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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.

Displaying 23 policy instruments
Title Country Focus area Policy area Aim of policy instrument Use of labour market intelligence Policy goal
Implacement labour foundation AT Matching skills for today’s job market Adult education and training Upskill and match skills of unemployed Inform job-search decisions of unemployedEnable strategic business decisions

Mismatched unemployed people face greater difficulties in finding employment than other unemployed workers. The instrument, therefore, focuses on this sub-group of the unemployed workers to promote their labour market integration. The aim is to help the unemployed to find a job and the companies to reduce their skill shortages.

PES Skills Barometer AT Matching skills for today’s job market Adult education and training Broadly address skill mismatch Inform decisions on course funding/provisionInform career-making decisions of studentsInform job-search decisions of unemployedEnable strategic business decisions

Preparation of labour market related information to make it accessible and understandable for everyone. It helps all interested parties (PES employees, journalists, politicians, company representatives, persons who want to choose their career) to process information on the local, regional and national labour market.

Companies for Job Training (new name: Socio-professional Insertion Centres) BE Matching skills for today’s job market Adult education and training Upskill and match skills of unemployedAddress skill shortages Design training programmes to activate unemployedInform and train career guidance and counsellors

The instrument, the Centres d'Insertion Socioprofessionnelle (CISP) is a centre that provides trainings for people not in employment. The CISP groups the competences previously implemented by the "Enterprises de Formation par le Travail" (EFT) and the "Organismes d'Insertion Socioprofessionnelle" (OISP). The centres, which are local non-profit associations, encourage the professional development of lower educated adults detached from the labour market (who completed mandatory education) by updating their general and technical skills. Every CISP covers at least one of the three domains mentioned through the operation of workshops. The CISPs give a personalised guidance to the intern all the way until reaching professional specialisation. The specialisation is chosen among a wide range of possibilities that match the skills needed in the labour market. The rationale is to prepare adult job-seekers with links to the labour market, and provide general and technical training for a given profession. Job-seekers are trained in the necessary and relevant skills needed in their desired profession, in a real working environment. The link between training and work is made stronger for all job-seekers, with a special focus on providing vocational guidance, basic training in transversal skills, and vocational training to provide job seekers with skills required for specific professions.

Individual Training in Enterprise BE 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.
The goal is to offer 13,500 training programmes in 2012 (11,979 reached), 15,500 in 2013 and 17,000 in 2014.

Jobs in Demand BE Matching skills for today’s job market Adult education and training Upskill and match skills of unemployedAddress skill shortages Design training programmes to activate unemployedInform job-search decisions of unemployed

The instrument aims to analyse the supply and demand of skills in the labour market, to adapt training to the needs of the market and in doing so, to match the skills available in the labour market. It identifies and creates a list of jobs that are in high demand (around 40), analyses individually the skills of the job seeker, and offers him the possibility of being qualified and specialised in those jobs (among a wide variety of jobs). The job seeker passes through 3 different processes: information ("CEFo"), orientation ("Essais-metier") and specialisation ("formations qualifiantes"). The "Jobs in Demand" tackled are: those with quantitative shortages, those that require the acquisition of new skills, demanded jobs involving sustainable growth and jobs highly demanded during economic booms. The policy goal is to address the existing skill mismatches in the Wallonian labour market by upskilling job seekers. The aim of the instrument is to have a labour supply of skills more in balanced with respect to the needs of the employers, benefiting, in turn, the unemployed. The PES analyses which professions are in need of employees. In doing so, it identifies the skills needed to be able to work in those sectors or professions. This list is presented on the FOREM website and is regularly updated. Thus, the unemployed can identify what sort of jobs are available to them or what sort of skills they need to learn to find employment. FOREM also provides information on which sectors and businesses are expected to need skills and workers in the long term. This particular Skills Demand platform is aimed more at those who are currently unemployed. FOREM offers various instruments and mechanisms to gain training through one’s employer or as a job seeker (the individualized support initiative for instance). So once the unemployed know which skills they require, trainings is made more accessible as well.

Online courses BE Matching skills for today’s job market Adult education and training Upskill employed adults Design training programmes to activate unemployedDesign standards and accreditationInform decisions on course funding/provision

The instrument aims to help working adults to remain employable and active in the labour market by giving them easily accessible options to learn skills across a broad variety of subject areas. The main rationale for this instrument is to improve the competences and employability of workers and job seekers in Flanders. The instrument does so by offering (in October 2017) 635 online courses for free to both target groups.

WE-Qualify: Improving Skills and Qualifications for the Building Workforce in Cyprus CY Matching skills for today’s job market Adult education and training Facilitate job/career transitionsAddress skill shortages Inform the design of national qualification frameworks (NQFs)Design training programmes to activate unemployedDesign standards and accreditation

According to the current national labour statistics there is lack of a sufficient number of skilled workforce for the implementation of measures relating to the construction of energy efficient buildings, and furthermore, a lack of appropriate training programmes for the training of the workforce in this area is evidently present. The project primarily aims at achieving national targets 2020 (Buildings and RES technologies) concerning renewable energy sources technologies in buildings through training of workers in the building and related sectors. In order to achieve this policy targets, there is a need of a qualified workforce with appropriate knowledge, experience, skills, and attitudes not only in the building sector, but in all sectors related to the building industry.

