(part of the InLOC Guidelines)
- The relevance of InLOC to different stakeholders
- Skill or competence standards setting bodies
- Competence model and framework developers
- Curriculum developers and managers
- Recruitment and HR system managers
- Individuals seeking places in educational institutions or the workplace
- Learning technology systems providers
- Recruitment and HR management systems providers
- Policy makers
- Participants in specifications and standards development
This section very briefly sets out the different kinds of stakeholders who may have an interest in InLOC, and explains more about how those different stakeholders can use InLOC outputs and interact with InLOC more generally. The material here has been derived from an extensive programme of stakeholder engagement. Much of the analysis of stakeholder needs is displayed through the Stakeholders pages on the project web site.
InLOC is intended for the benefit of several stakeholder groups, in one way or another. Here are distinguished:
- skill or competence standards setting bodies
- competence model and framework developers
- curriculum developers and managers
- recruitment and human resources (HR) systems managers
- individuals seeking jobs or learning in educational institutions or the workplace
- learning technology systems providers
- recruitment and HR management systems providers
- policy makers
- participants in technical specifications and standards development
There are several bodies across Europe whose business it is to define the skill or competence requirements for occupations.
- In the UK, there are Sector Skills Councils overseen by the UKCES.
- In Germany, BIBB plays a role in defining the content of vocational education and training.
- In France, it is the French Ministry of Education that supervises the content of vocational qualifications.
- The French Cigref maintain a reference point for job competences for IT professionals "Information Systems roles in large companies".
- At a European level, Cedefop’s mission is to support development of European VET policies and contribute to their implementation.
They will be able to use the InLOC information model and bindings to publish machine-readable electronic versions of their frameworks or occupational standards, that can easily be referred to and used by others.
InLOC can enable and catalyse the popularisation of occupational competence standards. It supports development of applications on top of the standard, which in turn support practical use cases.
Such people may work for the standards setting bodies mentioned above, or they may work for other bodies.
- In the UK, an example is Vitae, who have produced the Researcher Development Framework noted by InLOC. [VRDF]
- The Council of Europe has developed the Common European Framework of Reference for Languages. [CEFR]
They too can use the InLOC information model and bindings to publish machine-readable electronic versions of their occupational standards, that can easily be referred to and used by others.
Anyone who is developing a course with intended learning outcomes can use the InLOC information model and bindings to publish machine-readable versions of their course learning outcomes, perhaps within machine-readable versions of their course catalogue as a whole. The ease of access to this information, and its standard structure, will mean that many web-based services can find and use the information, advertising the courses at no extra cost.
In the process of development, curriculum developers can take advantage of any available information about occupational competences published in InLOC format, and reuse it as permitted, saving them time, and helping towards greater cross-curricular consistency.
These people can use InLOC approaches to structure their internal competence frameworks, making use of any published competence frameworks. They can also use their own or public frameworks to define employee requirements and development objectives. If InLOC formatted materials were widely available, they would facilitate the processes of gap analysis, using common definitions rather than relying on their own private ones. This will be particularly helpful for gap analysis extended beyond one organisation.
InLOC could also help human resources management in other ways:
- for job application
- for employee performance management
- for employee personal development planning
InLOC provides a basis for future systems that build job profiles. Job profiles are not explicitly included in InLOC, and thus will need a small amount of extra work. InLOC may stimulate the idea that job profiles could be built using InLOC-formatted information, and that idea can in turn lead to requirements for this kind of functionality.
In addition to the use of compliant systems with InLOC, these people could refer to InLOC competence definitions from their online CV or e-portfolio. The fact that the competence definitions are publicly defined and available on the Net can be expected to result in it being much easier for employers to search for people with relevant skills and competences, which in turn will lead to individuals finding appropriate jobs more easily. In other words, the labour market will work more effectively.
These systems providers can build in support for InLOC formats, so that users can easily customise their systems with any published LOC framework. Providers will not have to develop many different variants of their systems to cover different styles of learning outcome representation, but will instead be able to focus their resources onto producing the best possible products, knowing that they will be very easy to customise for any area of learning.
These systems providers can build in support for InLOC formats, enabling their clients and users more easily to find and specify employee ability requirements and targets. Similarly to the advantage for other systems providers, they will be able to focus their resources on their core strengths of developing the best software, without having to worry about customisation for different areas of competence.
When a further specification is agreed for job profiles, system providers will be able to build in support for creating full job profiles on the basis of InLOC information, potentially then feeding in to recruitment services.
Policy makers can recognise the advantages of a coherent approach that InLOC enables, and include the requirement for InLOC support into their policy decisions. Understanding the social and political benefits that are possible, they can justify their policies with reference to the positive outcomes of a much improved labour market.
These people can reuse the structures created in InLOC and integrate them further into learning technology standardisation and beyond.