IPA Component IV - Human Resources Development - European Union Program for Croatia Project office: Lastovska 23, 1000 Zagreb, Project office: Lastovska 23, 1000 Zagreb, Tel: Main project partner This project is implemented by a SQA-led consortium Labour market oriented VET Jurgen Weiss Team leader

LM oriented VET VET as a service system Employer, Labour maket and economy Learner Society Labour market as primary source of information for VET Indicator for success of VET

The Project in the European Contextfrom to Lisbon to Kopenhagen to ET 2020 and Initiative “New skills for new jobs” Lisbon priority areas Most dynamic knowledge based economy Better job and social cohesion Investment in human ressources Kopenhagen priority areas the European dimension in VET transparency, information and guidance recognition of competences and qualifications quality assurance

The Project in the European Contextfrom to Lisbon to Kopenhagen, ET 2020 and Initiative and “New skills for new jobs” ET 2020 Making lifelong and mobility a reality Improving the quality and efficiency of education and training Promoting equity, social cohesion and active citizenship Enhancing creativity and innovation, incl. entrepreneurship EU Initiative “New skills for new jobs” Incentives to upgrade and better use skills Bring the worlds of VET and work closer together Develop job related and transversal skills Anticipate future skill needs

Independent Variables from National qualification system  Providing credit transfer  Optimising stakeholder involvement in the qualification system  Recognising non-formal and informal learning  Establishing qualifications frameworks  Creating new routes to qualifications  Optimising quality assurance  Expressing qualifications as learning outcomes  Improving needs analysis method so that qualifications are up-to-date  Improving information and guidance about qualifications systems  Recognising skills for employability  Investing in pedagogical innovations  Ensuring VET qualifications are portable Dependent variables describing national VET systems  Governance of the VET system  Quality assurance  Information and guidance  Content of education and training  Delivery of education and training National Qualification System Elements of a national VET System can be modernised through a the national qualification system

6 Labor market Use of the acquired qualifications Use of the acquired qualifications Assessment and a award of qualification Assessment and a award of qualification VET Needs for qualifications and competences Development of qualifications Development of VET curricula Provision of VET programs Development of material basis and learning material Adaptation of competen- ces of teachers

Development of the society and requirements to VET VET in the Industrial Society Huge Companies Manual work for skilled workers Long Product life cycles Deep pyramid of management Taylorisation of work Seller market Requirements to VET graduate: Skills to carry out standardizes operations and follow instructions in long term

Development of the society and requirements to VET VET in the society of services SME Intellectual work, teamwork for skilled workers Short product life cycles Flat management pyramid Buyer market Increasing employment rate Requirements to VET graduates; Problem and task solving skills and mechanisms for self-adaptation

Development of the society and requirements to VET VET in knowledge society Theoretical knowledge as the driving force Theoretical knowledge as the driving force (in replacement of physical labor and capital) Systematic production of knowledge and innovations in schools, universities, research institutes, businesses New forms of delivery and acquisition of knowledge (internet, mobile phone, etc.) Impact on work organization (home office, telework, etc.) Additional requirements to VET graduates: Technologies of acquisition, production and delivery of knowledge

10 Lifelong Employability Skilled worker as entrepreneur of its own workforce What kind of skilled worker is needed to be lifelong employable?  Performs single work operations and types of work activities  Has basic and specific knowledge and skills, strictly limited to those work operations and activities  Has expertise in field of his profession  Prepared for a specific work task  Solves standard, and, if necessary, non- standard tasks in scope of his enlarged profession  Has a wide base of knowledge and expertise based on this knowledge  Has broad professional, functional, social and personal competence  Prepared for a wide range of tasks Narrow profiled workerBroad profiled worker

11 Changes in the World of Work  Low-skilled work is drastically cutting down  The role of knowledge increases  Use of ICT extends and deepens Highly qualified skilled workers  Knowledge doubles in five years periods  Demographic decline (lack of «row material»)  World of work constantly changes – difficult to make forcasts With wide profile

12 Change of paradigm From VET responding to labor market changes to VET anticipating developments in the world of work From orientation on the object (job, occupation) to orientation to subject (learner) Learner orientation Individualization of offering and delivering knowledge and skills Acquisition of key competencies Ability to work throughout the life Preparation for many jobs and occupations The VET graduate should be a personality able to solve complex tasks concerning his profession, social life, family and private life The VET graduate should be a personality able to solve complex tasks concerning his profession, social life, family and private life Implications for VET from the changes in the world of work

13 Task solving process to be applied by the skilled worker in the work process 5. Control 6. Evaluation 1. Information 2. Planning 4. Fulfillment 3.Decision

Thank you for your attention!