Browse by subject - Competence and skills development
28 March 2012: Inequalities in higher education pathways (Portugal / Information update)
A nationwide study by researchers from the Portuguese universities of Lisbon and Porto focused on the factors behind early drop-out rates among higher education students, and examined the influence that social, cultural and economic contexts might have on their success or failure. Detailed analysis of individual cases identified eight types of pathways taken by higher education students that are intertwined with inequalities of access and unequal distribution of resources.
09 March 2012: Collaboration for a good working environment (Norway / Information update)
Results from the Norwegian project ‘3-2-1 Together for a good working environment – 3 parties, 2 branches, 1 goal’ demonstrate that tripartite collaboration works when there is mutual understanding of roles and responsibilities among managers and safety representatives. A good safety culture and agreement on more inclusive working, together with greater focus on middle managers, led to a better working environment and reduced absenteeism in meat companies and nursing homes.
10 February 2012: Role of intersectoral training funds in boosting skills (Italy / Information update)
A recent study on the intersectoral training funds system in Italy, focusing on the national training fund of the services sector, Fondo For.Te., shows there is considerable room for improvement. The study found that the fund could do more to comply with the 2010 Guidelines for Training, agreed by national and regional governments and social partners. The funds need to operate as key instruments in the training process, not mere intermediaries between companies and workers.
14 November 2011: Survey probes satisfaction in the workplace (Romania / Information update)
A survey conducted on behalf of Romania’s National Trade Union Bloc in 2010 sought information on the satisfaction of employees in their workplace. The survey found that 84% of the employees considered the promotion of staff in the company where they worked was open to competition with equal conditions among co-workers. But only 52% of respondents thought their pay was commensurate with the work performed, with little difference between the private and public sectors.
27 October 2011: Green jobs and training (Portugal / Information update)
A government study to characterise the status of green jobs and training in Portugal used data on green jobs in a government ministry and data on private sector employment in 23 sectors. The study revealed that the number of green jobs in Portugal doubled between 1996 and 2007. More men than women held green jobs, with many of the women involved in vocational training and research. The number of degree and masters courses on the environment has increased significantly.
07 October 2011: Workers prone to stress and burn-out at work (Luxembourg / Survey data report [ or view as 
size 165 kb])
Through itssurvey ‘Well-being at work in Luxembourg 2010’carried out by TNS-ILRES in December 2009 to January 2010, the Luxembourg Chamber of Employees (CSL) sought to provide an insight into the feelings of Luxembourg workers in 2010 about their workplace. More than 1,500 employees (both Luxembourg residents and cross-border workers from Belgium, France and Germany) from various economic sectors were asked to answer questions on a range of issues including health and safety, work and society, psychosocial demands ofwork, andergonomics in the workplace.Astriking finding is the high proportion of workers (90%) who claim to have experienced some stress at work, with 20% admitting to having felt burn-out.
09 September 2011: Employability measures for Roma population (Hungary / Information update)
The Hungarian Prime Minister Viktor Orbán and the President of the National Roma Self-Government, Flórián Farkas, signed a statement of intent in May, aimed at integrating 100,000 unemployed Roma into the Hungarian labour market by 2015. The agreement covers reforms of the education system and health screening tests to ensure better possibilities and equal opportunities for Roma people, both in the education system and on the labour market. Implementation of the agreement will require close cooperation.
02 September 2011: Situation of social workers (Poland / Information update)
Two reports published recently by the Institute of Public Affairs on the situation of social workers in Poland are based on extensive qualitative and quantitative research. The reports focus on the working conditions, work identity and professionalisation of social work. In a diverse group, most social workers opt for some institutional form of common representation. They also identified excessive paperwork as one of the main problems they face in their everyday work.
24 August 2011: Poor rewards for self-employed knowledge professionals (Italy / Information update)
According to a survey by the Institute of Economic and Social Research, self-employed knowledge professionals generally earn less than their colleagues working as employees, work longer hours and have poorer social security protection. The survey examined the annual earnings of over 4,000 knowledge professions in terms of their occupational status and professional profile. However, the survey design means that its results can only be considered indicative.
15 July 2011: Union calls for a new skills policy for a new economy (Ireland / Information update)
A new report from the Irish Congress of Trade Unions (ICTU) contains new policy proposals that seek to tackle the serious challenges facing the Irish labour market and produce an improved vocational and educational training (VET) system in the years ahead. The report calls for a new skills and training agency focused on work-based training, active involvement of employers and trade unions in the control of VET systems, creation of a new skills fund and immediate policy action.
20 May 2011: Impact of social origin on access to vocational training (Germany / Information update)
A study by the Federal Institute for Vocational Education and Training found a significant gap in the experiences of school leavers from migrant and non-migrant backgrounds in accessing Germany’s ‘dual system’ of initial vocational training. Although differences in socioeconomic background have an impact, migrants’ prospects of gaining an in-company training post are lower than those of non-migrants with the same qualifications and socioeconomic background.
02 May 2011: Assessment of workplace performance (Romania / Information update)
A study published by the Romanian National Trade Union Bloc in November 2010 reveals that only 46.8% of the employees interviewed considered that their performance on the job is assessed regularly and in an organised manner. The study also found significant differences between the opinions of employees in state-owned companies and employees in the private sector. Variations were also found in the frequency of assessment depending on respondents’ level of education.
18 April 2011: Thirty years of education, training and work among women and men (Portugal / Information update)
A study published in a book marking the 30th anniversary of Portugal’s Commission for Equality in Labour and Employment reviews the major trends over the past 30 years in terms of education, training and work among women and men. The analysis reveals a relative devaluation by society in general, and the labour market in particular, of the efforts and commitment of women in acquiring additional qualifications and skills in order to improve their employment prospects.
