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CCC (NL)
General
UNIT 1: Veranderingen op de arbeidsmarkt
UNIT 2: Innovatieve concepten voor loopbaanontwikkeling in organisaties
UNIT 3: Recente theoretische en methodische inzichten voor loopbaanontwikkeling in een organisatiecontext
UNIT 4: De relatie tussen loopbaanontwikkeling voor werkenden en de organisatiecontext
UNIT 5: Verandering in organisaties
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Connect! Course for counsellors and coaches (NL)
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CCC (NL)
UNIT 3: Recente theoretische en methodische inzichten voor loopbaanontwikkeling in een organisatiecontext
p.3.2.1m Verslag IO2 Italiaanse partners
p.3.2.1m Verslag IO2 Italiaanse partners
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p.3.2.1m IO2 Italian report.pdf
link to view the file.
◄ p.3.2.2p Suggesties van de Italiaanse partners
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Trainingshandleiding
Unit 1: Voorbereidende opdracht
Groepsdiscussie: verwachtingen
p.1.1.1p Presentatie Inleiding
Overzicht van deze unit
p.1.1.2p Veranderingen op de arbeidsmarkt
Video: Overview of impact of demographic change on Europe (1.1.1v)
Video: The 5 mega-trends you should know about (World Economic Forum) (1.1.2v)
Video: The future of work after COVID-19 (1.1.3v)
Video: USU Libraries, Source evaluation (1.2.1v)
p.1.2.2f Groepsopdracht
Groep 1: “Robots could take over 20 million jobs by 2030”
Groep 2: “85% of jobs that will exist in 2030 haven’t been invented yet”
p.1.3.2p Arbeidsmarktveranderingen en arbeidsmarktinformatie
p.1.3.3kef Reflectie vragen
Discussie
Discussie
p.1.3.2kef Vragenformulier
Deelnemers reflecteren op hun leerproces
p1.3.4f Aanvullende literatuurlijst
p.2.1p. Introductie van unit 2
p.2.1f. Overzicht leerdoelen, werkvorm en groepsopdracht
p.2.1f Brainstorm met de groep
p.2.2f. Instructie groepsopdracht
p.2.2f Learning Organization
p.2.2f Corporate Social responsibility
p.2.2f Networking
p.2.2p. De lerende organisatie
p.2.3p. Commitment to Corporate Social Responsibility (CSR)
p.2.4.p Benefiting from Networking and Cooperation
p.2.3f. Groepsopdracht De lerende organisatie
Groep 1: Voorbeelden Leren in organisaties
p.2.4f. Groepsopdracht: Maatschappelijk Verantwoord Ondernemens
Groep 2: Voorbeelden MVO
p.2.5f. Groepsopdracht: Samenwerken in netwerken
Groep 3: Voorbeelden Samenwerking in netwerken
p.2.6f. Groepsopdracht: kansen en uitdagingen
Kansen en uitdagingen
Reflectie op de leereffectien; vervolgstappen
2.7.f Reflectie formulier
p.3.0.1m Career construction theory and practice
p.3.0.2m The System Theory Framework
p.3.0.3m Career counselling and sustainable decent work
Video: 3.0.1v - The Career Construction Theory
Video: 3.0.2v - The STF: Mary McMahon at the SVP Conference presents the STF
Video: 3.0.3v - Postmodern career counselling. Greenwood Associates reflect about modern and postmodern career counselling
p.3.1.1p Inleiding
p.3.1.2p Career Adaptability
p.3.1.3m Artikel Career adaptability
p.3.1.3.p My System of Career Influences
p.3.1.7m CASE STUDY N3 CAREER ADAPT-ABILITIES SCALE
p.3.1.8m - Case study n4-8
p.3.1.1f Case study analysis
Discussion: reflecting on the case studies
Closing thoughts
p.3.2.1p Inleiding: loopbaanontwikkeling implementeren in het MKB
p.3.2.2p Suggesties van de Italiaanse partners
p.3.2.1f Case study 1 and 2: UNDERSTANDING CHANGES TO MOVE TOWARD THE FUTURE
p.3.2.3m case study n2 SME digitalization
p.3.2.2f Case study n3
p.3.2.5m Case study n4 Casillo group
p.3.2.3f Case study n4
p.3.2.6m Case study n5. Zanardi coop story
p.3.2.4f Case study n5
Discussie: samenvatting van de belangrijkste bevindingen
Unit 4: Voorbereidende leesopdracht
Voorbereidende oefening
p.4.1p Connecting CGC in the context of HR-based career work
p.4.5m STATEMENT OF PURPOSE - BY WAY OF INTRODUCTION
Brainstorm, discussie
p.4.1p Connecting CGC in the context of HR-based career work
p.4.1p Connecting CGC in the context of HR-based career work
p.4.2f Oefening
Leeractiviteit / Oefening 2
p.4.6m LINES OF DEVELOPMENT IN HRD
p.4.7m INTERSECTIONS OF PROFESSIONAL COUNSELING AND HRD
