and supply 4. Increase in jobs and work (number and duration) 5. Improved jobs and work (quality and remuneration) 6. Scaled employment impact (more sectors, workers, localities) 7
planning, budgeting, etc. 6. Scaled place development impact (more sectors, workers, localities) 7. Other Sharing economy (and sharing society) 1. Improved matching and exchanging of time
sectors, workers, localities, people, etc. 8. Other Health 1. Increase in health and wellbeing (numbers of people and duration) 2. Increase in health personalisation 3. Increase in health skills (personal & collective:
and reducing society's costs Finding employment Slivers of time (UK) Flexible work matching for job seekers
& volunteers with employers and people with personal care budgets to spend Eslife (ES) Flexible work matching for household & family tasks,
tackling high unemployment in local area Skillendar (UK) Skills calendar to match job seekers & volunteers with people who need work/tasks done in neighbourhood Creating
Education Focus area Case Social needs addressed Widening access to education MOOCS (global) Widening the access to higher education and addressing the societal needs for lifelong education and the upskilling of the labour force
which attempt to provide a framework combining flexibility for employers to hire and fire workers as well as security for workers through active support to maximise their employability rather than keep them in a particular job.
Elsewhere in Europe, institutional and regulatory frameworks include the continental corporatist models of central-West europe with strong social partners but rigid labour markets, the low social transfer models of southern Europe countries
which tend to be top-down with rigid bargaining systems, and the more market-oriented models in the Anglo saxon countries, aspects of which many of the former command economy countries of Eastern europe have tended to adopt.
8 Clear goals for activating labour markets, including the target of 70%labour market participation, low unemployment and flexi-curity policies.
Social and Economic Councils at the different levels of the labour market. The overall goal is to improve employability and increase the quantity and quality of jobs.
Flexibilisation of the workforce which, in the absence of counterbalancing employment security measures, tends to put more power in the hands of employers.
Youth unemployment, where job-churn in the labour market has reduced considerably so many older workers are staying put in the context of job loss
'which, although this should in principle create more employment opportunities, has happened not yet to any significant extent, probably due to labour market rigidities across sectors and localities,
and training and skill problems. The changing roles of different interest groups and the reduction of the postwar political consensus concerning labour markets and their embedded social contracts (both formal and informal), resulting inter alia in trades unions and worker representatives generally losing power
and influence. Labour market reforms towards less regulation and trends towards a‘race to the bottom'in terms of pay levels, working conditions and workers'rights, especially in the context of economic globalisation.
Low pay minimum wage regulation in some countries and campaigns for a so-called‘living'wage. Problems in integrating disadvantaged groups within the dynamic complex of the above changes.
and de-unionisation of the labour market as exemplified by much more occasional, intermittent, casual and‘unsocial'hours employment,
which workers are guaranteed not any work and thus income at all. On the one hand, this may benefit freelancers who have the skills,
and for 11 million paid employees. 12 This and other trends mark some shift towards more bottom-up forms of employment,
On the one hand, some see a brave new world of highly skilled individuals selling their talents in a global market place over the Internet, playing off potential employers against each other (Tapscott & Williams2006),
some see worker exploitation and surveillance reduced to a state of servicing the machine (Sennett, 1998 and 2006).
such as pensions and health insurance as provided by a given employer and a consequent reduction in employee rights within the existing regulatory and insurance system.
as well as employers and policy makers need to be aware of these and similar challenges. It is also clear ICT does change work at a fundamental level
People are able to find work that interests them/employees who fit their requirements much more easily through the availability of online contracting
ICT thus makes it easier for workers to find jobs and for employers to find skilled workers as labour markets become more transparent.
Because ICT has the potential to connect workers to work irrespective of their location, and crowdsourced work providers are able to judge workers on their merit,
it is possible that ICT could help overcome the social, cultural, educational and physical barriers that might otherwise have excluded women, people with disabilities, ethnic minorities or other disadvantages from participating in the labor market.
It is clear that labour is becoming more disjoined from location, and work is increasingly disaggregated and shared across space and time.
All this means it will become easier for workers to become very highly specialised at particular tasks.
for example by matching those looking for work with those seeking one or more workers with the relevant skills, competences and aptitudes.
Evidence from Poland, for example, shows that traditional private job centres only help about 5%of young job seekers find a job,
and job centres themselves today undertake job matching mainly by using ICT. Much more often, young job seekers use family and other contacts as well as the Internet.
