manpower planning [ employment planning ]

manpower planning officer

director, health manpower planning

human resources plan | human resources planning | manpower planning | planning of human resources

employment and manpower planning

13. Calls on the Member States to strengthen their national employment policies by creating the right conditions for job creation and labour demand, by including green employment in their National Job Plans, by improving health workforce planning and forecasting to match the demand and supply of health professionals better, while offering them long-term job prospects, and by stimulate the exchange of innovation, supporting an increase in highly qualified ICT labour and promoting digital skills across the workforce;

The key point is that international clients prior to investing, look at six key factors: the first is resources; second is a streamlined permitting approach that is stable and fair; third is support mechanisms that are not always financial in the emerging area — financial is important in this project, but other supports from government are also key elements; the fourth is grid, which others have spoken about, or proactive transmission planning; fifth is supply chain — skilled labour, ports, vessels and manufacturing; sixth, and possibly most important, investors look at the signals from government departments and politicians on supp ...[+++]ort for renewables as well as cross-department consistency on meeting those mandates.

10. Believes that the Commission, the Member States, the industry and the trade unions should act jointly to retain and attract qualified workers, talented high-skilled scientists and managers to the steel sector, as well as young talent through apprenticeship schemes, thus ensuring a dynamic and innovative workforce; recalls the role of regional universities and industrial research institutes, whose excellence does much to create the regional preconditions for a competitive steel industry; urges the Commission and the Member States to implement immediate actions to avoid the loss of expertise and minimise the loss of jobs; calls for the improvement of planning and management of change by promoting training, upgrading skills and supporti ...[+++]ng retraining; is worried about the lack of systematic solutions to the generational change and future skills shortages, and about the loss of know-how and competences, and stresses the need to retain and develop the workforce and the skills vital for the future competitiveness of the sector; urges the Commission to promote, through the Erasmus for All and Erasmus for Entrepreneurs programmes, Sector Skills Alliances which, on the basis of data on skills requirements and their evolution, will be devoted to developing and implementing training programmes and common methods, including work-based learning; calls for steps to be taken to strengthen instruments to assist workers and promote vocational training in order to facilitate and support the redeployment of staff employed in the sector following corporate restructuring;

The Programme will further support better forecasting, planning of needs and training of health professionals, which will contribute to both organisational innovation and inclusive growth.