Q3715153 (Q3715153): Difference between revisions
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(Created claim: summary (P836): Coaching in individualised professional integration enabling the public in job search to achieve its objectives in terms of training and access to the labour market. Two routes are offered with regard to proximity to employment: reinforced and accelerated route. We rely on a specific method that has already borne fruit. The following are the main elements of this: Reinforced course with or without internship: (1) This method is based on a non...) |
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Coaching in individualised professional integration enabling the public in job search to achieve its objectives in terms of training and access to the labour market. Two routes are offered with regard to proximity to employment: reinforced and accelerated route. We rely on a specific method that has already borne fruit. The following are the main elements of this: Reinforced course with or without internship: (1) This method is based on a non-negotiable ratio: real coaching is a coach for an average of 40 people. This ratio makes it possible to set up dense, frequent and rhythmic accompaniments, which is an obvious factor for success. A person who sees his or her advisor rarely does not position himself in a dynamic of success. Here, the follow-up is physically weekly, telephonely and via the Internet possibly permanent. It is also sectorised, i.e. the person is seen close to his/her home, which is not inconsistent with the objective of developing mobility, real and/or psychological throughout the coaching. 2) The valorisation of the individual is a key to success also undeniable. Unemployed people are weakened and, above all, very devalued, with an image of themselves negative, which the search for employment, a period of difficult and difficult isolation, does not help. The coach’s job is to reverse the trend, to take another look and to help the person gradually regain the struggle of self-image. The construction of a pathway, punctuated with objectives to be achieved step by step, is an integral part of the process of returning to self-worth and thus to the success of professional integration. 3) Commitment to respect, work and communication is also essential. A charter is signed, and this commitment is constantly recalled if necessary. A coach should not be more motivated than the accompanying person. The rules of the Bosser Loan game (PAB) are those of the company and of life in general. A person who does not respect his commitments or who does not show enough conviction and motivation is caught in a logic of punishment that can lead to exclusion. 4) In terms of pedagogical methods: rigour, professionalism, energy, good mood and modernity. It is the qualities that must form the coaches of the PAB team in their daily work, it is also the adjectives that qualify the tools and methods used. For example, PAB is on the page for new job search techniques that develop on the Internet and on Social Networks. 5) The link with the company is a guiding thread. At the beginning of the follow-up, all PAB tools are built from feedback from employers. In the second part, some participants go to work placement (PMSMP). Companies are constantly surveyed. At each end of the traineeship, a coach-employer negotiation is engaged with the aim of enabling the person to obtain an employment contract. Accelerated route: This accelerated pathway is based on the same methodology as for the reinforced pathway and consists of an efficient and reactive way to propose to the public closer to employment a follow-up programme à la carte through 3 specific actions: Reinforced reception on the sector in collective and individual form Development of a precise individual diagnosis: programming of individual or collective appointments around job search techniques, business skills, computer consulting, professional retraining, job discovery, job surveys, simulation of job interviews, exploitation of the network Linking with partners, companies, known job offers, training organisations (English) | |||||||||||||||
| Property / summary: Coaching in individualised professional integration enabling the public in job search to achieve its objectives in terms of training and access to the labour market. Two routes are offered with regard to proximity to employment: reinforced and accelerated route. We rely on a specific method that has already borne fruit. The following are the main elements of this: Reinforced course with or without internship: (1) This method is based on a non-negotiable ratio: real coaching is a coach for an average of 40 people. This ratio makes it possible to set up dense, frequent and rhythmic accompaniments, which is an obvious factor for success. A person who sees his or her advisor rarely does not position himself in a dynamic of success. Here, the follow-up is physically weekly, telephonely and via the Internet possibly permanent. It is also sectorised, i.e. the person is seen close to his/her home, which is not inconsistent with the objective of developing mobility, real and/or psychological throughout the coaching. 2) The valorisation of the individual is a key to success also undeniable. Unemployed people are weakened and, above all, very devalued, with an image of themselves negative, which the search for employment, a period of difficult and difficult isolation, does not help. The coach’s job is to reverse the trend, to take another look and to help the person gradually regain the struggle of self-image. The construction of a pathway, punctuated with objectives to be achieved step by step, is an integral part of the process of returning to self-worth and thus to the success of professional integration. 3) Commitment to respect, work and communication is also essential. A charter is signed, and this commitment is constantly recalled if necessary. A coach should not be more motivated than the accompanying person. The rules of the Bosser Loan game (PAB) are those of the company and of life in general. A person who does not respect his commitments or who does not show enough conviction and motivation is caught in a logic of punishment that can lead to exclusion. 4) In terms of pedagogical methods: rigour, professionalism, energy, good mood and modernity. It is the qualities that must form the coaches of the PAB team in their daily work, it is also the adjectives that qualify the tools and methods used. For example, PAB is on the page for new job search techniques that develop on the Internet and on Social Networks. 