The document discusses a personnel- and workplace-oriented approach to job coaching called the Ratko model. The model aims to find jobs for people with disabilities by working directly with employers to understand their job needs and customize roles. It involves assessing both the job requirements and the skills of the job seeker to find good matches. Workshops are held with employees to define core tasks and design new roles. Research is being conducted to evaluate the effects of the model on diversity management, job well-being, and integration of new employees. Preliminary results found the model helped create long-term partnerships that benefited employers, employees, and job seekers.
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if you know what to do then you know how to measure
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Best practices are scarce!
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Introducing your new employees to the company is one the key steps to having an engaged workforce. The purpose of this session is to raise the importance of induction in acclimatising employees to an organisation and show you how you can evaluate your existing onboarding and induction processes. Elrona will showcase various approaches to creating an induction programme that is suitable to the Middle East’s multicultural organisation s while maintaining local considerations. You will see the benefits of aligning induction with organisation culture and business and how to engage with line managers by promoting the value added to all stakeholders.
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Learning is a continuous process and training & development helps to increase the learning index of the employees. With new learning they learn to do new things and the result is visible in the productivity. understands the basics of an effective training program.
Pengembangan Alat Ukur di Assessment Center Seta Wicaksana
if you know what to do then you know how to measure
if you know what to measure then you know how to manage
if you know how to manage then you know what to improve
On the mountains of truth you can never climb in vain: either you will reach a point higher up today, or you will be training your powers so that you will be able to climb higher tomorrow.
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Embed and extract learning in work, 70:20:10 is the buzz word. It is linked to performance and performance support.
What is the embedded learning design? what is the dream and destination?
For sure, it is a new learning paradigm.
Best practices are scarce!
CasCas presents a visualisation of the 702010 destination. Subsequently I present a journey, an implementation strategy. Based on the image of the future, I describe the tasks and contribution of Learning & Development professionals.
Please feel free to give your feedback and your improvement suggestions
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- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
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About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
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This presentation was uploaded with the author’s consent.
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Acorn Recovery: Restore IT infra within minutesIP ServerOne
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Have you ever wondered how search works while visiting an e-commerce site, internal website, or searching through other types of online resources? Look no further than this informative session on the ways that taxonomies help end-users navigate the internet! Hear from taxonomists and other information professionals who have first-hand experience creating and working with taxonomies that aid in navigation, search, and discovery across a range of disciplines.
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Pauli Leinonen & Ville Vilberg & Mina Tarvainen
1.
2. Finding jobs for people with
disabilities in cooperation with
employers and personnel
Pauli Leinonen, Minna Tarvainen
Ville Villberg
hosted by:
In association with:
3. • What is the aim in job coaching?
• Personnel- and workplace-oriented approach
• Process of the Ratko model
• Highlights from the workshops & cases
• Results and benefits of the new approach
• Research findings
• Summary
Overview
4. Job coaching: Tailored to the individual or
Aimed to meet the demand?
Job
Workplace
Job seeker
Job seeker
Jobs
Workplace
Person-oriented approach Personnel- & workplace-
oriented approach
5. Contacting employers
What is the motivation in the initial contact?
Job coach:
• focus on individual clients:
to find jobs that
a) can be performed by and
b) meet the expectations of the clients
• immediate job placements
• no time to work together with the
personnel
Employers in large companies:
To find:
• ways to prove social responsibility
• easy and reliable ways to recruit (no
time to process open job applications)
• employees who are eligible to wage
subsidies
• employees who are willing to work
small hours
How to:
• reach job seekers with disabilities
• find good & reliable matches
• manage labor induction
• explain and motivate SE to the
personnel
6. How is the contact made?
Person-oriented approach:
• contacts immediate supervisors , heads
of departments etc.
• brings up wage subsidy etc.
• brings up the strengths and motivation
of the customer
• brings up possible limitations in work
capacity/ needs for accommodation
• discussions that concern
accommodations etc. are held in private
• May work well with smaller employers,
who often search for “the right
personalities”.
Personnel- and workplace-oriented
approach:
• contacts the company’s management,
the head of HR, etc.
