OntoHR in Italian context

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OntoHR in Italian context as it was presented by Francesco Zoino (Gruppo Dida) at the 2nd OntoHR Workshop in Amsterdam

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OntoHR in Italian context

  1. 1. Competences certification and HR selection in Italy: some aspects Francesco Zoino fzoino@gruppodida.it
  2. 2. The ISFOL point of view ISFOL – Institute for Development of VET for workers in Italy The competence definition: the competence is the general heritage of the person resources during a work performance or owen professional path. It’s composed by different personal skills . Eurpean framework: EQF – European Qualifications Framework is a shared instrument to easy the comparison of different qualifications in Europe (8 levels describing the set of competences, skills, knowledges that the student has acquired after a specific learning path or thanks to some work experiences). A specific recommendation pf European Council suggests to European Countires to link own qualification system to EQF until 2010.
  3. 3. The situation in Italy A lot of European Countries are working to respect the recommendation of te European Union. In Italy there is a great delay about this process. This issue is linked to the missing in Italy of a system of learning and VET standard, dedicated to the identification and certification of the competences. Form 2006 the Italian Government has created a Technical table dedicated to the construction of national system of professional and learning standards. For the missing of these shared standards in Italy some Regions have adopted specific local standards .
  4. 4. Some Certifications working in Italy Informatics: ECDL (European Computer Driving Licence) to check the necessary competences concerning the use of the personal computer and of basic applications. EUCIP (European Certification of Informatics Professionals) to identify the informatic competences of igh level for 21 professional figures (Information System Manager, Business Analyst and so on) Foreign languages: CFRLT - Common Framework of Reference for language Learning and Teaching). This presents the competence levels for the foreign languages.
  5. 5. Some progress elements Formative book (Government rule): this is a instrument to describe all the formal and informal formative paths and the professional activities realized linked to a specific person. The formative book is not a competence certification instrument, but only a process to make trasparent the learning path and professional activities of a person !!!!!!
  6. 6. HR selection in Italy: Randstat report The Randstat Italy has realized a specific analysis about the HR recluitment and selection for Italian SMEs, using a dedicated questionnaire and involving 391 users. The results of analysis has highlighted these important aspects: Problems in the selection of HR: • a lot of problems in the selection of the skilled peronnel. The most important reason for the SMEs is the not sufficient working exeperience of the worker. • use of different selection channels. In particular the involvment of specific working agency. Possible solutions • the creation of a real matching between the school competences and the work world. • the possibility to have a reference comptences standard. • improvement of the school system taking in account the needs of the eneterprises. • a lot of economic investments to dedicate to the selection of the human resources. • to increase the recluitment and selection channels
  7. 7. HR selection in Italy: Randstat report The Randstat Italy has realized a specific analysis about the HR recluitment and selection for Italian SMEs, using a dedicated questionnaire and involving 391 users. The results of analysis has highlighted these important aspects: Problems in the selection of HR: • a lot of problems in the selection of the skilled peronnel. The most important reason for the SMEs is the not sufficient working exeperience of the worker. • use of different selection channels. In particular the involvment of specific working agency. Possible solutions • the creation of a real matching between the school competences and the work world. • the possibility to have a reference comptences standard. • improvement of the school system taking in account the needs of the eneterprises. • a lot of economic investments to dedicate to the selection of the human resources. • to increase the recluitment and selection channels

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