5) The link with the company is a guiding thread. At the beginning of the follow-up, all PAB tools are built from feedback from employers. In the second part, some participants go to work placement (PMSMP). Companies are constantly surveyed. At each end of the traineeship, a coach-employer negotiation is engaged with the aim of enabling the person to obtain an employment contract. Accelerated route: This accelerated pathway is based on the same methodology as for the reinforced pathway and consists of an efficient and reactive way to propose to the public closer to employment a follow-up programme à la carte through 3 specific actions: Reinforced reception on the sector in collective and individual form Development of a precise individual diagnosis: programming of individual or collective appointments around job search techniques, business skills, computer consulting, professional retraining, job discovery, job surveys, simulation of job interviews, exploitation of the network Linking with partners, companies, known job offers, training organisations (English) / rank | |||||||||||||||
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| Property / summary: Coaching in individualised professional integration enabling the public in job search to achieve its objectives in terms of training and access to the labour market. Two routes are offered with regard to proximity to employment: reinforced and accelerated route. We rely on a specific method that has already borne fruit. The following are the main elements of this: Reinforced course with or without internship: (1) This method is based on a non-negotiable ratio: real coaching is a coach for an average of 40 people. This ratio makes it possible to set up dense, frequent and rhythmic accompaniments, which is an obvious factor for success. A person who sees his or her advisor rarely does not position himself in a dynamic of success. Here, the follow-up is physically weekly, telephonely and via the Internet possibly permanent. It is also sectorised, i.e. the person is seen close to his/her home, which is not inconsistent with the objective of developing mobility, real and/or psychological throughout the coaching. 2) The valorisation of the individual is a key to success also undeniable. Unemployed people are weakened and, above all, very devalued, with an image of themselves negative, which the search for employment, a period of difficult and difficult isolation, does not help. The coach’s job is to reverse the trend, to take another look and to help the person gradually regain the struggle of self-image. The construction of a pathway, punctuated with objectives to be achieved step by step, is an integral part of the process of returning to self-worth and thus to the success of professional integration. 3) Commitment to respect, work and communication is also essential. A charter is signed, and this commitment is constantly recalled if necessary. A coach should not be more motivated than the accompanying person. The rules of the Bosser Loan game (PAB) are those of the company and of life in general. A person who does not respect his commitments or who does not show enough conviction and motivation is caught in a logic of punishment that can lead to exclusion. 4) In terms of pedagogical methods: rigour, professionalism, energy, good mood and modernity. It is the qualities that must form the coaches of the PAB team in their daily work, it is also the adjectives that qualify the tools and methods used. For example, PAB is on the page for new job search techniques that develop on the Internet and on Social Networks. 5) The link with the company is a guiding thread. At the beginning of the follow-up, all PAB tools are built from feedback from employers. In the second part, some participants go to work placement (PMSMP). Companies are constantly surveyed. At each end of the traineeship, a coach-employer negotiation is engaged with the aim of enabling the person to obtain an employment contract. Accelerated route: This accelerated pathway is based on the same methodology as for the reinforced pathway and consists of an efficient and reactive way to propose to the public closer to employment a follow-up programme à la carte through 3 specific actions: Reinforced reception on the sector in collective and individual form Development of a precise individual diagnosis: programming of individual or collective appointments around job search techniques, business skills, computer consulting, professional retraining, job discovery, job surveys, simulation of job interviews, exploitation of the network Linking with partners, companies, known job offers, training organisations (English) / qualifier | |||||||||||||||
point in time: 22 November 2021
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Revision as of 14:27, 22 November 2021
Project Q3715153 in France
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | No label defined |
Project Q3715153 in France |
Statements
414,026.86 Euro
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820,180.0 Euro
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50.48 percent
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1 January 2020
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31 December 2021
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Conseil départemental des Vosges
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48°10'29.17"N, 6°27'1.30"E
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Coaching en insertion professionnelle individualisé permettant au public en recherche d'emploi d'atteindre ses objectifs en termes de formation et d'accès au marché du travail. Deux parcours sont proposés au regard de la proximité à l'emploi : parcours renforcé et parcours accéléré. Nous misons sur une méthode spécifique qui a déjà porté ses fruits. En voici les principaux éléments: Parcours renforcé avec ou sans stage : 1) Cette méthode repose sur un ratio non négociable : un vrai coaching, c'est un coach pour 40 personnes en moyenne. Ce ratio permet de mettre en place des accompagnements denses, fréquents et rythmés, ce qui constitue un facteur de réussite évident. Une personne qui voit son conseiller rarement ne se positionne pas dans une dynamique de réussite. Ici, le suivi est physiquement hebdomadaire, téléphoniquement et par Internet possiblement permanent. Il est de plus sectorisé, c'est à dire que la personne est vue à proximité de son domicile, ce qui n'est pas contradictoire avec l'objectif de développer sa mobilité, réelle et /ou psychologique tout au long du coaching. 