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 | AT | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Design training programmes to activate unemployed | 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. |
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 unemployed | 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/provision | 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. |
Red-white-red card | AT | Matching skills for today’s job market | Address skill shortages | Enable strategic business decisions | The objective of this policy instrument is to attract those key and skilled workers from abroad who are urgently needed on the labour market, but cannot be recruited from the domestic labour supply (with due attention to the future development of the Austrian labour market and economy). It opens the labour market and regulates the opportunity for foreigners to receive employment permits in Austria. |
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Ways to nursing | AT | Matching skills for today’s job market | Active labour market policies | Address skill shortages | Inform career-making decisions of students | 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. |
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 unemployed | Design training programmes to activate unemployed | 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. |
Competent (this is the name of the database) | BE | Matching skills for today’s job market | General education | Upskill and match skills of unemployed | Inform the design of national qualification frameworks (NQFs) | 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 unemployed | Inform job-search decisions of unemployed | 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. |
Jobs in Demand | BE | Matching skills for today’s job market | Adult education and training | Upskill and match skills of unemployed | Design training programmes to activate 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 unemployed | 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. |
Training Insertion Plan | BE | Matching skills for today’s job market | Active labour market policies | Match skills of young graduates | Design training programmes to activate unemployed | The instrument is set to address needs of the employer through an internship, where the job seeker gets the skills required by the employer. The internship duration is between 4 and 26 weeks for people under 25 (over 25s and lower educated adults can intern for up to 52 weeks). There is a trial period of 2 to 8 weeks. After the formation-insertion contract, the employer has to offer a working contract to the intern with a length equal to the previous one. The rationale is to give job seekers professional experience and the opportunity to get hired in a company, while the Walloon employers get the best matching intern in terms of competence required by the vacancy. The programme targets, although not exclusively, young job seekers and long term unemployed. |
Development of a Workforce Competence Assessment System by Sectors and Regions (CASSY) | BG | Matching skills for today’s job market | Active labour market policies | Address skill shortages | Inform job-search decisions of unemployed | 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: |
Flexible employment and training opportunities in companies with varying/inconstant activity intensity | BG | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Inform job-search decisions of unemployed | The programme attempts to address the problem of relatively high personnel turnover and job vacancies in the three targeted sectors, which is caused by the inconstant intensity of activity of companies in these sectors, resulting in skills mismatch. The policy goal is to: increase skills matching; and provide better and more sustainable job placements, leading to higher and better-quality employment. A full subsidy (100%) is given to employers of three sectors with inconstant activity intensity (Manufacturing, Construction, Accommodation and food service activities) to train unemployed and inactive persons, and re-train employed persons in skills that match to their business needs, which will be done in less busy work periods; and to provide scholarships for trainees (unemployed and inactive people). |
New working place 2015 | BG | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Inform job-search decisions of unemployed | The aim is to address the following problems: persisting downward trend in the number of economically active people in recent years reduced employment rate of the population aged 20-64 years; and increased unemployment rate. The key priorities of the National Reform Programme (2012-2020), of which the HRD OP's specific targets are focused in the area of unemployment and employment, are the fight against unemployment among labour market vulnerable groups, above all youth and long-term unemployed, and also the achievement of higher employment rate among older-age people. |
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. |
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 graduates | Design training programmes to activate 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 graduates | Design training programmes to activate 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 | 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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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 transitions | Inform the design of national qualification frameworks (NQFs) | 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. |
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. |
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Public work | HR | 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 | 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. |
