Recognising and Presenting the Competences that Employers need

Transcription

1 Recognising and Presenting the Competences that Employers need 1. What are the competences, what kind of competences we have and what impact they have on job search. I presented lifelong career tools we used in employment counselling at the Employment Service of Slovenia.

2 What are the competences? Competences are a set of skills, knowledge, abilities, personality traits, value, etc., which are used in various activities and influence the differences in the quality of the work performed.

3 What are the competences? Competences show what they actually can do, but also your attitude to work. Employers are increasingly looking for evidence that you have developed certain skills and that you work required done well or even above average. We therefore need for a successful job search and career planning and development to know their own competences and how they have developed. - See more at: mpetence/#sthash.nawhw7kw.dpuf

4 What are the competences? 1. knowledge, experience and skills, 2. abilities 3. personality traits 4. emotions and motivation 5. self-esteem 6. values and beliefs

5 What are the competences? Means that you have the knowledge, ability and skills to carry out, at the same time you are motivated to actually do something.

6 What are the competences? The competences are reflected in the successful completion of the work according to the set requirements, or even allow an above-average performance. They can be seen only by your behavior in different work and life situations.

7 What are the competences? Knowledge, abilities, skills, personal qualities - although all the constituent elements of competences, represent only the ability to do something, but not necessarily that you actually showed.

8 What are the competences? It refers to a state of»being«as well as to a state of doing. A competent person is one who has the capacity (or power) to deal adequately with emerging situations.

9 What kind of competences we have? There are: specific professional competence general competence.

10 What kind of competences we have? General competences : skills that are useful both in different professions and in different life situations. They allow you to successfully integrate into the world of work and social life and increase employability. More transferable competences and have a greater they develop, the greater your employability.

11 What kind of competences we have? This means: that you will easily and quickly find employment maintain employment if necessary also easier to replace. It also means that you are in a working environment easier to cope with the changes that make the chosen profession can be more effective and will at the same time boosting your contribution to the success of the employer and society in general.

12 What kind of competences we have? When researching the general competences can be run on very different terms: core competences, generic skills, transferable skills, employability skills, and more. Even the lists of competences that can be found under these various categories are slightly different. It is essential for all of them is that they are transferable between different occupations and fields of work and important not only for the professional but also personal life.

13 What kind of competences we have? The following is a presentation of the 18 general competences: Career Planning Reading Writing Calculation Foreign Languages Using your computer Communicating Problem solving Critical and analytical thinking Leadership Motivation Teamwork Lifelong learning Working under time pressure Planning and organization Initiative Customization and Flexibility Personal Development

14 What impact they have on job search? Employer information about your competences tell : whether a particular job doing good, average or even above average. It is therefore important that you are aware of all their wellexpressed competences and know how to present to the employer (such as the description of competences). For personal and professional development it is familiar with the areas in which you have to do some work, and of course those competences that are not reflected in you and you do not even desire to develop them. In the case of the latter does not aplying on jobs where those skills required.

15 What impact they have on job search? Specific competences involves: the use of technical, procedural knowledge and professional skills.

16 What impact they have on job search? in certain professions you need a specific education (doctor, lawyer, pharmacist ) Other professions you need professional competences, which can be performed by individuals with different educational and career pathways (eg. HR manager, consultant in public administration, sales officer, policeman, soldier, driver, construction worker, manufacturing worker,...)

17 Examples of specific professional competence: Roofer: uses various types of welding protection structure, carry out roofing Butcher: managed by the chamber for the heat treatment of meats, produce various kinds of sausage, cut up the meat prepared for sale Nurse: collect blood for various diagnostic purposes, infusion sets, perform CPR Mechanical engineer - designs and assembles the different types of controllers, use the software for 3D design

18 Newer and inovative approaches and tools in career orientation At the PES of Slovenia we are working on the project Life Long Career orientation (ESS founds). Our aim is to develop newer approaches, new and inovative tools in the field. Web page with toolbox is titled»spleti svojo kariero«(»knit your Career«):

