With the Development of People – We Prosper Collection of Programmes, Projects, Experience and Ideas Slovenian Human Resources Development and Scholarship Fund REPUBLIC OF SLOVENIA MINISTRY OF LABOUR, FAMILY SOCIAL AFFAIRS AND EQUAL OPPORTUNITIES The articles contained herein are the original work of authors. The views expressed here in are the views of the individual authors and do not reflect the views of the Slovenian Human Resources Development and Scholarship Fund. The publication has been partly financed by the European Union, namely the European Social Fund, in the scope of the Operational Programme of Human Resources Development for the Period 2007-2013: »Strengthening the Slovenian Human Resources and Scholarship Fund to improve its professional- development function and the quality of its services«, 5th priority axis »Institutional and administrative capacity«, and main type of activity 5.2 »Reform of the institutions in the labour market«, and the Ministry of Labour, Family, Social Affairs and Equal Opportunities. REPUBLIC OF SLOVENIA MINISTRY OF LABOUR, FAMILY SOCIAL AFFAIRS AND EQUAL OPPORTUNITIES CIP Cataloguing-in-publication National and University Library, Ljubljana 351.83/.84:331.108.4(497.4) Z razvojem ljudi - uspevamo / [editors: Aleš Vidmar, Katja Lampe and Doris Sattler ; illustrations: Andrej Bajt; photographs: personal archive of the authors and participants and the archive of the Slovenian Human Resources and Scholarship Fund]. - Ljubljana : Slovenian Human Resources Development and Scholarship Fund, 2015 ISBN 978-961-281-840-1 1. Vidmar, Aleš 279611392 A Word from the Team We succeeded. The employees of the Slovenian Human Resources Development and Scholarship Fund have collected some of the best stories, experience and professional papers depicting their work as well as that of the profession and of the users of our services. We don’t do this every day, so learned a lot about each other and about cooperation with colleagues in the process. We also gained new competences and would like to thank all the stakeholders. At the close of the European Cohesion Policy for the 2007-2013 Financial Framework for Slovenia, the idea matured to prepare an overview of the diversity and importance of our programmes. This collection encompasses stories that started as ideas and are the result of harmonisation with the Ministry of Labour, Family, Social Affairs and Equal Opportunities, the Ministry of Education, Science and Sport and other organisations. The publication of calls for applications was followed by selection procedures, project implementation and adaptation to the vast and complex administrative procedures. The results are in your hands, in this booklet and the environment of the project participants. In retrospect, we and the users have established that our programmes encourage many positive changes and open up new horizons. The articles in this collection will lead you from the introductory presentation through figures, demonstrating the extent and scope of the programmes, to the presentation of the contents of these programmes. We also invited experts to make their contributions to this publication, i.e. those with whom we have cooperated in the past and wish to cooperate with again. The substance of our programmes and the successful implementation results as well as the contributions of experts on the education and development of employees are presented in three content sets: • Development of competences for success in work and life in education (for primary school children, secondary school and university students, employers and educational institutions); • Employee development (Slovenian companies, employees and management person-nel, human resources departments, vulnerable groups and newly employed young people); • " Scholarships which help the youth increase educational level to gain the best possible preparation to enter the labour market following their studies and to develop their competences". The "scholarship" content set presents various scholarship programmes, their purpose and also the results through the personal stories of scholarship recipients. The first part illustrates the co-financing programme for company scholarships, the primary aim of which is to connect education with the labour market in the sense of providing adequately educated human resources. This is followed by the presentation of the Ad futura programmes for promoting outgoing and incoming mobility, contributing especially to greater competitiveness and employability. This involves a wide range of activities for which scholarships are granted, namely participation in international competitions, study visits and practice, study and research abroad and scholarships for study and research by foreign citizens in Slovenia. Furthermore, it presents the scholarship programme for Slovenian minorities in neighbouring countries and for Slovenians around the world, strengthening their connection with the home country. The final part presents the awards for sustainable development and the Zois scholarships for education or supplementing the education of talented and versatile students. We would like this collection to take readers into a world of human development on all levels, from children in schools to elderly employees in companies. We are entering the reality of everyday learning, where education is no longer a one-off exercise for life. Instead, it is a way of life and a condition for economic and social success. Katja Lampe, Doris Sattler and Aleš Vidmar 4 ACKNOWLEDGEMENT Through the Development of People – We Prosper The story of the Slovenian Human Resources Development and Scholarship Fund was launched in 2006 with the transformation of Ad futura - Scientific and Educational Foundation of the Republic of Slovenia into a public fund based on the Resolution on National Development Projects for the 2007-2023 Period. The Fund thus began realising the vision of becoming the central institution in the Republic of Slovenia for promoting the development of human resources and scholarships. Throughout the years, we have created and implemented various programmes to develop the competences of students and employees and to boost corporate competitiveness. We have been an active partner in developing the competences of individuals and institutions from the very beginning. Our programmes promote the growth and development of people from primary schools and universities through to companies, where the practical training of human resources and employees of all ages plays an important role. It is our goal to contribute to positive changes in Slovenian society through our work. In the period of the EUROPEAN FINANCIAL FRAMEWORK 2007–2013, we used 55 million euros from the European Social Fund to include over 120,000 people in various forms of training and education through 25,335 approved projects. Since 2002, we have distributed 37,153 scholarships worth a total of over 177 million through scholarship programmes and granted 650 sustainable development awards. By co-financing projects and managing programmes, we promote positive changes in society, focusing on the growth and development of our country. Our work is directed by social responsibility towards all citizens, especially those included in education and employees. On this occasion, as we are completing the programmes co-financed by the European Social Fund based on the Operational Programme of Human Resources Development for the 2007-2013 Period, I would like to thank all the providers of funds and key partners for participating in the realisation of our mission: the Government of the Republic of Slovenia, the Ministry of Labour, Family, Social Affairs and Equal Opportunities, the Ministry of Economic Development and Technology and the Ministry of Education, Science and Sports, as well as employees of the Fund for their great work and commitment. I would also like to thank everyone who devoted their energy and funds to improving the development of their own colleagues and students and contributing to the development of competences that should be constantly upgraded. Programme evaluations and positive responses from our users indicate that we are encouraging the growth of the entire society, which we are very happy about. We are looking to the future with this in mind and with new plans and ideas. This collection comprises part of the impressions presented to the general public, because we wish to change the slogan "No development of people – no development at al ", which our colleagues used to remind and motivate corporate and institution managements, into a new slogan that would (again) place Slovenia among the most successful countries: "Through the development of people – we prosper!" Franc Pristovšek, Managing Director Slovenian Human Resources Development and Scholarship Fund 5 European Social Fund and the Challenges of the New Financial Framework the European Social Fund, the Youth Initiative and the European Regional Development Fund. The preparations for drawing are in the final phase. The publication of the first calls for application depends on the establishment of the drawing system, which is the task of the Government Office for Development and European Cohesion Policy, and is planned to be carried out in the autumn of 2015. According to the 2014–2020 Operational Programme, the MDDSZ will be in charge of implementing priority axis 8 – Promoting employment and supporting transnational labour mobility and priority axis 9 – Social inclusion and the fight against poverty, and we will also participate in priority axis 10 – Investing in education, Funds are beginning to be drawn from The goals set for the respective period training and vocational training for skills the Cohesion Fund for the new 2014– have almost all been attained and in some and lifelong learning. 2020 financial period. They will be drawn cases exceeded, despite the entirely altered More funds are available for the current based on the 2014–2020 Operational economic situation. The main period. Approximately 370 million euros Programme approved by the European implementers of our measures, the are available for employment, about 180 Commission in December 2014. Employment Service of Slovenia and the million euros from the European Social The Ministry of Labour, Family, Social Slovenian Human Resources Fund and 56 million euros from the Affairs and Equal Opportunities Development and Scholarship Fund, European Regional Development Fund for (hereinafter: MDDSZ) is one of the key contributed significantly to these results. social inclusion. In other words, more than entities mediating access to the European The fact that the funds have been spent 600 million euros is available for these Social Fund, while the key implementers efficiently is attested by 22 analyses priority axes. Other ministries will be of our measures are the Employment carried out in cooperation with the partially involved as well (the Ministry of Service of Slovenia and the Slovenian Employment Service of Slovenia, the Education and Sport, the Ministry of Human Resources Development and Slovenian Institute for Adult Education, Culture, the Ministry of Economic Scholarship Fund. the Economic Institute and independent Development and Technology). We successfully drew from the external evaluators. The MDDSZ activities Furthermore, the MDDSZ will have European Social Fund in both previous in the framework of the Operational approximately 50 million euros at its periods. In 2004–2006, we distributed Programme of Human Resources disposal for priority axis 10. more than 99% of the available funds, Development for the 2007-2013 Period Many challenges lie ahead. Crucial for even though this was the first were subject to 32 audits by the European the successful drawing of funds will be implementation period, in which we had a Court of Auditors, the Court of Audits of good implementing institutions, which lot to learn. The MDDSZ was the Republic of Slovenia and the include the Slovenian Human Resources exceptionally successful in the 2007–2013 Budget Supervision Office of the Republic Development and Scholarship Fund, which period as well. By the end of the of Slovenia. All audit reports from both has been given the key role in implementation period, i.e. 31 December European and Slovenian audit bodies implementing programmes targeted at 2015, we will have spent all the available establish that the use of the European employed persons and young people funds totalling EUR 404 million. Social Fund by the MDDSZ has been undergoing schooling. In the 2007–2013 period we carried successful, efficient and correct. Zoran Kotolenko, Director of the Co- out nearly 200 operations/instruments In the new financial framework of hesion Policy Office at the Ministry of and included more than 155 thousand 2014–2020, the MDDSZ will for the Labour, Family, Social Affairs and Equal people in training or employment. first time be able to draw funds from Opportunities 6 R E A L I S AT I O N O F G O A L S The Fund's Story in Facts and Figures The investment of the European Social Through eight programmes, we in- people in first-time employment, 7,700 Fund's programmes into human resourc-es cluded over 120,000 persons in activities adults in obtaining secondary school development, managed by the Fund with (23,000 primary school students, 26,000 education and more than 60,000 employed the support of the ministries compe-tent secondary school and higher school persons in upgrading their competences). for employment and education will exceed students, 3,365 university students in EUR 80,000,000.00 in 2015. project implementation, 460 young Programmes of the European Social Fund (ESF) in figures* No. of calls for Appli- % of appro- Funds paid by 31 Programme name Period applications cations Approved ved appli- December 2014 received cations Diversifying the School Programme 2011–2015 3 453 207 46 3,768,426.60 Practical Training with Work 2008–2015 7 14,725 13,235 90 17,737,596.48 Creative Path to Practical Knowledge 2013–2015 2 910 457 50 2,631,625.00 Lifelong Career Guidance for 2011–2015 2 1,593 370 23 3,506,947.70 Companies and Employees Competence Centres for 2010–2015 2 120 19 16 5,592,543.27 Human Resources Qualification and Training of Employees 2008–2015 6 7,474 2,034 27 11,026,182.00 Youth Mentorship 2013–2015 2 833 491 59 1,361,018.61 Reducing the Education Deficit 2007–2013 2 12,253 8,522 69 9,941,844.12 TOTAL 26 38,361 25,335 55,566,183.78 *The table does not include the instruments of Single regional scholarship schemes (8 calls for applications since 2008 more than 3,450 scholarship recipients, EUR 14,736,995.23 paid). A substantive overview of the programmes of the European Social Fund and human resources development Programme Minimum included What we offer Content name (still in progress) - the use of new teaching methods in primary schools 50% of Slovenian primary schools Practical experience Diversifying the - higher standard of educational work 23,000 primary school students in education School Programme - greater motivation to learn 400 employed teachers Competence develop- - practical training with work at employers for children attending 26,000 vocational and ment for employability Practical Training vocational and technical education technical school children with Work - greater responsiveness of schools to the needs of the labour market 12,000 employers - specific development project needed in the corporate sector, carried 438 Slovenian companies Connecting the worlds Creative Path to Practical out by children under educational mentorship and supervision of 88 other organisations d of education and Knowledge a mentor from the corporate sector 3,365 students un professional work F Lifelong Career ip - human resources support to companies 370 companies h Guidance for Com- s Improving employees' - systematic invest 18,000 persons r ment in personal and career development of employees panies and Their qualifications and la - development of management competences, communication, cooperation, 30,000 included in LCG o Employees h employability c Competence Cen- - connecting companies within the industry in developing employee 19 industries, 300 companies S 11,000 employees in companies and d tres for Human competences n Resources - support by project office to the entire partnership, produced compe- 35,000 included in training a Greater motivation, t tence model n efficiency and loyalty e Qualification - performing training projects as needed by companies m of employees to the 34,500 employees p company and Training of - as of 2013, an emphasis on the elderly, the disabled, women with a lo 45,000 included in training e Employees lower level of education ve - first-time employment for youth up to 30 years of age 460 mentees (newly employed) Ds Market success Youth Mentorship - inter-generational knowledge transfer 385 employers ec and company - improving mentors' competences 370 trained mentors competitiveness our - gaining a higher level of education and retraining of adults s Reducing the 7,700 persons achieving secondary e - opportunity to improve the standard of living Education Deficit education (completed) R - realising the concept of lifelong learning an um Through the development of people – we Inclusion versus included persons H we prosper: companies, educational The number of included persons or employers is measured at the level of a ian organisations and individuals are aware call for applications/operation. Due to the various target groups, there is ne usually no duplication. Inclusion equals participation, and one person may v that "No development of people – no lo development at all!" be included in several activities. S 7 Meta Ponebšek, Human Resources Development Department Our Programmes Put Human Resources Develop- ment Theory into Practice programmes for educational institutions, These programmes have encouraged adults and companies. intensive investments in employees and More than half of all primary schools were provided clear feedback indicating that included in the activities in the scope of the serious work with employees rapidly yields Diversifying the School programme. concrete and measurable results. These Teachers attracted children to cooperate include reduced absenteeism, reduced with the help of appealing activities that production rejects and fewer complaints, enhanced their competences and acquired an improved corporate climate and practical knowledge to gain affirmation increased employee commitment. The and increase self-confidence. The activities possibility of training and personal were excellently received by students, development is one of the key drivers of parents and teachers. motivation for employees. The key to success for young people after The successful implementation of they complete education is their practical human resources development qualifications. We reimburse employers programmes in companies requires the part of the costs they incur by providing management's commitment to Today, we speak of lifelong career practical training to students of secondary implementation quality. Even though we guidance as early as kindergarten. In the schools or higher vocational colleges, to advocate that as many employees as earliest period of an individual's life, facilitate their decision to provide practical possible become included, it is the vision competences start being shaped for their training with work. and drive of key personnel that motivate further professional and personal Connections between students, companies employees and create conditions for development. And this is something that and faculties are established through the suitable work with them. The crucial should be invested in throughout their life. implementation of the Creative Path to contribution of our programmes lies in the There is a motto in the business world: if development of every individual, allowing you do not grow, you regress. Practical Knowledge programme. Students them to gain suitable competences for The task of the Slovenian Human carry out specific development projects for employment as well as the personal and Resources Development and Scholarship the private sector and society at large professional development of every Fund is to connect the educational system supervised by a mentor from the faculty individual. with the private sector and promote and a mentor from the respective Cooperation with companies, investment in employees. We carry out company. This programme enables mutual individuals and educational institutions programmes for target groups throughout transfer of knowledge and cooperation that receive funds is important for the the vertical plane – from primary school between educational and business spheres. success of programmes. The Fund and vocational education to higher The said projects facilitate the transition monitors the entities implementing education. We facilitate the transition from education to employment. The Youth programmes, encourages them and guides from education to employment and Mentorship programme is designed their activities to maximise the gains from encourage companies to invest in all specifically for this purpose. Training the funds awarded. employees, including those with the lowest mentors using a quality training provider The quality of the services provided and level of education and disadvantaged proved necessary and desirable. in-depth work with target groups will employee groups. The European Social Employee development in companies is continue to be the focus of the Fund's Fund allows us to put our theory on also promoted by the programmes programmes and a guide for our future human resources development into Qualification and Training of Employees, work. practice. Besides co-funding scholarships, Competence Centres for Human Resources in 2008–2015, the Fund conducted eight Development and Lifelong Career human resources development Guidance for Companies and Employees. Nomen est omen: Ad futura – For the Future Ad futura - Scientific and Educational Foundation of the Republic of Slovenia was established by a resolution adopted by the Government of the Republic of Slovenia dated 6 July 2001, with the aim of taking action for the future. Its mission was to provide an international educational dimension to promising students, researchers and others. At the end of 2006, the public fund was transformed into the Slovenian Human Resources Development and Scholarship Fund based on the Resolution on National Development Projects for the 2007-2023 Period. With the help of the European Social Fund and the ministries in charge of employment and education, the activities for the existing target groups expanded and activities for new target groups were introduced – for primary school students, employers and employees. 