Review of Human Resource Development in Croatia Prepared by Lizzi Feiler, Vaclav Klenha, Evgenia...
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Review of Human Resource Development in Croatia Prepared by Lizzi Feiler, Vaclav Klenha, Evgenia Petkova and Simona Rinaldi Ulrike Damyanovic and Lizzi
Review of Human Resource Development in Croatia Prepared by
Lizzi Feiler, Vaclav Klenha, Evgenia Petkova and Simona Rinaldi
Ulrike Damyanovic and Lizzi Feiler Zagreb, 23 May 2012
Slide 2
Challenges and policy options in education and training (1)
Refine strategies for developing education and training Integrate
existing strategies into a single coherent development strategy for
education and lifelong learning Foster coordination between
different bodies in the education sector Define targets,
results/impact indicators and monitoring mechanisms based on EU
strategies and country realities Make the use of IPA and other
donor initiatives for mainstream reforms 2
Slide 3
(2) Further develop CROQF Increase the role of employers and
trade unions in development, implementation and monitoring Ensure
vertical pathways and include adult, non formal and informal
learning in a lifelong learning context Improve understanding and
communication to users Complete the process of drafting of CROQF
regulations and foster its implementation in the overall reform
process Challenges and policy options in education and
training
Slide 4
(3) Fine-tune quality learning processes Introduce national
curricula to build key competences from pre-school to HE and adult
education Redesign secondary VET programmes with pathways to higher
levels or labour market, by improving modularity Combine schools
self-assessment with external evaluation Modernize in-service
teacher and school leader training Stimulate continuing VET and
workplace learning Continue to address the issue of multiple
operating shifts Challenges and policy options in education and
training
Slide 5
(4) Benefit of IPA and ESF operation and international
cooperation Reflect and accommodate country strategies and
interventions in programming documents, while ensuring ownership
and country commitment Ensure that evaluation of previous
projects/programmes (e.g. EU, World Bank, etc.) is done on a
regular basis and feeds into on-going and future interventions
Promote pilot projects for mainstream reforms Challenges and policy
options in education and training
Slide 6
66 Employment benchmarks: EU and IPA countries Sources:
EUROSTAT, national LFS
Slide 7
77 Employment benchmarks: EU and IPA countries
Slide 8
Labour market trends Croatia Sources: 2006-2010: Croatian
Bureau of Statistics, 2010 and 2011; 2011: Eurostat
Slide 9
Challenges and policy options in employment (1) Increase
competitiveness of the economy and employability of the workforce
Further improve support measures for the redeployment of workers
and restructuring of enterprises (early warning system, functional
internal flexibility, (re-)training of employees) Develop fully
fledged start-up support schemes, combining advisory services,
training, coaching and access to credits
Slide 10
Challenges and policy options in employment (2) Optimise labour
market management and activation policies Effectiveness of
activation policies Supply side: support jobseekers, apply rights
and obligations ( ), provide adequate income support (coverage,
duration, wage replacement rates of benefit) Demand side: canvass
more vacancies ( ), further reduce informal employment Matching
both: optimise placement and referral systems
Slide 11
Challenges and policy options in employment (2) Optimise labour
market management and activation policies Active labour market
policy (ALMP) Optimise portfolio and targeting (youth, women,
gender mainstreaming, local dimension) Shift to result-orientation
of programmes (outcome indicators, planning architecture) Further
increase coverage of ALMP (activation rate) Strengthen monitoring
and evaluation capacities and practices
Slide 12
Challenges and policy options in employment (3) Incease
flexibility whilst reducing labour market segregation In the light
of increasing share of temporary work contracts and precarious
forms of work: facilitate and monitor transition to regular jobs
Tackle undeclared labour with stricter control and incentives to
legalise informal activities Keep the sensitive issues of
employment protection and costs of labour on the agenda for social
dialogue
Slide 13
Challenges and policy options in employment (4) Tackle the
skills mismatch with a coherent approach Anticipation of future
demand and supply Further develop the mix of approaches (sector
skills councils, employer surveys,) Develop macro-level foresight,
based on strategic scenarios Validate and coordinate approaches at
national level, ensuring dissemination and transfer of information
into action Provide support services to m icro- and small
enterprises to develop their HR management practices
Slide 14
Challenges and policy options in social inclusion Streamline
inclusive education measures throughout the system Reduce early
school leaving; critical transition of pupils with special needs
(including Roma) from primary to secondary education Improve
pre-service and in-service training of teachers concerning
diversity issues (1) Increase the participation of vulnerable
groups in high-quality education and training
Slide 15
Challenges and policy options in social inclusion (2) Increase
participation of vulnerable groups in decent and gainful work Raise
awareness among employers, provide incentives for employment of
disadvantaged people Engage disadvantaged people in appropriate
training, work practice, public works schemes and support for
self-employment Cooperate with specialised NGOs in service
delivery
Slide 16
Challenges and policy options in social inclusion (3) Enhance
regional cohesion Develop integrated economic, social and
employment responses to tackle the problem of multiple deprivations
Further improve Local Partnerships for Employment (coordination,
capacity development, benchmarking)
Slide 17
Horizontal recommendations Paradigm focus to result orientation
in the policy cycle Further develop the evidence base for HRD
policy making (information systems, analytical capacity) Increase
systematic monitoring and evaluation of policies and programmes
Reinforce institutional capacities for administering IPA and ESF
funds; disseminate project results for mainstream reforms Foster
regular stakeholders dialogue in the whole policy cycle and
implementation