Factsheet for measure
LU-2018-18/2694
– measures in Luxembourg
Digital Skills Bridge
Luxembourg Digital Skills Bridge
Background information
The Luxembourg Digital Skills Bridge programme is a pilot project that supports all companies that are challenged by the emerging technologies and need to adapt their work process and workforce to the latest digitalisation trends and deal with skills mismatches.
The main aim of the project ("proof of concept") was to test the relevance of supporting companies and their employees in the transformation of work, jobs and skills resulting from the technological revolution. The experience gained will be used by ADEM to orient its service offer and future tools to better support companies affected by digital transformation in their forward-looking manpower and skills management approaches with the aim of securing the employability of Luxembourg employees.
Content of measure
The project provides technical and financial support and aims to foster the modernisation of Luxembourgish businesses by upskilling employees in companies facing major technological disruption.
Among the benefits for participating companies are: analysis of the company's workforce skills, consultation about future development possibilities, introduction of upskilling programmes and plans, connection to specialists pools, competitiveness boost, positive social image and assistance.
Employees in the participating companies will gain: new skills, individual career development consultation, introduction to new job possibilities, career promotion. There are two different ways of how companies take part in the project:
-
As a 'participating company' to benefit from the technical and financial assistance offered to update the existing workforce strategy.
-
As a 'welcoming company' looking for and employing new employees and trainees.
The key benefits for companies are:
-
Preventive approach to the impact of new technologies on work organisation.
-
Better knowledge of employees' skills, motivations, and interests.
-
Involvement of employees in the requalification process.
-
Methodological and technical assistance by experts.
The key benefits for employees are:
-
Skills assessment, motivation and interest.
-
Search for new positions (internal or external) in line with the results of the assessment.
-
Acquisition of new transversal, digital and professional skills.
The programme clearly raises awareness that companies in Luxembourg increasingly deal with digital transformation. A vital positive feature of the programme is that both funding and thorough assistance are available throughout the programme. Social partners are involved through the Conjuncture Committee, which contributes to a broader appropriation of the measure. A further strength is that the programme can guide employees towards digital-related jobs and contributes by doing so to preserve know-how within the company. For the government, the programme is outstanding, as it provides insights into digital-related skills needs at the company level, how companies deal more generally with competences related to digitalisation, and an overview of how digital transformation processes impact the company level.
Use of measure
In 2018, the Luxembourg National Employment Agency (Agence pour le développement de l’emploi, ADEM) received the 'Talent Management Award' for its Luxembourg Digital Skills Bridge programme.
No evaluation has yet been disclosed by the Ministry.
According to the annual report by the Ministry of Labour, Employment and the Social and Solidarity Economy, 11 companies were given green light to benefit from the programme. This could point towards a low participation rate, but the potential motivations of companies for not participating (i.e., selection criteria, administrative burden) can only be identified by a thorough evaluation of the programme.
Target groups
Actors and funding
|
Actors
|
Funding
|
National government
Trade unions
Employers' organisations
Public employment service
|
National funds
Other
|
Social partners
Social partners' role in
designing the measure
and form of involvement:
|
Trade unions
|
Employers' organisations
|
|
Role
|
Agreed (outcome) incl. social partner initiative
|
Agreed (outcome) incl. social partner initiative
|
|
Form
|
Any other form of consultation, institutionalised (as stable working groups or committees) or informal
|
Any other form of consultation, institutionalised (as stable working groups or committees) or informal
|
Social partners' role in the
implementation, monitoring and assessment phase:
-
Social partners jointly
-
Main level of involvement: Unknown
Involvement
Company staff delegations are involved in the first stage when the company presents its intention to apply for the programme to the company staff delegation. Trade unions and employer associations are involved through the Conjuncture Committee where an application is approved or refused.
Moreover, Conjuncture Commitee (Comité de conjoncture), which is a tripartite official body gathering government representatives from the administrations directly involved in the project, representatives of employer associations and trade unions benefiting from national representation
Views and reactions
Unknown
Sources