05 April 2011: The IAB Establishment Panel (Germany / Survey data report [ or view as size 136 kb])
The IAB Establishment Panel is an annual survey of 16,000 establishments in Germany that employ at least one worker who pays social security contributions. The survey, which is run by the Institute for Employment Research (IAB), was launched in western Germany in 1993 and extended to eastern Germany in 1996. It provides representative data and information on various aspects of employment such as employment development, personnel structures, wages, vocational training, working time and industrial relations. Data are made available to researchers via remote access or on-site to those visiting the Federal Employment Agency’s Research Data Centre at IAB.
15 March 2011: Quality of work in the crisis (EU Level / Information update)
The report issued by the Employment Committee in November 2010 on quality of work in the EU was based on the findings of a thematic review in June 2010 which sought to exchange experiences about labour market policies intended to promote quality of work, with a focus on measures designed to manage the economic crisis. The report examines actions by Member States in areas such as skills development, health and safety, work–life balance, flexibility and adequate earnings.
15 March 2011: Lifelong training: satisfaction and intentions among post-graduates (Portugal / Information update)
The results of a Portuguese study to understand the motivation, intentions and effects on post-graduates involved in the process of lifelong training indicate that obtaining a second or third degree has a positive effect on satisfaction levels in terms of professional activity, professional path and integration into the labour market. The study also found that those with higher educational qualifications express a strong desire to continue investing in lifelong learning.
11 March 2011: Obstacles to continuous vocational training for vulnerable groups of workers (Romania / Information update)
A survey by researchers from the Romanian National Observatory for Lifelong Learning Development (ODIP) into the participation of three groups of workers at risk in the labour market in continuous training schemes found a low rate of participation, with considerable variation between urban and rural regions, age and size of company. The main obstacle for the employees surveyed was their low level of income and the main obstacle for employers was the high cost of training.
02 March 2011: Italy - Final questionnaire for EWCO CAR on Getting prepared for the upswing: Training and Qualification during the Crisis (Italy / National Contribution)
Policies facing the current crisis show a noticeable discontinuity from the past: CIG (cassa integrazione guadagni, wage integration fund) the traditional benrfit for suspended employees in manufacuring seforms with more than 50 employees, is extended to almost the whole private sector regardless to company size and systematically combined with active labour market policies (ALMPs) managed mainly by public employment services (PES). Regions are the main level implementation level sice they manage both training and PES. Unfortunately, implementation was very slow while at company the most successful examples are training project promoting skilis updating rather than upgrading. Monitoring outcomes are expecetd in 2011.
01 March 2011: Preparing for the upswing: training and qualification during the crisis (TRANS NATIONAL / Comparative analytical report [ or view as size 589 kb])
The economic crisis has had a profound impact on enterprises throughout Europe. This report examines training initiatives provided or supported by enterprises (external and internal measures) during the recession for their employees (it does not cover training initiatives for the unemployed). The report begins by highlighting the dramatic increase in unemployment rates in EU Member States and Norway between the second quarter of 2008 and the corresponding period in 2010, before discussing the effectiveness of training activities as a tool for dealing with the effects of the recession on enterprises and the available evidence on the extent of training in the workplace during the recession. It describes a range of crisis-related policy measures for supporting training activities and presents successful examples of training measures implemented by enterprises in various Member States. The report concludes by examining the positions and views of social partners on the importance of training during the recession.
01 March 2011: UK: EWCO CAR on “Getting prepared for the upswing: Training and Qualification during the Crisis” (United Kingdom / National Contribution)
There is evidence to suggest that organizations in the UK have cut training budgets in reaction to the economic crisis. However, there have been several policies by the UK public authorities and organizations that seek to improve training and skill development amongst UK workers during the economic recession. The UK social partners have consistently supported such policies.
01 March 2011: Romania: 'EWCO CAR on Getting prepared for the upswing: Training and Qualification during the Crisis' (Romania / National Contribution)
Apart from rare cases, workforce is not treated like an asset worth investing in. Since 2009, and mostly in 2010, the financial support channelled to Romania through the European Social Fund managed to change employers’ attitude towards training, which has become a priority for the social partners. In the opinion of the social partners, vocational training may become useful, meaningful, and capable to contribute to the upswing, if structured primarily on the needs of each sector, and tailored to the specifics of each company, based on programmes jointly agreed upon between providers of training services and their corporate clients.
01 March 2011: Poland: EWCO CAR on “Getting prepared for the upswing: Training and Qualification during the Crisis” (Poland / National Contribution)
According to the available research one can observe that most enterprises reduce funding of workers’ training. The data present mainly opinions and outlooks by experts and specialists in HR and similar departments, but real change in enterprises’ practice is rarely shown. There are only two policy measures aimed to encourage training activities by enterprises at the workplace level during the current economic crisis. At this stage of implementation of the Anti-Crisis Measures Package within the Human Capital Operational Programme) it is very difficult to evaluate its importance and efficiency, because most projects are still in progress.
01 March 2011: Estonia: Getting prepared for the upswing: Training and Qualification during the Crisis (Estonia / National Contribution)
The policy measures offered for enterprises for the training of their employees in recent years have been well accepted – the number of applicants has been higher than initially expected. Still, there is no recent research data to indicate the exact share of employers providing training to their employees. However, it is clear that as training opportunities and financing measures have increased, the share of persons participating in lifelong learning has been on the rise.
01 March 2011: Getting prepared for the upswing: Training and Qualification during the Crisis (Spain / National Contribution)
As a consequence of the economic crisis, most companies in Spain have been obliged to reduce the budget devoted to training practices. Thus, for instance, the use of the e-learning methodology has increased, due to its lower costs and greater flexibility. Against this budget reduction, many policy measures to support training activities among companies have been implemented. Finally, concerning the view of social partners, it is said that the qualification of the workforce is necessary to enhance competitiveness among Spanish companies, especially in times of crisis.
