Presentation on theme: "Presentation by Deinde Ltd, Poland Anna Jesionek This project has been funded with support from the European Commission. This publication reflects the."— Presentation transcript:
Presentation by Deinde Ltd, Poland Anna Jesionek This project has been funded with support from the European Commission. This publication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein
Deindes experience (EU ESF project Active microenterprises) Our general experience – cooperation with workers Polish context: workers in BS trainings Problems and solutions
EU ESF financing: Human Capital Operational Programme (Priorioty VIII, Sub-measure 8.1.1 Support to developing professional qualifications and counselling for enterprises April – October 2013 Key aim: increase of qualifications/competencies of 50 employees and/or managerial staff from min. 20 microenterprises in Lublin region Eligible enterprises – those conducting business activity in at least one of the following areas identified as crucial in the Lublin Region: environmental protection / ecology, information technology, logistics, construction and tourism
Promotion and sales of tourism products and English language Garden design with Garden Composer (computer- assisted Interior design with support of CAD Design Environmental impact assessment and environment friendly production technologies Public procurements/contracts (from contractor/ executors point of view)
Free of charge for enterprises and participants Requirements: min. secondary education De minimis aid for an enterprise Included: Training materials, books Reimbursement of travel costs Certificate of attendance Meals and coffee breaks
Get professional qualifications Trainings for SMEs workers and managers Subjects: finances and management (HR, payroll, recruitment of workers etc.); sales; physical excercises (gymnastics, massage, physiotherapy); English language Be competent (I) Trainings for SMEs workers and managers Subjects: finances and management (HR, payroll, recruitment of workers etc.); work organization (ICT at work, self-presentation); logistics; sales etc. Be competent (II) 3-day-trainings developing their interpersonal skills target group: employees of SMEs having technical education degree (secondary school or university)
BEFORE Not enough time in the working day to undertake training. If it needed to be done in workers own time, unpaid. Workers do not feel confident enough to undertake training. Too much beaurocracy with enrollment documents. Employer not willing to send the workers for training, even fee free. DURING Care giving responsibilities. Health problems/disability. The employer is not supportive. Training doesnt meet workers expectations. AFTER It wouldnt help change the type of work workers do. It wouldn't lead to a rise in their earnings. It wouldn't lead to promotion. Employer afraid of raising awareness among workers (more claiming; danger of leaving work)
Study Report done in 2010 on demand of Polish Agency for Enterprise Development (PARP) - government agency providing support for enterpreneurs, also within EU ESF funds Two groups of respondents: 1200 employees and 600 management staff working in SMEs Methodology: analysis of existing data; quantity research (direct interviews with the use of reserach questionnaires) and quality research (in- depth interviews on 30 respondents)
Reason: belief that in Poland a significant part of enterpreneurs is not interested in raising qualifications of workers Problem/aim: to what extent Polish SMEs utilize the skills, qualifications and competence of employees in shaping companys innovation and competitiveness, and what actions should be taken to encourage greater use of a key factor in the development, which is knowledge so as to be successful in the market
Enterprises raising qualifications of workers acc. to the size of the enterprise:
Industry Transport, storage and communication Trade and repairs Construction Hotels and restaurants Education Health care Business service, incl. real estate Financial intermediaries, incl. insurance
Up to 91,5 % of management staff think that the level of qualifications and competence of their workers are sufficient to perform day-to-day work. Clear need to raise awareness among the employers and employees of SMEs about the need to constantly improve their competences.
94.4% of managers in companies surveyed felt that their qualifications on managerial positions are also sufficient Significant barrier in improving the competence of workers and managers themselves.
I didnt participate in trainings (50,7 %) Being up to date with new trends/technology on the market (31,5 %) The need to acquire new qualifications and/or skills connected with the introduction of new products and solutions in an enterprise (30,9%) The need to adapt qualifications to law regulations (22,4%) Lack of sufficient skills and/or qualifications (17,7%) Other (2,8%)
The higher qualifications, the higher the salary The better qualified staff, the less chance of being fired The higher qualifications, the higher post The higher qualifications, the quicker promotion The better qualified staff, the more respect from the employer
Both managers and their employees formally recognize the benefits of training, but this is not transferred into practice – the real activities of enterprises, including the use of instruments of motivation The low percentage of workers experiencing the benefits of education seems to show the general underestimation of the process of raising qualifications and competences in Polish SMEs. Polish employees of SMEs expect their employer should deal with their professional development
training managers to complement the missing competences and to promote appropriate management practices (motivation, recruitment, leadership, empowerment) raising awareness of managers about the importance of the intangible resources for the company's competitive position, the importance of education and competences of employees as a component of intangible resources, the importance of training within the company to increase employees' qualifications, including e-learning increasing the adaptability of employees by improving labour market opportunities as a result of a comprehensive education, increasing responsibility for self-education and enterprises by supporting innovativeness and competitiveness
Maintaining continued financial support of SMEs in terms of trainings, while taking account of the so- called positive externalities consisting of the benefits of employee training for both the employer and the employee, his potential future employers and the society Disseminating methods for assessing the level of qualifications and competences both at the recruitment stage and within the employment period. Showing the need to simultaneously invest in machinery and staff, and none of the above types of resources can be developed at the expense of another
Underlining the importance of education and competence in business development and the need to conduct analysis of training needs of employees Dissemination of attitudes conducive to self- education, lifelong learning. It is necessary to disseminate information about the qualification and competence needs of the labour market. Dissemination of modern forms of searching for information and increasing knowledge of the staff (e.g. e-learning, basic skills learning).
Providing time to train in work hours Paying staff to train; employing training managers Pay rewards to workers Tangible career outcome Professional development and personal enrichment Possible future promotion or pay rise Receiving an attendance certificate at the end of the course Convenient location and scheduling
This project has been funded with support from the European Commission. This publication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein