How to manage sustainable competences during the whole professional career ? Sustainable competences for sustainable careers ?

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How to manage sustainable competences during the
whole professional career ? Sustainable
competences for sustainable careers ?

• Jean-Marie DUJARDIN
• HEC-Management School,University of Liège,
  Belgium

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• Question Why and how can some
  individual/workers manage and develop their
  competences lifelong ? Why do other not ? What
  kind of impact on employability?

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CONTEXT

• End of a linear and sedentary career (one
  employer for the whole career) in EU (?)
• EU skills portfolio, Europass, Lifelong
  learning, EQF, learning outcomes, etc.

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WHAT IS THERE IN YOUR BACKPACK OF COMPETENCES ?

• Combination of
• Knowings
• Know how
• Attitudes (Le Boterf, 1997 2008, Tardif, 2006)

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WHAT IS THERE IN YOUR BACKPACK OF COMPETENCES ?

• learnings in professional life and in citizen
  life
• Formal, non-formal,informal learnings
• Boundaryless careers knowing how, knowing whom,
  knowing why (Cadin, 2003)

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THE CONCEPTS OF THE RESEARCH

• Transferables competences competences that have
  been acquired in a context - professional or
  citizen -, and that can be replicated in another
  context  
• Elements context, de-contextualisation then
• re-contextualisation, reflexivity
• Sustainable competences contact with the
  context, the resources, the professional or
  citizen community
• Professional careers, employability

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TRANSFER OF COMPETENCES DIFFERENT TYPES

• For the same person from education/training to
   professional context (KirkPatrick Model)
• For the same person from a professional (or
  citizen) context to another professional (or
  citizen) context
• From one person (group/generation) to another
  person (group/generation)
• From one organization to another organization

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What is a professional career ?

• Nowadays conception
• Objective and subjective career
• Boundaryless careers, protean careers
• From career management to professional project a
  vision, objectives, steps, resources

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What is employability?

• Definition
• Responsibility
• Internal and external
• Objective and subjective

Individual
Employer
Public authorities
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METHOD

• Focus on the individual, not on the organisation
• Seven case studies during the whole professional
  life
• Interviews and content analysis
• - 75 workers 25   very mobiles 
  ( employability champions )
  50  other  workers
• - 25 career/employment/training advisors

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Validation University
SME Big Firm
Outplacement Units
Going out
Training E-secretaries
Entering
After professional life
Time
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VERY MOBILES WORKERS ( EMPLOYABILITY
CHAMPIONS )

• Numerous employers, different jobs, different
  work places (boundaryless careers,  adventurers
  of professional life )
• manage their competences in a more accurate way
  (personal skills assessment, personal SWOT
  analysis, personal objectives, positioning on the
  labour market, etc.)
• Description of their resources and bringing them
  together in the concept of  metacompetence 

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EMPLOYABILITY METACOMPETENCE

• Definition employability metacompetence is the
  consciousness that an individual has about his
  own competences and the ability he has to
  control, manage and develop those competences,
  particularly in relation with the labour market.
• Associated competences managing information (on
  the labour market, future jobs, etc.), assessing
  (ones skills, the risk of a new job, etc.) and
  deciding (accepting a new job, going back at
  university to study, etc.).

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EMPLOYABILITY METACOMPETENCE

• Critical moments or transitions in professional
  life looking for a first/new career
  orientation, for an opportunity of mobility in
  present company, looking for a new job, facing
  the loss of a job due to economic crisis, asking
  for a skills assessment and defining a
  professional project, undertaking studies at
  university as an adult, defining an after
  career project, etc.

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THE RESOURCES OF METACOMPETENCE

• knowledge tools (SWOT analysis, SMART
  objectives, etc.) and information (on the labour
  market, new jobs, type of contracts, financial
  incentives for training programmes, etc.)
• know how reflexivity and metacognition,
  verbalization, connection in time and space
  (ability to find a common link in the
  professional career-path), capacity of
  maintaining the skills and watching the
  evolutions on the labour market, knowing why
  (global sense of professional career)
• attitudes knowing oneself, trust in personal
  resources, taking emotional distance, curiousity
  and mind opening, opening to change in
  professional life

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METACOMPETENCE IN EDUCATION, TRAINING AND AT WORK

• In education reflexivity, métacognition, post
  hoc learning (Gordon Findley, 2011 Tardif,
  2012)
• In lifelong learning training to transfer (Le
  Boterf, 2008)
• At work various tools and practices (Dalkir,
  2010) (Simonet et al., 2008) collaborative
  tools, databases and shared folders, communities
  of practice, forums for sharing experiments,
  "debriefing" meetings, etc..

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METACOMPETENCE SOME CONCLUSIONS

• A more autonomous worker the individual is the
   owner  of his competences and of his
  career-path
• Securing transitions in a professional career
  (with the support of an advisor)
• The individuals competence portfolio need for
  recognition, portability and traceability
• Flexicurity at European level yes, but first
  internal security
• Learning lifelong is a good way to remain
  employable and to keep in movement

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SOME CONCRETE RESOURCES IN THE PROFESSIONAL LIFE

• Validation of prior learning
• Career vouchers
• Dual system in Lifelong learning
• Mid-career interview
• Late career and  after professional life 
  project
• Individual career/training account
• Lifelong orientation (i.e. Cité des Métiers)

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• Bedankt voor uw aandacht !