or more specifically, a microenterprise with less than 10 employees. In employment terms, almost 67%of workers are employed by SMES
of which 45%are employed by micro-enterprises, 30%by small companies and the remaining 25%by mediumsized companies.
Table 1 Number of enterprises, SME employment and gross valued added in EU 27 (2010) Source:
with less than 250 employees and either an annual turnover of up to 50 million euros or a balance sheet total of no more than 43 million euros.
micro enterprises with 1 to 10 employees and a turnover or a balance sheet total less than 2 million euros, small enterprises with 10-49 employees and a turnover or a balance sheet total between 2 and 10
million euros and medium-sized enterprises, having 50-249 employees and a turnover less than 50 million euros or a balance sheet total less than 43 million euros.
%92.1%6. 6%1. 1%99.8%0. 2%Employment Number 38 905 519 26 605 166 21 950 107 87
both in terms of number of enterprises and employment 6 Table 2 illustrates the size of six different industry clusters2 in terms of the percentage of the total Member State workforce employed in a particular
ranging from 9. 3%in Lithuania to 37.8%in the UK In terms of employment size, this cluster is followed closely by‘labour intensive industries'with employment rates ranging from 20%(UK) to 44.2%(Slovakia).
The lowest levels of employment are found in the‘life science'and‘tourism and hospitality'clusters.
The use of heat map colours in table 2 helps to analyse employment rates vertically.
There is a geographical divide at cluster level as well; when comparing the different clusters it is clear that in particular Member States some clusters are more significant in terms of employment:‘
‘Creative and cultural industries'employ most people in The netherlands, Latvia and the UK, closely followed by Denmark, Finland and Estonia.
‘Labour-intensive industries'employ most people in Eastern and Southern Europe. Tax and other incentives have made it attractive for pharmaceutical and medical companies to move to Ireland,
'The Baltic states Latvia and Lithuania take the lion share in terms of employment in the cluster‘Transport & distribution'.
and more details. 7 Table 2 Cluster employment(%of total Member State workforce employed in particular cluster) Source:
experiences and obstacles linked to self employment and compares European opinions with those outside of Europe,
'When comparing the different clusters it is clear that in particular Member States some clusters are more significant in terms of employment SMES highly depend on entrepreneurs.
or changing the skills workers need; it is about changing the very nature of consumption,
The explosion in connectivity and the availability of information is putting today's consumers, employees, citizens, patients and other individuals in a controlling position.
and reinventing relationships between organisations, suppliers and customers thus becoming critical elements for growth, innovation and job creation.
in order to increase growth and create employment. Three priorities have been set to help achieve this vision: To become a magnet for highly skilled talent
experiences and obstacles linked to self employment, and compares European opinions with those outside of Europe,
whilst being active in the job market, to encourage and enable‘intrapreneurship, 'i e. taking initiative and developing new ways of working, products and services within existing enterprises,
Whilst ICT specialists8 accounted for around 3-4%of EU employment, OECD estimated that in 2010 a further 18.5%of employed persons relied entirely on ICT to perform their task,
ranging from 9%in Romania to 31%in Luxembourg9. Doing business in the digital age will require enterprises to have access to a specific and scarce set of skills and talent
thus rapidly becoming a precondition for employees to become and remain employable. In its‘Communication on e-Skills for the 21st Century and the Digital Agenda for Europe',the Commission presented a long-term EU e-skills strategy.
and intensified as there are still 21%of European workers who believe that their ICT skills are currently insufficient for them to change job within one year (see Figure 12).
ICT Skills and Employment. New competences and jobs for a greener and smarter economy 10 IDC (2009.
Exploiting the employment potential of ICTS. Empirica and IDC Europe (2013. e-Skills for Competitiveness and Innovation:
if Europe wants to become a distinctive place for doing business. 24 the accomplishment of a goal that relies on ICT through the direction of human resources and uses of ICT.
