- matching training to demand for skills in the labour market;
- helping workers and enterprises adjust to technological or market changes, making it easier to move from declining or low productivity activities to growing and higher productivity activities through re-skilling and lifelong learning; and
- building and sustaining competencies for future labour market needs, focusing on the strategic role of education and training policies in triggering and continuously fuelling innovation, enterprise development, technological change and competitiveness.
Coordinated efforts are needed to promote skills development at the workplace and along value chains, to help manage the drivers of change at work today, among them, new technologies and climate change, and to integrate skills development into national and sector development strategies. ILO work in this area supports mechanisms, institutions, and social dialogue that can sustain inter-ministerial coordination and improve the early identification of skill needs and reduction of skill gaps. Our research agenda focuses on sustainable forward-looking frameworks for skills development; country experiences worldwide in developing and implementing national qualifications frameworks; improving informal apprenticeship systems (see skills for youth employment), and meeting the training needs created by economic stimulus programmes and emerging green jobs.
25 November 2013
This document, jointly prepared by members of the Inter-Agency Working Group (IWG) on Greening Technical and Vocational Education and Training and Skills Development, presents a set of policy recommendations formulated in response to a request from the G20 Development Working Group (DWG) under the Human Resources Development (HRD) pillar.
27 September 2012
12 January 2012
09 November 2011
Teachers and trainers for the future – Technical and vocational education and training in a changing world
30 September 2010
Report for discussion at the Global Dialogue Forum on Vocational Education and Training (29–30 September 2010)
28 May 2010
The ILO is conducting research into the identification of skill needs to help smooth transition to a low-carbon economy. The work is co-funded and jointly managed by the European Commission.
22 October 2009
The ILO is conducting policy-applied research into skill needs for greener economies. The research is based on fifteen country studies worldwide with a primary focus on good practice examples of how national policies for greening economies are complemented by identification of skills needs and efficient skills response strategies. The ILO is partnering with the European Centre for the Development of Vocational Training (CEDEFOP) who is conducting six additional country studies in Europe.
06 May 2010
17 June 2004
Recommendation concerning Human Resources Development: Education, Training and Lifelong Learning
04 February 2002
Explores contemporary trends in human resources development and training. Examines the shift towards economies and societies that increasingly rely on human knowledge and skills in producing goods and services and reviews the new objectives of education and training. Investigates reforms in education and training systems and examines policies and practices that encourage more and better training opportunities for employed and unemployed workers and those with special needs. Looks at international cooperation and donor policies in this area.
The implementation and impact of National Qualifications Frameworks: Report of a study in 16 countries
21 October 2010
15 April 2008
13 June 2008
International Labour Conference, 2008
An introductory guide to national qualifications frameworks : conceptual and practical issues for policy makers
01 January 2007
Provides guidance on how to design and implement National Qualifications Frameworks, an instrument for the development, classification and recognition of skills, knowledge and competencies along a continuum of agreed levels.
18 January 2000
Provides state-of-art materials relating to the management and organization of public vocational education and training (VET) systems and suggests a framework for developing the management competence of senior VET administrators encouraging them to review critically their administrative practices in order to move towards professional excellence. Covers management, organizational structure, target setting, planning, financing, and training administration.
11 June 2002
Explores workplace learning as a means of enhancing both work performance and the quality of working life. Identifies characteristics of high performance work organizations, considers the implementation of high performance work practices and investigates how far these practices are embedded in different countries. Examines ways in which public policy can be used to encourage organizations to make more effective use of the skills of their employees.