Identification of employment and training needs

Policy development
Practical measure/Initiative
Cyprus
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Timeline
  • 2016Implementation
  • 2017Implementation
  • 2018Implementation
  • 2019Implementation
  • 2020Implementation
  • 2021Implementation
  • 2022Implementation
  • 2023Implementation
  • 2024Implementation
ID number
28075

Description

What/How/Who/For whom/When of the policy development in detail, explaining its activities and annual progress, main actors and target groups.

The Human Resource Development Authority of Cyprus (HRDA) provides:

  1. 10-year employment forecasts every 2 to 3 years;
  2. an annual study on the identification of employment and training needs. This study provides estimates for the number of persons required for specific occupations and the needs for specific skills. Based on these estimates, suggestions are put forward for the implementation of training programmes. In the study, the views of social partners, other stakeholders and enterprises are collected and analysed;
  3. ad-hoc studies, providing forecasts on various sectors of the economy

The results of the HRDA's studies on anticipation of skill needs are utilised by policy makers for the development of strategies and policies in education, training and lifelong learning. They are also used at operational level for the development of programmes of study in education, including the study programmes of technical schools and the post-secondary institutes of vocational education and training of the education ministry. They are also used by people involved in counselling, such as secondary education vocational guidance teachers and employment counsellors and by the public. For this purpose, all research studies are disseminated upon completion to a wide audience of prominent stakeholders. Special presentations are organised for secondary school guidance counsellors and employment counsellors, students and parents.

The HRDA studies on...

The Human Resource Development Authority of Cyprus (HRDA) provides:

  1. 10-year employment forecasts every 2 to 3 years;
  2. an annual study on the identification of employment and training needs. This study provides estimates for the number of persons required for specific occupations and the needs for specific skills. Based on these estimates, suggestions are put forward for the implementation of training programmes. In the study, the views of social partners, other stakeholders and enterprises are collected and analysed;
  3. ad-hoc studies, providing forecasts on various sectors of the economy

The results of the HRDA's studies on anticipation of skill needs are utilised by policy makers for the development of strategies and policies in education, training and lifelong learning. They are also used at operational level for the development of programmes of study in education, including the study programmes of technical schools and the post-secondary institutes of vocational education and training of the education ministry. They are also used by people involved in counselling, such as secondary education vocational guidance teachers and employment counsellors and by the public. For this purpose, all research studies are disseminated upon completion to a wide audience of prominent stakeholders. Special presentations are organised for secondary school guidance counsellors and employment counsellors, students and parents.

The HRDA studies on employment forecasts are an important tool for planning HRDA's activities. Based on these research studies and following consultations with stakeholders, the HRDA prepares documents every 2 years that contain the themes for the continuing training programmes it subsidises. The findings of the research studies are also considered by the HRDA in selecting the standards of vocational qualifications that are being developed.

2016
Implementation

The study Identification of blue skill needs in the Cyprus economy 2016-26 was published in May 2016 (HRDA). The main aim of the study was to examine and analyse the blue economy and blue occupations, to map out the blue economy of Cyprus and to identify blue skill needs in the Cyprus economy for the period 2016-26.

The annual study on the identification of employment and training needs for 2016, was published in April 2016.

2017
Implementation

The study on forecasts of employment needs in the Cyprus economy 2017-27 was published in October 2017 (HRDA). The aim of the study was to provide forecasts of employment needs in all economic sectors and in all occupations. The forecast covered 309 occupations in 52 economic sectors in Cyprus.

The annual study on the identification of employment and training needs for 2017, was published in February 2017.

2018
Implementation

The study Identification of green skill needs in the Cyprus economy 2017-27 was published in March 2018 (HRDA). The main aim of the study was to examine and analyse the green economy and green occupations, to map out the green economy of Cyprus and to identify green skill needs in the Cyprus economy for the period 2017-2027.

The annual study on the identification of employment and training needs for 2018, was published in February 2018.

The annual study on the identification of employment and training needs for 2019, was published in December 2018.

2019
Implementation

In 2019, HRDA started drafting the 10-year employment forecasts for the period 2020-30.

The annual study on the identification of employment and training needs for 2020, was published in December 2019.

2020
Implementation

In 2020, although the employment forecasts for the period 2020-30 were finalised and ready to be published, due to the drastic changes and effects on the economy and the labour market from the COVID-19 pandemic, it was finally decided that they should be revised again.

2021
Implementation

Due to the continuation of the COVID-19 crisis, the study with the revised forecasts, which was planned to be completed by December 2021, was delayed.

2022
Implementation

In December 2022, the study 'Forecasts of labour demand and supply in the Cyprus economy 2022-32' was completed. The study provided forecasts of both labour demand and supply in the Cyprus economy covering the period 2022-32. Labour demand forecasts were provided in economic sectors (3 broad sectors, 21 main sectors and 52 sectors) and in 309 occupations (173 high level occupations, 130 middle level occupations and 6 low level occupations), whereas the labour supply forecasts were provided for the total workforce, by gender and by education level. It was the first time that the HRDA provided forecasts for the labour supply.

