Warsaw Seminar Monika DomańSka

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Warsaw Seminar Monika DomańSka

  1. 1. Relations between higher education and employers HEGESCO research results Monika Domańska University of Science and Technology
  2. 2. <ul><li>employability – definition </li></ul><ul><li>employability related research – HEGESCO project </li></ul><ul><li>employability related discussion </li></ul>Employability 3
  3. 3. <ul><li>compatibility , comparability, transparency, European Higher Education Area , credits, social dimansion, lifelong learning, education, reserach, innovation, employability , mobility, student centered learning , data collection , multidimensional transparency tools. </li></ul><ul><li>Conference of European Ministers Responsible for Higher Education, Leuven and Louvain-la-Neuve, 28-29 April 2009 Communiqué </li></ul>
  4. 4. <ul><li>With labour markets increasingly relying on higher skill levels and transversal competences, higher education should equip students with the advanced knowledge, skills and competences they need throughout their professional lives. Employability empowers the individual to fully seize the opportunities in changing labour markets. We aim at raising initial qualifications as well as maintaining and renewing a skilled workforce through close cooperation between governments, higher education institutions, social partners and students. This will allow institutions to be more responsive to employers needs and employers to better understand the educational perspective. Higher education institutions, together with governments, government agencies and employers, shall improve the provision, accessibility and quality of their careers and employment related guidance services to students and alumni. We encourage work placements embedded in study programmes as well as on-the-job learning. </li></ul>
  5. 5. <ul><li>Contacts in professional environment (+24,7%) </li></ul><ul><li>Intellectual capital (16%) </li></ul><ul><li>Good grades (average over 4 13%) </li></ul><ul><li>Cultural capital (13%) </li></ul><ul><li>Higher education (11.3%) </li></ul><ul><li>Driving licence (10,8%) </li></ul><ul><li>Professional experience (9,2%) </li></ul><ul><li>Marital status (married) 6,6% </li></ul><ul><li>Dr Leszek Wincenciak, Warsaw University, </li></ul><ul><li>Presentation in Ljubljana 23 Sept. 2009 </li></ul><ul><li>Research sample 20 thou. graduates </li></ul>Factors reducing unemployment – very large scale survey
  6. 6. <ul><li>to provide information to what extent HE graduates are able to meet the demands of today’s knowledge economy , </li></ul><ul><li>to identify major competencies that are required of HE graduates by employers , </li></ul><ul><li>to identify to what extent HE has provided a solid basis for developing these competencies . </li></ul><ul><li>www.hegesco.org </li></ul>Higher Education as a Generator of Strategic Competences 3
  7. 7. <ul><li>what competences are needed for successful entry into the labour market, better employability and active citizenship, </li></ul><ul><li>how these competences are related to characteristics of jobs and firms, </li></ul><ul><li>to what extent higher education graduates possess these competences, </li></ul><ul><li>to what extent HE provides these competences , </li></ul><ul><li>how graduates and employers deal with discrepancies between acquired and required competences . </li></ul>HEGESCO research problems 3
  8. 8. <ul><li>Which do you think are the most important generic and specific professional competences for graduates to function well at workplace? </li></ul><ul><li>Who is responsible for the development of these competences? </li></ul><ul><li>How satisfied are you with graduates' competences do you experience overall shortages, surpluses, balance? </li></ul><ul><li>How do you cooperate with HEI (internships, practical work, applicative projects, direct recruitment from schools, cooperation with Career centres…)? </li></ul><ul><li>In what way and how should HE institutions change in order to improve students’ competence development? </li></ul>HEGESCO qualitative survey - employers 3
  9. 9. <ul><li>a large scale quantitative survey has been carried among 10.000 graduates ( from partner countr ies: Slovenia, Poland, Lithuania, Turkey, Hungary ; 4-5 years after graduation) based on the existing survey of the REFLEX network, </li></ul><ul><li>a complementary evaluation survey has been carried out among employers and representatives from higher education institutions, with emphasis on what employers expect from graduates and HE institutions , </li></ul>HEGESCO methodology 3
  10. 10. <ul><li>REFLEX ( www.reflexproject.org ) project (6 FP) R esearch into E mployment a nd professional FLEX ibility). C ountries involved in the study: Austria, Belgium (Flanders), Czech Republic, Estonia, Finland, France, Germany, Italy, Japan, the Netherlands, Norway, Spain, Sweden, Switzerland and the United Kingdom. Survey of 70 thou. graduates </li></ul><ul><li>and earlier projects such as </li></ul><ul><li>CHEERS ( http://www.uni-kassel.de/wz1/TSEREGS/metho_e.htm ) , </li></ul><ul><li>CATEWE ( http://www.mzes.uni-mannheim.de/projekte/catewe/ ) </li></ul><ul><li>STT (5FP), ‘Tuning Educational Structures in Europe’ (Socrates) www.tuning.unideusto.org </li></ul>HEGESCO methodology, origins 3
  11. 11. HEGESCO research model 3 1a. Globalisation, general market trends, policy…. 2. Required Competences 3b. Higher Education Experiences 4. Acquired Competences 7. Labor Market Success – Individual Level 1c. Organisational Adaptation (technology, innov.) 8. Matching of Required and Acquired Competences 5b. Work experience since HE Institution Level Individual Level 5a. Other experiences during HE 1b. Organisational market and environment 3a. Higher Education Characteristics 6. Knowledge Management at work System Level