Austria Germany Romania Greece 21%of European workers believe that their ICT skills are currently insufficient for them to change job within 1 year 25 Table 3 Enterprise cooperation with universities or other
and when entering the job market. Changing mindset and aspirations towards entrepreneurship are crucial to achieving this
or apprenticeships with SMES or initiatives actively supporting the conversion of ideas into enterprises The Entrepreneur First initiative for example-a not-for-profit programme launched by the UK Prime minister in March 2011-is a two-year programme
Unlike the tier 2 route (work permits) which is granted only for a limited period of time this visa will lead to permanent residency after 5 years.
%In the EU, the Blue Card work permit adopted in 2009 allows high-skilled non-EU citizens to work
and as the work permits do not cover all 27 Member States the Blue Card results in considerable diversity in the conditions
and employment by stating in the European Agenda for the Integration of Third Country Nationals that"their creativity
less than two years old, have fewer than 25 employees and have less than £20, 000 in gross assets.
the investor cannot be an employee of the company nor have more than a 30%interest. 16 After finding customers,
The legal and regulatory framework currently leaves too much opportunity for fragmentation and does not always take into account new and alternative financing sources like crowdsourcing. 31 Traditional financing sources such as bank loans
Also, the 2013 Commission Staff Working Document'Strengthening the environment for Web entrepreneurs in the EU'24 proposes an action with regard to venture capital
labour law flexibility allows employees to switch between employees competitors easily United kingdom Since early 2000 U k.'s digital economy is steadily growing To take up this trend,
and inclusive, with a strong emphasis on job creation and poverty reduction. Looking at education in particular,
This communication gives particular attention to combatting youth unemployment, covering four areas which are defined as essential to be addressed
Promoting work based learning including quality traineeships, apprenticeships and dual learning models to help the transition from learning to work;
Promoting partnerships between public and private institutions in order to ensure appropriate curricula and skills provision; Promoting mobility through the proposed Erasmus for All programme. 28 COM (2011) 567.
Furthermore, employment would be boosted, with 1. 2 million jobs expected to be created in infrastructure construction in the short term, rising to 3. 8 million jobs throughout the economy in the long term.
and skills equipping the labour force for industrial transformations, notably by better anticipating skills needs and mismatches.
policy experts in the field of e-business, to share experiences and best practices and discuss strategic policy direction in Europe. ebsn has supported a broad spectrum of actions such as policy benchmarking, analysis and awareness raising,
Development and promotion of information sessions on digital innovation by inviting industry associations and academics with expert knowledge on and experience in specific sectors to collaborate with policy makers
promotion of information sessions on business cases (potentially followed by an implementation phase. Owner: European commission Member States Private partners The first option for policy action refers to the development and promotion of European Digital innovation campaigns.
Receiving input about innovative ideas for the promotion of the digitisation of industrial sectors is important for the increase of actual entrepreneurship related to digital applications.
This type of platform should bring together stakeholders with hands-on experience in their field of specialisation as well as entrepreneurs with specific ideas about opportunities fostering digital applications into sectors less digitally transformed.
'and the work done by the Cluster Observatory, the online platform for information and analysis of clusters
Promotion of awareness campaigns through: -An EU-wide portal with information on entrepreneurial events across Member States.
which experts from various industries can subscribe as a mentor (cfr. Startup Britain's Local Champions) Description Defining a European mentoring framework aiming to setup a national platform or portal to
Sharing information about new technologies, success stories of fostering digital entrepreneurship, available skills and experts in the market 2 Impact:
funding of pilots, promotion of best practices through various channels and promotion of partnerships with businesses.
and colleges up-to-date in a fast-growing technological environment is a prerequisite for graduates with a good‘match'to the evolving needs of the labour market.
and graduates to start a digital start-up Initiate a pilot program to work with large companies to encourage students
Foster collaboration between universities and SMES, for instance through the provision of funding schemes, pilot projects or apprenticeships/internships.
European commission Member States Private partners A future'Europe Entrepreneurs'Visa Act'should target entrepreneurs founding an enterprise and willing to hire non-European highly skilled employees and non-European
and mathematics) wanting to work in Europe's digital economy. Development of a funding programme or a tax reduction system that will established support businesses when hiring a specialised individual in specific fields vital for the business of the company.
