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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 37 policy instruments
Title Country Focus area Policy area Aim of policy instrument Use of labour market intelligence Policy goal
Ways to nursing AT Matching skills for today’s job market Active labour market policies Address skill shortages Inform career-making decisions of studentsInform job-search decisions of unemployed

To cover skill shortage in the field of nursing through information events. Fully supporting and financing the education of jobseekers with the outcome to increase the number of skilled employees in the field of nursing.

Competent (this is the name of the database) BE Matching skills for today’s job market General education Upskill and match skills of unemployedFacilitate job/career transitionsAddress skill shortages Inform the design of national qualification frameworks (NQFs)Design training programmes to activate unemployedInform and train career guidance and counsellorsInform job-search decisions of unemployed

Increases the most needed skills in the labour market. The programmes are directly targeted towards the ‘knelpuntenberoepen’ (professions with shortages) – as identified by the VDAB (public employment service). The rationale here is that by allowing job seekers and enterprises to contribute to the database (by filling in career fiches), the database and career fiches are quickly updated according to current and actual supply and demand of skills, allowing for more effective and efficient matching.

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.

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.

Development of a Workforce Competence Assessment System by Sectors and Regions (CASSY) BG Matching skills for today’s job marketMatching skills for the future of work Active labour market policies Address skill shortagesUpskill employed adultsFacilitate job/career transitions Inform job-search decisions of unemployedInform career-making decisions of studentsEnable strategic business decisionsInform the design of national qualification frameworks (NQFs)Design standards and accreditation

The overarching objective of the initiative was to enhance labour market adaptability and effectiveness, as well as to strike a greater balance of labour market demand and supply by developing a system for workforce competence assessment by sectors and regions. The rationale of the Competence Assessment System can be defined, as follows: Forecasting the demand for labour force with specific qualification levels in specific sectors and regions. The policy goal, defined in section 2 were achieved through:
- Analysing and defining workforce competence requirements by considering EU, national and sector requirements and standards;
- Establishment of a Bulgarian Competence Assessment Network by sectors and regions and improvement of the coordination and information exchange of workforce competence assessment among national, branch and regional structures of the employers and trade unions and the responsible government institutions;
- Gaining national recognition and fostering prerequisites for the integration of the workforce competence assessment system in the future e-government so as to enhance adaptability and effectiveness, and to achieve a balance of the labour market demand and supply.

Updating Higher Education Curricula in Compliance with Labour Market Requirements BG Matching skills for today’s job market Higher education Match skills of young graduates Other

The policy instrument addresses the need for better defining the range of skills and knowledge offered in the system of higher education, through establishing active cooperation mechanisms between higher education institutions and business entities and their associations. Thus, the policy goal of the initiative is to translate the social order for new professionals of the Bulgarian business into the language of education. The intervention contributed to the establishment of a direct link between HEIs on the one hand and employers on the other, including at higher and mid-management level. Key business experts were attracted, together with academics to redefine and update university curricula to better respond to labour market needs. Strategies were elaborated at HEI level for the development of the different degrees of education by professional fields and/or specialties, as a direct response to the needs of the business sector.

HRDA Scheme for Job Placement and Training of Tertiary-Education Graduates CY Matching skills for today’s job market Active labour market policies Match skills of young graduatesAddress skill shortages Design training programmes to activate unemployedInform decisions on course funding/provisionInform job-search decisions of unemployed

To reduce unemployment amongst tertiary-education graduates by helping them find productive and suitable employment through acquiring work experience and specialised additional knowledge suitable to market needs. At the same time help businesses/organisations to improve their productivity and competitiveness by employing highly educated young graduates. The programme focused on the integration of highly qualified young people into the labour market by providing practical on-the-job experience in a company for a maximum period of 12 months.

STAD - Scheme for the Job Placement of Young Unemployed Graduates of Lower Secondary, Upper Secondary & Post-Secondary Education of up to 2 years for the Acquisition of Work Experience in Enterprises/Organisations (2014) CY Matching skills for today’s job market Active labour market policies Match skills of young graduatesUpskill and match skills of unemployed Design training programmes to activate unemployedInform job-search decisions of unemployed

The instrument addresses the problem of unemployment among young people. The aim of the Schemes is to provide young unemployed persons (below tertiary-education graduates) the opportunity to acquire work experience in order to improve their employability, at the same time, giving the opportunity to enterprises/organisations to use the services of those young persons at no financial cost to them. The scheme gives young graduates of secondary education the opportunity to enter/re-enter the labour market and improve their employability through acquiring training and work experience in companies and organisations.

