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Spretnosti in usposabljanje
"Spretnost" ima različne pomene. Na ravni posameznika to pomeni trenutno raven usposobljenosti ali uspešnosti osebe pri določeni nalogi; Druga možnost je, da se nanaša na nalogo, ki jo lahko oseba opravi na zadovoljivi ravni. Evropsko ogrodje kvalifikacij (EOK) opredeljuje spretnosti kot sposobnost uporabe znanja in izkušenj za opravljanje nalog in reševanje problemov. Spretnosti lahko opišemo kot kognitivne (vključujejo uporabo logičnega, intuitivnega in ustvarjalnega razmišljanja) ali praktične (vključujejo ročno spretnost in uporabo metod, materialov, orodij in instrumentov). Na nacionalni ravni se oblikovalci politik sklicujejo na ravni spretnosti prebivalstva; Stopnja, vrsta in število kvalifikacij se običajno uporabljajo kot približki za raven spretnosti določene populacije. Usposabljanje je proces izboljševanja spretnosti, odnosov in znanja zaposlenih, da bi izboljšali raven usposobljenosti. Poklicno usposabljanje, vključno z vajeništvom, je lahko tudi del javno zagotovljenega izobraževalnega sistema.
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Evropska raziskava delovnih pogojev 2024 – Poudarki
Ta digitalna zgodba predstavlja poudarke iz preglednega poročila Evropske raziskave delovnih pogojev 2024. Raziskuje ključne ugotovitve iz vsakega poglavja poročila, s poudarkom na evropski delovni sili, praksah na delovnem mestu, merjenju kakovosti delovnih mest, trendih skozi čas ter kakovosti delovnega življenja v EU.Evropska raziskava delovnih pogojev 2024: Pregledno poročilo
Zdaj v svoji osmi izdaji Evropska raziskava delovnih pogojev 2024 prikazuje spremembe v delovnem življenju v več kot treh desetletjih. Ta visokokakovostna, na verjetnosti temelječa raziskava zajema 35 evropskih držav, vključno z 27 državami članicami EU, Norveško, Švico, Albanijo, Bosno in Hercegovino, Črno goro, Severno Makedonijo, Kosovom in Srbijo. V okviru ankete je bilo izvedenih več kot 36.600 osebnih intervjujev, vsak v trajanju približno 45 minut.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.Doseganje ustreznega usklajevanja med spretnostmi in nalogami ter ustvarjanje priložnosti za razvoj spretnosti in kompetenc sta pomembni razsežnosti kakovosti dela in zaposlovanja. Spretnosti so potni list za zaposlitev; bolj ko je posameznik usposobljen, bolj je zaposljiv. Zaposljivost je kombinacija dejavnikov, kot so spretnosti in spretnosti za posamezno delovno mesto ter prečne spretnosti, ki posameznikom omogočajo, da se zaposlijo, ostanejo zaposleni in napredujejo v svoji poklicni poti.
Eurofound zagotavlja obsežno znanje o znanjih in spretnostih na evropskem delovnem mestu, vključno z informacijami o usposabljanju, organizaciji in oblikovanju delovnih mest, kakovosti delovnih mest ter neusklajenosti med ponudbo znanj in spretnosti ter povpraševanjem po njih. Potrebe po znanjih in spretnostih ter usposabljanju so prisotne tudi v raziskavah o digitalni dobi in platformnem delu.
Trajnostno udeležbo na trgu dela podpira prvo ključno načelo evropskega stebra socialnih pravic ki poudarja pomen ohranjanja in pridobivanja znanj in spretnosti za zagotovitev "enakih možnosti in dostopa do trga dela". Navaja, da ima vsakdo pravico do "kakovostnega in vključujočega izobraževanja, usposabljanja in vseživljenjskega učenja, da bi ohranil in pridobil znanja in spretnosti, ki mu omogočajo polno udeležbo v družbi in uspešno obvladovanje prehodov na trgu dela". Kot je podrobneje opisano v evropskem zelenem dogovoru, bosta prekvalifikacija in izpopolnjevanje povečala zaposljivost v zelenem gospodarstvu z ukrepi, kot sta program znanj in spretnosti ter jamstvo za mlade.
Evropska komisija je junija 2016 sprejela prvi program znanj in spretnosti za Evropo, katerega namen je ljudem v EU zagotoviti ustrezno usposabljanje, spretnosti in podporo. Na podlagi tega je Komisija 1. julija 2020 sprejela novi program znanj in spretnosti za Evropo za trajnostno konkurenčnost, socialno pravičnost in odpornost. Njenih 12 ukrepov je osredotočenih na cilje za izboljšanje obstoječih znanj in spretnosti ter usposabljanje na področju novih znanj in spretnosti, pri čemer so opredeljeni cilji, ki jih je treba doseči do leta 2025. Pandemija COVID-19 je izpostavila ključno vlogo digitalnih znanj in spretnosti ter kompetenc pri zagotavljanju neprekinjenega poslovanja ter zagotavljanju izobraževanja in usposabljanja na daljavo. Komisija zdaj postavlja znanja in spretnosti v središče politične agende EU, da bi pripomogla k doseganju trajnostnega okrevanja po posledicah COVID-19.