Development and promotion of open online courses in various fields (e g. accounting, web development, finance. Owner:
-Promotion via funding programmes/schemes (regional development, FP7. 3 Impact: LOW Effort: MEDIUM4 Impact: MEDIUM Effort:
and promotion of tax relief systems to help early-stage companies raising equity finance across Europe
Facilitating EU access to copyright-protected works, particularly online and including those relating to Europe's cultural heritage.
related to the promotion of an entrepreneurship culture, have, in general, a relatively high estimated impact. Potential Impact Pillar 1:
which experts from various industries can subscribe as a mentor (cfr. Startup Britain's Local Champions)( 8) Embedding entrepreneurship in education Strengthen the development of the European reference framework on embedding entrepreneurship in education (especially in the fields of science, technology,
and graduates to start a digital start-up Initiate a pilot program to work with large companies to encourage students
launching awareness campaigns on digital entrepreneurship, the use of open data, promotion of existing financial instruments and leveraging the national Points of Single Contact are classified as‘quick win'projects.
In general, policy actions related to the promotion of an entrepreneurship culture have estimated the highest impact. As the process of digitisation evolves and matures,
in order to increase growth and create employment evolves...69 Contacts Vincent Fosty Deloitte Consulting Partner vfosty@deloitte. com Dana Eleftheriadou DG Enterprise and Industry Policy Officer iordana.
Exploiting the employment potential of ICTS-European commission (2012. Jobs for Europe: The Employment policy Conference-Sectors with high job creation potential-European commission (2011.
An action plan to improve access to finance for SMES 71-European commission (2011. Europe's Small Business Act strengthens small businesses and drives growth-European commission (2011.
ICT Skills and Employment-OECD (2012. ICT Skills and Employment. New competences and jobs for a greener and smarter economy-OECD (2010.
ICT Skills and employment 72 Annex Industry clusters Table 7-Industry clusters in Europe(%of total Member State workforce employed in particular cluster) Source:
Deloitte, based on Clusterobeservatory. eu (2011) Austria Belgium Bulgaria Cyprus Czech republic Denmark Estonia Finland France Germany Greece Hungary Ireland Italy Latvia
9%3. 6%2. 1%1. 2%2. 9%2. 8%Labour-intense industries 34.1%29.2%37.0%32.8%43.3%26.3
advertising, promotion selling, pricing, retail management, etc. Customer services: activities that maintain and enhance the product's value,
or more employees) use or have deployed various elements of digital infrastructure, tools, platforms, and management capabilities and policies.
and the CIRCA Group Europe (the commissioned research consultants) and driven through the support of a dedicated project steering group.
Authorspatrick Lawlor, Senior Consultant &project Lead, CIRCA Group Europe.//Adrian O'Donoghue, Policy & Research Officer, Northern & Western Regional Assembly./
Employment and Competitiveness for SMES. 03an Opportunity Exists in Ireland to Change Mindsets about What it Means to Apply Design thinking Principles to Business Development
and design promotion 2 (as a tool of innovation) was deemed the most useful public initiative to support design.
The innovations often reflect interaction between skilled labour, engineers, and marketing people. Ladder models of design propose that there is a range of rolesof design that are stepped from the bottom-up from no designuse to more integrated and sophisticated applications of designby firms. 9the Danish Model and theglobalizing Learning Economy, Bengt-Åke
A greater awareness and adoption of a design-driven innovation approach and design thinking can impact positively on economic growth and job creation in Irish SMES. 10danish National Agencyfor Enterprise and Housing (2003.
Over the 3-year period of the survey, design integratedfirms are found to have on average a 9. 1%higher employment growth rate,
and11finish Ministry of Employment and the Economy and the Ministry of Education and Culture (2012.
an employers'organsiation for Swedish engineering companies in 2011 on its member companies that had particpated in the 2008 study.
and provides guidance for all staff in what they should do need. 02processcompanies management systems and structures with associated processes to enable
Attitude to mistakes, tolerance of ambiguity employee empowerment and how decisions are made are all importantaspects of an innovative culture and mindset of the firm. 26itami.
human-centred innovation approach influenced by the ways designers think and work. It includes aspects such as feasibility and viability,
and it helps to change the mindset and culture of the staff. Thus it plays a twin role in innovation capability building.
