The concept of internationalisation and the inevitability of mobility of highly skilled employees: What can the nuclear energy sector in Europe learn from it?
The international mobility of highly skilled professionals is not a new phenomenon - cosmopolitan values have always been part of various institutional operations. Nevertheless the concept of internationalization, as we know it today, developed primarily in the last thirty years on the basis of globalization. Internationalization became increasingly important, if not a core component of the various institutions throughout the world.
In Europe, countries have been faced with profound social, political, economic and technological change especially since the beginning of the nineties. These changes were due to globalization of capital, production, trade and services, and Europeanization. It is recognized that only social cohesion, intercultural dialogue and international cooperation can enable organizations to successfully face the challenges and risks brought by technological development, globalization and European integration processes. The internationalisation of research and development (R&D) and mobility of human resources in science and technology has therefore become a central aspect of globalisation.
As the mobility increases, so do challenges with it, one of which is the recognition of education and qualifications acquired. Mutual recognition concentrates, not on the process of qualification, but on the outcome of that process. In other words, it does not matter how individuals become qualified in their own country, the important fact is that they are qualified.
What about mobility in the nuclear energy sector? The nuclear energy sector in Europe can also profit from the increased mobility of its employees where this mobility is necessary for:
1. human resources development (through the exchange of tacit knowledge, transfer of knowledge from retiring experts to newly employed experts, etc.), and for
2. creating of strategic alliances.
There are nevertheless still some questions to be addressed on the European level which could facilitate this mobility:
• the harmonisation of job profiles’ denominations or the existence of a common job taxonomy for the nuclear energy sector within the EU;
• a network of education and training (E&T) and other institutions on national level that recognise the above taxonomy;
• familiarity with and use of the European Credit System for Vocational Education and Training (ECVET) principles within the nuclear energy sector in the EU for a set of jobs from the above taxonomy which are, for example, defined as “more mobile”.
BRACEK LALIC Alenka;
SIMONOVSKA Veronika;
VON ESTORFF Ulrik;
2012-12-13
Publications Office of the European Union
JRC77081
978-92-79-27646-0,
1831-9424,
EUR 25618 EN,
OP LD-NA-25618-EN-N,
https://publications.jrc.ec.europa.eu/repository/handle/JRC77081,
10.2790/69014,
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