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Main research area is the skills-based labour market. The Lectorship’s three central aims are to contribute to smarter people, smarter workplaces and smarter regions. Smarter people by giving in depth insight in one’s currently available skills-set (skills passport) and through increasing one’s positive learning experiences. Smarter workplaces by integrating working and learning and by improving learning leadership and smarter regions mainly by stimulating companies/employers and educators to work closely together and make better use of available human capital and by sustaining human capital development for tomorrow’s labour market.
In the first two years of my lectorate we’ve gained insight in leading design principles for powerful learning and working environments in what we call ‘smart companies’. Companies that have integrated learning and working in such a way that available skills can be optimally used and developed. We are currently designing these powerful learning and working environments in the health and wellbeing sector on the basis of some 18 design principles.
Together with Bouwend Nederland, Volandis, Techniek Nederland and OTIB we have developed the first concept of a Digital Skills Passport for workers in building, construction and installation providing workers with a clear insight in their current skills set and in the way that it develops. End of 2020 we start implementing and further studying this concept.
Together with Saxion and commissioned by Instituut GAK, we conducted the first inventory and appreciation of 100 career checks in the Netherlands. We found that these instruments are rarely suitable for less educated workers, who obviously would also have great use for them. We described principles for an ‘ideal’ Career Check. This description is now a basis for at least one new research-project in which, together with Saxion, Hogeschool Zuyd and NOLOC, we are building and testing ideal instruments.
Together with FWG we built a Labour Market Monitor for the 7 Dutch UMC’s (academic medical centers). Among others we analyzed and described current and future tasks of 49 functions (job titles). Information on these future tasks is now available for employees so that they ca match their skills and motivation to these future job demands. Next, we will study whether these insights will help employees to aim their skills development actions.
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