House of Skills | Deloitte Impact Foundation

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Building a sustainable House of Skills

Contributing to a society in which people are empowered to participate and in which everybody profits from technological progress, supported by the Deloitte Impact Foundation.

Johan Stuiver is Director of Strategy & Innovation Public Sector at Deloitte. He specializes in regional economic development and is closely involved in the House of Skills project, to which almost 200 organizations are already affiliated. Johan: ‘In order to relieve the high tension of the labour market, it is crucial that we adopt a skills-oriented approach to finding, matching and retaining personnel, instead of focusing on training and work experience only.’ Read how the Deloitte Impact Foundation is involved in this project.

The work and workforce mismatch

Technological developments in the labour market affect people with low and medium levels of education. Advancements in automation not only replace certain jobs in the long term, but also call for more technical skills, which are already scarce today. Also, the so-called 21st century skills are becoming more important to employers. As a result, an increased mismatch is foreseen between the needs and demands of employers and the skills of ‘the workforce’. This calls for a new approach and collaboration

Introducing House of Skills

To bridge this gap, the municipality of Amsterdam works together with 13 public and private partners to develop the House of Skills with the objective of life-long learning; a new solution to the challenges that the future of work is posing. View their video

House of Skills is a lab where employees - who will lose their job to automation - analyse which skills they already have developed and which ones they need to build, to get a new job – sometimes in a different field. The coming years, a sustainable House of Skills will be developed; after this it should be running autonomously. Deloitte is involved in this process. 

Empowering people to participate

Johan: ‘In order to relieve the high tension of the labour market, it is crucial that we adopt a skills-oriented approach to finding, matching and retaining personnel, instead of focusing on training and work experience only. This means that employers no longer have to ask for "ten years of work experience" and that employees must know what they can do. Everyone has to look for their skill factor. This not only makes it easier for people to move from shrinking professions to growth professions. It also becomes clearer in which area people still need to develop in order to increase their chances of finding work. With this project, we contribute to building a society in which people are empowered to participate and in which everybody profits from technological progress.

Read an interview with Johan on Kijk op Noord-Holland.

Research: Challenges labour market due to energy transition

Earlier this year, sixty people involved in the education and labour market aspects of the energy transition were invited by House of Skills and the Metropol Region Amsterdam, to jointly shape the Human Capital Agenda for the energy transition. Without joint action and commitment to such a program, it will not be possible to realise the strong ambitions in the field of this transition. Deloitte colleagues performed a preliminary research called ‘Foto actuele situatie energietransitie & arbeidsmarkt’ (Dutch only).

Supporting House of Skills

In the past years, several Deloitte colleagues have supported House of Skills by sharing their expertise in the following projects:

  1. The delivery of a financial, operational and governance model of the House of Skills 2.0: the second phase including implementation and execution;
  2. The strategy of the House of Skills 2.0 and contribution to the creation of the Transfer Points Schiphol and Healthcare;
  3. Contribution to the creation of transition paths from shrinking to growth professions in the healthcare, technology and energy sectors in Metropol Region Amsterdam;
  4. Contribution to the construction of the House of Skills community.

Next steps

Johan: ‘We are still talking with the City of Amsterdam about the implementation of a data-driven labour market policy and the possibility of building additional transition paths for the IT, Public Administration and Transport & Logistics sectors. We recently participated in a lab session on this topic with the municipality of Amsterdam. It looks like we can continue our contribution on this subject, which is great!’

Research: Hidden matches

AWVN, Deloitte and UWV have performed a research to detect hidden matches in the labour market. Surprising jobs were encountered that matched well with each other at competence and task level. Such as the profession of administrative assistant, which 69% matches with the tasks and competencies of a purchasing employee. And even 71% of the tasks and competences of an event coordinator match those of an expedient. Johan: ‘If you look at the tasks and competences, it turns out that many “hidden matches” are still possible. For 22 professions for which there are many candidates and few vacancies, there are on average eight comparable professions.’

Time for action!

Johan: ‘I strongly advise companies, education and government to take action:

  • Companies, please invest in talent development;
  • Education, offer tailor-made trainings;
  • Government, take control and facilitate processes that focus on collaboration between the various parties. 

These actions will benefits the labour market and the business climate. You can become a growth engine for your regional economy!

The Deloitte Impact Foundation

Through the Deloitte Impact Foundation, Deloitte is committed to bring a positive impact to society. We share our core competences, knowledge and network in societal initiatives to make an impact in the fields of education & employment, sustainability and endurability. Read more about the Deloitte Impact Foundation and view our other initiatives.

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