elearning_label_higher_education
Proyectos
Accreditation and Certification of Work-Related Qualifications during Job Placements
26 Enero 2003
The project aims at recognising and certifying skills and competences acquired in transnational work placements in the hotel, catering and administration sectors.
PRACTICERT will develop, test and disseminate a conceptual framework and series of templates for the recognition and certification of skills (including language skills) and key competencies acquired in transnational work placements, in the hotel, catering and administration sectors.
The project both recognises and builds upon the existing activities of EUROPASS. Following initial analysis of the involved sectors, as regards existing certification practices, new methods and materials for certification and accreditation will be developed by the partnership.
The materials will be particularly aimed at trainers and assessors and will provide both content and evaluation criteria, as regard the assessment of training undergone abroad. The material will form actual training modules to be produced in EN and all partner languages (DE, FR, IT & PL) and will be output in the form of a 'Manual on Accreditation & Certification', also containing templates of materials and outline descriptions of assessment procedures.
Dissemination of the project results and training materials is planned through the broader framework of the related TransNet project, which encompasses all EU Member States, plus a number of associated countries.
Further promotional activities will comprise articles in relevant press and journals, awareness raising through partner internet sites and promotion through a number of regional and/or national events across the partner countries.
The project both recognises and builds upon the existing activities of EUROPASS. Following initial analysis of the involved sectors, as regards existing certification practices, new methods and materials for certification and accreditation will be developed by the partnership.
The materials will be particularly aimed at trainers and assessors and will provide both content and evaluation criteria, as regard the assessment of training undergone abroad. The material will form actual training modules to be produced in EN and all partner languages (DE, FR, IT & PL) and will be output in the form of a 'Manual on Accreditation & Certification', also containing templates of materials and outline descriptions of assessment procedures.
Dissemination of the project results and training materials is planned through the broader framework of the related TransNet project, which encompasses all EU Member States, plus a number of associated countries.
Further promotional activities will comprise articles in relevant press and journals, awareness raising through partner internet sites and promotion through a number of regional and/or national events across the partner countries.
Proyectos
Developing and promoting vocational training and education to open up and support new perspectives for social integration and employment for people with mental health problems and their family-carers
26 Enero 2003
It will develop and promote vocational training and education for persons with mental health problems, their family-carers and social & health professionals.
The training will seek to open up new perspectives for the social integration and employment of persons with mental health problems and their family-carers, and to better inform professionals of these new approaches.
A series of training packages will be developed covering areas such as; coping and interaction skills, counselling on access to education, traineeships and work perspectives (including ICT skills), guidelines for trainers and the use of evaluation tools. Packages will then be validated, tested and reviewed across the partner countries through national steering groups and through work with key stakeholders.
Beyond initial testing, the packages will be modified and translated into a range of partner languages for use across the test countries. Beyond this, the project will undergo 'training of trainers' to establish three initial groups of trained 'junior trainers' (individuals with mental health problems, family carers and social & health professionals) able to continue in the promotion and delivery of the developed training packages and methodologies.
To ensure sustainability of the achievements and results of the project a European Network and Centre of Excellence will be established in addition to a dedicated website able to provide ongoing support (to project groups, target organisations and trainers) and remote tutoring/distance learning (for target beneficiaries).
The results of the project will be promoted across the existing partner networks, in each country, and will be further presented through a series of seminars and a final project symposium to external stakeholders and key policy makers across Europe.
A series of training packages will be developed covering areas such as; coping and interaction skills, counselling on access to education, traineeships and work perspectives (including ICT skills), guidelines for trainers and the use of evaluation tools. Packages will then be validated, tested and reviewed across the partner countries through national steering groups and through work with key stakeholders.
Beyond initial testing, the packages will be modified and translated into a range of partner languages for use across the test countries. Beyond this, the project will undergo 'training of trainers' to establish three initial groups of trained 'junior trainers' (individuals with mental health problems, family carers and social & health professionals) able to continue in the promotion and delivery of the developed training packages and methodologies.
To ensure sustainability of the achievements and results of the project a European Network and Centre of Excellence will be established in addition to a dedicated website able to provide ongoing support (to project groups, target organisations and trainers) and remote tutoring/distance learning (for target beneficiaries).
