View Public Project: Empowering Change in Public Employment Services [PR125002] = EmployID

Institutionen

• Zentrum für Soziale Innovation (Wien)

Personen

• Kieslinger, Barbara

• Teresa Schäfer,

Bringing employees into the position of shaping change instead of merely reacting is one of the key missions of the EmployID project. Towards that end, focus of professional learning and human resource development needs to target “deeper learning” and to shift away from training skills towards facilitating the transformation of the professional identity of employees, both individually and collectively. In the context of Public Employment Services (PES), EmployID has investigated how technology-enhanced learning approach can provide this facilitation in the form of social learning programmes, complemented by labour market information tools as well as reflection, and peer coaching. In the context of PES, EmployID has investigated how technology-enhanced learning approaches can provide this facilitation in the form of social learning programmes, complemented by labour market information tools as well as reflection, and peer coaching.

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.

European Public Employment Services (PES) and their employees are facing fundamental challenges to the delivery of efficient and effective services and the need to change their strategies to combat high unemployment, demographic change in increasingly uncertain and dynamic labour markets. This does not only require developing new professional skills related to new tasks, but poses for more profound developmental challenges for staff members. Three of these changes relate to understanding the changing world of work; a 'turn' towards coaching; and the increased importance of relations with employers. The staff need to learn new ways of working, with a major challenge being to enhance the power of collaborative (peer) learning in order to support staff in accomplishing their goals. All these changes are linked to transforming professional identity, which requires learning on a deeper level that is often neglected by continuing professional development strategies. EmployID makes its contribution here; that PES practitioners’ learning related to professional identity transformation needs to be facilitated through social learning approaches and the nurturing of social learning networks, which include the following:  Reflection as a way of turning one’s own and others’ experiences into general insights on multiple levels, both from an individual and a collective perspective  Peer coaching as a way of helping learners in changing their behavior through a structured process  Social learning programmes as a way of engaging learners with new topics, other perspectives, and conversations around it.

Related to these challenges – which have to be addressed at multiple levels, there have been extensive consultations with PES over what aspects of EmployID they see as innovative and what topics they might want investigated as candidates for a palette of options for learning and development for PES staff. The consultations have taken place not only within the project, but also with associate partners, e.g., at the large associate partner event in London in October 2015 with members of the associate partner network. This broad view has allowed the project to consolidate the feedback into a single set of core constructs:  Career Adaptability – supporting individuals to manage their careers in changing labour markets (ability to support individuals in how they envisage the future (concern); the extent to which they take responsibility for their own development (control); ability to explore visions of possible future selves (curiosity); and belief in their ability to solve problems and to succeed (confidence) (Savickas & Porfeli, 2012)  Changing / Transitional Labour Markets – understanding the nature of changes in the labour market and world of work and being able to convey the need for clients to understand the implications of these changes.  Employer Engagement – working directly with employers and with employer bodies, local/ regional economic development agencies etc.Peer Support / Peer coaching – being able to support the learning and development of colleagues, including through peer coaching  Stress management / Resilience – consideration of how to cope with stress in the short to medium-term and develop greater resilience across the life-course (career)  Addressing the digital agenda (including e-communication) – preparing for the digital future of some PES services and developing the e-communication skills to support the learning and development of staff both individually and collaboratively  Identity transformation – changing how PES practitioners see their own roles and how others see them.

• Siehe Internet

• Online publication free download
• EmployID at EU
• Online publication free download part II
• More publications in EU context

• soziales Umfeld (Gesellschaft, Kultur, Sprache und Religion) / soziokulturelle Umgebung / soziales Umfeld
• Verhalten und Persönlichkeit / Kompetenz / Sozialkompetenz
• Verhalten und Persönlichkeit / Verhalten / Sozialverhalten / Sozialkompetenz
• Lehren und Lernen (Prozesse und Methoden) / Lernprozess / Lernstrategie
• wirtschaftliches Umfeld / Arbeitsmarkt
• Bildungsfinanzierung / Unterstützungsmaßnahme
• wirtschaftliches Umfeld / Beschäftigung / Befriedigung im Beruf
• Bildungswesen (Themenfeld) / Ausbildungsart / innerbetriebliche Fortbildung