8 A B O U T C O M P E T E N C E S Andrej Kohont PhD, University of Ljubljana, Faculty of Social Sciences Competences in the 21st Century: Between Expecta- tions and My Competences method can be used very effectively In relation to this, the ILO research on to check if a certain candidate has core competences entitled Enhancing the competences expected for a Youth Employability: What? Why? and certain position. How? is interesting. Among the These two cases demonstrate the core competences and characteristics that are of the concept of competences and significant today and perhaps will be even verification of an individual's more so in the future, it highlights the competences. Let us take a closer look at the term competence and try following: oral communication, reading, to define it. writing, problem solving, the ability to Competence is an integral whole of learn and apply learning strategies, interrelated abilities, knowledge, adopting decisions, assuming motivation, self-image and values that responsibility, a positive attitude to work, an individual can, wishes to and is organisation and efficiency, cooperation, able to successfully use in a given team participation, self-confidence, situation. This means that competence positive self-image, adaptability, can only be referred to when this enthusiasm and motivation, self- integral whole of knowledge, abilities, discipline, sincerity and integrity and the motives, self-image and values of an ability to perform work independently. It individual is placed in the framework is worth mentioning the EU publication of the social and physical Key competences for lifelong learning environment in which the individual (MOVIT, 2006), which lists: performs a certain role or task. The communication in the mother tongue and Imagine two co-workers at an standards and requirements in a in foreign languages, mathematical interview. Both satisfied the conditions given situation significantly determine competence and basic competences in for the job. They had suitable the (in)competence of an individual science and technology, digital knowledge and work experience, and (Kohont, 2005). Competence therefore competence, learning to learn, you assessed their personal traits as depends on three factors: the specific interpersonal, intercultural and social appropriate for the team they would situation, the individual and the participate in. After several months, organisation. competences, a sense of initiative and however, you establish that they The individual's competences are entrepreneurship, cultural awareness and perform work assignments differently. classified by levels and dimensions. expression. The issues of education and d Why? There is no straightforward They can be classified by level as monitoring its effects in terms of un competence development are dealt with by answer, but it is likely that they have F follows: different competences. The better of the OECD (Organisation for Economic ip h a) key, basic and generic, s the two is more competent, meaning Co-operation and Development) in the r la b) work specific and that not only do they have the 21st Century Skills and Competences o h c) organisation specific. knowledge and skills needed for the research (Ananiadou, 2009). In this area, c S job but also apply them faster and the focus is on the competence of an d And they can be classified by n more appropriately and successfully. individual to search for sources and model a dimension as follows: t n If we stick to staffing and selection, information, effective communication, a) expected, e m competence can also be defined by collaboration and virtual interaction, b) actual, p another example, namely an interview ethics and social impact and social lo c) progressive or distinguishing, e for salesman at the Swedish v responsibility. e d) described competences of an indivi- multinational Ikea. On their website, D An individual's competence is vital in s you will find a picture where a dual (Kohont, 2005). e today's world. It is shaped by interaction c human resources officer invites the Recently, competences have between man and the environment, where our candidate into the office with a s been mentioned primarily in the context it is crucial to complement the individual’s e disassembled chair on the floor, and R of educati-on, employability, transitions says: "Put the chair together and sit own activity and responsibility for an on the labour market and development on it." The invitation shows that this development through support at the um References: in the context of lifelong career. social, educational and employment levels. H 1. Ananiadou, K. (2009): 21st century skills and competences for new millennium learners in OECD countries. Paris: OECD. ian 2. Boyatzis, R. E. (1982): The competent manager. New York: John Wiley. n 3. Brewer, L. (2013): Enhancing Youth Employability: What? Why? And How? Guide to core skills. Geneva: ILO. ev 4. Ključne kompetence za vseživljensko učenje (2006), Ljubljana: Zavod MOVIT, Nacionalna agencija programa Mladina. Kohont, lo 5. A. (2005). Razvrščanje kompetenc. V Pezdirc, M. S.; Kompetence v kadrovski praksi. Ljubljana: GV. S 9 C O M P E T E N C E A N D T H E W O R L D O F L A B O U R Urška Marentič, Institute of the Republic of Slovenia for Vocational Education and Training Competence Development in Vocational Qualifications individual key competences is created The key competence model includes upon integration into various the following competences: programme units or when the • communication and maintaining implementing school curriculum is good mutual relations; drafted. Some key competences, such • acting in unpredictable situation; as entrepreneurship, can be • ensuring highlighted in an independent one's own professional vocational module. development; At the Institute of the Republic of • ensuring control and the quality of Slovenia for Vocational Education and one's own work in accordance with Training, we are aware how cer-tain standards; important it is to develop and expand • planning and preparing own work; the key competence of • communicating in at least one entrepreneurship, because on the one foreign language; hand it introduces entrepreneurship as a real career path and on the other • operating in line with certain prin- it increases the employability of ciples and standards on the young people, as they are better protection of the environment and prepared for the expectations and In Slovenia, we started developing awareness of environmental requests of employers. In 2014, we the vocational standard in vocational protection; started implementing the project of • use of computer technology. the European Social Fund entitled "I education 15 years ago as an interface am Opening the Door Myself", the between the educational system, the purpose of which is to encourage labour market and the private sector labour market needs and European entrepreneurship in education and that connects the fundamental purpose recommendations in this area. training with the aim of developing of education and economic goals. The Special attention was also devoted to entrepreneurship among young people. vocational standard determines developing the competence of sustainable vocational qualification by defining the Comprehensive vocational necessary knowledge, skills and development, including the ability to qualification involves both key competences, which is why when consider the sustainable development competences and vocational developing vocational standards, the concept in terms of cost-effectiveness (an competences. This is why in the work and business processes are individual's ability to activate, use and future the development of recorded as the fundamental basis for connect the knowledge and skills competences will include the most building the competences needed for acquired in the planning, preparation and advanced employers from industry, the active management of more craft and services, who will define the organisation of work, the management extensive assignments in various needed vocational and key and supervision of work and quality), the contexts. competences, taking into account the environmental aspect (the individual's development trends in their activity. In addition to vocational ability to activate and employ their We will also take into account the competences, a very important role in knowledge and skills gained in a space ESCO (European Skills, Competences, modern qualifications is played by the and environment management in a given Qualifications and Occupations) model key competences. These shape an of intersectoral skills and competences, situation) social responsibility. individual's professional growth and which focuses on the skills and Every education involves the the performance of various roles in competences found in all employment society. Key competences are development of professional, personal and learning environments as well as indispensable, not only for a career, and social competences. Therefore, many other situations in -everyday life. but also for personal development, national standards for individual key integration in a wider social competences have been developed in environment and lifelong learning. In Slovenia, and these should be mastered by ECONOMIC ENVIRON- the scope of the Institute of the CONDUCT MENTAL all vocational education graduates. They ASPEC Republic of Slovenia for Vocational include: entrepreneurship, information Education and Training, we have and communication literacy, health and SOCIAL prepared an analysis of key safety at work, environmental education, RESPONSI- competences and proposed a set of BILIT Y these for inclusion in the vocational social skills, learning to learn, planning standards, taking into account the and career guidance. Within educational programmes, the specific focus of References: - Marentič, U. in drugi: Poklicni standardi in nacionalne poklicne kvalifikacije 2000–2012; CPI Ljubljana, 2013. - Velkov Rozman B., Štarkl Darja: Analiza ključnih kompetenc v poklicnih standardih. Interno gradivo CPI, 2013. COMPETENCE OF ENSURING SUSTAINABLE DEVELOPMENT 10 P R A C T I C A L E X P E R I E N C E I N E D U C AT I O N Nataša Kunčič Diversifying the School Programme carried out more than a thousand activities by the end of 2014. We estimate that the last call for applications wil result in the inclusion of an additional 15,000 children. Some teachers have been working on the programme since the very start, and some of the children are happy to have been involved in activities since 2012. Individual schools included in the POŠ Young detectives in a "forensic lab", place of programme created various projects, investigation: Fokovci Primary School. such as learning foreign languages, computer workshops, natural science School should be diverse! workshops, sports activities and many "What you learn as a child stays with other things, helping children gain new you for life." This is the saying that knowledge, improve their school teachers and parents use to persuade performance, facilitate integration into a children that they are studying for success new environment (especially for children in life and not merely for a grade. In from vulnerable groups), have the today's society, it is important to develop possibility of free learning of foreign competences as well as formal knowledge. languages and spend free time with their Education doesn’t automatically lead to peers and actively socialise during the employment, and employers have high school holidays. During the expectations. They expect commitment, implementation of the POŠ programme, energy, ability, responsibility and the it turned out that it exceeded Preparing for winter: children from the Slivnica desire to learn, among other things. Primary School near Celje made bird feeders. expectations and was a welcome Children have an opportunity to gain a diversification of the primary school range of skills, abilities and knowledge, Children were encouraged to research action plan. Additional activities offered mostly in their spare time, after school various professions; they tested by schools were received by children and and when engaging in various additional themselves in the private sector and their parents with delight and high activities. An important role is played by learned about various countries (their the selection available and the availability expectations. cultures, geographical characteristics, of funds. In the scope of the Diversifying language, etc.). the School programme (hereinafter: Most frequent diversification Through activities, the children POŠ), we funded the implementation of Teachers at schools strive to encourage adopted less common roles such as activities without grades and the relaxed children to participate in a diverse range chemists, meteorologists, mediators, d development of competences, relations of areas – from gardening to robot manufacturers, etc.). un photography, theatre, singing, dancing, F and independence using the European ip cooking, robotics and more. h Social Fund. sr la o h Children were given an opportunity c S to successfully integrate in the social d n environment, and we provided support at n for children with learning problems, e m also providing psychological and social p lo development. eve Ds We have diversified schools ec For four school years, we have ourse provided access to various activities R promoting creativity and the an development of children's competences, um mainly those from less developed areas. H ian School has been diversified for over ne 20,000 children, and in more than half of v lo al Slovenian schools, we provided for S the employment of over 400 teachers 11 D I V E R S I F Y I N G T H E S C H O O L P R O G R A M M E G E N E R AT E S E N T H U S I A S M TA L K I N G A B O U T S C H O O L W I T H E N T H U S I A S M Slovenia and Diversifying the School programme Because the municipality development ratio was taken into account, most participating schools were from the Podravje and Pomurje regions, followed by schools from the regions of Central Slovenia, Notranjsko-Kraška and Savinjska. Schools from the Gorenjska region and South-Eastern Slovenia were less represented. How to proceed? The past few years have seen numerous positive effects from school diversification, affordable to everyone, regardless of the family budget. Parents, teachers and principals would like this programme to exist in the future, because The Pohorskega bataljona Primary School in Oplotnica during corn husking. the children need and deserve it. Primary school impresses Snaga Maribor With the help of the Poljčane Primary School and in cooperation with the Fram kindergarten, the company Snaga Mari- bor made use of a public toilet on Partizanska cesta – Boby to demonstrate how waste material can be used to make After the first two calls for applications, even a toilet greener. the Fund diversified the day for 1,300 children! With the help of the Centres for School and Extra-Curricular Activities, the Slovenian Human Resources Development and Scholarship Fund organised "Diversify the Day" trips in the first week of April 2014 for students of selected schools who participated in the programme. Trips were organised to more than 20 locations around Slovenia. More than 60 Cinderella theatre show performed by the students schools, almost 1,300 children and 120 of the Bogojina Primary School. teachers participated. Children spent the day in nature, enjoying archery, climbing, hip hop dance performance, Cinderella sledding, exploring caves and a mine and theatre show, young accordion player's What do parents think? performing a series of other interesting performance, etc.). activities. The children impressed the "We are happy to have this opportuni- assembled spectators, because all of ty, because our children are deprived them, from the youngest to the oldest, of many things as it is." did an excellent job and awed the audience. "I am very happy that children are starting to get to know nature and simple things, not only computers and modern gadgets." "This is a contribution to a child's over- all development needed for life." "We are satisfied with the pro- Conference with children and for gramme, because the workshops are free of charge and of high quality." "adults" After the trips, the children's "I think it is worth commending that achievements were presented to the the Diversifying the School project mo- general public. In Maribor, we tivates children to spend their free time presented the past years' results and engaging in activities, learning new children gave a live demonstration of Young accordion player from the Poljčane Primary things and doing different tasks." some activities to the audience School put the audience in a good mood. (ballet dancers' performance, 12 TA L K I N G A B O U T S C H O O L W I T H E N T H U S I A S M Talking about school with "We have been conducting the Diversifying the School programme at enthusiasm? "Parents of primary school-age children our school for the third year in a row and are satisfied with the available activities we are very satisfied. We realised that and are happy for the children to join in. mutual relations at the school changed The mother of a girl from 5th class said significantly, children are more tolerant, that her daughter was coming home full understanding and help each other on of zeal, enthusiastically talking about the their own initiative. We also observe that activities they had carried out and how they have become more independent, they had spent their time. Primary that they take initiative and propose school-age children most enjoy activities activities, not only in the scope of the related to animals (the School ZOO), programme, but also in general – even in Children from the Franc Rozman Stane Primary music (English karaoke) and spending School enjoyed learning about the gardening basics. classes. Children have also gained more the night at school (Night Reading self-confidence and self-assurance. Hours). Children at a higher level often The programme does not only enrich practice morning activities, such as 'It is the 'grey' everyday work at school, but Easier to Learn Together', because they contributes to efficient use of time, believe that the explanation they receive including spare time – either when during these activities helps them children are free in between lessons or in understand the learning content," say the afternoon when they have nothing to Barbara Hrastnik and Adina Deučman, do at home. Within the programme, teachers of the Diversifying the School children carry out customised activities programme at the Franc Rozman Stane that they enjoy, which is why a high visit rate is recorded for individual activities. Primary School in Maribor. Being a small regional school in the outskirts of Slovenia, this programme Learning tradition and con- Children from the Slivnica Primary School near helps us offer children activities that they Celje became familiar with gardening as well as tact with nature could not otherwise participate in making bird feeders. "This programme allowed our school to because of the current financial situation perform activities helping children learn (visits to galleries and museums and about the organic production of food and environment that is more relaxed and participation in workshops, various indigenous plant species, healthy homely than the classroom. I think we got sports activities outside school – nutrition, seasonal and traditional dishes, along well with the children, and they adrenaline park, rafting, etc.)," says domestic animals, breeding methods and enjoy these activities (there are Suzana Deutsch, principal of the Fokovci farm work and acquire a respect for increasingly more of them and they primary School. farming. always enjoy doing things). We also laugh The Diversifying the School a lot. The relations between children have Programme has been very well received also become stronger. Activities are among children and records the highest carried out at four schools (the initiating visit rate of all our activities. As many as school, two branches and the partner 70% of all children from the initiating school) and the fact that children from primary school participated in the various schools are combined proved very programme. This percentage equals about welcome. New ties have been established. 