Acta Foundation Bulgaria’s Post

#pactforskills What is the Pact for Skills? The Pact for Skills is one of the flagship actions of the European Skills Agenda. The Pact aims to support public and private organisations with upskilling and reskilling, so they can thrive through the green and digital transitions. Members of the Pact have access to knowledge on upskilling and reskilling needs, advice on relevant funding instruments to boost the skills of adults in their regions and countries, and partnership opportunities within our growing community. https://lnkd.in/dmANQJ6J #uppet #uppetproject Uppe-t H2020 Project #EConsumer #ECOnsumerproject Econsumer

🚀The latest #PactForSkills report offers crucial insights for skills development and policy making. 💡It emphasizes the significance of fostering a skilled European workforce and presents innovative strategies for achieving this goal. #EuropeanYearOfSkills

🌍 Check out our World Map of Up- and Reskilling Policies!💡We conducted a global analysis of up- and reskilling policy landscapes in 39 EU and non-EU countries in the context of our study for the EISMEA/European Commission. 🏛 Some governments have been focussing on up- and reskilling for decades, while others have only recently joined the movement. Up- and reskilling has become a top priority on the policy agenda in all analysed countries. Most of them have a dedicated national skills strategy, setting out targets and key areas of development. ✏ The key takeaway: when governments play a central role in coordinating large-scale up- and reskilling efforts, there is a higher chance of continuity, consistency and sustainability. Policy makers have the power to ensure that up- and reskilling initiatives align with national priorities and long-term economic goals. They can coordinate efforts across sectors, leverage public resources, and create a supportive ecosystem that encourages collaboration and innovation while engaging all key stakeholder groups. Join us in shaping a future-ready workforce and driving sustainable economic growth. 📖 The complete Final Report can be found here: https://lnkd.in/enyYwtfG  #upskilling #reskilling #policyagenda #futureworkforce #economicgrowth Anton Koonstra Kristina Dervojeda Melanie Jong Justyna Jasiewicz Malina Jankowska Niklas Theobald Fabio Rougier Flora Ana Slager Pelle Budding Philippe PIERRE Tal Hasson

Interesting findings and insightful report from #kristinadervodeja - thank you! The report highlights the power of well-articulated government strategies combined with relevant upskilling measures and initiatives. It's great to see how connecting the dots can lead to positive outcomes.

🌍 Check out our World Map of Up- and Reskilling Policies!💡We conducted a global analysis of up- and reskilling policy landscapes in 39 EU and non-EU countries in the context of our study for the EISMEA/European Commission. 🏛 Some governments have been focussing on up- and reskilling for decades, while others have only recently joined the movement. Up- and reskilling has become a top priority on the policy agenda in all analysed countries. Most of them have a dedicated national skills strategy, setting out targets and key areas of development. ✏ The key takeaway: when governments play a central role in coordinating large-scale up- and reskilling efforts, there is a higher chance of continuity, consistency and sustainability. Policy makers have the power to ensure that up- and reskilling initiatives align with national priorities and long-term economic goals. They can coordinate efforts across sectors, leverage public resources, and create a supportive ecosystem that encourages collaboration and innovation while engaging all key stakeholder groups. Join us in shaping a future-ready workforce and driving sustainable economic growth. 📖 The complete Final Report can be found here: https://lnkd.in/enyYwtfG  #upskilling #reskilling #policyagenda #futureworkforce #economicgrowth Anton Koonstra Kristina Dervojeda @Melanie J. Justyna Jasiewicz Malina Jankowska Niklas Theobald Fabio Rougier Flora Ana Slager Pelle Budding Philippe PIERRE Antoine Kasel Activate to view larger image,

#labourshortages have already reached critical levels and with the #green & #digital transitions, the trend will only accelerate. The recent #EUTalentPool initiative is a valuable solution put forward and as key labour market enablers, the #HRservices sector is well-placed to make it successful. To achieve this, we must have a say in its construction and use. Read more in the submission of our European regional federation WEC-Europe to the European Commission: https://lnkd.in/eGC9VKat

