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Bildung, Arbeit und LebenschancenArbeitsmarktpolitik und Beschäftigung

Bildung, Arbeit und Lebenschancen

Abteilung Arbeitsmarktpolitik und Beschäftigung





Qualifikationsbedarf in den Ländern der OECD - Ermittlung, Analysen und Implementation


 

Tagungen
  17./18.3.2005   Workshop "Actual skills and skill needs within regions: analysis and implementation"
 
      Background:

There is widespread consensus about the key role of human capital to achieve stable employment patterns. Due to this the question arises: What are the most urgently needed skills? Are these skills specific to each region’s economic structure? Calling for higher qualification level is one possibility to answer to the needs of the information society, but this strategy is not only expensive and sometimes inefficient, but also difficult to implement. For this, information about skill needs in labour markets is essential for transparency in competitive economies. In recent years, several countries have increased their attention to the phenomenon that high unemployment and skill shortages may occur jointly. Deeper insight into labour market structures and knowledge about challenges of the future contribute to the fact that public attention to such imbalances has been raised and governments as well as several interest groups including the social partners search for solutions to reduce labour market mismatches.

Organisation: > Christoph Hilbert und > Klaus Schömann
weitere Informationen: > Agenda and Abstracts

 
  26. 11. 2004   Conference "The demographic time bomb is ticking"
 
     

Background:
The demographic change has two impacts on the German workforce. It implies an increase of the average age of workers and because of declining birth figures a decrease of the number of workers. Thus, the share of younger employees is decreasing and shortages of skilled labour can occur. Moreover, better qualification of the work force is needed. Even if a higher activity rate of woman and immigration is taken into account, the workforce sinks by 7 Million from 2000 until 2040. The conference combines facts about the development of the labour market with consequences for the operational personnel/organisational structure and the presentation of practiced implementation in companies.

"Top-down“ solutions are the increase of the populations' share of active workers, the enhancement of annual working time, migration and the enhancement of labour participation of females (compatibility of family and job, family-friendly firms), elderly (retirement age, pension, productivity) and juniors (participation in education) and age sensitisation. “Bottom-up” solutions include the following fields of action: productivity (health and capacity), flexibility (motivation and willingness to perform), knowledge (qualification, transfer of experience and know-how) and innovation (attractiveness of companies). Moreover, the promotion of job re-entry, the offering of promotion prospects for every age group (to avoid discouragement), the introduction of health care management, job-rotation for changing exposure, periods for recovering, systems of partial retirement, specific recruitment strategies, heterogeneous-aged working groups, further training  and life-long learning. Important is transparency about necessary development and the adequate steps and the self-responsibility taking for further professional development. Short-term realisable measures are qualification management for all age groups, regular questioning of employees, further training of managers and job-rotation with changing exposure.
  30.-31. 05. 2002   Konferenz "FRÜHERKENNUNG VON QUALIFIKATIONSERFORDERNISSEN IN EUROPA"
 
     

Hintergrund:
Die Notwendigkeit und Bedeutung einer zukunftsorientierten Gestaltung von Bildung und Ausbildung wird weitgehend anerkannt. Geeignete Maßnahmen erfordern jedoch fundierte Erkenntnisse über Qualifikationsanforderungen in längerfristiger Perspektive sowie Informationen über neue Qualifikationen und Qualifikationsanforderungen im Zuge des sozialen und wirtschaftlichen
Wandels. In den vergangenen Jahrzehnten wurden hierzu zahlreiche Ansätze entwickelt: von makroökonomischen Qualifikationsprognosen bis hin zu Erhebungen und Umfragen bei Unternehmen und Arbeitskräften auf der Mikro- und Meso-Ebene. Makroansätze sind zwar konsistent innerhalb eines gegebenen sozioökonomischen Rahmens und haben Langfristcharakter, sie bieten jedoch keine detaillierten Aufschlüsse über spezifische und neue Qualifikationserfordernisse. Andererseits können spezifische Erkenntnisse auf der
Mikro- und Meso-Ebene nicht immer verallgemeinert werden. Zudem beziehen sie sich meist auf die Gegenwart oder auf vorhersehbare Qualifikationsanforderungen
in kurz- oder mittelfristiger Sicht.

