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Polticas de formacin

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Title: Polticas de formacin


1
Quality and Equity Devices to Link Public
Employment Services to Agents of the Social
Productive Environment
 
Seminar Workshop Quality Strategies for Public
Employment Services April, 25th-27th, 2007 -
Buenos Aires, Argentina Sara Silveira
2
Why new employment paradigm and decent work
deficit
  • The known model of permanent, steady, upward,
    foreseeable and massive employment is in crisis.
  • We coexist with diversity, flexibility,
    provisionality and short-term projects.
  • Work is created in small quantities, there is a
    prominence of small and medium-sized companies,
    linked to the local, and to new employment niches
  • Work and Income source of social protection and
    inclusion, and a fundamental component of the
    life project of men and women
  • Obsolescence of knowledge and occupations, and
    the challenge of generating employment impact on
    individual and collective identities
  • Collective Identity the amount and quality of
    employment in a society determines its level of
    inclusion and equity
  • Individual Identity new competences and learning
    throughout life
  • DECENT WORK DEFICIT

3
Instruments to contribute to the regional
objective
  • IV Summit of the Americas Create Decent Work to
    face poverty and strengthen democratic governance
  • Instruments of ILO
  • Decent Work in the Americas An Agenda for the
    Hemisphere, 2006-2010
  • Development and strengthening of employment
    management and integrative instances related to
    the work field PES
  • Decent Work Programs for each country
  • ILO Recommendation 195 on Development of Human
    Resources
  • Permanent education, training and learning are
    important and fundamental for sustained economic
    growth, employment creation and social development

4
Recommendation 195 Development of Human
Resources
  • Countries should implement policies to
  • facilitate employability transferable
    competences and qualifications that strengthen
    people's capacity to take advantage of Employment
    and Training opportunities with a view to finding
    decent work, progress in the company or change
    job and adapt to evolving technology and work
    market conditions
  • adopt measures intended to create decent work,
  • give priority to the development of competences,
    social inclusion and reduction of poverty
  • enable a national qualification framework to
    facilitate permanent education, help companies
    and placement agencies to find a balance between
    the offer and the demand of training and
    professional trajectory, and facilitate the
    recognition of previously acquired training,
    professional aptitudes, competences and
    experience...
  • promote equality of opportunities for women and
    men, the training of women, specific groups,
    economic sectors, and people with special
    needs... in order to reduce inequalities
  • guarantee and facilitate, throughout the lifetime
    of the subject, participation and access to
    information and professional guidance, placement
    services, job search techniques, and training
    support services

5
What for to make quality and equity
interdependent dimensions
  • A quality and equity employment policy
  • complies with the minimum requirements and
    processes consistent with its objectives to
    obtain good results regulations
  • has a capacity to adapt them to the needs,
    expectations, and requirements of the productive
    system and productive actors satisfaction of
    agents, users, customers double pertinence -
    integrates the particular with the universal,
  • enables changes, increases opportunities by
    creating new knowledge and attitudes learning to
    learn and unlearn towards the best possible,
    towards continual improvement
  • needs a management of collective knowledge

6
How Strategic Knowledge Management
  • From data to knowledge management identify,
    recover, systematize, share, use tacit (know-how)
    and explicit (formal) knowledge existing in a
    specific area to find new alternatives to satisfy
    needs and solve problems
  • Public Employment Services strategic knowledge
    management tool to design policies arrange,
    process and operate resources and supplies in a
    reliable, complete, precise and timely way.
  • Provide details about the situation status and
    the offer and demand needs REPORT
  • Follow the processes, modifications and
    possibilities MONITOR
  • Guide employers, job seekers and policy designers
    about how to act to comply with their purpose,
    satisfy their search and requirements GUIDE AND
    TRAIN
  • Systematize, disseminate and analyze feedback
    EVALUATION
  • It should be necessary, valid, and adaptable to
    different levels and actors
  • macro/national intervention of all the actors
    and access to global information
  • middle limited to regional, local or sectorial
    information and actors
  • micro circumscribed to specific actors and data
    (institutions, people, modes of intervention)