2) La valorisation de l'individu est une clé de réussite également indéniable. Les publics sans emploi sont fragilisés et surtout très dévalorisés, avec une image d'eux-mêmes négative, que la recherche d'emploi, période dure et délicate d'isolement, n'arrange pas. Le travail du coach est d'inverser la tendance, de porter un autre regard et d'aider la personne petit à petit à regagner le combat de l'image de soi. La construction d'un parcours, ponctué d'objectifs à atteindre étape par étape, fait partie intégrante du processus de retour à la valeur de soi et ainsi à la réussite de l'insertion professionnelle. 3) L'engagement au respect, au travail, à la communication est aussi essentiel. Une charte est signée, et cet engagement est en permanence rappelé si nécessaire. Un coach ne doit pas être plus motivé que la personne accompagnée. Les règles du jeu de Prêt à Bosser (PAB) sont celles de l'entreprise et de la vie en général. Une personne qui ne respecte pas ses engagements ou qui ne montre pas assez de conviction et de motivation se voit entrer dans une logique de sanction qui peut amener jusqu'à l'exclusion. 4) En termes de méthodes pédagogiques : rigueur, professionnalisme, énergie, bonne humeur et modernité. Ce sont les qualités qui doivent constituer les coaches de l'équipe PAB dans leur travail quotidien, c'est aussi les adjectifs qui qualifient les outils et les méthodes utilisés. Par exemple, PAB se veut à la page en matière de techniques de recherches d'emploi nouvelles qui se développent sur Internet et sur les Réseaux Sociaux. 5) Le lien avec l'entreprise est un fil directeur. Au début du suivi, tous les outils PAB sont construits à partir des retours que nous font les employeurs. Dans sa seconde partie, certains participants vont en période de mise en situation en milieu professionnel (PMSMP). Les entreprises sont sondées en permanence. A chaque fin de stage, une négociation coach- employeur est engagée dans le but de permettre à la personne de décrocher un contrat de travail. Parcours accéléré : Ce parcours accéléré s'appuie sur la même méthodologie que pour le parcours renforcé et consiste de manière efficace et réactive à proposer au public plus proche de l'emploi un programme de suivi à la carte à travers 3 actions précises : Accueil renforcé sur secteur sous forme collective et individuelle Elaboration d'un diagnostic individuel précis : programmation de rendez-vous individuels ou collectifs autour des techniques de recherche d'emploi, du savoir-être en entreprise, de conseils en informatique, de conseils en reconversion professionnelle, découverte de métiers, enquêtes métiers, simulation d'entretiens d'embauche, exploitation du réseau Mise en relation avec les partenaires, les entreprises, les offres d'emploi connues, les organismes de formation (French)
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Coaching in individualised professional integration enabling the public in job search to achieve its objectives in terms of training and access to the labour market. Two routes are offered with regard to proximity to employment: reinforced and accelerated route. We rely on a specific method that has already borne fruit. The following are the main elements of this: Reinforced course with or without internship: (1) This method is based on a non-negotiable ratio: real coaching is a coach for an average of 40 people. This ratio makes it possible to set up dense, frequent and rhythmic accompaniments, which is an obvious factor for success. A person who sees his or her advisor rarely does not position himself in a dynamic of success. Here, the follow-up is physically weekly, telephonely and via the Internet possibly permanent. It is also sectorised, i.e. the person is seen close to his/her home, which is not inconsistent with the objective of developing mobility, real and/or psychological throughout the coaching. 2) The valorisation of the individual is a key to success also undeniable. Unemployed people are weakened and, above all, very devalued, with an image of themselves negative, which the search for employment, a period of difficult and difficult isolation, does not help. The coach’s job is to reverse the trend, to take another look and to help the person gradually regain the struggle of self-image. The construction of a pathway, punctuated with objectives to be achieved step by step, is an integral part of the process of returning to self-worth and thus to the success of professional integration. 3) Commitment to respect, work and communication is also essential. A charter is signed, and this commitment is constantly recalled if necessary. A coach should not be more motivated than the accompanying person. The rules of the Bosser Loan game (PAB) are those of the company and of life in general. A person who does not respect his commitments or who does not show enough conviction and motivation is caught in a logic of punishment that can lead to exclusion. 4) In terms of pedagogical methods: rigour, professionalism, energy, good mood and modernity. It is the qualities that must form the coaches of the PAB team in their daily work, it is also the adjectives that qualify the tools and methods used. For example, PAB is on the page for new job search techniques that develop on the Internet and on Social Networks. 5) The link with the company is a guiding thread. At the beginning of the follow-up, all PAB tools are built from feedback from employers. In the second part, some participants go to work placement (PMSMP). Companies are constantly surveyed. At each end of the traineeship, a coach-employer negotiation is engaged with the aim of enabling the person to obtain an employment contract. Accelerated route: This accelerated pathway is based on the same methodology as for the reinforced pathway and consists of an efficient and reactive way to propose to the public closer to employment a follow-up programme à la carte through 3 specific actions: Reinforced reception on the sector in collective and individual form Development of a precise individual diagnosis: programming of individual or collective appointments around job search techniques, business skills, computer consulting, professional retraining, job discovery, job surveys, simulation of job interviews, exploitation of the network Linking with partners, companies, known job offers, training organisations (English)
22 November 2021
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Identifiers
202000850
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