50 at partner schools," says Neva Brce, Teachers often ask us about what we do principal of the Košana Primary School. in the scope of activities, because children like talking about them," says Tanja d Glasenčnik, teacher of the Diversifying The Vransko - Tabor Primary School enabled un Improved mutual relations the School programme at the Podgorje children to enjoy sports activities. F ip "This project allows us to have a different Primary School near Slovenj Gradec. hsr kind of contact with children in an Competence building la o h "All children, regardless of social c S standing, participated in the projects of d n the Diversifying the School programme. at n We noted that the creativity and e m innovation of children are without p lo boundaries and should therefore be eve promoted and developed in the future as Ds well. Besides gaining specific knowledge, ec children also acquire important our communication and organisational skills, se take on assignments and learn about R teamwork and accepting responsibility. an The programme offers them a chance um H to express themselves and to discover and ian strengthen their strong points," says ne Vitomir Kaučič, teacher of the v Gorišnica Primary School reviving old farming habits. lo Diversifying the School programme at the S Ivan Cankar Primary School in Ljutomer. 13 S C H O O L TA I L O R E D T O S T U D E N T S ' W I S H E S A D I F F E R E N T S C H O O L "ACTION!" shooting of the "Flash in the Future" (Preblisk v prihodnost) film at the Ivan Cankar Primary School in Ljutomer. "It is important for a school to offer children more diverse content than the regular programme, which is curtailed. Not only do children acquire new knowledge and skills, but they also become familiar with new learning methods and find it easier to connect Exhibition of products made by students from the Središče ob Dravi Primary School. learning with their everyday routine. A teacher conducting a workshop is 'closer' deprived of as children in rural areas and A teacher is accepted as a mentor, co- to children, the lesson is relaxed and because of their parents' social standing. participant, assistant and leader, and the children themselves propose content for These new activities (music school, dance relationship with the teacher is therefore the workshops," says Jelka Horvat, school, language lessons, etc.) made a much more genuine, friendly and open. teacher of the Diversifying the School very positive impression. We also Spending 'free time' together helps programme at the Miško Kranjec Primary enlivened the local scene through various improve communication and discipline School in Velika Polana. events, bazaars and performances where during the regular educational process," children very much enjoyed exhibiting say Peter Podgoršek, principal, and the their creations. Through performances, teachers of the Diversifying the School they consolidate their self-image by doing programme at the Rečica ob Savinji something they are good at and enjoy. Primary School. The local people are happy and proud to follow the progress of our students and children," says Metoda Ljubec, teacher of the Diversifying the School programme at the Miklavž Primary School near Ormož. Young chefs at the Loče Primary School. School tailored to children' wishes? When the substantive concept of the project was being designed, we mainly Playful and creative students of the Franc Rozman took into account the wishes of children, Stane Primary School in Maribor. trying to offer what they had been Side effects – planning the future? “We provide space and a safe environment for children to undertake Creative workshops at the Ljubo Šercer Primary School in Kočevje. individual work, personal conversation, exchange of life experience and perhaps planning the future through some of the Relaxed school – better disci- project contents. The Diversifying the pline? School programme allows project "The programme has boosted the objectives to be realised by schools with activity in the town, since children make the help of content and activities that are more public appearances, which lacking at home, that the children are contributes to cooperation and mutual most interested in and that are the most learning. Non-formal learning comes to reasonable, feasible and achievable," says the forefront, and the children's role Milena Ivanuša, principal of the Kobilje Students from the Gustav Šilih Primary School know transforms into a teacher role and vice Primary School. that one should bravely look into the future and be versa, continuing into lifelong learning. responsible at the same time. 14 A D I F F E R E N T S C H O O L "It is indeed a nice feeling if your 1+2=3 teacher trusts you and if you prove you can be a reliable person, which I am especially proud of." "What you learn as a s with you for THE MAGIC OF THEATRE child stay I am roaming around the school, observing what is new,wondering. lifetime." I enjoy languages and theatre, but how can these be synced. LA MAGIA DEL TEATRO, that will be the thing! Anton Ukmar Primary School Participants's opinion Goodbye to books, notebooks, in Koper, a bit differently "The extra-curricular activity has benches and chairs; students are The Diversifying the School generated great interest in me for looking forward to diverse study. programme has been carried out at the making useful things. I learned about Those eager to move and the curious Anton Ukmar Primary School in Koper the work of a chemist and pharmacist ones are learning Italian and emitting for the past four school years with over and decided that when I grow up I will good vibes. 600 children under the name "School a develop a medicine or food supplement Bit Differently". According to principal for people with a stressful lifestyle. I Gabrijela Dolinšek, the activities at school notice that I have become more precise, Preparing the scene for third-graders contributed to the development of key more observant of details and dig into is more of a challenge. You should competences: foreign language certain content," says Mark, 6th class grab cardboard boxes, colours and interaction for the first three grades (basic student fabric and quickly plunge into work. English classes), mathematical Listen and dance to the Italian music, competences and basic competences in make cone-shaped dolls and put "And the Kid will Help Himself" is science and technology, digital literacy together a story. Let imagination rule one of the activities that offers with an emphasis on the safe use of the the classroom. We should sing Internet for children in the first and students help with everyday together and have fun with little fear second three-year period and learning to homework and learning. We are of the preparations for the show. learn, which was and still is mainly grateful for an additional explanation targeted at children with learning of the lesson and the time for But look, a group of enthusiasts are on problems and children from vulnerable learning in order to eliminate stage, waiting to show parents what groups. More leisure activities were obstacles and problems that they have learned. Let us great them introduced, as the children and their sometimes appear among us. We are with applause and keep our fingers parents displayed great interest. a large group of children who like to crossed, saying goodbye to stage have fun when doing homework. At fright. the end of the week, when our brain Genuine young chemists is already tired, we do fine arts and "The natural science workshop called At the end of the play, performed in make the classroom we spend the 'Creating and exploring' offers talented Italian, we all bow, thanking the POŠ afternoons in nice and neat. Students and interested children the chance to do for helping us bring our ideas to life. make new friends; we are happy to research and practical work that cannot accept new students into our group Alenka Likar, d be performed during lessons because the and want them to feel good. teacher of the Diversifying the un processes are lengthy, complex and F Views on the activity "And the Kid School Programmes project ip demanding or because working in larger h will Help Himself" were given by a sr teams is not possible. Children have 6th class student: "I like participating la o become genuine young chemists. They h in this activity, because students help c even entered a chemistry contest with S each other when there is something d their chemistry experiment video. Among n we do not understand. I like how a other things, they compared the t n peaceful and quiet the classroom is e characteristics of elastomers, prepared m when homework is being done. We p from various glues and other polymers. lo also help each other with oral work, e They became familiar with the v taking on the role of teacher and e application of certain herbs in cosmetics D student and grading each other. I s and medicinal products and used them in ec making creams, ointments and soaps. In also enjoy e-school because the our teacher and my friends understand s most of the children attending the e me and we can make things and R workshop, we have noted progress in have fun." an observing substance and changes as well Children are also becoming more um as the development of laboratory skills The Koper Primary School superbly presented H and analytical and synthetic thinking," self-confident with each day. This is the activities – children did ballet-dancing, sang ian mainly evident when we are making English poems, performed short plays and n says Izabel Jurman, teacher of the staged performances in the English and Albanian ev Diversifying the School Programmes agreements with teachers and bear language, played guitars and more. loS project. the responsibility for the assignments we receive. 15 W E P R O M O T E I N D E P E N D E N C E INTERVIEW Interview Interview INTERVIEW INTERVIEW Interview with Francka Mravlje, MSc, from the Poljčane Primary School 1. Your school participated in spontaneously, from persisting in spite This experience and decisions of the the Diversifying the School Programme of failures ... How is a child to realise their children confirm that the project is project. What do you think the ideas, test themselves and find flaws in an important. participation in this programme has approach if adults simply show that their contributed? idea is not good, efficient, reasonable and 3. Children do a lot of the work Despite the efforts of many principals wise? The more messages like this that a themselves in these activities. Which and teachers, Slovenian schools are still child receives, the less they trust competences do they develop in the based on efficiency and a classical themselves and withdraw into passivity, process? Can you give us an example? approach. A teacher is perceived as a source leaving activity to adults. Children develop the following compe- of knowledge, which is passed onto The activities in the Diversifying the tences: students through explanations. The School Programme project are designed students are 'recipients' of already to enable children to do as much 'work' as discovered, described, established and final • social: communication, cooperation, possible themselves. Because the concept findings, facts, etc. External motivation task division, management, conflict res- is not to learn first and then play (if there predominates, communication is olution, realising responsibility, etc.; is time) but to learn from the play conducted from the top down, there is little • physical and manual skills, persistence; (activity); then students are always very autonomy and an individual's value is • learning and creativity: solving prob- willing to participate. They become defined by deliverables. Only the highest lems (from idea to product), looking for enthusiastic, but ... ranks are valuable, measured in terms of new ideas, forecasting, testing, repair- Often there are problems at the very knowledge mastered and the number of ing, observing and explaining, substan- beginning. Children expect, want, even correct answers that a student can tiating, etc.; demand instructions, rules, direction memorise. The shift from learning by • emotional and motivational: expressing from adults so they won’t make mistakes. memorising to learning by thinking is a wishes, considerations, expressing feel- They believe adults know the shortest lengthy process. ings, identifying others' feelings, etc. path to the goal. Why work, try and risk, From the beginning, the Diversifying the if everything is known? "Tell us what we School Programme project has been Example: need to do, explain how and we will do it conceptualised as "something different", The relaxation corner for the third three- – providing it is interesting enough," is unlike school life, but similar to a child's year cycle students enables the their way of thinking. This is why the play. This is why we have been performing development of competences to take part leader insists that children propose a plan the activity for three years in the spirit of in the following activities: and carry it out and supports (rather than Bliss Carman: "Set me a task in which I can 1. preparing for work (protection of the comments on) their activity. put something of my very self, and it is a premises, safety at work); Do goals get achieved? Not always, but task no longer; it is joy; it is art." Most 2. painting and assembling furniture, processes are more important than goals. activities have been designed so that sewing pillows (deciding, mixing paints, Children think, 'review' their experience, children are offered less structured tasks accurately painting, handling furniture put forward ideas, compare them, talk before that they can carry out in accordance with the paint is completely dry); about them, judge them, choose one, carry 3. their interests, abilities and perceptions. furniture layout plan, change of plan, it out in practice and observe the effects Sometimes they are very successful, rearrangement of elements; and consequences. Observing the 4. sometimes less so. But with every activity tidying up (cleaning, washing, storing consequences fills children with wonder, children learn something about solving unused material). joy and thoughtfulness. If they were not tasks and about themselves. successful, they become curious and want The Diversifying the School to repeat the activity in a different way. 2. You say that the Diversifying Programme project invites children to the School Programme project is engage in tasks for natural development, "something else" for you. How do you combining socialising, play, creativity, perceive the commitment and "Set me a task in which work, fun, enterprise and innovation. It is participation of children in the I can put something of especially important that children get programme? feedback about their efficiency in the Adults expect children to replace play my very self, and it is engaged activity. This makes them more with learning and toys with books, a task no longer; prone to think about how a task could be notebooks, pens, etc. when they enter performed differently, more efficiently school. But we overlook how natural it is it is joy; it is joy." and perhaps with less effort. Children to learn through play. Parents wish to have a natural need to re-do a task relieve their children of all burdens, thus (Bliss Carman) differently, in a better way. If anything, preventing them from learning this diversifies learning at school. 