Polticas de formacin

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Quality and Equity Devices to Link Public
Employment Services to Agents of the Social
Productive Environment
 
Seminar Workshop Quality Strategies for Public
Employment Services April, 25th-27th, 2007 -
Buenos Aires, Argentina Sara Silveira
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Why new employment paradigm and decent work
deficit

• The known model of permanent, steady, upward,
  foreseeable and massive employment is in crisis.
• We coexist with diversity, flexibility,
  provisionality and short-term projects.
• Work is created in small quantities, there is a
  prominence of small and medium-sized companies,
  linked to the local, and to new employment niches
  
• Work and Income source of social protection and
  inclusion, and a fundamental component of the
  life project of men and women
• Obsolescence of knowledge and occupations, and
  the challenge of generating employment impact on
  individual and collective identities
• Collective Identity the amount and quality of
  employment in a society determines its level of
  inclusion and equity
• Individual Identity new competences and learning
  throughout life
• DECENT WORK DEFICIT

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Instruments to contribute to the regional
objective

• IV Summit of the Americas Create Decent Work to
  face poverty and strengthen democratic governance
• Instruments of ILO
• Decent Work in the Americas An Agenda for the
  Hemisphere, 2006-2010
• Development and strengthening of employment
  management and integrative instances related to
  the work field PES
• Decent Work Programs for each country
• ILO Recommendation 195 on Development of Human
  Resources
• Permanent education, training and learning are
  important and fundamental for sustained economic
  growth, employment creation and social development

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Recommendation 195 Development of Human
Resources

• Countries should implement policies to
• facilitate employability transferable
  competences and qualifications that strengthen
  people's capacity to take advantage of Employment
  and Training opportunities with a view to finding
  decent work, progress in the company or change
  job and adapt to evolving technology and work
  market conditions
• adopt measures intended to create decent work,
• give priority to the development of competences,
  social inclusion and reduction of poverty
• enable a national qualification framework to
  facilitate permanent education, help companies
  and placement agencies to find a balance between
  the offer and the demand of training and
  professional trajectory, and facilitate the
  recognition of previously acquired training,
  professional aptitudes, competences and
  experience...
• promote equality of opportunities for women and
  men, the training of women, specific groups,
  economic sectors, and people with special
  needs... in order to reduce inequalities
• guarantee and facilitate, throughout the lifetime
  of the subject, participation and access to
  information and professional guidance, placement
  services, job search techniques, and training
  support services

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What for to make quality and equity
interdependent dimensions

• A quality and equity employment policy
• complies with the minimum requirements and
  processes consistent with its objectives to
  obtain good results regulations
• has a capacity to adapt them to the needs,
  expectations, and requirements of the productive
  system and productive actors satisfaction of
  agents, users, customers double pertinence -
  integrates the particular with the universal,
• enables changes, increases opportunities by
  creating new knowledge and attitudes learning to
  learn and unlearn towards the best possible,
  towards continual improvement
• needs a management of collective knowledge

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How Strategic Knowledge Management

• From data to knowledge management identify,
  recover, systematize, share, use tacit (know-how)
  and explicit (formal) knowledge existing in a
  specific area to find new alternatives to satisfy
  needs and solve problems
• Public Employment Services strategic knowledge
  management tool to design policies arrange,
  process and operate resources and supplies in a
  reliable, complete, precise and timely way.
• Provide details about the situation status and
  the offer and demand needs REPORT
• Follow the processes, modifications and
  possibilities MONITOR
• Guide employers, job seekers and policy designers
  about how to act to comply with their purpose,
  satisfy their search and requirements GUIDE AND
  TRAIN
• Systematize, disseminate and analyze feedback
  EVALUATION
• It should be necessary, valid, and adaptable to
  different levels and actors
• macro/national intervention of all the actors
  and access to global information
• middle limited to regional, local or sectorial
  information and actors
• micro circumscribed to specific actors and data
  (institutions, people, modes of intervention)

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How strategic knowledge management to improve
quality and equity

