Development partnership Dublin Employment Pact发展伙伴的关系都柏林就业协议.pptVIP

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Development partnership Dublin Employment Pact发展伙伴的关系都柏林就业协议.ppt

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Development partnership Dublin Employment Pact发展伙伴的关系都柏林就业协议

Jobrotation in Finland Jobrotation in two waves: 1997-1999 (app. 10 projects mainly in hotel and restaurant sector) 2001-2003: app. 30 projects in different sectors, e.g. metal sector, social and health care sector. High priority in ESF and Ministry of Labour. Approx. 20 pilot schemes at the moment. Portugal Jobrotation legislation (1999) Number of jobrotation schemes decreasing since Jobrotation in Poland Jobrotation pilot scheme in Lódz (Phare 2001). 120 unemployed, 40 SMEs Dissemination groups and pilot scheme in Malopolska region: metal sector (43 employees, 10 substitutes) Jobrotation planned as part of ESF programme Jobrotation in Brandenburg in 2004 EU Jobrotation International Association Development partnership Transnational cooperation Generating and pooling ideas Testing and implementing new methods Mainstreaming / disseminating Lobbying Information, advice, support Human resource development Human capital and employment strategies Social inclusion CSR Lifelong learning Managing diversity Lifewide learning Gender Mainstreaming Business development Psycho-social environment Skills and mobility * * Birgit Gericke LASA Brandenburg GmbH EU Jobrotation International Association Jobrotation Employees Updating and intensifying knowledge Securing job Career perspectives Trainees Work practice and Chance to find a job New contacts Updating and intensifying knowledge More self-confidence Enterprises Competitiveness Well-trained personnel Recruitment possibilities Targeted cooperation with training providers and labour market authorities Society Lifelong Learning Possibility of maintaining jobs and creating new jobs Sustainability and learning regions Training providers Market knowledge Targeted cooperation with enterprises Exportable services Why Jobrotation ? *estimation Denmark - Barriers Economical growth: Companies do not have time for the training schemes for employees Lack of qualified substitutes in some areas Burden of administration too heavy,