Thus, it is important to communicate the company messageeffectively to its staff and to its customers.
SMES (more than 10 employees; Explore a Range of Sectors e g.,, Software, Medical, Natural resources, Engineering; Exporting;
The company was quite successful with over 30 employees but further growth was limited as the company was seen as a basic assembly shop with a limited design capability.
Anord recognised that they would need a design resource to carry out the work and they hired a designer;
The company employsover 50 staff and it supports a numberof additional jobs by utilising growersin Kerry and Wexford.
The company now employs over 40 staff and about 50%of them are graduatesof different disciplines with a strong contingent of engineering designers.
This activity taught Quad-X about the importance of design and how it was used to work with customers to get the best product design.
Through outsourcing industrial design and manufacturing work Cirdan plays an important role in growing employment and high value industrial skills in Ireland.
In general people have a poor perception of many of the design functions that work together to provide the whole product
and Cidran applied sophisticated design tools but did not describe their work as design, an excellent example of‘hidden design'within an SME.
Strategic Design in Ireland 55 Expert Workshop Conclusionsa one-day expert workshop on‘Design-Driven Innovation'was held on June 12th at the Wood Quay Venue in Dublin City council
More than before designis associated with user-driven innovation activities by companies 56finish Ministry of Employment and the Economy and the Ministry of Education and Culture (2012.
regional or local government policies and strategies and driven by either enterprisedepartments, national design councils/designcenters or design promotion institutes.
/documents/design-service-evaluation-august-2011. pdfsupport Programmes 59the rationale for design promotion and design-led innovationstrategies by governments include:
3131summarised in Rualik-Murphy, G. A Comparative Analysis of Strategies for Design Promotion in Different National Contexts.
P. 48-4932rualik-Murphy, G. A Comparative Analysis of Strategies for Design Promotion in Different National Contexts.
A Comparative Analysis of Strategies for Design Promotion in Different National Contexts. Ph d Thesis. The Universityof Wales: UK.
and regionalinnovation policies and recognised as crucial to the exploitation of newideas for business and employment growth (Part of Innovation Strategies).
The comprehensive work of Raulik-Murphy (2010), 32 completedto understand the lessons from successful and unsuccessfulstrategies for design promotion and policies, provides us withan important guide to developing design support programmes.
The author highlights in particular the work of Dumas 33 in herreview of the UK Design Council's 34 50th anniversary in whichher key criticism lies in the lesson that preaching good designis
not enough. In particular Raulik-Murphy emphasises that the key elementfor a successful design programme includes practical demonstration
Twelve to fifteen companies, with two employees each, participate in workshops over three to four days.
which they can select one to work with in implementing the new strategy. The programme targeted Design Ladder step 3 businesses.
Design Boost takes five companies with two employees each (one of which must be a CEO or senior manager) on three half-day workshops over a two-week period.
behaviour change (the employment of designers, investmentin R&d and implementation of design processes), performancechange (measured by increases in margins, revenues and exports) and economic impact (net economic benefit).
and offers participants an opportunity to work with experienced design mentors and professionals on their own design project.
Each business receives 7 days consultancy support, from a suitably experienced design consultant, to support the implementation of the design project.
drawn from an Invest NI design consultant framework. Participation in this programme costs Invest NI companies£500 per company.
and offers participants an opportunity to work with experienced design mentors andprofessionals on their own small scale and group projects.
which thebusiness wishes to work). It comprises two days of Designassociate support. This includes one-to-one time with a Designassociate and a half day group activity (workshop)
Ministry of Trade and Employment Investment: €8m to date (2008-ongoing) Run by: The Norwegian Centre for Design and Architecture Support Programmes 69 A study in 2009 by the Norwegian Design Council (now The Norwegian Centre for Design and Architecture) showed that companies that use design-driven
Backgroundin 2009, findings from an Engineering Employers'Federationreport 43 revealed that services account for between 15%and20%of total revenue earned by UK manufacturers (comparedwith 66%across UK industry as a whole.
