New Work and other trends
New Work is such a trend-catching phrase that many people use, who also do not realize what exactly is behind it. In the framework of a research project of the Foundation for New Responsibility entitled "Politics of Work" I was invited to a panel of experts.
The aim of the project is to develop ideas, concepts and recommendations for the transformation of the working world for politics, employers and trade unions. The foundation neue Verantwortung eV sees itself as a participatory think tank. It brings thought leaders and practitioners from different fields and disciplines to the table to develop new ideas and solutions to the most important societal challenges.
Experts' meetings with Ursula Engelen-Kefer
Also took part in the expert panel Dr. Ursula Engelen-Kefer, former chairman of the German Trade Union Confederation and lecturer at the University of the Federal Employment Agency, Dr. Agnes Dietzen of the Department of Competence Development at the Federal Institute for Vocational Training, and Dr. Stephan Pfisterer, Head of Educational Policy and Labor Market at BITKOM.
Under the moderation of Dr. Sonja Mönkedieck, Fellow of the foundation of new responsibility, we discussed the pros and cons of competence-based work, as many digital workers already live today, compared to traditional, clear job profiles with fixed training structures.
The difficulty with new job titles
Here, people who change their jobs often and autodidactically continue to look, yes gladly looked at, because they still fall through the rendezvous - I have already written here. Classic career paths also raise a number of problems, which is probably familiar to anyone who has already been looking for a job.
For the popular method of entering a search term in the job market of choice and then having the appropriate result spat out, may indeed be practical - but falls short. As a rule, many job seekers do not find the jobs that suit their skills, because it is often hard to guess what the job is that fits their qualifications.
Search something Company actually?
Some time ago I came across a nice example: someone was being sought who would be responsible for organizational tasks in the office for the management, actually a kind of girl for everything. Earlier, in times of classic professions, one would probably have said secretary. Today, however, the one should also miterledigen Twitter, Facebook, Xing, etc. "incidentally".
So, was the job advertised as a social media manager? Or with one of the more traditional names: Assistant to the management, project manager, project coordinator, personnel personnel or accounting? No. Since it is a non-profit organization and the person sought should also coordinate donation collecting, the place was advertised as a fundraiser. Honestly: Who would have come to it?
85% want better job findability
According to Survey of job market stellenanzeigen.de 85% of surveyed applicants would like to see job findability. Among the suggestions for improvement were always a clearer language and more detailed task descriptions and requirement profiles called. This is difficult because, due to technical progress, the task areas are changing faster today than the professional titles or training.
I remember that Professor a Hamburg university, who taught journalists and confessed to me that he did not know what to teach the students - today they learned app development, but one did not know whether the publishers were still in the future. And even employers are often perplexed because they do not even know how to make a job advertisement meaningful.
Digital Worker on competence-based job search
No wonder many digital workers are looking for other solutions. As Regine Heidorn, which has broken off several courses of study and an IT training and has worked successfully as a programmer for years without any formal qualification. She has found another, very efficient platform for job search: Twitter. Here she is successful as a bitboutique, is in constant exchange with her network and twitters about her hobbies and interests.
For example, she has tweeted about her hobby, geocaching; this resulted in a dialogue with Twitter, and she finally received a lehra job at a university. As she herself says, she did not even think about being asked for this qualification. In this way, Regine finds jobs that fit exactly to their abilities and which do not depend on the purely formal qualification, but on the actual abilities. But she also says that she does not need to apply for vacancies, where only the formal qualification is required.
Human instead of graduation
This is where the advantages of competence-based working lie for me: people are the priority, not formal qualifications and the CV. Of course, the skills have to be right. And the example of Regine also shows what advantages the Internet offers here: to quickly and easily find like-minded people on a wide range of topics. The political view: education and training as a solution?
However, the change in the world of work is not a new phenomenon, as Ursula Engelen-Kefer made clear in the discussion of our panel of experts: For example, 1969 already had a paradigm shift in the continuing education landscape in Germany - due to the structural crisis in mining. At that time, the Arbeitsförderungsgesetz had begun to actively promote the unemployed through further education measures.
Learning must be fundamental
And this is exactly where, in education, Engelen-Kefer also sees the decisive means of solving the problem. Learning must change fundamentally, away from the idea of "I'm going into a classroom" to a competence-based further education. And away from the concept of life education - job - retirement, to lifelong learning as a life concept, as it is already practiced today by a minority; with which, however, the public is still hard to do.
The continuing education landscape must therefore be fundamentally restructured, and aspects such as excessive demands on people, social skills and teamwork should also be taken into account. Exercising power by withholding information is, according to Engelen-Kefer, a thing of the past. Their hope therefore puts them in the younger generation. This has, as the second part of the contribution, which I will publish tomorrow, will show, of course, the problem has long been recognized and also developed initial solutions. However, there is still a huge hiccup with the implementation.
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