16 P R A C T I C A L T R A I N I N G W I T H W O R K Bernarda Savšek and Primož Kos INTERVIEW The Bridge between "I hear and I forget. I see and I remember. I do and I School and Employer understand." (Confucius) Let us imagine three people. A teacher, practical side of education requires an employer and a student. A teacher connection and cooperation between Achievements: educates to expand the knowledge of a schools and employers as well as the • more employers offering practical discipline. Theory is what matters to a adequate qualification of persons work; teacher, as well as history. An employer performing the process of practical • greater connection and cooperation expects a new employee to be motivated training. School offers the employer between schools, employers and and capable of performing work at a professional assistance and advice on students; moment’s notice. The employee is also practical training with work, monitors • higher quality practice. expected to be able to independently practical training with work and observes tackle even the most demanding tasks whether the prescribed documentation is The best proof of a project is good from the very first day and without any suitably kept. examples, which were extremely special instructions. And how do the Connecting education and practical numerous in this case. We present a small students see their role? If they are not training with work is one of the major number below due to limited space. The areas for introducing young people into the named general manager the day they work process and employing them. examples show how practical training arrive, they certainly will become one Employers conducting practical training with work can provide benefits to all of soon considering they are the most with work therefore have a significant society, how good work can persuade an competent and any older employees are impact on further development and a employer to hire a person and how good obsolete. successful career. The purpose of the practical training strengthens the school It is this triangle of perceptions project was to financially support the PUD as well. (deliberately caricatured) that the implementation. Through the latest calls to Practical Training with Work apply, we attracted a large number of Partnership for clean envi- programme (hereinafter referred to as: students and employers. ronment PUD) penetrates. The programme is In the framework of practical training, In 2013 alone, there were 4,902 carried out, with the support of the students Maja Čirič, Veronika Masten, students included in the programme, European Social Fund and the Ministry Vesna Kerič and Luka Mihelič cooperated doing practical work at 3,683 employ- of Education, Science, Culture and with Komunala Kranj and Biotechnical ers. A total of 6,728 programmes were Sport, by employers and educational Centre Naklo (BC Naklo) and planted the carried out. The programme has been organisations conducting vocational boundary of waste field B of the Tenetiše carried out since the 2008/09 school education and training. The successful hazardous waste dump with indigenous year and over 35,000 programmes and high-quality performance of the plants. They were mentored have been implemented since then. VIŠJA ŠOLA ( SHORT-CYCLE C VSŠ) OLLEGE (SCC) d PROTECTION un VAROVANJE 4 F ORGANIZATOR SOCIALN SOCIAL NETW E MREŽE ORK ORGANISER 6 ip GEOTEHNOLOGIJA IN GEOTECHNOL RUDARSTVO OGY AND MINING 8 hs BIONIKA BIONICS 11 r GRADBEN CONSTR IŠTVO UCTION 12 la o FOTOGRAFIJA PHOTOGRAPHY 15 h ELECTRONICS c ELEKTRONIKA 16 S ELEKTROEN ELECTRICITERGETIK Y INDUS A TRY 18 d HORTICULTURE n HORTIKULTURA 18 TELECOMMUNICATIONS a TELEKOMUNIKACIJE 26 t ENVIRONMENTAL PROTECTION AND PUBLIC UTILIT Y n VARSTVO OKOLJA IN KOMUNALA 27 e MEDIJSKA PRODUK MEDIA PR CIJA ODUCTION 30 m MATERIAL DESIGN p OBLIKOVANJE MATERIALOV 36 WOOD AND FURNITURE INDUSTRY lo LESARSTVO 36 e BUSINESS SECRETARY v POSLOVNI SEKRETAR 42 e KOZMETIK C A OSMETICS 62 D A UPRAVLJAN GRICUL JE PODEŽELJA IN TURAL AND LANDSC K APE MANA RAJINE GEMENT 63 se N N ARAVOVARSTVO ATURE PROTECTION 66 c LOGISTIČN L O IN OFIS ŽEN TIC EN IRSTVO GINEERING 73 WELLNESS our VELNES 83 s FOOD TECHNOLOGY AND DIET e ŽIVILSTVO IN PREHRANA 98 INFORMATION TECHNOLOGY R INFORMATIKA 134 MEHATRON MECHATR IKA ONICS 139 an MECHANIC STROJN AL EN IŠTVO GINEERING 201 ACCOMMODATION AND FOOD SERVICE um GOSTINSTVO IN TURIZEM 225 ACTIVITIES AND TOURISM H EKON EC OMIST ONOMIST 259 ian 0 50 100 150 200 250 300 nev loS 17 T H E PAT H T O E M P L O Y M E N T BEFORE: Project team of students and mentors at the first viewing of the waste site. AFTER: Waste site in the spring with visible results of planting. by Blaž Bajželj from Komunala Kranj and At the end of 2013, Blaž became self- Practical training with work makes Tomo Romšek from BC Naklo. The employed and our regular contractual students enthusiastic about the learning objectives were achieved: partner." Jezeršek, Creative Culinary profession! becoming familiar with indigenous Solutions "The company Deichmann has been plants, their habitat and spreading, Grm Novo mesto – Biotechnics and present on the Slovenian market since planting indigenous plants, determining Tourism Centre is a school that allows the end of 2006. At present, it has 24 the status and existence of illegal waste some students to perform practical subsidiaries. Since 2010, it has been dumps and their consequences for training with work at the school. cooperating with trade schools all over ecosystems and participating in sampling, Student Gregor Jurejevčič trained a Slovenia. Since the profession of analysis and the evaluation of leachate. young horse and produced a manual salesperson has been devalued and is The students also participated in raising describing the procedure for preparing seen as undesirable, we initially had the local population's awareness of the young horses for riding with the help of severe problems in attracting students progress of closing the Tenetiše mentors Urška Trobec and Matej Zobec. to perform mandatory work practice in hazardous waste dump. The practical our company. We set ourselves an results speak for themselves. ambitious goal – to make students enthusiastic about the profession of From the PUD to summer salesperson! work and employment In students, Deichmann sees the Every year, the accounting firm EUROS potential for fresh ideas and a major Mojca Žveglič - sole proprietor offers opportunity to gain new and practical work to at least one student of competent staff. We are convinced that the Celje School of Economics from the practice is an important source of key economist programme (HS), accountant competences for the job of salesperson. module. Since 2010/11, the firm has Students acquire insight into the work participated in the PUD every year. When of a salesperson and manager. At the the sole proprietor needs additional same time, work in a company is a assistance, especially in the summer, she reference that helps individuals when always calls on one of these students to looking for employment opportunities. work for her. One of the students will be employed part time, replacing an absent Successful and quality education of employee. students requires suitably qualified persons (mentors) who conduct practical training and education in Jezeršek convinced "Student Luka Kozjek showed work processes. Subsidiary managers exceptional interest in work in the scope took part in the training called of practice and exhibited rapid learning "Training mentors for students in and accepting responsibility. Luka practical training and education in continued working with us based on a companies". A good example of the importance of student employment referral form and practical training with work arose at the occasionally assumed the responsibility of For practical training with work of an Grm Agricultural School and event manager at some less demanding even higher quality, we offer students a Biotechnical Gimnazija, where two catering events. Student Blaž Švigelj 2-day internal seminar on the topic of students were employed by the Sevnica continued working on the basis of a the Company's philosophy/products/ Agricultural Associate and first student employment referral form and customer service, underwent practical training with work. demonstrated excellent work quality. 18 D E V E L O P M E N T O F E X P E R T S where those present obtain an Marko Bohte: Gašper: "I became familiar with insight into the Company's vision, "During practical elements, work methods and certain standards that I had not known in become familiar with the products we training in the practice. I increased my knowledge and offer and get advice on how to second year skills by mastering the reading and use of improve sales skills that they can use of the Electronics plans, the importance and tasks of in practical training and further work: programme of the various electrical components, metal in short, the purpose of the seminar is Higher Vocational shaping, the use of pneumatic elements, to present the work of a sales person College within the programming switches, making bores as an attractive and interesting job, Novo mesto School Centre, I produced a diploma and the use of Rid switches, control offering possibilities of promotion, entitled The implementation of panels and photo curtains. I became and to enable the necessary level of machinery vision in the LabVIEW familiar with various types of electric independence. development environment with the saws, hand tools and materials. I can Last year, 44 students were on company IKU. Professional practical describe my relationship with my mentor mandatory practical training in our training offers students an excellent from Gorenje, Mersed Jukan, eng., as company. We expect there will be at experience of cooperation with being full of respect and interest and very least 15% more this year. So far, we companies and enables them to become part of their teams. Students in their final useful for the future. I can see myself as have employed two secondary school years have exceptional conditions for an employee of Gorenje after practical students and four faculty students drafting a diploma thesis based on training, engaging in further schooling, who performed practical training in practical training. The value of this possibly going a long way with my own our company," says Suzana Jež, training lies in the fact that a student is method of work." Manager of Human Resources shown the functioning of systematics in Tomaž: "My expectations when starting Development Department. companies." this practice were to learn as much as Practical training in Gorenje, in Velenje possible that would be of benefit to me – Gašper Pšeničnik and Tomaž Brešar, Ve- during further schooling and in my lenje School Centre, Electrical Engineer- profession. I acquired certain skills with True experts indeed ing and Computer Science School the help of experienced electricians Simon Miklič: "As a student of the Novo mesto School Centre, Me- chanical Engineer- ing programme, I attended a ten-day practical training in the company TPV, performing work in a prototype workshop. I learned a lot, witnessing the progress of work from tool design to end-product manufacture. My superior gave me a task, namely to produce a prototype tool for making embossed nipples. Before work, I was given a plan with all the measurements, the tolerance and a d description of the piece. Then I set to un F work. I had to design the product using ip the CATIA application and then the hsr product was manufactured. After that, la o we calibrated the manufactured tool. hc S Once calibrated and set to the right d n dimensions, we began embossing. In the at end, the pieces were welded onto the car ne traverse and sent to the customer. I am m p happy that I was able to independently loev manufacture this prototype tool and e D construct it as I had designed it. I sec learned a lot in this practical training, and I will continue applying this ourse knowledge. I met new people and found R the work very interesting. I had no idea an what a prototype workshop looked like um H before. The knowledge that I gained ian during practical training will be useful in ne further study and then in employment." v loS 19 A M B I T I O N L E A D S T O A C H I E V E M E N T S and the mentor, who helped me with I was mainly impressed by the course work and more. The experience various projects and entrusted me of a film-making day, the connected with the electric car was even more demanding work as well. professionalism of my colleagues and the more valuable for me. This means of The experience gained during practical mass film production." transport was created at our school by training in Gorenje will be very valuable Students of the Service Activities and transforming a normal car and then in my further career. During practical Logistics Secondary School, operating in presenting it to the public. I was a training, I learned to read and draw the Celje School Centre, successfully member of a team of students who electrical plans, use various machines and combine knowledge acquired in school displayed this electric car at the Car and work within a team where every project with practical knowledge. This experience Maintenance Trade Fair. Before that, I needed to be completed in a certain has been shared by Nik Pišotek. He had to gain thorough knowledge of the period. In private life, I know how to describes it as follows: "I was on practical project and the technical characteristics repair or connect various electrical training with work at Avtotehnika Celje, of the vehicle so I could answer questions. machines (e.g. drilling machine, electric where I supplemented the knowledge The questions I was unable to answer motors, house installations, draw needed for practising the profession of prompted me to learn more, but more electrical plans, connect video vehicle body repairer. I learned various importantly I successfully incorporated surveillance, alarm systems, etc.). My professional preparations and varnishing my knowledge into communication with experience with the mentor was very procedures as well as suitable visitors." good, and he always took the time to help communication with colleagues, and I me and explained everything that I became familiar with the organisation of wanted to know in the field of electric engineering. Having completed practical training, I see myself working for Gorenje, as it is a top enterprise and is continuing to develop in terms of being higher quality and more trustworthy, and I have no doubt that I will get a job I will enjoy and be happy to do until the end of my career." PRACTICAL TRAINING WITH WORK – experience between school and occupation Students enrolled in the media technician programme of the Secondary School of Mechanical Engineering operating within the Celje School Centre participated in the shooting of the Slovenian feature film entitled Vloga za Emo (A Role for Ema) as part of practical training with work provided by the Almedia production company. That way, they obtained valuable experience and were the first secondary school students in Slovenia to verify and assert their knowledge and the quality of their education. They worked under the professional guidance of mentors, carried out technical tasks and acquired competences as assistant director, assistant producer, director of photography, operator, sound editor and operator, assistant lighting director and logistics assistant. They learned about teamwork, communication and responsibility as well as established contacts in the field of film production. Their qualification is proven by the fact that at the end of the project, some of them became employed in the VPK production company and other similar institutions. Petra Rebernik, a student who was script supervisor and lighting assistant for the film Vloga za Emo says: "I am glad that I learned about my career ambitions in such an important project, and that I became familiar with all the steps leading to the creation of a film. 20 In the scope of the practical training with work, the students of the Service Activities and Logistics Secondary School repaired a damaged petrol-engine car and transformed it into an electric car. The number of students in practical training per statistical school region (2013/2014 school year) LEGEND The number of students included less than 100 101 to 200 201 to 500 501 to 1000 more than 1000 d un F ip hs TOTAL r NO. REGION la ZZS o hc 01 POMURSKA 266 S d 02 PODRAVSKA 800 n at n 03 KOROŠKA 171 e m 04 SAVINJSKA 890 p loe 05 ZASAVSKA 99 ve D 06 SPODNJEPOSAVSKA 206 sec JUGOVZHODNA 07 402 our SLOVENIJA se 08 OSREDNJESLOVENSKA 1.395 R an 09 GORENJSKA 505 um 10 NOTRANJSKO-KRAŠKA 129 H Considering the population size, the programme is rather evenly distributed across Slovenia. In terms of the ian 11 GORIŠKA 273 n number of students engaged in practice per statistical school region, the highest numbers, as expected, were ev recorded in the more densely populated and developed regions 12 OBALNO-KRAŠKA 171 loS 21 INTERVIEW Interview Interview INTERVIEW INTERVIEW (Ministry of Education, Science and Sport - Secondary, Interview with Nataša Hafner Vojčić Higher Vocational and Adult Education Directorate) Co-financing of the Practical their potential employer. The employer is Training with Work programme given a chance to train its future employee from European Cohesion Funds and to assess their professional and work is also projected in the new potential. Employers increasingly appreciate this advantage, and it is often the financial framework for case that when education is completed a 2014-2020 student becomes employed with the employer where they gained practical 1. Do secondary school and training. We hope for as many of these faculty students acquire suitable cases as possible. knowledge and competences during practical part of training be assigned 4. Is the Practical Training greater importance, a larger share in with Work programme going to be the total number of hours? financed by European funds in the Vocational education and training is future as well and when will it start? unimaginable without learning through The Operational Programme for work. The latest redesign of vocational Cohesion Policy Funding 2014-2020 education programmes in 2004 to 2006 predicts further encouragement of resulted in a larger number of hours employers to conduct practical training allocated to the programme focusing on with work for secondary school and higher practical training. In the coming years, vocational college students. Schools and new models for vocational education employers can expect the first call for programmes are projected to be Some schools and employers have applications in the spring of 2016. implemented, with an even greater share established strong partnerships, while of training from employers. Our aim is to things are not yet running smoothly 5. Which occupations and types of introduce pilot training based on the elsewhere. The situation also varies practical training especially deser-ve support from European funds? apprenticeship model. among industries. In particular, small and medium-sized employers will need Priority will be given to education for occupations that are in the greatest demand 2.How could cooperation additional support (mentor training in by employers. Vocational education and between schools and employers companies, professional support for be improved and the transfer of mentors by the school, guest mentor, training will be supported as a priority, knowledge from companies to assistance in administration, templates for comprising more practical training with students be expanded? various forms, etc. ). employers. This will primarily entail Quality vocational education requires Setting up partnerships between schools programmes in the scope of which the close cooperation between schools and and local institutions is a lengthy process, trainee becomes employed by the employer employers. Employers can train students supported by the ministry in charge of as an apprentice. Various specialisation in their companies and take part in education by various projects. In addition programmes and post-graduate training determining the content of the "school to schools, employers' associations should programmes are planned in this framework. segment" of education (a part of the participate in establishing and Priority will also be given to training at educational programme is determined by strengthening partnerships as well. verified training sites, based on individual the school in cooperation with social apprenticeship contracts. partners). There are quite a few cases where some of these hours have been 6. What will the priorities be and 3. Do you believe that the allocated to additional practical training what are your ideas for the future? Practical Training with Work We wish to simplify the procedure for with employers. programme increases youth incentives for practical training with work The purpose is that the student really employability? as much as possible, so we will take every becomes familiar with the work Yes, training at work can give opportunity to do so. We hope that the new environment and socialises within it. students practical experience and help instructions will provide simplifications Experience in the past few years has them become familiar with the labour enabling employers to gain incentives faster shown that goals will also have to be set market and establish contacts with than in the projects carried out thus far. for this part of the educational potential employers. They have an programme, but this will not be possible opportunity to showcase their without the close cooperation of knowledge, motivation to train for employers. their profession and the will to work as well as to become acquainted with 22 S T U D E N T S F O R E C O N O M Y Sabina Rajšelj, MSc, Matej Čeh INTERVIEW Creative Path to Practical Knowledge (PKP) There were times when young people were not occupied with the question "What will my profession be after Learning about my schooling?", however, these days all students must think about a job even profession in practice! during education and must proactively approach their employability and career planning or the creation of their own position of employment. The path for the future Creative Path to When young people search for Practical Knowledge employment, their acquired education is only the starting pointand not always a A programme that solid one at that. It is therefore important connects us! that young people in various areas and situations gain practical experience and therefore the competences, knowledge and skills needed to enter the labour market. Employers often highlight highly STUDENTS qualified personnel without suitable + gaining practical practical experience and knowledge, unable knowledge, experience and references to effectively function in an COMPANIES establishing contacts interdisciplinary team, where integral + + with company solving practical comprehension and solving assignments is problems expected of them. + identifying In order to enable young people to gain employment candidates knowledge and experience for a successful transition from education into the work environment, the supporting measure FACULT Y called "A Creative Path to Practical + connecting theory with practice d Knowledge" is being carried out with the un + practically updating F support of the European Social Fund and study programmes ip h the Ministry of Education, Science and sr Sport, described by Prof. Zoran Ren, PhD, la Do you want o from the university of Maribor, at the 9th h to know more? c Slovenian Innovation Forum as "the first S www.sklad-kadri.si d The operation is co-financed by the n state measure yielding the right effects". European Union's European Social Fund. a The call for applications is organised t in the scope of the programme called n "Creative Path to Practical Knowledge", e Challenges in the private sector – Operational Programme for Human Resources Development for the m Period 2007-2013, 1st priority axis: p Promoting entrepreneurship and adaptability, and preferred lo opportunities for stu-dents orientations 1.3. Scholarship e scheme. ve The call to apply to the PKP Ds programme encourages the ec development of compe-tences in Interdisciplinarity is preferred allows students to obtain generic or our students who in addition to regu-lar study s specific competences and competences e Projects include students in various obligations wish to become part of R fields of study. The interdisciplinary that are specific for their profession and "small research projects" to look for an nature of most projects contributes to in demand in the private sector. Projects creative and innovative solutions for um are carried out in various environments, H student networking in various prac-tical challenges in the corporate professional fields. This is the method from medical to chemical laboratories, ian sector. They are assisted by work and n from classrooms to study libraries, from e used to transfer knowledge among v education-al mentors offering them researching in the forest to exploring lo students, and the work performed expert support in project S faculty gardens and elsewhere. implementation. 