sophisticated one tomorrow! </li></ul>Barriers to e-inclusion?
  8. 8. <ul><li>Lack of information? It’s simpler than you think once you’ve won your colleagues over. Tackle their fears and much will follow naturally… </li></ul>Barriers to e-inclusion?
  9. 9. http://www.esangathan.eu Example Project I: eSangathan
  10. 10. <ul><li>An FP6 EU-funded project running from 2006-2008 </li></ul><ul><li>Dedicated to the inclusion of the ageing workforce in the information society </li></ul><ul><li>Aiming at exploring and promoting the benefits of collaborative work environments (CWE) </li></ul>What is it?
  11. 11. eSangathan’s CWE Workspace + Blog + Wiki
  12. 12. <ul><li>Study with 10 retiree experts and their respective teams from a variety of sectors (e.g., automotive, finance & Trade, IT) </li></ul><ul><li>Combined qualitative (interviews) and quantitative methodology </li></ul><ul><li>User profiling along hard and soft skills reflecting experts‘ inclination towards ICT usage </li></ul>Pilot I: Mahindra (India)
  13. 13. <ul><li>Experts connected to some 100 colleagues altogether; use CWE for daily work on joint projects </li></ul><ul><li>CWE based on individually customised MS Sharepoint versions </li></ul><ul><li>Experts work from home, attend meetings only upon request </li></ul><ul><li>Analysis of CWE usage (queries, target links, referrers etc.) </li></ul>Pilot I: Mahindra (India)
  14. 14. <ul><li>Job characteristics promote active use of CWE and support ICT competency development </li></ul><ul><li>In line with this, retirees participated without any corporate obligation </li></ul><ul><li>CWE aroused interest amongst Mahindra Group HR, may lead to new ITC infrastructure policies and retiree contracts </li></ul>Pilot I: First Findings
  15. 15. <ul><li>Similar to Mahindra pilot, but with 35 self-employed, unemployed or retired people, ages 55-65 </li></ul><ul><li>Combination of workshops and CWE usage analysis </li></ul><ul><li>Participants tend to see a CWE as ICT – not as a tool to organise work </li></ul><ul><li>Building of trust and acknowledgement of (initially) hierarchical mental models are essential </li></ul>Pilot II: Öresund (Sweden & DK)
  16. 16. <ul><li>Continue support on current CWE </li></ul><ul><li>Continue to introduce tools for new uses </li></ul><ul><li>Consolidate feedback and learning curves on CWE usages </li></ul><ul><li>Provide CWE for the eSangathan consortium </li></ul><ul><li>Reach knowledge sharing with the Indian Pilot </li></ul>Objectives for 2nd Year
  17. 17. http://www.wiseresearch.org Example Project II: WISE Demographic Network
  18. 18. <ul><li>A research co-operation of major companies, co- ordinated by the Jacobs Centre on Lifelong Learning </li></ul><ul><li>Dealing with all aspects of the ageing workforce </li></ul><ul><li>E-Tools for older workers’ learning competency development as one of currently four projects </li></ul>What is it?
  19. 19. <ul><li>(Informal) learning requirements are increasing in today’s workplace – even for older workers </li></ul><ul><li>E-learning is important informal learning format </li></ul><ul><li>Yet, older workers are often excluded from learning for lack of learning competency </li></ul><ul><li>We explore how competency building can be integrated into e-learning tools </li></ul>Basic idea
  20. 20. <ul><li>Study with 60 full-time employees from different WDN companies, ages 52-59 </li></ul><ul><li>No training & development participation within 24 months prior to study, low learning competency </li></ul><ul><li>Initial “learning to learn” workshop </li></ul><ul><li>Experimental group participates in four self-directed training sessions with e-learning tool </li></ul>Method
  21. 21. <ul><li>Learning is scaffolded, amount of support is systematically decreased after each session (“fading”) </li></ul><ul><li>Participants complete learning diaries between sessions to promote self-monitoring </li></ul><ul><li>Control group receives no scaffolds, only completes learning diaries </li></ul>Method
  22. 22. Embedded-direct Scaffold Before you start, please list your today‘s learning goals here: __________________________________ __________________________________ <ul><li>How satisfied are you with your learning progress in light of your goals? </li></ul><ul><li>- 2 - 3 - 4 </li></ul><ul><li>dissatisfied satisfied </li></ul>
  23. 23. Non-embedded-indirect Scaffold
  24. 24. <ul><li>Experimental group learns more successfully, reports less distress and anxiety </li></ul><ul><li>Learning competency transfers to different contents </li></ul><ul><li>Participants report increased motivation to apply new learning skills to other learning formats </li></ul><ul><li>Moreover, they are more willing to participate in their companies’ training & development </li></ul>First Findings
  25. 25. Thank you very much for your attention!