Subsidy scheme for attracting people in the labour market through flexible forms of employment CY Matching skills for today’s job market Social and integration policies 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.

Sector Councils CZ Matching skills for today’s job marketMatching skills for the future of work Active labour market policies Address skill shortagesUpskill employed adultsMatch skills of young graduatesBroadly address skill mismatch Enable strategic business decisionsDesign standards and accreditation

Public policy makers as well as social partners (associations of private employers) in the Czech Republic have been facing the problem of skill mismatch between the supply of skills of graduates from formal education and the demand for new/specialised skills continually generated in the labour market. It was decided to set up a platform for systematic cooperation between the two sides. Sector Councils are employer-led and publicly partly co-funded, and supervise expert groups, whose task is to monitor skill shortages and consult corresponding policy measures (Vocational Qualifications, National System of Professions etc). The activities of Sector Councils help to narrow the gap between requirements of employers (in terms of qualifications and competencies of employees) and the supply of workforce (both current and future), through identification of future needs and recommendations for improvement.

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.

Development of OSKA, a system of labour market monitoring and future skills forecasting EE Matching skills for the future of work Employment policy Upskill and match skills of unemployedAddress skill shortagesUpskill employed adultsMatch skills of young graduatesFacilitate job/career transitionsBroadly address skill mismatch Design training programmes to activate unemployedInform job-search decisions of unemployedInform decisions on course funding/provisionInform career-making decisions of studentsEnable strategic business decisionsInform and train career guidance and counsellorsInform the design of national qualification frameworks (NQFs)Design standards and accreditation

The policy instrument comprehensively addresses the issue of better matching the needs of the labour market with the provided education and training. The policy goal is to improve and tighten the linkages between the world of learning and the quantitative and qualitative needs and expectations of the labour market. The rationale for the intervention is the creation and implementation of a systematic process to engage all relevant stakeholders, so that they can provide input into skills anticipation and give recommendations to upgrade competency standards, provide relevant training and courses, also retraining possibilities. The general aim of OSKA is to teach and learn about the right skills relevant in the society. The OSKA system creates a cooperation platform, which enables the exchange of information between employers and training providers and educational institutions to comprehensively analyse the growth potential of different economic sectors and their needs, and to facilitate the planning of education provision at different levels of education and by types of school, as well as in the fields of retraining and in-service training.

Development of the Career Guidance System in Estonia EE Matching skills for today’s job marketMatching skills for the future of work General education Address skill shortagesUpskill employed adultsMatch skills of young graduatesFacilitate job/career transitionsBroadly address skill mismatch Design training programmes to activate unemployedInform decisions on course funding/provisionInform career-making decisions of studentsInform and train career guidance and counsellorsInform the design of national qualification frameworks (NQFs)Design standards and accreditation

To develop career guidance in the national system of education seeking to cope with the current and future skills mismatch. The general goal of the policy instrument was to provide easily accessible and high quality career guidance services and to guarantee that the development of the career guidance system in Estonia is systematic and sustainable.
The policy goal was related to lifelong learning and the development of human resources, specifically the goal was increased participation in lifelong learning according to the possibilities and needs of the population. The development of the Career Guidance System in Estonia contributes to the reduction of the future skills shortages through the following tasks: development of the national system of career guidance in the system of education; development of career education in general and vocational schools; development of the provision of career information and career counselling in regional information and counselling centres, including the creation of quality assurance system; development and introduction of ICT applications in guidance and counselling (questionnaires for choosing suitable occupations and the ability to recognise suitable professions etc); and strengthening of cooperation and information exchange within the institutional network in the fields of education, training, guidance, youth work and labour market in Estonia.
As the policy goal was to increase participation in lifelong learning, the instrument contributed to it by methodologically and systematically helping youth in their (career related) decision making process and making career studies and career planning part of their ordinary, everyday education. Furthermore, with the introduction of ICT applications, digital literacy was improved which nowadays is an essential part of lifelong learning. Institutional cooperation in the field of career guidance and counselling was strengthened through the creation of the Cooperation Council (Koostöökogu), which united various ministry representatives, youth organization representatives and employer federations etc. Also, during the programme period, various temporary working groups were assembled to solve relevant issues.

