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

Situation in Poland Our experience Other countries experience Example of study (map of key competences) How to convince enterprises – good arguments

Theme of basic skills neglected Trainings (not vocational) up to workers, not employers Employers (mainly SE in PL) not interested No money for training in companies Managers not aware of their employees lack of competences If employers see the need, they complain about the quality of training instituions (no good offers corresponding to real training needs)

Workers aged participating in trainings (%)

Panel discussion held in Warsaw in 2011 during the conference of government Polish Agency of Enterprise Development (PARP) presenting first results of research Study of Human Capital in Poland Problem on the line university – labour market/ enterprises (universities dont educate people; employers have to get involved in cooperation with educational system) During recruitment process we meet adults who are not able to respond to question What is important in my life, can not say what are their strengths, can not competently present their strong points.

What are the requirements of employers in job offers? Most often vocational competence. Competences of self-organizing skill also pointed. (good time management, precision). Interpersonal competence (relations with co-workers, clients). Computer skills. V. rarely – mathematic competence. Idea of basic skills not included AT ALL.

Financed by employer (obligatory for worker during workdays; not during weekends) Co-financed by employer (with possible loyalty agreement to amortize training costs) Financed by employee Free of charge (fee free EU trainings, like ESF) Co-financed by the labour dept/offices (company training funds)

Company training funds not popular: (co-financing up to 50 %, or max. average salary – 3,600PLN, from labour offices) In 2012 (Jan-May) all labour offices spent 3,500 PLN to compansate for training costs for companies In ,000 PLN (around 80 persons trained) Discouraging factors: administrative work, and lack of company training funds (which must be partly paid by employers)

Pomeranian Key Competences - get new skills: Three main areas: training of key competences, computer training and individual coaching for people 45 + Target group: workers (min. 50 % over 45); max secondary education; 216 persons in total Professional staff - modern company. SME development Vocational training + key competences training (modules: foreign language, computer skills, interpersonal communication) Target group: enterpreneurs and employees (SMEs)

Our and our partner ESF trainings related to BASIC SKILLS (8 key competences in PL), for example: - English language courses, incl. BE (Communication in foreign language) - Computer trainings: MsOffice and other programs (Digital competence) - Interpersonal skills trainings, incl. Communication (Learning to learn) - Interpersonal skills trainings; active civic citizenship services (Social and civic competences) - How to start up businnes activity trainings (Sense of initiative and entrepreneurship) Target groups: - employees - unemployed, inactive people - people from rural areas - students

ESF project with 3-day-trainings for adults developing their interpersonal skills; target group: employees of enterprises having technical education degree (secondary school or university) PROBLEMS: Employers unwillingness to send workers for trainings dont want workers to be more conscious/intelligent/eloquent = claiming problem of time (no time during workdays; no influence during weekends) general attitude – dont see the purpose of trainings; are sick of EU tranings; chronic (notorious) lack of time Technical workers lack of will to upgrade interpersonal skills.

Corporate schools/universities (bigger companies cooperating with universities, involving in education system) Carrer centres (normal, online) Career development Career counselling Trainings = hiring tool

Study within LEO Rinascimento II project in 2011 – European Network of key competences Aim: creating and carrying out questionnaires which could be helpful to do a comparative analysis of key competences in EU countries The same tests were held in all project partner countries: Austria, Czech Republic, Spain, Lithuania, Italy and Poland. In total, around 4800 people took part, including 848 from Poland. Results helpful in preparing the EU map of key competences (lacks and which areas need to be subjected to training, strenghts to be used in vocational and private life, )

The study sought to reach out to a diverse group in terms of age, sex, education, profession. But the largest percentage of respondents (60%) were young people (up to 30) studies came surprisingly positive: Only 3% of respondents indicated that they do not read or literature/the press or articles on the Internet; 69.6% do it often or always. (see research of National Library and public opinion poll: 56% of people did not come into contact with the book; 46% of the text more than 3 pages) 45% of respondents identified at a very high level their ability to use e-services: banking, shopping, booking tickets 77% of respondents know a foreign language to the extent that it can freely use it in formal meetings

+ Closed and varied questions + Structured form of the questionnaire - The majority of people who answered questionnaires had no idea about what key competences are… - Key Competences 1 to 4 are more easy to quantify; difficult to find a correct question in order to be easy to understand by the respondents - Although the questionnaires have reached a consensus on by all partners, sometimes they were difficult to translate in each partner language due to culture aspects, shade of meaning etc…

Provide good arguments FOR Tell what are the consequences of lack of training Refer to the current and future economic situation of a company Underline benefits for a company and other employees (not only the one who will be trained) Present the training as an investment

Better (more qualified) worker = better services for company = benefit for company Satisfied worker more devoted to company Better working climate (improved communication) Optimization of work, better use of time of work] Reduced absenteeism Advertisement for a company Economy/savings for a company (one worker may train the others)

Self-development Self-confidence Increased job satisfaction Increased motivation and integration of the worker in the company (satisfied worker more devoted to company) Increased timeliness

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