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Erik Kaemingk, Human Capital Agenda Greenport Gelderland
M: +31 (0)6 37433276
*Human Capital Agenda in horticulture
*Greenport Gelderland is 2nd horticulture production area in the Netherlands, leading in mushrooms, fruit and chrysanthemums.
*Ambition: in 2020 one of the five main horticulture regions in Europe.
*1600 horticulture enterprises employ 14.000 people
*Most of the enterprises are SMME (2 – 25 employees)
*Horticulture in Gelderland
*Human Capital in Horticulture
*Started in December 2013 with a covenant between the region Rivierenland, LTO employers organisation, Helicon (VET College in agriculture and Greenport Gelderland.
*Focus: sufficient amount of professionals (entrepreneurs & employees) in 2020
*Expedition Horticulture
*Training & development
*Bridge the distance between education and sector
*BranchePool Horticulture
*HCA challenges
*Entrepreneurs focus on producing and selling
*Only a few see Human Capital as a strategic issue
*Human Capital is a buyers market: you hire the cheapest people that are available at the time you want them.
*Consequence: a lot of people from middle and east European countries
*Attempts to get unemployed people working in the sector caused a backfire instead of enthusiasm
*The Russian boycott is the last straw that breaks the camels back, 80% of the enterprises stops before 2020
*HCA hopes
*SMME entrepreneurs love their employees
*You don’t have to be excellent, motivation and flexibility are the most wanted competences
*Expectations are that employability grows, area of quitting enterprises will be taken over by others.
* In 2020 the market will be dominated by bigger or more specialised enterprises. A lot of work will be automated.
* In 2020 we need more professionals in cultivation, mechanism, sales, management, administration etc.
*This conversion generates new opportunities in the labour market.
*Public Value in the Branchepool Horticulture
*Employers find the highly motivated and flexible employees living in their neighbourhood they need for a normal price.
*People find jobs and job (learning & working) opportunities as a stepping stone to a sustainable career.
*The municipality, public employment in the region pay less for social security
*Vocational Education can take care for training & development of these people on their way to become a professional
*Organisation of the BranchePool
*Recruitment & Selection (unemployed & challenged people by municipalities and public employment, people from other sectors by their outplacement organisations, etc
*Collecting data of all these people in a Personal Data Ecosystem. Connecting all parties involved.
*Enable people to work flexible make quick alternates between work and social security
*Training and development
*Personal coaching of both employee and employer
*Legitimize the BranchPool
*Co-creation meetings between horticulture entrepreneurs and aldermen.
*Make Return on Investment Deals, include other policy domains as infrastructure, energy, in these deals
*Organise these meetings at horticulture companies that already employ youngsters, unemployed, challenged and people from other sectors
*Make access to the branchepool easy
*Evaluate the ROI regularly and learn from the evaluation.
*Thanks for listening
