Knowledge Development and Training Resources

  • Authors:
    Ayelet Uriel-Raymond, Michal Timor, Revital Silas, Dr. Dana Pereg, Shiri Deitsch

    The Kidum program has been operating at TEVET since 2012 and includes several elements: individual and group guidance and support, study grants, flexible family grants, mentoring by volunteers from the business world, and the chance to integrate into a variety of developing career tracks.This booklet presents the theoretical background and operating model of the Kidum program, plus the employm

  • Authors:
    Ruth Sinai

    This document is the culmination of 12 months of research and planning by JDC-TEVET professionals, in consultation with leading government officials and economic experts. The JDC-TEVET strategic plan responds to dramatic changes in the labor market, encompassing programs that accommodate current and future trends.

  • Authors:
    Ofra Palmer Granot

    This resource is a culmination of the collective knowledge and of field staff in employment programs, employers, program participants, and administrative staff. As part of JDC-TEVET’s mission to develop models for successful employment, it is important to disseminate internal knowledge to foster a culture of learning and improvement.

  • This document is the result of eight months of planning and research carried out by JDC-TEVET professionals, in partnership with leading government officials and economic experts. The 2015-2019 Multi Year Plan responds to changes occurring in the labor market, and explains a variety of programs developed to address current and future shifts in the workforce.

  • This 2018-2019 Program Descriptions document is a comprehensive list of JDC-Tevet's currently active programs and their program descriptions. More detailed information about these programs can be found under the Programs tab on the main menu. 

  • Given the transformative trends in the world of work – such as globalization, the rise of smart machines and systems, digitalization and demographic shifts such as longer life spans –we need to examine the way we think about employment, careers, and the skills necessary for managing a career in the dynamic work environment of the future.

  • "Reflective listening is a way of checking rather than assuming you know what someone means" (Miller & Rollnick, 2002)

  • John  Holland’s theory of types refers to types of personality and types of environment, and to occupations suitable for types and various combinations of types.  The theory states that there are six main personality types:  Realistic, Investigative, Artistic, Social, Enterprising, and Conventional, referred to by their initial letters:  R, I, A, S, E, C.

  • Employment counseling consists of one or more personal meetings at which the goal is to help the participant find, maintain, and advance in a job that matches their skills among other considerations.  The main purpose is to reinforce the participant’s abilities that are relevant to career development.

  • Feedback is an inter-personal communication skill that is essential for the facilitator’s work.  Feedback helps the promoter to convey messages, to reflect conduct, to strengthen the participant and to guide them towards more effective strategies of action.  Feedback accompanies communication between promoter and participant throughout the mentoring process, and its rules must be followed duri