7
How strategic knowledge management to improve
quality and equity
  • Principles of strategic knowledge management
  • Theoretical/conceptual system of institutional
    and personal interactions to articulate
  • organizational learning combine components
    (knowledge, techniques, values, beliefs and
    attitudes) in a new way and with clearly defined
    and shared development targets
  • individual learning self-knowledge, capacity to
    transform ideas and experiences into expert
    knowledge to solve problems on your own and with
    others
  • Toolbox - IT relational databases, simulation,
    interactivity, e-learning
  • Methodology
  • System network, physical/virtual space for
    connectivity of different inputs and resources
  • Guiding Criteria / Common Standards
  • Agreed on consensus and flexible management
    procedures Project
  • Variety of articulation and cooperation
    strategies

8
PES SKM Methodological Criteria / Shared
Standards
  • Systemic and comprehensive approach of the work
    world
  • Approach globally and jointly all the dimensions
    and actors that converge in its creation and
    functioning
  • Integrate active and passive employment and
    unemployment policies how is employment
    generated today, how to gain access to it, how to
    guarantee the rights, how to enable (identify,
    find and manage) opportunities
  • Develop an intentional view to understand that
    interaction and the interfaces produce the
    properties of the system. Conceive the whole as
    different from its components. Systemic attitude
    and construction needs sharing ethics,
    methodology and strategy
  • Methodology based on common assumptions and
    guiding lines, attending to roles, curbs and
    contributions of every component to the common
    objective
  • Management strategy flexibility, participation
    of multiple actors, variety of accents and
    devices that view coordination and articulation
    as mechanisms for the different productive,
    territorial and population focuses.
  • Ethics specification and promotion of the common
    construction and the dissemination of knowledge,
    lessons and good practices

9
PES SKM Methodological Criteria / Shared
Standards
  • Double Pertinence to the socio-productive
    environment and producers men and women,
    individual and collective subjects
  • Focus on the individual subject adopt gender and
    social equity perspectives as a conceptual
    framework to analyze the social reality and the
    work world
  • Psychosocial Unity. Subjectivization and
    socialization identity construction
  • Ground category for the classification and
    hierarchization of people. Intertwined and
    boosted by other criteria ethnic group, age,
    education, education level, rural or urban
    condition INEQUITY
  • Individual located and conditioned by
    hierarchical power relationships and distribution
    of resources in a determined context,
    relationships that are not natural nor
    unmodifiable, and that can be transformed through
    collective or individual strategies
  • Subject as protagonist of change processes in
    need of policies that do not fatalize them.
  • Attention to differences greater pertinence to
    understand and transform reality
  • Simultaneous and articulated actions
  • transversalize a gender and social equity
    perspective
  • focalization of methodologies and actions
  • Focus on the collective subject the organization
    as system of interaction at different levels
    (people, entities, environment) based on shared
    objectives and synergy as dynamics -
    Organizations also learn and change

10
PES SKM Methodological Criteria / Shared
Standards
  • Development of human resources new competences
  • Education throughout lifetime, permanent learning
  • Strengthening employability and citizen
    participation
  • Combination of competence and gender approaches
    conceptual and methodological framework to
    articulate education and work.
  • Quality and equity criteria double pertinence,
    subjects potentiality, performance, social
    recognition, removal of barriers and inequities

11
PES SKM Management procedures agreed on by
consensus
  • Work by project strategic device, management
    tools to direct changes and build the future
  • Based on dissatisfaction with the present and the
    willingness to visualize a different, desired and
    possible future
  • It implies thinking in terms of results and
    processes and a systemic and prospective activity
    to answer the guiding questions of the change
    process from where we start, what we want to
    obtain, how are we going to do it, what have we
    achieved, and what remains to be done, revised,
    replanned continual improvement
  • It requires the acquisition of competences to
    evaluate and solve problems these constitute a
    triggering element of the change process, of the
    participative and team work for finding
    solutions, and implies a commitment with the
    obtaining of results
  • It promotes multiple strategies, the addition and
    coordination of actors and resources

12
Employment Agent Functional Map
A Attention of service users.
B Management of information about users and
training and/or education services that fulfill
the developmental needs of the people and/or
institutions.
Providing a public service of employment
intermediation to satisfy the needs of the
Municipality customers, according to their
procedures, the regulations of associated public
and private institutions, and the behavior of the
labor market
C Evaluation and orientation of capacities,
interests and possibilities for the satisfaction
of users needs.
D Assistance of the process of work placement.
E Promotion and development of initiatives to
foster community employment and economic
development
Main Purpose
Key Functions
13
STRATEGIES ADDRESSING EMPLOYERS
  • Moving from interpreter of the environment or
    photographer of existing demands to promoter of
    strategies and alternatives for potential demand
    and new employment niches generating knowledge
    through the convergence of key informers,
    academic research, statistical projections,
    employment agents, and employers development,
    identifying local competitive advantages within a
    framework of national development
  • Train employers in competences definition and
    human resources management on a permanent
    learning scenery a basic measure to make PES
    intermediation effective
  • Devices to articulate company - job vacancies -
    training entity mutual strengthening of
    competences instructors and interns,
    recruitment and career development
  • Technological and organizational diffusion
    Technology Development Center convergence of
    union, company, academy, training institution

