The purpose of this article is to explore innovative and adaptive ways of matching people with jobs in the context of a Dutch policy initiative aimed at the skills mismatch in the region of Amsterdam. This is an important and urgent issue because of the challenges of the future labor market, in which technological disruption and socio-economic forces affect the content and conditions of jobs and occupations. Powered by digital technology and data-driven approaches it is possible to design ‘?ne-grained’ matching systems based on skills or competences. The article combines an exploration of occupational taxonomies, skills frameworks and good practices of these skills-based applications with a theoretical discussion on the relevance and adaptations of Person-Environment Fit and matching theories. The article shows that these new forms of innovative, adaptive and ?uid matching have bene?ts for policy-makers, employers and jobseekers alike. In the discussion section some critical remarks are made on the matching theory and its application in contemporary instruments and tools. https://www.ojs.tnkul.pl/index.php/jpepsi/article/view/9624
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We assess the incidence of numeracy skills mismatch in five countries: Belgium, Chile, Italy, Netherlands, and the United States of America. To do this, we make use of a new approach (Brun-Schamme & Rey, 2021), namely by identifying someone as being mismatched if the score for numeracy skills is outside the interval [median – SD , median + SD]. We make use of the PIAAC dataset, collected by the OECD, a survey that measures adults’ proficiency in numeracy among other type of skills. We find that 14% of the workers are over-skilled, whereas 16% are under-skilled. Being over-skilled is more likely for men, younger age-groups, having a high level of education, using numeracy skills often at work, and having studied science, mathematics, and engineering.
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Substantial and continuous shifts in skills demands urge us to rethink education, labour market and reintegration policies and practices. In this article, we argue for a more skills based approach to (re)integration. This skills based (re)integration practice is based more on up-to-date, complete and validated skills sets of candidates, than on diplomas and other, more or less, outdated and incomplete proxies to one’s current skills. Such a new reintegration practice seems feasible if the actual and complete skills set of an individual becomes the starting point for both matching, guidance and (up/re)skilling efforts. Intersectoral mobility, alternative career pathways and suitable training and development routes can be designed on a more fine-grained skills basis, with occupations considered more as dynamic sets of tasks requiring specific skills. This new (re)integration practice presupposes a common skills language, which is being developed in the Netherlands, Competent NL. Sectoral and intersectoral experiments with skills instruments using this language, such as skills passports, are conducted to optimize their quality and effectiveness. Since first experiments with skills instruments seem promising, we argue that more room for experiment is required. So that integration in the labor market can be sustained and reintegration practices can be prevented.
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The transition to a circular, resource efficient construction sector is crucial to achieve climate neutrality in 2050. Construction stillaccounts for 50% of all extracted materials, is responsible for 3% of EU’s waste and for at least 12% of Green House Gas emissions.However, this transition is lagging, the impact of circular building materials is still limited.To accelerate the positive impact of circulair building materials Circular Trust Building has analyzed partners’ circular initiatives andidentified 4 related critical success factors for circularity, re-use of waste, and lower emissions:1. Level of integration2. Organized trust3. Shared learning4. Common goalsScaling these success factors requires new solutions, skills empowering stakeholders, and joint strategies and action plans. Circular TrustBuilding will do so using the innovative sociotechnical transition theory:1.Back casting: integrating stakeholders on common goals and analyzing together what’s needed, what’s available and who cancontribute what. The result is a joint strategy and xx regional action plans.2.Agile development of missing solutions such a Circular Building Trust Framework, Regional Circular Deals, connecting digitalplatforms matching supply and demand3.Increasing institutional capacity in (de-)construction, renovation, development and regulation: trained professionals move thetransition forward.Circular Trust Building will demonstrate these in xx pilots with local stakeholders. Each pilot will at least realize a 25% reduction of thematerial footprint of construction and renovation
The Northern Netherlands (NN) finds itself at the junction of all the big transitions. Digitalisation is essential to follow through with these. Considering this, our region has the potential to make sizeable progress if it can successfully roll out widespread digitalisation. As a hardcore transition economy, the NN may even join the European frontrunners and act as an example for other regions. It is from this challenge that the NN will start with the European Digital Innovation Hub (EDIH NN). We have chosen to specialise in the area of Autonomous Systems, which includes multiple digital technologies that are relevant for the four transitions in the NN: (1) Smart Agro, (2) Smart Manufacturing, (3) Life Science and Health and (4) Utilities, Built Environment and Mobility. In the first three-year EDIH NN wants to support more than 750 companies and lay the foundation for long-term support of all companies. The following building blocks for EDIH NN are: • A Brokerage network that will identify issues regarding digitalisation and relay these to Solution Providers (high TRL) and knowledge providers (low TRL). • A Test Before Invest network (test and demo facilities) comprising 20+ organisations that will invest in Autonomous Systems within their domain, and collaborate towards becoming a European testing ground. • A Smart Factory Accelerator to strengthen the digital maturity of companies. • An Empowerment programme to strengthen companies in the areas of DEP Technologies: Cyber Security and Artificial Intelligence. • An approach based on High Performance Computing to make digitalisation more accessible. • The Smart Makers Academy: A programme aimed at matching supply and demand around digital skills, based on individual learning outcomes. • A Funding Readiness programme to help companies that need to invest for their digitalisation strategy, in finding funding opportunities. • A network to stimulate supply and demand around Autonomous Systems
Fontys begeleidt een groep van 15 studenten tijdens hun afstuderen bij een MKB bedrijf intensiever dan gebruikelijk, opdat zij hun afstudeerstage met perspectiefrijke onderzoekstrajecten bij deze bedrijven kunnen vervolgen. Fontys begeleidt deze onderzoekstrajecten vakinhoudelijk, maar werkt met de bedrijven en studenten tevens aan de inhoudelijke verdieping en algemene vorming. Hiervoor werkt Fontys in deze pilot een traineeprogramma uit, alsook een werkwijze om studenten en bedrijven te verbinden. Een zorgvuldig ontworpen monitoring van de aanpak en resultaten zorgt voor tijdig bijsturen en een treffende evaluatie na afloop. Het Traineeprogramma richt zich op technologische MKB bedrijven in de Brainport regio. Zij vormen belangrijke schakels in de toeleverketens naar grote wereldmarktspelers als ASML, VDL en Philips. Vaak zijn zij ook zelfstandig actief aan de grenzen van de technische mogelijkheden. Sleuteltechnologieën als fotonica en fabrication technologies worden in hoog tempo omarmd om de wereldwijde concurrentie aan te kunnen. MKB bedrijven ontwikkelen mee aan de producten en diensten waardoor zij eveneens deze technologieën moeten beheersen. Maar, door de kleinere schaalgrootte ontbeert het vaak aan kennis en capaciteit. Deze pilot biedt mogelijk oplossingen voor beide. Met deze pilot beogen we innovatie in het MKB te bevorderen. Docent-onderzoekers van Fontys komen via de trajecten in direct inhoudelijk contact met de bedrijven en hun technologische uitdagingen. De bedrijven vormen met Fontys en de afgestudeerden een ‘learning community’ die op de high tech onderwerpen verdiepende kennis deelt en genereert. Deze community bestendigt de relatie met de hogeschool, maar heeft ook de potentie om zich na afloop te blijven ontwikkelen. Het Fontys Centre of Expertise HTSM is opgericht om bedrijfsleven en de hogeschool te verbinden. Het CoE verzorgt de werving en matching, regisseert het traineeprogramma en verbindt de onderzoekslijnen aan de actuele thema’s in de trainee-bedrijven. Daarmee versterkt het CoE eveneens haar eigen rol in de Brainport Regio.