  12. 12. HEGESCO RELEX European perspective HEGESCO results elaborated by Maastricht University Rolf van der Velden
  13. 13. Job search duration HEGESCO results elaborated by Maastricht University Rolf van der Velden
  14. 14. Job satisfaction – salary (ppp) HEGESCO results elaborated by Maastricht University Rolf van der Velden
  15. 15. <ul><li>International </li></ul><ul><li>Competitive </li></ul><ul><li>Innovative </li></ul><ul><li>Insecure (50% experienced reorganisation) </li></ul><ul><li>Professional </li></ul>Job market
  16. 16. Working in big companies HEGESCO results elaborated by Maastricht University Rolf van der Velden
  17. 17. Working in international companies HEGESCO results elaborated by Maastricht University Rolf van der Velden
  18. 18. Working in innovative companies HEGESCO results elaborated by Maastricht University Rolf van der Velden
  19. 19. Experienced reorganisation HEGESCO results elaborated by Maastricht University Rolf van der Velden
  20. 20. Role in company HEGESCO results elaborated by Maastricht University Rolf van der Velden
  21. 21. <ul><li>Acquisition of study related w ork experience (no t ANY work experience!) </li></ul><ul><li>Experience abroad - mobility </li></ul><ul><li>Good grades </li></ul><ul><li>Graduation from institutions being d emanding and prestigious </li></ul><ul><li>L inks between HE and employers (vocational oriented, employers familiar) </li></ul>Success factors - general
  22. 22. <ul><li>Ability to use computers and internet </li></ul><ul><li>Ability to use time efficiently </li></ul><ul><li>Ability to work productively with others </li></ul><ul><li>Ability to make your meaning clear to others </li></ul><ul><li>Ability to perform well under pressure </li></ul>Job market – required skills
  23. 23. <ul><li>Mastery of own field or discipline </li></ul><ul><li>Ability to perform well under pressure </li></ul><ul><li>Ability to use time efficiently </li></ul><ul><li>Ability to negotiate effectively </li></ul><ul><li>Ability to assert your authority </li></ul><ul><li>Ability to use foreign languages </li></ul><ul><li>Ability to use computers and internet </li></ul>Job market – shortages
  24. 24. <ul><li>Ability to use foreign languages </li></ul><ul><li>Ability to use computers and internet </li></ul><ul><li>Willingness to question own and others’ ideas </li></ul><ul><li>Misallocation of resources </li></ul>Job market – surpluses
  25. 25. <ul><li>Questions on characteristics of the HE program cooperation and consultation with employers </li></ul><ul><li>Questions on the modes of teaching and learning positive role of written assignments and focusing on practical issues </li></ul><ul><li>Extra-curricular experiences positive role of study related work experience </li></ul>Higher education and competences
  26. 26. Characteristics of HE programme - employers participation HEGESCO results elaborated by Maastricht University Rolf van der Velden
  27. 27. Characteristics of HE programmes - teaching methods HEGESCO results elaborated by Maastricht University Rolf van der Velden
  28. 28. Characteristics of HE programmes - teaching methods HEGESCO results elaborated by Maastricht University Rolf van der Velden
  29. 29. Characteristics of HE programmes - examination methods HEGESCO results elaborated by Maastricht University Rolf van der Velden
  30. 30. Study related work experience HEGESCO results elaborated by Maastricht University Rolf van der Velden
  31. 31. Non study related work experience HEGESCO results elaborated by Maastricht University Rolf van der Velden
  32. 32. Higher education as basis for developing of entrepreneurial skills HEGESCO results elaborated by Maastricht University Rolf van der Velden
  33. 33. but less so for developing a professional career … Higher education as basis for professional development HEGESCO results elaborated by Maastricht University Rolf van der Velden
  34. 34. Higher education as basis for personal development HEGESCO results elaborated by Maastricht University Rolf van der Velden
  35. 35. Most are satisfied with current job Job satisfaction HEGESCO results elaborated by Maastricht University Rolf van der Velden
  36. 36. <ul><li>Focus on practical issues </li></ul><ul><li>Focus on internationalisation (foreign languages, mobility) </li></ul><ul><li>Focus on quality </li></ul><ul><li>Sandwich courses </li></ul><ul><li>Mobility window </li></ul><ul><li>Case studies </li></ul><ul><li>Internships </li></ul>Employers opinions
  37. 37. <ul><li>Most important is knowledge and expertise </li></ul><ul><li>Companies: short - term perspective </li></ul><ul><li>Internships </li></ul><ul><li>Cooperation through career centres </li></ul><ul><li>First destination surveys </li></ul>HEIs opinion
  38. 38. Careers Services in Poland - numbers Career Services in Poland
  39. 39. students universities companie s CS Qualified staff Gov. agencies Career Services in Poland
  40. 40. Career Services in Poland
  41. 41. Who is the most important ?
  42. 42. Is conflict inevitable ? Who is the most important ? abstract – concrete theoretical – practical individual – team/company subject – wide context
  43. 43. Who is the most important ? emotions effectiveness
  44. 44. <ul><li>Success is seldom planned – it’s using the opportunity that matters... </li></ul>
  45. 45. <ul><li>[email_address] </li></ul>

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