Vocational Qualification CZ Matching skills for today’s job market Adult education and training Upskill and match skills of unemployedUpskill employed adultsFacilitate job/career transitions Design training programmes to activate unemployedDesign standards and accreditation

Provide the unemployed, job seekers etc. with the possibility of having their informally acquired skills and competences assessed and certified, thus deepening, increasing or changing their qualifications, and in effect, improving their chances in the labour market.
An increasing number of citizens find their original formal qualifications either obsolete or losing relevance in the changing conditions of the current labour markets, and their workplace-learned (i.e. informally acquired) skills gaining significance. At the same time, quick technical developments cause employers to lack required skills in their staff. Vocational Qualifications are designed according to current and actual needs of the labour market, and allow for obtaining formally recognised qualifications by demonstrating actual skills and competences rather than by absolving periods of formal education.

Centres for adult education and continuing training (VEU-centres) DK Matching skills for today’s job market Adult education and training Upskill employed adultsFacilitate job/career transitions Inform career-making decisions of studentsOther

The centres target vocational training of enterprises as well as individual learners. The centres aim at creating greater focus on the quality and effect of vocational training system. The objective of the VEU-centres is to strengthen the cooperation between educational institutions and, through cooperation, get a larger volume of vocational students and thereby establish a more stable and flexible supply of continuing vocational education. All providers of adult vocational training are associated with one of the 13 VEU-centres, each coordinating guidance activities, contact to enterprises and employees etc for a specific geographical area.

Continuing training and education committees DK Matching skills for today’s job market Adult education and training Facilitate job/career transitionsAddress skill shortagesBroadly address skill mismatch Design training programmes to activate unemployedDesign standards and accreditation

To contribute to maintaining and improving the vocational skills and competences of the participants in accordance with the needs in the labour market and to furthering competence development of the participants. The education and training committee's task is to develop labour market education that can meet the labour market needs for vocational adult and continuing education targeted at skilled and unskilled workers.

Favourable educations DK Matching skills for today’s job marketMatching skills for the future of work Adult education and training Address skill shortagesUpskill employed adultsMatch skills of young graduatesFacilitate job/career transitions Inform decisions on course funding/provisionInform career-making decisions of students

The policy goal of the instrument is to raise the number of skilled workers and to influence the decision of young people to choose vocational trainings where more skilled workers are needed. The scheme provides subsidies to businesses who agree to sign an internship agreement with a student from one of the favourable educations. It is especially designed to meet future skill needs, as the employer federations, in collaboration with the Ministry of Education, will decide which educational programs are eligible for the scheme. In addition, it provides guidance to the students or employees who wish to take a vocational education program, with good opportunities for internships and job opportunities in the future.

Choose IT! EE Matching skills for today’s job marketMatching skills for the future of work Adult education and training Upskill and match skills of unemployedAddress skill shortagesUpskill employed adultsFacilitate job/career transitions Design training programmes to activate unemployedInform job-search decisions of unemployedInform decisions on course funding/provision

The policy instrument addresses the issue of labour shortages in the field of ICT. As there is a serious mismatch between the supply and demand of such workers, more active measures are needed in addition to classical ones, e.g. increasing the number of study places and engaging qualified foreign labour. This implies that the possibilities for retraining and in-service training for adults have to be broadened.
The policy goal is to improve digital literacy (information and communication technology skills) of adults. The rationale for the intervention is to provide active and intensive retraining opportunities in the field of ICT for adults with higher education (or discontinued higher education, 50% of the curricula must be completed), who currently work in other areas (or are currently unemployed), but in the future are interested in working as software developers or more general, in the ICT field. The instrument contributes to increasing and enhancing digital literacy of adults through active, intensive and agile retraining programme.

Door to Learning FI Matching skills for today’s job market Adult education and training Upskill employed adultsFacilitate job/career transitions Inform and train career guidance and counsellorsInform career-making decisions of students

The goal was to develop educational counselling and professional guidance services so that they meet the needs of all working-age adults and improve the availability of skilled workforces in the different regions of Finland. The instrument offers information, guidance and counselling services to those who: (1) are looking for information on educational possibilities and jobs; (2) wish to improve their professional knowledge; (3) wish to change professions or move to a new job; or (4) wish to improve the professional skills of their workplace or community.

National adult education anticipation FI Matching skills for today’s job marketMatching skills for the future of work Adult education and training Address skill shortagesBroadly address skill mismatch Design training programmes to activate unemployedInform decisions on course funding/provisionInform the design of national qualification frameworks (NQFs)

The policy goal is to increase the knowledge of the (current and future) skills required for the adult population in different businesses. That information is needed to make better informed policy decisions at all levels of the educational system, to better meet the needs of labour market. The anticipation tries also to increase the level of expertise and know-how in Finland in general. For that reason it is not only reactive but proactive. The rationale is to adjust the supply and the content of education to better meet the need of industry in a proactive manner. The anticipation material is used also by the students to make better informed decisions and by teachers to plan the content of their teaching.