The results of the project will be promoted across the existing partner networks, in each country, and will be further presented through a series of seminars and a final project symposium to external stakeholders and key policy makers across Europe.
Proyectos
Certification of Skills and Competences in Commercial Activities in Europe
24 Enero 2003
The project is designed to create a permanent and comparative database of activity profiles for standard commercial jobs in European firms.
The purpose of the CERCOM pilot project is to raise the profile of commercial activities in different countries. Commercial players (marketing and sales) must acquire new skills linked to changes in the conditions in which they exercise their activity and the diversification of distribution methods and networks (e-commerce).
As a result of these changes, vocational mobility and access to training in Europe is adversely affected, over and above the language barriers, competitiveness is limited, mainly as regards SMEs, and equal opportunities for professionals moving from one country to another are restricted.
To create the database, a survey will be carried out in 900 firms. A comparative and prospective study of the necessary skills and the training and accreditation profiles will be carried out to pinpoint the skill requirements whose absence may create barriers to job mobility between European countries.
The results will be disseminated on the partners' Internet sites, via a press dossier distributed to 500 journalists, reports in specialised reviews, a mailshot summarising the project and sent to 4,000 addressees; besides, conferences will be organised in each of the partner countries for the main target groups.
As a result of these changes, vocational mobility and access to training in Europe is adversely affected, over and above the language barriers, competitiveness is limited, mainly as regards SMEs, and equal opportunities for professionals moving from one country to another are restricted.
To create the database, a survey will be carried out in 900 firms. A comparative and prospective study of the necessary skills and the training and accreditation profiles will be carried out to pinpoint the skill requirements whose absence may create barriers to job mobility between European countries.
The results will be disseminated on the partners' Internet sites, via a press dossier distributed to 500 journalists, reports in specialised reviews, a mailshot summarising the project and sent to 4,000 addressees; besides, conferences will be organised in each of the partner countries for the main target groups.
Artículos
How Should Universities Develop e-Content?
01 Diciembre 2002
There is a need for European content. However, I am not entirely clear that University staff should be creating it as part of the process of producing courses that they offer. The exceptions to this might be the Open Universities but they have a resource and a process for doing this which is outside of the scope of most staff working as they currently do on much smaller scale initiatives. I am beginning to think your ’normal’ University staff should increasingly be considering foremost the pedagogical or learning design and implementation of e-learning courses in a similar way that they did for courses they were responsible for before the apparent requirement to produce learning materials for ODL courses. I am wondering if we have allowed ourselves to be diverted too easily into a model of ODL that was developed for a different kind of institution to the average
University and for a different time/era.
Basically a lecturer/university professor does not write a book for every course he/she offers so why would we expect them to develop their own e-content. This is not to say that they should not be involved in the ’writing’ of e-content but as a separate activity with different reward structures and incentives - like as it is currently the case for course books. And to this extent it may well be important to work more closely with publishers and indeed the OUs that have publishing arms. (all of which does not exclude such things as preparing power point slides etc. but this is not e-content as I am thinking here).
Within the Universities themselves more attention should be perhaps be
given instead to such things as :
- staff development and training for the pedagogical/learning design and implementation of e-learning courses ;
- the importance of having a robust e-learning infrastructure ;
- the need to have an institutional e-learning strategy and mission that considers amongst other things issues of inclusion and lifelong learning ;
- recognition of new and different support requirements needed by
staff required to offer e-learning courses ;
- integration and reward for contributions to development of
e-learning programmes or content into staff career achievement/recognition systems.
University and for a different time/era.
Basically a lecturer/university professor does not write a book for every course he/she offers so why would we expect them to develop their own e-content. This is not to say that they should not be involved in the ’writing’ of e-content but as a separate activity with different reward structures and incentives - like as it is currently the case for course books. And to this extent it may well be important to work more closely with publishers and indeed the OUs that have publishing arms. (all of which does not exclude such things as preparing power point slides etc. but this is not e-content as I am thinking here).
