Title Implementation of an instrument to analyze and develop competences
Project Number DE/11/LLP-LdV/TOI/147447
Project Type Transfer of Innovation
Marketing Text The "Lohnwertmethode" (method based on the value of wages) from the Netherlands - applied already 4000 times - could be the key to less unemployment. The instrument to analyze and develop competencies was transferred to Germany, Bulgaria, Greece, Italy, Hungary & Spain. It is based on dialogue and the employee's strength as well as workplace related individual competence development.
Summary As a result of the worst economic crisis since world war II the unemployment rate in many countries of the European Union has increased significantly over the last years. On the contrary the unemployment rate in the Netherlands is the lowest of all EU countries. Reason enough for the INKAS project partners to take a closer look: Among other aspects the Netherlands manage to reintegrate the unemployed into the labour market rather quickly. The sooner the reintegration is facilitated, the less the social security systems are challenged financially – that was recognized by the Dutch communities, therefore an adequate instrument has been developed.Aim of the project is to match the job-related human resource management with the requirements of the job market and to explore neglected competences of new employees by the transfer of this instrument into other European countries. A related focal point is the reconcilability of learning and occupational activity, especially when it comes to the requirements for conducive conditions at the work place.
With help of the LWM companies are able to measure the competences of an employee as well as the amount to which they fulfill their job requirements. This is mirrored by the so called wage value. In other words: Companies in the Netherlands can be sure that they pay for the actual skills of their staff members. The concept of the LWM is based on 3 principles: 1. on the dialog between management and staff, which is supervised by a professional adviser, 2. on the focal point being the strengths instead of the weaknesses of the personnel and 3. on the workplace related adjustment of the individual competence development. From the organisation´s view former unemployed can be employed on a much more flexible basis, individually adjusted to the specific employability of the new employee. To ensure a successful innovation transfer, the LWM shall be adjusted to the cultural and judicial frames of the particular country. The goal was to develop a marketable product, which can be offered Europe-wide. To reach this goal the LWM has been implemented in the 6 EU-countries (Bulgaria, Germany, Greece, Italy, Spain and Hungary) and the experiences have been evaluated. The aim was a further improvement and the adaption of the LWM to the country-specific circumstances.With the help of 6 workshops, which lasted 2 1/2 days and were hold in the different countries to explore and systemize the problems and potentials in conjunction with the implementation of this method.
At first professional counselors were trained to perform the LWM. This training included a theoretical part in which all participants got to know the method and the underlying conception of competence and a practical part with in which the participants conducted interviews and used the method, together with experienced Dutch consultants. The trained counselors have implemented the LWM in four countries. This was done in three phases: First, companies have been obtained, which were willing to participate in the project. Together with these, trained consultants started the test phase I with at least five competency assessment interviews according to the principle of the LWM. Objective of this phase was to familiarize the project partners and local actors (e.g. officers, employees) with the method and each other. This phase I has already taken place in Bulgaria, Italy and Germany. It has become clear that the Dutch method cannot be easily transferred to other European countries, but must be specifically adapted to the circumstances of each country. The principle of focusing on strengths and skills-based pay, however, is estimated to be successful by the project partners. To make this adjustment, in the second step workshops have been conducted to uncovered what potentials and restrictions lie in the implementation of the LWM in each country. For this purpose, the project partners have organized workshops in which each national partner and representatives of the project management of the IAW exchanged the labor market situation of each country, as well as experience in the implementation of the LWM. These workshops have been conducted in Greece, Bulgaria and Italy. Further implementation of the LWM in Europe has been continued in the second half of the project in which the employees, who had already been questioned before, again underwent a measurement of competencies after six months. It was focused on the competencies, which after the first measurement were seen as improvable. The implementation of the LWM was concluded with an analysis of the potentials and restrictions in the partner countries.
The sustainability of the project was and is ensured by several different activities. During the participation in this project employees in promoted employment have experienced esteem by the consultants and the superior and it became apparent, that they showed an enormous increase in motivation after the measurement of competencies. You can assume that the participants of this project benefit from a long-term improvement of the relation to their superior and from their own increase in motivation as a reaction to the consultation.
A newsletter had been made and was sent in the context of the project. After receiving the newsletter, several recipients showed interest in the project idea as well as in the results and the content of the final conference. E.g. the following organizations showed interest: the Konrad-Adenauer Stiftung e.V., the Hochschule Kempen, the German Society for Sociology, the ManpowerGroup (Greece), Be Creativ-Training and Consulting, ver.di, the Gesellschaft für innovative Beschäftigungsbeförderung GmbH (G.I.B.), the PEAG Transfer GmbH, the Institut für Arbeitsmarkt- und Berufsforschung (IAB), the TraQ GmbH, the HWR Berlin, the Forschungsinstitut zur Zukunft der Arbeit GmbH (IZA), the University Maastricht, the University Bremen, the University Duisburg-Essen and the Landeskoordination Integration NRW.
