Learning And Qualifications 1 - Slide 3/4

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From the conference Competence 50+ 2007 in Gothenburg, Sweden.

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  • Learning And Qualifications 1 - Slide 3/4

    1. 1. The inclusive workplace - mentoring an important tool
    2. 2. The transnational network <ul><li>KEK Delta, Greece </li></ul><ul><li>Warwickshire College, UK </li></ul><ul><li>AIMINHO, Portugal </li></ul><ul><li>Jobrotation in Aarhus County, DK </li></ul>
    3. 3. Quantative results: 140 companies 1100 mentors trained appr. 4.500 mentees
    4. 4. Background and development Supply and demand on the labour market Needs for further qualifications Lifelong learning
    5. 5. Defining the mentor <ul><li>A ressource person in the workplace who supports: </li></ul><ul><li>Reception </li></ul><ul><li>Integration </li></ul><ul><li>Development </li></ul><ul><li>Retention </li></ul><ul><li>Prevention of marginalization </li></ul><ul><li> </li></ul>
    6. 6. Seniorworkers as mentors - a double effect <ul><li>Experience </li></ul><ul><li>Know-how </li></ul><ul><li>Know-why </li></ul><ul><li>Retention and </li></ul><ul><li>development of the </li></ul><ul><li>seniors </li></ul><ul><li> </li></ul>
    7. 7. Fields of experience <ul><li>Dialogue with the companies </li></ul><ul><li>Information at the companies </li></ul><ul><li>Development of training programmes </li></ul><ul><li>Training of mentors </li></ul><ul><li>Network between companies </li></ul><ul><li>Long term effect analysis </li></ul>
    8. 8. Branches involved <ul><li>The private sector </li></ul><ul><li>Food production </li></ul><ul><li>Elektronics </li></ul><ul><li>Metalware </li></ul><ul><li>Wood-working </li></ul><ul><li>Transport </li></ul><ul><li>Services </li></ul><ul><li>Retail </li></ul><ul><li>Wholesale </li></ul><ul><li>Post and telecomm. </li></ul><ul><li>The public sector </li></ul><ul><li>Health care </li></ul><ul><li>Elderly care </li></ul><ul><li>Kindergardens </li></ul><ul><li>Creshes </li></ul><ul><li>Hospitals </li></ul><ul><li>Schools </li></ul><ul><li>The administration </li></ul>
    9. 9. The companies motivation <ul><li>Fast and efficient integration </li></ul><ul><li>Strong retention </li></ul><ul><li>Avoid stigmatism </li></ul><ul><li>Improvement of social responsibility </li></ul><ul><li>Branding </li></ul>
    10. 10. Keyfactors for succes <ul><li>On the companies conditions </li></ul><ul><li>Preparation </li></ul><ul><li>Commitment </li></ul><ul><li>Defining the role </li></ul><ul><li>Acceptance of the mentor </li></ul><ul><li>Information </li></ul><ul><li>Training the mentors </li></ul><ul><li>Follow-up and further development </li></ul><ul><li>Network </li></ul><ul><li>External support </li></ul>
    11. 11. Demands we put on the mentors <ul><li>Experience </li></ul><ul><li>Training </li></ul><ul><li>Communication abilities </li></ul><ul><li>Knowledge about the company </li></ul><ul><li>Company culture </li></ul>
    12. 12. Tools to support the interaction mentor-mentee Introduction programmes Mutual evaluation Development of the role
    13. 13. What will the future bring * Senior activities are core issues in Denmark * A total plan in the municipality of Randers now decided by the city council

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