Governance

Recruitment & Job transitions

Quality of Training  

Quality of Learning

Labour Conditions

 

 

 



  Governance  

 

Sector: Agriculture, seed and plant production
Country: Serbia 

SUPERIOR has developed an apprenticeship program to help young graduates gain knowledge in the field of agriculture, economics, and biology. The program started five years ago, and every year we select 3 to 5 participants who will be trained to become excellent managers in their field of work. In the first years, we gathered applications only from those students who are studying agriculture, but we realised that their lack of knowledge related to sales, product placement, and seed development. For that reason, we decided to broaden the criteria to include students of economics and biology. In that way we managed to further develop our apprenticeship program which now consists of three stages.

Approach & Impact:

Stage I – Students are split into groups according to their academic background (agriculture, economics or biology) and are assigned with basic tasks related to planting, picking, harvesting etc. This stage is very physically exhausting and requires stamina and mental stability, more than some special knowledge. The idea, in general, is making the opportunity to get hands dirty, which is an in most cases the indicator of students' devotion to this particular field of work. Unfortunately, many of them quit during this stage.

Stage II – Students are working closely with mentors in four different parts of the production. This stage aims to prepare them for a managerial position.

Stage III – In the final stage students become managers for a day. They have a task to coordinate a group of five workers, and to make sure they all have assignments for the entire 8-hour shift.

After the entire process finishes, we offer an opportunity of becoming an employee in SUPERIOR for one student who showed the best results during the apprenticeship.

Sector: Metal Manufacturing
Country: Denmark 

At Modulex, social responsibility goes hand in hand with business opportunities. The company engages actively in apprenticeships to meet the requirements of a safe environment. The flexibility that the apprentices provide is of high value to Modulex while the apprentices receive an opportunity to finish their education. It is of high importance to Modulex that they collaborate actively with the Business College and that the apprentice has a fully planned description of his or her apprenticeship approved by both the school and the company. This includes a long list of elements that need to be addressed during the apprenticeship. This is to ensure that the apprentice is gaining the competencies that he or she needs to finish his or her education.

Apprentices have a great impact at Modulex and they are a valuable resource in the company. The flexibility of the apprentices is highly valued by the company and the apprentices are quickly involved in day-to-day operations under the same conditions as everyone else in the company. This creates value for both the apprentice who is included in “real life” challenges and tasks, and for the company that can make use of the apprentices by and large at the same level as any other employee. This also ensures a gradual transition for the company towards replacing the workforce continuously making sure that knowledge and skills are passed on to a younger generation.

Sector: Personnel Recruitment
Country: Latvia

Enjoy Recruitment Latvia is aware of the importance apprenticeships have and the added value apprentices can bring to the company. However, they face a challenge when it comes to recruit the required apprentice’s profiles this is why they use multiple approaches in order to be sure that they are able to find apprentices and that the selection criteria are fair and ensure the quality of the future apprenticeship programme. From advertising the apprentice’s positions in the main recruitment portals, to use social networks and from concluding partnerships with educational institutions that will guarantee a pool of apprentices but especially, that will ensure the full alignment between the academic programme and the practical programme of the apprenticeship.

Sector: Sale of agricultural, forestry and public utility equipment
Country: Latvia 

Silja cooperates and has partnerships with a broad range of organisations from the  Latvian Rural Advisory and Training Centre, Latvia University of Life Sciences and Technologies, agricultural education schools, as well as with the Ministries of Agriculture of Finland and Latvia. The benefits from is active and long-term co-operation are several: be able to identify the best apprentices that in the future could integrate their workforce, ensure the smooth running of the apprenticeship programme and be able to identify the market tendencies for the next few years.

Sector: Manufacturing
Country: Denmark

GardinLis has great focus on engaging with the educational sector in educating today’s youth. GardinLis accentuates the need for skilled labour in designing projects that corporates with different educational institutions including Universities, Business Colleges among others.

A close dialogue with the educational resources is paramount for the company as this helps ensure the quality of the apprenticeships as well as the best experience for the apprentice, in this way the company seeks to both benefit the apprentice in his or her education and development of skills, and at the same time, has access to young new and innovative employees with great qualifications that contribute actively to the company.

The impact of apprenticeships is vital to the company in bringing new ideas to the table, in adding valuable resources to the company, that they could not as easily access. Especially in projects with external funding the cost-efficiency and the innovative approach of apprenticeships makes it worth the while and the impact of having apprenticeships is significant.

Also, the apprentices will achieve hands on experience of what it is like to work in a company adjusted to the educational context in which the apprenticeship is a part of. One of the latest apprentices was as an example involved in a process of funding new more sustainable product solutions for the company emphasizing their CSR and sustainability profile while cutting cost. This adds value to the company.

Sector: Furniture Manufacturing
Country: Latvia

Dižozolsplus has different agreements will educational schools (Technical school of Ogre, Riga State Technical school) which are able to provide them with the necessary apprentices according to the interests of those.

An apprentice at the company can fulfil apprenticeship tasks given by the technical school, and also improve his/her skills, performing other kind of tasks. Each apprentice has his/her own mentor.

At present the company employs 140 employees, and the apprentices work in first shifts.

The company invests its time and resources in order to show the apprentice what his/her actual contribution will be in the chosen profession while they are supported and have an established evaluation system. Dižozolsplus treats the involvement of apprentices as an activity of planting a sapling

Sector: Educational Services
Country: Italy

 Uniser supports companies in developing transnational mobility activities for their apprentices. In 2019 Uniser will support ENEL (energy distribution provider in Italy) in organising a 3 months on-the-job training aboard in France and Spain for 7 apprentices. The mobility activity is composed by different phases:

- a planning phase in which the companies aboard are carefully selected on the profile of the participants;

- a preparatory phase in which the participants are selected and all the practical aspects related to accommodation, transport and food are defined

- an implementation phase in which the participants live their experience abroad and are monitored by Uniser’s tutors.

- A follow-up phase in which the results of the project are disseminated through a dedicated seminar.

