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Example eWork goal: Empowering the individual

Create a market-effective eWorkforce in the region by developing appropriate skills and competencies as well as encouraging both employer-centred and employee-centred workplace flexibility.

A checklist for developing a strategy to achieve this goal might look something like this:

• Upgrade skills, qualifications and competencies in relation to market need (a skills register/pool can be very useful). The skills and competencies needed in the knowledge economy are very different from those traditionally used in the workplace. They are changing from fixed, life-long skills directed purely at mechanical and technical tasks, to include flexible, changing skills with a strong component of interpersonal and self-organising abilities. (See also eWork skills and knowledge management.)

• Carry out an audit of language skills in the region. These are increasingly important in a global economy. Work with local employers and training providers to see how they can be developed further. Ethnic minority communities can make a valuable contribution to increasing the linguistic diversity on offer.

• Examine both in-company and institutional arrangements for upgrading skills and competencies through education, training and on-the-job experience. Specific training should be undertaken related directly to client/market needs, as well as to upgrade both generalist and specialist ICT skills, for example through the European Computer Driving Licence.

• Increase the flexibility and adaptability of the workforce by encouraging both employer-centred and employee-centred workplace flexibility. (See also work processes and work organisation.)

• Consider how to change individual attitudes and awareness through courses designed to increase empowerment through the realistic devolution of tasks, responsibilities and decision-making power down to the individuals and teams actually carrying out the work. The reward system (in terms of pecuniary benefits, working conditions, appropriate security and career support) should also reflect and support the increase in flexibility.

See also organisational and workforce factors.

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