Initiative for skilled workforce Eastern Germany DE Matching skills for today’s job market Growth and innovation Facilitate job/career transitionsAddress skill shortages Inform decisions on course funding/provisionEnable strategic business decisions

Labour force supply in Eastern Germany will shrink earlier and stronger than in the Western Länder due to the massive decrease in fertility after the reunification and the persistent migration of young and well-qualified people from Eastern Länder to Western Länder. The goal of the project is to support the competitiveness of small and medium sized enterprises (SMEs) and the economic growth in Eastern Germany. With this initiative, the Ministry of the Interior promotes and funds regional approaches of securing a skilled workforce. These approaches are capable of exploiting the employment potential as far as possible. The core activity - besides events and publications - is to fund and support a number of projects introduced by companies and company networks. The projects are identified via a contest. Therefore, by supporting the interplay of various regional actors, the focus lies in testing measures of securing a skilled workforce in promising sectors in terms of increasing demand for skilled personnel.

Local Action Plans (TOPSA) GR Matching skills for today’s job market Active labour market policies Upskill employed adults Inform decisions on course funding/provisionInform and train career guidance and counsellorsInform job-search decisions of unemployed

The policy goal is the creation of new jobs and the support of entrepreneurship at the local level. The TopSA include actions such as training and education, work based learning and apprenticeships in private enterprises in Greece or abroad, the preparation of business plans, specialised research and evaluation services for start-ups, support for legal and tax issues, etc.
The goal of TopSA is that beneficiaries are able to:
- establish their own businesses that will benefit from the characteristics of their area
- qualify for other subsidised investment programs
- develop skills that will meet the identified needs of local firms that will hire them.

Local actions for vulnerable groups (TOPEKO) GR Matching skills for today’s job market Active labour market policies Upskill and match skills of unemployed Inform and train career guidance and counsellorsInform job-search decisions of unemployed

The aim of the Local actions for vulnerable groups (TOPEKO) is to contribute towards the integration or re-integration of unemployed people belonging to socially vulnerable groups, through a broad set of actions that cover additional needs of different beneficiaries with a special emphasis on their employment or entrepreneurial perspectives. The actions aim to mobilise local actors to create jobs and at the same time facilitate a versatile and effective preparation of unemployed beneficiaries to:
- cover job positions of existing businesses
- start a business that will benefit from the characteristics of their area
- gain qualifications to benefit from other investment programs
- acquire skills that will meet real and identified needs of local businesses that will hire them

Youth Guarantee Work Trial HU 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.

Permanent National Information System for occupational needs IT Matching skills for today’s job marketMatching skills for the future of work Active labour market policies Upskill and match skills of unemployedUpskill employed adultsMatch skills of young graduatesBroadly address skill mismatch Design training programmes to activate unemployedInform job-search decisions of unemployedInform career-making decisions of studentsInform and train career guidance and counsellorsOther

Facilitating the matching of demand and supply and sharing useful information with education/vocational training and labour market stakeholders and job seekers via an online platform. The system provides qualitative and quantitative information about economic trends, labour market forecasting and professional trends and provides information about the features of the so-called "professional unit" (unità professionali), professional needs, classified into professional units, linked to labour market trends; mid-term professional needs stimulated by new trends in sectoral economies, mid-term economic trends at the national level; economic trends at the local level; and employment forecasts for professional categories, both nationally and locally.

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.

Apprenticeship and qualification improvement at a work place LT Matching skills for today’s job market Initial vocational education and training Upskill and match skills of unemployedAddress skill shortagesBroadly address skill mismatch Inform the design of national qualification frameworks (NQFs)Design training programmes to activate unemployedInform job-search decisions of unemployed

Provide support for projects of apprenticeship and the acquisition of sectoral competences, and also for the development of a sub-system for qualifications obtained in the working environment. The rationale for the intervention is to increase workforce competitiveness, ensuring opportunities to adapt to economic needs.

