1 / 14

Challenges CWI Public Employment Services Drs. Theo Mensen

Challenges CWI Public Employment Services Drs. Theo Mensen. CWI : public employment services. Who are we? What do we do? What do we need? What do we expect? What do we offer?. CWI : Who we are?. public employment services

mendozaarlene
Download Presentation

Challenges CWI Public Employment Services Drs. Theo Mensen

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. ChallengesCWI Public Employment ServicesDrs. Theo Mensen

  2. CWI : public employment services • Who are we? • What do we do? • What do we need? • What do we expect? • What do we offer?

  3. CWI : Who we are? • public employment services • largest collector and distributor of labour market information (transparency) • www.werk.nl • guidance and matching (((web-)services • Pageviews: 1.873.055 (daily) • Sessions: 78.330 (daily) • CV’s: 377.000 • Vacancies: 37.000 • Matches: 100.000 jobseekers/ 3.500 employers

  4. What do we do? • Collecting, creating & distributing large volumes of labor market information • Allocation of supply (vacancies) & demand (job seekers) in labor markets • Social Security Services (work and income) • Matching (((((on Competencies)

  5. Objectives PES-MoC Improving what? • Labour Market Performance • Transparancy of Labour Market • Allocation of Talent (Human Capital) Improving how? • Matching demand and supply ((((of competencies) • Demand side standards (Job Vacancy Profiles (VCP)) • Supply side standards (Personal Competency Profiles (PCP)) • Interoperability and standardization of competency profiles in education, enterprises and labour market (MoC)

  6. Profile Supply Side Profile Demand Side • CurriculumVitae • Education • Experience • COMPETENCES • Jobtitle • Salary • Time • Location Supply Jobseeker SupplyEmployer • Development PCP • Salary (++) • Time (+) • Location(-/+) • Experience (++) • Education (+) • COMPETENCES • CurriculumVitae DemandJobseeker Demand Employer x A x B % % + = Match Score A+B Bi-directional Matching S<->D

  7. MoC - Matching ((((on Competencies) • Quick scan • Competencies in BPM and HR-Management ILM • Competencies in Curriculum Design Education (LifeLongLearning) • Competencies in external labour markets and Employment Services Tower of Babel

  8. HR Transactions Today :( Employers PES/PRES/Job Boards Staffing/Recruiting/Outplacement Recruiting/Outplacement Solutions Other HR Solutions HRMS Vendors

  9. What do we need?OSEMIS on Jobs and Learning Opportunities Ontology Semantical interoperability in “HR Logistics” Reusable competency definitions and models • PCP Personal Competencies Profiles • VCP Vacancy Competencies Profiles • MoC Matching on Competencies Interoperability • HRMS<-> MyPortfolio <-> P(r)ES Services • Employment <-> Employability Services

  10. HR Transactions Tomorrow :) Job Boards Employers Recruiting Solutions Staffing/Recruiting Cos. Standards incl Portfolio Other Recruiting Solutions HRMS Vendors

  11. Standards in HRM and Education including ePortfolio Standards LLLEmployability Transparency in Transitional Labour Markets LCMS Competency Ontology Standards from learning technology community PES Public Employment Services TWAs Temporary Work Agencies Competency Development Ontological Commitment RCDEO Specification Job Classification Job Recruitment Flat Catalog HR-XML Competency 2.0 ? Skills Taxonomy Alignment of both specs Skills Taxonomy 2008?

  12. What do we expect? • Minimizing vacancy duration and transactions costs • savings in unemployment benefits • savings in social security benefits • Optimising allocation of supply and demand • higher productivity • higher job satisfaction

  13. Competency based HR-Services Using ePortfolio SuccessionPlanning Wage admin Personal Scorecard Career Planning Competency Model Training & Develop. Balanced Scorecard Job Recruitment & Selection Performance Management

  14. What do we offer? • Partnership and collaboration in funding and cofunding projects and pilots with national and EU-partners • Entry to our national and European network of public and private service providers and stakeholders • Faster take up of ontologies and semantic web technology

More Related