JobRotation-Fiona-Nolan

8/7/2019 JobRotation-Fiona-Nolan

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Job Rotation

a new concept of Labour Market Integrationdeveloped under the EQUAL at Work Programme

Fiona Nolan

Employment Project & EnterpriseManager

Northside Partnership


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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 excludedpeople with training and employment

opportunities Aimed to meet the overall EQUAL at Work

programme objective of attempting to developnew and more inclusive models of recruitment and

in-work progression


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Stakeholders Northside Partnership

Dublin City University FIT Limited

Blanchardstown Partnership

Northside Business Network FAS

SIPTU


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Stakeholders Small Firms Association

Clondalkin Partnership

Co-operation Fingal

Rural Dublin LEADER Company

National Training & Development Institute Dept of Social & Family Affairs


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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


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Target Groups Homeless people

Ex-drug mis-users

Ex-prisoners/ex-offenders

Refugees


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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


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Origins of Job Rotation

Since late 1980s 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


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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 capitaland life long learning

As a tools to promote integration of and combatdiscrimination against people at a disadvantage in thelabour market

As a tool to promote business competitiveness


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Why Develop Job Rotation

Creating a Win Win Win

1. Promotion of company competitiveness

2. Active labour market intervention

3. Social partnership approach


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1. Job Rotation promotes

Competitiveness

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

workforce Helps companies to avoid loss of

production during periods of training


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2. Job Rotation

As An Active Labour Market Tool

Provides training and qualifications forunemployed persons

Brings unemployed persons closer to the labourmarket

Provides training & further qualifications foremployees strengthening their position in the

labour market Can prevent bottlenecks occurring in employment

sectors


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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, localemployment 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

partnership


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What does Job RotationO

ffer Employers

Job Rotation is a highly flexible concept &

can adapted to the individual companies

involved

The ability to release employees for staff

development/further training using Job

Rotation means that companies avoidproduction losses while their employees are

under-going training


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What does Job RotationO

ffer Employers

In company Job Rotation employee mentors are

trained by the project to support the unemployed

substitutes 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.


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How Does Job Rotation Benefit Employees

Job Rotation provides employees with furthertraining to improve their qualifications through

general and/or specialist training. Specialist training reinforces employees links with

the labour market and strengthens their positionwithin the company

Job Rotation also provides the employee with anopportunity to take part in team building andpersonal development with a view to returningwith enhanced levels of confidence and greaterself knowledge


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Implementation of

JOB ROTATION

Margaret Walsh

EQUAL at Work Private Sector SiteProject Co-ordinator


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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


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Job Rotation

Implementation Stages1. Formation of the Job Rotation Team

2. Agree outline of Job Rotation Plan

3. Agree contract of co-operation between allparties

4. Identify company employee training needs

5. Identify training specs and agree training plan for

unemployed6. Identify process of information dissemination to

employees

7. Identify company personnel who will be trained

as mentors


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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 employedundertaken

Training programme for unemployed agreed


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Job Rotation

Freshways Kerry Group Recruitment of unemployed undertaken through

NSP Local Employment Service, referral

organisations, FAS Employment Services andlocal advertising

Interviewing of unemployed included employer

Unemployed Participation Contract agreed

Employees for upskilling identified

Employee mentors identified


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Job Rotation Training Plans

Christine Campbell

Training ManagerOptimum Limited


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Unemployed

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 personalgrowth

Become more persuasive in their interpersonalrelationships

Have enhanced communication and negotiationskills


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Unemployed

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

possible


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Unemployed

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


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Unemployed

Pre placement training programme content

Communication Skills

Presentation Skills

Career Planning

Decision Driving Training (Nifast)

Basic Information Technology


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Mentoring skills training

objectives 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 andcommunication skills


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Mentoring skills training planTraining 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


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Employee training objectives

Build an understanding of teams and how theybest operate

Build on their team working capabilities in orderto achieve group goals through synergycooperation

Understand how to manage professional

relationships through learning high impactnegotiation skills

Learn to routinely utilise effective selling skills


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Employee training objectives Understand the importance of a high standard of

customer service

Undergo formal training and assessment in keysafety driving skills through Nifast

Undergo food safety and hygiene training tailored

to their role in Freshways


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Employee training planA 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


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Job Rotation

Freshways Kerry Group Employees briefed on Job Rotation

Pre-placement training for the unemployed

commenced Employee mentors undertook 2 day training

programme & were assigned to buddy anunemployed person

Following completion of pre-placement training,the unemployed were placed in company towork-shadow employees they were replacing

Rotation commenced employees are up-skilled

and replaced


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EQUAL at WorkJob Rotation Programme Outputs for

Unemployed

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


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EQUAL at WorkJob Rotation Programme Outputs for

Employers

40 employees received up skilling

Other outcomes:

Higher skilled workforce trained without affectingservice delivery

More inclusive recruitment policies and practices

Increased mobility within the company

Increased adaptability

Increased motivation

Increased company competitiveness

Increased sales turnover

Documents

JobRotation-Fiona-Nolan