14
Inputs and examples
  • SENAI Prospective Model input for the
    Occupational Information System (Textiles,
    Electronics, Petrochemistry, Solid Waste, Civil
    Engineering, Food, Shoe Industry,
    Telecommunications)
  • INFOCAL Bolivia Creation of a National
    Classifier System to identify Performance Area,
    Competence Levels, Occupational Field. Related
    Occupations Articulation with Counseling and
    gender perspective.
  • Asociative schemes and networks including
    training, and technical assistance to develop
    projects and productive chains through multiactor
    resources and potentialities MIPES, Incubators,
    Business Support Services (REDEL) cooperation
    approach

15
STRATEGIES ADDRESSING OCCUPATIONAL SUBJECTS
  • Focus on the subject intersection of multiple
    axis of differences and singularities of gender,
    ethnic group, social class, occupational
    situation, rural or urban insertion, but also
    their personal history, family and community
    incidence, etc., inscribed in a hierarchical
    value system of competences and abilities.
  • From Orientation as an additional service to
    component of the occupational and training
    process
  • From subjects depending on an external
    intervention (search and find) to subjects that
    detect and manage opportunities career
    development
  • From interim reception of support to assuming
    oneself as the creator of your own future,
    identifying potentialities, deficiencies,
    individual and collective curbs and supports
    training towards employability, citizen and
    gender perspective
  • From delivery of input to road map feasible
    training and employment Occupational Project

16
STRATEGIES ADDRESSING OCCUPATIONAL SUBJECTS
  • CAREERS ADVICE Discover and develop capacities
    and aptitudes in the occupational subjects and
    groups so that, in accordance with the demands of
    the labor market, they get informed and reflect
    to take decisions towards an active, productive,
    and satisfactory life.
  • Accompany and guide them
  • since they enter a PES support in the vocational
    choice, information about the labor market and,
    fundamentally, about the possibilities and
    conditions of the different occupational and
    training profiles
  • During the process of competence acquisition
    and/or insertion strategies acquisition
    knowledge about the work world, and about their
    behavior and cultural guidelines, including
    support to make work practices feasible
    self-managed work, creation, childhood, and
    implementation of small and medium-sized
    companies
  • At the end of the orientation-training process
    follow-up of the incorporation. The follow-up is
    an input for the PES it allows to evaluate
    pertinence, quality and equity
  • Incorporation of the gender perspective
    throughout the process promote occupational
    diversity, and make the Intermediation Services
    dialogue with the employers and the environment
    to overcome blocks, stereotypes and unawareness
    of potentialities

17
LG and Recommendation 195/ILO
  • From gradually enlarge services to secure the
    provision of professional information and
    guidance, information about the labor markets,
    professional trajectories and employment
    orientation
  • From labor orientation prior to job to
  • secure and facilitate throughout the lifetime of
    the person the participation and access to
    information and professional guidance
  • complemented with information about the rights
    and obligations of all the parts, by virtue of
    labor legislation and other labor regulations
    (active citizenship)
  • promote and facilitate the use of information
    and communication technologies (item b)
    understood as part of obligatory basic education
    DIGITAL LITERACY.
  • From the search and intermediation between work
    offer and demand to propose information and
    counseling about business capacity, promote
    business competences, and generate awareness
    among educators and instructors about the
    important role played by companies, among others,
    on the growth and creation of decent jobs (item
    d)
  • From searchers and unemployed to foster for all
    workers equality of opportunities and access to
    professional orientation, perfectioning of their
    professional aptitudes, and support the
    professional reconversion of workers at risk of
    losing their job.