Training for the unemployed | HR | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Inform the design of national qualification frameworks (NQFs) | To enhance the employability of unemployed persons and create necessary qualified workforce, in order to diminish skills mismatches in the local labour market. Review and evaluate the existing programmes for the long-term unemployed and people at risk of becoming long-term unemployed and, based on the results of the evaluation, develop an effective policy strategy in this area. Provide adequate training for the unemployed and others at risk of becoming unemployed. ‘Adequate’ refers to inclusion of, for example, long-term unemployed people in training programmes tailored to meet labour market needs. |
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. |
On-line Career Counselling for pupils and students of elementary and secondary/high schools | CZ | Matching skills for today’s job market | Initial vocational education and training | Broadly address skill mismatch | Inform and train career guidance and counsellors | The instrument addresses the need for relevant decision making data and approaches to help students or their parent to choose an appropriate field of education (secondary level) or specific school. The reason for setting up the scheme is to satisfy the demand for relevant data and support for the career decision making of secondary level students. |
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. |
Sector Councils | CZ | Matching skills for today’s job market | Active labour market policies | Address skill shortages | Enable strategic business decisions | 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 unemployed | Design training programmes to activate unemployed | 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. |
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. |
Continuing training and education committees | DK | Matching skills for today’s job market | Adult education and training | Facilitate job/career transitions | Design training programmes to activate unemployed | 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 market | Adult education and training | Address skill shortages | Inform decisions on course funding/provision | 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. |
Job Rotation Scheme | DK | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | 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. |
The education scheme | DK | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Design training programmes to activate unemployed | Active labour market policy for the long-term unemployed. The education scheme aim was to provide a determined and coherent skill upgrade that would strengthen the unemployed ability to get employed. This specific target group can be admitted to an education scheme, allowing the long-term unemployed learners to attend training for a maximum of 6.5 months within a reference period of 12 months. |
Choose IT! | EE | Matching skills for today’s job market | Adult education and training | Upskill and match skills of unemployed | Design training programmes to activate unemployed | 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. |
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 unemployed | Design training programmes to activate unemployed | 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 market | General education | Address skill shortages | Design training programmes to activate unemployed | 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. |
Labour market training measures provided by the Estonian Unemployment Insurance Fund | EE | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Inform the design of national qualification frameworks (NQFs) | Copes with structural unemployment by providing job seekers with the skills needed in the labour market. As a preventive measure, supports employees who need support in changing jobs or remaining employed due to lack of skills or their skills being outdated. |
Vocational reintegration programme of early school leavers "Kutse" | EE | Matching skills for today’s job market | Initial vocational education and training | Upskill and match skills of unemployed | Inform job-search decisions of unemployed | 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. |
Door to Learning | FI | Matching skills for today’s job market | Adult education and training | Upskill employed adults | Inform and train career guidance and counsellors | 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. |
Job Bank Trial | FI | Matching skills for today’s job market | Upskill and match skills of unemployed | 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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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. |
Labour market training | FI | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Design training programmes to activate unemployed | The goal is to improve the professional skills of unemployed adults or adults who are at risk of being unemployed, enhancing their possibilities of finding a job or retaining one. It also aims to improve their capacity for working as entrepreneurs. The overall aim is to promote the availability of skilled labour. Education and training are key measures to help people meet changing skills requirements and improve the matching of supply of and demand for labour. Skills development of individuals has an important role in the implementation of ALMPs and in managing challenges of changing skills requirements. |
National adult education anticipation | FI | Matching skills for today’s job market | Adult education and training | Address skill shortages | Design training programmes to activate unemployed | 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. |
