Presentation Frank Visser

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The Philips Employment Scheme and the Combi-Method

Frank Visser, Manager Philips Employment SchemeEU Conference The Netherlands, 16 - 17 February 2016

2Philips Vocational Qualification Programme 2004-2008

Company Profile

We are …• Founded in 1891• Headquartered in Amsterdam, The Netherlands• One of the largest global diversified industrial

company with sales of EUR 25,000 million• A multinational workforce of 115,000 employees

(2015)• Globally present with manufacturing sites in 28

countries and sales outlets in 150 countries• An R&D force with expenditures of EUR 1,629

million

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The old, competitive world…….

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SME healthcare-focused companies

Consumer goods companies

SME wellness – focused companies

Healthcare companies

Wellness, prevention & SELF-MANAGEMENT – PROFESSIONAL care – Chronic care – Acute care

Companies from other industries (e.g. IT & Telco)

The new, competitive world

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Focused on the EUR 60+ billion Lighting solutions opportunity

Creating two focused companies

Focused on the EUR 100+ billion HealthTech opportunity

Lighting Solutions

Philips Lighting

HealthTech

Royal Philips

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Philips wishes tomake a recognisable

contribution to combating unemployment

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• The Philips Employment Scheme (WGP) gives individuals who have been out of work for some time an opportunity to gain work experience and to attend additional (vocational) training courses• The aim is to improve the WGP participant’s

chances on the labor market, so that he/she is able to find a regular job at the end of the scheme.

Philips Employment Scheme (WGP)

What is the Philips Employment Scheme?

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as a mean of entering the labout marketadditional workplace to gain workexperiencerelevance for the local or regional labour marketover and above the official complementnot to displace existing employees!

The Philips Employment Scheme

Work experience place:

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• Individual work placement (duration 1 year)– Participant has a vocational qualification– Emphasis on vocational and/or behavioral competencies– Work experience can fill gaps in knowledge and

expertise

• Training-for-work programs (duration 12 to 24 months)• Specialist training, combined with work experience• With or without preparatory courses


Two different types of WGP placement

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• Personal Development Plan (POP)• Kick Off (month 2)• CareerSKILLS (months 4 & 5)• E-miles Seminars (min. 2)• WGP conference• Guidance to help participant find work after WGP• From 2013: E-miles for all WGP participants


WGP Training and Development Program


familiarisation agreementduration of one year (two years for training-for-

work)statutory minimum wageno job guarantee!finding a job: more than 70% during the last five

yearsCentral budget for costs (incl. training courses)


Characteristics (1):

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Role of workplace supervisor

• Prepares introductory program for WGP participant• Provides guidance to participant in the

department• Helps the participant draw up a Personal

Development Plan (POP)• Holds meetings about progress and absence• Holds exit meeting with participant during last

month of the scheme• Reports to the WGP team any matters of note

regarding the participant


PES is part of the Collective Employment Agreement

Philips reports on half yearly meetings with the trade unions

Good results are a valuable issue in negotiationsManager Employment Scheme has to realize

good results.familiarisation agreement


Characteristics (2):


the long-term unemployedwomen re-entering the labour marketmembers of ethnic minority groupingshandicapped personspersons with higher educational qualifications

who have a weak position in the labour marketdrop-outs, youngsters without starting

qualifications


The categories concerned:


Security employeeShop assistantPurchase employeeWarehouse / LogisticsAutomation / ICTSecretary / receptionHRM


Work experience Places


Participants of the Philips Employment Scheme

Philips employees without a starting qualification

Training while retaining production capacity!!!!

Combi projects

Two groups:


The COMBI METHOD

Vocational Training

Workexperience-place Regular employees (employability)

In company training

training while retaining production capacity


Combi projects

The six steps of the Combi method

1. the unemployed follow a four-month vocational training course

2. when they have obtained their theoretical diploma, they are teamed up with an operator to gain work experience

3. after these period the operator start on a vocational course

4. their places are taken up by the job seekers taking part in COMBI

5. the operators have obtained their diploma 6. job seekers also obtained working experience and start

looking for a job outside Philips


• the operator• the job seeker• municipal authorities

and …. last but not least

• Philips

Combi projects

The Winners of the Combi method


• 2400 experienced production workers• focus on processing, metalwork and logistics

industries• basic qualification level 2 “starting qualification”• national and sector-recognised diploma• dual training courses

Philips Vocational Qualification Programme

Collective Labour Agreement


• attuned to the work processes• successful combination of theory and practical

assignments• modular in format• opportunities for Open Learning and shortened

training schedules• “Accreditation of Prior Learning” Assessments


Dual training courses


• personal circumstances• lack of interest in education• no “business necessity” for extra training• do not meet the entrance requirements of certain

training courses


Why no vocational diploma

Presentation Frank Visser

Government & Nonprofit

Transcript of Presentation Frank Visser