Presentations from International Conference "Motivation for development", Sofia, 10-12 Oct. 2012, organised by Euroguidance and Europass Bulgarian and Foundation Business for education. / Презентации от Международната конференция "Мотивация за развитие", София, 10-12 Окт. 2012, организирана от Еврогайдънс и Европас България, и Фондация на бизнеса за образование.
Helmut Kronika speaks about Financing Guidance Services. The video from his appearance is available through our Youtube channel: http://www.youtube.com/user/webhrdc/.
Хелмут Кроника говори за Финансирането на кариерните услуги. Видеото с неговото представяне е достъпно чрез нашия Youtube канал: http://www.youtube.com/user/webhrdc/.
The document provides information about the University of St. Gallen (HSG) in Switzerland. HSG was founded in 1898 as one of the first business schools in Europe. It is a public university located in St. Gallen, Switzerland. The university has around 6,000 students studying business administration, economics, law, and international relations. HSG offers bachelor's, master's and PhD programs. It is consistently ranked as one of Europe's top business schools and holds EQUIS and AACSB accreditations.
NIBI is the New International Business Institute created by the Milan Chamber of Commerce and Promos.
The mission of NIBI is to promote the training and updating of the human resources of companies that need to compete at international level, identifying new outlet, procurement, and production markets.
NIBI is the only management school that relies on a Foreign Network of offices located on the world’s strategic markets. Its top-level Faculty and the experience developed by Promos in its co-operation with companies result into training courses where education and contents are focused on instruments, relations, and experience, as well as on basic theory.
With an educational offering exclusively focused on international business, NIBI aims to become a reference model in executive education for micro, small and medium enterprises.
The document summarizes an event held by the International Coach Federation (ICF) as part of their 31-Country Coaching Tour across Europe, the Middle East, and Africa in Autumn 2015. The event took place in Brussels, Belgium on September 21, 2015 and included speakers on topics like using multiple brains effectively and the power of coaching in challenging times. Over 60 people attended the successful kick-off event, which featured inspiring speakers and opportunities for networking. Similar events were held by ICF chapters in other countries to promote professional coaching and celebrate 20 years of the ICF in the EMEA region.
IBP academy has signed an agreement with IEC Group of Institutions in India to deliver level 4, 5 and 7 Diplomas through their campuses in Baddi, Greater Noida, Alwar and Nanowal.
Schultz Consulting provides training and consulting services including project management, organizational development, and business services. They have over 15 years of experience and 5000 graduates. Their services include customized training programs, organizational assessments, strategy development, and assistance for clients in Romania and abroad. They also manage over 7 million euro in EU-funded projects for skills training.
Challenges Facing Pce Study Day 14 Nov 09 For WebJames Atherton
The document discusses some of the key challenges facing the post-compulsory education sector in the UK. It identifies potential macro-level challenges such as changes to government and funding policies after the next general election. Micro-level challenges may include issues impacting teaching and learning or individual roles. The document also examines tensions between viewing education as acquisition of knowledge versus participation in learning communities.
Team Academy Finland is a degree program that educates team entrepreneurs using innovative learning methods. It was founded in 1993 and has over 600 graduates. Students learn by doing real projects for real customers through team companies they operate. They graduate with a Bachelor's in Business Administration after 3.5 years. The program has had success with over 90% of graduates employed or starting businesses within 6 months and developing over 17 new companies. It uses a coaching model and focuses on team and experiential learning through practical projects rather than traditional lectures.
This document discusses values-based leadership and personal development. It encourages the reader to complete personal values and leadership assessments. These assessments evaluate the reader's current stage of development and leadership abilities based on models of seven levels of personal and leadership consciousness. The document suggests reflecting on assessment results and identifying actions to support continued growth as a person and leader.
The document provides information about the University of St. Gallen (HSG) in Switzerland. HSG was founded in 1898 as one of the first business schools in Europe. It is a public university located in St. Gallen, Switzerland. The university has around 6,000 students studying business administration, economics, law, and international relations. HSG offers bachelor's, master's and PhD programs. It is consistently ranked as one of Europe's top business schools and holds EQUIS and AACSB accreditations.
NIBI is the New International Business Institute created by the Milan Chamber of Commerce and Promos.
The mission of NIBI is to promote the training and updating of the human resources of companies that need to compete at international level, identifying new outlet, procurement, and production markets.
NIBI is the only management school that relies on a Foreign Network of offices located on the world’s strategic markets. Its top-level Faculty and the experience developed by Promos in its co-operation with companies result into training courses where education and contents are focused on instruments, relations, and experience, as well as on basic theory.
With an educational offering exclusively focused on international business, NIBI aims to become a reference model in executive education for micro, small and medium enterprises.
The document summarizes an event held by the International Coach Federation (ICF) as part of their 31-Country Coaching Tour across Europe, the Middle East, and Africa in Autumn 2015. The event took place in Brussels, Belgium on September 21, 2015 and included speakers on topics like using multiple brains effectively and the power of coaching in challenging times. Over 60 people attended the successful kick-off event, which featured inspiring speakers and opportunities for networking. Similar events were held by ICF chapters in other countries to promote professional coaching and celebrate 20 years of the ICF in the EMEA region.
IBP academy has signed an agreement with IEC Group of Institutions in India to deliver level 4, 5 and 7 Diplomas through their campuses in Baddi, Greater Noida, Alwar and Nanowal.
Schultz Consulting provides training and consulting services including project management, organizational development, and business services. They have over 15 years of experience and 5000 graduates. Their services include customized training programs, organizational assessments, strategy development, and assistance for clients in Romania and abroad. They also manage over 7 million euro in EU-funded projects for skills training.
Challenges Facing Pce Study Day 14 Nov 09 For WebJames Atherton
The document discusses some of the key challenges facing the post-compulsory education sector in the UK. It identifies potential macro-level challenges such as changes to government and funding policies after the next general election. Micro-level challenges may include issues impacting teaching and learning or individual roles. The document also examines tensions between viewing education as acquisition of knowledge versus participation in learning communities.