Anticipation for jobs and occupations | FR | Matching skills for the future of work | Initial vocational education and training | Address skill shortages | Design training programmes to activate unemployed | The aim is to anticipate the skills needs in the different occupations to design the initial vocational education programmes and vocational training programmes. All the results about future jobs and skills needs are published and disseminated to those responsible for education and training programmes within the whole country. |
Extra Programme 500 000 jobseekers trained | FR | Matching skills for today’s job market | Adult education and training | Match skills of young graduates | Inform the design of national qualification frameworks (NQFs) | 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 adults | Design training programmes to activate 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. |
BERUFENET | DE | Matching skills for today’s job market | Other | Match skills of young graduates | Inform decisions on course funding/provision | Informing people in the labour market on career choice opportunities. It helps all interested parties (PES employees, journalists, politicians, company representatives, people who want to choose their career) to process information on the local, regional, and national labour market. |
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”. |
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Initiative for skilled workforce Eastern Germany | DE | Matching skills for today’s job market | Growth and innovation | Facilitate job/career transitions | Inform decisions on course funding/provision | 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. |
PROSIMA apprenticeship market model | DE | Matching skills for today’s job market | Initial vocational education and training | Broadly address skill mismatch | Inform career-making decisions of students | According to BiBB, the forecast of the apprenticeship market is very complex as it depends on the interaction of four dynamics (population growth, school leavers, labour market, economic development). PROSIMA helps to understand and predict developments in the apprenticeship market and the impact of policy measures that affect the apprenticeship market. Politicians have to react to developments in the apprenticeship market, e.g. to prevent skills shortages in specific sectors or to promote specific occupations. POSIMA helps to understand these interventions and measure their effects. |
Skilled workforce bottleneck monitor | DE | Matching skills for today’s job market | Adult education and training | Other | Inform job-search decisions of unemployed | 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. |
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. |
Local Action Plans (TOPSA) | GR | Matching skills for today’s job market | Active labour market policies | Upskill employed adults | Inform decisions on course funding/provision | 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. |
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 counsellors | 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: |
Training voucher programme for unemployed aged 29-64 in 8 cutting-edge sectors | 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 Training Voucher program aims to achieve a structured path for the entry of unemployed people into the labour market, which will potentially lead to a placement in the private sector of the economy. The action aims at the empowerment and the upgrade of the skills of the unemployed adults aged 29-64, through a combination of training, internship, counselling and certification. Through the matchings between learners and companies, the action aspires to generate new jobs after the programme’s lifetime. Thus, hosting companies are encouraged to utilize other actions of subsidising labour in order to hire the interns after their internship. |
Community (public) work program complemented with training programs (PW) | HU | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | 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 | HU | Matching skills for today’s job market | Adult education and training | Upskill and match skills of unemployed | Design training programmes to activate unemployed | 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 | HU | Matching skills for today’s job market | General education | Upskill employed adults | Inform decisions on course funding/provision | 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 | 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. |
Youth Guarantee Work Trial | HU | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | 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 | IE | Matching skills for today’s job market | Higher education | Address skill shortages | Inform decisions on course funding/provision | Up-skilling and re-skilling graduates. Explicitly addresses the current shortage of skills in the ICT sector. |
Momentum | IE | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Inform job-search decisions of unemployed | Improving employability of the long-term unemployed. Momentum consists of a number of projects aimed at improving the employability of individuals who are long-term unemployed. Participants receive training in areas with recognised skill shortages, where existing vacancies have been identified. The projects include an element of on-the job training in the form of work experience modules, as well as development of the skills required to obtain and retain employment. Momentum will also include projects specifically aimed at individuals aged under 25 who are long-term unemployed. |
Momentum II | IE | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Inform job-search decisions of unemployed | Improving employability of the long-term unemployed, as well as first time unemployed people following the economic crash, and skills shortages. Momentum consists of a number of projects aimed at improving the employability of individuals who are long-term unemployed. Participants receive training in growing sectors of the economy. It provides long-term unemployed people with access to a range of education and training projects, work placement/support and relevant industry and NFQ accreditation. |