National Centre for Product Design and Developmentresearch (PDR), Cardiff Metropolitan University, Walessupport Programmes43engineers Employers Federation (2009.
Support Programmes 72 The Service Design Programme also works with the design sector in Wales to create a‘supply'of service design expertise,
ensuring that once companies have received their funded support local service design expertise is available to deliver the work.
and staff to develop a range for 12-month and 5-year product concepts. Elements of the work have been incorporated in new product marketing.
Infacta compled a rebranding programme of its company and has hireda full-time designer. Mantis Cranes made over two dozen design modifications to a developing crane
Programmethe Challenge programme is aimed at ambitious companies with more than 10 employees and operates in 3 stages Briefing events:
This consists of up to six days of 1-to-1 assistance (on their premises) at a pace and in a way that works for them to:
in Primary andsecondary Education02encourage the Promotion andapplication of Design-Driven Innovation Processes in the Public Procurement System03develop a Network of Centres of Design Innovation Across Irelandto Support Local Industrydevelop
, Enterprise& Innovation/Gerry Finn, Director, Northern & Westernregional Assembly/Áine Fox, Senior Executive, IMDA, IBEC/Aidan Gough, Strategy & Policy Director, Intertradeireland
CEO, Design & Craftscouncil of Ireland/Patrick Lawlor, Senior Consultant, The CIRCA Group Europelaura Magahy, CEO MCO Projects, Executive Chair Irish Design 2015
/Denis Hayes, Managing director, Industry, Research & development Group/Brendan Hogan, Director of Engineering, Aerogensean Mcnulty, CEO, Dolmen Designand Innovation Consultants/Deirdre Mccormack, Chief
/Policyadviser, Enterprise Ireland/Eugene Forde, Department of Enterprise, Trade and Employment/Karen Hennessy, Chief executive, Design and Crafts Council of Ireland/Stephen Hughes, Manger Construction
, Timber and Consumer, Enterprise Ireland/Chantelle Kiernan, Scientific & Innovation Advisor, IDA/Laura Magahy, CEO MCO Projects, Executive Chair Irish Design 2015
equipment, diagnostic techniques and health promotion activities Health Information Advising on the collection and sharing of information across the services, evaluating information
One of the areas currently being addressed through this work programme is need the to set standards to enable information to be shared electronically commonly referred to as interoperability standards.
16 4. 1 Work to date 16 4. 2 Key issues for Ireland informing future work 16 4. 3 Guiding principles 17 4
and higher quality information reduction in medication errors through eprescribing more timely access by health professionals to the right medical information at the right time improved support for patient self management.
In addition to a set of key principles which will guide the Authority's work in this area
and where therefore the work of the Authority and the esag should be targeted. Developing National ehealth Interoperability Standards for Ireland:
and used as appropriate to inform the work of the Authority and of the esag in the development of national standards for ehealth interoperability.
there is evidence from some studies that primary work could be made less efficient largely because of the unique characteristics which paper offers.
A Consultation Document Health Information and Quality Authority 8 The purpose of this document is to consult on the areas of work which the Authority should prioritise.
which will govern the Authority's work in this area, and details of a new ehealth Standards Advisory Group (esag) to be established by the Authority to assist in providing feedback and input to the standards development process.
and regulators, there are clear benefits in the use particularly of international standards through the promotion of solutions
and perform reviews of work areas to highlight gaps and opportunities where the application of ehealth interoperability standards will improve patient safety and quality.
there is a heavy reliance on the work carried out by the SDOS. Internationally, SDOS are facing major challenges-it is accepted generally that the requirement to achieve consensus is too slow
insufficient resources are allocated to standards-development work, they are being exposed to increased competition from industry de facto standards,
The Health Service Executive (HSE) is finalising its ICT Strategy while at the same time progressing a number of key national initiatives notably NIMIS and the Laboratory Information management System (LIMS).