Uniser Società Cooperativa Onlus underlines the benefits about engaging in apprenticeships mobility:

- Be able to tackle the next challenges in terms of skills: the mobility experience ensures the acquisition of key competencies and transversal skills, such as speaking a second language, intercultural competences, problem solving, learning to learn, which are all resources that are highly requested by the job market.

- Improving the image of the company: working on apprenticeship mobility can distinguish the company as a leader in the training of human resources and an example for other European companies.

- Networking: offering transnational apprentices in collaboration with other partner companies strengthens relations with suppliers and customers both in Italy and in other European countries.

Sector: Optics
Country: Czech Republic

 

Optika Andel has been rolling out an apprenticeships programme for eleven years. An essential element of the success of their apprenticeship programme is the close collaboration with educational institutions. The benefits from developing partnerships with schools are the insurance that a quality process has been established in order to select the candidates and to formalize jointly the apprenticeship programme content.

Mentoring and tutors is also key to ensure the support of the apprentice on a daily basis, the quality of the work and the satisfaction of the apprentice.

Sector: Hotel, gastronomy, accommodation
Country: Czech Republic

Hotel Duo has an apprenticeship programme which employs around 30-40 apprentices per year in different departments (Kitchen, reception, HR department, sales, accountancy, marketing etc). In order to have a successful apprenticeship programme, they have developed agreements with different school institutions including foreign schools in the framework of the Erasmus + programme.

Mentors play a key role in the success of the apprenticeships therefore there is a HR process to select these mentors and there is an evaluation system in place as well.

   

 

  Recruitment & Job transition

 

 

Sector: Landscaper
Country: France

 

Most of HORIZON JARDIN’s apprentices have been recruited by the company following their training. The company does its best to keep the apprentices once their basic training is done. In the case the apprentice cannot be hired, he or she is supported by the company to find a new job or a training (e.g. by putting him/her in touch with other companies in need of recruitment, by writing him/her a recommendation letter). The company makes everything to unlock the apprentice’s situation and helps him/her to proceed if they are worth it.

This approach, that prioritises the recruitment of former apprentices, allows HORIZON JARDIN to invest in human capital and obtain a return on investment. Indeed, the company estimates that at the beginning of the training, the productivity of an apprentice equals 30% of a classic employee’s one. This rate is increasing all along the training to reach by the end of the contract 80% to 100%.

 

Sector: Public Utility
Country: Latvia

 

At Vejen Forsyning it is important to support and be part of young people’s possibility of education. This includes engineering students, of which Vejen Forsyning has hosted several apprentices as part of the education. Furthermore, Vejen Forsyning strives to help their employees develop and improve their competences. For example, it is possible to complete a full education within process operation and thereby obtaining the possibility of improving their qualifications. Vejen Forsyning has put a lot of energy into ensuring training for both their current and new employees and thereby seeking to provide them with the possibility of learning throughout their life and to secure motivation within the work field. This provides new as well as future employees with more responsibility in a way where they will keep learning, but also become proud of the work they have done. An example of this effort is seen within the company’s work with CSR. This includes Great Place to Work, where the main focus is to provide employees as well as aprentices with opportunities within the company.

After finishing their apprenticeship at Vejen Forsyning, a lot of aprentices have been permanently employed. Hereby, Vejen Forsyning works to retain the value, which the young people have brought to the company. In addition, the company can make sure to create maximal value from the work and training invested in the young people, creating a win-win situation for both sides: the young people who wishes to educate themselves within the technological field and the company who would otherwise risk lacking qualified and skilled workers.

Sector: IT
Country: Latvia

Testdevlab is a Latvian company which international exposure working in the IT sector. It offers apprenticeships every three months.  Transparency of information in recruitment and enabling a job transition are essential aspects of its apprenticeship programme: this is why they advertise their positions setting clearly the length of the contract, salary and tasks while they remain flexible to adapt the tasks to the apprentice’s preferred areas of work. The apprenticeship programme expects apprentices to grow professionally and support them in the transitional phase of acquiring a job, this is why the experience is very practical and there are always a percentage of apprentices that are hired by the company.

Sector: Textile Industry / Clothing
Country: Italy

Monnalisa has signed six apprenticeship contracts in the last five years, one in 2013, one in 2014, two in 2015 and one in 2017,one person in the offices of logistics, two people in the style department, on person at the administration and one person at the marketing services. For four of the five apprentices the contract was activated after an internship experience and for the two remaining ones it was their first work experience.

Four of the six apprentices are currently employees.

Sector: Construction
Country: Denmark

It is essential to Ove Larsen A/S to take responsibility for educating the workforce for the future. They have realized the importance of thinking long term and strategic and to participate in the education of young people, who wants to make and effort. The company accentuates the need to find the right apprentice and has an extensive recruitment process with interviews of applicants to assure that the right apprentice is chosen. Throughout the education Ove Larsen A/S corporates with the VET schools in order to make sure then proper training is offered. Among other things this involves filling out a log-book to document the necessary progress and that the apprentice is able to meet the demands required for completing the education.

This means that the effect of the apprenticeships is high and that Ove Larsen achieves great results when It comes to employer retainment. In total about half of the apprentices ends up working for Ove Larsen A/S at some point after completing their education or after a few years of working somewhere else. As a result of this a lot of the knowledge that is acquired is put to use in the company and Ove Larsen A/S thereby benefits from this and gains a steady source of qualified employees that know the company. At the same time this means that the company take responsibility for young people’s education which benefits society at large.

Sector: Services
Country: Italy

Ingegni promoted through "job Academy" a system to connect the school to the company and train the students to include them in companies with apprenticeship contracts. Students are trained inside the incubator on specific projects with a high rate of innovation, required by companies. The training is provided since the beginning of their apprenticeship contract are not previous internships are required before.

 

Sector: Veterinary
Country: Spain

 

Apprentices at Abros Veterinary hospital achieve two objectives in our company: the first is that they see how the acquired theoretical knowledge can apply them in the real world and see how the work develops normally and the second is that it allows them to face the world of work, supported by a professional who helps them at all times.

