Focus area
Competence Centres connect companies in partnerships for human resources development and represent an incentive for employers to use employee development as a strategic tool for achieving greater competitiveness and better business results. The policy instrument aims to reduce disparities between qualifications and labour market needs by increasing the qualifications of the personnel employed in the industry, in order to contribute to the competitiveness of employees, enterprises and the Slovenian economy in general.
Implementation level
At what level is the initiative implemented?
Starting period
TIMESPAN: In what year did the initiative commence?
The iniciative commence in 2010. New operation and funding cycle began in 2019 (and will end in 2022).
Policy area
To which POLICY AREAS(s) does the initiative apply?
How it is funded?
Funded by national government
Ministry of Labour, Family, Social Affairs and Equal Opportunities (20%)
Funded as project (at least 3 years)
Funded by the EU
EU - European Social Fund (80%)

Skill mismatch

Skill mismatch target
What type(s) of skills MISMATCH does the initiative aim to addresses?
Underqualification (individuals' qualifications/credentials are below their job's needs)
Skills obsolescence (some or all of an individual's skills are no longer relevant to the current employer or in the labour market generally)
Skills matching focus
How does  the initiative address skills mismatches?
training of employees with the aim of improving their competencies, productivity, creativity and innovation
Skills delivered
What types of skill  does the initiative deliver?
Basic literacy and numeracy skills
Basic digital skills
More advanced digital skills
General employability skills (team working, communication, etc.)
Green skills
Career management skills


What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
Skills forecasting
The instrument provides assessment of the skills that are/will be needed in the labour market/the industry.
Skills foresight
The instrument provides assesment of the skills that the personnel in the labour market/the industry have already obtained.
Use of skills intelligence
How is labour market information / skills intelligence used within the initiative?
The initiative is strenghtening and developing HR functioning and supports the establishment and operation of the competence centres as well as supports networking in the field of HR between partners.
The initiative supports development of employees´ qualifications through the implementation of trainings in order to contribute to the competitiveness of employees.


Main responsible body
Main body or organisation with overall responsibility for the initiative.
The Public Scholarship, Development, Disability and Maintenance Fund of the Republic of Slovenia
Other involved organisations
Which other organisations have a role in the initiative?
National ministry
The Ministry of Labour, Family, Social Affairs and Equal Opportunities provides co-funding.
Social partner: employer organisation
Employers take care of strategic HR development (definition and implementation of training), collaboration between companies involved in partnership/project and dissemination of knowledge and synergies.
Chambers of Commerce
Acting either as the "administrative financial partner" carrying out the tasks of the project office or "personnel partner", which performs personnel support and advisory tasks.
Who are the intended beneficiaries?
Adults in employment with upskilling potential
Adults in employment with reskilling potential


Success factors
SUCCESS FACTORS in the implementation
The exchange of experience, skills and knowledge; trained participants (employees) with new/upgraded skills.
BARRIERS in the implementation
Administrative challenges. In addition to that, during times of economic growth, there is an evident lack of time to carry out trainings and other activities that represent companies´ core business. The year 2020 has been especially challenging in terms of implementation of the trainings due to the pandemic of Covid-19.
Monitoring and evaluation
MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
The measure is monitored regularly through the following indicators: the number of participants in training programs, specialisations, additional qualifications and retraining; the number of competence models developed or upgraded at the sectoral level/field of competence centre operation; the number of training programs and/or initiatives developed for the preparation or modification of the vocational standard, and consequently the educational program or national vocational qualifications. Alongside this, indicators on the personal data of individuals participating in projects is also being collected and analysed.
UPDATES: whether there have been any major updates of the initiative since it has been implemented?
No major changes. In 2019 the new cycle of the initiative began (which will end in 2022). 10 competence centers are supported that include 327 companies.
EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
In the first period of implementation of the programme, beginning in 2010 and ending in 2015, 19 industries were supported, 300 companies were included, more than 14.000 employees were trained and more than 7 million EUR was invested. In the period 2017–2018, 11 competence centres for human resources development were supported, which included 250 companies with more than 35.800 employees. In the period 2019–2022, 10 competence centres for human resources development are supported, which include 327 companies. The estimated participants of the trainings is 22.352.
SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
The policy instrument is funded mainly by the EU and has been implemented successfully for more than 10 years. Its sustainability is promising. It is not focused only on particular industries or companies of particular size. The trainings aim at improvement and strenghtening of competencies individuals need at the workplace.

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