The Internet can also be used to match work or tasks which people need doing with those willing and able to do them in real or very quick time,
by facilitating or improving the matching of paid work with workers looking for such work by facilitating
or become stronger in the labour market who are excluded more or less from the traditional labour market, such as the disabled, older persons,
or would-be workers who are disadvantaged otherwise (such as immigrants with poor language or other skills). Overall, ICT can assist in creating
Scaled employment impact (more sectors, workers, localities) using ICT. 16 https://www. taskrabbit. com and https://www. taskrabbit. co. uk. 22 Case analysis Social needs addressed and summary Seven cases are analysed in the employment theme as summarised in Table 3. 1. Table
and matches both job seekers and potential employers, also with administrative support-Public funding (€800, 000 pa 2013-15), private partners, private operation-3 cities, 483 trained,
& volunteers with employers and people with personal care budgets to spend-Digital fast and flexible matching to recruit
growing to>25 cities in 2014 Skillendar (UK) 20 Skills calendar to match job seekers & volunteers with people who need work/tasks done in neighbourhood-Digital fast and flexible matching at neighbourhood level
and capacities of workers with a mental illness, market basis (e g. Aumühle laundry)- Public, private and civil funding (€1. 5m turnover aim for 2014), civil operation-700 sheltered workplaces in all Germany, 280,000 jobs CSE:
and also uses ICT-based planning tools for interaction with job seekers. The ICT used by the job seekers themselves depends on their individual starting skills,
and they are also provided with a self-service interface which can be personalised for their own needs.
and for matching assets (the job seekers and their skills and competences) with the needs of prospective employers.
It is used also to build complementary online and offline knowledge communities amongst the service operators and to some extent with jobseekers and employers,
and bridging types), amongst job seekers. This takes place through both ICT-enabled networks that 24 supplement face-to-face and other traditional networks of a small-world nature (i e. mainly within the existing community.
Slivers of Time's portal can be tailored to specific needs linking employers wanting short-term staff with workers offering flexible work,
'which prospective employers can access online. Eslife has a website with simple navigation in 3 steps:
but the application of ICT has supported physical workplace communities of workers. Mission Leben uses an ICT Internet of things e g.
and overall skills, including in ICT, of people on edge of labour market. Mission Leben: Improvement of all-round work and ICT skills of unemployed people with a mental illness,
80,000 job seekers with loose links to the labour market, with 13. 7m potential, facilitated by 9 full-time-equivalent staff across the UK.
data entry and stewarding with flexible labour supply. Eslife: Over 1, 000 unemployed, underemployed and volunteers looking for work,
helps thousands of people on the edge of the labour market find additional jobs in their neighbourhood
as an example, Hertfordshire County Council's Breakaway for Carers scheme enabled workers and volunteers seeking flexible work to link with people needing care
plus 10 additional staff (team leaders and skilled employees), compared to former‘normal'workplace. CSE:
as below. 7. Scaled employment impact (more sectors, workers, localities) All cases are scaling, disseminating or growing,
Improving mentally vulnerable workers'motivation, autonomy, life satisfaction and participation in the community. 9. Reduced carbon release Mission Leben:
but also rely on physical and traditional activities to assist people with problems entering the labour market. Good and inclusive relationships with vulnerable beneficiaries are also crucial
reciprocity and cooperation between employers and workers/volunteers on top of the technology platforms provided. This seems to be
especially to avoid the potential danger of workers/volunteers being exploited by pushing them into a‘war for low prices'(‘race to the bottom').
and others finding it hard to access the job market, for employment. Finding employment The main barrier is the difficulty of overcoming established ways of working and attitudes, especially with mainly low skill beneficiaries.
Another important barrier is the potential problems of exploitation of workers/volunteers especially given that it is often the private sector
or find it hard to access the job market for various reasons. This will of course depend on the specific individuals involved
so that supply and demand can better align to each other, for example by enabling workers or volunteers to fit their activities around other demands on their time.
ICT as an enabler creates a new marketplace and business model on a modularised platform giving end-to-end access to a flexible supply of workers/volunteers,
'in this case employment agencies) who only delay the process, and putting power directly in the hands of the employer on the one hand
and the worker/volunteer on the other. This enabling and indispensable role of ICT is comparable to the role of ICT in the sharing economy theme and in the smart places cases in the place making theme.
This can achieve huge cost savings, reckoned for example to be 65%of structural and operational costs in the Eslife case,
Policy and regulation will need to be adapted to become enablers of these beneficial aspects of new ICTENABLED forms of labour market matching,
or process to match the variable needs of potential workers, regardless of their particular characteristics.
