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Review of Human Resource Development in Croatia

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. Challenges and policy options in education and training.

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Review of Human Resource Development in Croatia

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  1. Review of Human Resource Development in Croatia Prepared by LizziFeiler, Vaclav Klenha, EvgeniaPetkova and SimonaRinaldi Ulrike Damyanovicand LizziFeiler Zagreb, 23 May 2012

  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

  3. Challenges and policy options in education and training (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

  4. Challenges and policy options in education and training (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

  5. Challenges and policy options in education and training (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

  6. Employment benchmarks: EU and IPA countries Sources: EUROSTAT, national LFS 6 6

  7. Employment benchmarks: EU and IPA countries Sources: EUROSTAT, national LFS 7 7

  8. Labour market trends Croatia Sources: 2006-2010: CroatianBureau of Statistics, 2010 and 2011; 2011: Eurostat

  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

  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

  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

  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

  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 micro- and small enterprises to develop their HR management practices

  14. Challenges and policy options in social inclusion (1) Increase the participation of vulnerable groups in high-quality education and training • 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

  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

  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)

  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

  18. HVALA LIJEPA NA PAŽNJI Ulrike.Damyanovic@etf.europa.eu Lizzi.Feiler@etf.europa.eu www.etf.europa.eu

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