Komisija je leto 2023 razglasila za evropsko leto znanj in spretnosti, da bi povečala ozaveščenost o znanjih in spretnostih ter potrebi po izboljšanju in razvoju znanj in spretnosti za odpravo pomanjkanja znanj in spretnosti, hkrati pa ljudem pomagala pridobiti prava znanja in spretnosti za kakovostna delovna mesta s prekvalifikacijo in izpopolnjevanjem.
To podpira že potekajoče pobude EU za podporo spretnostim in usposabljanju. Komisija je 1. julija 2020 začela izvajati sveženj za podporo zaposlovanju mladih , ki je sestavljen iz štirih sklopov, ki bodo zagotovili most do delovnih mest za naslednjo generacijo. Predlog Komisije za priporočilo Sveta o mostu do delovnih mest krepi jamstvo za mlade, ki se je začelo izvajati leta 2013. Ta pobuda je povezana s potrebami podjetij po zagotavljanju potrebnih znanj in spretnosti, zlasti za zeleni in digitalni prehod, poleg tega pa razvija prečne spretnosti, kot so podjetniške spretnosti in spretnosti za upravljanje poklicne poti. Sveženj vključuje tudi predlog o poklicnem izobraževanju in usposabljanju, nov zagon za vajeništvo in dodatne ukrepe za podporo zaposlovanju mladih.
Svet Evropske unije je 8. junija 2020 sprejel sklepe o prekvalifikaciji in izpopolnjevanju kot podlagi za povečanje trajnosti in zaposljivosti v okviru podpiranja gospodarskega okrevanja in socialne kohezije.
Komisija je skupaj z agencijo EU Cedefop leta 2012 vzpostavila spletišče Panorama znanj in spretnosti EU, na katerem so predstavljene informacije o kratkoročnih in srednjeročnih potrebah po znanjih in spretnostih, ponudbi znanj in spretnostih ter neusklajenosti med ponudbo znanj in spretnosti v EU. Njegov cilj je bil izboljšati zmogljivost EU za ocenjevanje in predvidevanje potreb po znanjih in spretnostih, da bi se sistemi izobraževanja in usposabljanja bolje odzivali na potrebe trga dela ter bolje uskladili ponudbo in povpraševanje po znanjih in spretnostih. Cedefop je trenutno odgovoren za pripravo podatkov o znanjih in spretnostih EU.
Evropska komisija: Evropski steber socialnih pravic v 20 načelihopens in new tab
Evropska komisija: Evropsko leto spretnosti 2023opens in new tab
Evropska komisija: Program znanj in spretnosti za Evropoopens in new tab
EUR-Lex: Predlog Komisije za priporočilo Sveta o poklicnem izobraževanju in usposabljanjuopens in new tab
Svet Evropske unije: sklepi Sveta o prekvalifikaciji in izpopolnjevanju kot podlagi za povečanje trajnosti in zaposljivostiPDFopens in new tab
Evropska komisija: Komisija uvedla podporo za zaposlovanje mladih: most do delovnih mest za naslednjo generacijoopens in new tab
Cedefop: Obveščanje o znanjih in spretnostihopens in new tab
To je izbor najpomembnejših ugotovitev v zvezi s to temo.
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.
Raziskovalci agencije Eurofound zagotavljajo strokovno znanje in jih je mogoče kontaktirati za vprašanja ali poizvedbe medijev.
Gijs van Houten
Senior research managerGijs van Houten je višji vodja raziskav v enoti za zaposlovanje pri Eurofoundu. Ima posebno strokovno znanje na področju metodologije mednacionalnih raziskav in analize praks na delovnem mestu in organizacijskih strategij. Vodi Eurofoundovo projektno skupino za zbiranje podatkov ter je odgovoren za zasnovo in metodologijo evropske raziskave o delovnih razmerah za leto 2024, ki bo ključni korak pri zagotavljanju prihodnjih raziskav Eurofounda. Preden se je leta 2010 pridružil Eurofoundu, je delal na Nizozemskem inštitutu za družbene raziskave (SCP). Gijs je leta 2016 preživel eno leto v raziskovalnem centru Pew v Washingtonu. Magistriral je iz sociologije na Univerzi Radboud v Nijmegenu in doktoriral iz družboslovja na Univerzi v Utrechtu.
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.
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