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NTG signs agreement with McKensey project

Federturismo Confindustria and McKinsey signing partnership agreement

Federturismo Confindustria and McKinsey are signing a partnership agreement to create a link between the Next Tourism Generation Alliance Project and “Generation”, a global McKinsey’s project for skills development and sustainable careers.

The aim of “Generation”

 

The most relevant challenges of the labour market is the mismatch between job demand and supply. Worldwide, over 75 million young people are unemployed, but 40% of employers cannot find the right people with the skills they need for entry-level jobs. This is the reason why, in 2014, McKinsey launched “Generation”, an international project, which has the aim to help bridging the gap, by supporting young people to build thriving, sustainable careers and providing employers with the highly skilled, motivated talents they need to improve their business outcomes.

 

Where is ‘’Generation’’ active, currently?

 

Generation is currently active in 11 countries, counting more than 100 cities and more than 250 sites, and it is preparing to launch programs in UK, France, Brazil and Australia. In 4 years, Generation has graduated and supported more than 26,000 students in finding a job, becoming the largest and fastest-scaling global employment program, winner of the WISE award 2018 as the best training initiative. Cumulatively, Generation graduates have earned more than $75 million in salaries and 82% of them have been placed in jobs within 3 months from program completion.

 

What about Italy?

 

In Italy, the second country in Europe after Spain in which the program was launched, Generation began its activities in 2018 as a nonprofit Foundation making the global program available to young unemployed people in Italy. Last October, Generation Italy launched its programs to train retail sales assistants. This year, Generation will scale up its retail program to different cities and is starting 2 new programs aimed at training Junior Java developers and sales assistants in the hospitality and food & beverage sector. Overall, within the next 3 years, Generation Italy aims at training and placing more than 6,000 young people, currently unemployed.

 

Generation’s methodology

 

Generation’s methodology consists of 7 different components aimed at supporting the young unemployed and employers throughout the entire process. From the very beginning of the process, Generation puts engagement of employers at the center of its activity, essential for the program success. By the same token, a crucial characteristic of Generation is the importance given to the intrinsic aspects, the motivation, and the mindset of the young people it trains and to their development. Additionally, great emphasis is given to the regular data gathering and performance monitoring which are to measure results and impact as well as to develop further and improve Generation’s training offer. Finally, Generation aims at building a supporting community/network through its activities of support and mentorship to sustain learners on the job and in their life.

 

The Preparation Phase involves the following steps:

 

  1. Employers’ needs identification: investigation and labor market statistical data analyses to identify target professions of the program;
  2. Employers’ needs validation: companies’ need for professions are validated through a set of activities such as surveys, focus groups and one-to-one interviews to better understand reasons for scarcity, employees’ performance and employers’ pain-points in finding and training people with the right skills;
  3. Learners’ interests validation: focus groups and interviews are organized with potential candidates/learners to assess the overall level of interest and attractiveness of the profession;
  4. Program development: courses’ curricula are developed together with employers. In order to tailor training programs to employers’ needs, Generation conducts “Activity Mapping”, a set of activities (interviews, job shadowing, and best practices’ identification) focused on understanding role’s tasks to turn them into training activities;
  5. Training partners selection and coaching: Generation does not deliver the training directly. According to the specific program it develops and the geographical area it serves, Generation identifies and selects training partners. These are onboarded on Generation’s methodology and supported by Generation during the whole duration of the courses.

 

The Project Cycle involves 6 different stages:

 

  • Students and companies mobilization: a mobilization campaign is dedicated to identifying candidates and additional employers that were not included in the preparatory phase. To do this, awareness about the program is raised through Generation’s websites and communication is often delivered in collaboration with partnerships on social media (Facebook, LinkedIn, Twitter, Instagram);
  • Students selection: participants to the programs are recruited through an online test to assess their numerical, logical, and behavioural skills. One-to-one interviews of approximately 30 minutes each follow, and employers are engaged once again to interview the candidates;
  • Training: the courses are then executed as a short and intensive “boot camp” covering relevant technical, behavioural, and mindset skills. Students attend classes of 25 people from 3 to 12 weeks, depending on the type of program;
  • Matching and hiring: the program’s graduates are offered the opportunity to interview with several companies whose vacancies had been gathered in the first steps of the process. This means that interviews are ensured to all participants before the start of the programs and that potentially everyone can be placed;
  • Mentoring: continuous support is offered to students both during and after the program. A community of alumni and partners follows the programs and mentors the graduates into the workplace with weekly support and check-in with employers;
  • Monitoring: Generation constantly gathers and tracks data until 1 year after the placement to make sure ongoing learning and improvement, to measure the return on investment for employers and students. 3 types of ROI are assessed: the program impact on participants, the return on investment for employers, and the impact of Generation for funding partners.

 

By NTG key partner Federturismo Confindustria.

 

Follow the efforts of the Next Tourism Generation via our website, Facebook, Twitter | #NTGskillsalliance or via LinkedIn

 

You can find more information about Generation at the following link: https://italy.generation.org/

https://www.generation.org

 

 

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