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The topic that is disclosed in the scientific publication “Building the socially responsible employment policy in Baltic states” is certainly relevant to the context of national economy and social policy. Experience shows that socially responsible employment policy measures are especially widely used in the old EU member states. Relevance of socially responsible employment policy is not decreasing because unfavourable economic conditions aggravate the employment of certain groups of people (especially the long-term unemployed, low-skilled, having low marketable professions and other persons). The content of the scientific articles by the authors of this publication allows to answer reasonably to questions about the development of socially responsible employment policy in the Baltic states. The results of accomplished analysis are relevant to the fact that they allow to reveal the problems that are encountered in the development of socially responsible employment policy. A special focus is given to the employment of females and elderly employees to boost the innovation performance of companies.
The ageing of society does not stop at company owners. More and more companies have to be handed over to the new generation. This process is a challenge for all parties involved. The support of business transfer assistance is just as essential for the European economy as the promotion of start-ups because both are critical to the development of the European economy. Over 450.000 firms with over two million jobs are transferred to a new owner in the EU-28 each year. Around one-third of these transfers fail, and the companies are closed. The future growth and sustainability of innovative companies in the Baltic Sea Region are severely limited by failed business transfers. Furthermore, due to a lack of available and appropriate successors, many firms are liquidated rather than transferred. This publication is part of the project INBETS (www.inbets.eu), highlights the background to the current situation of business transfers in the Baltic Sea Region, and proposes a policy program to promote business successions and open up new target groups of potential successors. Part-financed by the European Union (European Development Fund and European Neighbourhood and Partnership Instrument) within the INBETS project. This publication does not necessarily reflect the opinion of the European Commission.
All countries around the Baltic Sea region face a great shortage of entrepreneurs and managers for small and medium-sized enterprises (SMEs). This substantially limits economic growth and innovation capacity. Due to demographic reasons population and thus working age population is expected to decline in almost all European countries in the near future, so that this shortage will even increase and have a strong impact on the SMEs, that must compete with major industries for the few well-qualified talents. To tackle this pressing issue, experts from Denmark, Germany, Latvia, Lithuania and Norway teamed up in an EU-funded project to develop a common vocational training titled 'Master Craftsman' that reflects the needs for SMEs, in particular from the craft sector. This publication contains all relevant information, from the concept and background to the actual curricula and example for examination regulations.
All countries in the Baltic Sea Region face a growing lack of skilled work force. However, the large potential of a better inclusion of females and elderly employees and managers remains often untapped. Also female and elderly employees can increase the innovation level of a company. This publication provides strategies how to better include this important group in companies. It was developed as part of the flagship project of the EU Strategy for the Baltic Sea Region “Innovative SMEs by Gender and Age (QUICK-IGA)”. The project addresses the following objectives: - levelling of equal opportunities for women south of the Baltic Sea with the ones of northern countries; - strengthening the promotion of innovation in small and medium-sized enterprises by developing working cultures that explicitly improve the equal opportunities of women; - supporting regional development in order to optimally develop human capital and competitiveness through gender and education policy. The manual containing all the project results and additional tools for the management of demographic change at enterprise level. Part I of the book incorporates the strategy programme on "Age, Gender and Innovation: Policies and Strategies to Improve Employability and Work Ability of Women and Older People in the Baltic Sea Region”, whilst part II contains action plans for the Hanse Parlament (network of business chambers) and the Baltic Sea Academy (network of academic institutions) “Promoting the employment of women and older people”.
At the 10th Hanseatic Conference 2015 in Hamburg, representatives from business organisations, academic institutions and policy makers from all countries around the Baltic Sea exchanged their experiences. This book contains the presented papers and a summary of the participants’ discussion. Vocational training has dramatically lost its appeal. More and more young people rather opt for study programmes at the university, and refuse to learn practical skills in vocational education. However, the qualifications of the high number of academics do not match the demand of SMEs for skilled workers and entrepreneurs, as their knowledge is mostly theoretical. At the same, due to demographic changes, the number of school leavers in the Baltic Sea Region is declining. Both developments have led to a dramatic shortage of skilled workers and entrepreneurs which is severely limiting growth and innovativeness of SMEs. In order to overcome this crisis, dual vocational training and dual degree study programmes have to be promoted substantially. In dual vocational training enterprises can actively influence and improve the quality of the education their apprentices receive; and in dual degree study programmes students can test and apply their theoretical knowledge, which they acquire at the university, simultaneously in the enterprises. The contributors of this book describe how this reform of education policy can be implemented in practice.