01 March 2011: Netherlands: EWCO CAR on Getting prepared for the upswing: Training and Qualification during the Crisis (Netherlands / National Contribution)
Available data from the Netherlands show no clear evidence that workers are participating more or less in internal or external training provided or supported by the enterprise during the economic crisis period than before. An exception is the group of young workers who participated significantly less in external education in 2008-2009 than before. Neither there is clear evidence that the profile of employees engaged in training activities is changing. Important measures that are identified to stimulate training and qualification in times of crisis are short-time working/ partial unemployment, education premium, subsidy for an experience certificate, tax reduction for education, sectoral projects and the introduction of regional mobility centers. According to the social partners existing measures are sufficient but the usage and implementation can be improved.
11 February 2011: Efficiency of adult training programmes should be increased (Estonia / Information update)
The National Audit Office of Estonia has evaluated the implementation and efficiency of adult in-service training and retraining programmes. Although the availability of EU Structural Funds has increased the financial resources allocated to such programmes, the audit concluded that the organisation of adult training programmes is neither systematic nor coordinated, and does not contribute to improving the level and structure of qualifications in the workforce.
28 January 2011: Attitudes to adult education (Estonia / Information update)
An Estonian report finds that the two main reasons people participate in adult training are self-education and a desire to improve work performance. In some cases, pursuing a hobby is also mentioned. Less common reasons are enhancement of self-reliance, meeting new people and reducing the risk of becoming unemployed. The relative importance of these goals varies across the population with respect to occupational and educational status, as well as mother tongue.
19 October 2010: Impact of recession on Millennials’ career expectations (Belgium / Information update)
A Belgian study investigated the effects of generational, contextual and individual influences on the career expectations of those born between 1980 and 2000 (the Millennial generation). Economic recession leads to lower levels of optimism. In times of recession, Millennials have lower expectations about work–life balance and social atmosphere but their expectations regarding job content, training, career development and financial rewards remain high.
11 October 2010: CIPD publishes survey on talent management (United Kingdom / Information update)
A survey of talent management from the perspective of employees by the UK Chartered Institute for Personnel and Development found that coaching, mentoring and networking were valued above the more formal development opportunities offered by a talent management programme. Arranging a selection process beforehand was found to boost participants’ commitment to the programme. In addition, human resource managers play a critical role in coordinating talent pools and programmes.
24 August 2010: Lack of eagerness among employers to train employees (Poland / Information update)
According to a report from the Ministry of Labour and Social Policy, the majority of employers in Poland do not invest in training their workers. The eagerness to train workers varied considerably with company characteristics and sector specifics. One explanation of the lack of interest could be an emphasis on recruitment rather than training existing workers. The economic crisis seemed not to play a significant role as most employers did not mention cost barriers.
17 August 2010: Failures of vocational training (Hungary / Information update)
The benefits of education in the labour market have been growing steadily and significantly since the regime change in Hungary in 1989. One exception is the decline in wage returns for vocational qualifications. Despite a sizeable demand for well-trained workers in several areas, the unemployment rate among skilled workers is high and many are forced into unskilled jobs. One reason is the low quality and lack of evolution of their vocational and educational training.
17 August 2010: Participation of workers in formal learning in SMEs (Belgium / Information update)
A study in Flanders as part of the EU project, LifeLong Learning 2010, investigated how small and medium enterprises (SMEs) organise and support lifelong learning policies. The many obstacles to the participation of SME employees in formal learning means it remains at a low level. Employers and employees have different expectations for formal learning, while the lack of managerial attention to the subject can lead to confusion among employees about the extent of company support.
10 August 2010: CIPD publishes annual learning and talent development survey (United Kingdom / Information update)
The UK Chartered Institute for Personnel and Development (CIPD) published its annual learning and talent development survey in April 2010. The survey examined current practices specific to learning and talent development and addressed topics that included the forms of policies used by organisations across the public, private and ‘third’ sectors to manage learning and talent development, levels of employee skills, and economic circumstances and training expenditure.
28 July 2010: New survey reveals sharp variation in working conditions across sectors (Ireland / Information update)
A new survey reveals significant variations in working conditions in Ireland according to economic sector and employment characteristics. The survey looks at employer provision of work-related benefits such as pensions, childcare subsidies and medical cover. It also examines accommodation of employee-friendly working, access to workplace training and access to employment rights according to occupation, gender, sector, age group and nationality.
24 May 2010: Flexibility in contract arrangements but employment activation ineffective (Luxembourg / Information update)
The concept of flexicurity originated from the aim to find a balance between labour market flexibility and social security. The European Commission identifies four key components: flexible and reliable contractual arrangements; lifelong learning; active labour market policies; and modern social security systems. In Luxembourg, flexible arrangements are well established, whereas employment activation has been a controversial topic, according to study results.
31 March 2010: Gender gap in Danish labour market is narrowing (Denmark / Information update)
Over the past decade, there has been an evident trend towards more gender equality in the Danish labour market. Regarding education, labour market participation and, to some degree, managerial positions, part-time working and the uptake of maternity or paternity leave, the gender gap is narrowing. However, differences in pay and occupational patterns of men and women may still be considered striking.
15 March 2010: Continuing vocational training in enterprises (Hungary / Survey data report [ or view as size 105 kb])
Training at the workplace is of paramount importance, in terms of enhancing economic growth, promoting adjustment to labour market demands, dealing with unemployment and ensuring social security. The primary aim of the study, prepared in 2006 and reflecting the situation in 2005, was to gain a thorough and better understanding of the investment in human resources by enterprises employing more than 10 workers.
12 March 2010: Positive impact of training on productivity in food industry (Belgium / Information update)
A study published in 2008 uses company-level panel data on training provided by employers in order to estimate its impact on productivity and wages, especially in the food industry. The productivity premium for a trained worker is estimated at 23%, while the wage premium of training is estimated at 12%. The study concludes that, by training its workers, a company can realise an extra added value per worker amounting to €1,385 higher than the cost of the required training.