• Principles of strategic knowledge management
• Theoretical/conceptual system of institutional
  and personal interactions to articulate
• organizational learning combine components
  (knowledge, techniques, values, beliefs and
  attitudes) in a new way and with clearly defined
  and shared development targets
• individual learning self-knowledge, capacity to
  transform ideas and experiences into expert
  knowledge to solve problems on your own and with
  others
• Toolbox - IT relational databases, simulation,
  interactivity, e-learning
• Methodology
• System network, physical/virtual space for
  connectivity of different inputs and resources
• Guiding Criteria / Common Standards
• Agreed on consensus and flexible management
  procedures Project
• Variety of articulation and cooperation
  strategies

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PES SKM Methodological Criteria / Shared
Standards

• Systemic and comprehensive approach of the work
  world
• Approach globally and jointly all the dimensions
  and actors that converge in its creation and
  functioning
• Integrate active and passive employment and
  unemployment policies how is employment
  generated today, how to gain access to it, how to
  guarantee the rights, how to enable (identify,
  find and manage) opportunities
• Develop an intentional view to understand that
  interaction and the interfaces produce the
  properties of the system. Conceive the whole as
  different from its components. Systemic attitude
  and construction needs sharing ethics,
  methodology and strategy
• Methodology based on common assumptions and
  guiding lines, attending to roles, curbs and
  contributions of every component to the common
  objective
• Management strategy flexibility, participation
  of multiple actors, variety of accents and
  devices that view coordination and articulation
  as mechanisms for the different productive,
  territorial and population focuses.
• Ethics specification and promotion of the common
  construction and the dissemination of knowledge,
  lessons and good practices

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PES SKM Methodological Criteria / Shared
Standards

• Double Pertinence to the socio-productive
  environment and producers men and women,
  individual and collective subjects
• Focus on the individual subject adopt gender and
  social equity perspectives as a conceptual
  framework to analyze the social reality and the
  work world
• Psychosocial Unity. Subjectivization and
  socialization identity construction
• Ground category for the classification and
  hierarchization of people. Intertwined and
  boosted by other criteria ethnic group, age,
  education, education level, rural or urban
  condition INEQUITY
• Individual located and conditioned by
  hierarchical power relationships and distribution
  of resources in a determined context,
  relationships that are not natural nor
  unmodifiable, and that can be transformed through
  collective or individual strategies
• Subject as protagonist of change processes in
  need of policies that do not fatalize them.
• Attention to differences greater pertinence to
  understand and transform reality
• Simultaneous and articulated actions
• transversalize a gender and social equity
  perspective
• focalization of methodologies and actions
• Focus on the collective subject the organization
  as system of interaction at different levels
  (people, entities, environment) based on shared
  objectives and synergy as dynamics -
  Organizations also learn and change

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PES SKM Methodological Criteria / Shared
Standards

• Development of human resources new competences
• Education throughout lifetime, permanent learning
• Strengthening employability and citizen
  participation
• Combination of competence and gender approaches
  conceptual and methodological framework to
  articulate education and work.
• Quality and equity criteria double pertinence,
  subjects potentiality, performance, social
  recognition, removal of barriers and inequities

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PES SKM Management procedures agreed on by
consensus

• Work by project strategic device, management
  tools to direct changes and build the future
• Based on dissatisfaction with the present and the
  willingness to visualize a different, desired and
  possible future
• It implies thinking in terms of results and
  processes and a systemic and prospective activity
  to answer the guiding questions of the change
  process from where we start, what we want to
  obtain, how are we going to do it, what have we
  achieved, and what remains to be done, revised,
  replanned continual improvement
• It requires the acquisition of competences to
  evaluate and solve problems these constitute a
  triggering element of the change process, of the
  participative and team work for finding
  solutions, and implies a commitment with the
  obtaining of results
• It promotes multiple strategies, the addition and
  coordination of actors and resources

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Employment Agent Functional Map
A Attention of service users.
B Management of information about users and
training and/or education services that fulfill
the developmental needs of the people and/or
institutions.
Providing a public service of employment
intermediation to satisfy the needs of the
Municipality customers, according to their
procedures, the regulations of associated public
and private institutions, and the behavior of the
labor market
C Evaluation and orientation of capacities,
interests and possibilities for the satisfaction
of users needs.
D Assistance of the process of work placement.
E Promotion and development of initiatives to
foster community employment and economic
development
Main Purpose
Key Functions
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STRATEGIES ADDRESSING EMPLOYERS