4. 1 Work to date The Authority has published so far two standards, namely the General Practice Messaging Standard (33) and National Standard for Patient Referral Information (54) both
the Authority is working with a small expert group on the development of standard code sets for laboratory
and radiology investigations. 4. 2 Key issues for Ireland informing future work The key issue for Ireland is to determine what set of standards to adapt
and referral messaging between primary and secondary care. 4. 3 Guiding principles Based on work completed to date,
The scope of the advisory group work streams will principally cover the following: messaging standards, terminological systems classifications and clinical terminologies,
which area of work should be prioritised by the ehealth Standards Advisory Committee? Question 2:
24 november 2011.4) Health Service Executive. Transformation Programme 2007-2010.2006. Available online from: www. hse. ie/eng/services/Publications/corporate/transformation. pdf. Accessed on:
http://www. hiqa. ie/publications/what-you-should-know-about-information-governance-guidehealth-and-social-care-staff.
Background Document for ehealth Workshop Unpublished Work. 2011.38) Health Information and Management Systems Society (HIMMS.
Transparency, including publishing the work program; and enabling all stakeholders to access and comment on standards developed including via public comment periods of at least 60 days Making every effort to achieve consensus,
including clear processes for reconciling comments received Coordination/harmonisation of the work of national standardization bodies,
and not duplicating the work of other standards agencies Focusing on specification of requirements based on performance rather than design
and maintain a work plan of projects for the ehealth Standards advisory committee advise the Authority on the additional domain expert members required to undertake aspects of the work plan
or domain experts coopted to projects undertaken by the committee, revoking and amending those delegations as required advise the Authority on the identification of key stakeholders e g. user communities,
professional bodies and domain experts who should be consulted on depending on the particular standard being developed. work to ensure the ongoing development
The digital economy and digital workplace...12 1. Supporting and promoting the digitisation of industry...13 2. Supporting the young digital economy...
14 4. Reconfiguring the workplace in the digital world...15 5. Promoting the transition to renewable energy and green IT...
zzgrowth and employment: Digital value creation and digital networking stimulate growth and drive efficiency in the digital world.
and logistics solutions and to enhance these with intelligent services to ensure sustainable growth and a consistently high level of employment.
Our home, learning and working environments are all becoming increasingly digitally networked. Digitisation also facilitates the provision of medical care, for example,
Increasing digitisation is also making it easier to reconcile family and working life, and soon we will even be able to choose
and of the worlds of learning, work and business is achieved in a systematic, socially acceptable, responsible and safe manner.
increases productivity and contributes to safeguarding sustainable growth, prosperity and employment. Today, Germany's ICT industry generates almost 85 billion euros of economic value added,
And, with more than 86,000 companies and 900,000 employees, the industry is an important factor for job creation in Germany.
such as the need for a sustainable energy transition and a future-proof healthcare system, difficulties associated with demographic changes, the challenge of reconciling family and working life,
BASIC PRINCIPLES OF OUR DIGITAL POLICY cation of key technology developments that drive growth and the specific promotion of these developments while at all times observing the budgetary policy objectives set out in the coalition agreement.
We will therefore collaborate closely with the German Bundestag, the Länder and local authorities, civil society, industry and science, as well social partners, those responsible for data protection,
The digital economy and digital workplace I I. THE DIGITAL ECONOMY AND DIGITAL WORKPLACE 13 Ever greater volumes of data (so-called big data) are being interconnected to build smart data,
We intend to monitor more closely the effects of digital technologies on employment and labour markets
Working together with the social partners, we will develop new, economically and socially viable approaches for working in the digital space. 1. Supporting
zzthe promotion of norms and standards to ensure the seamless integration of traditional industry with ICT.
THE DIGITAL ECONOMY AND DIGITAL WORKPLACE zzsupporting smart home applications; zzfacilitating ICT-based support for (electro-)mobility;
we will continue to promote the Expert Dialogue Forum on Network Neutrality (Fachdialog Netzneutralität) and proactively engage all stakeholders from the spheres of industry, science, civil society and politics.
I I. THE DIGITAL ECONOMY AND DIGITAL WORKPLACE 15 We will improve the distribution and availability of mobile Internet access via WLAN.
and data protection. 4. Reconfiguring the workplace in the digital world The progressive digital transformation is creating new areas of activity and job opportunities.