Team Academy Finland is a degree program that educates team entrepreneurs using innovative learning methods. It was founded in 1993 and has over 600 graduates. Students learn by doing real projects for real customers through team companies they operate. They graduate with a Bachelor's in Business Administration after 3.5 years. The program has had success with over 90% of graduates employed or starting businesses within 6 months and developing over 17 new companies. It uses a coaching model and focuses on team and experiential learning through practical projects rather than traditional lectures.
This document discusses values-based leadership and personal development. It encourages the reader to complete personal values and leadership assessments. These assessments evaluate the reader's current stage of development and leadership abilities based on models of seven levels of personal and leadership consciousness. The document suggests reflecting on assessment results and identifying actions to support continued growth as a person and leader.
This document provides an overview of several career guidance theories, beginning with matching theories proposed by Parsons, Rodgers, and Holland. These theories view career choice as rationally matching individuals' traits to occupational requirements. While influential, they are criticized for not accounting for change over time or cultural factors. Developmental theories proposed by Ginzberg and Super view career choice as a developmental process over the lifespan. Learning theories emphasize social learning and happenstance in career decision-making. Psychodynamic theories proposed by Roe and Savickas view career choice through a psychodynamic lens. The document concludes by discussing community interaction theory and providing references for further reading.
This document outlines the training program for a career development and counselling process course. The course focuses on establishing collaborative relationships with clients, understanding how change affects career transitions, and using an employment services delivery model. It discusses stages of skill acquisition, definitions of key terms, and models of the counselling and career development processes. Effective counsellors identify goals, perform relevant tasks, ensure engagement through relationships and establish working alliances to support clients through change.
This document discusses counselling skills and career counselling. It notes that in modern times, loneliness, broken relationships, and deteriorating mental health are issues that counselling can help address by getting people to open up and talk. The document outlines what counselling is, why it's important, how it works, who provides it, and who receives it. It also discusses the counsellor's role in providing a confidential, empathetic environment to help counsellees overcome issues like parental pressure, lack of opportunities, confusion, and frustration. Throughout the counselling process, counsellors should avoid judgement and coercion, and instead cultivate skills like active listening, asking open questions, and connecting with counsellees in a compassionate
This document outlines the curriculum for a career development and counselling theories training program. It includes an overview of counselling theories such as reality therapy, rational emotive therapy, individual psychology, and client-centered therapy. It also summarizes several theories of career development including trait-factor theory, person-environment fit theory, lifelong career development theory, social learning theory, and socio-dynamic counselling. The document provides learning objectives, outlines the courses in the program, and gives brief descriptions of key concepts from various counselling and career development theories.
The document provides an overview of several prominent career development theories. It begins by defining career development and career counseling. It then outlines Donald Super's career development theory, including his concepts of self-concept, life stages, and life spaces. John Holland's theory of vocational personalities and work environments is explained. The document also summarizes Abraham Maslow's hierarchy of needs, John Krumboltz's learning theory, Nancy Schlossberg's transition theory, and L. Sunny Hansen's integrated life planning theory. It concludes by describing the cognitive information processing approach to career counseling. In under 3 sentences, the document surveys major career development theories and how they inform the work of career practitioners.
Guidance and counselling provide assistance to help individuals develop personally and professionally. Guidance is broader and aims to help people understand alternatives and make wise choices, while counselling focuses more on inward analysis of problems. Both guidance and counselling have the goals of facilitating adjustment, optimal development, and helping individuals live productive lives. Effective guidance and counselling require principles like respecting individual differences and focusing on each person's needs and abilities. Schools need qualified counsellors and guidance services to support students' well-being and achievement.
The counselling process; Stages of the counselling processSunil Krishnan
The counselling process:
Stages of the counselling process
Stage 1: Initial Disclosure
Stage 2: In-depth Exploration
Stage 3: Commitment to action
Three stages of Counselling in Perspective
Counselling …………………………………………………………………
Counselling and Psychotherapy………………………………………
The Role of the Counsellor……………………………………………
Counselling Skills ……………………………………………………
Stages of the counselling process: …………………………………………
Some Misconceptions About Counselling ……………………………
The Counselling Process ………………………………………………
Stage 1: Relationship Building - Initial Disclosure ………………………
Stage 2: In-Depth Exploration - Problem Assessment ………………….
Stage 3: Goal Setting - Commitment to Action ………………………….…
Guidelines for Selecting and Defining Goals ………………………..
Summary ………………………………………………………………
Three stages of Counselling in Perspective …………………………………
Psychoanalytic theory ……………………………………………..…
Benefits and limitations of Psychoanalytic theory ……………
Psychodynamic Approach to Counselling …………………………
Id, Ego and Superego …………………………………………
Humanistic Theory …………………………………………………
Client Centred/Non Directive Counselling……………………
Benefits and limitations in relation …………………………
Humanistic Approach to Counselling …………………………………
Behaviour Theory …………………………………………………
Behavioural Approach to Counselling …………………………
Cognitive Theory …………………………………………………
- The document summarizes an entrepreneurship program in Wallonia, Belgium called "Nothing But Aces" run by the Economic Development Agency (AS-E) between 2007-2009.
- The program aimed to promote entrepreneurship in schools and involved over 350 schools, 2,500 teachers and nearly 33,000 students over those two years.
- Going forward, AS-E looks to expand their toolbox of resources for teachers and promote more small, innovative projects led by educators to further engage students with entrepreneurship concepts.
Cap Ulysse is a training center located in Bordeaux, France that promotes education, vocational training, and European mobility. It has a team of 5 staff members and has mentored over 400 learners in mobility programs between 2010-2012. Cap Ulysse provides services in 3 areas: promoting qualitative mobility across Europe, mentoring incoming mobility in Bordeaux, and advising on European educational opportunities. It coordinates several European projects focused on mobility and actively works with a network of over 50 partners across Europe.
PAAS facilitators
TRIO online training system: it provides free online courses and training paths to citizens. The
system is accessible through PAAS centres and other eLearning poles. It relies on online tutors to
support users during their online learning experience.
The document summarizes activities from an eTwinning event held in Bologna, Italy on October 21, 2011. It discusses the hosting institution, Istituto di istruzione Superiore Aldini Valeriani, and thanks partners from Pinneberg. It also mentions an eTwinning project between the hosting school and a school in Wroclaw, Poland, involving teacher and student exchanges in electrotechnics and automation. Finally, it recognizes funding from the Emilia Romagna region that supported partnership activities through family collaboration.