23 M U LT I P L I E R E F F E C T S Students gain useful knowledge in various fields, and the projects also cover modern PKP PROJECTS WERE SHOWCASED AT: research trends, e.g. the protection of natural heritage, environmental The International Electrotechnical and Computer Science Conference ERK 2014 protection, biodiversity, kinesiology, (Portorož) health care, etc. Supervised by expert The Slovenian Innovation Forum (Ljubljana) mentors, they search for solutions to The Industrial Forum of Innovation, R&D and Technology (Portorož) optimise business and work processes, Biennial of Design, BIO 50: NOW (Ljubljana) boost productivity, research the market, Supporting Science Teaching Advancement through Inquiry Conference (Bled) etc. - even develop prototypes that companies will later market after 1. Grazer BIM Tagung Conference (Graz, Austria) finalising them. The International Field Robot Event (Bernburg, Germany) PKP attracts attention Owing to good project implementation During the implementation of the results, one of the students wasemployed by project, higher education institutions and our company." Nejc Škoberne, PhD, the Fund organised various promotional Managing Director of Genialis. activities in the media, at conferences, round tables, professional events and Employment opportunities for trade fairs and on a number of websites. students Most of the higher education institutions "When working on a project, it is presented projects at high-profile press important to be driven by the desire to conferences. learn, create and work responsibly. These are the traits that a company notices and The Fund enabled the presentation of projects dealing with food production, nature protection that persuade a company that you are the and computer applications in the food processing candidate they want to have on their industry at the International Fair of Agriculture and team," says Zumret Topčagić, who created Food AGRA 2015 in Gornja Radgona. Photo: A student of the Novo mesto Higher School of a job for himself at the company Administration and Business presents the project Redpitaya by means of the PKP project. "Developing an application for ordering sandwiches with local ingredients". (Source: Dolenjski list, no. 36/3392, 4 September 2014). The connection between companies and students is preserved after the Connecting the educational sphere completed projects, because on the In cooperation with the Ministry of Education, Science and Sport, the Fund organised a press with the private sector basis of good experience many conference where chancellors and vice- companies decide to grant a chancellors of Slovenian universities commended "Developing creativity when faced with scholarship, enable practical training the PKP programme as an excellent measure for specific challenges that companies transferring knowledge from higher education encounter enables students to obtain or drafting of diploma and/or master institutions into the corporate sector and vice thesis. Data show that a surprisingly versa. (Source: Ministry of Education, Science and additional competences, become familiar Sport - MIZŠ) with the work environment and upgrade high share of companies employ the knowledge they have gained. These students or include them in work Multiplier effects of the PKP projects are also extremely welcome as an based on a student referral form. projects in figures and statements opportunity for long-lasting liaisons and The results of activities carried out in cooperation between educational mentors / PKP project results are beneficial the scope of the call for applications researchers and companies, which is a to society at large provided an answer to at least 206 strong driving force of new ideas and challenges from the private sector, but creative cooperation. Thus, young people Students for infants more importantly, not only did the 1,320 are more aware of the importance of their Project: Musical lessons for infants participating students gain competences, career development and come face to face Inspired by a similar programme but some actually became employed. with the actual demands of the market," implemented by the Graz Academy of The 2nd call for applications resulted in says Maja Makovec Brenčič, PhD, Vice- Music, Private Music School Director the selection of 246 projects, and more Chancellor of the University of Ljubljana. Nataša Cetinski engaged participants of than 2,000 students will acquire practical the PKP project to research and examine experience by the end of July 2015, not Human resources solutions for the teaching of infants. As yet, nobody only in technical and natural sciences but provides musical lessons to children aged also in the field of social and welfare companies 1 to 3 based on Slovenian songs and innovations that will contribute to social "Among other things, the PKP project cultural heritage. Such a music teaching progress. addresses the issue of 'gratis' work, which programme would encourage the integral companies have recently opted for. For a and musical development of children and company, a young and inexperienced on the other hand require adult worker first represents an investment. participants to select quality music for Students learn Genialis is a young high-tech company, small children. I set up this programme and without the PKP project, it would about their with the help of the Academy of Music have a hard time providing first work and four students, who researched !profession in experience to so many students without a literature and musical content to organise practice financial incentive. a workshop as well as interdisciplinary 24 S T U D E N T S F O R S O C I E T Y tknowledge about the characteristics of child development. Every workshop was carefully planned, focusing on a specific topic, and supplemented by experience from the previous one. "I believe that the most important thing for students was the contact with the real environment, namely the musical school, where the customer is always right. This inspires a completely different feeling from that experienced when you prepare for teaching that never comes to life in reality. Students also learned about communication and fostering relations with customers. The Arsem Musical School acquired knowledge in a thus far Students encounter challenges in testing and measuring the universal gripper in the project "Analysis of the operation of the first series KGL oil-hydraulic rotator" carried out under the auspices of the Faculty of unexplored field, penetrating an age Mechanical Engineering of the University of Ljubljana. segment of the market that has so far been beyond reach. This connection could definitely bring excellent results in Opinions of users of the My Health We assess the project in superlatives and the long run." Nataša Cetinski, Arsem Diary project, Viva.si: "All the project definitely hope it is upgraded." Slovenian Musical School. partners assess that participation in the Paraplegic Association project has been very successful: students gained significant direct and indirect This project of the Faculty of benefits (upgraded competences, new Mechanical Engineering Maribor, the know-how, networking, experience of a company Miricota and the Slovenian real work environment, professional Paraplegic Association is a response to references, etc.), and the end product was the lack of clothes for people with health the realisation of the company's wish to problems, specifically bedsores, gain a business solution while expanding incontinence, restricted mobility the options for further quality upgrades of this solution." (Source: Final report on implemented project activities, 1st call to apply to the PKP, 2 October 2014) Children were enthusiastic about participating in PKP projects promote social the project workshop with students of the Academy responsibility of Music of the University of Ljubljana. Project: Research and development of Useful and creative computer paraplegic clothing science "We gladly responded to the call to cooperate because the project represents a Project: Formulating media solutions solution for problems with buying suitable for the Viva.si business model clothes that wheelchair users have faced A student of the Biotechnical Faculty of In cooperation with the Academy of for many years. the University of Ljubljana conducting a microbiological food test. Theatre, Radio, Film and Television, the d company Studio Moderna sought un F solutions for a more efficient on-line ip hs presence of the Viva magazine, one of the r la leading on-line media offering o h information on illnesses, a healthy life c S style and well-being. Rapid interactive d n development warrants the modernisation at n of the portal and its contents, so the e m project was aimed at formulating suitable p lo solutions to upgrade the business model. ev The project resulted in the decision to e D digitalise the booklet entitled My Health sec Diary (Moj dnevnik zdravja) in the form our of an interactive on-line application, se assisting users with prevention and R offering advice on health care. an um H Students improve ian n their employment e The on-line interface of the "My Health Diary" portal, created as a result of cooperation between the students v of the Academy of Theatre, Radio, Film and Television and Studio Moderna (http://www.mojdnevnikzdravja.si/ lo !options! S login). 25 ” H I G H T E C H ” of hands, muscular atrophy, skin irritation, etc. There are no suitable clothes available on the Slovenian market, so functional clothes need to be developed for the protection and health needs of paraplegics, bearing in mind fashion trends as well. "By working on the project, I was able to use and upgrade my studies, step by step, through well-planned project activities leading me to the final goal, namely the development of functional clothing for paraplegics. I realised how important virtual prototyping is in the development of clothes tailored to the user and how it can be put to good use," says Irma Selimović, student of the "We did it!", say the satisfied students of the RedPitaya project team. Faculty of Mechanical Engineering. The fact that the PKP projects involve PKP projects are also RedPitaya – from a fun musical the transfer of knowledge in both high-tech projects instrument accessory to a serious directions is confirmed by the mentor measurement instrument for labs Mira Strnad, who became qualified in Connecting computer science and life using 3D CAD software for pattern science Project: Laboratory measurement design, virtual prototyping and the system based on the RedPitaya device visualisation of clothes on a 3D- Project: On-line application for gene parametric body model to become part of data analysis and for conducting Through the laboratory measurement the project. Through research on bioinformation procedures system based on the RedPitaya device, functional clothes, the company students produced an educational identified a new potential niche. It wishes The Faculty of Computer and measurement system to support to apply the knowledge gained to help Information Science in Ljubljana and the telecommunication studies in development and thus become a provider company Genialis participated in a cooperation with the Faculty of Electrical of ready-made and tailor-made clothes project for developing an on-line Engineering and the company for a special target group. application for gene data analysis and for . conducting bioinformation procedures in Instrumentation technologies. For the educational process they needed "Employee and student competence two fields: analysis of data obtained by development is crucial for an individual biological experiments and modelling to be able to use the acquired knowledge, proteins, and protein-protein skills, abilities, communication and interactions. Domen Blenkuš took part in presentation capacities to successfully and the PKP project as a student from the efficiently achieve the goals of the work Faculty of Mathematics and Physics in environment, as well as to be able to listen Ljubljana. Participation in the project and be open and susceptible to new allowed him to use his knowledge in challenges." Andreja Rudolf, PhD, practice, gain experience and receive educational mentor at the Faculty of payment for his work. His performance Mechanical Engineering. in the project proved that he was competent, and the company employed him. Delež projektov po področjih (%) Share of projects per field (%) 45 40 35 30 25 20 15 10 5 0 Izobraževalne Educational Umetnost in Art and Družbene, Social Naravoslovje Natural T Tehnika in echnical science Zdravstvo in Health care Storitve Services Kme;jstvo Agriculture vede sciences humanis;ka humanities poslovne in proizvodnja and production sociala and social upravne vede Field testing by students in the scope of the project "Design and cost-effectiveness of sea water heat 1. JAVN 1st C I RAZPIS ALL FOR 2. JAVN 2st C I RAZPIS ALL FOR pumps" of the Faculty of Maritime Studies and APPLICATIONS APPLICATIONS Transport of the University of Ljubljana. 26 C O M P E T E N C E S G A I N E D equipment with a value that can amount to tens of thousands of euros per Acquired generic competences measurement site. The proposed system enables students to perform assignments Interdisciplinary and team work independently using individually accessible equipment. RedPitaya is a Analytical and creative thinking and solving problems product that can be instantly transformed Corporate and organisational competences from a fun musical instrument accessory, Communication skills a magnetic field gauge and a sound emitter into a serious laboratory instrument. The project partner, the company Acquired occupation-specific competences Instrumentation technologies, provided access to the key measurement Programming languages: Javascript, Matlab, C++, CSS Programs: component of the system. After reviewing the goals achieved, it expressed interest in AutoCAD, MapViewer, GlobalMapper continuing the project. Zumret Topčagić, Handling research equipment in various areas now employed by the company, says: Laboratory skills (validation, calibration, gauge positioning) "After the project, three students continued to work in the RedPitaya Validations and valuation of analysis results company." Further work focuses on Modelling business processes using ARIS tool and BPMN technique expanding the set of instruments that would operate on the said platform, whereby the usefulness of RedPitaya in mentors of the Faculty of Electrical the educational process or individual ROI calculation model will be Engineering and Computer Science and upgraded with added aspects that have research will increase further. of the Faculty of Organisational Sciences. not yet been taken into account, and the The company INEA, the project partner, marketing approach to informing Logistics challenges boasts a team of consultants and customers about the benefits of the Project in progress: Upgrading the specialists in the Preactor tool, which advanced planning system will be revised. most advanced models offers high quality services and has Another partner in the project is the launched one of the most comprehensive Chamber of Commerce and Industry of An example of an interdisciplinary systems to support scheduling in Slovenia, which will direct students in project is the project under the auspices production companies. The result of the drafting material for disseminating of the Faculty of Logistics of the project will be the model presenting the project results and therefore ensure that University of Maribor, with functioning of the tool based on the test the results can be applied in a wider the participation of students and data of the selected company. economic environment. Projects in the field of natural and technical sciences prevailed at the 1st call for applications. d un F ip hsr la o hc S d n at ne m p loeve Dsec ourse R an um H ian n In the scope of the PKP project, students from three faculties of the University of Maribor upgraded the field robot, which won 3rd place at the International Field ev Robot Event in Bernburg, Germany. loS 27 H O W T O P R O C E E D The effects of projects and the results aimed at employing the knowledge to the "It is very important that young people of the activities conducted have left a benefit of the local environment. gain practical experience that facilitates visible trail and the participants' their transition from the educational experiences are surprising and inspiring. "Cooperation where students use an process into the labour market and We are faced with the challenge to create interdisciplinary approach to successfully consequently the transfer of knowledge new, even stronger connections between overcome various business and social into practice. By acquiring competences, education and the private sector and to challenges is strongly supported at the knowledge and skills in the scope of secure competent human resources for University of Ljubljana, and we expect to activities complementing the regular tomorrow. We will try to be even more be able to participate in projects that learning process, mentors assist the inclusive and integrating, as a actively connect study experience with students to directly cooperate with consequence of which the Ministry of practice in the future," says Maja commercial entities, thereby gaining a Education, Science and Sport will, in Makovec Brenčič, PhD, Vice-Chancellor new insight into the work environment addition to the existing integration of of the University of Ljubljana. and also developing their own innovation education with the private sector, also and creative thinking. Thus we promote promote the integration of higher the transfer of knowledge into the private education institutions with stakeholders sector, focusing it into development, from the local environment with the thereby improving the adaptability, assistance of the European Social Fund, efficiency and competitiveness of the economy. This process also involves the transfer of knowledge from the private sector into the learning process, contributing to the modernisation thereof. EUR 8.3 million was allocated to both calls for applications, and we expect this amount to increase in the future. The project "A Creative Path to Practical Knowledge" has met the expectations and the set goals, which is why we will continue encouraging such projects. Both young people and commercial entities are eager for such forms of cooperation. In the future, projects will be expanded to cover cooperation with the local environment," says Mirko Stopar, MSc, Acting Director-General of the Directorate of Higher Education, Ministry of Education, Science and Sport. Maja Makovec Brenčič, PhD, Vice-Chancellor of the University of Ljubljana. Multiplier effects of the programme: Increasing the employability of students thanks to experience and competence. Actually employed students. Concrete