European Business Awards for the Environment 2012 : 5 winners

« The finalists in this year’s European Business Awards for the Environment clearly demonstrate that taking a green approach can make a major difference to their profitability and to our common good through innovative and sustainable eco-technologies and processes. » said Janez Potočnik Commissioner for the Environment.
The five winners represent large corporations and SMEs, old and new Member States, and sectors from retail to energy to material engineering. Most of the applicants were SMEs. The greatest number of entries (62) was in the newly introduced “business and biodiversity” category. They were selected from a shortlist of 14 candidates from nine European countries and wide-ranging economic sectors. They are companies that successfully combine innovation, competitiveness and outstanding environmental performance (Green ICT).
« The Europe 2020 Strategy recently adopted by the Commission follows the same line of thought, recognizing that a better environment matters not only for the quality of life of citizens, but also for the economy. The strategy will help prepare businesses for the long-term challenges of resource efficiency and sustainable growth, and it will do this with economic incentives that promote true innovation and creativity. » concluded Janez Potočnik Commissioner for the Environment.

Small companies create 85% of new jobs

According to study from the European Union , SME are responsible of the net creation of 85% of employment inside the EU between 2002 and 2010. Anual growth in SME is 1% and 0.5 % in large companies. This also confirm that 2 on 3 jobs are done in SME (67 %) Small companies under 10 empoyees develop more the employment than any other group. Salaries and security is lower in SME than in large companies.
This is why it is absolutly needed to think about SME in vocational training! at the moment as the studies show that mainly jobs profiles and training courses are developped on large companies models.
All work done by e-jobs observatory take in account the SME training needs as well than for large companies.

To have a look on professional functions profiles for e-jobs, have a look on this page !
Comments are welcome!

Multilingualism for jobs mobility, but not only

On November 17, the Council of the European Union issued conclusions on language competences to enhance mobility. In the document the Council not only addresses multilingualism for jobs mobility but also mentions the importance to foster better use of language competences as a mean of increasing the competitiveness of EU business, and especially that of small and medium-sized enterprises. In this context, the Council welcomes the work of the Business Platform for Multilingualism of which EMF is a member of the Steering Committee, and invites the European Commission to further pursue its support and stakeholder initiatives of this kind.

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Implementing eCompetence Framework into ICT SMEs

As a result of the « eCF into SMEs » project, the document “Implementing eCompetence Framework into ICT SMEs” focuses on the issues raised by the implementation of the eCompetence Framework in ICT SMEs. It also addresses the issue of moving SMEs towards a greater awareness of their e-competence needs and e-certification opportunities. The document has been carried out in the framework of the CEN WS ICT Skills with funding from the European Commission.

The document contains the following outcomes:

-The current set of ICT SME e-CF competences and levels with possible language simplifications
-A tool for e-competence need analysis within ICT SMEs that will replace the semi-structures questionnaire as new release shared and adjusted with SMEs
-An e-Certification chart example based on e-CERT method connecting ICT SMEs e-DF competences to e-certifications available on the market (both proprietary and open source)
-A synthetic document with conclusions of interviews within SMEs
-Overall considerations on costs of e-competence formal recognition (i.e. e-certification) for SMEs.

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More trainings about e-jobs

Trainings in the field of e-jobs are increasing each day. More and more students are trained in this field, nevertheless on the companies side (specially SME under 20 employees who represent more than 80% of non-public employment ) still express difficulties to recruit employees they need !

Universities and training organisations teach mainly knowledge, which is of course the basics of the work. But in addition, in a recruitment process candidates have to show and to prove that they have more than knowledge ! they have to prove that they can increase the revenue of the company. Key points for recruiting, on the company side is a balance between the « best employee » and the less risked one ! Recruiters make arbitrage between those two main issues ! For that they evaluate things such as team spirit, attention to details and precision, communication and cooperation with members of the team and with custommers and partners. To have, and to show effectivly a « custommer orientation » is decisive according to the results of the studies of the E-jobs-Observatory. More detailled issues are available in french language on Le Cerle Les Echos.

François Adoue
Credit photo

E-jobs 2.0, The true revolution !

Internet jobs have spread from internet specialised companies to all organisations, even SMEs. It is now common that one or several staff members are working on internet jobs in companies across activities & sectors, especially in companies under 20 employees. This is a total revolution, albeit these jobs are often part-time jobs with many employers. Job offers are not published officially because too much applications are received by company managers, so recruitment is done through informal contacts and personal networks.
See an article published in the French language on Le Cercle Les Echos.

Internet Jobs : Do not forget SMEs! – article in Les Echos

As most new internet jobs are available in SMEs, it is important to note that professional profiles are different in SMEs than in large organisations.

Working on the internet in an SME requires a more transversal approach and involves more communication and marketing skills. Of course, technical skills are important, but the final decision to hire a professional will mostly depend on his/her soft skills.
The PIN project (Leonardo da Vinci network) identifies technical and soft skills for key internet-related job profiles and will publish them on the e-Jobs Observatory.

Les Echos, one of the main French economic newspapers, recently published an article on some of the main findings of the project.