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. |
(Re)training and qualification of Whirlpool's and satellite activities' dismissed employees in the area of Trento | IT | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Design training programmes to activate unemployed | The European Globalisation Adjustment Fund mission is to help workers losing their jobs, due to the impact of globalisation or the global financial and economic crisis to find new jobs as soon as possible. The instrument addressed the problem of the closing of the Trento Whirlpool plant (with about 600 employees) and the need to re-employ the workers who lost their jobs, possibly in Trento areas. The rationale of the intervention is that the combination of both demand (companies) and supply (dismissed workers) side actions could increase the employment opportunities for the workers who lost their jobs. In addition, on the workers' side, the possibility to use more than one type of action (information, counselling, training, coaching, etc), and to be involved in training actions designed in accordance to specific occupational opportunities could result in a higher employability level. The instrument, as implemented in Trento, contributed to achieving EGF's goals, because the objectives and the structure of the instrument was absolutely consistent with EGF's objectives and fundamentals. |
Apprenticeships and craft jobs | IT | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Design training programmes to activate unemployed | Helps the unemployed to obtain a job through apprenticeship contracts and train them in craft/manufacture skills to fill the skill shortages in the sector. The project aimed to promote the training and allocation of jobs for around 20,000 young unemployed people in the sector of traditional craft and manufacture. There were two areas of intervention: |
IVET Programme 2017-2018 Friuli-Venezia Giulia Region | IT | Matching skills for today’s job market | Initial vocational education and training | Match skills of young graduates | Inform decisions on course funding/provision | 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. |
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. |
Regional Deed on Vocational Training aimed at Reducing Unemployment (Labour Market, 2015-2016, Piedmont Region) | IT | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Design training programmes to activate unemployed | The policy goal is to give the unemployed the opportunity to find employment through the development of skills and competences that match companies', sectors' or local economic systems' needs. The instrument specifically targets young and adult unemployed (also TCNs). The rationale of the instrument is that if an unemployed person develops skills and competences that are related to skills/competences needs characterising a specific local economic system (formally and rigorously analysed), then he/she will be more likely to find employment in that system. Within this framework, the instrument gives a contribution to the policy goal of tackling and reducing unemployment by explicitly indicating for each sub-regional area, what are the sectors and the professional profiles to be given priority in terms of training. |
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: |
Facilitation of regional mobility of persons employed by entrepreneurs. | LV | Matching skills for today’s job market | Active labour market policies | Facilitate job/career transitions | Design training programmes to activate unemployed | Participation in the measure allows the employer/entrepreneurs to fill the vacancies by hiring the necessary specialists from other administrative territories, thus reducing the regional skills mis-match. The goal of the measure is to facilitate regional mobility of people employed by entrepreneurs by providing financial support for covering the cost of transport and rent of living space in the first four months after commencing the employment legal relationships. The instrument tackles the problem of regional skills mismatch, by allowing the employer to hire an employee from other regions, thus also levelling out the demand/supply problem in labour market. |
Practical training in the employer’s facilities | LV | 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 of the instrument is to increase the unemployed person’s competitiveness and integration into the labour market by adjusting their skills and competences to employer demand. This is done by practical training of the employee in areas needed by the employer by organising training in the employer’s facilities. By training the unemployed person in the premises of employer, the level of compliance between skills and requirements is the highest. The trainee can start his employment as soon as the training ends, and both parties can be sure about the result of the process. |
Studies of the sectors and creation of Sectoral Expert Councils. | LV | Matching skills for today’s job market | Initial vocational education and training | Address skill shortages | Inform the design of national qualification frameworks (NQFs) | To ensure relevant and comprehensive information about skills demand and supply in the sectors of the economy. The goal of SECs is to promote VET effectiveness and quality of VET by promoting cooperation between state institutions, municipalities, employers and their organisations, trade unions and professionals to deal with human resource development issues. It aims to also improve the quality and efficiency of vocational education according to the needs of national economy sectors, as well as addresses vocational training directly in the fields where there is the largest number of labour force and the skills that will have to be upgraded most of all. The descriptions of sectors provide structured and detailed information, which can be used for the design and implementation of different skill mismatch policy measures. This information includes: data and forecasts on the macro-economic development of sectors of the economy, including the demand for workforce; data and forecasts on the development of the workforce in the sectors; and data on the structure of occupations and qualifications in the sectors. This instrument provides necessary information for the work of SECs and the development of occupational standards and other measures dealing with the matching of supply of skills in the education system and demand for skills in the sectors of economy. |
