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Policy instruments
Scroll down to explore detailed information on skills anticipation and matching policy instruments from EU countries. Click on the respective tabs to select and filter by specific search criteria, such as the focus of the policy area, the aim of the instrument, the specific use of labour market intelligence and the type of stakeholders involved.
Title | Country | Focus area | Policy area | Aim of policy instrument | Use of labour market intelligence | Policy goal |
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AMS Standing Committee on New Skills |
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Matching skills for today’s job marketMatching skills for the future of work | Active labour market policies | Upskill and match skills of unemployedAddress skill shortagesUpskill employed adultsFacilitate job/career transitionsOther | Design training programmes to activate unemployedInform job-search decisions of unemployedInform decisions on course funding/provisionEnable strategic business decisions |
Identifying changes in the needs for qualifications/new skills. To design training measures for the unemployed and to guide (further) training in companies and in specific occupations, based on input working groups (PES and companies representatives). Working groups are created for specific sectors, made up of sectoral clusters of business representatives (e.g. in construction and building, business administration, chemicals and plastics, electrical engineering/electronics/ telecommunications, energy and environmental engineering, commerce, machinery/motor vehicles/metal, tourism, and health). These groups then formulate a list of current and future sector-specific requirements for employees and jobseekers in their sectors. The outcomes are used by AMS for the design of training measures for the unemployed and are also meant to guide (further) training in companies and in specific occupations. |
Individual Training in Enterprise |
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Matching skills for today’s job market | Adult education and training | Upskill and match skills of unemployedAddress skill shortagesOther | Inform job-search decisions of unemployedEnable strategic business decisions |
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. |
Subsidy scheme for attracting people in the labour market through flexible forms of employment |
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Matching skills for today’s job market | Other | Inform job-search decisions of unemployed |
The main objectives of the project are: keeping more people in the labour market by improving their employability and promoting the reconciliation of work and family life; and improved productivity and enhanced competitiveness of enterprises. The Scheme aimed to facilitate the employment of economically inactive and unemployed persons, who have difficulty entering or remaining in the labour market by way of some form of flexible arrangement. |
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Permanent Seasonal Worker |
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Matching skills for today’s job market | Other | Other |
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. |
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Public work |
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Matching skills for today’s job market | Active labour market policies | Other | Enable strategic business decisions |
The goal of the instrument is the inclusion of unemployed people in programs of involvement in socially beneficial jobs. Public work is an instrument in the active politics of labour market in the area of direct creation of new workplaces. Socially beneficial work that is implemented in limited time period provides financing and co-financing of employment of unemployed people from target groups. It is especially beneficial for activation and increase of employment and participation of people in particularly unfavourable positions in the labour market, especially older people. The program of public work is initiated by local community, civil society organizations and other subjects. Public work has to be non-profit and non-competitive to the existing economy in that area. A preference is given to projects in the area of social care, education, protection and preservation of environment, maintenance and communal work. |
Supports for preserving jobs |
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Matching skills for today’s job market | Active labour market policies | Other | Enable strategic business decisionsOther |
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. |
Job Rotation Scheme |
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Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployedUpskill employed adultsFacilitate job/career transitionsOther | Design training programmes to activate unemployed |
The job rotation scheme aims to address two main problems: the unemployment rate in Denmark and the need to upgrade the skills of employed people. Issues relating to the unemployed and underemployed people include: enabling entry into the profession by supporting education, the recruitment of new staff members once the scheme is complete and addressing the need for a more skilled workforce. The employer hires unemployed people as temporary workers, while permanent staff members receive further education and training. One precondition is that there is an ‘hour-to-hour relation’ between the employees attending education or training and the temporarily recruited workers. |
Vocational reintegration programme of early school leavers "Kutse" |
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Matching skills for today’s job marketMatching skills for the future of work | Initial vocational education and training | Upskill and match skills of unemployedUpskill employed adultsOther | Inform job-search decisions of unemployedInform decisions on course funding/provisionInform career-making decisions of students |
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. |
Job Bank Trial |
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Matching skills for today’s job market | Upskill and match skills of unemployedOther | Inform job-search decisions of unemployed |
The Job Bank Trial aims to find employment for persons at a potential disadvantage in the labour market, such as partially disabled persons, youth without education and the long-term unemployed. |
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Skilled workforce bottleneck monitor |
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Matching skills for today’s job marketMatching skills for the future of work | Adult education and training | Other | Inform job-search decisions of unemployedInform career-making decisions of studentsEnable strategic business decisionsInform and train career guidance and counsellors |
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. |
Community (public) work program complemented with training programs (PW) |
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Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployedOther | Inform decisions on course funding/provision |
The policy goal is to lead the unemployed back to the labour market, so that people get work rather than social benefits. Community work means the launching of employment programmes that connect work and practical training, in order to eliminate employment disadvantages, increase the job-seekers’ qualification level, improve their skills, and transmit practical experience. The programme's available in the well-organised public application system, and also facilitate the realisation of local, as well as regional and national objectives with well-considered, planned and checked value-creating employment. |
One step ahead |
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Matching skills for today’s job market | Adult education and training | Upskill and match skills of unemployedUpskill employed adultsOther | Design training programmes to activate unemployedInform decisions on course funding/provision |
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. |
Renewal of the contents, methodologies and structure of vocational training |
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Matching skills for today’s job market | General education | Upskill employed adultsOther | Inform decisions on course funding/provisionInform and train career guidance and counsellors |
