Mobility on the labor market and lifelong learning

Information and communication Technology continues to expand the boundaries of higher education into an “any time – anywhere” experience. The combination of wireless technology and mobile computing is resulting in escalating transformations of the educational world. The question is, how are the wireless, mobile technologies affecting the learning environment, pedagogy, and campus life? To answer this question, we must assess the current state of affairs, surveying cyber culture globally and historically.

The increasing importance of learning mobility

"Learning mobility for the purpose of acquiring new skills is one of the fundamental ways in which organization and individuals, mainly young people, can strengthen their future employability as well as their personal development." Said Mazen Jabri, managing director for MEA and emerging market at Global Knowledge.

As a specialist and expert training provider of worldwide technology leader (Cisco, Microsoft, VMware, etc…), he is considering Mobility as a most valuable technology that will develop potential for workers and for jobs. This presupposes policies to promote lifelong learning and active policies on employment. "Mobility is the future of labor market," Jabri added.

Learning mobility has played an important role in making education and training systems and institutions more open, more accessible and efficient. It can also strengthen Arabian's competitiveness by helping to build a knowledge intensive society, thereby contributing to the achievement of the objectives set out in for growth and jobs. In the context of the current international economic crisis, the commission has stressed that investment in education and training, is crucial. It has also underlined that while there may be a temptation in such circumstances to divert resources away from such activities, it is precisely in times of economic difficulty that investment in knowledge and skills needs to be safeguarded. Therefore the mobility of learners should form part of a renewed drive to build Arabian's skills and ability to innovate and compete at international level.

“MEA should look beyond 2010. Development of skills and competencies during education and training should meet the demands of tomorrow better than it does today.” Said Jabri

What kind of mobility

Mobility has involved in the situation of all people in all different learning contexts, i.e. at school; at bachelor, master and PhD levels within university studies, as well as in internships, apprenticeships, youth exchanges, volunteer work or vocational training, in or outside the MEA. It sees learning mobility as relevant in all disciplines and areas, such as culture, science, technology, arts, sports, and also young entrepreneurs. It aims to invite an exploration of how existing and new mechanisms and instruments can be better mobilized to promote the mobility of people and how the different levels of public authorities - MEA, national, regional and local - together with other stakeholders – business, civil society, private individuals – can be mobilized.

Identifying and anticipating needs for skills

Identifying and anticipating needs for competence, qualifications and skills are an important but extremely complex matter. Anticipation can be carried out at national, regional, sectoral or enterprise level. An analysis of the need for skills can be quantitative or qualitative. In both cases, it should be linked to industrial change, restructuring of the economy and the change to the information society. The results of this identification and anticipation should lead to changes in the training provided within enterprises and by public institutions. At enterprise level, identification and anticipation should be part of Human Resources Development and belong to the business strategy. Anticipation should be linked to training plans at company level and at individual level.

Mobility @ Global Knowledge

Global Knowledge is the Cisco’s most specialized learning partner in MEA with technical expertise and highly educational skills in the Mobility area, which guarantees a high level in product and technology related training and a highly satisfactory result for organizations. Always being on line with the latest developments and trends in Mobility technologies ensure and underline GK commitment to the high quality in technical training.

Through mobility partners, customers, employees and assets can connect anywhere, anytime to improve convenience, enhance customer responsiveness, and increase competitive advantage.

GK offers IT professionals the necessary knowledge and skills to design, install, support and operate a mobile wireless solution. In the IP Transfer Point area, GK has a truly unique position, being the only Cisco Learning Solutions Partner offering expertise in this area.

Moreover, GK has been early to market in recognizing the challenges that organizations face and the demand on new skills that are required for both their IT department and their workforce. With a strong background in telecommunications training, along with a unique vendor relationships has given GK early access to the demands of this changing market.
This expertise has allowed developing a solution that addresses the training needs of any organization that is currently implementing a Mobility and Unified Communications strategies regardless of which hardware or software that they adopt, focusing on single and multivendor learning solutions…

Conculsion

To create a dynamic labor market where mobility is a possibility instead of being a threat, MEA needs to invest more on education and training. In this way, it is possible to create a win-win situation for workers as well as for companies by emphasizing the quality of employment and industrial relations.

Also MEA needs a system of social relations securing mobility and professional careers. This will develop potential for workers and for jobs. This presupposes policies to promote lifelong learning and active policies on employment, social protection and support for workers during all forms of transition. To make this possible one of the first steps would be to increase investments in education and training, which are a necessity, not a luxury for MEA. Lifelong learning which involves vocational training and higher education must be developed so that European workers have the ability to answer the challenge of global competition.