Diese sind einige Gründe dafür, dass europäische Länder nach Methoden, Verfahren und Daten suchen, aus denen geeignete Informationen über künftige sowie über neue Qualifikationen, die noch nicht vom Bildungs- und Ausbildungssystem vermittelt werden, abgeleitet werden können. Solche Erkenntnisse sind äußerst nutzbringend und notwendig für eine angemessene
strategische Planung der beruflichen Bildung. Eine bedeutende Initiative zur frühzeitigen Identifizierung und Erkennung des Qualifikationsbedarfs wird von einer Reihe deutscher Institute und Organisationen durchgeführt. Sie wird gefördert vom Bundesministerium für Bildung und Forschung (BMBF) und koordiniert vom Fraunhofer-Institut für Arbeitswirtschaft und Organisation (IAO). Diese Initiative kombiniert mehrere Ansätze und betrachtet verschiedene Sektoren, Personengruppen, Regionen usw. Auch viele andere Länder arbeiten intensiv auf diesem Gebiet, häufig jedoch mit anders gelagerten Ansätzen und Zielsetzungen. Auf europäischer Ebene unterstützte und unterstützt die Europäische Kommission eine Reihe verwandter Projekte, insbesondere mit ihren Programmen „Leonardo-da-Vinci“ und „Sozioökonomische Schwerpunktforschung“ sowie deren Nachfolgeprogrammen.

 

  • Invitation and Program (download)
     

  • Flyer (download)
     

  • Die Konferenzbeiträge wurden in Englisch von der Cedefop und in Deutsch durch das BMBF veröffentlicht:

    S.L. Schmidt, K. Schömann, M. Tessaring, eds. Early identification of skill needs in Europe. Cedefop Reference series, Luxembourg: EUR-OP, 2003, no of publication: 2039, catalogue no: TI-49-02-353-EN-C, price: EUR 25;

    Früherkennung von Qualifikationserfordernissen in Europa. Qualifikationen erkennen - Berufe gestalten. H.J. Bullinger, ed., Bielefeld: Bertelsmann, 2003.

 
 
  8.-9.11.2001   Workshop "Skill needs and labour market dynamics"
 
     

Background:
In recent years the demand for high skilled relative to low skilled workers rose in most of the OECD countries. While firms are looking for qualified workers, unemployment rates for low skilled workers do not decline, especially in countries of the European Union. Vacancies cannot be filled in certain sectors of the economy. Those bottlenecks in the supply of labor will very likely have negative impacts on welfare. The workshop wanted to uncover reasons for changes in the demand for labor, possibly indicating future developments. It also dealt with causes of the mismatch on the labor market, and whether and what labor market policies can speed up the adjustment process.

 
 
  27.-28.09.2001  

Workshop: "Reacting in time to qualification needs: Towards a cooperative implementation"
 
     

New sectors of the economy are booming (service industry, IT, etc...) that require a trained (wo)manpower. At the same time, new employment forms are developing (part-time jobs, fixed-term contracts, etc...) that can hamper the social and training opportunities of employed persons. To adapt rapidly to these parallel developments, the actors of labour markets are “condemned” to share their expertise and to coordinate their strategies, so as to reduce the costs induced by necessary adaptations of training policies - be they public or corporate organized. The mobilisation of trans-organisational networks can be an adequate device to organise a more responsive implementation of employment and training policies in a rapidly changing economic environment.

The aim of this workshop was to analyse some of those institutional devices, which -  under diverse “labels”- are designed to develop strategies for a quicker adaptation of training systems to the changing qualification needs of people and firms. These arrangements can be described as “policy networks”, as far as they are often informal (that is not hierarchically regulated) and gathering usually scattered policy resources (knowledge and monies) to tackle a common policy issue. We shall explore, in several OECD countries, the way those networks were established and organised, so as their policy objectives, strategies and achievements.
 
  26.-27.10.2000   Deutsch-Französischer Workshop zur Früherkennung von Qualifikationsbedarf
 
     

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