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| DP Managing organisation : |
Groningen |
| Other national partners : |
FNV Regionaal Werk VNO/NCW |
| EQUAL theme : | Employability - (Re-)integration to the labour market |
| Type of DP : | Sectoral - Specific discrimination and inequality problems |
| DP Legal status : | Association without legal form |
| DP identification : | NL-2001/EQA/0034 |
| Application phase : | Project ended |
| Selection date : | 15-11-2001 |
| Last update : | 07-04-2006 |
| Monitoring: | 2002 2003 2004 |
Text available in 
The DP Partners are working together since 1996 in the development of labour market related projects. (Steering committee BOA, Platform ICT en Arbeidsmarkt). This project is created to solve the stagnation in the growth of employability in the Northern ICT sector caused by a growing mismatch. One of the sources was a one-sided HRM strategy. Workers with HRM tasks are not (re-) educated for these. By a common investment in the upgrading of HRM in this sector, we want to stimulate the quality of the Human Capital management and the development and empowerment of the sector. Besides this, the DP wants to fight the discrimination on the labour market. Investigation of the demands before start and during the project execution will adapt the content of the project to the needs of the target groups.
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The DP Partners want to change the attitudes in the Northern Dutch ICT sector by training the HRM's. Quality improvement of the HRM strategy must contribute to the fight against labour market discrimination, improve the human capital management and empower the Northern Dutch ICT sector. The activities are: development and execution of training, promotion of the findings, development of a network structure for HRM ICT North Netherlands, evaluation of the project results and implementing them in the strategy of the involved organisations and the government.
| Nature of the experimental activities to be implemented | Rating |
| Guidance, counselling | ** |
| Training | **** |
| Training on work place | ** |
| Work placement | * |
| Job rotation and job sharing | ** |
| Employment aids (+ for self-employment) | *** |
| Integrated measures (pathway to integration) | ** |
| Employment creation and support | **** |
| Training of teachers, trainers and staff | *** |
| Improvement of employment services, Recruitment structures | *** |
| Conception for training programs, certification | ** |
| Anticipation of technical changes | ** |
| Work organisation, improvement of access to work places | *** |
| Guidance and social services | ** |
| Awareness raising, information, publicity | **** |
| Studies and analysis of discrimination features | *** |
| Type of innovation | Rating |
| Process-oriented | **** |
| Goal-oriented | *** |
| Context oriented | *** |
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Instead of the usual (re-) education of unemployed as a solution for labour shortage, now HRM's of the ICT sector in the North of the Netherlands are trained in better methods of recruitment, selection and career counselling. They are also stimulated to form networks to make them better prepared to pursue a long-term labour market and company strategy in the future.
500 000 – 1 000 000 €
| Assistance to persons | M | F |
| Unemployed | 0.0% | 0.0% |
| Employed | 63.5% | 36.5% |
| Others (without status, social beneficiaries...) | 0.0% | 0.0% |
| 100.0% | ||
| M | F | |
| Migrants, ethnic minorities, … | 0.0% | 0.0% |
| Asylum seekers | 0.0% | 0.0% |
| Population not migrant and not asylum seeker | 63.5% | 36.5% |
| 100.0% | ||
| M | F | |
| Physical Impairment | 0.0% | 0.0% |
| Mental Impairment | 0.0% | 0.0% |
| Mental Illness | 0.0% | 0.0% |
| Population not suffering from a disability | 63.5% | 36.5% |
| 100.0% | ||
| M | F | |
| Substance abusers | 0.0% | 0.0% |
| Homeless | 0.0% | 0.0% |
| (Ex-)prisoners | 0.0% | 0.0% |
| Other discriminated (religion, sexual orientation) | 0.0% | 0.0% |
| Without such specific discriminations | 63.5% | 36.5% |
| 100.0% | ||
| M | F | |
| < 25 year | 0.0% | 0.0% |
| 25 - 50 year | 63.5% | 36.5% |
| > 50 year | 0.0% | 0.0% |
| 100.0% | ||
| Assistance to structures and systems and accompanying measures | Rating |
| Asylum | * |
| Gender discrimination | **** |
| Support to entrepreneurship | ** |
| Discrimination and inequality in employment | **** |
| Disabilities | *** |
| Other discriminations | **** |
| Low qualification | ** |
| Racial discrimination | *** |
| Unemployment | *** |
With beneficiaries| Participation |
| Developing collective responsibility and capacity for action |
| Participation in the project design |
| Participation in running and evaluating activities |
| Changing attitudes and behavior of key actors |
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The individual DP partners will play a major role (each towards its own grass roots and from the perspect of its own position in relation to policymakers) in promoting the project in its initial phase and in the dissemination and mainstreaming of the project results. Decisions about the content and changes of the project plan will be made in a plenary DP context. The DP wil monitor the progress in outline via a two-monthly meeting. In certain sub-areas there is bilateral contact with the individual DP members, depending on the relevance of the course tot the partner in question.
Between national partners
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Participants have an opportunity to join the courses. By the investigation of the demands of by the HRM/ICT consultation, they are indirect involved in the choice of the offered courses. The results of the evaluation of the course will influence the further development of the courses. Participants can take part in the dissemination and mainstreaming of the project results by participating the HRM ICT counselling or in other ways be involved in the different project publications. They can be involved in making advices for government, company and education policy. Expected is, that the participation will contribute to individual and sectoral quality improvement.