05 March 2010: Employment implications of job–skills mismatch (Portugal / Information update)
In Portugal, between 1995 and 2005, the incidence of over-education and under-education has increased. However, being over-qualified is more common, especially among workers aged less than 40 years and with a third-level education. The mismatch between workers’ education and the type of qualifications required by their occupations has important implications in employment, particularly in terms of workers’ job mobility and wages.
17 February 2010: Vocational training shown to have positive impact on productivity and wages (Portugal / Information update)
An analysis sought to evaluate the impact of vocational training on individuals, enterprises and society. The results point to a positive effect on productivity and wages, although such effects appear to be lower than generally anticipated and not as evident in companies with a smaller percentage of permanent workers. The study suggests the need for further discussion regarding the potentially negative effects of vocational training on enterprises and individuals.
07 December 2009: Factors preventing young people from continuing in education (Austria / Information update)
A quantitative survey among young people aged 15–24 years aimed to identify the main risk factors for this age group to leave education after compulsory schooling. The most important factors include the opportunity to follow further education of one’s choice, language, place of residence and the parents’ level of education. Moreover, less educated young people are less satisfied with various aspects of their job situation than their better educated counterparts.
20 November 2009: Irish employee training and skills survey (Ireland / Survey data report [ or view as size 215 kb])
A new working conditions survey assessing employee skills and training levels in Ireland was published by the Central Statistics Office (CSO) in February 2009. The survey reveals that 45.5% of all enterprises provided internal and/or external training courses for their employees. Course attendees spent an average of 3.2 days on courses, while employers spent an average of €254 per employee on training. The study points to considerable differences in training provision and skills shortages by sector and company size. A particularly significant finding is the high percentage of enterprises that have acute shortages of managerial skills.
20 November 2009: Working environment shown to play role in early retirement (Denmark / Information update)
A recent study confirms that the working environment plays a substantial role in the take-up of early retirement. The study, which examines the relations between working environment factors and early retirement, also uncovers considerable gender differences regarding the impact of working conditions on early retirement. However, neither the working environment nor other external factors fully explain why people opt for early retirement.
13 November 2009: Low-qualified workers in Europe (TRANS NATIONAL / Comparative analytical report [ or view as size 755 kb])
In general, people in Europe who have only a basic level of education are disadvantaged in three ways: their employment options are limited, they tend to be restricted to certain types of jobs and they have fewer opportunities to participate in training than people with more education. Current policies are geared towards ensuring that fewer people drop out of the school system with inadequate qualifications. However, it is equally important to ensure that those with low qualifications can access the labour market and find stable, decent employment. The social partners can make an important contribution in this regard.
09 November 2009: Fostering employment of older engineers in manufacturing sector (Germany / Information update)
Many manufacturing companies are boosting the employment of older engineers in order to overcome skilled labour shortages in engineering, according to a study by the Cologne Institute for Economic Research. Companies are deliberately hiring older engineers, offering incentives to remain in employment for longer and engaging retired engineers as self-employed project managers or consultants. Yet, few companies fully realise the challenges that demographic change will pose for human resources strategies.
09 November 2009: Impact of recession on workplace training (United Kingdom / Information update)
A report released by the UK Chartered Institute for Personnel Development in April 2009 has revealed the impact of the economic recession on workplace training. The report finds that, in the majority of organisations, cuts have been imposed on training budgets; however, the level of cuts differs between economic sectors. The survey also found that the recession had not adversely affected companies’ and organisations’ views on the importance of training.
05 October 2009: Vocational education targets still not met despite reform (Estonia / Information update)
The National Audit Office of Estonia has evaluated the reorganisation of vocational education and its performance. The reform aimed to improve the quality of vocational education and increase the proportion of young persons involved, given the low employment rate among graduates and the need for skilled workers in the labour market. The audit examined the effectiveness of the reorganisation and highlighted the main challenges related to vocational education in Estonia.
05 October 2009: Employers underline importance of well-being at work (Sweden / Information update)
The Confederation of Swedish Enterprise recently published a study seeking to examine employers’ perspectives on workers who are experiencing difficulties at work. The research highlights how workers who are dissatisfied with their job and unable to get on at work are particularly vulnerable during times of economic recession, especially in relation to the risk of long-term unemployment.
14 September 2009: Work appraisal discussions now commonplace (Finland / Information update)
More than half of employees in Finland have had a personal appraisal discussion with a superior in the past 12 months, according to the Finnish Quality of Work Life Survey 2008. Overall, 76% of these employees stated that they were satisfied with the discussions. In fact, the European Working Conditions Survey 2005 found that Finland had the highest score (79%) regarding the incidence of frank discussions with supervisors about work performance; the average is 48%.
14 August 2009: Increased use of information and communication technologies at work (Romania / Information update)
A recent survey published by the National Institute of Statistics reveals that, in Romania, the average proportion of employees using personal computers at the workplace increased during the period 2005–2007 from 18% to 33%, while the percentage of personnel using internet connections at work more than doubled from 12.8% to 26.5%. However, the data reveal significant variations among economic sectors and in different regions of the country.
05 August 2009: Young scientists view emigration in positive light (Czech Republic / Information update)
Recent research has tried to determine the extent of migration potential among young scientists in the Czech Republic. The research reveals that about 53% of doctoral students have considered leaving the country to work abroad. The main motives are networking, higher salaries, improved foreign language skills, better possibilities for professional development and more opportunities for career advancement when returning.
11 May 2009: Impact of economic crisis on unemployed people (Spain / Information update)
Among unemployed people in Spain, those less qualified find it more difficult to get a job, even though they are willing to accept any kind of post. On the other hand, experienced and qualified unemployed people are currently not willing to accept a job in a lower occupational category. Meanwhile, jobs are becoming scarcer and the numbers unemployed continue to grow. By the end of 2008, Spain had an unemployment rate of almost 14%.