• solution selling = creates room for
discussion and dialogue
• focuses on the jobs/ tasks
• tries to find as many jobs as possible / as
needed by the company
• offers to help in diversity management,
labor induction etc.
• in cooperation with the personnel:
define available jobs etc.
• Tailored for large companies that need
overall solutions.
7. Process of the Ratko model
Workshops
Definition and tuning
of core tasks & new
job design
Assessment of work
requirements and job
profile (with IMBA-
Melba -tool)
Assessment of skills
and competences of a
job seeker (with IMBA-
Melba -tool)
Induction
Job coaching
Marketing to
management,
supervisors and
staff
Motivation,
volition:
• values,
responsibility
• interest, need
• sense of
capacity
Coaching
(Organisational
culture)
Competence of
work community
and organization
Diversity
Compatibility
Job tailoring
(if needed)
Coaching
Training
9. Job design or
tuning
• When do you feel
you are doing your
core tasks?
• Precentage of
working hours spent
concentrating on
core tasks/ spent
doing something
else?
• What would you like
to decrease/
increase in your
work?
Core
tasks
Core tasks after
design or tuning
10. Results of the workshop are beginning to
group together…
11. Different kinds of tasks for
different kinds of workers…
- Assistant
- Assistant in the art work shop
- Cleaner
- Kitchen help
- Secretary
- Doorman…
Common plan in the end
of the workshop.
Decision to recruit kitchen
help in 6 months…
13. Implementation of corporate responsibility:
Case Rinnekoti Foundation
• Finland’s leading research and healthcare service provider for
people with developmental disorders.
• Founded in 1927. Social enterprise since 2014: “Promote
inclusion for people with disabilities”
• A will to set an example: Not only the number of employees,
but also the level of support, inclusion in the workplace and
influence in the society
• How to define a statement of principles that reflect good
Supported Employment practice for enterprises?
14. A good learning environment for everyone:
• Organize training & discussion sessions for the personnel
• Assess job demands in different kinds of jobs
• Assess work skills to enhance job placement and recruitment
• Offer chances for apprenticeships, work trials etc.
Provide sheltered work settings that serve mainly as starting points for SE:
• An onward course towards employment is taken whenever possible
• Workshops are used for skills evaluation
• Working without pay only temporarily e.g. during work trials
Provide support for finding employment:
• Different ways to find employment: job coaching, the workplace-oriented
approach, private employment service, favoring individuals with
disabilities for purposes of affirmative action in hiring
• Take SE in account in competitive bidding: favor service providers that
employ people with disabilities
Principles of Good Working Life
Skills to Work -project http://www.rinnekoti.fi/en/home
16. The Ratko model options to the
employer
•The employer may choose a suitable option
( “sizes” S, M, L or XL)
•The model can be used for: employment,
return to work and coping with work support.
•Implementation of corporate responsibility
•Increases workplace diversity
17. Benefits of the Ratko model to the
employer
• Job analysis & assessment of the working
environment Job fitting
•Improves focusing on main tasks (smarter
work division)
•Improves work motivation and job well-being
19. Research question 1
Outi Hietala:
• What kind of meanings and interpretations
are given to the Ratko model in various work
communities?
20. Research questions 2
Aulikki Sippola:
• What kind of effects the Ratko model has on
human resources management?
• How to instill the new approaches and
procedures caused by the Ratko model by
means of diversity management?
21. Research questions 3
Markku Riipinen:
• Does the Ratko model cause any changes in
coping and wellbeing at work?
• Does the Ratko model promote adaption of a
new employee to work or work environment?
23. Summary of the Personnel- &
workplace-oriented approach:
Large companies are interested to hire, but
need help.
Employees have the best knowledge of the
jobs and are willing to help, using the Ratko-
model.
Worthwhile to create long-term win-win-win
situations.
24. Results of the project in figures
(Ratko project 2012-2015)
• 38 persons employed
(persons with disabilities or partial work ability)
• 14 placements
• 9 companies
2 of the largest amusement parks in Finland
1 municipal employer (Ylöjärvi)
• 20 work communities
• 23 job analysis
of them 18 customized to the tasks
• The model has been presented in 25 conferences