The Mission Leben case illustrates this with individuals traditionally completely excluded from the labour market, and demonstrates how they can be included in an economically sustainable business model.
Policy issues The main policy implication is the use of ICT to enable the inclusion into the labour force of most if not all individuals who are willing and able to work
however many limitations employers, or the individuals themselves, imagine they have. New types of productive work can be created
if ICT is used intelligently for the benefit of both society as a whole and of employers. Seen from both the economic as well as the social perspective,
and adapting workplaces to workers'special needs. Mainly standard ICT is used, although some bespoke is deployed also where relevant,
although all strongly focus on the inclusion of people as workers who are disadvantaged or vulnerable in some way.
hours worked and working conditions if all the power concentrates on the employers'side. The creating and doing work cases illustrate a strong inclusion policy of catering for people previously excluded from the labour market
and by creating new types and areas of work, thus also increasing the productive deployment of unused or underused assets with similar caveats as above.
quick-time and highly flexible matching of labour supply and demand is a relatively standalone and coherent function.
what can be done rather than what can't Inclusion policy for people previously excluded from the labour market
Scaled place development impact (more sectors, workers, localities) using ICT. 43 Case analysis Social needs addressed and summary Six cases are analysed in the place making theme as summarised
as below. 6. Scaled place development impact (more sectors, workers, localities) All cases, with the exception of Hackney CAB Crowdmap (which is designed not to scale at this stage) are scaling,
and experts can help fill these gaps using technology to gather and share information and assets in order to raise awareness, illustrate issues,
and talent One of the conundrums of advanced labour markets is that there are fairly fixed valuations of different kinds of time and talent based on job-position, education, skill-sets, labour market regulation and legislation
Opening up the labour market in this way, as long as there are still appropriate regulations to counter exploitation and unfair remuneration where money does change hands many exchanges are non-monetary could enable young inexperienced people
and older unskilled workers find work and many others to find social and community fulfilment more easily and quickly than at any time before.
local time exchanges, where time mostly is exchanged one-to-one regardless of the labour market price tag on the skills exchanged;
or exchanged in ways that do not happen in the mainstream labour market. Underutilised time and skills get utilised
Scaled sharing economy impact (more sectors, workers, localities, people, etc. 56 www. techshop. ws 57 http://en. wikipedia. org/wiki/Fab lab 66 Case analysis Social needs addressed and summary Five cases are analysed in the sharing
as well as volunteers and experts, all from the locality where the Repair Café is located. The platform promotes the Repair Cafés concept,
and Safety Executive enforcement notices and the latest world trademark registers are downloaded. The case also sources data from the UK's Financial services Authority, the US's Central Contracting Registration system,
as below. 7. Scaled sharing economy impact (more sectors, workers, localities, people, etc.)All cases are scaling,
and constitutes a new form of relationship between laypeople and experts, as well as between peers (expert-expert;
layperson-layperson, etc..In the Opencorporates case an open 64 Interview with Kate Groves, Director of Marketing and Communications, Streetbank. com, 2014 74 data community has been developed
On-and offline forums like Repair Cafés work because everybody can be an expert in something.
and experts) happen in practice. This leads to new models for providing goods and services, intimately linked to 82 people's needs and the capacity of the ICT network,
& intangible assets-Self regulation with simple agreed rules, use of volunteers & experts-Building capacity & skills, collaboration,
50 employees Diabetiva (DE) 100 Reach high-risk patients with diabetes mellitus type 2 who have displayed symptoms
It has about 50 employees and is 101 https://click4life. hiv/de 102 www. cellslider. net/#/92 as a commercial supplier of products
an open-source tool for mobile data collection and loaded it onto an Android Smartphone that the Community Health Workers (CHWS) carry when visiting patients.
The aim of many of the available examples of self-help or patient portals and platforms is to create online communities of complementary audiences in other words, patients, family members, clinical experts and researchers, sometimes even pharmaceutical experts
Initiatives like patient briefcase or DIABETIVA are sure to make health-care experts, bodies and governments reevaluate their policies,
It has about 50 employees and is as a commercial supplier of products and services to the Danish health sector also a vendor with vision of modernising health services through the introduction of tele-medicine solutions to different patient groups. dothiv 106 should be referred better to as dothiv g
Employers are looking for employees who have developed skills for teamwork, problem-solving and interpersonal skills rather than punctuality and regularity (Davis 2013.
which encourages the absorption of skills that are more in line with the inquiries of today's employers.