Moreover, organizations from further countries reported that they are interested in cooperation in the context of a follow-up project. The related organizations are the Swedish Chamber of Commerce and the further education centre Ptuj in Slowenia.
The more than 30 interested organizations, that wanted to take part in the INKAS project from the beginning but could not be admitted, wanted to be informed about the project results as well. In some cases cooperation in a follow-up project is possible. The documents of the INKAS project that are possessed at the present are made available for lecturers of the Hochschule der Bundesagentur für Arbeit in Schwerin and Mannheim.
Furthermore, there have been conversations with represents of the Landschaftsverband Westfalen-Lippe, in order to use the findings of the project. This involves in particular qualifying the employees of the Integrationsfachdienst, that are responsible for the integration of disabled adolescents. The qualification should be made with the help of the modules.
The Integrationsfachdienste are third party-services, that are involved according to the § 109 SGB IX in the implementation of measures for the participation in working life of disabled and severly disabled people or people who are threatened by disability.
In addition to that, the G.I.B., that supports North Rhine-Westphalia with the implementation of the SGB II in NRW, has a great interest in educating their employees as well as external consultants with the help of the project results.
In addition to that, the participants of the workshops in each EU nations that belong to regional policy and public authorities were interested in using the LWM and left their contact information because they wished for information on similar follow-up projects. These persons have the knowledge about the advantages of the LWM e.g. after the workshop in Spain. They took this knowledge into their organizations and they are very interested in improving the employment. This leads to the conclusion that the named target group collected new ideas for its organizations and wants to use the LWM e.g. in a modified form.
The potential and resistance analysis as well as the experience reports, that refer to the situations in five selected EU nations (Bulgaria, Germany, Greece, Italy, Spain and Hungary), are starting points for the future professional use of the LWM in these EU nations.
The modules that have been developed in the INKAS project can be used for the competencies development of multiplicators (employees of the personnel department, executives from the middle management, consultants). Furthermore, the results of the project contribute to the teaching content of the scientific further education programme „Master of Arts in Organizational Management“. This concerns especially the module “Personnel development for executives from the perspective of innovations“. A business concept is developed in connection with the modules. It is the objective to ensure the dissemination of the product results in the long-term. It should be noted that the German project partner EWIBO has a great interest in using the modules. The organization signaled that there is a great need of consultant trainings in which the modules can and should be used. Moreover, the documents regarding the modules are made available for lecturers of the Hochschule der Bundesagentur für Arbeit in Schwerin and Mannheim.
In this context it should be emphasized, that two professors of the university could be won as reviewers for the articles of the book „European labour market strategies put to test“. The publication in the LIT publishing company will be completed after the end of the project and will be made available for the broad public. The publication focusses the challenges of the European Community that labor market strategies face because of the high unemployment and the limited financial resources. These challenges fit to several target groups. In the first part of the book the different European labour market concepts and situations are described. Following up on this, the instruments, which can be used in the context of the respecting labour market strategy, are presented and discussed. In the final part, practical examples are given.
Furthermore, it is planned to inform about the project results on national and international congress even after the end of the project. Mr. Dr. Kröll’s participation in the international congress of the ESREA Research Network with the title “Working Life and Learning”, which will take place in Osnabrück, is already planned. A corresponding paper is already accepted by the congress management.
The homepage will be available even after the end of the project in order to disseminate information about the project and to offer products for downloading. On the homepage there are many project results for free download. Presentations, a newsletter, articles, press releases and other data are fully available. You can also find all relevant documents in the ADAM-database for free download.
In consequence to the successful cooperation with the project partners the project “InnoWeit” has been proposed and approved. This project wants to find out, how further trainings can be designed, in which employees learn how to develop and realize new ideas. The objective of the project is to find out, which competencies development measure is suitable for which country.
Utilization and distribution of results
Recognition, transparency, certification
Access for disadvantaged
Administrative and Support Service Activities
Other Service Activities
Public Administration and Defence; Compulsory Social Security
Wholesale and Retail Trade; Repair of Motor Vehicles and Motorcycles
Accommodation and Food Service Activities
Human Health and Social Work Activities
Information and Communication
procedure for the analysis and prognosis of the vocational training requirement
program or curricula
An essential product of the project is an instrument for the measurement of competences, which is adjusted to the country-specific circumstances.
Keywords: measurement of competencies, Lohnwert, promoted employment relationship