• Moving from interpreter of the environment or
  photographer of existing demands to promoter of
  strategies and alternatives for potential demand
  and new employment niches generating knowledge
  through the convergence of key informers,
  academic research, statistical projections,
  employment agents, and employers development,
  identifying local competitive advantages within a
  framework of national development
• Train employers in competences definition and
  human resources management on a permanent
  learning scenery a basic measure to make PES
  intermediation effective
• Devices to articulate company - job vacancies -
  training entity mutual strengthening of
  competences instructors and interns,
  recruitment and career development
• Technological and organizational diffusion
  Technology Development Center convergence of
  union, company, academy, training institution

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Inputs and examples

• SENAI Prospective Model input for the
  Occupational Information System (Textiles,
  Electronics, Petrochemistry, Solid Waste, Civil
  Engineering, Food, Shoe Industry,
  Telecommunications)
• INFOCAL Bolivia Creation of a National
  Classifier System to identify Performance Area,
  Competence Levels, Occupational Field. Related
  Occupations Articulation with Counseling and
  gender perspective.
• Asociative schemes and networks including
  training, and technical assistance to develop
  projects and productive chains through multiactor
  resources and potentialities MIPES, Incubators,
  Business Support Services (REDEL) cooperation
  approach

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STRATEGIES ADDRESSING OCCUPATIONAL SUBJECTS

• Focus on the subject intersection of multiple
  axis of differences and singularities of gender,
  ethnic group, social class, occupational
  situation, rural or urban insertion, but also
  their personal history, family and community
  incidence, etc., inscribed in a hierarchical
  value system of competences and abilities.
• From Orientation as an additional service to
  component of the occupational and training
  process
• From subjects depending on an external
  intervention (search and find) to subjects that
  detect and manage opportunities career
  development
• From interim reception of support to assuming
  oneself as the creator of your own future,
  identifying potentialities, deficiencies,
  individual and collective curbs and supports
  training towards employability, citizen and
  gender perspective
• From delivery of input to road map feasible
  training and employment Occupational Project

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STRATEGIES ADDRESSING OCCUPATIONAL SUBJECTS

• CAREERS ADVICE Discover and develop capacities
  and aptitudes in the occupational subjects and
  groups so that, in accordance with the demands of
  the labor market, they get informed and reflect
  to take decisions towards an active, productive,
  and satisfactory life.
• Accompany and guide them
• since they enter a PES support in the vocational
  choice, information about the labor market and,
  fundamentally, about the possibilities and
  conditions of the different occupational and
  training profiles
• During the process of competence acquisition
  and/or insertion strategies acquisition
  knowledge about the work world, and about their
  behavior and cultural guidelines, including
  support to make work practices feasible
  self-managed work, creation, childhood, and
  implementation of small and medium-sized
  companies
• At the end of the orientation-training process
  follow-up of the incorporation. The follow-up is
  an input for the PES it allows to evaluate
  pertinence, quality and equity
• Incorporation of the gender perspective
  throughout the process promote occupational
  diversity, and make the Intermediation Services
  dialogue with the employers and the environment
  to overcome blocks, stereotypes and unawareness
  of potentialities

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LG and Recommendation 195/ILO

• From gradually enlarge services to secure the
  provision of professional information and
  guidance, information about the labor markets,
  professional trajectories and employment
  orientation
• From labor orientation prior to job to
• secure and facilitate throughout the lifetime of
  the person the participation and access to
  information and professional guidance
• complemented with information about the rights
  and obligations of all the parts, by virtue of
  labor legislation and other labor regulations
  (active citizenship)
• promote and facilitate the use of information
  and communication technologies (item b)
  understood as part of obligatory basic education
  DIGITAL LITERACY.
• From the search and intermediation between work
  offer and demand to propose information and
  counseling about business capacity, promote
  business competences, and generate awareness
  among educators and instructors about the
  important role played by companies, among others,
  on the growth and creation of decent jobs (item
  d)
• From searchers and unemployed to foster for all
  workers equality of opportunities and access to
  professional orientation, perfectioning of their
  professional aptitudes, and support the
  professional reconversion of workers at risk of
  losing their job.