solutions for the corporate sector. Updating the study syllabus. A new approach to employing young people in companies. After the completion of the project, students preserve the connection with companies (company scholarship, student work, diploma/masters thesis). Planning long-term cooperation between higher education institutions and the corporate sector and knowledge transfer in both directions. Students are solving "Will our measuring system be able to measure problems in companies the cooling system in Mercator?" was a question posed by the students of the Faculty of ! already during studies Electrical Engineering of the University of Ljubljana 28 A W I E W F R O M E M P L O Y E R S Sonja Šmuc, Executive Director, Managers' Association Anisa Faganelj, manager of the Golden Thread (Zlata nit) project and editor of the Include.All (Vključi.vse) publication for equal opportunities in management Engagement Does not Just Happen the survey said that they could rely on should therefore increase tenfold in a their colleagues in other departments for couple of years. execution. The same is true of trust in The Managers' Association has been outsourcing partners (56%). Amazing, regularly and systematically raising isn't it? A lack of internal cooperation and subjects concerning leadership, staff excessive reliance on key performance development and connections to the HR indicators (KPI), instead of the the function. The 2014 Managers' Congress proactive pursuit of opportunities (within was particularly focused on the topic of the strategic guidelines), reduces the engagement, and an e-book on the efficiency of strategy execution in subject accompanied it. We have been organisations. Instead of taking involved in the Golden Thread project responsive action and constantly adapting measuring relations between to opportunities and risks, organisations organisations and their employees and are in the grip of inertia and thus less have co-created it since its inception. It competitive. One could say that they lack provides answers on how to improve entrepreneurial spirit. The effect? Only productivity while having better 60-75% of strategies become a reality. interpersonal relations. All the above was properly attained due The task of HR: support for to our dedication to good results, and personalisation and cooperation because we believe that success comes Considering the findings, the from good work and sound relationships. guidelines given by Bernhard Krushe, a Professional and ethical management lecturer at the Golden Thread conference linking into a community of engaged Anisa Faganelj in March 2015, should be taken very people who are not afraid to reach for the seriously: the role of HR is to support two stars and compete in international business markets will create prosperity What is the main task of the human key processes in an organisation: for society and realise the ambition of the resources department in a company? The personalisation and cooperation. Commitment for a Successful Slovenia first things that come to mind are the Personalisation is required by customers 15/2020 to become one of the European development of staff and competences, and employees alike: the emphasis on countries with the highest standard of encouragement and engagement. (my) uniqueness and the expectation of living. Is this not a goal worth striving However, this is not all. The role of the being treated accordingly and for? human resources department is strongly acknowledging that I am special is d linked to the goals set by the company. The growing. As studies have shown, the un F human resources department can be a ability to cooperate is just as important ip hs partner in innovations and assist in for precisely this reason. How do you r la achieving good cooperation among manage two counteracting processes, o h employees. coupled with the desire for c S standardisation to improve efficiency? d n According to researchers, no less than The solution lies in technology – another at n 60-75% of corporate strategies fail to area of change, as Dr. Krusche noted. e m materialise as planned. Two factors play a It is these challenges that shape the p lo major role in inefficient strategy role of a contemporary HR manager. In ev implementation: a lack of horizontal co- e addition, awareness that the business D ordination and cooperation between units efficiency of Slovenian companies is sec of the company (lack of integration within pitifully low. Our income derives from our the organisation) and too narrow a the capital invested to generate it. The se definition of success resulting in too little value added per employee is 39,000 R agility, as was found in a recent study by euros; it should be triple that if we want an Donald Sull et al. from the MIT Sloan to generate prosperity. Profit is the same um H School of Management, published in the story: Slovenian companies make a ian HBR magazine in March 2015. return on equity of 0.5%; however, the ne IIt was interesting to find that only aim is to earn at least five euro for each v Sonja Šmuc lo 59% of the managers participating in 100 euro invested, on average – ROE S 29 and J. Foleman say in their interesting Brane Gruban, Dialogos, strategic communications study, they find coaching only a "mirror Accredited Business Communicator, Los Angeles, 1997 image of management, only the shadow of management on a sunny day." The reality is of course very different because Leadership some managers are unable to escape the grip of a leadership style of direct guidance and control. They cannot overcome the need to micro-manage, through Coaching breathe down the neck and tightly control. What are the biggest Answer: the transformation of differences between a manager and a coach? managers into coaches Many believe the answer is right in 1. A manager gives advice, a coach front of us: stop being managers, assists in your own ... revelation. become ... coaches! This is confirmed by 2. A manager guides, a coach esta- global business trends (findings of blishes cooperation. prestigious business schools such as 3. A manager acts as an expert, a Harvard and the London Business coach is an equal partner! School, conveying the message that 4. 70% of the learning and develo- coaches are what is now needed rather pment of employees comes from than a leadership style of ordering and the work itself and not from for- directing) and, to a large extent, a recent mal training. survey of Slovenian companies. Their 5. The key: listen more and better, problematic organisational culture is ask more than talk, enable deve- largely the result of an anachronistic style lopment partnerships, build re- of leadership and the treatment of sponsibility, focus on positive mo- employees, and this is where coaching ves forward ... in brief, coaching. skills of managers and their ability to influence their co-workers stand out in terms of efficiency and the ability to In conclusion Stop being managers, become ... influence. The study showed that managers using The quest for the holy grail in the coaches more encouraging approaches mostly treatment of employees is far from over. have a constructive effect on the The idea that a few drops from the There is a never-ending search for behaviour of others, while managers "fashionable chalice" called engagement replies to the dilemmas of managers and using more restrictive approaches usually would suffice to eliminate the current management. Some amazing information receive a defensive response. Foremost, organisational headaches is naive and came from a poll by Gallup (2014) the assumption has been largely gullible and is certainly no more than ... showing that only 13% of employees in 144 confirmed that classic managerial holy simplicity. The current fashion of countries of the developed world are truly approaches to employees are failing and being captivated and fascinated by engaged. Managers and their style of that a shift towards coaching is needed as employee engagement is a misstep in the leadership and their treatment of the core mission of managers is the search for a way out of the crisis. We are employees have a decisive 70% effect on development of employees and the dealing with the consequences (low level the engagement of employees. A telling management of their job performance of engagement) and miss the underlying piece of information provided by the same (this is not rocket science, said Tom reasons (organisational culture and the renowned polling company flashes a red Peters, a management legend, in the related transformation of leadership style warning light, in that as many as 82% of recent interview for McKinsey Quarterly, – Management by Coaching (MBC)). A managers lack the five key skills needed to and he "had no more patience for single variable, such as the engagement handle employees. It would seem that the managers who did not grasp or apply it"). index, is far from enough. The true path models and practices of treatment of is harder, slower and above all more employees have been stuck in the 19th demanding, because it requires careful century and that there has (so far) been no "There is but one solution. Become systemic examination of organisational breakthrough thinking to replace the coaches and stop being managers. It culture in order to identify, activate and fundamental elements set out by Frederick requires much more than just a consolidate the constructive behaviour of Taylor, the founder of scientific declaration and changed words or titles. employees, thus enabling the right kind of management. More than two centuries Initially, the challenge seems similar to engagement and optimising job and have passed, much research money has bungee jumping." business performance. The good news is been spent (US dollars in particular), that a verified and useful methodology (Natan Jamail) much ink spilled and many words typed that can integrate the behaviour of on computer keyboards, yet the enigma of individuals, managers and organisations "good" management has yet to be resolved. When asked, most managers will on the same platform is available. All that Could a part of the answer lie in the agree that they see themselves in the is needed is to use it. transformation of managers into coaches? role of a coach because, as J. Zenger 30 S T R E N G T H E N I N G H U M A N R E S O U R C E S MANAGEMEN T Katja Jeraj, Head of the Lifelong Career Guidance for Companies and Their Employees programme The Strategic Role of Human Resources Management The development of one's career is personal and professional goals, and better on their strategic role. An increasing primarily one's own responsibility. market performance should follow. The number of people from the so-called However, as employees are those who give programme promotes work related to generation Y are participating in the labour the company its competitive edge and communication in the company. market, and they stand out for their represent its value, the company should Experience has shown that poor independence, individualism, openness to also get involved in the development of communication can be a major cause of new challenges and efficiency. A challenge individuals. The knowledge, skills and poor performance. Effective and – even awaiting Slovenian companies is to open up competences of employees should match more importantly – open communication opportunities to increasingly demanding the job requirements and corporate can achieve shifts in relations and business employees, offer development options and strategy as closely as possible. The more conduct for a company. set the right challenges as the only way to competences are aligned with job The evaluation of the Lifelong Career utilise their potential. Only an employee requirements and corporate needs, the Guidance for Companies and Their with a sense of opportunity to develop their better the company can utilise the Employees programme conducted by the potential can display sound job potential of its employees. Differences Slovenian Institute for Adult Education in performance and be linked to the corporate between the so-called learning 2013 and 2014 has shown that human vision. organisations and others mostly lie in resources measures taken by companies According to Gallup (www.Gallup.com, employee development. Employees have have both economic and non-economic 2012), top companies have no less than 67% become a source of knowledge for the effects. As many as 74% of the surveyed engaged employees, while Slovenian company, creating the vision and companies only have 15% on average. This companies reported a positive effect on constituting its culture and values. shows how much work lies ahead in job performance, almost 60% said that the Through the Lifelong Career Guidance Slovenia. We believe that the Fund's programme had a positive effect on for Companies and Their Employees programmes, notably the Lifelong Career competitiveness and only 7% of those programme, the Slovenian Human Guidance for Companies and Their surveyed noticed no economic effect. The Resources Development and Scholarship Employees programme, have made the first most notable non-economic effects were Fund has offered comprehensive HR step towards companies and towards a shift increased company loyalty, employee support for companies. Only after the in thinking about the value of employees to satisfaction and better relations between fundamental personnel processes are put companies. employees. We would like to conclude by wishing in order can the company purposefully you engaged employees and plenty of engage with its employees and success in their development. systematically invest in their Future challenges development. Project activities in FRapid changes in the economic companies have revealed the importance environment should be accompanied by a for management of the role of the shift in the thinking of corporate leaders human resources department and its and managers. It all begins with a d intent to become a strategic partner. "motivational" leader who understands un F Companies that offer personal and career the role of the human resources ip h development to their employees unlock a department in the company. Human sr field of employee satisfaction that brings resources departments that are restricted la o h advantages: employees have greater to administrative and operational tasks are c S motivation because they have set a thing of the past; the focus is increasingly d n at ne m p loeve Dsec ourse R an um H ian nev The conference Results and Opportunities of the Lifelong Career Guidance for Companies and Their Employees Programme loS 31 Katja Lampe Excellence Through Employee Development Working with people – employees – has turned out to be a step in the right Funding granted through the programme: EUR 5,580,000.00 direction in the search for the magical formula for entering the path of success, Why should companies have lifelong career guidance? competitiveness and development. Experience has shown that changes are • lays the foundations for planned work in the development of all employees taking place in Slovenian companies in • enhances the development of skills in the company and of individuals employee development: awareness of • improves the management culture and strengthens the human resources employee value is changing and new department approaches, ideas and innovations are • gives all employees the chance to develop personal and professional forming. Some companies used to merely development plans nod at suggestions regarding the importance of these challenges, but now, assisted by the Lifelong Career Guidance attainment of "soft" skills related to "The Alignment of Knowledge and Skills for Companies and Their Employees positive communication, stress with the Needs of the Labour Market". programme, they are taking action. management, innovation at work, motivation and contemporary Opinion of a participant of the leadership. Companies mostly decided "Excellence through employee Lifelong Career to set up basic personnel processes and development" workshops: Guidance for upgrade them by developing a Companies and competence model as the basis for "It was the first time in a looong time Their Employees successful and targeted employee that I felt the "motherland" wished me development. well, that it was aware of the quality of its citizens and that it offered its best. I The presentation has two notable parts: The Fund cooperated with Slovenian felt privileged and proud to have been the first concerns the Lifelong Career companies through the programme in two part of a quality seminar featuring a Guidance programme and its execution ways: by giving grants through two calls sophisticated lunch and a friendly and the second a presentation of the for applications and by organising a series attitude of the organisers and lecturers. experience and value added of the of expert workshops entitled "Excellence Such work energy could be achieved Lifelong Career Guidance programme through employee development" intended every day if only we were able to come from selected companies. mostly for employees of companies that together and distribute the money were not selected for a grant. Twelve fairly. Thank you for listening to the The Fund's programme has made workshops discussing current topics such needs of entrepreneurs and employees, two public calls for applications as management, communication, for obtaining funding and allocating it and given 370 Slovenian companies motivation and the introduction of fairly." (121 micro, 132 small, 81 medium- changes in companies were organised in sized and 36 large enterprises) the 2014 in Portorož, Ljubljana and Celje, and opportunity to develop and the seats were taken in few days. Nearly It begins with management upgrade the comprehensive 300 heads and experts from human A trend has been observed in corporate personnel process of employee resources departments participated in management of putting good experts development (the heads of the workshops, mostly from companies not from a specific field in executive human resources departments and limited to the domestic market. The positions. This mostly causes problems, all employees). Individual activities Fund's programme included the as management requires a different set of have involved more than 18,000 conference entitled Results and skills. The core of management skills is employees. The companies decided Opportunities of the Lifelong Career working with people, dealing with which activity to carry out based Guidance for Companies and Their individuals and leading teams. HRM on their needs and the needs of Employees Programme, where employers, experts have found that management their employees. Employees were service providers, representatives of the skills have to be attained and formed. included in various profiling Ministry of Labour, Family, Social Affairs Companies decided, as a part of their exercises, based on which personal and Equal Opportunities and lifelong career guidance project, to and professional development plans representatives of other relevant conduct series of workshops on (career plans) were developed. This institutions presented their experiences management and on personal and team was followed by inclusion in and new proposals to improve the training related to personal and programme. We also participated in an coaching where managers are trained. career development and the international conference on the Effect How to do it? Bisnode, Zarja Kovis and project with a feature entitled Terme Snovik are systematic and use 32 E X P E R I E N C E F R O M P R A C T I C E Activities of the Lifelong Career Guidance programme strengthen team spirit in a company. Bisnode employees promote their company in business environments and elsewhere. planning in the attainment of Engagement Survey (conducted since and we therefore applied and won a management skills and the development 2012) are a good indicator of whether grant, which helped us carry them all of employees. employee development is heading in the out," explained Mrazič. A series of right direction. Staff development is workshops for managers that best suited Employees are ambassadors of the planned annually based on current the company's development needs was company and managers are their analyses. Managers have to develop new developed. motivators skills as a result of their expansion to southern markets. Maja Fesel Kamenik, Managing Bisnode is the leading provider of "We knew at the time of the call for Director at HRM, d.o.o., a provider business