Within the Universities themselves more attention should be perhaps be
given instead to such things as :
- staff development and training for the pedagogical/learning design and implementation of e-learning courses ;
- the importance of having a robust e-learning infrastructure ;
- the need to have an institutional e-learning strategy and mission that considers amongst other things issues of inclusion and lifelong learning ;
- recognition of new and different support requirements needed by
staff required to offer e-learning courses ;
- integration and reward for contributions to development of
e-learning programmes or content into staff career achievement/recognition systems.
Proyectos
Une Communaute d'Interets
23 Enero 2003
The project aims at developping the competences and specific training to enlarge the field of knowledge and inclusion of staff in the entreprises by means of the ICTs.
Le maintien dans l'emploi du personnel demande :
- une étude des phénomènes qui influent sur les probabilités de se trouver en situation de rupture avec les exigences des organisations,
- des cartographies des compétences nécessaires,
- des outils de diagnostic et surtout d'auto diagnostic pour le personnel cible, identifiant les trajectoires à risques d'exclusion,
- des cursus et des contenus de formation adaptés
- des mises en situation dans l'entreprise à l'aide de plans d'actions de terrain agissant sur la performance de l'entreprise et ainsi constater l'acquisition des compétences.
- des organisations qui améliorent la performance des entreprises, facteur d'un bon niveau d'emploi.
Les partenaires membres du PDD proposent de concevoir l'ensemble de ces outils, au sein d'un terrain d'expérimentation qui est l'Entreprise Elargie. Il s'agit de penser les compétences et la formation à l'échelle d'une chaîne de valeur, de plusieurs entreprises liées par une communauté d'intérêts et de culture. L'Entreprise Elargie offre des possibilités plus importantes d'études, de traitement et d'expérimentation de solutions innovantes. Ainsi des sujets tels que l'employabilité du personnel vieillissant, la transmission des savoirs-faire dans l'entreprise, le tutorat, la formation, l'e-learning, le consulting, les réseaux de compétences…, pourront être approchés sur un champ plus " élargi ". Par l'exploration des compétences-clés communes, issues des interdépendances et des interfaces, les partenaires souhaitent accroître l'employabilité du personnel, qui devient relative à plusieurs entreprises.
Le personnel cible peut être au cœur de l'Entreprise Elargie car par son expérience, ses acquis, sa culture et sa pratique de l'entreprise, voire même de la " filière ", il peut être un lien entre les entreprises. L'employabilité et la mobilité se trouvent accrues en intégrant le personnel cible dans un contexte de compétences plus large.
Les partenaires proposent aussi d'anticiper sur l'organisation future de l'entreprise et de formaliser un nouveau modèle d'entreprise.
Ce modèle :
-prend en compte les caractéristiques actuelles de l'entreprise innovante et apprenante,
-intègre les outils de performance de la Supply Chain et des TIC,
-repose sur une communauté solidaire de culture et d'intérêts, à identifier et valoriser, qui associe l'environnement institutionnel de l'entreprise,
-développe une nouvelle approche des ressources humaines.
Les objectifs opérationnels :
-Créer une culture industrielle et de service commune aux membres de l'EE
-Concevoir et mettre en oeuvre un dispositif d'accompagnement de l'EE dans une démarche de progrès permanent en respectant la communauté d'intérêts de tous les acteurs (économiques, sociaux, institutionnels...)
-Améliorer globalement la performance de chaque entreprise et contribuer ainsi à la performance globale de l'EE (soutien de partenariats et de regroupements d'entreprises...)
-Elever la compétence et l'employabilité du personnel en y intégrant les aspects de l'EE (mise en commun et partage des ressources, formations inter...)
-Intégrer dans l'EE les personnes exclues et les publics cible en favorisant également la mixité dans les différentes filières professionnelles...
-Définir des parcours et des compétences particulières à l'EE.
Les actions :
Pour se faire, les Partenaires du projet :
-formeront les personnels des entreprises aux enjeux et outils de l'EE et de la performance ;
-mettront en place un cursus ou parcours permettant la valorisation des compétences particulières à l'EE ;
-réaliseront des Plans de progrès et des Plans d'actions d'amélioration de la performance pour : chaque entreprise, particulièrement les PME et les petites structures ; les interfaces entre entreprises ; l'EE dans sa globalité ;...