It is a great job exchange, because it allows both the company and the trainees to get to know each other and establish contact so that in the future it can trigger a contractual relationship.

On the one hand, all the students that pass through our centre are satisfied with what they have achieved during their apprenticeships and on the other hand, more than 80% of the hiring we do, come from people who have worked with us. Integration is therefore better and faster and the chances that we are wrong to make the recruitment are very scarce.

It is therefore a magnificent opportunity to establish contractual relationships for both parties and for newly trained workers to enter the labour market in optimal conditions.

 

Sector: Professional services
Country: Spain

Salutic has been collaborating with the Dual Training initiative for two years and we are pleased to have incorporated one of the apprentices who has completed the training cycle this year.

Combining both work and learning, the apprentices acquire experience according to the needs of the company. This combination is beneficial for both the apprentice and the company, while also significantly increasing the chances of the apprentice being incorporated into the company once the training cycle has ended. To summarise, the training of an apprentice is a good practice that makes it easier for the company to install work habits in order to transform the apprentice into a qualified and motivate employee.

 

Sector: Professional services
Country: Spain

Matas Ramis is a company with 30 employees, dedicated to air conditioning and electrical installation, which through the Bertelsmann Foundation decided to incorporate a young apprentice. The company first became aware dual FP through the foundation and, subsequently, they decided to sign up.

In total, the young apprentice does 40 hours a week: 26 of them in the company and receives a remuneration of 450 € gross per month.

Given that this is their first year and that the company is a small business, they value the initiative in a very positive way; firstly, due to the incorporation of such a young apprentice, secondly, this will allow the company access to the latest generation of program, which were not previously used.

The FP Dual Alliance (Dual VET ) project was the motivating factor which led to the company signing up to the programme. Had it not been for this initiative, the company would not have taken the necessary steps due to the bureaucracy and paperwork that are usually required. The program, therefore, functions as an intermediary in regard to legal aspects and with the educational centre.

 

Sector: Consultancy & software development
Country: Spain

In Pasiona, we believe that the connection between the company and the Professional Training programme is basic and essential to ensure the best training. We recognized the need to have highly specialized technicians as well as very specific skills and abilities, and we believe that the best way to achieve this is to train them within the company. Therefore, we think the perfect way to achieve this is the Dual Professional Training. The result has been so positive that we are continuing with the Project continually improving it for new recruits. We offer them the possibility to train with great professionals and to participate in big international projects.

The students who are signed up for the Dual Professional Training in Pasiona are given a personal tutor and, in fact, the evolution and improvement of the students is significant. They also work with the latest and innovative technology, which positions them in the labour market.

Another of our project values focuses on the involvement of third parties in the process. For example, some of our students have been working on a Dual Training project for Travelport, an important company.

The quality of the Pasiona dual training project is based on a participatory method, with great involvement on the part of the students of the program with an important international and transnational character.

100% of students belonging to the Dual Professional Training programme have been offered positions within the company. There are high levels of engagement, satisfaction and great results in our teams. We have been able to cooperate in the educational development of the students in a technological environment. We have always believed in this model as the best method for this specialization and for recruiting new employees. Not only has our past experience demonstrated this, but it can also be reaffirmed based on the high level of training, and the rate at which our recruits progress on a daily basis.

Sector: Work placement
Country: France

HUMANDO is an agency of temporary work placement, specialized in the professional inclusion of low skilled/ unskilled workers. It partners of the PEMS project (Permis Emploi Mobilité Sport). PEMS aims at supporting young people from disadvantaged city areas to find an apprenticeship contract. Young people are receiving a support in the definition of their professional pathway and objectives, get to pass their driven license, and spend one week in the army. At the end of the program, they have an period of immersion within a partner company that can decide to recruit them as an apprentice.

Humando took part to the project and welcomed to young people, that have been then recruited as apprentices.

   

 

  Quality of Training

Sector: gastronomy, service, hotels, accommodation
Country: Czech Republic

The apprentices in Chateau Mcely have a great opportunity to learn all the skills from the basic ones up to the difficult attendance of guests during lunch and dinner. We are trying to educate the apprentices in the ethical sphere too. Our young people have an overview and knowledge of the basic ethical conduct. Therefore, the first days of practice are focused on the ethical conduct, approach to a client and care for a client. We want our apprentices to pass the entire group of activities, which our qualified employee should know and manage.

Approach & Impact:

If an apprentice proves to be competent, a long-term cooperation is offered to him/her. That is how we prepare our future qualified employees who know the environment and clients of Chateau Mcely well.

We select our apprentices from schools we have been cooperating with for a long time. The practices in our hotel are very difficult therefore the selection of apprentices is very important. We prefer mainly those who are interested in their study field and want to improve themselves.

We offer a basic benefits package, various trainings, and an opportunity to take part in the best apprentice competition. A mentor is available to our employees and apprentices, solving also labour relations. Working with apprentices is very demanding, but the results are often very pleasing and enriching through supporting young people as well as gaining new qualified manpower.

 

Sector: Building -Electric
Country: Denmark

Jansson El, which is and old company, rich in traditions, is very concerned with their responsibility especially to the local community. The company therefore prioritize highly to take their share of apprenticeships and in education the next generation of young people within the electric trade. Across the whole organization around 35-37 apprenticeships at a time and the number is quite stable.

This is because they know how much it means to be able to support the education when you are as old a company as Jansson El is.

At Jansson El they emphasize greatly the selection of the right candidates. Young people who a willing and capable to learn and develop. They focus on the human and the values that they bring.

At the same time, the quality of the apprenticeships must be ensured, and this is a high priority for Jansson El. The apprentices receive a permanent master who has all contact with them, and the establish a plan for the apprenticeship so to make sure the apprentice gets around and is trained in different aspects of the business and different tasks, so that the educations covers as many aspects as possible.

The impact of Jansson El is considerable just in Vejle we have 14-15 apprenticeships. Jansson El is visible in the local community and is highly regarded amongst the students at the nearby VET School. Jansson El themselves believes that it is important to take ones share of the responsibility since that they know that otherwise it will be difficult to get qualified workforce in the future.