19 Newer and inovative approaches and tools in career orientation We have written 10 booklets, titled»you create your career, it doesn't just happen«,»how to choose and plan a career«,»what do I wish for and what am I good at«,»how to find a job«etc. We have created workshop for longterm unemployed, titled»diferentlly«, in which we have included drawing of one's purpose of life, visualisation, talking about emotions, training of goal setting, becoming aware of and changing belives about one's self and world of work etc We have made a competence profile for job searching (we detected seven competences: development of professional identity, managing emotions, flexibility, proactivity, responsability, orientation and self-promotion) and created short workshops for developing those competencies. We have translated Time Perspectives Inventory (Zimbardo and Boyd) and wrote a handbook. We have translated and adapted Job Sarch Aptitude Inventory (John Liptak), some questioneers and scales from Norman E. Amundson. And more. A lot of developed tools are already in use. Career counsellors from different areas are introducing them into their work with different populations. We will present some of the developed approaches, tools & experiences with their use in working with clients.

20 Newer and inovative approaches and tools in career orientation We have translated and adapted Job Sarch Aptitude Inventory (John Liptak), some questioneers and scales from Norman E. Amundson. And more. A lot of developed tools are already in use. Career counsellors from different areas are introducing them into their work with different populations. We will present some of the developed approaches, tools & experiences with their use in working with clients.

21 Workshop 1.The first group: It will have the task to write at least 10 questions, which they get the hidden competences through an interview. Use the behavioral issues, like : Describe us the situation Please provide examples Explain how you react

22 Workshop What experience do you have with How did you end up How do you do For example competences: flexibility, responsiveness to learning and change: Describe how you have responded to any of the major changes in your career?

23 Workshop 2.The second group: It will have the task to fill in the questionnaire on competences The Competence Appraisal Checklist. The Competence Appraisal Checklist is designed to assist you with this task. When considering the following items focus your thinking on the specific area of competence you are considering. For example, the first item addresses the issue of taking time to listen before expressing your opinion. You may find that you do this adequately when you are dealing with people individually, but there are short- comings when you are in a group situation (or vice versa).

24 Workshop 3.The third group: This brief guide was written to provide additional information for professionals using the Entrepreneurial Readiness Inventory (ERI) It will have the task to fill in a questionnaire and write the main competence for self-employed. The ERI helps individuals assess whether they have the personality characteristics, behaviours and resources to successfully start and maintain their own business. This includes all entrepreneurial ventures, from freelancing to small business ownership. This knowledge can then be used to make more informed career choices. It is designed to be self-scored and self-interpreted without the use of any other materials, thus providing immediate results for the respondent and/or counsellor.

25 Workshop 4.The fourth group: It will have the task to write 10 hidden competences, which we will be reliable to employer's requirements. Employer is seeking the appropriate person for setting up tents in Slovenia. His vacancy's requirements are the person: who has a high school irrespective of the direction, one year of work experience with setting tents, without restrictions in health. It must have a height of least 180 cm, and he has to have a valid driver's license. He wants a person who is not delayed. He refuses alcoholic or smoker. It must be younger than 30 years. It must be prepared to work beyond normal working hours. The employer requires an adequate man who has hidden competence.

26 Workshop Proposal: May intervene student who is registered at the Employment Service and he has experience with setting up tents through the student service. So, the employer is looking for a reliable, competent and appropriate person, which will be transfer to the employer.

27 Workshop 5.The fifth group Storytelling: It will have the task to create a book of their competence. Telling stories also allows us to become aware of the patterns governing our actions. The narrator often experiences an aha moment while telling a story from their life or competences; the act of storytelling serves as an opportunity for them to become aware of their actions, how they operate, the way they function, and to identify some of the assumptions that have affected their life.

28 Workshop 3.After the allowed time, a rapporteur to spend 1-2 minutes on each of the following topics: [a] Task Brief, [b] Results Achieved, [c] Challenges, Successes and Lessons Learned, with a maximum of 5 minutes allowed overall.

29 Workshop 4. Competence - The management of emotions: A brief exercise about awareness of emotions as followed by through Visualization: How to managing with our emotions? How to aware our emotions? I lead a guided visualisation for all participants. Measured time: 10 minutes.

30 Workshop Thank you! Prepared by: Lidija Batič Independent advisor for unemployed person, advisor for employers, moderator of workshops of long life career guidance