Description
Country
Focus area
The Scheme aims to provide vocational training and work experience to the unemployed and provide opportunities to organisations in the public and broader public sector, local government authorities, non-governmental organisations and non-profit institutions, to utilise human resources through the implementation of appropriate vocational training and work experience programmes
Link
Reference/weblink
Implementation level
At what level is the initiative implemented?
National
Legal base
Legal base (E.g. Law, regulation, implementing provision, other)
THE HUMAN RESOURCE DEVELOPMENT AUTHORITY OF CYPRUS (HRDA) The Human Resource Development Authority of Cyprus (HRDA) is body governed by public law founded by the 21 Law of 1974 under the name of Cyprus Industrial Training Authority. 1 of November 1999 entered into force on Human Resource Development Law no. 125 (I) of 1999. The HRDA refers to the Government through the competent Minister who, under the above law, is the Minister of Labour and Social Insurance. Managed by 13 Board of Directors with a tripartite character, involving representatives of the Government, Employers and Trade Unions. Mission of the HRDA is to create the prerequisites for planned and systematic training and development of the human potential of Cyprus at all levels and in all areas to meet the needs of the economy within the framework of the social and economic policy of the state.https://eseka.anad.org.cy/images/media/asset file/2020%2010%2020%20%CE%A0%CE%B5%CF%81%CE%B9%CE%B3%CF%81%CE%B1%CF%86%CE%AE%20%CE%95%CE%A3%CE%95%CE%9A%CE%91%20.pdf
Starting period
TIMESPAN: In what year did the initiative commence?
2021
Perspective
PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
No
Policy area
To which POLICY AREAS(s) does the initiative apply?
vocational training and work experience to the unemployed
Funding
How it is funded?
Funded by national government
Skill mismatch
Skill mismatch target
What type(s) of skills MISMATCH does the initiative aim to addresses?
Underqualification (individuals' qualifications/credentials are below their job's needs)
Other
upgrading existing or acquiring new knowledge and skills
Skills matching focus
How does the initiative address skills mismatches?
The scheme facilitates the transition of young graduates to the labour market demand and skills and aims to develop their skills and job experience and opportunities
The scheme aims to upskill and reskill unemployed adults
The scheme facilitates job and career transitions
Skills delivered
What types of skill does the initiative deliver?
General employability skills (team working, communication, etc.)
Methods
Methods
What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
Skills foresight
The scheme has specialized skills foresight and evaluation of skills of the participants in the scheme with frequent visits to their place of employment and also with evaluation tests at the end of their placement
Skill audits
The scheme has specialized skills foresight and evaluation of skills of the participants in the scheme with frequent visits to their place of employment and also with evaluation tests at the end of their placement
Other
Promoting employment and reducing unemployment by improving the employability of the unemployed
Use of skills intelligence
How is labour market information / skills intelligence used within the initiative?
the scheme facilitates career guidance and counsellors to all unemployed participating in the scheme
the scheme facilitates job search decisions to all unemployed people
Stakeholders
Main responsible body
Main body or organisation with overall responsibility for the initiative.
National agency
THE HUMAN RESOURCE DEVELOPMENT AUTHORITY OF CYPRUS (HRDA)
Beneficiaries
Who are the intended beneficiaries?
Young people making the transition from education into work
the scheme can benefit all unemployed people that can be young graduates, young people not in employment, adults not in employment and NEETS
Young people with low levels of basic skills /early leavers from education or training
the scheme can benefit all unemployed people that can be young graduates, young people not in employment, adults not in employment
Sustainability
Success factors
SUCCESS FACTORS in the implementation
Promoting employment and reducing unemployment by improving the employability of the unemployed. Providing opportunities for the unemployed to enter/re-enter employment by upgrading existing or acquiring new knowledge and skills. Encouraging organisations to offer suitable training programmes to the unemployed.
Monitoring and evaluation
MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
HRDA issues a Certificate of Training and Acquisition of Work Experience, for each unemployed person who has successfully completed the training program (at least at least 75% of the total duration of the program, corresponding to at least 60 of the 80 total training days). The absences of the unemployed during the four-month training should not exceed 20 days. There is also an evaluation and monitoring form for each employee at the end of the training scheme. The HRDA monitors on a continuous basis the implementation of the training program of the unemployed in the service / organization to ensure quality during its implementation. The monitoring is done through appropriate forms submitted to the HRDA, as well as on-site visits of HRDA officials or representatives to the service / organization, if deemed necessary
Updates
UPDATES: whether there have been any major updates of the initiative since it has been implemented?
No
Effectiveness
EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
In order to ensure the effectiveness of the implementation of the program, the HRDA exercises control in the following stages, in accordance with the procedures provided by the Plan, criteria and conditions:
(I) Control at the application stage by the interested unemployed and services / organizations.
(ii) Control at the stage of implementation of the vocational training program and gaining work experience.
(iii) Control at the stage of payment of training allowances.
(iv) Check at the certification stage of the participants' vocational training and work experience.
(I) Control at the application stage by the interested unemployed and services / organizations.
(ii) Control at the stage of implementation of the vocational training program and gaining work experience.
(iii) Control at the stage of payment of training allowances.
(iv) Check at the certification stage of the participants' vocational training and work experience.
Sustainability
SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
HRDA has a specialized computerization system of its work. The system, which records all the details of the training activities, including this Plan, allows the electronic processing of the entire process of approval and granting of programs and greatly facilitates the control and monitoring of the progress of programs and payments through appropriate reports. The program is expected to continue smoothly within the next years as it is funded by the government and provide employability to many unemployed people.
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