Sector: Agriculture
Country: Latvia

Vilciņi-1 was founded in Zaļenieki in 1992. Vilciņi1 farm specialises in the cultivation of cultures that are suitable for the climate of Zemgale region, as well as in the provision of equipment and transportation services and maintenance services.

Vilciņi1 farm is member of the cooperative society LATRAPS and Farmers Parliament. The farm cooperates with Latvia University of Agriculture, Zaļenieki Secondary School of Commerce and Crafts and the Latvian Young Farmers Club, organises seminars and conferences - educates studying youth, farmers and other interested parties, as well as hires students, who are ready to use the theoretical knowledge acquired during studies for practical work.

The role of supervisors is very relevant to ensure the quality and success of their apprenticeships programme therefore they have two supervisors, one appointed by the company and the second one by the school, that work closely together. The theoretical study of subjects as Agronomy and Basics of tractor units is followed by practical work in the farm.

Sector: Construction
Country: Denmark

It is a clear focus area for Ove Jensen A/S to offer apprenticeships. It is beneficial not only for the young people who wants to get a practical education but also for the company. The prerequisite for offering a quality educational course is for Ove Jensen A/S among other things to make sure, that they have a sound and close relationship with the VET School, unions and the local community. Especially the collaboration with the VET provider ensures and the supporting conditions that this provides, e.g. books with detailed plan for the improvement of the apprentices and the content of the entire course, is what makes a successful and apprenticeship with meets the requirements. The book makes possible to track the apprentices development and helps them identify gaps and to make sure they learn what is required and what is needed, both in relation to the schools requirements and the skills needed in the company.

At the same time at Ove Jensen A/S, they experience great value in having apprenticeships. When the apprentices return from school that bring new knowledge and skills with them, to add to the company which then in return benefit from this and keeps their methods up to date. At the same time, it is important for the company to participate in the local community since this is where the jobs come from, and therefore local engagement and visibility is important to make sure you stay in business and at the same time, take your share of the responsibility.

Sector: Printing Industry
Country: Latvia

Jelgavas tipografija considers that engaging in apprenticeships is challenging for companies as special measures in the organizational structure are needed as well as appointing responsible persons and developing individual learning plans. These measures are essential in order to ensure a successful apprenticeship experience and should be done by involving the apprentice and the technical school. These challenges strengthen the company in the longer run as apprenticeships creates learning opportunities platform for both sides, where with positive and mutually beneficial outcome the apprentice could become as employee, and even better a future employer.

Sector: Pharmaceuticals
Country: Latvia

AbbVie is offering aapprenticeships for young people during the summer months or matching timing to their study curriculum in finance and accounting and Human Resources departments. Apprentices have the opportunity to be involved in a wide variety of tasks within the organisation, but they are also actively involved in the running of the organisation and seeing how the business works.

AbbVie development approach is based in 70:20:10 philosophy – learning happens via 70% on –the-job experiences (projects, stretchy tasks, rotations etc.), 20% via developing relationships (mentoring, networking, professional associations, coaches) and only 10% via formal education (training, courses, reading books, webinars etc.). The same approach is used for the apprentices, therefore there is a huge emphasis on the practical experience of the apprenticeships while the networking part is also incentivised.

Sector: Wood manufacturing
Country: Greece

 

Nouve line has been working with apprenticeships for the last 3 years and they decided to start using apprenticeships after being informed from another entrepreneur. The company followed the typical procedure, the national apprenticeship scheme, applied and worked with the local VET school of Piraeus. They started with low expectations but the cooperation with the EPAS (VET) school of Piraeus and the teachers was very good and the level of the apprentices was high.

They help apprentices by providing them the opportunity to work in real time circumstances, from production to sales. Each apprentice has a mentor in the company, which is a skilled and experienced furniture and wood worker or the manager himself. The mentor, who is also responsible to help him/her to learn how the products made and be ready for sale, closely monitors the apprentice every day. They provide extra income to the apprentice apart from what the law says which sum up very close to a minimum salary for unskilled worker.

Nouve line engagement in apprenticeships have an impact on the company and the apprentices. The apprentices gain experience in a real time working environment, knowledge about wood carpentry and gain skills related to their vocational training. The company provides knowledge in a skilled environment and give the opportunity to apprentices to be part in the company as employees in the future. If not they provide recommendation letters and they help them find their way in the job market.

The SME benefits in several ways: they have low cost apprentices related to their work and they have the opportunity to work, train and develop the future staff of their company.

 

Sector: Design and media
Country: Spain

We always try that the apprentices that work with us get integrated in our workforce as if they were full-time employees with a permanent contract. We try to empower them from the very first moment and give them the appropriate tools so they can experience how our day-to-day business and processes are handled. But of course, they have an experienced colleague as a reference in order to support and guide them.

We have had six apprentices in the last two years. Two of them have been hired at the end of the apprenticeship period. We were not able to include the other four as permanent staff but they have expressed their gratitude and have pointed out that the knowledge they have acquired during the apprenticeships was very valuable for their professional future.

 

Sector: Gastronomy
Country: Czech Republic

 

Gastro Šubrt works in the gastronomy and restauration sector. Apprentices have been always a key pillar of the company, employing apprentices since the establishment of the company. With about 50 apprentices per year specialized primarily in the organisation of caterings, for most of the apprentices this is the first experience in a work environment therefore the apprenticeship programme focuses firstly on the basics competences needed at the work place followed by an in depth learning and practice experience in the specificities required by this type of job.

 

Sector: Production
Country: Poland

Dremus has been getting involved in apprenticeships for few years now. Young people gain experience and practical skills while a company has a possibility of acquiring and educating future employees. The offer is directed to students from technical universities as well as students from technical schools and people who are interested in changing their professional qualifications.

Apprenticeships are organised in cooperation with County Labour Offices. It cooperates also with Regional Enterprise Europe Network (coordinated by Foundation for Promotion of Entrepreneurship in Łódź regarding engaging in apprenticeships with European students.

