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|
|Programme ‘Career Start’||BG||Matching skills for today’s job market||Active labour market policies||Match skills of young graduates||Other||
The programme ‘Career start’ addresses the gap between education and employment. It facilitates the transition between education and employment by providing a possibility to gain work experience.
The Programme addresses the difficulties that young secondary school and university graduates face immediately after graduation in their efforts to find jobs that match the knowledge and skills they have acquired during their education. The 'Career Start' programme includes two components. The target group of the first component are university graduates aged up to 29 years without work experience, who are registered at the Labour Offices. They are given the possibility to gain experience in public administration (i.e. national institutions, regional and local administrations) for the period of nine months. The Minister of Labour and Social Policy approves an annual quota for the job placements.
The target group of the second component refers to young people up to 24 years old, who have completed vocational education in the past two years, have no work experience in their occupation and are registered at the Labour Offices. They are provided with an opportunity to gain experience in private companies for the period of six months.
|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.
|Measures for Gaining First Work Experience / Internship||HR||Matching skills for today’s job market||Active labour market policies||Match skills of young graduates||Other||
Support for employment with the aim of stimulating employment of unemployed people in unfavourable position at workplaces, available to all beneficiaries under the same conditions. They are in accordance with national and EU legislation in the field of state support. Support in the form of subventions for salaries, are allocated to entrepreneurs that employ young people without work experiences, and they amount to 50% of the expense of work of that person per year.
|Permanent Seasonal Worker||HR||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.
|Supports for preserving jobs||HR||Matching skills for today’s job market||Active labour market policies||Other||Enable strategic business decisions||
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.
|Education and Work||CZ||Matching skills for today’s job market||Other||Facilitate job/career transitions||Inform decisions on course funding/provision||
The policy goal of Education and Work is to create a user-friendly tool communicating to the general public the concepts of the National Register of Qualifications, namely the Vocational Qualifications. It also serves as an intermediary platform connecting information on skills and corresponding work opportunities. The portal provides users with the opportunity to match their skills and qualifications with corresponding job titles and vacant positions. It also works the other way around: giving information on available training courses, exams and certificates for those interested in gaining skills required for specific jobs.
|Regional Vocational Scholarship Programmes||CZ||Matching skills for today’s job market||Initial vocational education and training||Address skill shortages||Inform decisions on course funding/provision||
The key problem that the instrument aims to address is a low number of pupils/students studying specific fields of secondary education (especially technical/vocational fields). In many regions, there is a long track record of a low number of students studying technical fields at the secondary education level, because many children (and their parents) prefer general or administration/business fields of education. This results in the shortage of a qualified workforce for particular sectors and also causes the outflow of qualified training staff from vocational schools, which could be a threat for vocational education in the future.
|Centres for adult education and continuing training (VEU-centres)||DK||Matching skills for today’s job market||Adult education and training||Upskill employed adults||Inform career-making decisions of students||
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.
|Labour Market Square||FI||Matching skills for today’s job market||Employment policy||Match skills of young graduates||Other||
The policy goal is to make it faster and easier to match job seekers to open jobs and increase productivity of employment services. It should also help educational institutions to plan their curriculum better to meet the needs of the labour market. Employment services have the role of matching unemployed people to open vacancies. The rationale is to use digital tools to increase the effectiveness, so that each job seeker gets improved job offers that better match their qualifications. A common problem has been that: unemployed people are frequently sent job offers that don't match their qualifications; and employers complain that reading application from unqualified persons is waste of their time. The Labour Market Square may (it has not yet been decided) have a control function to track if the unemployed are making genuine applications.
|Blue Card||DE||Matching skills for today’s job market||Address skill shortages||Other||
The "Blue Card" wants to achieve the goal of attracting a highly skilled workforce from abroad in order to tackle specific mismatches in certain sectors of the German economy. Highly skilled is defined by a high level of education. The Blue Card contributes to this goal by enabling and facilitating the access to the German labour market. It is the basic way of access for foreign employees following the definition of highly qualified. The Blue Card is supplemented by a large number of initiatives under the roof of the “Fachkräfteinitiative”.
|EGF/2014/015 EL/Attica Publishing Activities||GR||Matching skills for today’s job market||Active labour market policies||Upskill and match skills of unemployed||Design training programmes to activate unemployed||
The instrument relates to 705 workers made redundant in 46 enterprises operating in the Publishing activities sector in the region of Attica. All of them are entitled to receive support in terms of counselling, training, business consultancy, self-employment subsidy and mobility allowance. Through a series of personalised services the instrument aims to support workers that lost their jobs in publishing enterprises due to the crisis. The personalised services, which are to be provided to the redundant workers consist of the following actions: occupational guidance (recording and investigation of the needs, skills assessment, personal and occupational development procedure, conducting the individual action plan, follow-up), training and vocational training, self-employment subsidy, job-search allowance and training allowance, mobility allowance.
|Special Public Works||HU||Matching skills for today’s job market||Active labour market policies||Upskill and match skills of unemployed||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.
