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This project has been funded with support from the European Commission. This communication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.

m2u Info

The kick-off meeting took place in Welver-Dinker/Germany. We met the 2nd time in Gaziantep/Turkey and continued our work in several times in Gävle/Stockholm/Uppsala in Sweden. We had also meetings with the International Department of the Swedish Labour Market Agency in Stockholm, with the community and Labour Market Agency in Gävle, with the Labour Market Agency of Gaziantep and also with the abour Market Agency of Marburg. Under "results" you can continiously find comments, results and interim reports.
If you need more information don't hesitate to contact the coordinator of the project and administrator of the website:

Dieter.Schulze (a) inibia.eu 

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This project has been funded with support from the European Commission. The project partners and the coordinator are responsible for all contents of this website.

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Coordinator of M2U - Move to Europe
INIBIA EWIV
Dieter Schulze/executive manager
Eichenallee 5
59514 Welver-Dinker
Germany
Email: Dieter.Schulze (a) inibia.eu

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Our main project idea was to find out how mobility can be raised from both standpoints of view employers and employees. In the first discussion we thought in categories like target groups, disadvantaged, etc. The discussion in Welver (kick-off) and then in Stockholm (National Labour Market Agency) convinced us that this standpoint was short-sighted and didn't meet the needs of employers and employees. We discussed on one hand about individual approaches to the needs of employers and employees and developed questionnaires for both, employers and employees.

During the visit at the National Labour Market Agency in Stockholm we've been informed that the Swedish Agency (presentation of the matching modell "soft skills") research the competences of the unemployed, compare their competences with their personal goals thus finding the lacks in competences needed in order to reach the goals. On the other hand the Swedish Agency and the employer's umbrella organisations have clustered their needs and requirements. So they can finally find out the individual further education and qualification needs of job searching people. This assessment is focused on individual competences and not on formal qualification with regard on the job places.


The German approach is different. Here the Labour Market Agency and other authorities organize large assessments with unemployed and uneducated clients. The standard assessments create groups of clients who will be sent into groups of learners in standard further education. There is no or less individual approach. In Germany the Agency focuses on formal degrees, if one has a degree he/she should work in that field, if one hasn't he/she shouldn't get one. There is no matching process involved which supports employers finding also employees who propably have no degree but the the competences. There is no systematic connection between skills, there is no standardization of grading, there is no check-up on the skills (future employees skills are fully self-ascribed in Germany) and there is no way to address needs or competences that are outside the pre-defined set.


In Turkey the way in searching a job or finding jobs is focused on coming together of employers and employees. This is a procedure that is between the Swedish and the German approach. But this process is not structured. During the project the Turkish Labour Market Agency started with support by Hayatboyu Ogrenme with questionnaires (developed in the M2U network) regarding the needs of employers and employees. This course took place in June 2014 (female unemployed clients) and some of them found jobs after the course.

Impressed by the input of the Swedish partners and with regard to the findings of the project "Re-Turn" (Central Europe programme Interreg IVb, www.re-migrant.eu), we found, that, to create a sustainable bridge between employers and future employees is the most important factor in sustainable reduction of unemployment; this passageways entries are the needs of a future employer on the one hand, and the individual set and setting of the future employee on the other hand. The joining up of the two is done by simply filling the remaining gaps with training hand. This translates directly into mobility projects in Europe.

Because labour is the most important factor of integration, people from other countries have to be integrated into labour regardless of their status. It is therefore important that both employers and employees must be supported so that these processes can be facilitated. Simply asked: Why is it so difficult to facilitate the labour market integration despite of all programs and systems?

After analyzing the remaining resources in the project we focused on the following priorities to facilitate mobility and to enable mobility processes:

  • Anlysis of the obstacles of both, employers and employees (see Swedish presentation)
  • Monitoring the different ways and tools in the different countries regarding both employers and employees
  • Comparison of the different tools and standards in the partner countries
  • Recommendations for future programmes/projects/websites regarding both employers nd employees

 The results will be found here.