In March of 2018, 3 apprentices were welcomed for a two week long apprenticeship programme in the company, which resulted in being an important experience for the students and all of the employees.Apprentices were offered practical skills and knowledge regarding wood and production revolving around it. Apprentices got to familiarize themselves with a modern machinery park composed from, among others, CNC machines, machine tools and modern saws. They mastered their skills while doing manual jobs like wood cosmetics, manual filling and grinding, as well as works demanding designing skills and constructing projects in modern machine tools centres.

Experience exchange, also international experience exchange, was very valuable for both, the company and apprentices.

 

Sector: Electro, Project
Country: Czech Republic

 

We have a well-known reputation in our region which constitutes a great advantage as young people who are interested in electro industry are asking us directly about apprenticeships opportunities.

At the beginning of the apprenticeship, apprentices are introduced to work safety. Our employees are dedicated to our apprentices, they give constant feedback on the workplace. Active communication with apprentices remains essential. If they make a mistake, we want them to be aware of it and to be able to recognize and correct it. Apprentices are part of our family company and we want them to feel good. They are therefore also invited to team building activities.

Our apprentices who practiced in our company were mostly satisfied and significantly improved their knowledge and skills. Some of them managed to a get a permanent job with us. This is, the greatest benefit that our company gains from apprenticeship, they become not only our future workforce and assistance but also our friends . Some apprentices have moved further to other companies or large companies.

 

Sector: Industry, Packing service

Country: France

 

 

DECOMATIC believes that the industrial sector has very much to offer in terms of carrier to young people. That is why they visit secondary schools to present their jobs opportunities and apprenticeships programmes.

Once the apprentice enters the company, he is fully integrated, by the help of its tutor. They form a duo until the apprentice is independent enough to work alone. Security issues are very important in the industrial sector, that is why managers are very committed to transfer rules to apprentices.

Every employee can become a tutor but must then follow a training given by the Chamber of Commerce and Industry.

 

Sector: Building

Country: France

The company VSP SCOP Val de Marne is working closely with various actors regarding apprenticeship, in order to organize the content and the structure of the training according to the needs of the apprentice and the needs of the company recruiting him or her.

With this in mind, the apprentice is given a job description before starting his contract with the company. The description explains in detail his tasks, and also gives him a list of skills and qualities he is expected to gain during his experience.

Hence there is a real process of training with objectives to reach, both in terms of missions and skills.

The progresses made by the apprentice are assessed in the course of the experience through an annual assessment point with his tutor. By following the apprentice during his whole work experience, VSP SCOP Val de Marne enables the company to invest in human capital and to get a return on investment at the end.

The company estimates that the productivity of an apprentice is around 30% higher than a “regular” employee at the beginning of the contract. This productivity increases during the training, to reach an average of 80 to 100% at the end.

 

  Quality of Learning

 

Sector: Consulting
Country: Italy

 

The use of apprenticeship contract in SCS is fully integrated with the HR strategy.

Apprentices are employed by the company in order to get a senior consultant role at the end of the three-year contract. The apprentices receive almost 40/60h of training per year and are fully involved in a project work, training on the job and company workshops on specific subjects.

Approach & Impact:

The development plan of competencies consists of two parts, one is a top-down training programfocused on apprentices, and the other part is related to the performance evaluation process.

Every person receives a formalised feedback on the specific project contribution given and in the areas of strength and development considering SCS competency model.

Based on the dialogue of the feedback and evaluation every person is given an access to a specific training or exposure to projects/contents relevant to develop the competency gaps.

At least 90% of the apprentices are confirmed with a long-term contract. The high level of conversion has generated a positive climate internally. The employees are motivated and confident that the company invests in competence development and that employees can benefit from training opportunities in order to develop their career and hold a superior position in a few years. The circular feedback process is an opportunity to improve training programs to better customise the offer towards the needs expressed.

The evaluation of training programs is very satisfying, at the moment on a scale from 1 to 5, the training satisfaction is 4.5. The positive experience of employees during the first years in the company creates a climate of trust on future development and training opportunities. 

Sector: Transport
Country: Poland

In 2016 ABC-Czepczyński started sharing its support and experience with students from classes focusing on educating “shipping technicians” at Technical Vocational Complex at Międzychód. In 2017 a letter of intent between school and company was signed. Since then the company has become a patron of two classes. To support teachers and improve quality of learning, company’s experts hold workshops and give lectures. Moreover, students visit ABC-Czepczyński headquarters to participate in practical classes. The company sponsored equipment for the shipping class.

In 2018 company hosted 10 apprentices (including one person with disabilities) and 1 intern. Apprenticeship programme was based on project targets, which ensured that the students acquired knowledge essential for working in logistics and shipping throughout the whole course of their education. Every student was assigned a leader, who was their supervisor. Students learned about job specifics in various departments, i.e. administration, accounting, controlling, marketing and CSR. Students were responsible for calling local and foreign partners and clients, they practiced their language skills, worked on writing messages and worked in special TMS system among others.

ABC-CZepczyński’s involvement in school’s educational activities has enriched them with practical aspect of learning. Teachers obtained real support from experts. Students were able to test their theoretical knowledge in practice.

In 2015, before the company became school’s partner, there were 9 candidates for the class educating shipping technicians. After our joint activities and sharing information about possibilities of apprenticeships and potential employment, the number rose to 25 in 2016. According to this year’s predictions the class is going to continue being popular.

The company was highly evaluated by apprentices and school representatives for its professionalism and subjective approach towards apprentices, and for focusing on real, conscious and holistic method of practical training.

 

Sector: Wood Furnitures
Country: Italy

The company uses two forms of apprenticeship: First and second level.The first level apprenticeship has been used since last year in collaboration with Enaip for the training on the job of students who are attending a course for obtaining the qualification of Wood Operator or a vocational diploma for wood operator.

Professional apprenticeship has been used for many years to train newly graduated people using medium / high technology numerical control machines or plants.Currently there are 2 first level and 3 second level apprentices.

