Adamos Adamou
The contribution of human resources to the efforts of economic recovery, as well as the need for its training and retraining, is recorded by the Human Resources Development Authority in the strategic plan prepared for the three years 2022-24.
The HRDA strategic plan, published last week, also lists all its actions for the development of the country's human resources, but also the recognition that Cyprus lags significantly in terms of participation of adults, over 25 years, in training programs. and training, even in relation to the goals she has set.
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The HRDA, referring to the positive prospects that emerge through the implementation of the Recovery and Sustainability Plan (SAA), notes, among other things, that the contribution of the human resources of Cyprus to the development of the Cypriot economy is unquestionable and that human backbone is human. employees, who are called upon daily to play their own decisive role in an ever-changing competitive environment. He went on to say that improving the quality, efficiency and relevance of education and training to the labor market is vital, both in tackling the crisis caused by the pandemic and in ensuring a rapid recovery in the labor market.
However, according to the HRDA, “the overall rate of participation in education and training of the population aged 25-64 in Cyprus is significantly lower than the corresponding rate in the EU, with a significant difference from both the national target of 12% and from the European target of 15% “. He even states that this percentage follows a downward trend since 2015 – which reached its highest point but only at 7.1% – with the worst performance of the period being recorded in 2020 (4.7%), which is due in large part and the restrictive measures taken to address the coronavirus pandemic. In view of the above, the HRDA sees significant room for increased participation of adults in education and training, but also to address low performance in basic digital skills.
The importance of training
As the Authority explains, the enrichment of the knowledge and skills of the employees and the acquisition of new knowledge and skills contributes to their better utilization by the companies and strengthens the development prospects of the Cypriot economy. The HRDA also records as important the training in ICT, Information and Communication Technologies, in the whole range of operations of the company, in production, in marketing and in administration, which, if combined with the appropriate levels of entrepreneurship, will have positive results in the design and production of new products and services as well as in improving productivity. He also states that the use of ICT – and the need for training in it – provides the opportunity to participate in training activities when conditions require social distancing. Regarding the importance of training, he points out, among other things, that it facilitates the integration of the unemployed and the inactive potential in employment, which is essentially an untapped resource of human capital, which at the same time needs financial and social support. The Authority also states that the reduction of employment in sectors of economic activity and the end of unemployment of a significant number of older workers, with exclusive experience in these sectors, imposes the need for their retraining in order to be able to claim jobs in sectors of economic activity. which have comparative advantages and can be the main drivers of growth.
According to the HRDA, the upgrading of human resources is expected to be achieved through the integration of the unemployed and the inactive potential in employment, the lifelong learning of the employed, as well as the encouragement of individuals to acquire knowledge and skills throughout their working life.
The plans for upgrading the human resources
Next, it records the actions and plans that are implemented and will be implemented to achieve the above.
For the integration of the unemployed and the inactive potential in employment, the Authority states that, through this activity, priority is given to training actions for active support of employment and reduction of unemployment. The actions included for this concern the following plans:
• Business Staffing Plan with Higher Education Graduates
• Training Plan for the Long-Term Unemployed in Businesses / Organizations
• Special Vocational Training Plan for the Unemployed in Organizations of the Public and Wider Public Sector, Local Authorities, Non-Governmental Organizations and Non-Profit Institutions
• Unemployed Training Programs
• Multi-company Training Programs – Usual: Unemployment participation
• Training programs for the acquisition of digital skills: Participation of the unemployed
• Training programs for the acquisition of knowledge and skills related to the green economy: Participation of the unemployed
• Training programs for the acquisition of knowledge and skills related to the blue economy: Participation of the unemployed
• Training programs for the unemployed to acquire entrepreneurial knowledge and skills
• Training programs for young people aged 15-29 who are out of education, employment or training (NEETs) to acquire basic knowledge and skills
For the lifelong learning of the employees, the HRDA states that the emphasis is on the continuous upgrading and enrichment of the knowledge and skills of the employees, especially in areas that present increased development prospects. For the development of lifelong learning the Authority implements the following plans:
• Single business Training Programs in Cyprus
• Single Operational Training Programs in Cyprus (State Aid)
• Special Training Plan for Employees in Certain Economic Sectors Affected by the Pandemic
• Single business Training Programs Abroad
• Multi-company Training Programs – Usual
• Multi-company Training Programs – Vital
• Continuing Training Programs for Trade Union Executives
• HRDA Organization Training Programs
• Training programs for the acquisition of digital skills: Employee participation
• Training programs for acquiring knowledge and skills related to the green economy: Employee participation
• Training programs for the acquisition of knowledge and skills related to the blue economy: Employee participation
• Development Plan for Alternative Learning Forms.
Finally, in order to encourage individuals to acquire knowledge and skills throughout their working life, the HRDA develops two actions, which are the Individual Learning Accounts (ATLs) and the Micro-Credentials.
• Individual Learning Accounts will provide credits to eligible groups of employed and unemployed people to attend training programs to acquire new knowledge and skills and / or upgrade existing knowledge and skills. They aim to promote lifelong learning by providing opportunities for flexible promotion of knowledge and skills upgrades while preventing social exclusion. Through ALM, individuals will gain access to training programs on a wide range of topics within the Multi-Operational Training Programs – Regular of HRDA. Emphasis on participation will be given to training programs that lead to the acquisition of knowledge and skills for specific professions based on the needs of the labor market, especially in the green and blue economy as well as the development of digital skills.
• Credentials are professional qualifications that demonstrate learning outcomes achieved through a short course or module that has been evaluated in a transparent manner. The aim of the micro-accreditation approach is to help create learning opportunities for citizens and to strengthen the role of higher education and vocational education and training institutions in lifelong learning. They can be especially useful for people who want to use their knowledge without completing a full higher education program and upgrade their skills or acquire new ones in order to meet the needs of the labor market or to develop professionally after starting work. their.