Vouchers for acquiring vocational education, upskilling and informal education programmes for unemployed | LV | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Design training programmes to activate unemployed | Policies goals include: |
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 unemployed | Inform the design of national qualification frameworks (NQFs) | 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. |
Competences LT | LT | Matching skills for today’s job market | Active labour market policies | Match skills of young graduates | Design training programmes to activate unemployed | The main goal of the policy is to fulfil specific sectorial needs, by providing training and to create a sub-system of high qualification development at a work place. The rationale for the intervention is strengthening the potential of human resources. The instrument covers the whole country and a wide network of employees and employers. |
Employment opportunities barometer | LT | Matching skills for the future of work | Active labour market policies | Address skill shortages | Design training programmes to activate unemployed | 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 graduates | Inform the design of national qualification frameworks (NQFs) | 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. |
The open system of vocational information and consulting AIKOS | LT | Matching skills for today’s job market | Initial vocational education and training | Match skills of young graduates | Design standards and accreditation | The goal of the policy is to ensure relevant and comprehensive information about labour market and education and training possibilities in Lithuania is provided. It is an open online information portal, providing information on qualifications, VET and HE study programmes, as well as about the providers of these programmes to the different target groups. The target group includes pupils and young people seeking to obtain the information about occupations and qualifications, students, employers, education and training providers. |
Employment Initiation contract | LU | Matching skills for today’s job market | Active labour market policies | Match skills of young graduates | Design training programmes to activate unemployed | The goal is to reduce the incidence and duration of youth unemployment. By subsidizing the initial year of work, necessary work experience can be gained by the young worker. |
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. |
Skills Observatory | LU | Matching skills for today’s job market | Initial vocational education and training | Upskill and match skills of unemployed | Inform decisions on course funding/provision | The 5 main objectives for the Skills Observatory: to identify and anticipate the skills that employees should have currently and in the future; to ensure, based on sector analysis, rapid implementation of training involving the relevant actors in the field; to develop training through individual and collective skills in companies of four specific economic sectors: logistics, the hospital sector, the administrative staff of private companies and the legal sector; to provide policymakers and the professional sectors concerned with tangible elements, so that they can agree on training solutions and continue to implement these; and to conduct a forward thinking strategy and sustainability of training in place. The Skills Observatory identifies and anticipates skills and competence needs, which look to be required in a given sector. In doing so, it aims to identify what sort of competences and skills require improved treatment or further attention within continued and initial vocational education and training. |
Addressing Skills Mismatches in the Aviation Maintenance Industry | MT | Matching skills for today’s job market | Other | Upskill employed adults | Inform the design of national qualification frameworks (NQFs) | 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 | MT | Matching skills for today’s job market | Initial vocational education and training | Match skills of young graduates | Inform the design of national qualification frameworks (NQFs) | 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. |
Construction Industry Skill Card | MT | Matching skills for today’s job market | Adult education and training | Upskill employed adults | Design training programmes to activate unemployed | 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. |
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. |
Linking Industrial Needs and VET to Optimise Human Capital (ESF 2.85) | MT | Matching skills for today’s job market | General education | Upskill and match skills of unemployed | Enable strategic business decisions | 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. |
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. |
School extension programme | NL | Matching skills for today’s job market | Initial vocational education and training | Match skills of young graduates | Inform career-making decisions of students | The policy goal is to bring together demand of employers and the supply of skills of potential employees. The measure was introduced in 2009 and continued as an important programme in 2013. The aim was to help soften the impacts of the European crisis on youth unemployment. The rationale behind this particular programme is that in times of economic difficulty, it can be more advantageous for an individual to keep studying and learning. As such, the School Ex Programme helps guide the graduates (or leavers) of secondary VET to the next level of study which suits the graduate, for which there is also demand in the labour market. In cases where a graduate wants to work, a suitable job is found via the PES. |