Employment opportunities barometer LT Matching skills for the future of work Active labour market policies Address skill shortages Design training programmes to activate unemployedInform job-search decisions of unemployedInform career-making decisions of studentsInform the design of national qualification frameworks (NQFs)

To provide information and forecasts on the short-term labour market demand for qualifications. This instrument mainly aims to identify short-term (up to 1 year) shortages of qualifications by indicating qualifications in high, medium and low demand. It is an instrument for vocational guidance and planning of the active labour market measures, especially training for the unemployed.

Sectoral practical training centres LT Matching skills for today’s job market Initial vocational education and training Match skills of young graduatesUpskill employed adultsAddress skill shortages Inform the design of national qualification frameworks (NQFs)Design training programmes to activate unemployedInform career-making decisions of studentsInform job-search decisions of unemployed

The policy goal is to modernise and update the technical infrastructure of the initial VET and lifelong learning. It widens the accessibility of practical training by providing workplace-based competences needed in the different sectoral occupations.

Fit4Finance LU Matching skills for today’s job market Active labour market policies Upskill and match skills of unemployed Inform job-search decisions of unemployed

The goal is to improve the employability of unemployed people in the financial sector. The Fit4Financial Market programme is a pilot for the larger programme Fit4Job in Luxembourg. The programme's objective is to proactively and closely monitor people who have lost their jobs in the financial sector, and to improve their employability. This is to be done through a diagnostic session, followed by specific training developed for the sector, and through collaboration with professionals from the sector to ensure the requirements of the sector and the job seeker concerned are met.

Research of qualification and labour markets - Employment Observatory LU Matching skills for today’s job market Employment policy Broadly address skill mismatch Other

The goal is to provide LMSI and analysis for all interested parties. It aims to produce studies from existing data, in order to improve the overall knowledge base of the labour market situation. The RETEL regularly publishes a dashboard for the labour market. It also organises annual conferences related to the labour market and employment in Luxemburg.

BUILD UP Skills Malta MT 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.

Linking Industrial Needs and VET to Optimise Human Capital (ESF 2.85) MT Matching skills for today’s job marketMatching skills for the future of work General education Upskill and match skills of unemployedAddress skill shortagesUpskill employed adultsFacilitate job/career transitionsBroadly address skill mismatch Enable strategic business decisionsInform the design of national qualification frameworks (NQFs)Design standards and accreditation

Several goals where defined, including conducting research in ten sector groups, where a report generated for each sector will seek to identify skills, competences and qualifications that will be used as the basics to design tailormade courses for each industrial sector. There was an aim to re-skill 20% of participants to enable them to take up new tasks in the same or different industry sector and to up-skill 80% of participants to enable them to take up new tasks or perform better the same tasks within the relevant industry. There was also the goal to identify and address emerging trends developing in the labour market by providing approximately 3,600 hours of training across 10 sectors. This project aimed to identify the specific skills needs and current gaps in 10 different sectors. After this, the instrument also allowed people to apply for courses related to these sectors, which will ultimately give them the adaptability to move around in the Maltese labour market and in turn close the skills mismatch that exists in the market.

Vocational education modernization in Małopolska region PL 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.

Partnership analysis and labour market forecasting system with continuing adaptation to economic dynamics RO Matching skills for today’s job marketMatching skills for the future of work Active labour market policies Upskill employed adultsMatch skills of young graduatesBroadly address skill mismatch Design training programmes to activate unemployedInform decisions on course funding/provisionEnable strategic business decisionsInform and train career guidance and counsellors

The aim is to respond to a growing need of updated information from employers, social partners and other stakeholders of the labour market, in order to improve access to labour market information, to deal with mismatches, as well as to enhance the capabilities of the National Agency for Employment to provide and elaborate labour market analyses and forecasts.

A list of fields of study in an oversupply at the labour market and a list of fields of study in an undersupply in the labour market SK Matching skills for today’s job market Initial vocational education and training Match skills of young graduatesAddress skill shortages Inform decisions on course funding/provision

The policy goal is to better adjust the IVET system to labour market needs, in order to supply occupations in demand to the labour market and to prevent unemployment of IVET graduates. The intervention aims to better align supply and demand in the labour market. The instrument contributes to this by changing funding incentives for selected fields of study in IVET, to steer regulatory decisions of regional territorial units, which are founders of IVET schools in Slovakia.