|Skillnets||IE||Matching skills for today’s job market||Active labour market policies||Upskill and match skills of unemployed||Other||
The policy instrument aims to address skills mismatch/gaps and to meet the evolving needs of the labour market through training and upskilling, with company groups, businesses, employees and the unemployed. The goal of Skillnets is to sustain Ireland's national competitiveness. The current rationale behind Skillnets is based on Ireland’s National Skills Strategy 2025, which is to increase the supply of skills to the labour market, and to strengthen the role of employers and training providers. Through it's different programmes, it meets the policy goal by offering support and funding to all levels of the labour market, e.g. by developing new programmes that address emerging skills gaps with FSNP, or supporting management development training opportunities and mentoring support for SME managers with ManagementWorks.
|Permanent National Information System for occupational needs||IT||Matching skills for today’s job market||Active labour market policies||Upskill and match skills of unemployed||Design training programmes to activate unemployed||
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.
|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.
|Investing in Skills||MT||Matching skills for today’s job market||Active labour market policies||Upskill employed adults||Design training programmes to activate unemployed||
The goal of this policy instrument is to reach people who are active in the Maltese labour market and find it difficult to pursue courses to enhance their skills, as a part-time option. Through Investing in Skills, these people are able to train and better their knowledge in their place of work, at a minimal to no cost for the employer. The instrument will be helping both companies and workers alike. Companies will benefit through increased productivity of their workers, while these in turn would be more adaptable to the skills required in the Maltese labour market.
|Fund for young people entering the labour market||NL||Matching skills for today’s job market||Active labour market policies||Match skills of young graduates||Inform decisions on course funding/provision||
The policy instrument aims to solve the issue of graduates from tertiary level education (WO and HBO degrees in the Netherlands) not being able to find work due to lack of work experience. Often employers do not have the financial capacity or desire to take on an employee with no practical work experience. The instrument aims to enable graduates to acquire work experience through subsidized internships at enterprises, thus making them more attractive in the labour market. Without practical working experience, labour market information shows that graduates leaving tertiary education do not have the relevant skills and practical work experience that enterprises are looking for. Therefore, hiring a fresh graduate represents a risk for enterprises, as they must invest time and money to train a graduate to work in their enterprise. The rationale of the instrument is that by subsiding the training of graduates, it is more attractive for enterprises to hire them. Moreover, graduates gain work experience, making them more attractive on the labour market as a whole. Furthermore, having trained at an enterprise, a graduate has higher chances of being hired there. Overall, the main purpose is to help graduates find work more easily.
|Labour Market Observatory for Education||PL||Matching skills for today’s job market||Initial vocational education and training||Match skills of young graduates||Inform career-making decisions of students||
Supplying young people with information about the present situation and trends in the regional and global labour market, to help them in making educational and professional decisions; supplying vocational counsellors, teachers, parents with the same range of information to make them able to help young people in their decisions; and monitoring the labour market for education authorities. Support for decision making for pupils, young graduates, career counsellors, parents, regional authorities, and school authorities is provided by popularizing analyses of regional labour market.
|Vocational education modernization in Małopolska region||PL||Matching skills for today’s job market||Initial vocational education and training||Match skills of young graduates||Inform and train career guidance and counsellors||
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.
|National Project III-2/A: Education and Training for Labour Market||SK||Matching skills for today’s job market||Active labour market policies||Upskill and match skills of unemployed||Other||
The project provides a funding scheme, as well as a project platform for the provision of training (change of skill profiles, up-skilling, re-skilling) for the unemployed, who find themselves possessing skills not required by employers. The specific policy goals are:
|National Project: Forecasting of Developments of Labour Market Needs||SK||Matching skills for today’s job market||Employment policy||Upskill and match skills of unemployed||Design training programmes to activate unemployed||
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.
|Competence centres for HR development||SI||Matching skills for today’s job market||Adult education and training||Upskill employed adults||Enable strategic business decisions||
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:
|Regional skills platforms||SE||Matching skills for today’s job market||Growth and innovation||Upskill and match skills of unemployed||Inform decisions on course funding/provision||
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.
|The Matching map||SE||Matching skills for today’s job market||Employment policy||Upskill and match skills of unemployed||Other||
The goal is to enable detailed, grounded and complex analysis on skills match on the labour market. The extensive work that lies behind the Matching map is made in an attempt to develop the method for measuring skills match, taking it beyond direct comparisons between the classification of educations and the classification of occupations.
Assessing the skills match through directly comparing an individual’s educational level or field with his/hers occupational level/field, risk (at least in Sweden) to lead to misleading conclusions. One common reason for this is that many occupations in practice allow or require a different educational level than the stated, for example through changes in the educational system or in the employers demand. Another reason is that many occupations, such as analyst or private instructor, cannot be deduced to one single field of education.
The objective with the Matching map is therefore to provide policy makers, employers, labour market analysts etc. with better statistics on skills match, in relation to a wide range of policy areas.