The first level apprenticeships enabled the student to gain professional qualifications and enabled the company to train and meet people who could then continue their professional career within the company.

The professional apprenticeships enabled the Porro’s company to train and then hire specialized personnel for conducting CNC industrial plants.

Sector: Printing
Country: Denmark

KLS Pureprint weighs sustainability heavily in all that they do. This includes the social aspect of CSR. As a small company, they take their responsibility by having both a printer and a graphical apprenticeship. To ensure the quality they only take one apprentice at a time, who is paired with a permanent journeyman, who will ensure, that there is continuity in the whole of the apprenticeship. This is also to ensure the development of the apprentice, not only regarding professional skills, but also social skills and personal development. Therefore, the journeyman is specially chosen and the basis of his or her personal values, which is passed on to the apprentice.

Often the apprentice is hired in KLS afterwards, and this saves the company time and trouble, because the apprentice knows the company and the values, that the operate with. In this way KLS is aware of the value for both them and for society in educating new apprentices. This is also because there is great focus on the interpendence of the apprentice, so that he or she is able to contribute to value already within the period of the apprenticeship and when finished does not need to start all over in getting to know the company.

Sector: Fashion Design
Country: Latvia

Alexander Pavlov is aware of the importance of providing apprenticeship for the company's reputation as well as a quality indicator.

Quality of learning is an area of importance in Alexander Pavlov for this is very importance to work closely with school institutions in order to follow their learning programmes in order to provided with an added value to the apprentice. This added value are the practical skills that the apprentice will acquire regarding the different subjects he/she has already studied (design, item constructing, drawing, sketch making or sewing).  In order to success, communication is needed for all parts: from company side, from the schools and between apprentices and apprentices’ tutors

Sector: Printing
Country: Denmark

Apprenticeships is an integral part of the way that they do business at HL Repro. To them, it is as natural as anything, that they need to take their responsibility towards the education of young people. They work with clear demands for the apprenticeships and what they need to learn during their education. This is among other things established in close collaboration with the educational institutions that they collaborate with. This is to make sure they cover all the aspects that is required in their education. This is also for the sake of the company so that they have a tool for ensuring a good framework for the apprenticeships. This is of great use in the local departments, where they have direct contact with the apprenticeships.

At HL Repro they believe that it is good business to take a social responsibility. Through apprenticeships they add new value to the company by bringing new skills and knowledge to the company and thereby keeping the others and the company up-to-date, adding new perspective and the newest methods. At the same time, a lot of apprenticeships stay at the company after finishing the education and that adds value, when they know the knowledge will benefit the company in the long run. There is around 23 jubilarian who has been there for 25 years, so employee retainment is high at HL Repro and the skills that the pass on often benefits the company for many years forward.

Sector: Catering
Country: Denmark

At BC Catering the quality of learning is very important. In order for the apprenticeships to learn what is needed, BC Catering believes firmly in the need for learning by doing, and always with someone with qualifications nearby in on-the-job training. This is crucial in assuring a good learning environment. Of course this also entails close collaboration with the nearby VET School IBC Kolding regarding the structure of the apprenticeships and the training, especially when it comes to job rotation internally, where one person is assigned to the apprentice so as to ensure both continuity and variation in the manner that best suits the training and ensures the highest possible outcome and quality of learning.

Sector: Car repair and assistance
Country: Italy

Affini service srl is a motor vehicle repair shop based in Mantona. In particular, the company deals with cars and trucks repairs.

Giving much importance to innovation and skills enhancement, the company gives particular attention to hiring young people that have just finished the school experience. Affini service srl gives strong attention to trainings for young employees, and considers apprenticeships an important tool to facilitate the school – work transition.

In particular, Affini Service activated two apprenticeships for professional qualification in 2016-2017

The main results are:

  • the two apprentices got the professional qualification of motor vehicle repairers, receiving, among other things, excellent final evaluation judgments
  • the two apprentices, gained the qualification, have been hired by the company
  • the exchange of good practices related to training processes between the company and the VET provider has allowed a virtuous collaboration that produced - as a further effect - the strengthening of the relationship between the two parties

The company intends to invest again in the training of young people for the year 2017-2018 because it felt the experience was very satisfactory.

The company and one of the two apprentices have already witnessed support for the knowledge and dissemination of apprenticeship for qualification in several public events.

Sector: Food, patisserie
Country: Greece

 

Troufa home has been working with apprenticeships for the last 2 years, having trained at least 4 apprentices. They decided to start using apprenticeships as the manager and founder was an apprentice herself before, so she knew the scheme from the inside.

The company followed the typical procedure, the national apprenticeship scheme, applied and worked with the local VET school of Ag. Anargiroi. Their experience with them was very smooth and with high quality. They supplied high quality apprentices to the company.

They help apprentices by providing them the opportunity to work in a real time circumstances, from production to sales and they provided the opportunity to hire them if the cooperation is fruitful by both sides.

Troufa home’s engagement in apprenticeship had impact on the company and the apprentices themselves. The apprentices gain experience, knowledge, and they had the opportunity to train in a working environment and gain new skills in practice and as a new company had skilled apprentices in real time conditions.

 

Sector: Production
Country: Poland

Przedsiębiorstwo Innowacyjno-Wdrożeniowe WIFAMA - PREXER is a company with a long tradition, founded in 1926. It hires best experts who are responsible for providing products’ innovation and quality. Apprenticeships play an important role in educating specialists. That is why the company cooperates with technical schools by engaging in practical learning. It collaborates with Lodz university of Technology. It offers work experience during summer holidays and weekends to students who are over 18. Moreover, it cooperates with Regional Enterprise Europe Network (coordinated by Foundation for Promotion of Entrepreneurship in Łódź) on organizing international apprenticeships, internships and study visits. The company welcomes also international apprentices, who participate in all steps production cycle, which gives them knowledge on responsibilities of the research and implementation team, technological process and machine park. The company supports mobility, including international mobility, of young talents.