Subsidy for practical learning | NL | Matching skills for today’s job market | Initial vocational education and training | Match skills of young graduates | Design training programmes to activate unemployed | The measure aims ultimately to help better prepare students from various vocational educational levels and backgrounds for the labour market. Enterprises and employers in turn gain better educated employees. The subsidy allows enterprises and employers to offer work-based learning places within their organisation to better train students. The rationale is that there are groups of students in vocational education programmes and research students that require practical work experience to complete their educational programmes or to gain practical working experience. The measure seeks to ensure that enough good quality work-based positions are available by encouraging and supporting enterprises and employers to set up such work-based training positions. In this way, students are ensured good positions where they learn the skills they need for their immediate education and their future jobs as well. |
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. |
Labour Market Observatory of Lubelskie | PL | Matching skills for today’s job market | Active labour market policies | Address skill shortages | Design training programmes to activate unemployed | 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) | PL | Matching skills for today’s job market | Active labour market policies | Address skill shortages | Design training programmes to activate unemployed | 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 | 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. |
Active Life Measure – Qualified Employment | PT | 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 aims to reinforce the quality, the effectiveness and the responsiveness of active employment policies, namely regarding the professional qualification of unemployed people. This instrument creates a qualification measure that aims to adjust the personal employment plans and the individual potential and needs of each unemployed, in order to improve his/her employability, and favour his/her return to the labour market. Whenever considered adequate to the profile of the unemployed, the instrument may include a skills recognition, validation and certification process. |
Apprenticeship courses | PT | 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. |
Criteria for definition of number of vacancies in public higher education | PT | Matching skills for today’s job market | Higher education | Match skills of young graduates | Inform decisions on course funding/provision | The policy goal is to gradually reduce the number of unemployed graduates from public universities and polytechnic institutes by limiting the number of vacancies in the public higher education institutes, taking in consideration the level of unemployment of graduates in the calculation of the number of new places to be opened. It is an instrument regulating vacancies to be opened by calculating formulae of employability of graduates. There is a set of formulae that must be applied by each public university and polytechnic institute every year to determine if they can increase or must decrease the number of vacancies for each of the bachelors and integrated master courses they intend to open. |
Professional internships | PT | Matching skills for today’s job market | Active labour market policies | Match skills of young graduates | Design training programmes to activate unemployed | The improvement of qualifications and skills of unemployed young people (18-30 years), as well as of unemployed people who are in a situation of particular vulnerability, in order to promote their employability. The professional internships aim at smoothing transitions to labour market. Their major intention is providing a first work experience to young unemployed who lack practical skills and knowledge of the work environment. After the big economic crisis, they were extended to cover the transition to the labour market of long term unemployed who need to reconnect with work experience, as well as other groups that are victims of different kinds of prejudice or difficulties of access to labour market due to their social background. |
Vocational courses | PT | Matching skills for today’s job market | Initial vocational education and training | Match skills of young graduates | Design standards and accreditation | The vocational courses have three main goals: contribute to the development of personal and professional skills in order to pursuit a profession; develop training offers related with the local and regional work needs; and enable the students to continue to post-secondary education or higher education. They provide a double certification (secondary and professional) giving an EQF level 4. The vocational courses are courses of the secondary level of education (double certification), characterized by a strong connection with the professional world. Taking into account the personal profile of the students, the learning carried out enhances the development of competences for a profession, in cooperation with the local business sector. |