This infographic is the result of a collaboration between the design for learning experts TFE Research and emerging technology strategist Michell Zappa.
and can therefore quickly adapt to the demands of the job market. 109 Source: http://www. envisioning. io/education 113 Figure 7. 3:
as employers of tomorrow's talent, they share a common interest in improving education. The academic side is led by the University of Melbourne,
of the labour force, by providing free online courses for everyone interested. -MOOC is an abbreviation for Massive open online course.
-It can be used via the Internet or in paper form (Kurzskalen/short scales) by the public, by professionals and by experts.
pedagogical personnel or experts can monitor and diagnose the development of children. They can choose to document the development of a child for themselves offline
MOOCS provide access to higher education and address the societal needs for lifelong education and the upskilling of the labour force by providing free online courses for everyone interested.
Teachers, games designers and curriculum experts come together in Mission Lab to develop effective learning materials
Furthermore, not all companies are interested in financing and freeing time for educational activities for their employees,
designers and curriculum experts collaborating in Mission Lab. Teachers, games designers and curriculum experts work together to develop new learning tools centred on gaming and learning.
In MONDEY's case reciprocity works. There are already first insights into the development of children gained
for example in an architectural firm consisting of designers, draftsmen, materials specialists, environmental and energy experts, legal and planning advisors, etc.
The power of the Cop is that different experts cooperate on a day-to-day basis thus building up shared knowledge.
In a network of practice (Nop), a specific type of expert can directly link to similar experts potentially on a global scale,
Catalonia 2020 Strategy 5 Contents 1. Executive summary 2. Bases for growth 3. Framework of reference
2020 Strategy 6 1. Executive summary In accordance with the new framework established by the European union in its Europe 2020 Strategy,
however, the effective and efficient implementation of these policies depends on the action of other stakeholders (other public authorities, employers'organisations, companies, trade unions, workers'associations, etc..
and improving the labour market. The current situation of economic crisis and public spending restrictions requires appropriate, effective and efficient economic policy measures.
but in many cases they can only be put into effect in cooperation with other stakeholders (other public authorities, employers'organisations, companies, trade unions, workers'associations, etc.).
if appropriate, outside experts. Catalonia 2020 Strategy 16 5. The six priority areas of action ECAT 2020 identifies six priority areas based on
however, that workers in these sectors require specific training and skills, which the education system should provide.
It is necessary to improve the way the labour market works, correcting certain structural problems. For instance, in order to foster economic growth based on increased productivity and quality job creation, it is necessary to improve mechanisms for professional mediation,
information and guidance so as to adjust supply to demand in the labour market. Policies promoting a culture of mobility with regard to employment
In order to ensure that the labour market operate adequately, the results achieved by the education system must also be improved,
For this reason, measures promoting social cohesion focus on integrating unemployed people into the labour market and on improving job-seeking skills.
1. Improving employability 2. Improving the performance of the labour market 3. Facilitating companies'access to finance 4. Promoting the strategic adaptation of businesses 5. Promoting entrepreneurship 6. Fostering the transition to a more resource
in order to find a place in the labour market and adapt to a rapidly changing world. In the present context of severe economic crisis and high unemployment
active policies with regard to the labour market and making a decisive contribution to improving employability are two of the challenges facing the Catalan economy.
personalised access to career guidance services. 6. 1. 2. Helping young people gain access to the labour market The dramatic situation young people face in the labour market requires society to redouble its efforts
-Enabling people to accredit skills learned through professional experience, -Substantially increasing the number of young people taking vocational training courses,
and to train workers for the emerging sectors with potentially high future demand, such as personal care services,
and to establish a model for economic growth that is more balanced than previous models. 6. 1. 4. Matching vocational training to labour market requirements Serious imbalances exist between supply
and demand in the Catalan labour market, especially as regards vocational training. Vocational training should be a tool for professionalising people
to provide a single vocational training service that is adapted to the needs of the labour market; to develop a model for dual vocational training in cooperation with companies and production industries;
and research staff of excellence and establishing prestigious MA programmes with high international profiles. 6. 1. 8. Increasing integration into labour market of people from groups at risk of social exclusion Unemployment
For this reason, the Government promotes measures to foster integration into the labour market amongst groups at risk of social exclusion.
