The purpose of this article is to highlight the importance of investments into competencies. The identification of competencies should belong to the strategic goals of any socially responsible ...society. The right competencies are a crucial precondition for a functioning labour market in times of digitalisation and technological changes: for good economic performance as well as to ensure lifelong productive and inclusive individuals. Relevant skills and competencies should respond to labour market needs as well as to economic requirements. The approach to this study is linked to the practical deficiencies of ineffective competency management in Slovenia and its consequences. The methodology combines study of theoretical models and specific skill framework in selected countries with chosen policies. The findings confirm that educational paths in Slovenia are not aligned with the economy requirements. Competencies do not correspond to actual industrial policy priorities. The article identifies the reality of competency policy in Slovenia and governance gaps in comparison with EU and OECD countries. It focuses on foreseen skills challenges and skills forecasting needs. The article offers solutions and policies for better skills matching and further reflections on more co-ordination and governance between educational policies and competency requirements in the economy. One limitation of this study is the variety of policies in countries, hindering the transferability. Nevertheless, the article tackles skill and competency challenges, which are common in most of the countries and require actions.
In developed economies, where the work input exceeds the physical input, the lack of harmonised and standardised rules of human capital assessment is visible. The mentioned indicates the deficit of ...an important part of the comprehensive value-added assessment. What do we lose by ignoring the important part of the employee's value added in the working process? Companies underestimate the employee's human capital input. Consequently, society typically does not recognize invisible sources of value added in companies. The goals of this article are to highlight the missing human capital (HC) element at the company level assessment and to raise the awareness about its importance. By analysing existing methods of coping with the mentioned challenge, no harmonised solution is evident. By the increasing share of the service sector, emphasis on the HC element should be monitored more closely. The article focuses on the missing and invisible human capital elements in the framework of the value added; it offers suggestions for inclusion of the human capital factor in the process of company's value added assessment as well as reflections on further steps in this direction.
This article refers to the challenge of demographic changes gaining attention in many developed countries. The European Union recognized the need to activate older knowledge workers, who are ...underrepresented and pushed out of the labour market or are inadequately motivated to continue their employment for various reasons, despite their accumulated knowledge and experiences. EU member states respond differently to their ageing, with more or less successful national policies. This article is based on research of the labour market development for older knowledge workers in Slovenia compared to the Finnish age management policy at the end of the 1990s that successfully increased Finnish older knowledge workers’ employment through focused and holistic measures. Slovenia stagnated in the same period due to a lack of holistic solutions-a situation that continues today. The results and deficiencies of past bad and good practices in these two compared EU member states might offer some further reflections on possible steps to follow or avoid regarding active ageing solutions in the EU.
Mentorstvo je oblika prenosa znanja in izkušenj, ki v delovnem okolju pridobiva vedno večjo veljavo. Omogoča osvaja- nje novih znanj, iskalcem zaposlitve daje nova delovna mesta ter zmanjšuje ...neravnotežje med ponudbo in povpraševa- njem na trgu dela. Vključuje več raznolikih aktivnosti, povezuje mlade in starejše sodelavce, izkušene in novozaposlene v podjetju. Predvsem v kriznih časih lahko pripomore k hitrejšemu prehodu mladih iz izobraževanja/usposabljanja v zaposlenost ter s tem k nižji stopnji brezposelnosti mladih. Ob vzajemno odgovornem razvijanju mentorskih shem na podlagi izkušenj uspešnih držav, ki so mentorstvo že uvedle, lahko tudi v Sloveniji razvijemo svoj sistem prenosa znanja in izkušenj, s tem pripomoremo k ohranjanju in nadgradnji obstoječega znanja in izkušenj v delovnem okolju ter dose- žemo večjo vključenost v trg dela.
Gospodarstva Evrope vedno glasneje opozarjajo na nevarno razhajanje v usposobljenosti in znanjih, ki ustrezajo potrebam delodajalcem, ter obstoječo ponudbo, kar znatno vpliva na (ne)-konkurenčnost ...nacionalnih gospodarstev. Znanje, usposobljenost in kompetence v družbi znanja namreč postajajo nujni pogoj konkurenčnosti (globalnih) trgov dela, kar je v kriznih časih še pomembnejši dejavnik za obstoj gospodarskih subjektov na trgu. Z drugimi besedami, za družbo znanja kot cilj integrirane Evrope je pri oblikovanju celostnih politik velikega pomena identificiranje sedanjih in prihodnjih potreb po usposobljenosti ter sodobnih znanjih. Šele celostno in sistematično spremljanje in identificiranje potreb namreč omogočata uravnoteženje ponudbe in povpraševanja na trgih dela, s tem pa tudi večjo konkurenčnost in visoko stopnjo socialne kohezije. Ustrezno usposobljena delovna sila vseh kvalifikacij in vseh generacij, vključena v vseživljenjsko izobraževanje, se namreč hitreje in uspešnejše prilagaja zahtevam sodobnega dinamičnega gospodarskega okolja in (poklicne, sektorske in geografske) mobilnosti.