The added value for the company, its employers and apprentices, coming from international cooperation, is gaining an international experience on production technics and methods. Cooperation enables knowledge exchange, learning new skills which results in rising employers’ qualifications, communication skills among others. Apprentices can use their theoretical knowledge in practice and learn how to operate modern machinery. They get to know work environment which gives them an idea of the possibilities of development within their occupation.

 

Sector: Strategic consultancy
Country: Spain

In Kernel we have developed a new methodology to work, combining consulting, neuroscience and latest biometric technologies. We are an innovative company and therefore there are no profiles in the market with the experience and skills we need. So, we are engaged in a continuous process of training for new joiners.

We signed a collaboration agreement to make the project of "internationalization of the company" under the framework of the end-of-career study made by the students of the ESADE Business school Master's. The project consisted in the elaboration of the "Internationalization Business Plan" under the tutorial of the university on a methodological basis. The company has given them from guidelines about our own experience to a full support on solutions, company business model and strategy in order to define the Action Plan.

The study ends with the presentation of an Action plan to be carried out among a year, where the students will be enrolled in an apprenticeship format to execute the action plan.

The impact of the study is being positive for the entire company and the students have had the opportunity to put into practice the knowledge acquired in the master's degree and compare it with the reality of the company. Having the opportunity to put the plan in motion to achieve results, has allowed them to verify & learn that in company’ world, implementation is much more difficult and important than the definition of the strategy & objectives to achieve results. So they are getting experience and "learning by doing".

 

Sector: Hotel, restaurant
Country: Czech Republic

The Grand Mark Prague hotel employed  5 apprentices in 2018 working in the kitchen and 4 others specialized in patisserie. The apprenticeship programme focuses in the basic learning of cooking: from safety and hygiene standards to elaborate sophisticated dishes. Regular and fluid communication. Feeback and evaluation are essential to ensure the quality of the work and the apprentice’s experience.

Benefits are mutual both for the hotel and for the apprentices: the company gets inspiration from the youth while they find new trained staff, at the same time the apprenticeships are able to develop their skills and get hands on experience.

Sector: Consultancy
Country: Spain

CTAIMA has been involved in a project related to the recruitment of young technicians of Labour Risk Prevention (LRP), by coordinating business activities in the Higher Degree of Labour Risk Prevention together with IES Pere Martell of Tarragona. In this case, the company itself produces the contents and delivers the training in the academic centre.

As a consequence of this project, there are now more qualified personnel, as well as, responding to a work need not covered until now. This project also promotes labour recruitment and helps to improve job security in Spain. This project expects to train 175 students of the Higher Technical Degree in LRP, of which 50 are expected to work at the offices of the consultancy to carry out their work experience there.

CTAIMA has more than 400 clients in the national territory, covering all types of activity, especially the industrial sector. From these clients they receive the demand for expert profiles and those specialized in LRP and specifically experts in the Coordination of Business Activities. This demand could cover by the students trained and qualified having carried out the work experience by CTAIMA.

Sector: Services
Country: Poland

Foto u Jarka has a proper educational base (traditional dark-room, photo equipment, studio), which is constantly being adapted to educational programme’s needs. Educational activities prevailing in company’s actions are mostly focused on passing the knowledge to apprentices and students. Until now, the company has been involved in teaching tens of apprentices and 12 students. Every year the studio participates actively in Entrepreneurship Day organized in high schools. On this day young talents visit the company to see how photographers work looks like.

Vocational training is conducted in accordance to the plan established by educational institutions. During apprenticeships questions connected to both, practical and theoretical issues, are risen. At the studio apprentices learn about history of photography, they work in a dark-room, they familiarize themselves with newest image processing techniques. They also visit photography exhibits. Apprenticeships and employees form together one mechanism. Employees commit to fulfil educational programmes requirements and work towards training photographs and graphics. Thanks to developed scenarios and schemes, young talents’ training stages make everyday tasks easier. Apprentices also have to solve practical problems which are then discussed and evaluated.

Apprentices under employees’ eye learn how to work at a studio, work with models and organize outdoor sessions while learning how to use specialist equipment (advance photography equipment, photolab, specialist graphic programmes and others).

Sector: Industrial
Country: Spain

 

Lainoztatu 4X4 is a project which expects to carry out an initiative about dual training, collaborative learning based on challenges, the interdisciplinarity and the direct participation of the company's technicians in the training process (CIFP Miguel Altuna).

The specific module is the design in Mechanical Manufacturing, Production Programming in Mechanical Manufacturing and Administration and Finance.

Thanks to the dual training project, Goizper has been able to recruit young people with specific training. This produce an important value to both, the company and the apprentices, in a way that the apprentices acquire an important formation at the same time as they continue their formation, which gives them a great professional formation. For the company, there has been also an important improvement, through the incorporation of the apprentices because this is an important key to create an internal motivation.

 

Sector: Chemical and Pharmaceutical Industry
Country: Spain

 

Juste Group, is a Spanish equity group with more than 95 years of experience in research, development, and distribution of proprietary medicines and active pharmaceutical ingredients.

Their activity and industrial production are aimed to improve the quality of life of patients working in collaboration with pharmaceutical companies and health professionals.

An important objective included in Juste Group’s Corporate Social Responsibility Programs is the integration in the workforce of newly graduates, completing their training and supporting them in their learning. Therefore, we have a paid scholarship program that expands knowledge and equips students with the necessary professional skills.

Depending on the duration of the scholarship (from 6 to 9 months), we designed a tailor made plan so that the students collaborate in several departments performing different tasks, under the supervision and guidance of a tutor. Their tutor in the company works as a mentor who keeps track of their learning, guides them in their professional steps and helps them develop the technical, professional and personal skills to accompany them in their growth.

Since their incorporation, on the first day, they participate in the welcome program, from HR they perform an initial session (as if they were experienced employees) so that they know the way of proceeding before such situations, main procedures, norms to follow, Corporate information, ... after which from the area of safety and health welcome them for their initial training in occupational safety. After this first stage, the tutor / mentor continues explaining what they will do in the following months, in which departments they will work and what tasks they will perform.