p.4.1p Connecting CGC in the context of HR-based career work
p.4.8m INTERSECTIONS – TABLE WITH EXAMPLES
Oefening/Leeractiviteit
p.4.1p Connecting CGC in the context of HR-based career work
p.4.1p Connecting CGC in the context of HR-based career work
p.4.2p DISADVANTAGED GROUPS OF EMPLOYEES
p.4.9m COUNSELLING PROVIDER “EMPLOYER COUNSELLING” WITHIN THE PUBLIC EMPLOYMENT SERVICE (PES) IN GERMANY
p.4.4f Groepsopdracht
p.4.4f Groepsopdracht
p4.10m_COUNSELLING PROVIDER “CHAMBERS OF INDUSTRY AND COMMERCE RESPECTIVELY HANDICRAFTS” IN GERMANY
p4.5f Groepsopdracht
p4.5f Groepsopdracht
p4.11m_COUNSELLING PROVIDER “COMPANY VALUE HUMAN” IN GERMANY
p4.6f Groepsopdracht
p4.6f Groepsopdracht
p4.12m TRAINING PROVIDER WITH THE PROJECT “QUALIFICATION NETWORKS” IN GERMANY
p4.7f Groepsopdracht
p4.7f Groepsopdracht
p4.8f Groepstaak: Praktisch opgeleide medewerkers
p4.8f Groepsopdracht: Praktisch opgeleide medewerkers
p4.9f Groepsopdracht: Oudere werknemers
Groepsopdracht: oudere werknemers
p4.10f Groepsopdracht: Diversiteit
p4.10f Groepsopdracht: Diversiteit
Groepsopdracht: Mensen met een psychische of verstandelijke beperking
p4.11f Groepsopdracht: Mensen met een psychische of verstandelijke beperking
Presentatie van de groepsbevindingen
p4.13m UNIT 4 STATEMENT – THE GIST OF IT
p4.14m CAREER COUNSELING AS HRM SERVICES: THREE CASE STUDIES
p.4.15m Career guidance in communities: A model for reflexive practice, by Rie Thomsen
p.4.16m Getting Skills Right: Engaging low-skilled adults in learning, by the OECD
p4.12f Verwerkingsopdracht
p4.12f Verwerkingsopdracht
p4.13f Verwerkingsopdracht
p4.13f Verwerkingsopdracht
p4.14f Verwerkingsopdracht
p4.14f Verwerkingsopdracht
p.5.1m: Hoofdstuk 3.2: models of and approaches to organizational change, uit: Making sense of change management, van Esther Cameron & Mike Green
p.5.2m: Uit: Mechanism to virtue: Evaluating Nudge-theory (2015), van Jeroen van der Heijden
5.1p Session Overview
5.1p Overzicht van deze bijeenkomst
p.5.3m Critical theory and the management of change in organizations (2000), door: Adrian Carr
5.1p Session Overview
p.5.1f Groepsdiuscussie: weerstand tegen verandering
p.5.1f Groepsdiscussie: weerstand tegen verandering
p.5.4m: Section 1: Needs Assessment: Frequently Asked Questions, taken from A Guide to Assessing Needs, by Ryan Watkins, Maurya West Meiers, & Yusra Laila Visser
p.5.5m: Section 2: How Do You Conduct a Basic Needs Assessment?, taken from A Guide to As-sessing Needs, by Ryan Watkins, Maurya West Meiers, & Yusra Laila Visser
p.5.6m: Section 3: Needs Assessment: Tools and Techniques, taken from A Guide to Assessing Needs, by Ryan Watkins, Maurya West Meiers, & Yusra Laila Visser
p.5.7m: Secrets of successful change implementation, by Alasdair Johnston, Frιdιric Lefort, and Joseph Tesvic, https://www.mckinsey.com/business-functions/operations/our-insights/secrets-of-successful-change-implementation
p.5.8m: Chapter 5: Restructuring, taken from Making sense of change management, by Esther Cameron & Mike Green
p.5.9m: Chapter 10: How do you know whether change is working?, taken from Making sense of change management, by Esther Cameron & Mike Green
p.5.2f Group discussion-change cycle: participants’ experience
p.5.2f Group discussion-change cycle: participants’ experience
5.1p Overzicht bijeenkomst
p.5.10m: Advancing the Career Counseling Profession: Objectives and Strategies for the Next Decade (2003), by Mark L. Savickas
p.5.11m: Career Management: The Role of Career Counsellors in Building Strategic Partnerships Between Individuals and Their Employers (2000), by Roberta A. Neault
p.5.12m: Importance of Understanding the Context and Self-reflecting, taken from Making sense of change management, by Esther Cameron & Mike Green
p.5.13m: How culture affects how people perceive, define, and act on issues concerning work
p.5.14m: Culture-infused career counselling model (CICC), by Nancy Arthur and Sandra Collins
p.5.15m: What is Culture? (2012), by Helen Spencer-Oatey
p.5.3f Praktische oefening in tweetallen
p.5.3f Praktischge oefening in tweetallen
p.5.4f Reflectie vragen
p.5.4f Reflectie vragen
p.3.2.1f Case study 1 and 2: UNDERSTANDING CHANGES TO MOVE TOWARD THE FUTURE ►