V javnosti je zadnje čase veliko pozornosti namenjene uveljavljanju tako imenovanega načela flexicurity oziroma prožne varnosti ter predvsem njegovim učinkom na posameznika. Načelo predstavlja velik ...izziv pri izvajanju in uresničevanju ciljev tako imenovane evropske strategije zaposlovanja, kot tudi pri izvajanju nacionalnih politik zaposlovanja. Načelo prožne varnosti je dejansko odgovor na vse višje zahteve globalizacije in konkurenčnosti, kot tudi na vse intenzivnejše potrebe po prilagodljivosti zaposlenih in podjetij. Načelo je sestavljeno iz štirih, med seboj povezanih komponent, da bi dosegli čim višje sinergije učinkov in uravnoteženosti. Cilji prožne varnosti so predvsem izboljševanje obstoječih razmer na trgu dela EU in omogočanje večje udeležbe na trgu dela za posameznika (zmanjševanje segmentacije), lajšanje prilagodljivosti delavcev in podjetij, zmanjševanje brezposelnosti (tudi in predvsem specifičnih skupin), podpora vstopa na trg dela za vse ter lažji in hitrejši prehodi med različnimi pogodbami (povečevanje varnosti pri nestandardnih zaposlitvah in zaposlitvah za določen čas). Uvajanje prožne varnosti v sedanjih gospodarskih razmerah ni izbira, temveč je pogoj konkurenčnosti in dviga gospodarske rasti in razvoja. To je dinamični mehanizem prilagajanja razmeram, kar prihaja v ospredje še toliko bolj v času svetovne finančne krize.
Trg dela se stara, ta fenomen pa bo imel v prihodnosti velike ekonomske in socialne posledice, katerih se slovenska družba ne zaveda v zadostni meri. Zmanjšuje se število delovno aktivnih prebivalcev ...Slovenije, od katerih je odvisna produktivnost inovativnosti in konkurenčnost trga dela ter gospodarstva. Posebej zaskrbljujoč je nizek delež znanjskih starejših sodelavcev kot najproduktivnejših oseb z znanjem in izkušnjami, ki jih družba zanemarja. Doktorsko delo identificira ključne ovire večji delovni aktivnosti starejših znanjskih sodelavcev v Sloveniji. Primer dobre prakse primerjalne države je Finska. Finska je namreč že pred mnogo leti začela izvajati celovite ukrepe aktivnega staranja ter dosegla izredne pozitivne rezultate. Na podlagi primerjav, analitične raziskave na podlagi ankete in predložitev ključnih ukrepov in reform, doktorsko delo predloži model, ki v okviru izbranih dejavnikov omogoča inovacijo upravljanja starejših znanjskih sodelavcev kot dejavnika inovativnosti in konkurenčnosti trga dela kot podsistema gospodarstva v Sloveniji.
Publics’ interest is lately focused on establishing so called principle of flexicurity, or flexible safety, and its effects on individuals. Principle presents a big challenge when executing and ...realizing aims of European employment strategy, and also with executing national employment politics. Flexicurity is in fact an answer to all higher demands of globalisation and competition and also answers all higher needs of adaptability of employed and companies. Principle combines four interconnected components in order to achieve high synergy of effects and balance. Objectives of flexicurity are improvement of existent conditions in European Union labour market and to enable higher participation rates in labour market for individuals (reduction of segmentation), easier adaptation of workers and companies, reducing unemployment (mainly specific groups), supporting entrance to labour market and easier and faster transitions between different contracts (increasing safety with non standard employments and fixed-time employments). Introduction of flexicurity in present economic situation is not a choice but a condition of competitive position and economical growth and development. It is a dynamic mechanism of adaptation to situation and is becoming more important in time of world crisis.
European economies are warning with increased intensity about the dangerous discrepancy between the skills and knowledge required by employers and the existing labour supply, which affects ...significantly (non-)competitiveness of national economies. In the knowledge society, skills, knowledge and competences are becoming an essential condition for competitiveness on (global) labour markets, a factor that has - in the time of crisis - become crucial for market survival of economic entities. In other words, for the knowledge society - the aim of the integrated Europe - it is of great importance to identify present and future requirements for skills and up-to-date knowledge. Only a holistic and systematic observation and identification of these requirements can make it possible to regulate the supply and demand situation on labour markets, as well as to increase competitiveness and bring a high degree of social cohesion. Appropriately trained workforce, comprising people of all types of qualifications and generations, pursuing life-long education, is able to adapt quicker and more successfully to the demands of today’s dynamic economic environment and (professional, industry-related and geographic) mobility.
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