Extra Programme 500 000 jobseekers trained FR Matching skills for today’s job market Adult education and training Match skills of young graduatesUpskill and match skills of unemployedFacilitate job/career transitionsAddress skill shortagesBroadly address skill mismatch Inform the design of national qualification frameworks (NQFs)Design training programmes to activate unemployedInform and train career guidance and counsellorsInform career-making decisions of students

The aim is to increase the number of jobseekers trained in line with companies and sectors' skills needs. Training for jobseekers is chosen after local diagnosis of companies and sectors needs.

Personal Training Account FR Matching skills for today’s job market Adult education and training Upskill employed adultsAddress skill shortages Design training programmes to activate unemployedInform decisions on course funding/provisionInform and train career guidance and counsellorsInform job-search decisions of unemployed

The goal is to concretely apply the right to lifelong learning by enhancing access to training, independent of the employment record or situation. This instrument enables the accumulation of credits for the right to training for every individual since his/her entrance into the labour market. The account is entirely transferable from one occupation to another, and preserved when changing or losing one’s job.

Skilled workforce bottleneck monitor DE 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.

One step ahead HU 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.
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.

BUILD UP Skills FORCE: Energy training for builders in Latvia LV Matching skills for today’s job market Adult education and training Address skill shortages Design standards and accreditation

The long-term objective of the action is promoting the increase of the capacity of the building industry workforce for the delivery of high-energy efficiency renovations. In the short-term, the action will promote the increase of the number of qualified workers in the building industry in Latvia. Within the framework of the action, two continuing education programmes and training materials were elaborated for the building industry workforce: one for energy efficient engineering systems and one for energy efficient envelopes. The programmes were licenced in six training institutions. A training of trainers was carried out, thus creating preconditions for the availability of skilled building workers for building energy efficient buildings in Latvia. The project is a strategic initiative that is part of the European Union’s “Intelligent Energy - Europe” programme and is aimed at improving the knowledge and fill the skills gap of those who work in the construction industry. The goal was achieved by:
- preparing and licencing two professional improvement training programmes.
- preparing high-quality/modem training materials.
- training professional instructors in the area of professional training (train the trainers) and organising pilot training for on-site construction workers, as part of the new programme.
- using experience from the project to draft proposals on the sustainability of professional training programmes in Latvia.

Construction Industry Skill Card MT Matching skills for today’s job market Adult education and training Upskill employed adultsFacilitate job/career transitionsAddress skill shortages Design training programmes to activate unemployedDesign standards and accreditation

This instrument will help to address the shortage of skills in the construction industry. It also aims to improve quality standards, health and safety practices and employment conditions in this sector. The policy instrument creates an official method of recognition for people that have worked in the construction industry for years and never had their technical knowledge recognised. Apart from this, the workers will also benefit from training that will in turn lead to higher construction standards, including in health and safety as well as employment conditions.

Matching VET supply with labour market demand RO Matching skills for today’s job marketMatching skills for the future of work Adult education and training Upskill and match skills of unemployedAddress skill shortagesUpskill employed adultsMatch skills of young graduatesFacilitate job/career transitions Inform job-search decisions of unemployedInform decisions on course funding/provisionEnable strategic business decisionsInform and train career guidance and counsellorsInform the design of national qualification frameworks (NQFs)

Identification of future skills shortages and needs/demands. This project focused on the identification of the potential demand for VET, based on quantitative approach, having been inspired by the Pan-European model to forecast the supply and demand for skills, referring to levels of occupations and terms of development of regions and their relation to VET demand.

Competence centres for HR development SI Matching skills for today’s job market Adult education and training Upskill employed adultsAddress skill shortages Enable strategic business decisionsOther

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. The aim of the competence centres is to improve the competences, productivity, creativity and innovativeness of employees and to strengthen the competitiveness of the Slovenian economy. The instrument supports the following activities:
- establishment and operation of the competence centre project office.
- development of an HR development function (development/upgrading of the competence model, defining competence profiles for selected jobs, identifying competencies deficiencies and competencies of the future, development of new training programs and models/systems for systematic internal knowledge transfer).
- development of employees´ qualifications through the implementation of training.
- networking with partners in the field of human resources development.
- informing professionals and the rest of the public.

Official certification “SAP Certified Development Associate-ABAP with SAP NetWeaver 7.31” ES Matching skills for today’s job market Adult education and training Upskill and match skills of unemployedAddress skill shortages Design training programmes to activate unemployedDesign standards and accreditationInform career-making decisions of studentsInform job-search decisions of unemployedEnable strategic business decisions

The goal is to respond to the industry demand for computer programmers with skills in the SAP programming language. The instrument offered training courses in SAP technology for 200 unemployed people, through 8 courses for 25 people each. The duration of each course was 220 hours. The courses were organized in 5 cities: Madrid, Barcelona, Zaragoza, Sevilla and Bilbao. Courses provided an international certification, which improved the employability of participants.