Les outils :
-Un Guide de Diagnostic intégrant les spécificités de l'EE et des compétences clés
- Des parcours pour le personnel cible, formalisations des compétences transversales de l'EE
- Des processus de reconnaissance de compétences
- Des cursus et des contenus innovants de formation
- Des Indicateurs de la performance
- Des actions-clés d'amélioration de la performance et d'anticipation sur les ressources humaines
- une étude des phénomènes qui influent sur les probabilités de se trouver en situation de rupture avec les exigences des organisations,
- des cartographies des compétences nécessaires,
- des outils de diagnostic et surtout d'auto diagnostic pour le personnel cible, identifiant les trajectoires à risques d'exclusion,
- des cursus et des contenus de formation adaptés
- des mises en situation dans l'entreprise à l'aide de plans d'actions de terrain agissant sur la performance de l'entreprise et ainsi constater l'acquisition des compétences.
- des organisations qui améliorent la performance des entreprises, facteur d'un bon niveau d'emploi.
Les partenaires membres du PDD proposent de concevoir l'ensemble de ces outils, au sein d'un terrain d'expérimentation qui est l'Entreprise Elargie. Il s'agit de penser les compétences et la formation à l'échelle d'une chaîne de valeur, de plusieurs entreprises liées par une communauté d'intérêts et de culture. L'Entreprise Elargie offre des possibilités plus importantes d'études, de traitement et d'expérimentation de solutions innovantes. Ainsi des sujets tels que l'employabilité du personnel vieillissant, la transmission des savoirs-faire dans l'entreprise, le tutorat, la formation, l'e-learning, le consulting, les réseaux de compétences…, pourront être approchés sur un champ plus " élargi ". Par l'exploration des compétences-clés communes, issues des interdépendances et des interfaces, les partenaires souhaitent accroître l'employabilité du personnel, qui devient relative à plusieurs entreprises.
Le personnel cible peut être au cœur de l'Entreprise Elargie car par son expérience, ses acquis, sa culture et sa pratique de l'entreprise, voire même de la " filière ", il peut être un lien entre les entreprises. L'employabilité et la mobilité se trouvent accrues en intégrant le personnel cible dans un contexte de compétences plus large.
Les partenaires proposent aussi d'anticiper sur l'organisation future de l'entreprise et de formaliser un nouveau modèle d'entreprise.
Ce modèle :
-prend en compte les caractéristiques actuelles de l'entreprise innovante et apprenante,
-intègre les outils de performance de la Supply Chain et des TIC,
-repose sur une communauté solidaire de culture et d'intérêts, à identifier et valoriser, qui associe l'environnement institutionnel de l'entreprise,
-développe une nouvelle approche des ressources humaines.
Les objectifs opérationnels :
-Créer une culture industrielle et de service commune aux membres de l'EE
-Concevoir et mettre en oeuvre un dispositif d'accompagnement de l'EE dans une démarche de progrès permanent en respectant la communauté d'intérêts de tous les acteurs (économiques, sociaux, institutionnels...)
-Améliorer globalement la performance de chaque entreprise et contribuer ainsi à la performance globale de l'EE (soutien de partenariats et de regroupements d'entreprises...)
-Elever la compétence et l'employabilité du personnel en y intégrant les aspects de l'EE (mise en commun et partage des ressources, formations inter...)
-Intégrer dans l'EE les personnes exclues et les publics cible en favorisant également la mixité dans les différentes filières professionnelles...
-Définir des parcours et des compétences particulières à l'EE.
Les actions :
Pour se faire, les Partenaires du projet :
-formeront les personnels des entreprises aux enjeux et outils de l'EE et de la performance ;
-mettront en place un cursus ou parcours permettant la valorisation des compétences particulières à l'EE ;
-réaliseront des Plans de progrès et des Plans d'actions d'amélioration de la performance pour : chaque entreprise, particulièrement les PME et les petites structures ; les interfaces entre entreprises ; l'EE dans sa globalité ;...
Les outils :
-Un Guide de Diagnostic intégrant les spécificités de l'EE et des compétences clés
- Des parcours pour le personnel cible, formalisations des compétences transversales de l'EE
- Des processus de reconnaissance de compétences
- Des cursus et des contenus innovants de formation
- Des Indicateurs de la performance
- Des actions-clés d'amélioration de la performance et d'anticipation sur les ressources humaines
Artículos
Reinventing in a Virtual Way the European Model of University: the Medieval University
24 Febrero 2003
Universities can acquire a significant and crucial role in the production of contents to be put on telecommunications networks.
