The Placement Agency I Have Been Working With Since August 2015

This has meant that new approaches have to be made so that clients can access a type of interview at a time and in a place to suit them. To meet individual needs this has meant me offering telephone guidance or home visits to accommodate their requirements. I have also signposted them to online services such as webinars about CV building and networking and useful clips as well as online chats with prospective employers. I also offer events that may give them additional options and opportunities. I have also had to discuss the timing of one to one support with clients, as some prefer to have the interview in the early stages of resettlement to point them in the right direction, whereas others like to carry out their own research and start to make plans and use the interview to reassure them and challenge their options to get more out of it. This also means I can tailor my advice and guidance to the career path they are considering.

My interpersonal skills have been developed through working closely with colleagues whilst on placement but also through my employment at the coffee shop, this has been particularly useful when training new staff.

A learning contract directs learning and provides a roadmap for relationships and experiences with the placement organisation

Employability skills can be described as ‘having a set of skills, knowledge and personal attributes that make a person more likely to secure, and be successful in their chosen occupation’ (Hinchcliffe, 2001, p. 8). These skills are an important set of transferable skills which are best developed over

If I presented myself in the most professional and knowledgeable manner, it may be beneficial to obtaining a placement with this agency if I decided to pursue it. With these tips from Sarah, my nerves had relaxed a little and a couple more questions came to my mind. I knew I would be ready for the interview.

I have thoroughly enjoyed my first placement and feel as though I have learnt a great deal in just 8 weeks. I am happy with the feedback I have received, it corresponds to my own self-reflection and I believe it will help me develop and improve many of my skills.

As my clients come to see me to help them to find work through either training or employability skills it is important that I have had information on the local labour market, job roles and training courses for them to browse. I also have information, that from my experiences within the employment and welfare to work sectors I have found to be useful to clients when exploring the reasons that they are currently unemployed. Such information is on benefits, local authorities, counselling services, childcare provision, support groups and volunteering resources. I also have established links with a large number of third sector and employability agencies that I am able to refer and signpost clients to.

With the assistance of our community partners, who specialize in job placement, we have already recruited, train, and place many individuals in productive industry recognized positions such as: Janitorial/ (EVS), Certified Nursing Assistants (C.N.A), Hospitality/ Customer Service, and more. Our goal is to improve our placement and retention rate by removing barriers and adding additional support such as, implementing the case management approach which will tend to each case according to the individual need, expanding hours, increasing class size, and adding more access to child

* To ensure all learners are included in activities, I devise different ways of getting everyone in the room involved –differentiation. Topics of employability can be sensitive because there will be people in the room who’ve had bad experienced such as redundancy or treated badly by the

GenerationOnes aim is to end inequality and disparity between Indigenous and non-Indigenous Australians by means of employment. It is a Non-For-Profit organisation which aims to invoke the Australian community to closing the inequality gap. The ways in which the organisation aims to tackle disparities with equality is through employment, education, training and mentoring. GenerationOne has two major initiatives. The Australian Employment Covenant (AEC), this education program aims to ensure a workforce for indigenous Australians securing 50,000 sustainable jobs. This is to make sure the cycle of unemployment and poverty is broken within these communities and through the generations. In order to combat the unemployment GenerationOne has introduced Vocational, Training and Employment Centres (VTEC)

The Toronto Employment and Social Services is known for its vital role of providing social and financial assistance including employment programs and services to the demographic population. It has strategically built 19 employment centers in different parts of the area mainly in order to reach people at community levels. The role of the agency’s staff is to provide variety of services such as advising people on how they can obtain jobs and how important training is to get the desired job, assisting people to get financial benefits and helping them to get benefits from other social services (Relph, 2014). This paper aims to examine the services that the Toronto Employment and Social Services offers to the local population. The paper also examines

Youth unemployment has been a constant problem in Australia for decades. In Treasurer Scott Morrison and the Coalition’s 2016-17 budget, a new plan focusing on helping young people join the workforce aims to drastically lower the youth unemployment rate over the next few years: the ‘Youth Jobs PaTH Program’. The $752 million dollar program aims to help up to 120,000 vulnerable young people over the next four years (Budget 2016-17, Queensland Government). However, there is a concern how effective the scheme will be, due to its emphasis on purely internships. Many argue that the Coalition’s youth unemployment scheme ‘Working Futures’ is a better option to lower youth unemployment, for its alternative structure and focus. To decide which one is best for Australia, both the Coalition and Labor Party’s scheme will be judged by analysing their social impacts upon the Australian youth.

At the initial appointment, ECs familiarise themselves with the participant’s employment history and gather relevant information, including medical history, vocational and non-vocational barriers and transferable skills. Break Thru reported on the importance of staff to identify at initial contacts with the participant their goals and to build rapport by having an individualised approach. Break Thru representatives outlined its mentor system, which provides participants with a mentor who has faced similar challenges. Staff advised that they conduct role play interviews with participants and also provide career preparation training modules including communication and presentation, resumes preparing for an interview and mindfulness. Break

Unemployment is recognised as one of the most challenging social problems currently facing Australia. In the last two decades and more recently with the global recession high levels of unemployment have become an established feature of the South Australian social and economic landscape, with young people aged 15 to 24 years among those hardest hit by unemployment.

Globalisation, as an integrated and independent world economy, has contributed to the rapid expansion of international trade and world’s economic growth (Paik & Vance, 2006; Mutsuddi, 2012). The increase presence of global firms is shifting domestic HR towards global HR in addition to carry out a wider span of HR responsibilities (Losey, Meisinger & Ulrich, 2005; Rao, 2010; Jie, 2011; Mutsuddi, 2012). The generation of cross-border labour market also had brought human resource management into an international context (Mutsuddi, 2012).