The document announces the 5th Corporate Universities and Corporate Learning Summit to be held in June 2015. It provides information on the location, dates, advisory committee members, reasons to attend, and endorsers of the previous summits. Attendees at the 2014 summit included over 100 representatives from corporate learning organizations who shared knowledge on developments in corporate education.
EUCIS-LLL Position on Validation of Non-formal and Informal LearningLLL Platform
EUCIS-LLL position on the Validation of Non-formal
and Informal Learning, Audrey Frith, EUCIS-LLL Director, at
SOLIDAR and Ligue de l’enseignement Seminar on the topic, 13 January 2014, Brussels.
Presentation of project activities:
Channel Crossings (www.chc.cz) - projects focused on languages, teaching methodology and equal opportunities
EDUcentrum (www.educentrum-os.cz) - projects focused on vocational education and training, young learners
At the 6th NICE Conference in Bratislava, Slovakia, Dr Susanne Kraatz from the European Parliament's Policy Department on Economic and Scientific Policy presented an overview of efforts at the European level, to foster quality in lifelong guidance and counselling. Next to an overview of existing policies, current activities and challenges for the future, she presented a European competence profile for PES and EURES counsellors. For more information on the conference, please visit www.nice-network.eu
This document provides information about a lifelong learning project that took place from 2009-2011. The project aimed to share the reciprocal maieutic approach with adult learning staff and increase the quality of learning for adult learners. Key aspects of the project included training workshops for adult learning staff in several countries, the development of training materials, and evaluations of the impact. The project involved partnerships between organizations from several European countries and had outcomes such as increased skills for adult learning staff and personal development for adult learners.
The document discusses projects in four European countries that addressed employment for older workers. The projects had different approaches but common themes of age management, assessment, career planning and training. They produced guides on good practices. Results included initiatives benefitting small businesses in Austria, 20% employment and innovation teams in Germany, job coaches in Poland, and support for over 200 UK individuals and 47 businesses. It recommends a holistic framework for older unemployed/workers.
Capacity development is an important tool for organizations to achieve strategic objectives and improve performance. Sweco has significant experience assisting organizations globally with capacity development through strategies like training, process development, and restructuring. Their approach involves a holistic analysis of the organization and supporting the performance of individuals, teams, and the overall organization. Sweco offers international expertise, a focus on effective processes, structured training program development, performance benchmarking, and evaluation to support clients' capacity development goals.
Unibail-Rodamco is a commercial real estate company that recruits and develops young talent across Europe. It offers a European Graduate Programme that provides a 1-year paid training program across business areas and countries. The program aims to give graduates exposure to the business and help them build skills and networks. Unibail-Rodamco manages a large portfolio of high-quality shopping centers, offices, and convention centers across 12 European countries. It focuses on providing graduates with challenging work, responsibilities, mobility opportunities and career development support to become future leaders in the company.
This document provides information about EDEN, a professional network in open and distance learning:
- EDEN has over 170 institutional members and promotes policy studies, professional development, projects, annual conferences, and research in the field.
- It has participated in over 60 EU projects related to skills and competencies. Upcoming projects focus on soft skills, digital skills, and open badges.
- The 2016 annual conference will be held in Budapest and feature keynotes on topics like digital transformation, competencies, and European policy. An interactive workshop will focus on digital skills and competencies.
This document provides an overview of several career guidance theories, beginning with matching theories proposed by Parsons, Rodgers, and Holland. These theories view career choice as rationally matching individuals' traits to occupational requirements. While influential, they are criticized for not accounting for change over time or cultural factors. Developmental theories proposed by Ginzberg and Super view career choice as a developmental process over the lifespan. Learning theories emphasize social learning and happenstance in career decision-making. Psychodynamic theories proposed by Roe and Savickas view career choice through a psychodynamic lens. The document concludes by discussing community interaction theory and providing references for further reading.
This document outlines the training program for a career development and counselling process course. The course focuses on establishing collaborative relationships with clients, understanding how change affects career transitions, and using an employment services delivery model. It discusses stages of skill acquisition, definitions of key terms, and models of the counselling and career development processes. Effective counsellors identify goals, perform relevant tasks, ensure engagement through relationships and establish working alliances to support clients through change.
This document discusses counselling skills and career counselling. It notes that in modern times, loneliness, broken relationships, and deteriorating mental health are issues that counselling can help address by getting people to open up and talk. The document outlines what counselling is, why it's important, how it works, who provides it, and who receives it. It also discusses the counsellor's role in providing a confidential, empathetic environment to help counsellees overcome issues like parental pressure, lack of opportunities, confusion, and frustration. Throughout the counselling process, counsellors should avoid judgement and coercion, and instead cultivate skills like active listening, asking open questions, and connecting with counsellees in a compassionate
This document outlines the curriculum for a career development and counselling theories training program. It includes an overview of counselling theories such as reality therapy, rational emotive therapy, individual psychology, and client-centered therapy. It also summarizes several theories of career development including trait-factor theory, person-environment fit theory, lifelong career development theory, social learning theory, and socio-dynamic counselling. The document provides learning objectives, outlines the courses in the program, and gives brief descriptions of key concepts from various counselling and career development theories.
The document provides an overview of several prominent career development theories. It begins by defining career development and career counseling. It then outlines Donald Super's career development theory, including his concepts of self-concept, life stages, and life spaces. John Holland's theory of vocational personalities and work environments is explained. The document also summarizes Abraham Maslow's hierarchy of needs, John Krumboltz's learning theory, Nancy Schlossberg's transition theory, and L. Sunny Hansen's integrated life planning theory. It concludes by describing the cognitive information processing approach to career counseling. In under 3 sentences, the document surveys major career development theories and how they inform the work of career practitioners.
Guidance and counselling provide assistance to help individuals develop personally and professionally. Guidance is broader and aims to help people understand alternatives and make wise choices, while counselling focuses more on inward analysis of problems. Both guidance and counselling have the goals of facilitating adjustment, optimal development, and helping individuals live productive lives. Effective guidance and counselling require principles like respecting individual differences and focusing on each person's needs and abilities. Schools need qualified counsellors and guidance services to support students' well-being and achievement.