Development of a Labour Market needs anticipation instrument | RO | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Design training programmes to activate unemployed | Identification of future skills shortages and needs/demands, labour market trends, which is useful for the design and assessment of active labour market policies. This instrument uses a more sophisticated methodology (dynamic general equilibrium) and implies a macro-economic forecasting tool to indicate all macro-economic aggregates in an autonomous process. It was recently designed by INCSMPS and Fondazione G. Brodolini Italy in an ESF-financed project. Two models of the project has been merged to enable the National Labour Research Institute to anticipate future skills needs, so as to enable decision-makers to use it for tailoring and targeting LM interventions. |
Evaluation and forecasting of the potential labour demand for higher education graduates up to 2020 | RO | Matching skills for today’s job market | Higher education | Address skill shortages | Inform decisions on course funding/provision | The policy focuses on matching the supply of higher educated graduates with the demand of the employers, the adaptation of curricula and strengthen the link between higher education supply and the changing demands of the real economy. The instrument has been designed to assist the decision making at national level and thus reduce the gap between the supply of higher educated graduates and the demand coming from the labour market. It has been used to forecast trends by occupation and thus inform the national decision making process, as well as at the university level, with respect to the trends of the labour market and help adjust the structure of the university studies, adjust curricula and education plans and ultimately assist in creating a better match between education and the needs of the enterprises. |
Matching VET supply with labour market demand | RO | Matching skills for today’s job market | Adult education and training | Upskill and match skills of unemployed | Inform job-search decisions of unemployed | 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. |
Partnership analysis and labour market forecasting system with continuing adaptation to economic dynamics | RO | Matching skills for today’s job market | Active labour market policies | Upskill employed adults | Design training programmes to activate unemployed | 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 graduates | 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 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. |
National project: National Register of Occupations (NRO) III | SK | Matching skills for today’s job market | Other | Match skills of young graduates | Inform the design of national qualification frameworks (NQFs) | 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 mismatch | Inform and train career guidance and counsellors | 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 counsellors | 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: |
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: |
Increasing effective coordination of supply and demand in the labour market | SI | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Design training programmes to activate unemployed | The policy instrument addresses the lack of relevant instruments and advanced tools that enable quality labour market forecasts, which, combined with a shortage of in-depth cooperation between the individual stakeholders (public institutions, business associations, research institutions, social partners), disrupts the consistency of labour supply and demand and quality forecasts for labour market needs. The instrument addresses this challenge by: |
Project Learning with younger Adults | SI | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Inform job-search decisions of unemployed | PUM-O is an informal education program intended to empower young adults (15-26 year olds) for their labour market entrance and active participation in society, based on the acquisition of key competences. Focused initially on youth not in employment, education or training (NEET), who are especially vulnerable, PUM-O has three main objectives: |
Records and analytical information system for higher education in the Republic of Slovenia | SI | Matching skills for today’s job market | Higher education | Match skills of young graduates | Inform decisions on course funding/provision | eVŠ was developed for the purposes of: |
Green Jobs Programme | ES | Matching skills for today’s job market | Other | Upskill and match skills of unemployed | Design training programmes to activate unemployed | The problems addressed are the lack of skills for green jobs and environmental problems. The policy goal is to provide skills for green jobs to promote the greening of the economy and employability of workers. The final policy goal is to promote employment and competitiveness of the private sector through environmental transformation and greening. Thus, the instrument has three linked goals (environmental, economic and social). The programme was initially (2007-2013) focused on employed workers, but on the new ESF period (2014-2020) focuses on unemployed workers as well. In addition, the programme includes support to green entrepreneurs. |
Integrated pathways to employment. Barcelona grows through new opportunities for better quality jobs. | ES | 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’s goal is to offer an upgrade of skills to the more disadvantaged groups of job-seekers in Barcelona, so that they can improve their employability. What is more important, in terms of the attention on skill mismatch, is that the attention of the policy is particularly focused on those skills that are important for the socio-economic development of Barcelona, such as new technologies and environmental skills. The rationale of the intervention is to improve the employability of vulnerable unemployed through guidance and training in strategic sectors. |
Observatory of Occupations of the Central PES | ES | Matching skills for today’s job market | Other | Upskill and match skills of unemployed | Design training programmes to activate unemployed | 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). |
