PIVOTAL OR PERIPHERAL Jenny Bimrose Institute for Employment Research University of Warwick Jennybimrosewarwickacuk LMI Pivotal or Peripheral Labour Markets dynamic Labour Markets dual processes ID: 935064
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Slide1
LABOUR MARKET INFORMATION (LMI) IN CAREER GUIDANCE:
PIVOTAL OR PERIPHERAL?
Jenny Bimrose
Institute for Employment Research
University of Warwick
Jenny.bimrose@warwick.ac.uk
Slide2LMI: Pivotal or Peripheral?
Slide3Labour Markets: dynamic
Slide4Labour Markets: dual processes
Slide5Exchange: goods & services
Slide6Labour markets:
equilibrium
Slide7Labour Markets:
disequilibrium
Slide8Information about Labour Markets
LMI
What is it?
What role does it
play?
Slide9Labour Market Information
DATA about:
general employment trends
(i.e. unemployment rates; skills gaps; future demand)
the structure of the labour market
(i.e. what jobs exist, how many, which sectors)
the way the labour market functions
(i.e. how people get into jobs & move between employers) focusing on equality and diversity (i.e. which individuals are employed in different sectors, at what levels/pay?)
Slide10Labour Market Information
the interaction between labour demand & supply
(i.e. mismatches – unemployment, skill shortages)
national, regional and local labour market variations
(i.e. size of workforce, prominent sectors, etc.)
progression routes
(i.e. career structure, earnings, transferability of skills, etc.)
Slide11Information v. Intelligence
Slide12Role of LMI in Career Guidance?
Slide13LMI: Pivotal or Peripheral?
Slide14LMI: Interplay of factors
Slide15Because of this complexity:
Role of LMI in career guidance is
variable across countries
Even within countries, variations
exist across
different operational contexts
LMI: Pivotal or Peripheral?
Slide16LMI: Country variations
Slide17Increasing competitiveness (The Scottish Government, 2011):
Career management skills are central Means enabling individuals to ‘understand how the labour market works’, through:
My World of Work (website)
Scottish Labour Market Information & Intelligence Framework – plan to identify current provision, create common understanding & ensure needs met (Skills Development Scotland, 2012)
LMI: Scotland
Slide18The Employability & Skills Division of the Dept. for
Educn. & Skills within the Welsh Government:
Tasked to communicate intelligent & analysed LM Intelligence to better align supply/demand
Major review – with services moving into a new stage of web-development
LMI (information & intelligence) forms key part of this strategy
LMI: Wales
Slide19New career strategy noted the importance of access to LMI for users of the Careers Service (DEL & DE, 2011).
Website comprises job profiles, links to employer bodies,
JobCentre
Online NI, links to vacancies locally & across Europe
Access to LMI – enables improved understanding of education & employment opportunities
LMI: Northern Ireland
Slide20LMI is part of modernising the delivery of services, with a focus around the skills agenda:
Jobcentre Plus - Transforming Labour Market Services (TLMS)
National Careers Service website, with telephone guidance services – LMI central
LMI 4 All – UKCES commissioned the development of a data tool for careers
England: LMI
Slide21‘The
knowledge and application of CLMI (career and labour market information) is a core part of a career professional’s competencies and central to ensuring young people and adults are provided with a high-quality service’.
Reference: Careers Profession Task Force (2010). Towards a strong careers profession: An independent report to the Department for Education. London: Department for Education.
LMI: Practice Implications
Slide22Building skills and
confidence
using labour market information
in practice
LMI LEARNING MODULE
Aim:
To support the learning of career professionals to
increase their effectiveness in
using LMI in practice
Explores
:Why we need LMI in careers
Sources of LMI – locating and evaluating sourcesHow to use LMI effectivelyKey trends and what it means for careers guidance
www.warwick.ac.uk/go/ngrf/lmimodule
Slide23For
the following OCR units:OCR Level 4 Diploma in Career Information and Advice (04512)
Level 4 Unit 11 Source, evaluate and use
LMI with
clients
Level 4 Unit 16 Obtain and organise career-related information to support clients
OCR Level 6 Diploma in Career Guidance and Development (10215)
Level 6 Unit 6 Use career and
LMI with
clientsLevel 6 Unit 15 Source, evaluate and use labour market intelligence with clients
OCR endorsement
Slide24LMI:
Role in decision-making
Traditionally, career decision-
making has been regarded as a
rational, linear process:
Information gathering
Analysis
Making a choice
i.e. the
‘matching approach’
to guidance
Slide25Matching at the heart?
Matching assumes a degree of stability in the labour market:
‘
Trying to place an evolving
person into the
changing work environment ... is like trying to hit a butterfly with a boomerang’
(p.263)
Ref: Mitchell, L.K. &
Krumboltz
, J.D. (1996) ‘
Krumboltz’s
learning theory of career choice and counseling’, in Brown, D., Brooks, L. & Associates (Eds) Career Choice and Development
(3rd Ed), San Francisco, California, Jossey Bass.
Slide26Alternatives to matching
Range from:
Unmediated:
give clients/students direct access to high quality LMI
Developmental:
LMI adapted for different stages
Empowerment:
encourage clients/students to use LMI to support a broader process of personal growth
Learning:
use LMI for specific purposes (e.g. challenge misconceptions)
Slide27Most LMI research focuses on usability of products:
Readability; Accuracy of information;
Ease of access;
Amount of use;
Focused on students, not adults
Ref:
Savard
, G. & Michaud, M. (2005). The Impact of LMI on the Career Decision-Making Process: Literature Review. FLMM
LMI: research evidence?
Slide28Unanswered questions:
How do
individual clients
use LMI?
To what extent does assistance by a service provider enhance
the
effective use of
LMI by individuals?
To what extent is independent self-help a sufficient process for clients to use LMI effectively?LMI: research evidence
Slide29Research evidence:
access to expert knowledge & information was regarded as critical to effective career guidance (Bimrose et al., 2008);
necessary for career professionals to support information seeking behaviour (Vilhjálmsdóttir
et al.,
2011);
LMI:
career practice
Slide30Tailored LMI embedded
in a learning process most powerfulLMI appropriate for client’s specific need (not general LMI) appears to support engagement & action
Structure & timelines
appear to motivate action and create a sense of progress
Giving clients
hands-on tools
appears to be best motivator
For many, a
little (or no) professional support
is adequate
(Ref: Hiebert, B. (2010) Assessing the Impact of LMI: Preliminary Results of Phase Two (Field Tests). CRWG)LMI: Clients
Slide31Classification of occupations
Insufficient detail for some occupationsLack of standardisation of dataInconsistent dataInsufficient sample sizesInability to disaggregate to the required level
Skewed vacancy data
Local LMI (expertise in building employer networks needs to be re-established)
LMI: challenges
Slide32Pivotal!
Key differentiator:
makes career
guidance distinct
from other helping
professions
LMI: Pivotal or Peripheral?