The counselling process; Stages of the counselling processSunil Krishnan
The counselling process:
Stages of the counselling process
Stage 1: Initial Disclosure
Stage 2: In-depth Exploration
Stage 3: Commitment to action
Three stages of Counselling in Perspective
Counselling …………………………………………………………………
Counselling and Psychotherapy………………………………………
The Role of the Counsellor……………………………………………
Counselling Skills ……………………………………………………
Stages of the counselling process: …………………………………………
Some Misconceptions About Counselling ……………………………
The Counselling Process ………………………………………………
Stage 1: Relationship Building - Initial Disclosure ………………………
Stage 2: In-Depth Exploration - Problem Assessment ………………….
Stage 3: Goal Setting - Commitment to Action ………………………….…
Guidelines for Selecting and Defining Goals ………………………..
Summary ………………………………………………………………
Three stages of Counselling in Perspective …………………………………
Psychoanalytic theory ……………………………………………..…
Benefits and limitations of Psychoanalytic theory ……………
Psychodynamic Approach to Counselling …………………………
Id, Ego and Superego …………………………………………
Humanistic Theory …………………………………………………
Client Centred/Non Directive Counselling……………………
Benefits and limitations in relation …………………………
Humanistic Approach to Counselling …………………………………
Behaviour Theory …………………………………………………
Behavioural Approach to Counselling …………………………
Cognitive Theory …………………………………………………
- The document summarizes an entrepreneurship program in Wallonia, Belgium called "Nothing But Aces" run by the Economic Development Agency (AS-E) between 2007-2009.
- The program aimed to promote entrepreneurship in schools and involved over 350 schools, 2,500 teachers and nearly 33,000 students over those two years.
- Going forward, AS-E looks to expand their toolbox of resources for teachers and promote more small, innovative projects led by educators to further engage students with entrepreneurship concepts.
Cap Ulysse is a training center located in Bordeaux, France that promotes education, vocational training, and European mobility. It has a team of 5 staff members and has mentored over 400 learners in mobility programs between 2010-2012. Cap Ulysse provides services in 3 areas: promoting qualitative mobility across Europe, mentoring incoming mobility in Bordeaux, and advising on European educational opportunities. It coordinates several European projects focused on mobility and actively works with a network of over 50 partners across Europe.
PAAS facilitators
TRIO online training system: it provides free online courses and training paths to citizens. The
system is accessible through PAAS centres and other eLearning poles. It relies on online tutors to
support users during their online learning experience.
The document summarizes activities from an eTwinning event held in Bologna, Italy on October 21, 2011. It discusses the hosting institution, Istituto di istruzione Superiore Aldini Valeriani, and thanks partners from Pinneberg. It also mentions an eTwinning project between the hosting school and a school in Wroclaw, Poland, involving teacher and student exchanges in electrotechnics and automation. Finally, it recognizes funding from the Emilia Romagna region that supported partnership activities through family collaboration.
The document announces the 5th Corporate Universities and Corporate Learning Summit to be held in June 2015. It provides information on the location, dates, advisory committee members, reasons to attend, and endorsers of the previous summits. Attendees at the 2014 summit included over 100 representatives from corporate learning organizations who shared knowledge on developments in corporate education.
EUCIS-LLL Position on Validation of Non-formal and Informal LearningLLL Platform
EUCIS-LLL position on the Validation of Non-formal
and Informal Learning, Audrey Frith, EUCIS-LLL Director, at
SOLIDAR and Ligue de l’enseignement Seminar on the topic, 13 January 2014, Brussels.
Presentation of project activities:
Channel Crossings (www.chc.cz) - projects focused on languages, teaching methodology and equal opportunities
EDUcentrum (www.educentrum-os.cz) - projects focused on vocational education and training, young learners
At the 6th NICE Conference in Bratislava, Slovakia, Dr Susanne Kraatz from the European Parliament's Policy Department on Economic and Scientific Policy presented an overview of efforts at the European level, to foster quality in lifelong guidance and counselling. Next to an overview of existing policies, current activities and challenges for the future, she presented a European competence profile for PES and EURES counsellors. For more information on the conference, please visit www.nice-network.eu
This document provides information about a lifelong learning project that took place from 2009-2011. The project aimed to share the reciprocal maieutic approach with adult learning staff and increase the quality of learning for adult learners. Key aspects of the project included training workshops for adult learning staff in several countries, the development of training materials, and evaluations of the impact. The project involved partnerships between organizations from several European countries and had outcomes such as increased skills for adult learning staff and personal development for adult learners.
The document discusses projects in four European countries that addressed employment for older workers. The projects had different approaches but common themes of age management, assessment, career planning and training. They produced guides on good practices. Results included initiatives benefitting small businesses in Austria, 20% employment and innovation teams in Germany, job coaches in Poland, and support for over 200 UK individuals and 47 businesses. It recommends a holistic framework for older unemployed/workers.
Capacity development is an important tool for organizations to achieve strategic objectives and improve performance. Sweco has significant experience assisting organizations globally with capacity development through strategies like training, process development, and restructuring. Their approach involves a holistic analysis of the organization and supporting the performance of individuals, teams, and the overall organization. Sweco offers international expertise, a focus on effective processes, structured training program development, performance benchmarking, and evaluation to support clients' capacity development goals.
Unibail-Rodamco is a commercial real estate company that recruits and develops young talent across Europe. It offers a European Graduate Programme that provides a 1-year paid training program across business areas and countries. The program aims to give graduates exposure to the business and help them build skills and networks. Unibail-Rodamco manages a large portfolio of high-quality shopping centers, offices, and convention centers across 12 European countries. It focuses on providing graduates with challenging work, responsibilities, mobility opportunities and career development support to become future leaders in the company.
This document provides information about EDEN, a professional network in open and distance learning:
- EDEN has over 170 institutional members and promotes policy studies, professional development, projects, annual conferences, and research in the field.
- It has participated in over 60 EU projects related to skills and competencies. Upcoming projects focus on soft skills, digital skills, and open badges.
