Scileanna agus oiliúint
Tá bríonna éagsúla le 'Skill'. Ag leibhéal an duine aonair, ciallaíonn sé leibhéal reatha inniúlachta nó feidhmíochta an duine ag tasc áirithe; mar mhalairt air sin, tagraíonn sé do thasc is féidir le duine a dhéanamh go leibhéal sásúil. Sainmhíníonn an Creat Eorpach Cáilíochtaí (EQF) scileanna mar an cumas eolas a chur i bhfeidhm agus saineolas a úsáid chun tascanna a chur i gcrích agus fadhbanna a réiteach. Is féidir cur síos a dhéanamh ar scileanna mar scileanna cognaíocha (lena n-áirítear smaointeoireacht loighciúil, iomasach agus chruthaitheach a úsáid) nó praiticiúla (lena mbaineann deaslámhacht láimhe agus úsáid modhanna, ábhair, uirlisí agus uirlisí). Ag an leibhéal náisiúnta, tagraíonn lucht déanta beartas do leibhéil scileanna daonra; Is gnách go n-úsáidtear leibhéal, cineál agus líon na gcáilíochtaí mar sheachfhreastalaithe do leibhéal scileanna daonra ar leith. Is éard atá i gceist le hoiliúint ná an próiseas chun scileanna, dearcadh agus eolas na bhfostaithe a fheabhsú chun leibhéil inniúlachta a fheabhsú. D'fhéadfadh gairmoiliúint, lena n-áirítear printíseachtaí, a bheith ina gcuid den chóras oideachais a chuirtear ar fáil go poiblí freisin.
Faigh an t-ábhar is déanaí ar an ábhar seo thíos.
Suirbhé Eorpach ar Dhálaí Oibre 2024 – Buaicphointí
Cuireann an scéal digiteach seo na buaicphointí ó thuarascáil fhorbhreathnaithe an tSuirbhé Eorpaigh ar Dhálaí Oibre 2024 i láthair. Déantar iniúchadh ann ar phríomhthorthaí ó gach caibidil den tuarascáil a dhíríonn ar fhórsa saothair na hEorpa, ar chleachtais san ionad oibre, ar cháilíocht an phoist a thomhas, ar threochtaí le himeacht ama i gcáilíocht an phoist, chomh maith le cáilíocht an tsaoil oibre san AE.Suirbhé Eorpach ar Dhálaí Oibre 2024: Tuarascáil Forbhreathnaithe
Tá an Suirbhé Eorpach ar Dhálaí Oibre 2024 anois san ochtú heagrán, agus déanann sé léarscáil ar athruithe sa saol oibre thar níos mó ná trí scór bliain. Clúdaíonn an suirbhé ardchaighdeáin, bunaithe ar dhóchúlacht seo 35 tír Eorpach, lena n-áirítear 27 mBallstát an AE, an Iorua, an Eilvéis, an Albáin, an Bhoisnia agus an Heirseagaivéin, Montainéagró, an Mhacadóin Thuaidh, an Chosaiv agus an tSeirbia. Tharla os cionn 36,600 agallamh duine le duine, gach ceann acu thart ar 45 nóiméad, mar chuid den suirbhé.SME digitalisation in the EU: Trends, policies and impacts
This report discusses the digital transformation of small and medium-sized enterprises (SMEs) in the European Union, highlighting its importance for their competitiveness and the EU’s economy. The report explores the degree of digitalisation in SMEs in the EU, including the adoption of digital technologies, e-commerce and e-business practices.Is gnéithe tábhachtacha de cháilíocht na hoibre agus na fostaíochta iad comhoiriúnú cuí a bhaint amach idir scileanna agus tascanna, chomh maith le deiseanna a chruthú chun scileanna agus inniúlachtaí a fhorbairt. Is iad na scileanna an pas chun fostaíochta; the better skilled an individual, the more employable they are. Is éard atá i gceist le hinfhostaitheacht ná meascán de fhachtóirí, amhail scileanna a bhaineann go sonrach le poist agus scileanna trasnacha, a chuireann ar chumas daoine aonair dul i mbun fostaíochta, fanacht i bhfostaíocht agus dul chun cinn ina ngairmeacha beatha.
Cuireann Eurofound eolas fairsing ar fáil faoi scileanna san ionad oibre Eorpach, lena n-áirítear faisnéis faoi oiliúint, eagrú oibre agus dearadh poist, cáilíocht poist agus neamhréireanna scileanna. Tá riachtanais scileanna agus oiliúna le feiceáil freisin i dtaighde ar an aois dhigiteach agus ar obair ardáin.