The policy goals were the following: to reform the contents and structure of vocational training; to develop/introduce a modular training system; and to strengthen the links between education and training and the economy. |
Special Public Works |
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Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployedOther | Other |
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. |
Youth Guarantee Work Trial |
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Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployedOther | Inform decisions on course funding/provision |
The actions target all types of NEETs below the age of 25, including inactive and unemployed young people who are not in education or training and who need practical experience before they can enter the primary job market. By providing subsidies to employers hiring young people in need of help, young people gain experience, knowledge, upgrade their skills and are more likely to be able to find a job in the primary job market. |
ICT Skills Conversion Programme |
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Matching skills for today’s job market | Higher education | Address skill shortagesOther | Inform decisions on course funding/provisionInform career-making decisions of studentsInform job-search decisions of unemployed |
Up-skilling and re-skilling graduates. Explicitly addresses the current shortage of skills in the ICT sector. |
IVET Programme 2017-2018 Friuli-Venezia Giulia Region |
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Matching skills for today’s job market | Initial vocational education and training | Match skills of young graduatesOther | Inform decisions on course funding/provisionInform career-making decisions of students |
The main policy goal is to offer under 18s the possibility to achieve a formal IVET qualification within the regional IVET system through pathways which are: a) shorter than those delivered in State education vocational and technical programmes (5 years long); b) explicitly and tightly linked to the local labour markets needs and structures; c) recognized, in their final qualifications at national level. The main problem the policy instrument addresses is to raise the initial level of knowledge and skills of under 18s who do not chose to enter a 5 years education programme, enabling them to find employment with a qualification or to continue in the upper secondary and/or tertiary education or training system. The instrument contributes to achieving the policy goal through the identification and provision of IVET courses to be offered and delivered throughout the regional territory by accredited training providers and a certain number of upper secondary schools. IVET courses supply is supported, within the programme, by other complementary activities like the development of courses prototypes, the delivery of IVET leaving prevention measures, training for trainers, innovative pilot-projects, training standards' updating. |
Addressing Skills Mismatches in the Aviation Maintenance Industry |
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Matching skills for today’s job market | Other | Upskill employed adultsFacilitate job/career transitionsAddress skill shortagesOther | Inform the design of national qualification frameworks (NQFs)Design standards and accreditationInform career-making decisions of students |
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. |
BUILD UP Skills Malta |
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Matching skills for today’s job market | Initial vocational education and training | Match skills of young graduatesUpskill employed adultsAddress skill shortagesOther | Inform the design of national qualification frameworks (NQFs)Design standards and accreditationEnable strategic business decisions |
The project aimed to address challenges in reaching the 2020 energy policy targets through the development of a roadmap to upgrade relevant skills for the building industry in Malta. The implementation of the Build Up Skills Malta project has helped to identify the national status quo when it comes to the construction industry, in order to upgrade the training and certification of the workforce in the same sector. |
Labour Market Observatory of Lubelskie |
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Matching skills for today’s job marketMatching skills for the future of work | Active labour market policies | Address skill shortagesBroadly address skill mismatchOther | Design training programmes to activate unemployedInform job-search decisions of unemployedInform career-making decisions of studentsEnable strategic business decisionsInform and train career guidance and counsellors |
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. |
Study of Human Capital in Poland (BKL) |
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Matching skills for today’s job marketMatching skills for the future of work | Active labour market policies | Address skill shortagesBroadly address skill mismatchOther | Design training programmes to activate unemployedInform decisions on course funding/provisionInform career-making decisions of studentsEnable strategic business decisionsInform the design of national qualification frameworks (NQFs) |
Projects analysing how the structure of competences is changing in the labour market. This extensive research project seeks the answers to the key questions about the future asked by schoolchildren, students, employees, employers, and public institutions responsible for shaping policies related to human capital at both national and regional levels: What subjects of studies to select to have desirable knowledge and skills after graduation? What competences to hone to build the best professional career, one that will be in demand in the face of dynamic economic changes? How to plan the development of the team, so that the firm gains a lasting competitive edge founded on the team’s qualifications? Finally, what changes to introduce at the state level to support the building of an innovative economy based on human capital? |
Vocational education modernization in Małopolska region |
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Matching skills for today’s job market | Initial vocational education and training | Match skills of young graduatesOther | Inform and train career guidance and counsellorsInform career-making decisions of studentsOther |
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. |
Apprenticeship courses |
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Matching skills for today’s job market | Initial vocational education and training | Other | Inform decisions on course funding/provision |
The apprenticeship courses are dual training courses that provide double certification (educational and a professional), targeting young people and their integration into the labour market, and/or allowing the continuation of studies to higher education. The main principles of this measure are: intervene among young people in transition to active life, in order to improve their employability levels and social and professional inclusion; recognize the importance of on-the-job training, improving the valorisation of the company’s contribution to training; alternating training methods, that is theory and practice and the contexts in which both occur. The number of apprenticeships courses places and their professional areas is defined annually by the Institute of Employment and Vocational Training (IEFP), based on an assessment of the dynamics of the labour market. |
Online Guide to the Labour Market / Labour Market Integrated System |
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Matching skills for today’s job market | Employment policy | Broadly address skill mismatchOther | Inform and train career guidance and counsellorsInform career-making decisions of studentsInform job-search decisions of unemployed |
The policy goal of ISTP is to bring together the concept of skill-oriented guidance for the unemployed and a database of vacant jobs organised according to a standardised classification of occupations. This framework is meant to provide a job seeker with a personal skills profile that can be matched with skills and competences required for specific work positions and with actual job offers. The instrument (online guide) offers jobseekers information and counselling that is useful for finding a job that corresponds to educational attainment, experience, knowledge and skills of the user. It also presents job vacancies that can be searched and allow creating personal profile visible to employers. Employers can publish vacancies and search job candidates. |