- The 2016 annual conference will be held in Budapest and feature keynotes on topics like digital transformation, competencies, and European policy. An interactive workshop will focus on digital skills and competencies.
This portfolio is designed to help youth leaders and workers document their competencies in a 3 step process.
First, users complete competence self-assessments in section 5. Second, they obtain feedback on their competencies from others in section 6. Third, they create a personal development plan in section 7 to identify goals for improving or expanding their competencies. The overall process allows users to build evidence of their skills and experience gained through non-formal education.
The document summarizes the objectives and activities of the COPIE 2 Learning Network on Inclusive Entrepreneurship. The network aims to promote entrepreneurship for all by implementing benchmarking tools, promoting enterprise education, and providing integrated business support. It has 10 partner organizations across Europe working on these goals through activities like developing diagnostic tools, organizing workshops and events, and establishing online platforms for sharing knowledge and resources.
Bart Vanderkerken is a senior HR executive with over 25 years of experience in HR leadership roles at major global companies like Kraft, Colgate-Palmolive, and Campbell's Soup. He has expertise in areas such as change management, leadership development, labor relations, talent management, and HR strategies. Currently he works as an independent HR advisor and consultant. Previously he held positions as VP of HR for Campbell's Europe and HR Director roles overseeing supply chain operations for Colgate Europe.
Программа обучения навыкам предпринимательской деятельности в университетах. ...Discussion Club
1. The University of Sfax in Tunisia created the Entrepreneurship and Placement University Center (EPUC) in 2005 to promote entrepreneurship culture and help university graduates find employment or start businesses.
2. Between 2005-2009, EPUC conducted various initiatives including developing entrepreneurship curriculum, training workshops for students and faculty, and an annual "Entrepreneurship Village" event.
3. In 2009, EPUC worked with the European Training Foundation on a project using five policy indicators to develop entrepreneurial learning strategies for universities. EPUC found the indicators useful to inform its own 2010-2013 strategy under a new performance-based relationship with the Tunisian Ministry of Higher Education
Презентация реализирана от страна на Гергана Раковска, Претседател на Фондация Бизнеса за Образованието на Национален семинар "Обучение на кариерни консултанти", проведен в град София на 10-12 септември 2013г. Семинарът е организиран от страна на Национален Еврогайдънс и
Европас Център съвместно с Фондация Бизнеса за Образованието.
Презентация от Валоризационната конференция на Центъра за развитие на човешките ресурси (ЦРЧР) на 12.12.2012г. Обзор на всички дейности, управлявани от ЦРЧР и тяхното въздействие върху българската образователна система за периода 2009-2012.
За повече информация: research@hrdc.bg
Presentations from International Conference "Motivation for development", Sofia, 10-12 Oct. 2012, organised by Euroguidance and Europass Bulgarian and Foundation Business for education. / Презентации от Международната конференция "Мотивация за развитие", София, 10-12 Окт. 2012, организирана от Еврогайдънс и Европас България, и Фондация на бизнеса за образование.
Andrea Poshalko speaks about a new database with methods for vocational guidance - NAVIGUIDE.
Андреа Пошалко говори за нова база данни с методи за професионално ориентиране - NAVIGUIDE.
Презентация за достъпност и използваемост на съдържанието на интернет страница, изнесена от г-н Траян Стоянов по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Презентация за създаване на интернет страница, изнесена от г-н Траян Стоянов по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Презентация за SEO Оптимизация, изнесена от г-н Траян Стоянов по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Презентация за системи за управление на съдържанието – CMS системи, изнесена от г-н Траян Стоянов по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Презентация на тема „Кой съм аз”, изнесена от г-н Траян Стоянов по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Презентация на тема „Защо се правят игрите”, изнесена от г-н Калоян Златков по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Презентация за начина на създаване на игри, изнесена от г-н Андрей Главчев по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Презентация за Мобилни приложения и игри, изнесена от г-н Недялко Миленков по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Презентация за Създаване на приложения за Windows Phone, изнесена от г-н Михаил Матеев по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Презентация на тема „Маркетинг и реклама” и как се прави приложение за социални мрежи, Фейсбук маркетинг инструменти, изнесена от г-н Ивайло Христов по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Презентация на европейските информационни мрежи и как те могат да бъдат полезни на младите хора в България, изнесена от г-жа Виктория Баръмова по време на национален семинар "Младите хора в движение", 09-11.03.2012 в град Пловдив. Семинарът се организира съвместно от Еврогайдънс - България, Европас – България, Джуниър Ачийвмънт – България и Европа Директно – София. www.hrdc.bg
Lachezar Afrikanov presents on the topic: "European Funding opportunities for Career Education". The conference is organised in cooperation between European Training Foundation, ELGPN and Euroguidance Bulgaria. Author: Lachezar Afrikanov
Prof. Tony Watts presents on the topic: "Career management skills" at an international conference in Sofia, 08th Nov 2011. The conference is organised in cooperation between European Training Foundation, ELGPN and Euroguidance Bulgaria.
Helmut Zeloth presents on the topic: "Career Education: An effective and cost-efficient solution to increase access to career guidance in South-East Europe". The conference is organised in cooperation between European Training Foundation, ELGPN and Euroguidance Bulgaria.
Raimo Vuorinen presents on the topic: "Career management skills" at an international conference in Sofia, 08th Nov 2011. The conference is organised in cooperation between European Training Foundation, ELGPN and Euroguidance Bulgaria.
I am an accomplished and driven administrative management professional with a proven track record of supporting senior executives and managing administrative teams. I am skilled in strategic planning, project management, and organizational development, and have extensive experience in improving processes, enhancing productivity, and implementing solutions to support business objectives and growth.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
LinkedIn Strategic Guidelines for June 2024Bruce Bennett
LinkedIn is a powerful tool for networking, researching, and marketing yourself to clients and employers. This session teaches strategic practices for building your LinkedIn internet presence and marketing yourself. The use of # and @ symbols is covered as well as going mobile with the LinkedIn app.