Linguistic skills Percentage of the budget for transnational activities Transnational Co-operation Partnerships| Transnational Co-operation Agreement | DPs involved |
| 1996 S.A.M.E. - Social Accountability, Multiplier for Equality |
IE 10 PT 2001-273 |
Involvment in previous EU programmes| Partner | To be contacted for |
| Groningen | Co-ordination of experimental activities Design of the project DP managing organisation Evaluation Monitoring, data collection Transnational partnership |
| FNV Regionaal Werk | |
| VNO/NCW |
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no data
Last update: 07-04-2006 
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Postbus 610 9700 AP Groningen www.provinciegroningen.nl Tel:050-3164194 Fax:050-3130544 Email: |
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| Name | First name | Phone | Responsibility | |
| Janssens | Joan | 050 3164263 | j.r.janssens@provinciegroningen.nl | Coordinator EQUAL |
Last update: 07-04-2006 Top
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Leonard Springerlaan 27 9700 AC Groningen www.fnv.nl Tel:050-3631700 Fax:050 3631715 Email:groningen@vc.fnv.nl |
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| Name | First name | Phone | Responsibility | |
| Brouwer | Harm | 050-524 03 16 | harm.brouwer@vc.fnv.nl | Head of department Regional Work |
Last update: 07-04-2006 Top
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Nieuwe Stationsweg 15 9751 SZ Haren Gn www.vno-ncwnoord.nl Tel:050-5343844 Fax:050-5341645 Email:info@vno-ncwnoord.nl |
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| Name | First name | Phone | Responsibility | |
| Buurman | Peter | 050-5343844 | p.buurman@vno-ncwnoord.nl | Secretary |
Last update: 07-04-2006 Top
Text available in
De OP partners werken sinds 1996 samen bij het ontwikkelen van arbeidsmarktgerelateerde projecten (Stuurgroep BOA, Regionale Arbeidsmarkt Platform, Platform ICT en Arbeidsmarkt). Dit project is ontstaan als oplossing voor de stagnatie in werkgelegenheidsgroei in de noordelijke ICT sector door een toenemende mismatch. Een van de oorzaken hiervan is een eenzijdig HRM-beleid. Veel werkenden met HRM-taken zijn hier niet voor (bij-) geschoold. Door gezamenlijk te investeren in verbetering van HRM in deze sector wil men de kwaliteit van het beheer van menselijk kapitaal en daarmee de groei en versterking van de sector stimuleren. Daarnaast wil het OP arbeidsmarktdiscriminatie binnen de sector tegengaan. Behoeftenonderzoek voor en tijdens de uitvoering zal de projectinhoud aanpassen aan deelnemersbehoeften
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Het OP wil een cultuuromslag binnen de Noord Nederlandse ICT sector bewerkstelligen door scholing van HRM's. Verbetering van de kwaliteit van het HRM beleid moet bijdragen aan het tegengaan van arbeidsmarktdiscriminatie, verbetering van het beheer van menselijk kapitaal en versterking van de noordelijke ICT sector. Uit te voeren activiteiten zijn: ontwikkelen en uitvoeren trainingen, promotie verworven inzichten, ontwikkelen netwerkstructuur HRM ICT Noord Nederland, evaluatie projectresultaten en vertaling hiervan in te voeren beleid van de betrokken ondernemingen en de overheid.
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In plaats van de gebruikelijke (om)scholing van werkzoekenden als oplossing voor een krappe arbeidsmarkt, worden voor de noordelijke ICT sector de HRM's getraind in beter methoden van werving, selectie en loopbaanbegeleiding. Voorts worden zij aangemoedigd netwerken te vormen om ook in de toekomst beter voorbereid te zijn om het voeren van een arbeidsmarkt en bedrijfsstrategie op langere termijn.
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geen gegevens
With beneficiariesText available in
De afzonderlijke OP-partners zullen (ieder richting de eigen achterban en vanuit de eigen positie richting beleidsmakers) een grote rol spelen in de promotie van het project in de aanvangsfase en in de disseminatie en mainstreaming van de projectresultaten. Besluitvorming over inhoud en aanpassingen van het projectplan zal in plenair OP verband plaatsvinden. Het OP volgt de voortgang via een twee maandelijks overleg. Op deelterreinen zijn bilaterale werkcontacten met de afzonderlijke OP leden, afhankelijk van de relevantie van het onderwerp voor de desbetreffende partner.
Between national partnersText available in
De deelnemers worden in de gelegenheid gesteld trainingen te volgen. Zij zijn via behoeftenonderzoek direct of via het HRM/ICT overleg indirect betrokken geweest bij de keuze van de aangeboden trainingen. Evaluatie na afloop van de training zal mede bepalend zijn voor de verdere ontwikkeling van trainingsaanbod. De deelnemers kunnen ook een aandeel hebben in de disseminatie en mainstreaming van de projectresultaten door deel te nemen aan het HRM ICT overleg of op andere wijze mee te werken aan de diverse publicaties die binnen het project tot stand komen. Zo kunnen zij ook betrokken worden bij het opstellen van beleidsadviezen voor overheden, het bedrijfsleven en de onderwijssector. Deelname zal naar verwachting bijdragen aan zowel individuele als sectorale kwaliteitsverbetering.
Rationale | Objective | Innovation | Budget | Beneficiaries | Empowerment | Transnationality | Background | National Partners
 
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Peoplemanagement voor ICT 