It offers employees more flexible and family-friendly ways of working. The phenomenon can not only help to secure skilled workers,
but also boost tax revenues and social insurance contributions. At the same time, digitisation is giving rise to new challenges in relation to, for example, the creation of new ways of working.
The possible effects of digitisation on employee co determination must also be taken into account. Furthermore a noticeable impact on employment trends is to be expected.
The Federal government will address and discuss these issues together with the social partners and the scientific community to enable it to carry out a thorough and comprehensive evaluation of the opportunities
and challenges presented by the digital working world and to take action where necessary. We want to achieve high standards of digital working,
The skillsets of employees and job seekers will need to evolve to meet the requirements of digitisation,
Skilled workers are a key requirement for growth, innovation and prosperity. Demographic trends are directly affecting the supply of labour and thus the performance of Germany's economy and social system.
By 2030, Germany's economically active population threatens to decline by several million. The IT sector is already facing skills shortages.
working models based on flexible working hours and locations to help people reconcile 16 II. THE DIGITAL ECONOMY AND DIGITAL WORKPLACE family and working life on a partnership basis. To this end
we will perform a thorough review of the current situation in conjunction with the scientific community
and social partners to evaluate if the political framework currently in place is suited to helping more families achieve a better work-life balance
and to establish if further research and action is required. We want to maintain a high level of occupational health and safety for employees with new working arrangements such as crowdsourcing or new working hour arrangements.
A digital working world must incorporate future-proof social systems. We therefore want to know about the development of demand for labour in the digital working world and the possible consequences of this for the social security systems.
We will press ahead with a modern programme of training plus professional development, while also continuing to promote digital skills as a core competency for all employees.
At the same time, we are determined also, as part of a range of support services to facilitate the integration of young people into the workforce,
Businesses and employees alike face particular challenges in updating their skills to tackle work in the digital world.
Employment promotion measures can offer support in this area within the framework of existing legislative options. We want the job profiles affected by digitisation for example
in the IT sector to adapt if necessary to the new requirements of a networked
and increasingly cross-sectoral working environment and thus avoid future skills shortages. With this in mind, we are also promoting the integration of IT
Adapting to the requirements of new technologies as part of modernising job profiles is also relevant here.
Implementation of the Assessment and Recognition of Foreign Professional qualifications Act (Anerkennungsgesetz), which promotes the recognition of foreign professional qualifications,
remains a priority in this area. 5. Promoting the transition to renewable energy and green IT The transition to renewable energy (Energiewende) will drive digitisation in the energy sector.
Another core element of the transition to renewable energy in Germany is the reduction of electricity consumption in our living and working environments. zzunder the Green IT initiative
and become empowered at local authority level, in industry associations, in voluntary and youth work, for men and women, people with disabilities and for all generations. 24 IV.
supporting family life and equal opportunities Digitisation is already helping us to achieve a more flexible balance between work, family lives and leisure.
therefore assessing how family support services contracted on the Internet can be targeted better towards helping parents reconcile family and working life on a partnership basis and how, in this process,
the focus of civic work and engagement is increasingly shifting online. At the same time, there is a great need for social engagement in the digital space
for example in the areas of youth protection or providing assistance to the elderly. zzwe are fostering existing voluntary work by promoting digital options that can be used to improve the organisation of voluntary work, for example,
More specifically, a copyright limitation for education and science is to be introduced. 3. Education campaign for the digital knowledge society Our education system needs to better equip people to meet the requirements of the digital working environment and the knowledge society.
cross-disciplinary approaches to protecting privacy in an increasingly digitised world. zzresearch on the future of work in a digital world helps to facilitate a beneficial coevolution of technology and social factors such as skills development,(
free and secure global Internet as a space for diversity of opinion, participation, innovation and as an engine for economic growth and work.
among other issues, within the International Telecommunication Union (ITU) and debate them with interested experts.
Important elements include the report presented by the UN High commissioner for Human rights and the fourth round of the government experts process at UN level.
Overtext Web Module V3.0 Alpha
Copyright Semantic-Knowledge, 1994-2011