Learning And Qualifications 3 - Slide 2/4
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The Portuguese Ministry of Labour and Social Solidarity recognizes the importance of certification programs in boosting qualifications and promoting active aging. Portugal's Recognition, Validation and Certification of Skills system aims to increase qualification levels of both young and adult populations through vocational training and professional certification. Over 250,000 adults have participated in the program at 268 New Opportunities Centers, with nearly 100,000 adults already certified. The certification program has had direct impacts such as improved self-esteem and indirect impacts on employability and continued participation in the workforce.
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The document discusses a qualification scheme called AQUA for middle-aged women in Germany. The project aims to empower women through lifelong learning and gaining a formal qualification. It provides support for self-directed learning groups and helps participants share experiences to overcome obstacles. The learning process involves understanding one's learning style, time management, making theory practical, and gaining appreciation from colleagues. It also discusses the roles and support needed from line managers for the women participating.
Learning And Qualifications 1 - Slide 3/4
The document discusses mentoring programs in European workplaces to help with inclusion and workforce development. It notes that over 1,100 mentors were trained through these programs, assisting around 4,500 mentees. Key factors for success included preparation, commitment from companies, defining mentor roles, training mentors, and follow up support. Mentors provided guidance to help with reception, integration, development and retention of employees.
Session 09
The document discusses active aging policies and strategies in Europe to address demographic changes, including an aging population and declining birth rates. It outlines challenges such as shrinking workforces and increasing social welfare costs. It then presents best practices from European countries to promote active aging through initiatives such as lifelong learning programs, flexible work arrangements, health and safety programs in the workplace, and mentoring of older workers. The presentation argues that active aging policies need to be implemented preventatively to help manage the impacts of demographic change in Europe.
Workplaces In Change 2 - Slide 3/4
The document discusses several studies on work ability and capacity. It presents data on the work ability index of different age groups from a 1998 study of 729 people. It also discusses a 2004 study on maximal hand grip strength among men and women ages 51 to 67, and two studies on individual changes in growth motivation and sense of professional competence after training interventions.
Closing Session
This document lists the countries, organizations, and types of representatives present at a networking event. Countries included France, Portugal, Denmark, Great Britain, Germany, Belgium, Sweden, Finland, Norway, and Italy. Organizations involved the public and private sectors, universities, employers, and more. Representatives covered a wide range of areas like labor policy, businesses of all sizes, employment status, and research.
Session 08
The document discusses the concept of lifelong learning and vocational education and training (VET). It describes a project in Sweden that used VET courses to help unemployed adults get jobs and establish a foundation for lifelong learning. It proposes an approach called Vocational Based Learning (VBL) where work experiences guide when theoretical subjects are introduced, unlike traditional VET which has a school perspective. VBL aims to create a paradigm shift in how VET is organized for both youth and adults to bridge codified knowledge learned in school and situated knowledge learned on the job.
Workplaces In Change 3 - Slide 3/3
This document discusses concepts for improving work ability for elderly workers in Denmark. It proposes a combined preventive concept involving intelligent physical training, cognitive behavioral therapy, and participatory ergonomics to balance work demands with workers' physical, social, and mental capacities. The goal is to fit both the task to the worker and the worker to the task through minimizing peak loads, accumulated repetitive movements, and periods of physical inactivity while optimizing restitution and physical activity.
Workshop 27
The document discusses a project called "Advancing Women's Employability" which aims to help women aged 50+ improve their employment prospects. The project includes pathfinder and accelerator programmes made up of sessions on topics like career skills, business startups, health, and technology. It shares the story of a participant who gained confidence, went to college, and did volunteer work after completing the project. Lessons learned highlighted that the programme was well-received but also identified issues around personal planning, caring commitments, health, and supporting women beyond the project.
Workshop 03
The Senior Studies Institute at the University of Strathclyde provides lifelong learning opportunities for people over 50 through classes, seminars, and university course access. As populations age, more older workers will stay in the labor market longer to address workforce challenges. Potential solutions include reviewing ageist recruitment and training practices, and creating flexible work arrangements to take advantage of experienced older workers who face barriers to continuing employment.
Workshop 15
The document discusses strategies for developing the skills and competencies of older workers in Sweden. It proposes establishing restart centers that provide training, mentoring, networking opportunities and tools to help people over 50 develop their skills and find new employment opportunities. The goal is to make older workers' skills more visible and transfer knowledge from older to younger generations so that people can stay in the workforce longer. Validation of informal skills and life competence analysis are presented as ways to strengthen older workers' self-confidence and marketability.
Learning And Qualifications 1 - Slide 1/4
The document outlines a mentee program with the goal of assisting employees in reaching their full potential. The program includes an initial information meeting, a thinking day for self-reflection, and finding an optional mentor to meet with monthly for development discussions. Mentors and mentees then come together periodically for group meetings and seminars to share experiences and work on developing competencies over the course of the program.
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Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
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Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
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Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
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Learning And Qualifications 3 - Slide 2/4
- 1. Joana Figueiredo Portuguese Ministry for Labour and Social Solidarity Recognition, Validation and Skills' Certification boosting qualifications towards active ageing PORTUGAL’S CASE Life Competence 50+ Göteborg, June 2007
- 7. 3. Path to pursuit in a Centre Inscription Diagnostic and establishing personal paths Education / training actions Skills’ recognition and validation and complementary training Certification
- 10. Thank you for your attention! www.gep.mtss.gov.pt / www.novasoportunidades.gov.pt [email_address]