1. BEST
PERSONAL
Financing Career Services –
Empowering Learners and Clients
A ten years journey of a guidance and training model
realised by BEST in different frameworks and
constellations
International Conference
“Motivation for Development”
10th – 12th October 2012
Bulgaria, Sofia
1
2. AGENDA
1. Introduction BEST
2. The original model: Learning – Orienting – Doing
a) SDL Principles and Empowerment Approaches for training and guidance
b) The “LOT – House” within the EQUAL project “At the Open Boarder” (2002 - 2005)
3. Elaboration of theories and methodologies: the LdV project
“Learn.Empowerment - Self-directed Learning for Low-skilled Unemployed
People” (2004 - 2007)
4. Implementation/Realisation and Transfer of the Model (2004 – 2012)
a) the Austrian Context of Career Guidance and Training
[QPJ – Your Choice, Golden Goal]
b) the European Level: transfer systems into other contexts and societies
[Empower Deprived Learners, ENTER]
4. The journey is going on: current project implementations by BEST
[En Vogue, GARDEN, REACH)
5. Summary: the cornerstones along the journey
2
3. AGENDA
1. Introduction BEST
2. The original model: Learning – Orienting – Doing
a) SDL Principles and Empowerment Approaches for training and guidance
b) The “LOT – House” within the EQUAL project “At the Open Boarder” (2002 - 2005)
3. Elaboration of theories and methodologies: the LdV project
“Learn.Empowerment - Self-directed Learning for Low-skilled Unemployed
People” (2004 - 2007)
4. Implementation/Realisation and Transfer of the Model (2004 – 2012)
a) the Austrian Context of Career Guidance and Training
[QPJ – Your Choice, Golden Goal]
b) the European Level: transfer systems into other contexts and societies
[Empower Deprived Learners, ENTER]
4. The journey is going on: current project implementations by BEST
[En Vogue, GARDEN, REACH)
5. Summary: the cornerstones along the journey
3
4. BEST
PERSONAL
Fact Box
More than 20 years of experience in
education, training and HR
Head office in Vienna + 8 branches (Vienna
and Lower Austria)
Appr. 300 staff members (trainers & head
office)
2011: appr. 12,000 course participants
All kinds of training
− e.g. computing
− languages
− business
− oaching and orientation/guidance
− vocational education & training
− on demand company in-house trainings
Participants: 16+
Certified European Computer Driving Licence
Test Centre (ECDL), European Communication
Certificate (ECo-C)
4
5. BEST
PERSONAL
Hard skills...
BEST Institut für berufsbezogene
Weiterbildung und Personaltraining
GmbH was founded in 1990 as an
independent vocational qualification
institute.
We qualify employees and unemployed people in economy,
languages, clerical skills, commerce, and computer skills.
BEST, as certified ECDL Test Centre, offers qualification
courses and examinations for the European Computer Driving
Licence (ECDL and ECDL advanced), ECo-C.
We offer training facilities for up to 12,000 people and employ
a staff of more than 300 teachers and trainers.
5
6. BEST
PERSONAL
...and Soft Skills
Working in teams, communication,
networking, flexibility:
These skills have become important
factors at the labour market.
The concepts for lifelong learning and
accompanying coaching are part of our
holistic approach.
6
7. BEST
PERSONAL
based in
Lower Austria
with several centres
stria
e r Au
Low Vie
+4 course
centres
in Vienna
2 most populated federal provinces
Population (in m.): 1,60 (Lower Austria) + 1,69 (Vienna) in 2012
Landscape: mountainous (in SW), to plains (in E) and
hilly region (in NW)
Capitals: St. Pölten (Lower Austria), Vienna (is also Austria’s
capital and biggest metropolitan area) 7
8. BEST
PERSONAL
International Projects
Since Austria joined the EU in 1995, BEST has been
engaged in more than 100 European projects in
the framework of the following EU programmes:
• LEONARDO DA VINCI
• SOCRATES-GRUNDTVIG
• Other European programmes:
eTEN, community initiatives HORIZON
and EQUAL, ESF, Transversal Programme
etc.
Network of more than 150 international organisations.
8
9. BEST
PERSONAL
Some of our recent
international projects
more : http://www.best.at/en/international-projects
9
10. AGENDA
1. Introduction BEST
2. The original model: Learning – Orienting – Doing
a) SDL Principles and Empowerment Approaches for training and guidance
b) The “LOT – House” within the EQUAL project “At the Open Boarder” (2002 - 2005)
3. Elaboration of theories and methodologies: the LdV project
“Learn.Empowerment - Self-directed Learning for Low-skilled Unemployed
People” (2004 - 2007)
4. Implementation/Realisation and Transfer of the Model (2004 – 2012)
a) the Austrian Context of Career Guidance and Training
[QPJ – Your Choice, Golden Goal]
b) the European Level: transfer systems into other contexts and societies
[Empower Deprived Learners, ENTER]
4. The journey is going on: current project implementations by BEST
[En Vogue, GARDEN, REACH)
5. Summary: the cornerstones along the journey
10
11. 2. The original model: Learning – Orienting – Doing
At the open border
An EQUAL development partnership
The development partnership "At the open border" has
supported unemployed persons from the regions
"Waldviertel" and "Weinviertel" in entering the first
labour market and developed and tested innovative
measures for this integration.
For this purpose, twelve organizations cooperated under the
coordination of BEST within the context of the EU Community Initiative
EQUAL. The objective of EQUAL was to combat discrimination and
inequality on the labor market and in the area of education.
