Feststellung des Ausbildungsbedarfes

This video highlights the special importance of basic soft skills for young people. No matter in which branch or in which company young people or young adults want to work and which technical and methodical competences are necessary for the successful execution of their work: solid basic soft skills are indispensable in all areas in order to ensure a long-term and sustainable cooperation with colleagues, superiors, customers, etc.

The aim of this analysis was to develop a better understanding of the circumstances and motivations of young people who are not in education, employment or training (or have recently been in these circumstances) so that policies can be better targeted for this group within the funding available. This summary report establishes a number of categories based on the barriers young people feel they face and the factors that would motivate them to engage in learning.

This learning unit is aimed at identifying and strengthening soft skills which are useful in the workplace and understanding apprenticeship as a transition process which can validate soft skills. By the end of this learning unit, you will be able to distinguish “hard” from “soft” skills, define soft skills depending on the workplace needs and design participatory learning methods to train soft skills.

This learning unit is aimed at helping in-company tutors and managers to master communication skills inside the company to convey information efficiently and effectively between the WBL actors dealing with intergenerational and intercultural dimensions. It will also look at the role ICT and digital communication tools play in this whole process.

Article that deals with the new trend: Recruiting 4.0.

In the last few years, technological breakthroughs have put the reign of traditional recruitment tools used by companies to an end. Classic staff selection methods – resume, recommendations, personal interviews, cognitive skills or aptitude tests, and group dynamics – are nowadays sharing prominence, accompanied by digital environments, with new tools at the disposal of HR departments. This evolution in the strategies to find the best professionals is known as recruitment 4.0.

This document is part of a program supported by the Spanish Minister. The Program: Programme to Support Social and Labour Insertion – Original name: PROGRAMA APOYO INSERCIÓN SOCIOLABORAL:

PAIS-, provides comprehensive attention to the processes of social and labour insertion of minors and young people over 16 years of age in a situation of poverty or social exclusion: young people in situations of difficulty, risk and/or social conflict. Providing special

attention to their individual needs in order to achieve these objectives.

This manual deals with the recruitment process in pages 65 to 71, however it is recommended to have a look to the others parts. It is an interesting document.