it is important to ensure that sufficient opportunities exist for highly-qualified workers. In this respect, the Catalonia 2020 Strategy 26 Catalan Government aims to promote the presence of Phd holders at companies
and represents an opportunity for those wishing to obtain professional qualifications abroad. Measures to promote such mobility include providing more information about job offers in other European countries
and promoting professional and educational stays abroad. 6. 2. Improving labour market performance The Catalan labour market has some structural shortcomings that require correction
personalised careers guidance for unemployed people 1. 2. Helping young people to gain access to the labour market 1. 3 Promoting new niches of employment 1. 4. Matching vocational training to labour market
and internationalisation 1. 8. Increasing integration into the labour market of people from groups at risk of social exclusion 1. 9. Using ICTS to promote equal opportunities
and information with regard to employment mediation mechanisms For the labour market to operate well, it is essential to ensure smooth communications between those looking for jobs
and companies requiring workers. To this end, it is vital to improve public employment services, to strengthen company mediation services
and to enhance and increase the information available to job seekers. The Government should also promote strategies to encourage Catalan businesses to implement measures at improving employability through open agreements that,
for example, encourage companies to hire trainees. 6. 2. 2. Promoting a model of labour relations aimed at increasing productivity
A quality working environment and secure conditions of employment are key factors in persuading workers to commit to company projects
and undue reception of benefits Undeclared work leaves workers unprotected, reduces public revenues and causes unfair competition with firms that do comply with the law.
and training Social cohesion Innovation and knowledge Entrepreneurism Internationalisation Green economy STRATEGIC LINE 2. Improving labour market performance 2. 1. Improving efficiency and information
particularly SMES and self-employed workers, are aware of all financing options open to them. The Catalan Government also promotes other measures to provide access to finance, particularly in the case of SMES and self-employed workers.
These include refundable contributions and advisory services. 6. 3. 2. Promoting new instruments of finance The highly specific nature of certain businesses often means that the usual provisions do not cover their specific needs with regard to financing.
30 4 Executive Summary 1. Introduction: Main trends and challenges in the Regional Innovation System Central Hungary (CH) encompassing Budapest and Pest county is the economic, commercial, financial, administrative and cultural centre of Hungary.
However, as a result of radical downsizing, the majority of experts were fired (others had to quit) and currently NIH has little capacity for strategy preparation.
the science and technology policy experts of regional development agencies started to prepare innovation strategies (often together with specialised consultancy firms).
16 and INNOREG's experts (similarly to experts in other RIAS) could only contribute to the design of the programme by suggesting sectoral priorities that would be taken into account by the otherwise identical calls.
As for a good practice case in terms of policy practice, the lack of evaluation by independent experts makes the selection somewhat biased.
Innostart's experts screened the research results of various HAS-institutes and selected the ones with promising commercialisation opportunities.
Supported activities also include the procurement of production machinery related to the new prototypes and the hiring of new employees.
including with the assistance of external experts. It also organises trainings, conferences and exhibitions. Cooperation and networking:
France P2p FOUNDATION-Amsterdam, The netherlands PNO CONSULTANTS LIMITED-Cheadle Hulme, UK POLIBIENESTAR, UNIVERSITY OF VALENCIA-Valencia, Spain PURPOSE EUROPE-London, UK
resilient societies and economies, deploying ad hoc networks of citizen experts around client's needs. 16.
and experts that come together around the joint commitment of enabling more sustainable lifestyles. 20. GNUNET https://gnunet. org GNUNET is a framework for secure peer-to-peer networking that does not use any centralised or otherwise trusted services. 21.
This will also be refined further as more authors who were not able to contribute to this book sprint will provide their expert views in the future.
Julia Pagel, NEMO Project Manager Kelly Donahue, NEMO Executive Assistant 8 While the Internet's democratic potential has created corresponding demands and great opportunities,
external companies and experts. 3. Obtain Museums today must not only create digital objects themselves, but also obtain the metadata via analogue objects
3. Inclusive growth-enlarged labour market and specialisation; war against poverty; a high employment economy delivering social and territorial cohesion.
Mr. Negri is a member of the Scientific Committee of the Museum of the Cathedral (Museo del Duomo) of Milan and the Scientific Director of the Executive Master Course in European Museology, IULM University, Milan.
She has also been an Executive Board member of NEMO since 2008 and since 2012, a jury member of the Children's Museum Award.
She is one of the European Museum Academy experts and a member of ICTOP (ICOM Committee Training Personnel.
He is also an associate of the European Expert Network on Culture and an appointed expert on culture and adult education by the European commission.
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