The INTRO project Innovation Through Research Opportunity 22nd 23rd March 2007 Mr. Michael Dee Enterprise Ireland

1.  The INTRO project Innovation Through Research Opportunity 22nd & 23rd March 2007 Mr. Michael Dee Enterprise Ireland

2. Objective of the INTRO Counselling Scheme in Latvia To create a structured sustainable system for the development of training that will provide forecasts on the needs of the labour market and skills base To build awareness among companies of the need to provide adequate training for Staff and the benefits that arise from that training

3. Gaps Identified in Latvia Lack of training & skills which are forming a barrier to competitiveness Need to develop human infrastructure to ensure increased research Training for Enterprise has not been developed No national skills and competency programmes in place Immigration of youth and educated workforce to other economies Significant gap identified in the provision of skilled labour in the woodworking and metalwork sectors in Latvia Strong need to develop education and training in order to develop a high skilled knowledge based economy

4. Gaps Identified in Latvia Skills and qualifications do not conform with the current labour market requirements; � Entrepreneurs are not motivated to invest in training their current and potential staff; � Co-operation among vocational education establishments and employers is not effective; � Opportunities for life-long learning (continuing education) are limited; � Infrastructure and qualifications of teaching staff to integrate students with special needs is insufficient; Insufficiently developed technical training basis;

5. Gaps Identified in Latvia Lack of capability to ensure immediate training of employees for certain skills in the development projects of companies; Lack of motivation in the private sector to invest in educational infrastructure and partnership; Fear of investment in human capital as no guarantee of return in investment; Need for on-the-job and off-the-job training in conjunction with Industry; Insufficient finances to prepare and realise specific training programmes for acquiring technical and professional skills;

6. Gaps Identified in Latvia Insufficient resources to analyse and forecast the need for training among employees in companies; Inability to offer specific training programme for acquiring technical professional skills, as the costs are too high; Reduce the shortage of employees with specific professional qualifications and competences (CNC operators, skills to use data processing systems in daily work, etc.); Satisfy the demand for the continued improvement of professional skills; Companies do not participate in the development of educational infrastructure;

7. Gaps Identified in Latvia Productivity levels are low due to insufficient skills development; Employability and transferability of employees is low due to poor upskilling Flexibility in the workforce is limited; The innovative capacity of Industry is limited; Linkages between the educational institutes and Industry are not developed resulting in poor technology transfer.

8. Challenge Latvia�s future must be as a high skills, knowledge-based economy and in order to succeed there is a need for the Skills centre model to be developed. This requires a high level of education and skills, ongoing lifelong learning and upskilling and high levels of labour force participation.

9. How to achieve this? Development of Skills Centre Programme Establish a suitable national training framework; � Help companies better identify and meet their human resource development needs; � Provide mechanisms that help individual employees gain new skills and qualifications; � Lobby for resources to be allocated to company/employee training; � Support targeted interventions to upskill the employed, particularly those with low level skills and older workers, so that they will have portable skills that are nationally recognised; � �

10. How to achieve this? Development of Skills Centre Programme Respond quickly to training requirements through continued research and co-operation with relevant organisations to maintain a good understanding of business trends and needs; � Reach out to employees across the full range of occupations in manufacturing and construction and services. � Provide new programmes/measures to meet the needs of low skilled employees; � Advocate the need for, and contribute to the development of a natural human resourcesand skills development strategy; � Provide a source of expertise on training; �

11. How to achieve this? Development of Skills Centre Programme Help ensure a sufficient number and quality of trainers; � Promote the importance and benefits of human resource development; �� Support the certification and qualification authorities in their work. �

12. Benefits The introduction of a skills centre programme in Latvia will have a positive impact on the forecasting of labour market and can provide valuable research in skills analyses which will assist the policy making process The Skills centre concept has the potential over time and when fully developed to provide a wide range of services to the labour market. These include the following: Training & Retraining; Designated Apprenticeships; Recruitment Services; Employment Schemes; Placement & Guidance Services; Assistance to Community Groups.

13. Thank you for your attentionMr. Michael Dee,Enterprise Ireland,Regional Office,Industrial Estate,Cork Road,WaterfordIrelandTel: 00 353 51 333500Email: Michael.Dee@enterprise-ireland.comWebsite:www.enterprise-ireland.com