information in the Slovenian applications related to lifelong career participating in the lifelong career business environment. guidance that the competence model of guidance of the company, said that the Vesna Mrazič, Regional Human the company would need to be revised development of training had been Resources Director, says that the and that we would have to design comprehensive: "Training has been linked company has always been aware of the development plans for each employee to other personnel processes, such as importance of its people, who are (Bisnode Development Plan) as well as assessments of the actual competence of ambassadors of the company. Trends new training subjects. The concept of the each manager by their co-workers. It is a from the analysis of employee Lifelong Career Guidance programme method of anonymous feedback on engagement using the Bisnode fully coincided with our plans, specific aspects of management. We cooperated with Bisnode in the d development of a questionnaire (Bisnode un F 360° Feedback Evaluation) adapted to the ip h organisational culture, values and strategy sr of the company. This was followed by an la o h assessment, feedback and the preparation c S of development plans for each employee d n (Bisnode Development Plan). An analysis at n of individual results has provided us with e m a clear picture of the weakly developed p areas and skills, and the plan was loev adjusted, taking into account the e D company's strategic plans. It should be sec noted that the results could not have been as good if the company's human ourse resources department had not taken an R active and strategic approach." an Mrs. Mrazič, the driving force behind um the projects, is convinced that the topics H have hit the nail on the head: ian ne "It happens all too often that highly v Employees have designed the company logo. lo successful specialists are promoted to S 33 P O S I T I V E E X P E R I E N C E Terme Snovik is transferring its green operations to its employees. become managers and suddenly find "We are 100% for renewable is a developing company, where special themselves in a new and unfamiliar role. energy in companies and attention must be paid to the organisa- They are often wondering whether to be amongst ourselves ..." tion and management of the company friends/colleagues or bosses to their because the number of employees has subordinates. To avoid these situations, Terme Snovik and Zarja Kovis have un- risen from one to more than thirty," said we discuss the new role with the manager, dertaken to redesign the management of Pavla Tomec who is in charge of human tell them what is expected and provide su- processes and motivation of employees resources development at the two com- pport in the development of management in an inspired way. The two corporate panies. Knowing employees and their skills, most notably emotional intelligence, visions seem different at first glance but abilities, talents, knowledge and skills cer- the ability to communicate, organisational both are fundamentally oriented towards tainly plays an important role in employee skills, the ability to provide positive or nature and the use of renewable sources management. The Lifelong Career Guid- negative feedback and the ability to see the to the benefit of their customers. Zarja Ko- ance project has enabled them to achieve big picture. All topics have so far been vis aims to achieve business excellence that: "Profiling and testing were used to very well received." through energy efficiency and get to know our employees better or rat- renewable energy and Terme Snovik ter said it has given us confirmation Tina Ahtik, head of sales by phone, focuses on friendliness to visitors, the of where their hidden potential lies and was enthusiastic about the workshop: environment and employees. Ivan Hribar, how to lead them more efficiently in the "I attended a time management work- CEO of both companies, wants to lead performance of daily tasks and shop. I was delighted with the exper- ience them to a path of sustainable tourism – relaxed atmosphere, expert development. They would like to yet friendly lecturer and open discus- transfer the vision of natural, green and sion of the challenges we all face. The people friendly business to the field of 4 LAWS OF SUCCESSFUL thing I liked best was receiving some employee development and management. MANAGEMENT simple and practical advice on how to "Successful corporate growth and de- change/improve certain patterns, be- velopment requires good executives, who - Demand more from yourself than haviours and reactions. I have already anyone else does must be developed in a different way introduced some changes in my daily considering the different nature of each schedule but I am of course aware - Demand more from co-workers than of the two companies. The organisational they t than real change will take much prac- hemselves do form of management of Zarja Kovis has tice." been designed on a project basis while at - Get to know your co-workers and their Terme Snovik, where guests come first, strengths it has been developed in a classic manner. Zarja Kovis is a company with - Protect co-workers from fear many years of tradition while Terme Snovik 34 D E V E L O P M E N T F O R A L L E M P L O Y E E S development. The process has confirmed the traits and abilities that were thought to be there but could never be correctly identified," said Mr. Hribar, CEO. They have embarked on the path of shaping executives, notably in those fields where areas for improvement have been noticed, aided by the providers Mastermind Akademija (Zema) and Planinc. Aleksander Šinigoj, PhD, a provider from Mastermind Akademija in both companies, is convinced that the management process is performed in steps. In step one, the manager needs a system of inspiration to "inspire their co- workers and themselves, which will lead to the desired results". Step two is used to transfer inspiration to co-workers. Step three (the most important one) is, in the opinion of Šinigoj, PhD, taking 100% responsibility for the results of one's team, and step four is the manager's honesty and authenticity. The manager thus creates an inspirational environment. This "does not mean that Cooperation and communication training in group coaching. we are always positive, smiling, cheerful subject of soft skills (participation in and inspired; it means making an effort to As Chief Executive Ksenja Brelih streamlining work processes and job take tiny steps on the path to the goal". Klincov said, they have been working for two decades on upgrades to their efficiency, interpersonal communication and the resolution of conflicts). Development for all employees knowledge and needs in terms of technology by providing internal and "When the training was introduced, external training. Investments in employees opened up more, presented their The Lifelong Career Guidance pro- employees (and their knowledge and problems, proposed improvements and gramme and its activities give an various competences) have become found that their opinion mattered. opportunity to human resources more intensive during the global Proposals and improvements are examined departments or company executives to economic crisis. As she said, during and introduced where possible. It was a big develop plans for employee the crisis in 2009 and 2010, they step forward in all areas, technical and in development aligned with corporate tried not to fire people, because interpersonal cooperation and progress." vision. The heads of human resources They participated in the Lifelong Career departments and executives often employees are a precious asset and Guidance programme because of the report that these activities have they were aware of their responsibility company's orientation towards employee helped them find employee potentials that for the livelihood of their families. development. They first wanted to set up will be developed and that suit the The crisis prompted the company to initiate training. They decided to the fundamental personnel process but then company's needs and values. Systematic cooperate with IZZA, because their redirected all the funds to training related and organised work with employees has lecturers were willing to adapt to their to career guidance and soft skills. been used to uncover the true depths of technical needs and additionally Employees obtained more self-confidence, work with people and the true needs of decided to provide training on the self-respect and respect for others and interpersonal relations have improved. d the company. un F ip New knowledge contributing to hsr the development of employees la o hc The process of employee S development at Niro Steel, a Jesenice- d n based company, is embedded in the at n corporate development strategy and the e m p lo strategy of penetrating the market, ev which have been undertaken in a e D comprehensive manner. The company sec manufactures specific high value our products made from stainless se sheet metal and intended as elements R for installation in the pharmaceutical an chemical and food industries in nuclear um H power plants and on ships. Strong ian competition from China and India has ne forced them to focus on products with v lo high value added. Technical part of the 5S system implementation – arranged work environment at the company S 35 technology by provid-ing internal and external training. Invest- A L L E M P L O Y E E S W R I T E T H E S T O R Y O F D E V E L O P M E N T Employees are led by the philosophy of long-term cooperation. The initiative to take on a lifelong individual guidance was later organised All employees write the story of career guidance project actually came for all employees where each identified a development from outside the company – some personal profile, advantages, any areas for customers wanted it to introduce the 5S improvement and guidelines on how to system – arranged work post – where adapt to particular parties during Vivapen is a family business that grew training was used to prepare employees discussion and situations and how to out of the small shop of Jože Melanšek. for changes (advantages of the system, place their character in the team and They produce tools for the injection of user and company). The technical part of contribute to personal and social technological products from plastic and the system was supplied through progress. As the employer, I have noticed automation of technological processes. company funds outside the Lifelong that the work is faster and more open Career Guidance project. Another focus (employees want to give their opinion on employees followed – group coaching and propose improvements), employees with all employees. are more focused on company objectives, "The experience that we are all the are better informed of company's same when we act as a team and that workings, assist and advise each other every opinion and proposal matters, that and change their attitude towards their every person contributes to the work and co-workers," said Brelih Klinc. attainment of common goals and the creation of a better work atmosphere, has been excellent and decisive. The training session was relaxed, dynamic and different. In cooperation with Develor, Employees have made personal commitments that are introduced in the daily work schedule: • "I will offer and ask for assistance." • "I will offer even more assistance to my colleagues to obtain knowledge as quickly as possible." • "Educational, we were shown that a lot can be achieved where there is will and interest." The chief executive and the employees write the story of development. 36 D E V E L O P I N G T E A M S P I R I T "The company decided nearly ten years ago to focus on what we know: developing technology and products and being innovative," said Petra Melanšek, chief executive. Today, they produce inks, ink cartridges, pens, roller pens and colour markers and are very proud of the ink feeding system developed in-house. "Vivapen is proud of its entire team of 86 people. Nearly 99% of the total revenue is generated on the global market, where the company has more than 70 customers in 35 countries and has become a supplier and development partner of customers such as: Pelikan/Herlitz, Online, Lamy, Staedtler, Sheaffer Pen/Cross, Faber- Castell and others. Ideas and innovations are not just wishes but a way of life, work and thinking for all employees. Simply having a common goal for all employees enables us to go forward successfully and to follow the corporate vision and strategy," said the chief executive. Training has been a constant at the company. Not only formal and expert training but also training in soft skills, notably team development, on which truly systematic work only began after inclusion in the Lifelong Career Guidance project. The fruit of joint work at the workshops – it will be repeated in the work process. They are led by the philosophy of long- term cooperation and the thought that second half, because this provides much applying the acquired knowledge to better effects. their common employer is satisfied achieve changes in companies, guiding After the workshops, employees customers. "Business is a team sport. employees towards engagement in developed the following guidelines: Efforts are made to develop long-term practice and how to persist in changed cooperation in all areas, be it with co- What you do not know, we will thinking, orienting towards cooperation workers, customers, suppliers or partners. teach you. (between employees, in management and It is said that a chain is as strong as its If you cannot, we will help you. If between experts and government weakest link, and it is therefore important you will not, we do not need you institutions). Such cooperation can to assist each other and cooperate. The develop a vision for the future. The Lifelong Career Guidance project company has multiple departments, and involved all employees and, as Suzana the work is carried out from the inception Krasnići, in charge of project execution at of ideas to final products, and it would the company, found, most of them took therefore be extremely difficult to create training well: an efficient process without cooperation between the departments and employees. d "All the training sessions carried out The workshops have certainly brought un F within the lifelong career guidance progress by improving communication ip h project have already introduced changes and raising awareness of the importance sr in attitudes and relations between co- la of a job well done and of taking of o workers and visible results in the taking h decisions and responsibility. Meetings c of responsibility; employees try to S and project work are now more d n perform their work in line with what is systematic, (macro and micro) planning at expected of them and in accordance with n of the entire production has been set up e the contract they have made with the m and the overview of the work and skills of p company. The company has decided to lo employees has been improved. However, ev continue to provide training outside the e the route is far from finished and even Lifelong Career Guidance project, as the D after the grant from the call for se results were positive." c applications was spent, training activities our have continued because it is an se investment in the future," said the chief A look ahead R executive. The good response to the programme an Specific goals count in training. Rudi has satisfied its users, providers and um H Arčan, head of production, set a goal after designers. As it turned out, we have ian the training, together with the "stumbled on" the issue of the ne department heads, to prepare products development of the hidden potential of v lo for customers in the first half of the week employees. New challenges have arisen S (Monday and Tuesday) and not in the and the following steps will be taken: 37 M A N A G E M E N T P R I N C I P L E S Branko Žunec, Chief Executive of BMC International Replace Leading by Example with Leading to Example people have begun to think that their Excellent managers know that their value is proportionate to the income they efforts and care for the constant make. This is not true. progress of employees are their biggest Why do some constantly succeed even mission and a confirmation of their value. if they make mistakes as they go along? Because they are aware that their value – Principle no. 3: regardless of what happens in their life – Excellent management is leading to is not diminished. It remains the same, example. and it depends on them whether they will increase it further. This is why many successful people and groups (business Leading by example is one of the most ones as well as those from many other popular concepts of all – but therein lies fields) claim that the biggest mistakes and one of the biggest traps for managers. failures have been the best lessons, You can only set an excellent example if enabling them to grow and succeed (even you are excellent as an employee, not as a more). manager. You are not setting a management example for your Excellent managers know that a co- employees, are you? You are setting an worker who has made an (unintentional) example of how to perform an excellent mistake needs an opportunity to regain a job, correct? If this is true, how then can sense of self-worth (instead of being an excellent manager truly lead by reprimanded, punished or fired). example? Excellent managers thus take mistakes What excellent managers do is have a and turn them into stronger employee clear picture of the working of the entire engagement. team and each member of it at the level Excellent managers are aware that an of an example. effective commendation is immediate, Excellent managers first look where brief and, above all, honest. It ends employees should be taken to set a good something like this: "I believe there will be example and then develop a strategy of The current business situation forces more opportunities for me to commend getting them there. companies to try to achieve the you. How many depends on you alone." Then they persist until they get their maximum possible employee motivation employees to the desired point. Employee and engagement in the work they Principle no. 2: mistakes do not stop them but encourage perform. We all want to progress in life. them to prove that they are right. Success How can you achieve complete does not blind them but gives them the engagement in employees and keep drive to take on new challenges and goals motivation high? The experience of Such was the case when we took our to help employees constantly grow, excellent companies shows that it can be first steps, said our first words and went develop and enhance their personal value. done mostly through constant and to school for the first time. People need It is recommended for everyone to development-oriented training. Training progress in their lives. Be it personal or include the following training on a shift provided by external providers and professional. in thinking in any future programme for managers, who increasingly play the role The feeling of making progress training new managers: of coaches and motivators in companies. enhances the feeling of one's own value. I used to set an excellent example as a I focused below on three excellent Excellent managers are aware of this and co-worker, but now my mission as a management principles that increase the therefore seek constant progress rather leader is to lead employees to be such an engagement of employees and thus lead than perfection. Excellent managers set example that they themselves will first to excellent results. demanding goals and plans – so that it takes extra effort from employees, feel proud, followed by me and finally by the company, which will reap specific Principle no. 1: resulting in progress in work and life. Excellent managers plan time for the benefits from it. We all want to feel useful. development of employees and include it in meetings, personal discussions and Each person has their own value and development interviews, which dignity. There is so much talk of money areconducted several times a year if and wealth in contemporary society that necessary. 