14 April 2009: Career perspectives of young adults (Belgium / Information update)
Popular media and other sources tend to argue that young people today, driven by a quest for self-fulfilment, prefer a flexible career over a linear and stable one. However, a survey of young people in Belgium shows that the desire for a stable career is still strong. Moreover, many of the young people with a strong belief in a flexible career model shift towards either a traditional linear perspective or a flat and rigid perspective as they complete more life-course transitions.
14 April 2009: Career guidance as a tool to enhance employability (Belgium / Information update)
Investing in employability is often regarded as a shared responsibility between employees and employers, although in practice this is not always true. A recent study analyses the effect of the ‘entitlement to external career guidance’ initiative introduced by the Flemish government in an attempt to bridge the gap. Results show that employers’ employability measures encourage workers to take career-enhancing steps and that proactive staff participate in external career guidance.
09 April 2009: Employers’ expectations regarding recent graduates (Hungary / Information update)
A study was recently conducted exploring employers’ expectations in relation to recent graduates. The study focused on the types of soft skills that employers look for from young workers, beyond professional knowledge and competence. It found that employers have similar expectations of recent graduates, regardless of their field of training, and are particularly critical of their language skills, practical experience and motivation levels.
23 February 2009: Qualified employees reap benefits of continuing vocational training (Italy / Information update)
A report on continuing vocational training (CVT) in the northeastern Italian region of Friuli Venezia Giulia over the period 2001–2007 shows that participation rates in publicly co-financed training increase in relation to company size and employees’ skills and educational attainment. The report findings suggest that public resources still play a promotional role regarding CVT rather than taking a more cohesive approach by targeting low-skilled or older workers.
19 January 2009: One in three workers reports inadequate on-the-job training (Norway / Information update)
The Norwegian Working Environment Act requires employers to provide employees with the training needed to do their job. Nonetheless, almost one in three employees report that they have to carry out tasks without the necessary training. This shortcoming is most frequently reported by young workers. Employees in the private sector and in small organisations are more satisfied with the level of training than those in the public sector or in larger companies.
22 December 2008: More men than women take part in continuous vocational training (Germany / Information update)
In 2007, some 26% of persons aged 19–64 years were attending continuous vocational training, according to a survey by the Federal Ministry of Education and Research. Being employed raises the likelihood of participating in continuous vocational training. The findings also show that the participation rates for older and less qualified persons and migrants were relatively low. In general, women participated less frequently in continuous vocational training than men.
22 December 2008: Working conditions lag behind other EU countries (Hungary / Information update)
A recently published study gives a comparative overview of working conditions in three countries including Hungary. The study is based on the outcomes of the Belgian, Dutch and Hungarian versions of the web-based working conditions survey known as ‘WageIndicator’. This article outlines the findings from Hungary, compiled by the National Confederation of Hungarian Trade Unions, and highlights specificities compared with the other two countries.
24 November 2008: Two in three companies do not provide vocational training (Poland / Information update)
At the end of 2007, the Central Statistical Office published a report entitled ‘Vocational training in enterprises in Poland in 2005’. The publication presents findings from a nationwide survey carried out in 2006 on a random sample of 18,000 enterprises. Two thirds of companies provide no vocational training. Some 62% of those trained are men. Despite a decline in the number of vocational students and schools, most companies consider their staff to have adequate skills.
13 October 2008: Challenge of equal access to lifelong learning (Estonia / Information update)
Recent research indicates that participation in lifelong learning stood at 22% in Estonia in 2007. Participation rates are higher among women, younger and highly-educated persons, and those living in larger cities. Job-related training is most often financed by employers, while enrolment in formal education is mostly financed by the state or the participants. In the future, it will be a challenge for Estonia to increase participation from other, more disadvantaged groups.
17 July 2008: No easy transition from education into employment (Slovenia / Information update)
A year after completing education, about 80% of young Slovenians are in employment. However, this proportion was just 70% for those who had only a secondary school level of education. The main reasons for difficulties in the transition from school to work relate to insufficient job vacancies and a mismatch between labour supply and demand. Almost half of employed persons aged 15–24 years are on fixed-term contracts, a much higher proportion than for the total employed population.
19 June 2008: Overcoming the low skills profile in Portugal (Portugal / Information update)
A recent study on workers’ skills levels and education concludes that Portugal is in a low-skill situation. The country is an exception in an international context regarding the labour market demands of a knowledge-based economy. The study concludes that the continuing low-skilled profile of the economically active population, as well as the education system’s incapacity to halt an early dropout from school, are the country’s main limitations in this respect.
19 June 2008: Workers dissatisfied with overall level of vocational training (France / Information update)
The findings of a study published in April 2008 reveal that companies have been reducing their financial contributions to continuing vocational training since the late 1990s. As a result, 40% of non-qualified white-collar workers and 50% of blue-collars believe that their opportunities in the workplace are limited due to a lack of training. A reduced contribution to vocational training is particularly evident in large companies and those in the high-tech industry.
15 May 2008: Small companies less likely to offer continuing vocational training (Luxembourg / Survey data report [ or view as size 434 kb])
According to survey findings in Luxembourg, companies with 500 workers or more, particularly in the financial services sector, organise more training activities than smaller enterprises. Between 1993 and 2005, the number of training activities in smaller companies improved slightly. In general, it is external training institutes which carry out the tuition. Key reasons preventing the organising of training activities are the high costs and the lack of training infrastructure.
30 April 2008: Forecasting future skill needs in Europe (EU Level / Information update)
In early 2008, the European Centre for the Development of Vocational Training published a medium-term forecast on future skill needs in Europe. Based on existing Eurostat data, the report focuses on the methodological challenges, as well as on the main results of the research. One of the main findings is that the trend of increasing skill requirements remains despite the fact that jobs requiring few formal qualifications are also expected to increase.