Also in April 2022, the annual study on the identification of employment and training needs for 2022 was published.

2023
Implementation

During 2023, the study 'Forecasts of labour demand and supply in the Cyprus economy 2022-32' was promoted to the public and policy makers.

An event for the presentation of the main findings of the study was organised in March 2023, with the presence of the labour minister, representatives of other ministries, journalists, and other stakeholders. The event was registered under the European Year of Skills.

A media campaign was designed and implemented to make persons and in particular young persons aware of the results of the study. The campaign included interviews to various media, presentations to stakeholders, such as counsellors, employer's organisations, trade unions and others and an extensive advertisement to social media and radio carried out by an advertising agency.

In May 2023, the annual study on the identification of employment and training needs for 2023 was published.These actions aim to inform stakeholders and the general public about labour market forecasts, supporting the planning and implementation of education and training programmes.

2024
Implementation

In July 2024 the study on the 'Identification of green occupations and skill needs in the Cyprus economy 2024-30' was completed. The study provides employment and labour demand forecasts for the economic sectors and occupations with participation in the green economy for the period 2024-30. Additionally, it identifies the green skill needs for specific occupations of the green economy of Cyprus.

Promotion of the study 'Forecasts of labour demand and supply in the Cyprus economy 2022-32' continued in 2024.The study 'Identification of green occupations and skill needs in the Cyprus economy 2024-30' is used by VET stakeholders to adapt education and training programmes to the emerging needs of the labour market, thereby enhancing the development of green skills and supporting the transition to a sustainable economy. This action aligns with the NIP objectives for VET, which include aligning training with labour market needs, enhancing employability, and supporting the green and digital transition.

Bodies responsible

This section lists main bodies that are responsible for the implementation of the policy development or for its specific parts or activities, as indicated in the regulatory acts. The responsibilities are usually explained in its description.
  • Human Resource Development Authority of Cyprus (HRDA)

Target groups

Those who are positively and directly affected by the measures of the policy development; those on the list are specifically defined in the EU VET policy documents. A policy development can be addressed to one or several target groups.

Learners

  • Learners in upper secondary, including apprentices
  • Young people (15-29 years old)
  • Adult learners

Education professionals

  • Teachers
  • Guidance practitioners

Entities providing VET

  • VET providers (all kinds)

Thematic categories

Thematic categories capture main aspects of the decision-making and operation of national VET and LLL systems. These broad areas represent key elements that all VET and LLL systems have to different extents and in different combinations, and which come into focus depending on the EU and national priorities. Thematic categories are further divided into thematic sub-categories. Based on their description, policy developments can be assigned to one or several thematic categories.

Governance of VET and lifelong learning

This thematic category looks at existing legal frameworks providing for strategic, operational – including quality assurance – and financing arrangements for VET and lifelong learning (LLL). It examines how VET and LLL-related policies are placed in broad national socioeconomic contexts and coordinate with other strategies and policies, such as economic, social and employment, growth and innovation, recovery and resilience.

This thematic category covers partnerships and collaboration networks of VET stakeholders – especially the social partners – to shape and implement VET in a country, including looking at how their roles and responsibilities for VET at national, regional and local levels are shared and distributed, ensuring an appropriate degree of autonomy for VET providers to adapt their offer.

The thematic category also includes efforts to create national, regional and sectoral skills intelligence systems (skills anticipation and graduate tracking) and using skills intelligence for making decisions about VET and LLL on quality, inclusiveness and flexibility.

Establishing and developing skills intelligence systems

High-quality and timely skills intelligence is a powerful policy tool, helping improve economic competitiveness and fostering social progress and equality through the provision of targeted skills training to all citizens (Cedefop, 2020). Skills intelligence is the outcome of an expert-driven process of identifying, analysing, synthesising and presenting quantitative and/or qualitative skills and labour market information. Skills intelligence draws on data from multiple sources, such as graduate tracking systems, skills anticipation mechanisms, including at sectoral and regional levels. Actions related to establishing and developing such systems fall under this thematic sub-category.

European priorities in VET

EU priorities in VET and LLL are set in the Council Recommendation for VET for sustainable competitiveness, social fairness and resilience, adopted on 24 November 2020 and in the Osnabrück Declaration on VET endorsed on 30 November 2020.

Osnabrück Declaration

  • Resilience and excellence through quality, inclusive and flexible VET
  • Sustainability - a green link in VET

Subsystem

Part of the vocational education and training and lifelong learning systems the policy development applies to.
IVET
CVET

Country

Cyprus

Type of development

Policy developments are divided into three types: strategy/action plan; regulation/legislation; and practical measure/initiative.
Practical measure/Initiative
Cite as

Cedefop, & ReferNet. (2025). Identification of employment and training needs: Cyprus. In Cedefop, & ReferNet. (2025). Timeline of VET policies in Europe (2024 update) [Online tool].

https://www.cedefop.europa.eu/el/tools/timeline-vet-policies-europe/search/28075