National Project: Forecasting of Developments of Labour Market Needs SK Matching skills for today’s job marketMatching skills for the future of work Employment policy Upskill and match skills of unemployedAddress skill shortagesUpskill employed adultsMatch skills of young graduatesBroadly address skill mismatch Design training programmes to activate unemployedInform job-search decisions of unemployedInform decisions on course funding/provisionInform career-making decisions of studentsInform the design of national qualification frameworks (NQFs)Other

The instrument aims to address skill mismatch in the economy. The project implements statistical models as tools for systematic monitoring of labour market needs, developments in skills mismatch, and skills supply/demand ratios at regional level, as well as with respect to graduates.

National project: National Register of Occupations (NRO) III SK Matching skills for today’s job market Other Match skills of young graduatesUpskill and match skills of unemployedUpskill employed adultsFacilitate job/career transitionsAddress skill shortagesBroadly address skill mismatch Inform the design of national qualification frameworks (NQFs)Design training programmes to activate unemployedDesign standards and accreditationInform decisions on course funding/provisionInform career-making decisions of studentsInform job-search decisions of unemployed

The instrument addresses the skills mismatch in the economy and aims at linking employers' demands for skills with labour supply (via education and training). This instrument is the third (final) phase and continuation of previous projects National Register of Occupations I and II. After defining occupational standards that reflect employers needs for skills, and linking them to education and training (first and second phase), this instrument was finalised by the creation of the information portal with job classifications.

Online Guide to the Labour Market / Labour Market Integrated System SK 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.

Career guidance in tertiary education SI Matching skills for today’s job market Higher education Match skills of young graduates Inform and train career guidance and counsellorsInform career-making decisions of students

The policy instrument was designed to help graduates’ transition from education to work. Counselling in career planning and career guidance provide better match of students‘ knowledge and skills to labour needs, thus contributing to better quality of study and easier labour market integration. The instrument promotes further activity and development of career guidance, especially career counselling for students in higher education, with the aim of achieving timely career planning and development. This will ensure:
- better employability of graduates and their more efficient labour market entry.
- better alignment of acquired knowledge with labour market needs.
- elimination of discrepancies between the study programs and labour market demand.
- reduction of dropout and shortening the length of studies.

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.

Observatory of Occupations of the Central PES ES Matching skills for today’s job market Other Upskill and match skills of unemployedAddress skill shortagesUpskill employed adultsMatch skills of young graduatesFacilitate job/career transitionsBroadly address skill mismatch Design training programmes to activate unemployedInform decisions on course funding/provisionInform and train career guidance and counsellorsDesign standards and accreditation

The instrument addresses the problem of skills mismatch in the labour market. The policy goal is that the training delivered within a ALMP framework is correctly matched with labour market demands. Thus, the final goal is to improve workers' employability and competitiveness in the economy. The rationale is to carry out qualitative research about selected occupations in order to identify skill shortages and the main changes in skill demands (due to technological change, changes in regulation, etc.). This information should be taken into account for the design of training provision, within ALMP. Training provision within ALMP is structured through training courses for unemployed and professional certificates (VET managed by the PES).

Process of adaptation of VET provision to labour market demands. INCUAL (National Qualifications Institute) ES Matching skills for today’s job market Other Match skills of young graduatesAddress skill shortagesBroadly address skill mismatch Design standards and accreditation

The rationale is to carry out qualitative research about selected occupations, in order to identify the skill shortages and the main changes in the skill demands. This information is taken into account in the design of new VET diplomas and in the update of the contents of the already existing VET diplomas. Thus, VET provision should match better labour market demands, improving the employability of VET graduates and the capacity of companies to access adequate skilled workers. The final goal of the instrument is a correct matching between education and labour market demands. This is seen as necessary to reduce unemployment and to have a skilled workforce that enables economic growth.

Regional skills platforms SE Matching skills for today’s job marketMatching skills for the future of work Growth and innovation Upskill and match skills of unemployedAddress skill shortagesUpskill employed adultsMatch skills of young graduatesFacilitate job/career transitions Inform decisions on course funding/provisionEnable strategic business decisionsOther

To improve the national co-ordination of skills supply and to strengthen local and regional cooperation between public institutions and agencies in charge of skills supply. Set up platforms for cooperation in skill supply and short and long-term educational planning in each region.