30 April 2008: Survey looks into employment expectations of students (Bulgaria / Information update)
The first nationally representative study of Bulgarian students examined their satisfaction with the education received, their attitudes and expectations towards future employers, the areas in which they want to work and their preparation for the labour market. The study finds that remuneration, career development and possibilities for further vocational training are among the main factors influencing students’ choice of a future employer.
21 April 2008: Recruitment and training are priorities for large employers (United Kingdom / Information update)
A recent UK survey reveals that while most large national employers prioritise good motivation and attitude among favourable job applicants, this varies according to the qualifications required in their main occupation. Moreover, employers believe that the balance of responsibility for developing workers’ skills should be shared and that the government-led ‘Skills Pledge’ provides a worthwhile platform for further development.
17 March 2008: Increase in generational wage gap since early 1990s (Italy / Information update)
According to a recent study carried out by the Bank of Italy, entry wage levels of young male employees show a significant decline since the early 1990s. Despite a noticeable increase in educational levels, no changes emerge in the ‘age-earnings profile’ over the past three decades. These findings reflect both a productivity slowdown of the Italian labour force and a decline in aggregate wage share among workers.
10 March 2008: Reform of the vocational education and training system (Hungary / Information update)
Government reforms of the Hungarian vocational education and training (VET) system in recent years have aimed primarily to strengthen the relationship between VET and economic needs. The structure and content of the National Qualifications Register listing all state-recognised vocational qualifications have been thoroughly transformed and modernised, and the involvement of the social partners in VET planning and provision has been increased.
10 March 2008: Research highlights changes in company training policy (Hungary / Information update)
The provision of continuing vocational training by Hungarian employers has developed in recent years, as indicated by surveys examining practice during the period from 1992 to 1999 and again in 2005. However, provision remains at relatively low levels by EU standards. The 2005 survey focused on small and medium-sized enterprises, and found that two thirds of them had no formal training policy. Moreover, almost none of them assessed the results of any training provided.
29 January 2008: Survey highlights need to close skills gaps and shortages (United Kingdom / Information update)
The Confederation of British Industry’s latest employment trends survey, published in September 2007, reflects concern among UK employers over existing and potential employees’ skills sets. The research examines the varying degrees of employee education, skills and training in participating companies. It found that companies need higher level and leadership skills to achieve success. Companies thus support the government-commissioned Leitch Review of Skills.
14 January 2008: Professional demands of employees in knowledge-intensive occupations (Germany / Information update)
The Federal Institute for Vocational Education and Training has published a study of employees in so-called knowledge-intensive jobs. Such workers represent an increasing proportion of the workforce. Employees in these jobs are faced with higher requirements in relation to their professional skills and qualifications. Moreover, their daily tasks have widened considerably and are subject to frequent change.
21 December 2007: Employers recognise benefits of informal adult education for workers (Lithuania / Information update)
A survey on the state of informal adult education was carried out in Lithuania in 2005. The study revealed that 95% of employers viewed informal adult education positively and considered it as necessary for employees. Almost 80% of the employers surveyed offered some form of training for their personnel. Moreover, companies set aside a greater proportion of funds for training purposes in 2005 compared with 2004.
21 December 2007: Labour market integration of women and low-skilled workers (EU Level / Information update)
In June 2007, the US Government Accountability Office published a study on other countries’ policies and practices aimed at helping women and low-skilled workers to enter and remain in the labour force; among the countries compared are six EU Member States. The study concludes that quality, preferably subsidised, childcare and paid parental leave have a real impact on women’s employment. However, training programmes for low-skilled workers showed little effect.
26 November 2007: TUC report calls for equal access to workplace training (United Kingdom / Information update)
A recent report from the Trades Union Congress calls for a concerted effort by the UK government, employers, trade unions and other stakeholders to improve employees’ access to workplace training. At present, this access varies – particularly in relation to skills and education levels. For example, Labour Force Survey data show that 41% of graduate employees and just 12% of unqualified employees participated in job-related training in the spring quarter of 2006.
17 September 2007: Continuing vocational training still not priority for employers (Bulgaria / Information update)
According to the National Statistical Institute’s survey on continuing vocational training (CVT), the proportion of enterprises that provided CVT in 2005 is lower than in 2002, although the figure represented an improvement on the results for 2004. The survey finds differences in participation in CVT by sector, company size and sex. More than 70% of organisations surveyed did not provide any training for their employees.
11 September 2007: Current trends in lifelong learning (Bulgaria / Survey data report [ or view as size 244 kb])
This report reviews the main results of the first lifelong learning survey in Bulgaria based on the 2003 ad hoc module of Eurostat’s labour force survey. The findings indicate significantly lower participation levels than in the other EU Member States. Some 80% of the Bulgarian population aged 15 years and over did not participate in any form of learning activity in the 12 month period prior to the survey interview. Older workers in particular and employers need to be encouraged to pursue a strategy of lifelong learning.
05 July 2007: Quality in work and employment — Spain (Spain / National Contribution)
After decades when high unemployment rates were the main problem of the Spanish labour market, nowadays the debate on quality of work in Spain is dominated by the question of temporary employment and how to reduce the excessive proportion of fixed term contracts. These contracts are generally related to deficient working conditions in all the considered domains. Thus a number of measures are being put in practice as a result of a prolonged process of agreement amongst social partners in order to establish a new balance between flexibility and security in employment. Health and safety at work is another subject high on the agenda, with a severe rate of work accidents, in spite of improvements in prevention systems. Also work-life balance is gaining importance within the quality of work scene.
25 June 2007: Human resource strategies in small enterprises (Lithuania / Information update)
A survey of newly-formed micro and small enterprises in Lithuania examined issues relating to the employment, training and motivation of employees. Employers often rely on personal recommendations when recruiting staff and most of the companies were satisfied with the skills and qualifications of their employees. Some 57% of small Lithuanian enterprises applied staff motivation measures.