Tacaíonn an chéad phríomhphrionsabal de Cholún Eorpach na gCeart Sóisialta ina leagtar amach an tábhacht a bhaineann le scileanna a choinneáil agus a shealbhú chun 'comhdheiseanna agus rochtain ar mhargadh an tsaothair' a áirithiú. Luaitear ann go bhfuil sé de cheart ag gach duine 'oideachas, oiliúint agus foghlaim ar feadh an tsaoil ar ardchaighdeán agus cuimsitheach d'fhonn scileanna a chothabháil agus a shealbhú a chuireann ar a gcumas páirt iomlán a ghlacadh sa tsochaí agus aistrithe sa mhargadh saothair a bhainistiú go rathúil'. Mar a leagtar amach tuilleadh i gComhaontú Glas na hEorpa, feabhsóidh athoiliúint agus uas-oiliúint infhostaitheacht sa gheilleagar glas trí bhearta amhail an Clár Oibre Scileanna agus an Ráthaíocht don Aos Óg.
Ghlac an Coimisiún Eorpach an chéad Chlár Oibre Scileanna don Eoraip i mí an Mheithimh 2016, atá ceaptha chun an oiliúint, na scileanna agus an tacaíocht cheart a chur ar fáil do dhaoine san AE. Ag tógáil air sin, ar an 1 Iúil 2020, ghlac an Coimisiún an Clár Oibre Eorpach Scileanna nua maidir le hiomaíochas inbhuanaithe, cothroime shóisialta agus athléimneacht. Díríonn na 12 ghníomhaíocht ar chuspóirí chun feabhas a chur ar na scileanna atá ann cheana féin agus ar oiliúint i scileanna nua, agus leagtar amach na spriocanna atá le baint amach faoi 2025. Léirigh paindéim COVID-19 an ról ríthábhachtach atá ag scileanna agus inniúlachtaí digiteacha maidir le leanúnachas gnó a chinntiú, chomh maith le hoideachas agus oiliúint a sholáthar go cianda. Tá an Coimisiún anois ag cur scileanna i gcroílár chlár oibre beartais an Aontais chun cabhrú le téarnamh inbhuanaithe a bhaint amach ó thionchar COVID-19.
tiomnaithe ag an gCoimisiún mar Bhliain Eorpach na Scileanna, agus tá sé mar aidhm aici feasacht a mhúscailt maidir le scileanna agus an gá atá le scileanna a fheabhsú agus a fhorbairt chun aghaidh a thabhairt ar ghanntanas scileanna, agus ag an am céanna cabhrú le daoine na scileanna cearta a fháil le haghaidh poist ar ardchaighdeán trí athoiliúint agus uas-sciliú.
Tacaíonn sé sin le tionscnaimh an Aontais atá ar siúl cheana féin chun tacú le scileanna agus le hoiliúint. Ar an 1 Iúil 2020, sheol an Coimisiún an Tacaíochta Fostaíochta don Aos Óg atá struchtúrtha timpeall ar cheithre shnáithe a chuirfidh droichead chuig poist ar fáil don chéad ghlúin eile. Treisíonn togra an Choimisiúin le haghaidh Moladh ón gComhairle maidir le 'Droichead chuig poist' an Ráthaíocht don Aos Óg a seoladh in 2013. Nascann an tionscnamh seo le riachtanais na gcuideachtaí chun na scileanna a theastaíonn a chur ar fáil, go háirithe don aistriú glas agus digiteach, chomh maith le scileanna trasna a fhorbairt, amhail scileanna fiontraíochta agus bainistíochta gairme. Cuimsíonn an pacáiste freisin togra maidir le gairmoideachas agus gairmoiliúint, spreagadh athnuaite do phrintíseacht agus bearta breise chun tacú le fostaíocht don aos óg.
Ar an 8 Meitheamh 2020, ghlac Comhairle an Aontais Eorpaigh conclúidí maidir le hathoiliúint agus uas-sciliúint mar bhonn chun inbhuanaitheacht agus infhostaitheacht a mhéadú, i gcomhthéacs tacú le téarnamh eacnamaíoch agus le comhtháthú sóisialta.
