Haku

Tutkimuksellisen kehittämistyön tarkoituksena on ennakoida, miten erilaiset yhteiskunnalliset ilmiöt muuttavat kunnissa työskentelevien asiantuntijoiden työtä ja heidän osaamistarpeitaan. Työssä tuotetaan tietoa ja syvennetään näkemystä sekä...

Opinnäytetyö tehtiin yhteistyössä koulutuspalveluita tarjoavan yrityksen kanssa (myöh. toimeksiantaja). Tavoitteena oli tutkia rekrytoivia F.E.C (Further educated with companies) työvoimakoulutuksia sekä selvittää niissä ilmeneviä kehittämiskohteita...
This thesis was done in cooperation with an educator company that offers training services. The purpose was to research F.E.C. (Further educated with companies) training programs and to clarify their areas for development concerning the orientation of a new worker to the workplace, mentoring and developmental discussions in order to upskill the trainees, since based on our research upskilling rose as the most significant reason for seeking into F.E.C training programmes. The trainees’ satisfaction and employment rates were also examined upon the commissioner’s wish. This thesis is a research and developmental work with an activity analysis approach, also including elements of case study. The data were gathered with method triangulation, utilizing questionnaires and interviews. The material gathered from them was analysed with qualitative (material-based content analysis) and quantitative methods (cross tabulation), making it a combination of qualitative and quantitative research. The results were presented to the commissioner. A summary of the results and a developmental guide were done based on the results in order to be able to utilize the results for the upskilling of the trainees in the future. Based on the results, the means of upskilling should be further developed especially during the on-the-job learning phase. Classroom teaching was found to be the most effective way of learning (67%). Only 33% chose on-the-job learning as the most effective way of learning even though employees’ learning usually happens whilst working. The trainees hoped that on-the-job learning, mentoring and development discussions would be further developed upon their preparation phase. Also, their content was addressed on being improved with specific tailoring to match each trainees’ existing know-how and so that it would follow a scheduled structure. In terms of interaction and encounters, the trainees hoped that they would be developed so that they would take better account of inclusivity and that the mentor would be more present. Upskilling was highlighted as a developmental target, since mere content know-how was not seen adequate, thus capabilities for support were needed as well. Reflection, feedback, the support of the organisation and accountability rose as crucial areas of development. In order for upskilling to become possible in general, the trainees thought it should be developed in terms of resources and monitoring. Without this, the means of upskilling may be endangered and they may be left out of use. According to the data, the trainees were mostly satisfied with the F.E.C training. 72% were employed; by their partner company (61%) or elsewhere (11%). 28% remained unemployed. Had the partner company been found on the behalf of the trainee, the employment rate was 100%. If the partner company was found by the educator, the employment rate was 61,5%. From this group a total of 46% were employed within the partner company. The educator company should therefore choose the partner companies more carefully, hence lifting the employment rates. Some of the partner companies had no intention of employing anyone, even though the further educated with companies (F.E.C)-training programme’s mission is to connect the job seeker and the labour force seeking employer. F.E.C. training program (further educated with companies), upskilling, orientating a new worker to the workplace, mentoring, development discussion....