21 May 2007: Older workers view youth as a labour market asset (Czech Republic / Information update)
The majority of Czech workers are not concerned about losing their current job. However, if they were forced to look for a new job, a significant proportion of people believe that it would be more difficult for them to find a job equally as good as their present post. These are among the findings of a study conducted by the Public Opinion Research Centre of the Institute of Sociology in 2006.
14 May 2007: Plan to upgrade skills levels of workers by 2020 (Ireland / Information update)
Ireland’s Expert Group on Future Skills Needs unveiled an ambitious plan in March 2007 to raise the skill levels of over half a million people during the next 10 years. The Expert Skills Group has warned that the skill levels of the labour force need to be enhanced if social and economic progress is to be maintained in relation to competitor economies.
07 May 2007: Training in information technology for older workers (Luxembourg / Information update)
Luxembourg, like most European countries, has taken measures to encourage older workers to stay longer in the workforce. Beyond the initiatives undertaken by the authorities, companies have been encouraged to provide training and development in certain fields where older workers could feel excluded. One of these areas includes access to and use of new information and communication technologies (ICT), which have developed at a rapid pace within companies in recent years. A survey carried out among companies in 2005 investigated company practices in relation to ICT training and examined the extent to which age was taken into account by the organisations that provided such training.
02 March 2007: Participation in adult education (Lithuania / Information update)
In 2005, a representative survey carried out at the request of the Ministry of Education revealed that one in four inhabitants of Lithuania improved their qualifications by participating in informal adult training programmes. About a fifth of the population stated that they were not involved in active learning, but that they would like to pursue such programmes. The survey was conducted by the Market Analysis and Research Group RAIT.
12 February 2007: Older employees cite stress and fatigue as biggest problems at work (Lithuania / Information update)
In 2005, a survey was carried out on the status of employees approaching retirement in Lithuanian companies. The key objective was to increase labour market accessibility for pre-pension individuals in the Utena and Vilnius counties of eastern Lithuania, and to combat any discrimination towards them at work. The survey results showed that pre-pension employees were adequately integrated within the staff community, competent in their professional spheres and interested in improving their qualifications.
12 December 2006: Participation of workers in education and training (Slovenia / Information update)
In 2004, some 10.2% of employees participated in formal education programmes and 38.8% participated in non-formal education and training. Apart from the age of employees and their level of education, the factors that influence access to formal and non-formal education and training programmes are occupation, sector of employment and type of employment contract. Establishment size does not seem to affect employee access to education and training.
27 November 2006: Companies slow to employ highly qualified graduates (Portugal / Information update)
Despite significant investment in advanced training in Portugal, barriers have been identified which prevent the recruitment of post-graduate professionals in Portuguese companies. The main problems relate to the companies’ capacities to afford and to integrate such highly qualified staff, as well as reservations about the particular characteristics of post-graduates, such as a possible lack of flexibility and academic orientation. Nevertheless, companies do recognise the potential value of post-graduates as possible agents of change in terms of innovation and technology.
20 November 2006: Call for improvements in continuous vocational training (Romania / Information update)
According to a survey conducted by the Romanian Ministry of Labour, Social Solidarity and Family on opinions about vocational training issues, the majority of respondents identify the need for periodic evaluation of training capacity, mechanisms to foster investment, the elimination of obstacles in organising vocational training, and a greater balance between supply and demand in terms of training courses.
13 November 2006: Job–skills mismatch among migrant workers (Austria / Information update)
A new study published in August 2006 reveals the extent of, and the factors influencing, the under-utilisation of employees’ educational background in the Austrian labour market. The study refers to data from the last census carried out in May 2001. It shows that place of birth and citizenship are the most significant factors with regard to over-qualification in the job. Thus, the skills of migrant workers, either with or without Austrian citizenship, are not or only partly used in the workplace.
16 October 2006: Employers satisfied with skills and abilities of young workers (Hungary / Information update)
According to a recent survey carried out in Hungary among 3,200 companies, apprentices and young skilled workers have improved their practical abilities, professional skills and theoretical knowledge between 2000 and 2005. Nevertheless, certain areas progressed more than others; for instance, foreign language skills and knowledge of mathematics and economics remain weak. Overall, young workers have a good work attitude and perform well in teams.
19 September 2006: Role of career counselling as an employment strategy (Belgium / Information update)
A new study report from the Vlerick Leuven Gent Management School and the Catholic University of Leuven reveals that career counselling as an employment strategy is still in its infancy. Among initiatives for an active labour market policy, the Flemish government recently established the right for employees to individual career counselling. Nevertheless, the research concludes that an intensified action plan is needed to develop career counselling as an effective labour market instrument in the region.
12 September 2006: Job prospects of young people of immigrant parents (France / Information update)
The integration into the labour market of young people of immigrant parents remains a major problem in France. For these young people, the difficulty in finding work is compounded by resentment towards the working world and the feeling of being employed at a level below their competencies. Analyses based on the ‘Génération 98’ survey examine the occupational characteristics of young people in relation to their social paths, the professional status of their parents and their geographical origins.
18 July 2006: Vocational training in Slovenian organisations (Slovenia / Information update)
In 2004, companies in Slovenia with more than 200 employees on average spent 2.8% of their annual payroll costs on training 46.2% of their employees. Managers received most of the training, followed by professionals and technicians. The annual duration of training of clerical and manual workers was overall about half of that of the first two staff categories. Line managers significantly influenced the assessment of training needs, while human resources departments organised, prepared and carried out the training programmes.