Sheol an Coimisiún, in éineacht le Gníomhaireacht an Aontais Eorpaigh Cedefop, suíomh gréasáin Lánléargas Scileanna an AE in 2012 chun faisnéis a chur i láthair maidir le riachtanais scileanna gearrthéarmacha agus mheántéarmacha, soláthar scileanna agus neamhréireálacha scileanna san AE. Bhí sé mar aidhm aige feabhas a chur ar chumas an Aontais chun riachtanais scileanna a mheas agus a réamh-mheas chun córais oideachais agus oiliúna a dhéanamh níos freagraí do riachtanais mhargadh an tsaothair agus chun soláthar agus éileamh scileanna a mheaitseáil níos fearr. Tá Cedefop freagrach faoi láthair as faisnéis scileanna AEtháirgeadh.
An Coimisiún Eorpach: Colún Eorpach na gCeart Sóisialta i 20 prionsabalopens in new tab
An Coimisiún Eorpach: Bliain Eorpach na Scileanna 2023opens in new tab
An Coimisiún Eorpach: Clár Oibre Scileanna don Eoraipopens in new tab
Comhairle an Aontais Eorpaigh: Conclúidí ón gComhairle maidir le hathoiliúint agus uas-sciliú mar bhonn chun inbhuanaitheacht agus infhostaitheacht a mhéadúPDFopens in new tab
An Coimisiún Eorpach: Seolann an Coimisiún Tacaíocht Fostaíochta don Aos Óg: droichead chuig poist don chéad ghlúin eileopens in new tab
Cedefop: Faisnéis scileannaopens in new tab
Is rogha é seo de na torthaí is tábhachtaí don ábhar seo.
10 September 2024
Company practices to tackle labour shortages
This report provides updated evidence on the persistence of labour shortages amid declining levels of labour market slack in the EU and at Member State level. This serves as a background to the main focus of the report, which is on organisational policies aimed at attracting workers to occupations in which shortages are common. Case studies were conducted across sectors and Member States to gain an insight into how organisations deal with recruitment and retention challenges in a tight labour market. The report offers lessons on steps employers can take to fill vacancies, whether acting alone or in partnership with other organisations. It builds on previous Eurofound research that developed a taxonomy of actions employers adopt aimed at addressing labour shortages.
30 March 2023
Fostering skills use for sustained business performance: Evidence from the European Company Survey
Human resources contribute to the success of an organisation though their skills. According to the ability, motivation, opportunity (AMO) model, employee contributions to organisational performance depend on their skills, their motivation to draw on their skills, and the opportunities to do so. Organisations can adopt managerial approaches cultivating ability (A) by facilitating learning, creating opportunity (O) by providing employees with autonomy, and encouraging motivation (M) by leveraging monetary and non-monetary motivational drivers.
This report is based on the 2019 European Company Survey (ECS 2019). It shows that managerial approaches cultivating AMO are positively linked to establishment performance, and that these approaches are driven by an organisational culture that values employees as an asset to the organisation. People-centred managerial approaches that harness workplace wellbeing are central to the mechanism linking human capital utilisation to business outcomes.
27 March 2023
Measures to tackle labour shortages: Lessons for future policy
As economies begin to recover from the COVID-19 pandemic, labour shortages are becoming increasingly evident despite the impact of the war in Ukraine on energy and commodity prices. These include shortages exacerbated by the crisis in some sectors and professions where they had been endemic for some time. This report looks at measures implemented at national level to tackle labour shortages in the health, care, and information and communication technology sectors, as well as those arising from the twin green and digital transition. It assesses what measures are effective and explores the contextual factors supporting or hindering effective policy implementation and outcomes.
29 November 2022
Working conditions in the time of COVID-19: Implications for the future
The strict public health restrictions implemented by governments in 2020 to control the COVID-19 pandemic abruptly changed working life and continued to shape it over the two years that followed. Between March and November 2021, over 70,000 interviews were carried out in 36 countries by the European Working Conditions Telephone Survey (EWCTS), a high-quality probability-based survey. The aim was to provide a detailed picture of the working lives of Europeans in that exceptional time.
The report documents the working conditions of Europeans in 2021. It examines variation in job quality and identifies its positive association with well-being, health, work engagement and the financial sustainability of work. It highlights the divergences in the experiences of workers depending on workers’ own attributes and their place in the workforce. From this analysis, the report aims to derive lessons for the future, particularly in relation to the enduring marks on how we work and the implications for work organisation, the quality of work, and the interaction between work and private life.