18

Inputs and Examples
  • Hansen Professional Guidance A manual with
    resources for low and medium income countries
  • MTEySS Argentina Quality Dimensions for
    Professional Training Work Counseling
  • Basque Employment Service www.lanbide.net
  • Guidance Techniques and Tools for job
    search
  • What will you find in these places?
  • To Value your Personal Employment Itinerary.
  • To Analyze your Personal Life Project.
  • To Think in your Professional Objective. Locate
    the 20 most
  • important competences to find a job.
  • Create your Personal Job Seeking Project
  • Gender, Training and Work Work Counseling -
    Toolbox - FORMUJER Program - www.cinterfor.org.u
    y

19
Cooperation and Linking Strategies for vocational
training centers
They cannot generate work on their own, but they
have the potentiality to manage, through a
systemic and integrating approach, the knowledge,
efforts and resources of the different actors and
instances that converge in their generation
They can and must support their target population
to change from waiting for a job vacancy to the
management of projects that improve employability
20
Cooperation and Linking Strategies for
Vocational Training
  • The deep innovations in vocational training are
    aimed at strengthening their role as a proactive
    tool of synergies to increase competitiveness,
    employability, and the double pertinence as a
    condition for quality and equity
  • From training for the job to training for
    employability and formative trajectories grounded
    on competences that transcend and go through
    several activities during the lifetime in
    different occupational fields
  • Training and certification by competence
    individual navigability and permanent learning
  • Adoption of management principles and quality
    certification ISO Standards, Program and
    Institution Accreditation Systems, National and
    International Quality Prizes account to society

21
Cooperation and Linking Strategies for
Vocational Training
  • Curriculum Reorganization modular, flexible,
    adoption of Occupational Project (OP) as a
    structuring axis of the teaching-learning
    process training methodology centered on the
    subject, learning to personalize and
    contextualize training.
  • INDIVIDUAL OR COLLECTIVE OP the classroom and
    the group as a creative space for association
  • Reformulation of the teachers role traveling
    companion, involved in the management of the
    center and the articulation with the environment
  • New training subjects not only individuals but
    groups target of the social programs, and the
    employment and unemployment policies-, but also
    companies, productive chains or territories all
    of them must be treated with pertinence and
    equity, to overcome obstacles and inequalities

22
Cooperation and Linking Strategies for
Vocational Training
  • Training and technological and productive
    innovation Centers for Technological Development
    co-managed by employers organizations
  • Centrality of training for employers the infancy
    and development of the company are incorporated
    to the training process
  • Social Dialogue involvement of workers and
    employers in the identification and certification
    of competences, in co-management, strategic
    partnerships and networks
  • Development of the Institutional Center Project
    a strategic plan of action interdependent of the
    OP of the population, inserted in local
    development. The revision of each policy
    component according to the supports and curbs to
    the OP.
  • Training Accompanying service for productive
    and occupational projects, which lead to the
    incorporation of Career Advice and
    Intermediation from competition to
    complementation and interaction with the PES

23
Inputs and Examples
  • SENCE Chile
  • IT management control instruments (SAP, GENESIS,
    PROEMPLEO programs) that incorporate all the
    information of the execution of training actions
    generated by Employment, Social Programs and
    Chile Califica
  • Bolsa de Empleo, intermediary job system created
    by AFC Chile S.A. to facilitate the placement and
    training orientation tasks of the Municipality
    Offices of Work Intermediation (OMIL).
  • Norm CH 2728 Quality Certification of Technical
    Training Organizations (OTEC)
  • Work Competences Law

24
Inputs and Examples
  • Service Examples from the Vocational Training
    Institutions through IT (incremental logic)
  • Training Offer
  • Diffusion of courses by specialty, levels,
    grants, other services. Peru SNPP Uruguay UTU
    Venezuela INCE
  • Information about occupational profiles,
    graduation competences, curriculum nets, common
    families, features of the insertion Argentina
    INET Bolivia INFOCAL Brasil SENAC
  • Work Demand
  • Articles, documents, research, links Chile
    INACAP Mexico STPS Honduras INFOP.
  • Labor Market Observatory El Salvador INSAFORP
  • Work Intermediation
  • Employment Agency Guatemala INTECAP Nicaragua
    INATEC.
  • Specific Attention Offices Argentina MTESS
    Chile SENCE
  • Training/Support Orientation
  • Support Material for employment search,
    self-employment and the development of business
    activities Colombia SENA Peru SENATI
  • Work Information, Guidance and Intermediation
    System
  • Methodologies and Tools for the Development and
    Management of Counseling and Training Policies
    Cinterfor/OIT Gender, training and employment
  • Electronic and/or Self-managed Services Costa
    Rica INA Jamaica HEART TRUST/NTA Uruguay
    MTSS DINAE- SENA

25
Inputs and Examples
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