18 July 2006: Returns for investment in education still high (Finland / Information update)
The average returns for investment in education have remained high in Finland. A prolonged education is still a good investment for an individual in terms of employability and income level. However, the personal returns for third-level graduates are not as good as previously. This is probably because the proportion of those with graduate level education has grown rapidly among young employees, especially women. The growth in investment in education has a significant effect on the national economy. A high level of education among the labour force facilitates the implementation of new technologies and adaptation to organisational changes.
18 July 2006: Pressure of work is main barrier to further education (Denmark / Information update)
Acting on a mandate from the tripartite committee on lifelong education and qualifications, the Danish Technological Institute has mapped the motivational factors for and barriers to employees’ participation in further education. Personal development, professional advancement and maintaining knowledge and capabilities are found to be the main reasons why employees participate in supplementary educational activities. However, both pressure of work and being busy at work appear to create a barrier for the competence and skills development of approximately one third of employees.
11 September 2006: Employability and competence development in temporary agency work (Germany / Information update)
Temporary agency work does not function as a gateway to the labour market, according to the results of a 2005 study. Workers on such contracts receive less training and competence development, and their employability is at risk.
11 September 2006: Improving access to employment and combating child labour (Romania / Information update)
In a 2005 survey on attitudes to education and training, child labour and undeclared work, most survey respondents underlined the importance of education in enabling access to the labour market. The study analysed labour market trends in terms of the gap between demand and supply, particularly in relation to qualification levels. Focusing on disadvantaged areas within four regions – including the capital, Bucharest – the analysis identified significant information and education gaps, as well as ambivalence towards some forms of child labour.
11 July 2006: Further professional education and training in Germany (Germany / Survey data report [ or view as size 83 kb])
Data from the German Socio-Economic Panel Study over the period 1989 to 2004 provide a valuable insight into further professional training. Although there has been an increase in the frequency of training measures, the duration of courses has tended to decrease. The majority of further professional training takes place during working time and is provided for by the employer. Workers increasingly attach greater value to training measures, particularly in terms of enhancing their employability. The data reveal that both women and non-permanent contract holders are disadvantaged in terms of further training during working hours, and in relation to financial support provided by the company for external professional training.
12 May 2006: More investment in continuing vocational training needed (Romania / Information update)
Significant gaps remain in the provision of continuing vocational training (CVT) in Romania, the results of a 2004 survey reveal. Some 53% of employees had to train themselves to keep up with technological developments in their company, and only 25% of companies had offered any CVT in the past two years. The survey identified low income and high costs as key barriers to access to training. A series of recommendations address future plans for continuing vocational training.
13 February 2006: Employee training in small and medium-sized enterprises (Estonia / Information update)
Employees from 61% of small and medium-sized enterprises (SMEs) participated in different training courses during the last year. Various types of training are preferred in different companies. These are among the findings of a 2005 study investigating the main characteristics of employee training in SMEs.
12 December 2005: Survey highlights recruitment difficulties and skill gaps (United Kingdom / Information update)
Only one in 20 employers in England struggle to fill vacancies because of skill shortages, according to a national survey published in July 2005.
25 July 2005: Career development and competency management (France / Information update)
The majority (53%) of employees feel that their career prospects are at a standstill within their company, a recent survey in France reveals. As a result, a majority state that they would accept a change of job (59%), employer (56%) or work location (53%) if necessary. In addition, 56% state that they would accept training outside working time. However, more than two thirds of the employees have not benefited from training organised by the employer in the past three years.
03 May 2005: Continuing training of employees in Czech enterprises (Czech Republic / Information update)
Considerable differences in vocational training exist among companies of varying occupational activity and company size, the ‘Continuing Vocational Training Survey’ reveals. The survey, which was carried out on an extensive company sample in 2000, also shows that Czech enterprises use courses run by external vocational training providers much more than internal courses.
14 April 2005: High performance workplace practices and job satisfaction (EU Level / Information update)
An analysis of data from the European Working Conditions Survey 2000 shows that high performance work practices impact positively on work satisfaction. Autonomy in the workplace, participation in decision-making, and increased communication with co-workers are key factors for workers’ well-being. However, team work, job rotation and supporting human resource practices have only a limited effect.
18 October 2004: Training and employment performance (EU Level / Information update)
According to the OECD Employment Outlook 2004, policies aimed at enhancing workers’ skills contribute to an improvement in employment performance. Lifelong learning is shown to be a vital element in employment strategies.
20 April 2004: French work experience recognition system (France / Information update)
A new system introduced in France, ‘La validation des acquis de l’expérience’ (VAE), gives workers an opportunity to improve their career prospects through a formal recognition of their work experience. This could prove to be a key component in a company’s human resource management procedure.
20 April 2004: Système français de Validation des acquis de l’expérience (VAE) (France / Information update)
Un nouveau système introduit en France «La Validation des Acquis de l'Expérience» (VAE) donne la possibilité aux travailleurs d’améliorer leur parcours professionnel grâce à une reconnaissance officielle de leur expérience professionnelle. Ceci peut s’avérer être un élément clé pour les procédures de gestion de ressources humaines d’une entreprise.
26 February 2004: Functional flexibility good for skills development (Netherlands / Information update)
Making optimal use of the employee’s capacity to perform different tasks (‘functional flexibility’) is positively related to skills development and involvement in decision-making. It may lead to emotional exhaustion, however, if an imbalance exists, such as high job demands combined with a lack of adequate information.
11 December 2003: Innovative project to integrate unemployed people into permanent employment (Germany / Information update)
First results from the evaluation of Volkswagen’s Auto 5000 project suggest that more unemployed people could be successfully integrated into high quality jobs.
01 December 2003: Quality of work and employment (EU Level / Information update)
The European Commission’s Employment in Europe 2003 report examines the subject of quality of work. In relation to this topic, it identifies relevant indicators and labour market dynamics, such as flexible working arrangements. Overall, it finds that quality of work did not improve significantly across the EU Member States in the period 1996-2000.