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The document discusses the need to close three costly gaps: the skills gap between what employers require and job seekers possess, the career planning gap, and the training gap. It proposes a competency management platform to address these gaps by providing validated skill profiles for job seekers and employers, assessments to identify skills, and training solutions aligned to skills needed for in-demand jobs. This would help employers make better hiring decisions while providing job seekers a way to demonstrate their qualifications and identify paths to address skills gaps.
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This document discusses approaches to developing student employability skills. It notes the challenges of delivering academic content while also focusing on soft skills. Reports emphasize the importance of work experience and employers collaborating on curriculum design. However, careers support currently focuses on information rather than skill development. Students struggle to articulate skills and employers prioritize attitudes over technical knowledge. Kloodle's solution links lessons to skill development, allowing students to record and prove skills to employers. This provides a better model by focusing on both academic content and positive destinations through career education and employer involvement.
tatva2
The document discusses ways to enhance employability among Indian youth. It identifies several impediments such as outdated curriculum, lack of skills measurement, and low vocational training rates. It proposes three main solutions: 1) adapting curriculum to industry needs through stakeholder input, 2) establishing reliable employability tests, and 3) imparting appropriate vocational training through diversified courses, industry partnerships, and hands-on experience. Specific strategies are outlined to address challenges facing urban, rural and disadvantaged youth, such as providing second chance education, structured apprenticeships, and incentives for skills-focused training.
Tatva
The document discusses ways to enhance employability among Indian youth. It identifies several impediments such as outdated curriculum, lack of skills measurement, and low vocational training rates. It proposes three main solutions: 1) adapting curriculum to industry needs through stakeholder input, 2) establishing reliable employability tests, and 3) imparting appropriate vocational training through diversified courses, industry partnerships, and hands-on experience. Specific strategies are outlined to address challenges facing urban, rural and disadvantaged youth through measures like second chance education, structured apprenticeships, tailored vocational programs, and improved teaching quality.
tatva2
The document discusses ways to enhance employability among Indian youth. It identifies several impediments such as outdated curriculum, lack of employability measurement, and low uptake of vocational training. It proposes three main solutions - adapting curriculum to industry needs through stakeholder input, establishing a job employability assessment test, and improving vocational training programs. For rural youth specifically, it suggests providing a second chance at basic education, implementing structured informal apprenticeships with certification, and vocational training focused on local skills and self-employment opportunities.
tatva2
The document discusses ways to enhance employability among Indian youth. It identifies several impediments such as outdated curriculum, lack of skills measurement, and low vocational training rates. It proposes three main solutions: 1) adapting curriculum to industry needs through stakeholder input, 2) establishing reliable employability tests, and 3) imparting appropriate vocational training through diversified courses, industry partnerships, and hands-on experience. Specific strategies are outlined to address challenges facing urban, rural and disadvantaged youth, such as providing second chance education, structured apprenticeships, and incentives for skills training.
Making a Market for Competency-based Credentials: An Overview
What is competency based credentialing and why is it important?
What is the current state of play in competency based credentialing?
How do we define "quality" credentials?
What can educators, employers, and public policy makers do to make a market for competency based credentials?
Inception
The document discusses various ways to boost skills and employability for youth. It recommends developing time management, customer service, professionalism, conflict resolution and practical job skills. It also suggests advancing education through training, mentoring and professional development. Organizational skills and participating in long-range planning can also help youth career advancement. Effective youth employment programs focus on developing skills needed for jobs and providing services like vocational training, career exploration and residential programs for disadvantaged youth. Programs should continuously improve and document skills gained by participants.
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Uv slides
- 1. U V C O N F I D E N T I A L // T R A D E S E C R E T » What is a degree? – Specific knowledge + skills – General education – Stick-to-itiveness to complete multi-year endeavour – Certification that student met standards for admission – Intangible benefits (network, fun, athletics) » Introduction of Competency Management Platforms » Impact on higher education – 5% elite institutions – 95% non-elite institutions The Great Unbundling 0
- 2. Jobseeker/ Employee Employer Training & Education Misalignment of skills Inability to map skills to requirements Unemployment Underemployment Part-time economy Overlooked stars Resume spam $1T student debt Meaningless degrees Talented but unqualified Training Gap Career Planning Gap Skills Gap Key Market Need: Close 3 Costly Gaps Gaps exist due to lack of linkage on Competencies: Skills required by employers, possessed by job seekers & provided by training & education
- 3. Job Seekers in mid-skills segment Mid-skill Jobs requiring transferable skills Initial Focus: Addressing Skill Gaps Employer Solutions for Hiring Quality Jobseeker Solutions for Addressing Gaps Training aligned to gaps in transferable skills Better hiring decisions: Validated skill profiles • Avoid resume spam & losing good candidates • Solutions aligned to labor market need Employment Data Service Consumerized Assessments Learning Exchange Actionable insights for job seekers: path to jobs via training & education
- 4. Value Proposition for Employers and Job Seekers Employers Job Seekers • Validated Skill Profiles avoid resume spam and losing good candidates • Normalized way for evaluating job applicants • Match applicants to job requirements • More efficient management of talent pipeline • Reduce the likelihood of a bad hire • Instant visibility on qualifications vis-a-vis job requirements • Badges to share skill profile with employers • Connection to solutions targeted at skills gaps • Trusted way to communicate skill profiles Reuse badges as validation across many searches Competency Management Platform