Labour Market Information (LMI) is not perhaps the most popular subject to talk about. But with the advent of open and linked data, LMI is increasingly being open up to wider audiences and has considerable potential for helping people choose and plan future careers and plan education programmes, as well as for use in research, exploring future skills needs and for social and economic planning.
EmployID is a research project aiming at supporting public employment services and their employees in adapting to the changes to their world of work by facilitating the development of their professional identities.
As a modest contribution to this event the EmployID project has produced a video on Workplace Learning Analytics. The general idea is to use Learning Analytics to to support Public Employment Services (PES) staff to develop competences that address the need for integration and activation of job seekers in fast changing labour markets. Learning Analytics has potential to supports the learning process of PES practitioners and managers in their professional identity development including through advanced coaching, reflection, networking and learning support services as well as MOOCs
EmployID members Carmen Wolf from KIT and Andreas Schmidt from Karlsruhe University of Applied Sciences had the opportunity of meeting key representatives of the Swedish Public Employment Service in Stockholm on June 2, 2015 for mutual exchange and learning on current developments. Mr. Jorge Manco, Strategist of Employment Services at the Swedish PES and Ms. Ana-Lena Larsson, Operation Coordinator International Affairs were kindly welcoming EmployID for a fruitful day of presentations and discussions.
After presenting EmployID’s main objectives, the challenge of re-learning (or: “un-learning”) was discussed concerning forgetting about old identity elements and be supported by digital tools “to look at the world in a new way”. This is closely related to EmployID focal topic on supporting professional identity transformation as leaving behind old behaviours often requires a transformation process.
On Friday, 29th of May 2015 the first multipliers workshop on peer coaching and e-coaching (online-coaching) was presented by Pablo Franzolini (ENZYME) and Carmen Wolf (KIT) to the participants of the Training Center at the ZRSZ (PES Slovenia) in Ljubljana. This was organized by EmployID members Urša Dolinar (ZRSZ), Barbara Gogala (ZSRZ), Sebastijan Primc (ZRSZ), and Gordana Kamnik (ZRSZ), Head of the Training Center. The workshop was a great opportunity for the EmployID project to gather feedback on the peer-coaching concept and to start the process of the peer-coaching concept integration into a PES organization.
After finding out, what participants expect from the workshop, there was a brief introduction into coaching- Next, the EmployID peer coaching core skills (emotional awareness, active listening, powerful questioning, powerful feedback (mirroring)) were explained and paired with exercises, practical examples, and experience reports. Peer coaching was defined and characteristics of this specific coaching setting were elucidated. The EmployID peer coaching concept was tried out on the spot in a small learning groups. A fruitful discussion on how to do coaching online and how to proceed with the cooperation followed the trail.
London PES Symposium (OCT 2015) - Innovative Practices for Public Employment Services (PES) Under Pressure.
A one day European Symposium about Professional Identity Transformation in European PES
Organized by the EC Funded Project EmployID
As key agents in a volatile labour market, Public Employment Services (PES) across Europe constantly need to adapt, become more resilient and innovative in their work. EmployID, a major EU‐funded four‐year project (2014 – 2018), supports PES managers and practitioners to develop skill sets, knowledge and competences that address the need for integration and activation of job seekers in fast changing labour markets.
The aim of this one-day event is to present, demonstrate and discuss key findings from the initial phases of the EmployID Framework 7 funded EU project, specifically, innovative practices that are being piloted by the three contrasting PES partner organisations:
- Department of Work and Pensions (DWP) UK
- Zavod Republike Slovenije za zaposlovanje (ZRSZ) , Slovenia; and
- Croatian Public Employment Service (CES).
The Symposium will bring together stakeholders from a range of key PES and allied organisations interested in social and technological innovation, as well as the enhancement of Public Employment and Allied Services through ideas and action.
The first day started with an opening lecture on democracy by Prof. Dr. Anton Pelinka (Central European University Budapest, Hungary) who stated that freedom is a precondition for research and academic teaching. In a key note by Dr. Zsuzsanna Mirnics (Károli Gáspár Református Egyetem, Hungary) the issue on methodical and practical research of supervision was raised which is like in coaching mainly consisting on in-case studies. The strong need of evidence based studies was highlighted. Prof. Dr. Brigitte Schigl (Danube-University Krems, Austria) presented results from her and her students works on supervision and stated that there can be unwanted side effects and risks by supervision. This is also a very important issue for coaching: Katrin Oellerichs (University of Kassel) made that quite clear, when she presented the “dark side of coaching”. A lot of impact have expectations or the mental image of coaching how results of coaching are accepted or seen as negative effect. A big issue that makes research in coaching more difficult was mentioned by Prof. Dr. Heidi Möller (University of Kassel) on why coaches do (not) participate in coaching research. In an online-study she found out that one among other reasons why coaches do not participate in coaching research is the fear of being in a bad position afterwards.
Part of the EmployID team presented the first year's achievements to an expert panel of reviewers at Luxembourg. This included the lessons learned from engaging with various Public Employment Services, the conceptual and evaluation framework as well as the first piloted solutions, such as as Reflective Learning Platform, a Social Learning Programme on FutureLearn, a Labour Market Intelligence tool, and work on learning analytics.
The project's progress was perceived to be be very promising as were the developed concepts. Also the agile approach as well as the integrated team was seen as a strong component in the project. Dissemination and stakeholder engagement was seen as excellent. Both the reviewers and the project members enjoyed the conversations very much, and this is giving the second year another boost. Looking forward to continuing the journey.