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Inputs and Examples

• Hansen Professional Guidance A manual with
  resources for low and medium income countries
• MTEySS Argentina Quality Dimensions for
  Professional Training Work Counseling
• Basque Employment Service www.lanbide.net
• Guidance Techniques and Tools for job
  search
• What will you find in these places?
• To Value your Personal Employment Itinerary.
• To Analyze your Personal Life Project.
• To Think in your Professional Objective. Locate
  the 20 most
• important competences to find a job.
• Create your Personal Job Seeking Project
• Gender, Training and Work Work Counseling -
  Toolbox - FORMUJER Program - www.cinterfor.org.u
  y

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Cooperation and Linking Strategies for vocational
training centers
They cannot generate work on their own, but they
have the potentiality to manage, through a
systemic and integrating approach, the knowledge,
efforts and resources of the different actors and
instances that converge in their generation
They can and must support their target population
to change from waiting for a job vacancy to the
management of projects that improve employability
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Cooperation and Linking Strategies for
Vocational Training

• The deep innovations in vocational training are
  aimed at strengthening their role as a proactive
  tool of synergies to increase competitiveness,
  employability, and the double pertinence as a
  condition for quality and equity
• From training for the job to training for
  employability and formative trajectories grounded
  on competences that transcend and go through
  several activities during the lifetime in
  different occupational fields
• Training and certification by competence
  individual navigability and permanent learning
• Adoption of management principles and quality
  certification ISO Standards, Program and
  Institution Accreditation Systems, National and
  International Quality Prizes account to society

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Cooperation and Linking Strategies for
Vocational Training

• Curriculum Reorganization modular, flexible,
  adoption of Occupational Project (OP) as a
  structuring axis of the teaching-learning
  process training methodology centered on the
  subject, learning to personalize and
  contextualize training.
• INDIVIDUAL OR COLLECTIVE OP the classroom and
  the group as a creative space for association
• Reformulation of the teachers role traveling
  companion, involved in the management of the
  center and the articulation with the environment
• New training subjects not only individuals but
  groups target of the social programs, and the
  employment and unemployment policies-, but also
  companies, productive chains or territories all
  of them must be treated with pertinence and
  equity, to overcome obstacles and inequalities

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Cooperation and Linking Strategies for
Vocational Training

• Training and technological and productive
  innovation Centers for Technological Development
  co-managed by employers organizations
• Centrality of training for employers the infancy
  and development of the company are incorporated
  to the training process
• Social Dialogue involvement of workers and
  employers in the identification and certification
  of competences, in co-management, strategic
  partnerships and networks
• Development of the Institutional Center Project
  a strategic plan of action interdependent of the
  OP of the population, inserted in local
  development. The revision of each policy
  component according to the supports and curbs to
  the OP.
• Training Accompanying service for productive
  and occupational projects, which lead to the
  incorporation of Career Advice and
  Intermediation from competition to
  complementation and interaction with the PES

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Inputs and Examples

• SENCE Chile
• IT management control instruments (SAP, GENESIS,
  PROEMPLEO programs) that incorporate all the
  information of the execution of training actions
  generated by Employment, Social Programs and
  Chile Califica
• Bolsa de Empleo, intermediary job system created
  by AFC Chile S.A. to facilitate the placement and
  training orientation tasks of the Municipality
  Offices of Work Intermediation (OMIL).
• Norm CH 2728 Quality Certification of Technical
  Training Organizations (OTEC)
• Work Competences Law

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Inputs and Examples

• Service Examples from the Vocational Training
  Institutions through IT (incremental logic)
• Training Offer
• Diffusion of courses by specialty, levels,
  grants, other services. Peru SNPP Uruguay UTU
  Venezuela INCE
• Information about occupational profiles,
  graduation competences, curriculum nets, common
  families, features of the insertion Argentina
  INET Bolivia INFOCAL Brasil SENAC
• Work Demand
• Articles, documents, research, links Chile
  INACAP Mexico STPS Honduras INFOP.
• Labor Market Observatory El Salvador INSAFORP
• Work Intermediation
• Employment Agency Guatemala INTECAP Nicaragua
  INATEC.
• Specific Attention Offices Argentina MTESS
  Chile SENCE
• Training/Support Orientation
• Support Material for employment search,
  self-employment and the development of business
  activities Colombia SENA Peru SENATI
• Work Information, Guidance and Intermediation
  System
• Methodologies and Tools for the Development and
  Management of Counseling and Training Policies
  Cinterfor/OIT Gender, training and employment
• Electronic and/or Self-managed Services Costa
  Rica INA Jamaica HEART TRUST/NTA Uruguay
  MTSS DINAE- SENA

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Inputs and Examples