Cedefop

Provide unemployed individuals (sometimes specific target groups) with the necessary skills and competences to carry out work within a specific enterprise. The rationale behind the IBO measure is that by bringing a job seeker and enterprise together, the VDAB can help develop a training and education plan that allows the job seeker to attain the skills required by the enterprise in question. The job seeker can learn while working at the enterprise and become acquainted with the organisation, prove themselves, and learn the necessary skills. A feature of the measure is that the job seeker receives employment at the enterprise once the training is complete. The rationale is that such specific matching between individual enterprises and job seekers, together with the feature that the job seeker becomes employed, promotes employment through a tailored matching in skills and competences to an enterprise’s needs.
The goal is to offer 13,500 training programmes in 2012 (11,979 reached), 15,500 in 2013 and 17,000 in 2014.

The goal of the measure is to provide financial support to seasonal workers in the period they are not working, in order to ensure necessary work force for employers in all services during the periods of reduced amount of work, due to seasonal characteristics of the business. In addition to the financial help to seasonal workers, a payment of part of the expenses of prolonged pension insurance is given to employers in the period seasonal workers are not working and are registered for prolonged pension insurance in the period of 6 months between two seasons.
This is a social measure aimed at preserving workplaces. The employer can use the instrument for as many seasonal workers as he has employees. Permanent seasonal worker can also be hired in the period of prolonged insurance, in order to participate in the preparations for the next season and in special events that he/she doesn’t have opportunity to do during the season. For these activities, the employer can reward the person with a monthly amount that cannot be higher then the amount of the average monthly compensation during the unemployment paid in the previous year (in 2017, this was 2004,42 HRK). Seasonal workers receive financial help for the whole out-of-season period (no more than 6 months), regardless if they work for that period or not - this is also a social measure. They can work during that period for the employer on preparations for the next season and out-of-season events for which they can be additionally awarded with the amount that is not higher than the average compensation for the unemployed persons in the previous year.

The goal of the measure is preserving workplaces at employers that had temporary reduction of business activities and/or losses in business transactions, and gaining necessary knowledges and skills by workers that need to be prepared for the market considering potential loss of workplace and difficulties in business activity of the employer.
Compensation for the part of the expense of the salary for persons that work part-time at employers that have reduced amount of work. Employers can shorten working hours by 40%, due to reduced amount of work or the age of workers who can't fulfil demands of the workplace, in order to avoid dismissal. Support can also be provided for education or training of workers employed at employers that are experiencing difficulties, so that they can be employed in case they lose their jobs.

To enhance the return and re-integration of dropouts to VET schools, thus preventing their unemployment and reducing their vulnerability in the labour market. The policy goal is related to lifelong learning and the development of human resources, specifically the goal is to increase participation in lifelong learning according to the possibilities and needs of the population.
The rationale for the intervention is to increase the competitiveness of people with lower education and no formal qualification, who discontinued their studies at the time of the economic boom and after the collapse, and to equip them with skills and knowledge relevant to the labour market. The instrument contributes to achieving the policy goal by giving a second chance to people to return to school and finish their studies. The focus of the instrument is on the learner and his/her choice of specialty (personal preference), and not so much on national priority study specialties or areas.

The goal is to enable different stakeholders (employers, employees, public stakeholders) to react to future skill mismatch. The instrument provides information on which occupational groups are already affected by skill shortages and where bottlenecks are likely to occur. The results are broken down by province. Together with the Arbeitsmarktmonitor (Labour Market Monitor), it features various functions, e.g. regionalised data on industries and occupations, visualisations of regional structural data, an overview of labour market relevant networks throughout Germany, success stories and contacts with experts in various labour market issues.

The policy goal was to improve the qualification level of the Hungarian adult population through training programmes designed to allow trainees to “take a step forward” relative to their previous levels of qualification and knowledge/skills.
The aim of the program was to bring into employment those people with low school qualifications, or no skills. The program is an example, where approximately 20,000 adults were assisted in completing primary schooling and acquiring a vocational qualification during the program free of charge. The labour centres used every means at their disposal to foster the successful implementation of the program. They took part in the identification of shortage vocations to specify the types of training to be delivered under the program, as well as in the compilation of the training list.

The programme aims at developing the skills of individuals with low levels of education and mild disabilities. The Special Public Works programme aims at providing special workplaces for unemployed with disabilities, and those unable to find a job or a spot in the ordinary public works programme, due to social or mental reasons (Government decree 1253/2016. VI. 6. Formulates this goal). Besides these sheltered transitional workplaces, participants also received individualised, complex help to improve their employability skills.

Up-skilling and re-skilling graduates. Explicitly addresses the current shortage of skills in the ICT sector.

To reduce the skills mismatch in the aviation maintenance sector by improving training availability and ultimately, the employability of people working in that sector. This project provided basic and advanced training in aircraft maintenance, avionics systems, aircraft structures and composites, which laid the foundations for expert knowledge, competences and licensing in the aviation maintenance sector. This served to improve the MCAST’s training programme portfolio in this area and provided better trained people for this sector, to thus counter the lack of skills found in the aviation maintenance sector.

To gain an extended knowledge, up-to-date information and labour market forecast, and to monitor the labour market situation and trends of the regional labour market. Delivery, publication and dissemination of studies and analyses of the situation in the regional and local labour market (including those part of regional observatories of the labour market), inter alia, in the scope of: (i) anticipated situation in the labour market of the selected professions, sectors/branches; (ii) anticipated expectations of employers in regards to the desired qualifications and training services; (iii) commercial migrations within the region.

Comprehensive support for vocational education in the Małopolska region, aimed at improving its quality. The Strategy prepared by Małopolska Voivodesip (Malopolska Voivodship is a regional government unit/regional public authority) is aimed at comprehensive support for the vocational education system in the region, with the use of instruments available in the Human Capital OP and in the Regional Operational Programme. The emphasis is especially put on co-operation between schools and enterprises, as well as organising internships.