presentation frank visser
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The Philips Employment Scheme and the Combi-Method
Frank Visser, Manager Philips Employment SchemeEU Conference The Netherlands, 16 - 17 February 2016
2Philips Vocational Qualification Programme 2004-2008
Company Profile
We are …• Founded in 1891• Headquartered in Amsterdam, The Netherlands• One of the largest global diversified industrial
company with sales of EUR 25,000 million• A multinational workforce of 115,000 employees
(2015)• Globally present with manufacturing sites in 28
countries and sales outlets in 150 countries• An R&D force with expenditures of EUR 1,629
million
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The old, competitive world…….
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SME healthcare-focused companies
Consumer goods companies
SME wellness – focused companies
Healthcare companies
Wellness, prevention & SELF-MANAGEMENT – PROFESSIONAL care – Chronic care – Acute care
Companies from other industries (e.g. IT & Telco)
The new, competitive world
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Focused on the EUR 60+ billion Lighting solutions opportunity
Creating two focused companies
Focused on the EUR 100+ billion HealthTech opportunity
Lighting Solutions
Philips Lighting
HealthTech
Royal Philips
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Philips wishes tomake a recognisable
contribution to combating unemployment
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• The Philips Employment Scheme (WGP) gives individuals who have been out of work for some time an opportunity to gain work experience and to attend additional (vocational) training courses• The aim is to improve the WGP participant’s
chances on the labor market, so that he/she is able to find a regular job at the end of the scheme.
Philips Employment Scheme (WGP)
What is the Philips Employment Scheme?
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8Philips Vocational Qualification Programme 2004-2008
as a mean of entering the labout marketadditional workplace to gain workexperiencerelevance for the local or regional labour marketover and above the official complementnot to displace existing employees!
The Philips Employment Scheme
Work experience place:
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• Individual work placement (duration 1 year)– Participant has a vocational qualification– Emphasis on vocational and/or behavioral competencies– Work experience can fill gaps in knowledge and
expertise
• Training-for-work programs (duration 12 to 24 months)• Specialist training, combined with work experience• With or without preparatory courses
Philips Employment Scheme (WGP)
Two different types of WGP placement
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1010
• Personal Development Plan (POP)• Kick Off (month 2)• CareerSKILLS (months 4 & 5)• E-miles Seminars (min. 2)• WGP conference• Guidance to help participant find work after WGP• From 2013: E-miles for all WGP participants
Philips Employment Scheme (WGP)
WGP Training and Development Program
11Philips Vocational Qualification Programme 2004-2008
familiarisation agreementduration of one year (two years for training-for-
work)statutory minimum wageno job guarantee!finding a job: more than 70% during the last five
yearsCentral budget for costs (incl. training courses)
The Philips Employment Scheme
Characteristics (1):
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Philips Employment Scheme (WGP)
Role of workplace supervisor
• Prepares introductory program for WGP participant• Provides guidance to participant in the
department• Helps the participant draw up a Personal
Development Plan (POP)• Holds meetings about progress and absence• Holds exit meeting with participant during last
month of the scheme• Reports to the WGP team any matters of note
regarding the participant
13Philips Vocational Qualification Programme 2004-2008
PES is part of the Collective Employment Agreement
Philips reports on half yearly meetings with the trade unions
Good results are a valuable issue in negotiationsManager Employment Scheme has to realize
good results.familiarisation agreement
The Philips Employment Scheme
Characteristics (2):
14Philips Vocational Qualification Programme 2004-2008
the long-term unemployedwomen re-entering the labour marketmembers of ethnic minority groupingshandicapped personspersons with higher educational qualifications
who have a weak position in the labour marketdrop-outs, youngsters without starting
qualifications
The Philips Employment Scheme
The categories concerned:
15Philips Vocational Qualification Programme 2004-2008
Security employeeShop assistantPurchase employeeWarehouse / LogisticsAutomation / ICTSecretary / receptionHRM
The Philips Employment Scheme
Work experience Places
16Philips Vocational Qualification Programme 2004-2008
Participants of the Philips Employment Scheme
Philips employees without a starting qualification
Training while retaining production capacity!!!!
Combi projects
Two groups:
17Philips Vocational Qualification Programme 2004-2008
The COMBI METHOD
Vocational Training
Workexperience-place Regular employees (employability)
In company training
training while retaining production capacity
18Philips Vocational Qualification Programme 2004-2008
Combi projects
The six steps of the Combi method
1. the unemployed follow a four-month vocational training course
2. when they have obtained their theoretical diploma, they are teamed up with an operator to gain work experience
3. after these period the operator start on a vocational course
4. their places are taken up by the job seekers taking part in COMBI
5. the operators have obtained their diploma 6. job seekers also obtained working experience and start
looking for a job outside Philips
19Philips Vocational Qualification Programme 2004-2008
• the operator• the job seeker• municipal authorities
and …. last but not least
• Philips
Combi projects
The Winners of the Combi method
20Philips Vocational Qualification Programme 2004-2008
• 2400 experienced production workers• focus on processing, metalwork and logistics
industries• basic qualification level 2 “starting qualification”• national and sector-recognised diploma• dual training courses
Philips Vocational Qualification Programme
Collective Labour Agreement
21Philips Vocational Qualification Programme 2004-2008
• attuned to the work processes• successful combination of theory and practical
assignments• modular in format• opportunities for Open Learning and shortened
training schedules• “Accreditation of Prior Learning” Assessments
Philips Vocational Qualification Programme
Dual training courses
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• personal circumstances• lack of interest in education• no “business necessity” for extra training• do not meet the entrance requirements of certain
training courses
Philips Vocational Qualification Programme
Why no vocational diploma
23Philips Vocational Qualification Programme 2004-2008
Philips Vocational Qualification Programme
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