This altruistic goal of incorporating students to integrate them into the world of work has been very enriching, since we are a company without rotation where people remain throughout their working life and students have brought new illusions, other motivations and new ways of doing things, so the experience has been very satisfactory.

 

 

Sector: Building / water treatment


Country: France

 

CANATEC recruits apprentices from disadvantaged areas of the city. These young have been previously trained by Face Pays Catalan to improve their soft skills.

CANATEC ensures technical learnings through a very ambitious training program. Indeed, skills required in this company are very diverse and no adapted diplomas are offered by vet providers. Thus, CANATEC recruits mostly young preparing a plumbing diploma and set up a tailor program for them to gain other technical competences, like the one linked to the building sector. Apprentices can then choose their specialty within the company, based on their abilities and interests.

Apprentices recruited by CANATEC and supported by FACE Pays Catalan are deeply motivated et are fully committed in their training process. They behave positively and show a true desire to learn and prove their talents. On average, the company recruits 40 % of apprentices trained.

  

 

  Labour Conditions

 

Sector: Energy solutions
Country: Estonia

 

We have apprentices in many fields – engineers, people in the office drawing up plans, law department etc. Apprentices always have a specific thing to do, and we always pay them to be fair. We give a tour and an overview of the company before settling an apprentice to a line of job.

Most of our project managers have once started as apprentices. We started to co-operate with an industrial school to consult with schooling workers. We also let university students come and inspect our work, and we used to give lectures in Tallinn Technical University as well. It has been important to find a partner with whom to develop the field. As a result, we are known and appreciated employer.

Sector: District Heating
Country: Denmark

Through a close collaboration between the company and the local schools of marine engineering Fjernvarme Horsens ensures, that the young apprentices fulfil the requirements of their education. This includes among other things being parred with one overall supervisor and ensuring proper working conditions by offering the apprentices apprenticeships salary as determined in the Danish collective agreements.

Both the apprentices and the company benefit from this. The apprentices will get concrete experience and hands on work, and District Heating Horsens can minimize future challenges in getting qualified labour. At the same time, they ensure good relations in the local community, ensuring a good license to operate, and develops the community of Horsens as an attractive city to live and work in.

Sector: Innovative Technologies
Country: Latvia

Capacity for work and innovation. This is what the company expects from its apprentices. They should be able to feel and see the company as one organism and try to find their place there. Apprentice recruitment requires additional resources - employees, and for some companies it can even be associated with financial risk; however, Greynut believes that the recruitment of apprentices will give the company a higher return in the long run. In our opinion, in order for an apprentice to find his/her place in the company, it is necessary to start the training process with simple works, possibly even mechanical ones. The company must take on the role of a mentor and look at an apprentice as a growing organism, which when guided in the right direction, will contribute to the company.

Undoubtedly, every apprentice has an impact on the company, and the company has an impact on our apprentices. The main goal for both parties involved is to understand that apprenticeship is a two-way movement. Everyone will get just as much as he/she has given. It is therefore important to talk over the rules of apprenticeship in detail so that both sides could avoid any potential misunderstandings or mistakes. We are aware that employment relations with apprentices may end sooner, and it is possible that apprentices will not continue working with the company after the end of apprenticeship. However, we believe that the company's contribution to the future of apprentices is the most important thing. Therefore, the place for the first apprenticeship should be selected with a high sense of responsibility.

Sector: Processed food
Country: Spain

 

Pago de Carraovejas has signed a collaboration agreement with Escuela Alcazarén to develop Dual Training projects for Senior Technicians in Kitchen Management. The student selected for the project will receive a nine-month training course in which he/she will combine their studies with the day-to-day cooking of the Ambivium Restaurant.

During this period, the student will be able to strengthen the different competences necessary for working in the Kitchen Department, such as improving the efficiency of the production process other important aspects such as management. The student will receive supervision from the project tutor, both in the Ambivium Restaurant and in the educational centre, and he will receive a grant of € 800 per month, with the possibility of a fulltime employment opportunity at the end in the training period.

The company wants to promote excellence in the training of professionals who are preparing to become future Head Chefs. Dual training improves the development of professional skills inside the company, in a real job environment and promotes a stable position with good working conditions.

This project is perfectly aligned with the challenges of Europe in terms of Professional Training and the employability of young people. Since its recent incorporation in the Community of Castilla and Leon, Dual Training has been consolidated as an excellent collaboration tool between companies and educational centres to carry out training adapted to the needs of the labour market and the real demands of the workplace.

 

Sector: IT
Country: Poland

Career StartUp is an original Cognifide programme created in 2016. Its foundation is based in 3 month long paid apprenticeships for students from July to September. It’s a good opportunity for them to face their first professional challenge and familiarise themselves with reality of business projects. It’s a starting point for further cooperation.

Every young talent works under the eye of a dedicated mentor-expert in the field. The process starts with the implementation program (Induction): for two weeks students have the opportunity of familiarizing themselves with tools, technology and company’s culture. The next step is pilot program, introduced inside the company in accordance to business reality. After this preparation, young people are ready to work on a commercial project. After apprenticeship ends, students are offered a position at Cognifide with a possibility of combining their job and studies at university.

Young talents are free to use many of the office perks. They can easily access a technical library and mentors’ experience, they participate in internal trainings. They can also use common social room with table football, table tennis, board games, gym equipment, fresh fruit and vegetables.

After two editions of this programme 36 new employees joined the company. In 2018, 37 people started the programme.

Other benefits are:

  • Applicants better match company’s needs
  • Recruitment process and new employee’s development process have been shortened and made more efficient
  • Young talents are provided with a good start in IT with minimized stress factor
  • Support for local technology and education-oriented communities

 

 

 

 

 

About #eutalent

EU Talent – Business in Europe Hosting Apprenticeships for Youth is a two year project helping SMEs to better engage in apprenticeships. Run in 12 countries by CSR Europe and its national partners the project provides direct support to SMEs in form of support structures.

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