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 unemployed | Design training programmes to activate unemployed | 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. |
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 graduates | 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 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. |
Support and matching | SE | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Inform job-search decisions of unemployed | Through individualised support, provided by private suppliers who are publicly funded, job-seekers (who have been unemployed for a long time (about a year) or who are newly arrived to the country) are provided job-seeking support and matching to the labour market. The purpose of Support and Matching is to get a job or start studying as quickly as possible. The intention is to provide people who are far from the labour market with special and individually adapted efforts (matching, guidance) that lead them to work or study and increase their prerequisites for getting a job. |
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. |
The Occupational Compass | SE | Matching skills for today’s job market | Active labour market policies | Upskill and match skills of unemployed | Inform job-search decisions of unemployed | Provide job seekers and others concerned with advanced labour market information, in order to match demand and supply of skills. Deliver short-term (1 year) and long-term (5-10 years) skills anticipation for around 200 occupations (80% of the labour market), supported by advisory councils at sector level, alongside a council of vocational experts. |
The Teachers' Lift 2 | SE | Matching skills for today’s job market | Higher education | Upskill employed adults | Inform decisions on course funding/provision | Data and labour market forecasts show a large shortage of certified teachers now and in coming years. By funding studies, the instrument aims at increasing the number of certified teachers. The aim is to raise the competence and increase the accreditation of qualified, practicing teachers, in subjects they already teach. Via courses given by the Swedish National Agency for Education, teachers improve their subject knowledge and acquire tools for enhancing didactic skills. The teachers also have the opportunity to exchange views and experiences with other teachers. Upon completion, teachers can apply for new subject accreditation within their certificate. A total of 1,906 participants have begun a course by 2016. |
Employer Ownership Pilot (England) Round One | GB | Matching skills for today’s job market | Growth and innovation | Match skills of young graduates | Design training programmes to activate unemployed | The policy goal is to develop a training system that is fully focused on customers, businesses and employees, aligning skills potential with growth investment. By changing the way funding flows through the system, and to place responsibility and reward for investment more squarely with employers for employer-facing programmes, such as Apprenticeships. The Employer Ownership of Skills pilot is a competitive fund open to employers to invest in their current and future workforce in England. Government will invest in projects in which employers are also prepared to commit their own funds, in order to make better use of our combined resources. |
Jobcentre Plus Support for Schools programme | GB | Matching skills for today’s job market | General education | Broadly address skill mismatch | Inform career-making decisions of students | The instrument aims to tackle the barriers to work faced by 16-24 year olds (who in the UK are disproportionately more likely to be unemployed than the general population) before young people leave education. The policy goal is to help reduce unemployment and economic inactivity, and to support the associated individual and societal benefits of early employment. The intervention aims to combat the barriers to work faced by young people before they leave education, and to facilitate a more effective school to work/training/further study transition. To do this the pathfinder programme established at least 1 full-time Jobcentre Plus Programme Advisor in each area to work within schools to provide students with information on traineeships and apprenticeships, accessing work experience, the local labour market and soft skills that employers expect (such as team working, punctuality, etc). |
Sector-based work academies | GB | Matching skills for today’s job market | Initial vocational education and training | Upskill and match skills of unemployed | Inform job-search decisions of unemployed | SBWA are designed to help unemployed benefit claimants enter the labour market, stay in employment, and reduce the time spent claiming the unemployment benefit (JSA). The instrument targets sectors with high volumes of current local vacancies, and has been designed to help employers meet their recruitment and skills needs, whilst also assisting benefit claimants to enter the labour market. This goal is met through the provision of training and work experience, as well as through linking job-seekers to locally available vacancies. |
UKCES Employer Investment Fund | GB | Matching skills for today’s job market | Growth and innovation | Facilitate job/career transitions | Design training programmes to activate unemployed | The instrument was developed in response to growing evidence that UK skills policy had not always met the needs of employers, and that levels of investment in skills development was insufficient to drive business and economic growth. The rationale for the intervention (which was also found to be in line with the beneficiaries' motivations in the 2015 Survey) was to: improve the ability of employees to do their job, to acquire the skills needed to grow businesses, and to increase understanding of the skills or training needs of employees. |