SYMAPRO CARIBBEAN WORKSHOP Jamaica, March SYMAPRO: CONTEXT, PHILOSOPHY AND LEARNING SYSTEM

Transcription

1 SYMAPRO CARIBBEAN WORKSHOP Jamaica, March SYMAPRO: CONTEXT, PHILOSOPHY AND LEARNING SYSTEM

2 ❶ CONTEXT

3 CHALLENGES SUSTAINABLE COMPETITIVENESS PRODUCTIVITY AND DECENT WORK SUSTAINABLE INNOVATION

4 THREAT The vicious circle of Crisis sales competitiveness budget employment innovation training safety and health incentives

5 CRISIS OF THE DEVELOPMENT MODEL Deep imbalances in globalization How to create a different future than the past? Breaking with the existent 'social field : How to Change Me and Us Breaking the 'status quo': learning - extrapolate the positive of the past Generate learning from the future (not from the past) Opening Required: Habit, Mind, Heart, Will (Otto Scharmer: Theory U)

6 THE FUTURE Sustainable Innovation Open Innovation Friendly Innovation fun

7 Sustainable Innovation Social innovation: collective intelligence Technological / organizational innovation learning INDIVIDUAL SYMAPRO competency GROUP

8 SOCIAL INNOVATION

9 Social Innovation: linked strategy WELFARE: Fair Globalization Millennium Declaration (UN) Decent work in the Americas: Anagenda forthehemisphere, A Global Jobs Pact ILO Declaration on Social Justicefora Fair Globalization ILO Recommendation 195 Corporate Social Responsibility Decent Work ILO Gender equality ISO / HACCP / TPM Training SYMAPRO: Competency based Human Resource Management Productivity

10 Social Innovation: Decent Work Decent work summarizes and integrates the aspirations of individuals in relation to their working life: Productive work with fair pay Safety in the workplace and social protection Better prospects for career development and social integration Freedom for individuals to express their concerns, organize and participate in decisions that affect their lives: social dialogue Equality of opportunities and treatment for women and men; reconciliation between work and family life

11 Open Innovation Latin American/Caribbean Economy the need to climb to products and services of higher value-added, knowledge-intensive From Mass production to Mass innovation WIKI-ECONOMY

12 Learning and Open Innovation recognizing sharing participating

13 Friendly Innovation Creating environments that reduce the effort to learn Contents: Contextualized Practical Form: Participatory Recreational Handling

14 ❷ PHILOSOPHY

15 Characteristics integral inclusive LOW COST PRODUCTIVITY WORKING CONDITIONS permanent flexible

16 PHILOSOPHY: AXES 1) Social Dialogue 2) Communication from bottom up and top down 3) Collective intelligence and ambition 4) Continual improvement and permanent innovation 5) Focus in results chain and impact assessment 6) Open learning network

17 1. Social Dialogue: taxonomy of scope Levels Sharing Consulting Concerting Bargaining (collective) Information Decisions Plans Agreements (strategies)

18 Social Dialogue: taxonomy of agreements Level TRADE UNION ENTERPRISE (MANAGEMENT) Passive: Learning a single spiral Preservation of employment and salary Implementation of the change project Reactive: Double-loop learning Active involvement in structural changes, expanding decent work Openness to participation in the change process Proactive: Transcendental Learning Proactive management with the company, delving into decent work Cooperation with trade unions as partners in the development of business strategy

19 2. Communication from bottom up and top down F L O W P R O B L E M S PARTICIPATION AND COMMUNICATION MANAGEMENT TRADE UNION MIDDLE MANAGEMENT WORKERS F L O W S O L U T I O N S IMPROVEMENT OF PRODUCTIVITY AND WORKING CONDITIONS

20 Model Participation Communication Information Measurement Motivation Training Commitment Collaboration Responsibility PERFORMANCE INCREASED PRODUCTIVITY AND WORKING CONDITIONS

21 3. Collective intelligence and ambition COLLECTIVE AMBITION PARTICIPATION ENGAGEMENT Personal values Organizational values Sharing values Sharing competencies

22 Regulation of collective ambition DIALOGUE OF KNOWLEDGE Technical Organizational Labor learning learning PSYCHOLOGICAL SOCIAL CONTRACT ECONOMIC CONTRACT commitment commitment SOCIAL DIALOGUE

23 Psychological contract The expectation: What does the employer expect from the worker / trade union? What do the worker / trade union expect from employer? Assumptions Expectations Promises Mutual obligations Attitudes Emotions Behavior

24 4. Continual improvement and permanent innovation Who Innovates in the Organization? Senior management Middle management Operational staff Periphery

25 5. Focus on results chain and impact assessment INDICATORS Result n IMPACT Activities n BASELINE Result 1 Activities 1 Result 2 Activities 2 DOCUMENTATION TIME MONITORING OF THE PROCESS

26 6. Open Learning Network Enterprises Consultants Employers organizations Workers organizations Institutions of Vocational Training NETWORK Master WEB Newsletters WEBlog Wiki s On Line Courses TOT Courses International agencies (ILO) Universities Research Centres Government (Ministries, agencies)

27 Continuous Improvement: experimental management system SYMAPRO CYCLE 1,2, 3..n Measure Impact assessment and corrective actions Objectives + Indicators Improvement Proposals Monitoring Application and Verification

28 Advance network in Latin America: quantitative and qualitative 17 years of experience in Latin America: Mexico, Dominican Republic, Cuba, Chile, El Salvador Honduras Uruguay. Network meetings: 14 in Mexico; 14 in Dominican Republic; 5 in Cuba; 3 in Chile. Manuals, methodologies tools, impact studies.

29 WEB SYMAPRO Learning Network: Software Plataforma Internet: WEB.2.0: Video-Experiences: Web sites

30 ❸ LEARNING SYSTEM

31 GROUP MEASUREMENT SYSTEM AND FEEDBACK

32 GROUP: Measurement and feedback Organizational Objectives 4. Application 1. Measurement Objectives 3. Improvement proposals 2. Feedback: reflection learning micro What is not measured cannot be improved! Measurement does not reflect, not lead to improvements!

33 GROUP: Measurement and feedback OBJECTIVES INDICATORS EFFECTIVENESS MEASUREMENT GRAPHICS FEEDBACK PROBLEMS, SOLUTIONS, AGREEMENTS ENHANCEMENT

34 INDIVIDUAL SELF TRAINING AND ASSESSMENT GUIDES (STAG)

35 INDIVIDUAL: STAG OBJECTIVES INDICATORS KEY COMPETENCIES SCID STAG FEEDBACK PROBLEMS, SOLUTIONS, AGREEMENTS ENHANCEMENT

36 Thank you