Presentation on theme: "Sustainable Development and Competitiveness IF Metall Höga Kusten and IF Metall Mellersta Norrlands skills development projects 2008-2012 Esbjörn Jonsson,"— Presentation transcript:
Sustainable Development and Competitiveness IF Metall Höga Kusten and IF Metall Mellersta Norrlands skills development projects 2008-2012 Esbjörn Jonsson, IF Metall Höga Kusten Brussels 12/10 2011
What is IF Metall Mellersta Norrland and IF Metall Höga Kusten? A Trade union on a national level that organises appox 380 000 blue collar members in the Swedish Industry. IF Metall Mellersta Norrland and IF Metall Höga Kusten is two out of 52 regions with appox 9000 blue collar members. More then 1/4 of all the employees that got an advanced notice of being laid-off in these two regions during 2008 and until March 2009 worked within IF Metall sectors.
Why IF Metall in these two regions run in-service training interventions for employees and together with companies? Members of IF Metall generally have a low level of education and are extra vulnerable for structural changes. A study shows that the average IF Metall worker has received 90-minutes of in-service training in a three year period. If this low level of in-service training continues there is a risk that a large amount of employees in our industries are forced to leave their jobs and the companies will loose their competitiveness.
IF Metall Höga Kusten and IF Metall Mellersta Norrlands skills development projects Conducted five skills development projects together with 34 companies in the region (2008-2010) Currently conducting a skills development project together with 27 companies in the region (2011-2012) All projects financed by the European Social Fund. Companies pay the wage cost of the employee during the training period. An agreement was signed with the Employment Service so that the unemployed during the study period were enrolled with a work placement in IF Metall.
IF Metall Höga Kusten and IF Metall Mellersta Norrlands skills development projects Skills inventory questionnaires were filled out by the employees to obtain their training needs. Companies also had to think about their short-term and long-term training needs. The training needs of both individuals and companies was compiled to common training needs for each company. Trade union and companies have worked together throughout the projects with common goals.
Results and impact of the projects A total of approximately 2 000 individuals has completed one or more in-service training courses, so far. Projects subdued redundancies of employees during the recession. Planning of in-service training courses with participants from different companies have contributed greatly to get a lower course costs and higher quality. Survey shows that many of the companies have found ways to implement in-service training so that production is affected minimally. It has started new collaborations between the companies in the project.
Results and impact of the projects Many companies states that the in-service training has increased efficiency in production. Created ripples in a pond, new projects, a lot of interest from other organizations etc. Individuals: Changed work tasks, increased employability. Companies: Take on more/new jobs, increased competitiveness Alternative way learning, half-distance, computer training directly at companies, several companies in collaboration etc. Deeper interviews the next few month with individuals and companies to look closer to their experiences of learning in the project.
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