But to make this happen it is necessary to change universities’ role and system and create new international alliances and new real and virtual spaces to create shared knowledge networks among the different universities in the world and support cooperation among institutions.
Consortia among the best universities in Europe and the new technologies can offer everybody, in an open and democratic way, the teachings of the greatest scientists and intellectual in the world. We shall be able to build in a virtual way the model of university that gave birth to the European culture: the medieval university.
In the medieval universities, curricula were common; students did not belong to a single university, but they could attend courses in all existing universities; in order to follow the lessons of the best professors, they moved from one site to another facing wearying travels on foot or riding a horse to attend a course on law at the University of Bologna or a course on theology at the University of Paris. Masters too travelled from one site to another. The best ones where then called by the universities since their presence gave prestige and power, but above all because they attracted masses of students and youths from all over Europe.
Answering the needs of the new knowledge markets
The new technologies allowed the mobility of ideas and allowed besides the physical displacement of professors and students also their virtual displacement. The distance university allows interaction between professors and students of the different universities of the world and can actually give and adequate answer to the needs for internationalisation of the university educational systems to supply the skills required by the new labour markets, but also the products required by the Net Economy.
When the Internet-based courses contents and the modes of delivery are carried out by university teachers at international level, control upon contents’ quality is performed by the academic world and users are guaranteed as “consumers of education” since courses suppliers are easily identifiable.
If it is right, as I believe, that the quality brand will determine the competitive challenge on education global market, a distance university based on a network of the best universities of different countries, will certainly win the challenge and will be the absolute protagonist of the new E-Commerce frontier and of the new knowledge markets.
A new balance between unity and diversity
Today distance university can answer the needs of the new knowledge market: exhibit its quality brand; guarantee the user; help transform the traditional universities from an isolated system divided into many classes and subjects and from a repetitive system of pre-established knowledge, in an open system, capable of updating itself and integrating all information available on the Web and creating spaces where knowledge could be exchanged.
Shared knowledge space should be neither homogeneous, nor uniform; we should not unite in order to be cloned or mac-donaldized educational and training systems, but to assure a new balance between unity and diversity: the unity of values and of tradition that memory leaves us, diversity of cultures and languages. Today universities should commit themselves to develop interaction and cooperation virtual spaces, maintaining meeting and communication physical spaces between two generations: that one of youth and that one of maturity, who should move under open skies, without frontiers, to create new knowledge, but also new values.
Consortia among the best universities in Europe and the new technologies can offer everybody, in an open and democratic way, the teachings of the greatest scientists and intellectual in the world. We shall be able to build in a virtual way the model of university that gave birth to the European culture: the medieval university.
In the medieval universities, curricula were common; students did not belong to a single university, but they could attend courses in all existing universities; in order to follow the lessons of the best professors, they moved from one site to another facing wearying travels on foot or riding a horse to attend a course on law at the University of Bologna or a course on theology at the University of Paris. Masters too travelled from one site to another. The best ones where then called by the universities since their presence gave prestige and power, but above all because they attracted masses of students and youths from all over Europe.
Answering the needs of the new knowledge markets
The new technologies allowed the mobility of ideas and allowed besides the physical displacement of professors and students also their virtual displacement. The distance university allows interaction between professors and students of the different universities of the world and can actually give and adequate answer to the needs for internationalisation of the university educational systems to supply the skills required by the new labour markets, but also the products required by the Net Economy.
When the Internet-based courses contents and the modes of delivery are carried out by university teachers at international level, control upon contents’ quality is performed by the academic world and users are guaranteed as “consumers of education” since courses suppliers are easily identifiable.
If it is right, as I believe, that the quality brand will determine the competitive challenge on education global market, a distance university based on a network of the best universities of different countries, will certainly win the challenge and will be the absolute protagonist of the new E-Commerce frontier and of the new knowledge markets.
A new balance between unity and diversity
Today distance university can answer the needs of the new knowledge market: exhibit its quality brand; guarantee the user; help transform the traditional universities from an isolated system divided into many classes and subjects and from a repetitive system of pre-established knowledge, in an open system, capable of updating itself and integrating all information available on the Web and creating spaces where knowledge could be exchanged.
Shared knowledge space should be neither homogeneous, nor uniform; we should not unite in order to be cloned or mac-donaldized educational and training systems, but to assure a new balance between unity and diversity: the unity of values and of tradition that memory leaves us, diversity of cultures and languages. Today universities should commit themselves to develop interaction and cooperation virtual spaces, maintaining meeting and communication physical spaces between two generations: that one of youth and that one of maturity, who should move under open skies, without frontiers, to create new knowledge, but also new values.
Proyectos
Social and Sector based e-learning enhanced by Professional ODL networks
22 Enero 2003
The project will bring together a range of professional bodies from across Europe to form a European network with the aim of encouraging the use of Open and Distance Learning.
S2-NET wants to encourage the use of e-learning in vocational training for ODL professionals in addition to the broader community of practitioners and local policy makers, thus raising awareness of the possibilities offered through e-learning and preventing both old and new forms of social exclusion.
The network will act on four separate levels; to provide stimulation to existing networks and network activities, to provide a permanent structure for social dialogue, to consider the social and equality aspects of e-learning (especially as regards prevention of social exclusion) and to combine forces with regard to permanent dissemination of the results across Europe.
Expected benefits of such collaboration are the establishment of a network of knowledge and guidance centres for ODL across the field of vocational training and a virtual transnational network of practitioners from all across Europe, able to share knowledge & experience and to contribute to finding solutions to current social problems or issues.
The network, in addition to the hosting of both real and virtual European events (seminars, conferences), will produce a series of digital publications (e-issues, CD-Rom) and will further contribute to the dissemination of project achievements through a final closing seminar in which network activities and results will be promoted.
The network will act on four separate levels; to provide stimulation to existing networks and network activities, to provide a permanent structure for social dialogue, to consider the social and equality aspects of e-learning (especially as regards prevention of social exclusion) and to combine forces with regard to permanent dissemination of the results across Europe.
Expected benefits of such collaboration are the establishment of a network of knowledge and guidance centres for ODL across the field of vocational training and a virtual transnational network of practitioners from all across Europe, able to share knowledge & experience and to contribute to finding solutions to current social problems or issues.
The network, in addition to the hosting of both real and virtual European events (seminars, conferences), will produce a series of digital publications (e-issues, CD-Rom) and will further contribute to the dissemination of project achievements through a final closing seminar in which network activities and results will be promoted.
Proyectos
Professional Training European Enterprises Network
20 Enero 2003
It aims at recognising competencies of SME staff to develop individual employability and potential for workforce mobility and improve the competitiveness of individual enterprises.
The project will initially undergo the exchange of analyses and existing experience across the range of partner organisations with regard to the eventual production of new key criteria, to act as indicators for measuring competencies within the SME workforce.
Beyond their initial definition, key criteria will be distributed across the partnership for testing and validation (with a select group of SMEs) with eventual outcomes being further circulated across the partner countries.
An electronic vademecum will be produced (in EN, FR & DE) within the project website to both promote the recognition & validation of acquired competencies and support appropriate training & development.
The partnership, comprising an established network of multi-player organisations will further endeavour to convince decision-makers at various levels, including Social Partners, to address the issue of a more effective vocational training & skills recognition system for SMEs and their workers.
Dissemination is planned through regional, national and European presentation of the results to SME training bodies and through electronic marketing and linking of individual partner websites.
Beyond their initial definition, key criteria will be distributed across the partnership for testing and validation (with a select group of SMEs) with eventual outcomes being further circulated across the partner countries.
An electronic vademecum will be produced (in EN, FR & DE) within the project website to both promote the recognition & validation of acquired competencies and support appropriate training & development.
The partnership, comprising an established network of multi-player organisations will further endeavour to convince decision-makers at various levels, including Social Partners, to address the issue of a more effective vocational training & skills recognition system for SMEs and their workers.
Dissemination is planned through regional, national and European presentation of the results to SME training bodies and through electronic marketing and linking of individual partner websites.
