Matching Supply & Demands: Network for Sectoral Approach to Qualifications in Tourism at European...

Matching Supply & Demands: Network for Sectoral Approach to Qualifications in Tourism at European Level Glasgow, 15 – 16 November 2007

METHODOLOGY OF TRANSLATING BUSINESS NEEDS INTO TRAINING OBJECTIVES

• Field research• Literature review• Synthetic diagnosis-Methodology Development

Through this stage a methodological framework was

developed for designing training packages and programs which can meet business needs.


EXISTING CONDITION ANALYSIS

PRIMARY RESEARCH

SECONDARYRESEARCH

TRAINING NEEDS OF ENTERPRISES

TRAININGOBJECTIVES

TRAINING PROGRAMS

TRAINING NEEDS OF PROSPECTIVE BUSINESSMAN

OR PROFESSIONALS


At first we registered and analyzed the following:

1. CONTEMPORARY BUSINESSMAN’S PROFILE

2. THE FEATURES OF THE CULTURAL AND SOCIAL ENVIRONMENT OF ENTREPRENEURSHIP IN GREECE

3. THE FEATURES OF THE REGION’S TARGET GROUPS

4. THE OBSTACLES WHICH THE TRAINEE MAY FACE DURING HIS ENTRANCE IN THE LABOUR MARKET

5. THE TRENDS OF REGIONAL ECONOMY AND BUSINESS ACTIVITY

6. THE BUSINESS NEEDS

Then, based on the above data we designed training programs


Why vocational training constitutes a determinant factor in the South Aegean?

It is highly essential for practicing business activity

The training level in the sector of tourism in the region is below the average

Due to the geographical isolation of the area the provision of training becomes difficult.


PROCESS OF TRANSLATING BUSINESS NEEDS INTO TRAINING OBJECTIVES AND INDIVIDUALIZED INTERVENTION PLANS

HOW?• Through the stage of business needs analysis all the

necessary information is acquired in order to translate a business need into a training objective; and respectively leads to either the design of a training program or the provision of consultative support in order to meet that certain business need.


PROCESS OF TRANSLATING BUSINESS NEEDS INTO TRAINING OBJECTIVES AND INDIVIDUALIZED INTERVENTION PLANS

HOW?The model of business and training needs analysis

combines simultaneously top-down and bottom-up approaches in order to define the gap between supply and demand


STEPS

• Development of a training strategic plan of the enterprise based on its vision, its strategy and the priorities set by the management group

• Demands collection on behalf of the enterprise concerning training, stating the real needs.

• Analysis of the required knowledge, skills and attitudes for job placements,


STEPS

• Analysis of the trainees’ qualification: In fact the trainee’s KSA is being evaluated in order to discover any possible insufficiencies and train on them if necessary.

• Comparison between “supply and demand” of qualification; gap analysis and definition of training objectives.


The collection of the above data can be achieved as follows:

Knowledge, Skills and Attitudes analysis: Based on entrepreneurs who have a good and proven knowledge of their subject, a list about Professional Characteristics and Demands is drawn up.


Posed Questions:

–Which are the characteristics of a good and a bad employee in all work tasks?

–Think of an employee who can achieve your business objectives better than the others. Which are the points that make him standing out?

– …………………


Posed Questions:

…………………–Try to remember specific examples

showing an employee’s efficiency or inefficiency in your business. Then mention the reasons for each case.

–What is it that you would like your trainee to learn during the training program which would make him efficient?


Evaluating qualification:

• Essential: this knowledge or ability is absolutely required for the efficiency of the project and without having it, nobody can accomplish this task.

• Reinforcing: this knowledge or ability reinforces efficiency; this certain task could be accomplished even without this knowledge or ability but it would be more difficult and time-consuming.

• Irrelevant: This knowledge or skill is not necessary for the accomplishment of this task and its appearance does not improve performance in the project.


Business Profile (e.g. Salesman)

• Knowledge / skill / ability (e.g. ability of providing technical information while communicating with the customer)

• Profile’s demands (e.g. provision of instructions to customer about return of products, etc.)

• Examples of “good”attitudes (e.g. to be patient and to answer in detail all customer’s answers)

• Examples of “bad” attitudes (e.g. not understanding what the customer asks him about and being short-tempered)


INNOVATION

Focus group between businessmen and trainees

for shaping the content of the training course and

develop a mutual confidence


Thank you!

Matching Supply & Demands: Network for Sectoral Approach to Qualifications in Tourism at European...

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