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The POTENTIAL of the CCI is in the integration and cooperation of all elements of the system

Successful development of every state in general and of every company in particular can not be fulfilled without the development of a human potential . Best world practices show that the human factor becomes dominant in comparison with the technological and natural resources potentials .

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The POTENTIAL of the CCI is in the integration and cooperation of all elements of the system

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  1. Successful developmentof every state in general and of every company in particular can not be fulfilled without the development of a human potential. Best world practicesshow that the human factor becomes dominant in comparison with the technological and natural resources potentials. University graduates most of all possess such human (individual) potential. The activation of the youth employment market requires the creation of an integral cooperation system for its main participants. . The potential ofthe Chamber of Commerce and Industry (CCI)is in the integration of all participants of the youth employment market as none of them taken separately is sufficient any more for solving different employment tasks.

  2. The POTENTIALof the CCIis in the integration and cooperation of all elements of the system No cooperation system – no effect! • Universities • Small and Medium Enterprises (SMEs) • Chambers of Commerce and Industry (CCIs) • Recruiting Agencies (RA) (Association of Consultants on Personnel Recruitment (ACPR))

  3. The Projecthas a strategic and innovative nature, exceeding the existing limits of certain algorithms in personnel recruitment for the SMEs. YOUTH EMPLOYMENT MARKET

  4. Aims • To unite the efforts of the business community (CCI, ACPR and SME) and the educational institutions (Universities) in creating the conditions for the civilized youth employment market, which shall conform with the requirements of each of its participants. • To elaborate the Project and to develop a long-term cooperation between the business community represented by the employers – SMEs – and the university students. • To develop a search and selection system of prospective employees from among the university students; to identify, train and promote such students (to assist in job placement) on the basis of the relevant data base.

  5. Objectives The main objective of the Project is to provide a psychological assistance in the professional career of the university students when they transfer from an educational sphere to a work sphere, namely: • Informational and methodical assistance in the professional advancement of the participants of the Project. • Training of young people for the realization of their potential in the new conditions of the labour market: shift to a method of assisting in a long-term career planning in contrast to the former method of choosing a particular activity. • Formation of a psychological base for their professional and social mobility (one of the most often used notions in the era of changes is a notion of potential).

  6. Stages of the PROJECT implementation

  7. STAGE 1: expert survey (GOL) STAGE 2: diagnostic module Stages of the PROGRAM implementation STAGE 3: interview, structured interview – filling in the candidate’s application STAGE 4: training, consultations • PROGRAM consists of 4 stages (one stage is one educational year). • It is a profound selection, each stage has particular tasks. • The percentage of the inappropriately selected candidates decreases while the number of the appropriately selected candidates increases.

  8. POTENTIAL (latin “potentia” - power) – a covert capability, ability, power, which can become apparent in certain circumstances. • intellectual potential • potential of will • potential of feelings • social potential • creative potential • spiritual potential “People are wise not in their experience, but in their ability to have such experience”. Bernard Show We can rephrase this statement: “People are rich not in their knowledge, but in their ability and aspiration to retain new knowledge and convert this into expertise”.

  9. STAGE 1:expert survey (GOL) GOL – method of assessment of the students’ personality by their peer group. Aim – to identify the students with the potential for further development on the basis of the group of personal qualities defined by the method. The reliability of the expert survey resultsis achieved by logical and statistical procedures, organization of survey, data processing.

  10. STAGE 2:diagnostic module Aim - to get an objective information about the personal and professional potentials of the students who passed the first stage. The main factor in the test selection istheir complementarityandinteraction. The reliability of the data is assured not only by the validity of the test methods, but also by the conditions and principles of diagnostic procedure: Individual invitations Agreement onconfidentiality Acquaintance with the stages of the Program, conditions and advantagesof the participation in it Immediate feedback on the test results (“right here and right now” principle) Investigation of potentialities, abilities – personal resources

  11. STAGE 3:interview, structured psychometric interview – filling in the candidate’s application Structuredpsychometricinterview (SPI)is remarkable for its predetermined structure of questions. All candidates are asked the same questions and critical situations for the convenience of the interpretation and expert assessment of the answers. During the traditionalinterviewthe past activity and the present interests of the students are examined.

  12. Training: ♦ “Skills of self-presentation” ♦ “Effective definition ofobjectives. Career planning” ♦ “Effective interaction. Team building” Aim–to activateinner sources through activetraining, to get knowledge through experience. STAGE 4:training, consultations

  13. Rewardingof the winners of the Program with the diplomas and reference letters

  14. Advantages for the participants of the Program Consultations on career planning Reference letter Diploma ofthe winner of the Program Psychological assistance in professional advancement Assistance in job placement

  15. Advantages for SMEs • budget savings by avoiding the hiring of an “improper” employee • personnel recruitment in accordance with the requirements of a position profile • expert opinion on the candidate (including personal competences and recommendations) • prospective employees who possess an analytical mentality, high motivation, focus on result and ability to work in a team • strengthening of the corporate culture in the organization (by assisting in team building) • increase in the number of innovativecompanies

  16. Advantages for CCIs • development of a new service on the personnel recruitment in the system of the CCIs • certification (accreditation) of the service on the personnel recruitment on the basis of theidentification anddevelopment of the human potential • progressive increase in the number of the applications for the personnel recruitment from the SMEs • increase in the number of the CCI’s members • new methods of selection, training and job placement of young people who have the potential for further development

  17. Taganrog Interregional CCI Tel./fax: +7 (8634) 314423 Tel.: +7 (8634) 320313 E-mail: perspective@ticci.ru medlock@ticci.ru THANK YOU!

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