Proyectos
An Exploration of Data in the EU
20 Enero 2003
ICT Learning and Training will both investigate policies and ascertain types of information (data) held within EU countries in relation to ICT learning and training.
The project will establish data availability and gather examples of good practice at individual Member State and at EU level as regards: ICT learning/training policies and initiatives, the acquisition of ICT skills, provision for training in ICT, perceived effectiveness of provision, impact upon employability and the extent to which ICT education and training is adequate to ensure the competitiveness of the EU.
Four primary work phases are planned, these are: establishment of an observatory of policies, information and data (to cover a minimum of eight Member States), surveying of selected SMEs, transnational organisations and state-run bodies (to cover key sectors within a minimum of eight Member States), interviews with ICT experts in universities, institutes and companies (across a minimum of four Member States) and development of indicators and proposals for data collection in relation to ICT learning/training and proficiency.
New statistical indicators (addressing ICT use, training, competence, training needs and cost) will be proposed along with possible data collection scenarios. Data contributors will be regularly updated on project activity through the establishment of a dedicated project website to act as a central information tool.
Primary target groups for the results of the project include policy-makers (at regional, national and international level), Social Partners, training providers, trainers, teachers and individual suppliers of ICT.
Four primary work phases are planned, these are: establishment of an observatory of policies, information and data (to cover a minimum of eight Member States), surveying of selected SMEs, transnational organisations and state-run bodies (to cover key sectors within a minimum of eight Member States), interviews with ICT experts in universities, institutes and companies (across a minimum of four Member States) and development of indicators and proposals for data collection in relation to ICT learning/training and proficiency.
New statistical indicators (addressing ICT use, training, competence, training needs and cost) will be proposed along with possible data collection scenarios. Data contributors will be regularly updated on project activity through the establishment of a dedicated project website to act as a central information tool.
Primary target groups for the results of the project include policy-makers (at regional, national and international level), Social Partners, training providers, trainers, teachers and individual suppliers of ICT.
Proyectos
Jobs, skills, training practices and innovation in the field of logistics: conditions and methods of developing vocational training courses in logistics
19 Enero 2003
The project aims at promoting vocational traning opportunities in the sector of logistics by means of the ICTs.
AFT-IFTIM, an association for the development of training in the transport sector, is coordinating the NOVALOG project with a view to providing a full range of information on the conditions and methods for promoting vocational training opportunities in the rapidly growing logistics sector, which employs 12% of the active population.
Managed by five research centres, the partnership also includes trade union organisations, a European professional development organisation, a public training agency, two major international companies, and one SME. Based in eight countries (B, D, DK, F, HU, I, IRL, NL), the project's design provides for coverage of all EU Member States and one Central European country.
The objectives of the project are to facilitate the development of a common framework for job and skill categories, to present the training process and the best and most innovative way of accelerating an improvement in skill levels in training organisations, and to furnish the social partners with information and tools to raise the profile of the European-level working party on employment in logistics.
A package of products (EN, FR) will provide information on the identification of jobs in the logistics sector available in existing information systems, a definition of the job contents in three major categories (local supervision, technical management, implementation), a user-oriented presentation of information on training oppportunities and a guide to innovative approaches.
An Internet site (EN) and an interactive forum, an information bulletin, reports and a closing seminar will ensure dissemination to motivated players, politicians, social partners, workers and new entrants in the industry, notably young people.
Managed by five research centres, the partnership also includes trade union organisations, a European professional development organisation, a public training agency, two major international companies, and one SME. Based in eight countries (B, D, DK, F, HU, I, IRL, NL), the project's design provides for coverage of all EU Member States and one Central European country.
The objectives of the project are to facilitate the development of a common framework for job and skill categories, to present the training process and the best and most innovative way of accelerating an improvement in skill levels in training organisations, and to furnish the social partners with information and tools to raise the profile of the European-level working party on employment in logistics.
A package of products (EN, FR) will provide information on the identification of jobs in the logistics sector available in existing information systems, a definition of the job contents in three major categories (local supervision, technical management, implementation), a user-oriented presentation of information on training oppportunities and a guide to innovative approaches.
An Internet site (EN) and an interactive forum, an information bulletin, reports and a closing seminar will ensure dissemination to motivated players, politicians, social partners, workers and new entrants in the industry, notably young people.