Competence development. The federations shall provide joint guidance on organising training that promotes employees’ competence required by their duties and guidance on drafting a training programme at workplaces. The aim is to increase the salaried employees’ knowledge of the skills that will be required in working life in the future and how and where to acquire such skills.
Competence development. Subsection 1. Competence development is of substantial significance for the individual employee and for the employer. The employer maintains focus on employee competences to enable each employee to perform the tasks of the relevant individual job description in the present and in future. The joint consultations committee discuss the guidelines the discussions between the employee and the employer concerning the needs and wishes for competence development. The dialogue between the employer and the employee may take place at regular intervals, for instance once every year in connection with the employee development interview.
Competence development. 3.1.1 The future competitiveness of industry will be dependent in a large part on adaptation to new technology and the knowledge and competence of the employees.
Competence development. The future competitiveness of industry will be dependent in a large part on adaptation to new technology and the knowledge and competence of the employees. COMMON PART To ensure that employees are able to obtain the qualifications needed for new tasks, and thereby are able to satisfy the enterprise's future requirements, the parties have agreed that: it is of great importance to increase interest in and opportunities for vocational training, and to arrange conditions so that enterprises that have the necessary prerequisites, to a larger extent take in apprentices. the need for taking in apprentices must be discussed between the enterprise and the shop stewards. joint work must be done to provide continuous updating and vocational training so that the training is as nearly as possible compatible with the needs of the industry at all times. efforts must be made to ensure that the system of passing trade examinations pursuant to § 3.5 of the Education Act – "The experience-based trade certification scheme" – is also maintained in the future. the Vocational Training councils must seek to provide training courses for updating the qualifications of skilled workers as necessitated by changed working requirements and conditions, new technology, etc. when new technology is introduced, the employees it affects shall be given the necessary training. The nature and extent of such training shall be discussed between the parties in the particular case, see Chapter V of Supplementary Agreement IV to the Basic Agreement. Training provided during the employee’s ordinary working hours shall take place without loss of earnings. further education is the concern of the various educational establishments, the enterprises and the individual employees. The parties will seek to influence the authorities so that further education is offered, during working hours and during leisure time, depending on the local conditions. the enterprise and the shop stewards shall discuss general training issues with a view to improving the competence of the employees. that the enterprise and shop stewards discuss annually whether there is a competence gap in relation to the COMMON PART enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provisi...
Competence development. Subclause (1) Employees shall be entitled and obliged to participate in competence development adapted to the conditions at the individual company in order in this way to strengthen competitiveness and the development opportunities of the employees. Competence development shall be agreed by the company and employees and may comprise on-the-job/off-the-job supplementary and continuing training, job training, job development, etc. To achieve the above aim the employees shall be entitled without any deduction from their pay to attend fourteen days of on-the-job/off- the-job training per year if there is a need for training. The costs of participating in supplementary and continuing training shall be paid by the employer to the extent the costs are not covered by public authorities or somebody else. Subclause (2) However, the individual employee is entitled to 2 weeks of time off per year - with due consideration to the company’s production planning – for in-service or continuing training which is relevant for employment in the areas covered by the Industrial Agreement and the Collective Agreement for Salaried Employees in Industry, provided consent to support for training has been given pursuant to subclause (10) if the employee has six months of seniority. Subclause (3) Employees are entitled to take non-used training periods, cf. subclause (2), from the two preceding calendar years. The oldest weeks shall be used first. However, this does not apply if the employee is under notice unless the company and the employee have agreed on the training period before the notice was given.
Competence development. Employees have the right and obligation to develop their competences in accordance with the conditions at the individual company, with the goal of strengthening competitiveness and the development opportunities of com- panies and employees. In order to promote the company's overall competences and the profes- sional, general and personal development of employees, it is recommended that the company and employees work systematically with formal education as well as competence development at the workplace. This should be done through daily work, upskilling, new forms of work organisation as well as through continuing and further education. This includes giving the employ- ee a reasonable opportunity to update their education. Both company and employee are encouraged to take joint responsibility for promoting competence development in order to ensure a connection between the company's competence needs and the employee's ability to fulfil current and future job requirements. To the extent that the employee and the company agree, participation in long- term continuing and further education is recommended. In such situations, the parties recommend that companies consider hiring temporary workers.
Competence development. 1. The management has overall responsibility for competence development in the agency. It is important that objectives and measures for personal development are included in the plan of operations and budget. During all phases of their professional careers, employees at all levels of the agency must be ensured opportunities for meeting new requirements and future needs through competence-building tasks and other developmental measures. At the same time, every employee must take the responsibility for his or her own competence development.
Competence development. The organisations agree that employees in the enterprises should have access to the necessary continuing and in-service training with the aim of increasing the workforce’s vocational qualifications and adjustment to the technological development. Against this background, enterprises and employees are encouraged to plan educational and training activities based on the industry's course offerings. Skills development is an important part of the enterprise's staff policy. Skills development is important to meet the enterprise's need for competent employees who can solve the tasks now and in the future, as well as to secure the value of the individual employee in the labour market. Skills development should be seen in a broader context than participation in formal basic, continuing and in-service training, and includes an increased focus on the internal learning and development opportunities of the workplace.
Competence development. The further development of both the private and the public sector, and therefore also of the welfare state, is dependent on human resources. Up-to-date competence aimed at meeting future needs is vital to the strengthening of our competitiveness and to the level of services we can provide as well as to individual career prospects in the labour market. The public education system will be a central player in facilitating continuing education. In order to meet the challenges associated with an increasingly rapid pace of change and restructuring, increased demands on public-oriented services and more stringent professional requirements in the Civil Service, there is a need for systematic investment in competence development. Targeted competence development measures, learning-intensive jobs and systematic knowledge sharing are essential to the development of the workplace as a learning arena. Continuing education, guidance and development planning for individual employees and managers will help in ensuring good management, efficiency and public-oriented services. The parties will make provisions for strengthened competence to aid the development and renewal of government agencies in such a way that individual employees are given the opportunity to develop their competence as a basis for change throughout their professional careers. Individual employees are also given responsibility for maintaining and developing their own competence. Work on continuation of the Memorandum of Understanding on a More Inclusive Working Life will require reinforced efforts on competence measures. In order to take advantage of the resources and competence of persons belonging to ethnic minorities, the parties have agreed to intensify work on recruitment and integration of employees with such backgrounds to posts at all levels of the government sector. Senior staff in government agencies have an overall responsibility for competence development in the agency, cf. Section 22 of the Basic Agreement for the Civil Service. Competence measures shall continue to be based on the needs of the agency. The central parties will make efforts to enable the implementation of measures to encourage an increased focus on competence development and learning yield for the agency and the individual employee. NOK 30 million will be allocated to stimulate R&D projects on competence measures in: • organizational and management development designed to result in increased involvement of staff and elected uni...
Competence development. At regular intervals, the parties at the enterprise should discuss the need for supplementary and further education, see Basic Agreement, Chapter XVIII. The enterprise and shop stewards shall discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational training in all enterprises that fulfil the requirements for being a training establishment should be an objective. The central and local parties must make provisions so that labour immigrants who work in this country and aim to be part of the Norwegian labour market are able to strengthen their basic language skills, safety knowledge and working culture. The enterprise and the shop stewards shall discuss how the competence of older employees can best be put to use in connection with training.
