eduworks-network.eu  

facebook.com/eduworksnetwork@EduworksNetwork

Presentation for Textkernel, 17 January 2014

Gábor Kismihók, Stefan Mol Amsterdam Business School

http://abs.uva.nl/ and www.jobknowledge.eu

Kea Tijdens, AIAS (Amsterdam Institute of Advanced Labour Studies) http://www.uva-aias.net/39

University of Amsterdam

Outline• Ongoing Projects

• WageIndicator• InGRID• Center of Job Knowledge Research• OntoHR• med-assess• OntoTech• UvAInform

• Eduworks www.eduworks-network.eu/ • Introduction• Studies in Personnel Selection• Studies in training• Labour market driven learning analytics• Eduworks organisation

WageIndicator web survey

• Data collection: WageIndicator web-survey• WageIndicator web-survey posted on 70 national WageIndicator websites

(20 mln visitors 2013)in Netherlands known as Loonwijzer.nl, in Germany as Lohnspiegel.de, etc.

• Web-survey has questions about work and wages in national languages in 70 countries (soon 75)

• Web-survey is posted continuously, inviting visitors to complete the survey with prize incentive• approx. 200,000 observations per year

• Databases for ‘long-list questions’ in web survey• ‘What is your occupation?’: web-survey uses an API for this question, offering visitors a choice

between semantic matching or search tree, using the WISCO database of occupations• ‘In which industry do you work?’: API for 300 industries (coded NACE2.0)• ‘What is your education/region/language spoken at home?’: API has labels in national language

• WISCO database of occupations• with 1700 occupational titles in languages of 70 countries (coded ISCO-08)

• www.wageindicator.org

Researching occupations

• Tasks in occupations• WageIndicator web-survey used for testing features of occupations:

asking jobholders how often they perform a task, using a list of approx. 10 tasks per occupation, specified for 433 occupations in 13 countries (aim: N=50,000)

• Comparing vacancies and jobholders • confronting required skill levels in vacancies and attained skill levels of

jobholders in same occupations• using export of EURES vacancy data and WageIndicator web survey data• currently for Czech Rep, more countries foreseen

• https://inclusivegrowth.be/ • Funded from EU’s FP7 research program for research infrastructures

(2013-17)

Center of Job Knowledge Research

• Why CJKR? Because job knowledge…• Is among the most important yet least understood individual level drivers of the knowledge economy

• Is imperative to successfully match people to jobs but largely neglected in personnel selection research

• Is an ultimate outcome against which both education and training must be evaluated

• Is a means to ensure public spending on education enhances graduates’ opportunities, fit, and accomplishment on the labor market

www.jobknowledge.eu

“…people who are more intelligent learn more job knowledge and learn it faster, the major determinant of job performance is not GMA but job knowledge” (Schmidt and Hunter, 2001).

Job Knowledge

GMA Job knowledge Job Performance

Unequivocally Job Specific (albeit more portable for more related occupations)Undeniably Job General

Job Specific – Job General

Job Knowledge

Job Performanc

eGMA

Education

A personnel selection and training platform that takes an individualized approach to the assessment and development of job knowledge of ICT Systems analystswww.ontohr.eu

Transfer of innovation: Development of job knowledge test and training platform for nurseswww.med-assess.eu

OntoTech

Extending portfolio of ICT Job Knowledge Tests for purposes of curriculum diagnostics and development

UvAInform

Learning analytics is “the measurement, collection, analysis, and reporting of data about learners and their contexts, for purposes of understanding and optimizing learning and the environments in which it occurs” (SOLAR 2012).

Internal UvA project aimed at the pan-university development of an educational data informed student feedback interface.

• GITP• Randstad Holding• ECORYS• Aristotle University of Thessaloniki (AUT)• Central European Labour Studies Institute (CELSI)• Corvinus University of Budapest (CUB)• Ericsson• European Distance and E-Learning Network (EDEN)• European Foundation for the Improvement of Living and Working Conditions

(EUROFOUND)• Labour Asociados• Netpositive• University of Alicante (UAL)• Wageindicator

ER 5 & 6: Occupations and skills (2 postdoc researchers)

• Dynamics within and across occupations• testing theories concerning the clustering of tasks into occupations, using

the tasks data for 433 occupation for 13 countries, using web survey data• testing theories how employers define the required skill levels for

vacancies, using EURES vacancy data

• Building an occupational information system• improving the measurement of job titles and their coding into classifications

-> using semantic matching for surveys-> using statistical likelihood estimates given industry, education, gender, age (from previous data collections)

• expanding the WISCO database of 1,700 occupations for 75 countries with more occupational titles and more languages

• building an occupational and educational information system

ESR1: Leveraging the potential of job knowledge to fit

individuals to jobs: Studies in Personnel Selection

Research• State of the art on job knowledge based personnel selection: A

(quantitative) literature review• Development and psychometric validation of job knowledge tests for

purposes of personnel selection• Field and (quasi) experimental studies providing support for the (causal)

job knowledge mediated relationship between GMA and Job Performance

Data• Primary Studies, interviews with job incumbents (N>50) and HR Managers

(N>20), content analysis of vacancies and job databases, multisource surveys

• We foresee close collaboration with ESR#2.

ESR2: Leveraging the potential of job knowledge to fit individuals to

jobs: Studies in trainingResearch

• State of the art on job knowledge based training: A (quantitative) literature review

• Development and psychometric validation of job knowledge tests for training needs analysis and training validation

• Field and (quasi) experimental studies providing support for the (causal) job knowledge mediated relationship between training and Job Performance

• Temporal dynamism in the co-development of job knowledge and job performance over time.

Data• Primary Studies, interviews with job incumbents (N>50) and HR Managers

(N>20), content analysis of vacancies and job databases, multisource surveys• We foresee close collaboration with ESR#1.

ESR7: Labour market driven learning analytics

Research• State of the art on labour market context educational outcome

measures: A literature review

• Exploring Person-Education-Labour market (mis)matches by merging big data from education (HvA, UvA), Randstad, GITP, etc.

• Identifying educational context predictors of labour market success• Provision of labour market validated feedback to current students to

enhance their study success

Data• Secondary data obtained from HvA and UvA student data warehouses,

including grades, behaviors in online learning environments), labour market data from associate partners (GITP, Randstad, etc).