At the 9th Hanseatic Conference 2014 in Hamburg, representatives from business organisations, academic institutions and policy makers from all countries around the Baltic Sea exchanged their experiences. This book contains the presented papers and a summary of the discussion of the participants. The elimination of discrimination by gender and age in working life is an important social concern, regardless of economic needs. But increased labour force participations of women and older people are also essential for economic reasons in the light of demopgraphic developments and changed conditions. Currently high and ever growing shortage of entrepreneurs, managers and professionals are the factors that increasingly limit economic development. There is an urgent need to make better use of local labour potential, particularly via higher labour force participation of women and older people in general. Global competition requires high innovation and strong increases in productivity of the entire Baltic Sea region, and especially in the countries to the south of the Sea. The innovations and productivity of companies benefit from increased proportion of women. The greatest innovation and productivity reserves lie in the staff and organisational development, including education; improvements in this respect stipulate equal opportunities and strengthen competitiveness. This publication was developed as part of the flagship project of the EU Strategy for the Baltic Sea Region “Innovative SMEs by Gender and Age (QUICK-IGA)”.
The lack of skilled workforce is one of the biggest problems for European companies – and due to the demographic development, this challenge is growing. At the same time, youth unemployment is on the rise and too many youth are left behind with no education or training at all. The implementation and the strengthening of the dual vocational education offer valuable contributions to the problem-solving described above. Thus a specific one-year professional qualification within the dual system for young people was successfully introduced in the city of Hamburg, Germany: the so called “Hamburg Model”. This is a proven method to integrate young people into the professional education, who would otherwise not get this chance and too often end up without any training. Moreover, the Hamburg Model makes the choice of the profession more certain, decreases drop-out rates and increases the chances on the labor market significantly. During a two-year implementation period, this Model was adapted, transferred and put into action in Hungary and Lithuania. This book provides a good basis for the transfer to other countries.
Meeting the challenges in the fields of energy, climate and environmental protection requires comprehensive reorientation and forward-looking innovations. These tasks must be mastered by SMEs against the background of the following problems: - blatant & growing shortage of skilled workers - large qualification deficits, especially in the Green Economy - loss of attractiveness & low qualification of school-based VET - low rates of further training & insufficient orientation of offers to SME needs - ageing of entrepreneurs & high, growing shortage of young people (demographic change) - failure of business transfers & low rates of business start-ups - low innovation rates & insufficient productivity - not enough cooperation between universities and SMEs & a lack of teaching geared to SME needs - comparably low internationalization of SMEs & many vocational training providers To meet these challenges, 22 project partners from 7 countries and 70 associated partners from 13 countries have developed, operated and ensured the long-term continuation of eight centres of vocational excellence for the green economy. The centres introduce dual education and implement a wide range of measures in vocational training, further education and higher education, which are developed, tested and evaluated in the project. The eight center developed and implemented 7 Train the Trainer programs, 59 vocational trainings, further education and study programs, 5 tools and support programs and 10 concepts and political strategy programs. The educational measures cover Green Economy, Digitalization and Entrepreneurship. Vocational and educational counselling and innovation support for SMEs were developed and implemented.
To remain competitive in the Baltic Sea Region (BSR), small and medium-sized enterprises (SMEs) must increase their innovation capacity and close the gap between qualification requirements and demands. Human capital is the most important resource for increasing productivity and innovation. As a result, the "Knowledge Alliance for Human Resources and Organizational Development" project was launched and ran from 2017 to 2021. The project of eleven partners from four countries placed a high value on increased collaboration between universities and businesses in order to promote education and innovation. The most important findings are included in this publication. First, through R&D work at universities, SME-specific methods, instruments, and projects are developed, tested, and implemented, resulting in workplace innovations in areas such as employee recruitment, motivation, and digitization, a more innovative working environment, and more efficient use of human capital. Second, through qualifications, small and medium-sized enterprises in the Baltic Sea Region's awareness and competencies in this new area of innovation promotion was strengthened.
Almost all European countries face challenges in educating sufficient skilled workers. Particularly in countries with a predominantly school-based vocational training practical qualification takes mostly place only with complementary internships in companies; the relevant skills and competencies must be significantly improved and a high-quality must be achieved. The dual vocational training proved itself to be of high value in this context. Within the ICC4VET project, a sector competence centre was developed in Poland with the realisation of a dual vocational training at the Tadeusz Tanski Mechanical and Logistics School Complex. In addition, further training courses for vocational school teachers were developed and implemented. Special trainings for trainers in SMEs in countries with school-based vocational training were adapted and implemented. A further training course for technicians within the framework of a dual training course of two years with entitlement to study at a university of applied sciences was developed and implemented. In preparation for the introduction of dual Bachelor's programmes, implementation plans were drawn up for the expansion of the two-tier sector competence centres into a three-tier system of vocational training and innovation promotion. This publication contains the relevant curricula and experiences as a result of the project ICC4VET with the following partner: Baltic Sea Academy (DE), Vocational Training and Technology Centre of the Schwerin Chamber of Skilled Crafts (DE), Tadeusz Tanski Mechanical and Logistics School Complex (PL), Vilnius Builders Training Center (LT), Panevezys Chamber of Commerce Industry and Crafts (LT), Latvijas Amatniecibas kamera (LV), Võru County Vocational Training Centre (EE.)