“ManpowerGroup and Junior Achievement are strongly aligned in their commitment to making a difference to the lives of young people by helping them nurture their learnability and upskill to become work-ready for today, tomorrow and the future.”
Chairman & CEO, ManpowerGroup
Board Vice-Chair, Junior Achievement Worldwide
ManpowerGroup ‘Ready for Work’ Award
The ManpowerGroup ‘Ready for Work’ Award recognizes those teams that have best built work readiness skills during the competition.
The winning team will display ability, likeability and drive, all of which are integral to learnability, and their project should nurture and inspire these qualities in others. Learnability is a key component of work readiness. It means the desire and ability to grow and adapt your skill sets to remain employable throughout your working life.
Criteria to Win the Award
1. Process of skill improvement (25%) refers to the degree to which teams have thought about their skills, acknowledged the gaps, formulated a plan to address them, accumulated those new skills and used them in the projects.
2. Skills displayed during the project (50%) refers to the degree to which the project submitted and the team’s performance during the final event reflects the following 5 skills:
- Creativity: Coming up with unusual or clever ideas about a given topic or situation or developing uncommon ways to solve a problem.
- Cognitive flexibility: Generating or using different sets of rules for combining or grouping things in different ways.
- Goal orientation (drive): Handling priorities efficiently, planning activities in order to guarantee goal achievement.
- Problem solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
- Digital skills: Using digital technology, communication tools and networks to define, access, manage, integrate, create and communicate information.
- Endurance: Highly resilient with a fast learning attitude, tenacious with a clear focus and has stamina.
3. Self-reflection and action learning (25%) refers to the degree to which the teams have looked back upon their project experience, derived some learnings and applied those learnings to next steps or projections for their company in the future.
In addition to the points for the three main criteria above, the jury can award up to 3 additional points for demonstrated impact on the work readiness of company beneficiaries / target groups, at the jury’s discretion.
Meet the ManpowerGroup Jury
He is career expert, business coach and mentor for executives and C-suite level. On top of that he gained a solid international experience in the counseling of change management projects within organizations and diverse assignments around career mobility. Furthermore he is an expert in leader coaching comprising leader development and professional adaptability.
Michel commenced his career at the University of Leuven where he conducted research and was teaching courses. During that period he was Field Director leading international scientific missions in the Middle East. He was co-editor of scientific publications and wrote articles in national and international magazines and congress editions.
In the following period he held several management functions in corporate communications and strategic management. A focal point was creating an entrepreneurial platform to guide start-up companies.
From 2007 onwards he is active as Consultant at Right Management and holds the position of Managing Consultant since 2010 being responsible for all operations and services of Right Management in the Belux for Career Management. Since 2015 his scope was expended towards Talent Management as well. Furthermore he holds a board membership representing Right Management at Federgon.
Michel holds a PhD in Human Science from the University of Leuven.
He is certified practitioner in the Birkman-behavioral test, MRG personality tests like Personal Directions, Leadership Effectiveness Analysis 360° en SLD and is experienced in the use of Thomas International (DISC) and MBTI.
Michel is native Dutch, fluent in English, conversant in French and German and has notions of Arabic.
Prior to that, Laura was HR Director for ManpowerGroup in Italy from September 2005. She joined Manpower in April 1995 as Permanent Consultant. After the launch of temporary work, she worked as Key Account Manager until January 2001 when she was appointed Strategies, Studies and Planning Manager. In July 2003 Laura started her career in HR, as Organisation & HR Development Manager.
Prior to joining Manpower, Laura worked as Internal Recruiting Specialist for a US merchant bank.
Laura D’Amico received a degree in Economics and Business Administration, from Luigi Bocconi University in Milan, Italy, in 1993 and followed a program for Change Management at INSEAD in 2004. She recently got certification in Emotional Skills and Competencies from P. Ekman International School.
Training manager, he has a real interest for educational innovations (including those from neuroscience). Convinced that it is necessary to lead everyone to develop and adapt continuously, he and his team are committed to offering effective and attractive training solutions to the Manpower permanent employees’ needs, by focusing on team approaches and adapted to the geographical dispersion of the branches.
In addition, Michel is involved in Senior Leaders and Talents management for ManpowerGroup France.
Michel joined Manpower in 1999 as employment and career manager for permanent employees. During the 20 years of successful work at ManpowerGroup, he has held several different positions:
Market manager for High Qualified Temporary Work and teleservices - working with 40 branches to help them develop this business segment (sales, communication, specific recruitment and assessment process…)
Associates RH Department Manager: implementing new tools and process, national partnership, training, change management to support our branches for temporary workers management (Sourcing, assessment, training, retention).
Marketing Manager (Candidates & Associates): Segmentation, communication, Manpower website, Sourcing/attraction, loyalty programs for candidates and associates.
During the first ten years of his career, Michel worked primarily in recruitment and then human resources for IT professional services companies, including an experience to a major HR project in the field of Nuclear waste management.
Graduated in Psychology from l’Ecole de Psychologues Praticiens (1985 Paris)
Other development areas: Labor Law, Management, Marketing Service (ISM), Lean Management.
He is also certified on the assessment tools P.A. Personality inventory, OPQ.
As new skill requirements emerge and grow in demand, it’s inevitable that others will become extinct. Consequently, there’s a growing awareness that individuals who seek learning opportunities will be more employable in the long-term…
Learnability is less about what you already know, and more about your capacity to learn. It’s about recognising that you’ll face new challenges throughout your working life, so it’s critical that you grow your skill set and adapt to new circumstances. In short, it’s a way for workers to “future proof” themselves – no matter who their employer may be and what their future work life holds. And be employable along their career.
What type of learner are you? Do the Test!
We all learn in different ways. A great team will include lots of different types of learners. Take this short quiz to find out your Learnability Quotient™ (LQ) and share the results with our team.
Are you a Thrill Seeker?
Are you a Thinker?
Are you an innovator?
Take the LQ to find out…
Every year ManpowerGroup finds work for more than three million people, over half of these are millennials. We know what skills employers are looking for and help people get ready for work, skill up and build integrated and inclusive workplaces every day. At ManpowerGroup we believe meaningful and sustainable employment has the power to change the world.That’s why our Sustainability Plan is built around learnability and employability: helping people develop the in-demand skills to be employable for the long-term.