Job Rotation a new concept of Labour Market Integration by zqr20298


									             Job Rotation
   a new concept of Labour Market Integration
developed under the EQUAL at Work Programme

              Fiona Nolan
     Employment Project & Enterprise
          Northside Partnership
            EQUAL at Work
            Private Sector Site
• Job Rotation Programme developed in 1 of the 4
  sites under the EQUAL at Work programme
• Located in Northside Partnership
• The site targeted the development of interventions
  that linked long term unemployed, social excluded
  people with training and employment
• Aimed to meet the overall EQUAL at Work
  programme objective of attempting to develop
  new and more inclusive models of recruitment and
  in-work progression
•   Northside Partnership
•   Dublin City University
•   FIT Limited
•   Blanchardstown Partnership
•   Northside Business Network
•   FAS
•   Small Firms Association
•   Clondalkin Partnership
•   Co-operation Fingal
•   Rural Dublin LEADER Company
•   National Training & Development Institute
•   Dept of Social & Family Affairs
              Target Groups
•   Long Term Unemployed
•   Lone parents
•   Persons with a physical disability
•   Persons with a mental disability
•   Early School leavers
•   Members of the Traveller community
•   Disadvantaged Women
              Target Groups
•   Homeless people
•   Ex-drug mis-users
•   Ex-prisoners/ex-offenders
•   Refugees
              Job Rotation

Refers to models for continuing education and
training where the unemployed are
systematically trained and educated to
substitute for employed workers while they
go into further education and training
       Origins of Job Rotation
• Since late 1980’s Job Rotation has been
  developed and mainstreamed as an active
  labour market tool in Denmark
• Job Rotation originated in Denmark as a
  collaborative development amongst trade
  unions, employers and training institutes
                 Job Rotation
• Job Rotation meets the EU Employment Strategy
  in the following areas:
  – As An Active and Preventative Measure
  – As a tool to address change and promote adaptability &
    mobility in the labour market
  – As a means to promote development of human capital
    and life long learning
  – As a tools to promote integration of and combat
    discrimination against people at a disadvantage in the
    labour market
  – As a tool to promote business competitiveness
       Why Develop Job Rotation
       Creating a Win Win Win

1. Promotion of company competitiveness
2. Active labour market intervention
3. Social partnership approach
         1. Job Rotation promotes
• Meets company training needs
• Improves qualifications/skills of employees
• Further motivates the work force
• Core element of sound staff development
• Helps develop an adaptable and skilled
• Helps companies to avoid loss of
  production during periods of training
              2. Job Rotation
      As An Active Labour Market Tool
• Provides training and qualifications for
  unemployed persons
• Brings unemployed persons closer to the labour
• Provides training & further qualifications for
  employees – strengthening their position in the
  labour market
• Can prevent bottlenecks occurring in employment
     3. Job Rotation as a Model of Social
            Partnership in Practice
• Job Rotation demands close co-operation between
  employers, trade unions, training institutions,
  unemployment centres/organisations, local
  employment services and welfare services
• Job Rotation increases understanding between
  social partners
• Job Rotation can act as a catalyst to promote
  further innovative ways of co-operating in
What does Job Rotation Offer Employers

• Job Rotation is a highly flexible concept &
  can adapted to the individual companies
• The ability to release employees for staff
  development/further training using Job
  Rotation means that companies avoid
  production losses while their employees are
  under-going training
What does Job Rotation Offer Employers

• In company Job Rotation employee ‘mentors’ are
  trained by the project to support the unemployed
• Companies, after completion of Job Rotation have
  a pool of skills (unemployed) trained relief labour
  to draw on for replacement workers
• There is no commitment required by an employer
  to find a permanent job for the unemployed person
  at the end of the rotation period.
 How Does Job Rotation Benefit Employees

• Job Rotation provides employees with further
  training to improve their qualifications through
  general and/or specialist training.
• Specialist training reinforces employees links with
  the labour market and strengthens their position
  within the company
• Job Rotation also provides the employee with an
  opportunity to take part in team building and
  personal development with a view to returning
  with enhanced levels of confidence and greater
  self knowledge
      What does Job Rotation Offer the

• Provides specific skills training relevant to
  employer needs
• Real work experience
• Recent ‘employer reference point’
• Opportunity of being offered employment
  upon completion of Job Rotation phase
    Implementation of
       Margaret Walsh
EQUAL at Work Private Sector Site
     Project Co-ordinator
     Identifying the Company
• 2 private sector companies involved
  – Keelings Distribution – 900 employees
  – Freshways (Kerry Group) – 300 employees