20 July 2021
Tackling labour shortages in EU Member States
While unemployment is still a huge challenge in Europe, some countries, sectors and occupations are experiencing labour shortages. This report explores various approaches to identifying labour shortages and maps national policy debates around the issue. It documents public and social partner interventions to tackle labour shortages, such as measures fostering geographical or occupational mobility, addressing skills shortages and underinvestment in skills, improving working and employment conditions, and providing better matching procedures.
30 June 2021
Innovation in EU companies: Do workplace practices matter?
The EU has long supported innovation in business and in workplaces. The challenges facing Europe as it emerges from the COVID-19 crisis make the need for innovation more urgent. The NextGenerationEU recovery package requires a reorientation of business activities towards innovation for resilience. Looking to the longer term, policies such as the European Industrial Strategy aim to support the transition to a green and digital economy.
Against this background, this policy brief investigates the workplace practices of innovative companies and examines the evidence linking them with innovation. These practices aim to encourage employees to work and problem-solve independently, to develop their skills, to include them in organisational decision-making, to motivate them to surpass their job description and to reward them for doing so. Analysis of these workplace practices can improve understanding of how they contribute to increasing the innovation potential of companies. It also provides an evidence base to support the work of policymakers and practitioners.
12 October 2020
European Company Survey 2019 - Workplace practices unlocking employee potential
This report is based on the fourth edition of the European Company Survey (ECS), which was carried out jointly by Eurofound and Cedefop in 2019. It describes a wide range of practices and strategies implemented by European companies in terms of work organisation, human resource management, skills use and skills development, and employee voice. The report shows how these practices are combined and how the resulting ‘bundles of practices’ are associated with two outcomes beneficial to employees and employers: workplace well-being and establishment performance.
The analysis finds that the establishments that are most likely to generate this win–win outcome are those that combine a high degree of worker autonomy, a balanced motivational strategy, a comprehensive training and learning strategy, and high levels of direct employee involvement in decision-making, as well as offering managerial support for these practices. To boost the adoption of employee-oriented practices – particularly in relation to autonomy, skills and employee involvement – managers should be offered appropriate support, as they play a key role in the decision to initiate workplace change. They are also crucial to its success, as they must continuously support the workplace practices implemented.
Soláthraíonn taighdeoirí Eurofound léargas saineolaithe agus is féidir teagmháil a dhéanamh leo le haghaidh ceisteanna nó fiosrúcháin ó na meáin.
Gijs van Houten
Senior research managerIs bainisteoir taighde sinsearach é Gijs van Houten san aonad Fostaíochta ag Eurofound. Tá saineolas ar leith aige ar mhodheolaíocht suirbhé trasnáisiúnta agus ar anailís ar chleachtais agus straitéisí eagraíochtúla san ionad oibre. Tá sé i gceannas ar thascfhórsa Eurofound maidir le bailiú sonraí agus tá sé freagrach as dearadh agus modheolaíocht an tSuirbhé Eorpaigh ar Choinníollacha Oibre 2024, a bheidh ina chéim thábhachtach i suirbhéanna atá cruthúnas sa todhchaí in Eurofound. Sula ndeachaigh sé isteach i Eurofound in 2010, d'oibrigh sé in Institiúid Thaighde Sóisialta na hÍsiltíre (SCP). Chaith Gijs bliain ar shiúl in 2016, ag obair ag Ionad Taighde Pew i Washington, DC. Tá Máistreacht aige sa tSocheolaíocht ó Ollscoil Radboud Nijmegen agus PhD san Eolaíocht Shóisialta ó Ollscoil Utrecht.
Tina Weber
Senior research managerTina Weber is a senior research manager in Eurofound’s Working Life unit. Her work has focused on labour shortages, the impact of hybrid work and an ‘always on’ culture and the right to disconnect, working conditions and social protection measures for self-employed workers and the impact of the twin transitions on employment, working conditions and industrial relations. She is responsible for studies assessing the representativeness of European social partner organisations. She has also carried out research on European Works Councils and the evolution of industrial relations and social dialogue in the European Union. Prior to joining Eurofound in 2019, she worked for a private research institute primarily carrying out impact assessments and evaluations of EU labour law and labour market policies. Tina holds a PhD in Political Sciences from the University of Edinburgh which focussed on the role of national trade unions and employers’ organisations in the European social dialogue.
Tugann an rannán seo rochtain ar an ábhar ar fad a foilsíodh faoin ábhar.