Project duration: October 2002- February 2005
11
12. a) SDL Principles and Empowerment Approaches for
training and guidance
The concept as developed and applied in the project
Self directed learning and empowerment can mean
− learners learning on their own
− learners deciding about their learning autonomously
− learners taking responsibility for their learning
progress
Self directed learning and empowerment does NOT mean
− leaving learners alone
− lack of teacher support
12
13. a) SDL Principles and Empowerment Approaches for
training and guidance
Purpose of SDL/Empowerment
Promote learners’ ability to act in a self-determined,
independent way
Foster learners’ own initiative
− better learning outcomes for individuals
− learners make use of learning contents in their own
surroundings
Raise motivation
13
14. a) SDL Principles and Empowerment Approaches for
training and guidance
Characteristics of SDL/Empowerment
Educators as Individualised
counsellors learning
SDL/ Independent
Empowerment learning
Variety of
learning places Variety of
methods
14
15. a) SDL Principles and Empowerment Approaches for
training and guidance
Main Methodological Elements
Biographic Work
Planning the Process/Fixing Individual Goals
Reflection Accompanying the Process
Evaluation and Assessment
15
16. b) The “LOT – House” within the EQUAL project “At the
Open Boarder” (2002 - 2005)
Case Study: “LOT House”
L-O-T
− “Lernen – Orientieren – Tun”
− “Learning – Orienting – Doing”
Project for socially disadvantaged people,
based on SDL and Empowerment principles
Main realisation approach:
− different learning zones
16
17. b) The “LOT – House” within the EQUAL project “At the
Open Boarder” (2002 - 2005)
LOT-House structure
Learning and working in 5 different learning zones
17
18. b) The “LOT – House” within the EQUAL project “At the
Open Boarder” (2002 - 2005)
Info Zone
− Registration
− Information
− Counselling
− Job guidance
− Surf-Station
− E-learning
18
19. b) The “LOT – House” within the EQUAL project “At the
Open Boarder” (2002 - 2005)
Course zone
Large variety of courses, e.g.
− Languages
− Computer skills
− Time management
− Self presentation
− “Wellness-courses”
Flexible course rooms
Atmosphere of “wellbeing”
19
20. b) The “LOT – House” within the EQUAL project “At the
Open Boarder” (2002 - 2005)
Workshop zone
Creative work & handicraft skills
20
21. b) The “LOT – House” within the EQUAL project “At the
Open Boarder” (2002 - 2005)
Initiative zone
Project work
− Work in groups
Training and improvement of social, communicative and
organisational skills
Absence of local limits
Flexibility in time
21
22. b) The “LOT – House” within the EQUAL project “At the
Open Boarder” (2002 - 2005)
The Guides
Securing long-term re-entering into the labour market
Individual coaching
Guidance and counselling of learners throughout the training
programme
On-going support also offered to learners/clients who finally
got a job
22
23. AGENDA
1. Introduction BEST
2. The original model: Learning – Orienting – Doing
a) SDL Principles and Empowerment Approaches for training and guidance
b) The “LOT – House” within the EQUAL project “At the Open Boarder” (2002 - 2005)
3. Elaboration of theories and methodologies: the LdV project
“Learn.Empowerment - Self-directed Learning for Low-skilled Unemployed
People” (2004 - 2007)
4. Implementation/Realisation and Transfer of the Model (2004 – 2012)
a) the Austrian Context of Career Guidance and Training
[QPJ – Your Choice, Golden Goal]
b) the European Level: transfer systems into other contexts and societies
[Empower Deprived Learners, ENTER]
4. The journey is going on: current project implementations by BEST
[En Vogue, GARDEN, REACH)
5. Summary: the cornerstones along the journey
23
24. 3. Elaboration of theories and methodologies:
the LdV project “Learn.Empowerment -
Self-directed Learning for Low-skilled
Unemployed People” (2004 - 2007)
According to forecasts of employment trends, skill requirements
for jobs are increasing, whereas job opportunities for low-skilled
and unskilled workers are facing a dramatic decline. Since
learning has become a necessary precondition for successful
employment, the concept of "self-directed learning" can be a
solution for this dilemma.
EU-programme: Leonardo da Vinci
Project co-ordinator: BEST, Helmut Kronika
Project period: October 2004 - March 2007
Website: www.learn-empowerment.org
24
25. 3. Elaboration of theories and methodologies:
the LdV project “Learn.Empowerment -
Self-directed Learning for Low-skilled
Unemployed People” (2004 - 2007)
Guidelines and Tool Box
The project aims at two didactic deliverables: The "Guidelines" and a
"Tool Box". The "Guidelines for integration of self-directed learning into
vocational education and training of low-skilled unemployed persons“
focus on:
Creation of environments for action oriented and practically oriented learning
Learning contents for improving the competences of learners
Support structures for trainers
Organisational and structural requirements for self-directed learning
environments
Consideration of gender mainstreaming aspects in all parts of the training process
Introduction of diversity management in the training regarding the various
cultural and social backgrounds of the learners
The "Tool Box" consists of a collection of methods directed at different
target groups and attributed to this new didactic approach.
25
26. 3. Elaboration of theories and methodologies:
the LdV project “Learn.Empowerment -
Self-directed Learning for Low-skilled
Unemployed People” (2004 - 2007)
Analysing tender specifications
The project also addresses another issue: "How can innovative
project results be transferred into the funded training
mainstream?" Currently, the most effective barriers from doing so
are the tender specifications from funding organisations, which do
not allow for high flexibility. Therefore, the project has developed
models to show how tender specifications can be modified in
order to allow for more flexibility.
26
27. 3. Elaboration of theories and methodologies:
the LdV project “Learn.Empowerment -
Self-directed Learning for Low-skilled
Unemployed People” (2004 - 2007)
The project partnership
The project consortium comprised 21 partners from 11 countries.
The multi-actor partnership comprised, apart from expert and
development partners, six labour market administration
organisations and four social partners.