  – Each company had an upskilling and
    recruitment requirement
  – Key to success – employer led
            Job Rotation
        Implementation Stages
1. Formation of the Job Rotation Team
2. Agree outline of Job Rotation Plan
3. Agree contract of co-operation between all
4. Identify company employee training needs
5. Identify training specs and agree training plan for
6. Identify process of information dissemination to
7. Identify company personnel who will be trained
   as mentors
            Job Rotation
       Freshways Kerry Group
• Project Team assembled with representations from
  EQUAL at Work, Freshways,Trade Union and
  employee representatives
• Co-operation contract agreed and signed
• Job Specifications and Skills Profiles assembled
• Identification of training needs of employed
• Training programme for unemployed agreed
           Job Rotation
      Freshways Kerry Group
• Recruitment of unemployed undertaken through
  NSP Local Employment Service, referral
  organisations, FAS Employment Services and
  local advertising
• Interviewing of unemployed included employer
• Unemployed Participation Contract agreed
• Employees for upskilling identified
• Employee mentors identified
Job Rotation Training Plans

      Christine Campbell
      Training Manager
      Optimum Limited
       Pre placement training objectives
• Have clarified career and personal goals
• Commence the process of developing a positive
  self image
• Become more personally effective in terms of
  confidence and capabilities, facilitating personal
• Become more persuasive in their interpersonal
• Have enhanced communication and negotiation
      Pre placement training objectives

• Contribute effectively in teams
• Increase levels of self esteem and a more
  optimistic outlook for the future
• Develop a professional work ethic
• Make the transition from unemployment to
  permanent employment as smoothly as
 Pre placement training Programme Content
2 week full time training programme, that included:
• Programme Briefing
• Team Building
• Improving Self Esteem
• Sales and Customer Service
• Manual Handling
• Assertiveness
    Pre placement training programme content
•   Communication Skills
•   Presentation Skills
•   Career Planning
•   Decision Driving Training (Nifast)
•   Basic Information Technology
       Mentoring skills training
• Clarified and enhanced their roles as mentors
• To be able to effectively advise, support and guide
  the unemployed participants on the programme
• Understand the practical issues relating to the
  mentoring process
• Demonstrate an increased range of mentoring and
  communication skills
   Mentoring skills training plan
Training was delivered over a two day period and
included the following:
• The mentor and learning process
• Assessing developmental needs
• Coaching styles
• Managing 1-1 discussions
• Seeking and giving information
• Reviewing and giving feedback
• Objective setting
   Employee training objectives

• Build an understanding of teams and how they
  best operate
• Build on their team working capabilities in order
  to achieve group goals through synergy
• Understand how to manage professional
  relationships through learning high impact
  negotiation skills
• Learn to routinely utilise effective selling skills
   Employee training objectives
• Understand the importance of a high standard of
  customer service
• Undergo formal training and assessment in key
  safety driving skills through Nifast
• Undergo food safety and hygiene training tailored
  to their role in Freshways
       Employee training plan
A 5 day training programme specifically tailored to
meet the needs of the employees. Training included:
• Assertiveness
• Negotiation skills
• EHOA Primary Course in Food Hygiene:
  Introduction to Food Safety & HACCP
• Manual Handling
• Decision Driving Training (Nifast)
• Achieving excellence in sales
• Customer service
            Job Rotation
       Freshways Kerry Group
• Employees briefed on Job Rotation
• Pre-placement training for the unemployed
• Employee mentors undertook 2 day training
  programme & were assigned to ‘buddy’ an
  unemployed person
• Following completion of pre-placement training,
  the unemployed were placed in company to
  ‘work-shadow’ employees they were replacing
• Rotation commenced – employees are up-skilled
  and replaced
             EQUAL at Work
   Job Rotation Programme Outputs for
• 16 unemployed received training
• 13 were selected by the employer to
  participate in the Job Rotation phase.
• Upon completion:
  – 62% offered employment contracts
  – 15% progressed to other employment
  – 23% dropped out for personal/health reasons
                 EQUAL at Work
     Job Rotation Programme Outputs for
• 40 employees received up skilling
• Other outcomes:
   – Higher skilled workforce trained without affecting
     service delivery
   – More inclusive recruitment policies and practices
   – Increased mobility within the company
   – Increased adaptability
   – Increased motivation
   – Increased company competitiveness
   – Increased sales turnover

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