What is Capacity Building and Why It Matters As we approach the End of Financial Year, Partners in Progress reflects on one of the core elements of our mission: capacity building. But what exactly is capacity building, and why is it so crucial for NGOs and the communities we serve? Capacity building is the process of developing and strengthening the skills, abilities, processes, and resources that organisations and communities need to survive, adapt, and thrive in a fast-changing world. For NGOs, this means enhancing our ability to deliver effective programs, engage stakeholders, and achieve our mission. Why it matters. - Sustainable Impact: By investing in capacity building, we ensure that our projects have a lasting impact. Stronger organisations can continue to deliver services and support long after initial funding has ended. - Community Empowerment: Capacity building empowers communities by providing them with the tools and knowledge to take charge of their own development. This leads to more resilient and self-reliant communities. - Enhanced Efficiency: With improved skills and processes, NGOs can operate more efficiently and effectively, making the most of limited resources to achieve greater impact. - Adaptability: In an ever-changing world, the ability to adapt is crucial. Capacity building helps organisations and communities stay responsive to new challenges and opportunities. At Partners in Progress, we focus on several key areas of capacity building as part of our core focus for 2024/2025. - Training and Development for staff and volunteers. - Organisational Development, strengthening our internal processes and resource management to ensure we operate effectively. - Working closely with communities to identify their needs and build their capacity to address those needs. - Collaborating with other NGOs, government bodies, and stakeholders to share resources, expertise, and best practices. As we move into the next financial year, we are excited to continue our capacity building efforts. We invite other NGOs to join us in this mission. By working together and sharing our knowledge and resources, we can create a stronger, more effective sector capable of driving sustainable change. How do you approach capacity building in your organisation? Share your experiences and insights in the comments below! #CapacityBuilding #NGO #CommunityDevelopment #EOFY2024 #PartnersInProgress #SustainableImpact

"By involving companies in the development phase, we ensure that the solutions we create are not just theoretical but are shaped by the needs and expectations of #employees and #employers". ✍ With this principle in mind, the "Solutions for Age-Friendly Employer” (SAFE) project partners recently met in Stockholm. #madewithinterreg The goal of SAFE is to develop a toolkit that enables organizations to better understand the significance of #ageinclusive human resources policies and reduces #agediscrimination within #workplaces. By creating supportive work environments for people at different stages of their careers, we contribute to healthier organizations and more satisfied employees. A win-win. 📈 🔗 https://lnkd.in/dTp_CWTK The project is financed by the European Regional Development Fund through Central Baltic Programme.

ComAp defines itself as a people-focused company that fosters an environment of support, learning, and growth. In the recently published Environmental, Social and Governance (ESG) report, ComAp set the target of achieving an adjusted gender pay gap of +/- 2% (considering individual employee performance) by 2030 and maintaining a stable promotion rate of 13% until 2030. “Our employees are our top priority, and we focus on nurturing a supportive and inspiring environment,” says Jitka Smith, Chief People Officer at ComAp.  To ensure employees' voices are heard, ComAp runs a regular "Your Voice" satisfaction survey that provides valuable feedback. ComAp is committed to maintaining an employee satisfaction rate of at least 75% in this survey by 2030. We also strive to have a positive impact on the stakeholders and communities we work with through various initiatives. We have a broad philanthropy programme featuring strong corporate partnerships, employee mini-grants, matching gifts, and diverse volunteering opportunities for our employees. Additionally, we cherish the next generation of engineers by working with students in Czechia and strive to build capacities in developing regions like Africa. #esg #socialresponsibility

🌏 What role does your business play in a Just Transition? A Just Transition goes beyond green targets—it’s a commitment to building an inclusive future, where fair wages, skill development, and resilient communities are at the heart of sustainable growth. By empowering workers and supporting equitable progress, businesses can lead the way toward a future where everyone thrives. How is your organisation contributing to a #JustTransition?