Strong focus on dissemination and exploitation
Deployment Plan for sustainable implementation and realisation
models together with funding bodies for training programmes
Elaboration of transfer strategies on national and European level
27
28. AGENDA
1. Introduction BEST
2. The original model: Learning – Orienting – Doing
a) SDL Principles and Empowerment Approaches for training and guidance
b) The “LOT – House” within the EQUAL project “At the Open Boarder” (2002 - 2005)
3. Elaboration of theories and methodologies: the LdV project
“Learn.Empowerment - Self-directed Learning for Low-skilled Unemployed
People” (2004 - 2007)
4. Implementation/Realisation and Transfer of the Model (2004 – 2012)
a) the Austrian Context of Career Guidance and Training
[QPJ – Your Choice, Golden Goal]
b) the European Level: transfer systems into other contexts and societies
[Empower Deprived Learners, ENTER]
4. The journey is going on: current project implementations by BEST
[En Vogue, GARDEN, REACH)
5. Summary: the cornerstones along the journey
28
29. 4. Implementation/Realisation and Transfer of the
Model (2004 – 2012)
a) the Austrian Context of Career Guidance and Training
In cooperation with the Employment Service Vienna (AMS Wien)
QPJ: Qualification and Perspectives for Young Adults
(2004 – 2009)
− Training, guidance and counselling programme for
1.800 learners/clients
Perspectives/Your Choice
(2009 – 2012)
− Training, guidance and counselling programme for
4.800 learners/clients
29
30. a) the Austrian Context of Career Guidance and Training
In cooperation with Employment Service Vienna and Lower Austria
(AMS Wien and AMS NÖ), as well as Federal Social Office
(Bundessozialamt)
Golden Goal – Skills for Life Programme for Young Adults showing
special needs (2006 – ongoing)
− Several groups taking one-year programmes based on BEST
SDL/Empowerment approach, as well as on the results of the
European project
GOLDEN GOAL
Basic Skills & Communication Training with Integrated
Sport Activities
EU-programme: SOKRATES Grundtvig
Project co-ordinator: BEST, Helmut Kronika
Project period: October 2005 - September 2008
Website: www.golden-goal.at
30
31. a) the Austrian Context of Career Guidance and Training
GOLDEN GOAL
Basic Skills & Communication Training with Integrated
Sport Activities
The overall objective of this GRUNDTVIG project is to enable young
disadvantaged adults with particular "education resistance" to score
their "Golden Goal" by improving their literacy and numeracy skills, and
to promote their social and cultural integration into society.
31
32. b) the European Level: transfer systems into other
contexts and societies
Empower Deprived Learners
A Leonardo da Vinci Transfer of Innovation Project
„Learn.Empowerment“ outcomes transferred for use in VET into Slovenia,
Romania and Turkey
Main products: Train the Trainer Qualification Curriculum
Didactic Guidelines
Implementation Concept of how to put these materials
into the learning practice, i.e. raising the interest of educational policy
makers and the respective organisations
EU-programme: Leonardo da Vinci
Project co-ordinator: BEST, Karin Kronika
Project period: November 2007 - October 2009
Website: www.empower-deprived-learners.eu 32
33. b) the European Level: transfer systems into other
contexts and societies
ENTER - Entrepreneurship towards employment
A Leonardo da Vinci Transfer of Innovation Project
„Learn.Empowerment“ outcomes transferred for use in VET into
Portugal, UK, Spain, Greece, Hungary with a new focus on
entrepreneurial skills and aspects
EU-programme: Leonardo da Vinci
Project co-ordinator: Instituto de Soldadura e Qualidade (PT)
Project period: 2012 - 2014
33
34. AGENDA
1. Introduction BEST
2. The original model: Learning – Orienting – Doing
a) SDL Principles and Empowerment Approaches for training and guidance
b) The “LOT – House” within the EQUAL project “At the Open Boarder” (2002-2005)
3. Elaboration of theories and methodologies: the LdV project
“Learn.Empowerment - Self-directed Learning for Low-skilled Unemployed
People” (2004-2007)
4. Implementation/Realisation and Transfer of the Model (2004 – 2012)
a) the Austrian Context of Career Guidance and Training
[QPJ – Your Choice, Golden Goal]
b) the European Level: transfer systems into other contexts and societies
[Empower Deprived Learners, ENTER]
4. The journey is going on: current project implementations by BEST
[En Vogue, GARDEN, REACH)
5. Summary: the cornerstones along the journey
34
35. 5. The journey is going on: current project
implementations by BEST in cooperation with
Employment Service Vienna (AMS Wien)
New pathways of connecting European developments with the
Austrian market
Based on the outcomes of the project:
En Vogue
a tailor-made educational programme to provide an
attractive stage for young female learners
EU-programme: Grundtvig Multilateral Projects
Project co-ordinator: BEST, Karin Kronika
Project period: November 2009 - October 2011
Website: www.envogue-project.eu
35
36. 5. The journey is going on: current project
implementations by BEST in cooperation with
Employment Service Vienna (AMS Wien)
New pathways of connecting European developments with the
Austrian market
GARDEN your educational life –
a new learning environment and opportunity to
access education and improve employability for
young disadvantaged adults in Europe
EU-programme: Grundtvig Multilateral Projects
Project co-ordinator: BEST, Karin Kronika
Project period: November 2011 – October 2013
Website: www.garden-project.eu
36
37. 5. The journey is going on: current project
implementations by BEST in cooperation with
Employment Service Vienna (AMS Wien)
New pathways of connecting European developments with the
Austrian market
REACH the hard-to reach:
how to engage young learners in workplace training
via mobile assisted learning
EU-programme: Leonardo da Vinci
Project promoter: STIFTELSEN ROGALAND KURS OG
KOMPETANSESENTER Stavanger, NO
Coordinated by: BEST, Karin Kronika
Project period: October 2011 - September 2013
Website: www.reach-project.eu
37
38. AGENDA
1. Introduction BEST
2. The original model: Learning – Orienting – Doing
a) SDL Principles and Empowerment Approaches for training and guidance
b) The “LOT – House” within the EQUAL project “At the Open Boarder” (2002 - 2005)
3. Elaboration of theories and methodologies: the LdV project
“Learn.Empowerment - Self-directed Learning for Low-skilled Unemployed
People” (2004 - 2007)
4. Implementation/Realisation and Transfer of the Model (2004 – 2012)
a) the Austrian Context of Career Guidance and Training
[QPJ – Your Choice, Golden Goal]
b) the European Level: transfer systems into other contexts and societies
[Empower Deprived Learners, ENTER]
4. The journey is going on: current project implementations by BEST
[En Vogue, GARDEN, REACH)
5. Summary: the cornerstones along the journey
38
39. 6. Summary: the cornerstones along the journey
Strong
Partnerships &
Relations
Dedication & Lively exchange &
stamina for deployment interaction between
and further European & national
implementation elements
Cornerstones
along the journey
Openness for Focus on
flexible Adaptation Practicability
Continuous
Learning from
Experience
39
40. BEST
PERSONAL
Thank you for your attention!
BEST Institut für berufsbezogene Weiterbildung
und Personaltraining GmbH
Helmut Kronika helmut.kronika@best.at
Managing Director
Mariahilfer Straße 8
A – 1070 Vienna
T: +43-(0)1- 585 50 50
F:+43-(0)1- 585 50 50 – 77
I: www.best.at
40