38 T H E R O L E O F L E A D E R S Andrej Božič, Steklarna Hrastnik and BB Consulting crucial for management and the engagement of people in the joint Nothing Happens realisation of a company's vision and mission. Danah Zohar (who developed the concept of spiritual intelligence and wrote by Itself the book Duhovni kapital (Spiritual Capital)) is convinced that each organisation needs at least 75% of employees to identify with the mission set out by the management in order to realise it in the long term. When the management believes that people are the biggest asset and driver of development, respect for each individual in the company develops. This means that the management and employees build mutual trust and seek out common values through dialogue. It also means that the introduction of business changes and business growth does not seek short cuts, short-term solutions in the form of constant cost cutting and cheaper labour but long-term solutions considering the interests of the people. This means that plenty of time, energy and investments must be dedicated to human potential, investments in training, constant dialogue on values and building trust, both within and outside the company. Investments must be made in people if we want values, respect, vision, trust, self-confidence and boldness expressed as enhanced creativity, ambition, innovation, engagement, All companies, including successful role. Otherwise, it will operate according dedication and finally results. In the ones, must change constantly. Each to the old principle of management that case of Steklarna Hrastnik, years and change begins with a decision to under- assumes that everyone responds in the millions invested in people have yielded take one and the ambition of what it will same way and that pressuring employees results in the form of profit growth from achieve. Persistence, courage and notably to perform will generate the same five million euros in loss in 2009 to 4.4 respect for all stakeholders come next. response from everyone. This style of million euros in profit in 2014 It is important that the change and its management has no chance of long-term I can confirm, based on more than 30 advantages are clearly presented to all survival, because it offers no opportunity years of experience, a number of stakeholders – employees, owners, local for creativity and innovation, which will transformations undertaken and my own community, customers and suppliers. The be needed if the company is to retain its BB model of company transformation: that executive team of Steklarna Hrastnik has long-term viability. People are not nothing happens by itself – change is jointly decided to adopt a new, daring robots, and each has a different response driven by people. People who feel and ambitious vision of long-term growth to pressure and receives challenges respected trust their managers, believe in based on respect and innovations, and differently. Understanding this is the corporate mission and live the shared d values of the company. readiness to persist when faced with chal- un F lenges and notably celebrate all success- ip hs es along the way. r la It is important to know the company's o h activity well and apply the tool kit of c S knowledge and skills by which the man- d n agement combs through and seeks out at n the information necessary to develop a e m new business model. According to the BB p lo model of corporate transformation, the ev stage is called "sobering up" because e D the actual situation is examined and an sec acknowledgement is made of where mis- our takes are made and losses generated and se what is done well. Only once the company R is ready to face reality can it set new and an ambitious goals and develop a new mis- um H sion and vision. ian The management believing that peo- ne Employees make constant small useful proposals for improvement; here awards are presented to the ple are the biggest asset and then living v most active ones. lo it every step of the way plays the crucial S 39 VITALITY OF SLOVENIAN INDUSTRIES Aleš Vidmar European Funds Connecting Slovenian Companies • lasting results (training programmes, qualified mentors, experience); • result monitoring. Various industries were provided with support: design management, sustainable construction, waste management, paper production, wood processing industry, logistics, security, trade, glassmaking industry, computer industry, telecommunications, tool- making, accounting and robotics. Only companies and social partners participated in this measure as partners. No industries, topics, prices or provider selections were determined in advance. Comparison of the partners included in the KCDM project according to The companies were free to decide on the the number of employees at individual enterprises use of the funds. We witnessed an experiment: initiatives came from Enterprises of various sizes take part in partnership programmes, as is shown by the graphical representation of the enterprises, project offices and Competence Centre for Design Management. The dynamic of the collaboration between the small and large enterprises is frequently beneficial for both (small enterprises have their horizons broadened and acquire new leads, while the large individuals who thus gained important enterprises get new ideas from the small and highly dynamic enterprises) experience in human resources development; they then searched for At the start of the 21st century, operating in Slovenia. They responded to appropriate content and finally learned Slovenia was marked by the accession to the global challenges of the 21st century the results. the EU, adoption of the euro, economic by developing the competences of "There is certainly no lack of growth and finally the crisis that put into employees at more than 300 companies. challenges for the wood processing question the country's economic model; They operated for 30 months on average industry. Over the course of the this is still testing the vitality of Slovenian and received EUR 400,000.00 in co- last decade, the industry had to industries and enterprises. Competing financing. They trained more than 13,500 adapt to an environment of with low prices, products with low value people and recorded nearly 40,000 small production series; it is added and countries that can more easily enrolments; enrolments could exceed facing stiff competition from the ensure their own competitiveness 45,000 by the end of the implementation east and is fighting to break through economies of scale, low labour of the 2nd generation projects (31 August through to new markets. Partner costs and adjustment of the value of the 2015). companies have used the funds national currency is no longer possible The main objectives of the received within the scope of the for us. The majority of western competence centre (hereinafter: project to implement useful competitors have an economic advantage CoC) projects: training and have thus developed that must be overcome by Slovenia • strategic HR development, priority employee competences that through higher efficiency, innovation, increased level of employee and were deemed necessary. They productivity and improved sales. All of manager qualifications; favoured training that yielded these performance indicators are tied to • the collaboration of enterprises, immediate results: language people, work organisation and the circulation of knowledge and training and the development of management of people, knowledge and synergies; sales skills and technological competences. • the definition and implementation expertise as well as training in In the 2010–2015 period, there were 19 of user training; the area of lean organisation. industry competence centres for the • excellent experience for the When assessing the effects, I find as development of human resources participants, training becoming the norm; 40 T R A I N I N G I S A N I N V E S T M E N T the project manager that the shift in accelerated the development of employee awareness of the need for knowledge and competences. permanent training to be especially Enterprises were able to recognise the important. If at the start of the project profiles that are crucial for their many of the companies involved business; they carried out viewed training as an additional and benchmarking of the required and unnecessary activity, this aversion existing knowledge and approached gradually began to disappear and the the development of employee number of sceptics began to decline. competences in a more systematic The majority of participants now manner. Additional funds have The aim of the training is to raise the quality of work AND achieve companies' business express their satisfaction with the enabled access to the highest quality objectives AS WELL AS employee satisfaction, training. The mentioned shift can be sources of new knowledge. The effects especially if employees are responsible for assessed as an important positive have convinced the management that it product quality, such as the employee from impact on the raising of the is necessary to budget for such a Steklarna Hrastnik featured in the photograph. organisational culture at the KOCles volume of training funds also in the (competence centre for the wood pro- future." Živa Gorup Reichmann, project Training = investment cessing industry) partner companies." manager, Comtrade Training courses are all too frequently Marko Mokorel, head of the KOCles Through the assistance of the European seen as an expense, especially in times of project office. Social Fund and the ministry responsible crises and restructuring. KoC "How are competitors able to for labour, companies operating within an (competence centre) projects represent collaborate with one another?" individual industry have been established. an important investment and incentive They got the opportunity to determine for employers to see training as a strategic As part of an international, export- the key positions of employment and the tool. Steklarna Hrastnik has shown that oriented economy, Slovenian companies desired competences as well as to train training can be measured in the same have buyers and competitors thousands of employees depending on the manner as an investment that yields miles away (Germany, China, South requirements and the highlighted deficits. returns. The transfer of good practices Korea, Poland, Turkey, etc). For a long These are displayed by the competence was made possible by the Fund by time now, competition has not been model, which serves as the basis for the organising the transfer of experience and taking place only between Slovenian formulation of a training plan. The knowledge of the company's General companies. Once we accept this fact, even project office is tasked with the selection Manager, Andrej Božič, and a workshop old "arch enemies" can come together and of training courses as well as bringing provided by Danijela Brečko that dealt speak openly about the opportunities and together and encouraging employers to with the topic of measurement of the threats that the others have perhaps send their employees to training courses. missed or failed to take advantage of. effects of training. Inter-industry ties are at the core of the Steklarna Hrastnik, Competence project, as it gives a new impetus to many Under the two calls for Centre for HR Development in the practices and provides motivation to applications, we offered EUR Glass Industry: "Every euro many, especially small-size enterprises, 7,750,000.00 worth of funds. The invested has yielded a tenfold which gain experience, leads, new interest was far greater than the funds knowledge, etc. What is surprising is that available: out of the 68 applications return." larger companies also learn from the for the first call for applications, 7 We introduced a system of employee small ones (agility, multitasking and were selected. 52 partnerships applied promotion (increase in wages and salaries) adaptability) Trust thus develops within under the second call for applications that is based on competences. The result an industry and the training improves the in 2012, whereby these involved 737 has been a strongly increased interest in qualifications and competitiveness of the employers and more than 49,500 employee education (education has industry. employees or as much as 6% of the become a value for the employees). We d "We are highly satisfied with the active working population in have significantly shortened onboarding un Slovenia. The limited funds meant procedures, created training programmes F implementation of the Competence ip Centre for Computer Science and IT that less than a quarter of these were for all positions of employment, trained hsr Activities (hereinafter: KOC RIS) selected. mentors and introduced mentorship la o project. Under strained economic bonuses. hc conditions, the project has allowed us Following the initial period, where the S Example: Training of mechanical engi- d n to retain a high level of investment main aim was to build trust, the training neers, locksmiths, replacement teams at into the education and training of our and other activities are gradually n Investment: 132 persons with the e employees. The most important aspect increasing. In general, every COC m total duration of training of 4,698 hours p of the project that we would like to (competence centre) has a few companies lo Result: e highlight is the establishment of ties v that tackle training immediately and on a e within the industry as part of the grand scale, thus achieving more. Increase in Vitrum programme Ds production performance from 73% e project. Even though companies have Towards the end of the project, there is a c known one another for the most part, shift in thinking and thus a high level of to 82%, and from 65% to 73% of the our Special programme s the project served to accelerate mutual willingness and preparedness on the part e R exchange of knowledge and of the vast majority of the participants to Increase in the performance of an experience, which is certain to continue the collaboration. During the replacements from 48.85% in 2011 to um positively affect the competitiveness of second call for applications, the Fund 69.19% in 2013 H the entire industry in Slovenia." bolstered the support and organised Reduction in the rate of technical ian n Gregor Rebolj, Klika quarterly meetings addressing both stoppages from 2.67% in 2011 to 0.85 ev "The project sparked a wave at the administrative-financial and substantive % in 2013 loS project partner companies that issues. 41 E S TA B L I S H I N G T I E S T H AT G E N E R AT E E F F E C T S Reduction in overtime work from 30,148 hours in 2011 to 16,131 hours in 2013 Reduction in decorative element kadrov v papirni industriji replacement times from 4 hours to 2 hours and 20 minutes Increase in production from 41,007 tons in 2010 to 44,889 tons in 2013 The average attendance fee for the second generation training courses was EUR 140. This amount includes the cost of project implementation (engagement of industry experts; a total of 24 positions of employment, 12 competence models produced, information and dissemination activities and costs of services and equipment). The private sector possesses the knowledge and companies are prepared to share it! Participants and lecturers from partner companies took part in the internal training courses. These were provided in the form of practical workshops in the field, opinion exchanges, internal conferences, presentations of the innovations in the industry and participation at international conferences. The benefits of internal training are reflected mainly in the bolstering of knowledge, cost savings, awareness of the need for the transfer and preservation of knowledge within the industry, networking and the establishment of ties between the companies in the industry as Vzdrževanje in servis proizvodnih linij, strojev in naprav Proizvajalec vrečk iz papirja well as the strengthening of loyalty to the Papirnica Proizvajalec okrogle navite embalaže company or the recognition of employees Proizvajalec embalaže iz papirja, kartona, lepenke Proizvajalec papirne konfekcije who "can". The share of internal training in valovitega kartona Proizvajalec papirnih izdelkov Ročno izdelava papirja courses over the course of the second za gospodinjstvo in papirnih izdelkov Na zemljevidu so označena podjetja in partnerji Kompetenčnega centra generation of courses implemented Raziskave in razvoj Svetovanje za razvoj kadrov v papirni inudstriji. reached a high 30%. The Competence Centre for HR Development in the Engineering Profession for the Field of Sustainable Construction, which is managed by SGS Slovenia and DRI, have to date carried out 8 internal training courses with 432 participants. These served to report to the general public on the international excursions to construction sites and institutes as well as to report on conferences and training courses. They have The paper industry, employing around 4,000 people and attaining excellent contributed to the introduction of performance results, was interconnected by the competence centre for the paper modern technologies in the broader industry (hereinafter: KoCPi) environment (BIM – Building Information Modelling), which enables integrated planning of construction technology in the Republic of Slovenia. Papermaking Academy and Its over the entire lifecycle as well as time It is also thanks to the CoC's efforts Lecturers and money savings. They have that the BIM technology will be used The KOCPi (competence centre for established a society for BIM for the planning of the Karavanke the paper industry) unites 19 tunnel (tube 2). 42 THE ROLE OF LEADERS IS CRUCIAL companies operating in the industry, Centre for HR Development project. We entitled Waste Management In Our the Pulp and Paper Institute (Inštitut were aware of the additional burden this Daily Lives – From Practice Into za celulozo in papir) and the industry's would represent but felt the need to Practice. Field experts from seven association at the Chamber of companies participated in the conference increase our level of competence mainly in Commerce and Industry of Slovenia. and highlighted the current issues in the the areas that are crucial for high The COC project also provides industry. The Snaga Maribor company operating performance but which do not specifically prepared training for was the best at taking advantage of the represent our core expertise. The key several companies: papermaker, project, as they carried out internal challenge was how to instil in employees packaging-maker and hydraulics training to raise the level of qualifications the internal desire to enhance their technician school (90 participants of employees with a lower educational missing competences and meet the project undergoing 76–183 pedagogical hours structure, increase loyalty to the requirements, and to round it off in of training). The idea of a company and environmental awareness commercial terms to create a greater "Papermaking Academy" came about and improve the quality of services. Our impetus for the attainment of the based on the experience and objectives. message to employees was that they are company's objectives. The academy would serve as the "the ambassadors of a clean Over the course of a series of training knowledge hub by connecting expertise environment". courses, we also attended the Fund's from companies and institutions, thus workshop, where the General Manager of ensuring a permanent and Working with leaders pays off Steklarna Hrastnik glassworks, Mr. Božič, comprehensive offer of training presented his experience and the results of Training provides for the strengthening programmes for the industry with a the management of the glassworks. After shortage of qualified human resources. of interpersonal relationships and loyalty the event, we carried out a set of The training has built the foundation to the company as well as improvement workshops dealing with trust building, for continued collaboration and has in the quality of services. Sooner rather strengthening of relations and identified the holders of knowledge at than later, it is the managers' turn. And communication – all with the aim of companies and institutions, who were the sooner the better, because when the involving all employees in the goings-on at then included in the lecturer network. manager gets it, this leads to personal the company, whereby the emphasis was 14 future mentors from Slovenian changes, changes in communication and on the managers. After the completion of paper mills attended the training at relations as well as to important changes the workshops, we formulated a five-year ABZ Steyrermühl: in companies, all of which can yield strategic plan that the key stakeholders "We learned that professional unforeseen positive results. and all employees helped create. These content is not the only important activities served to additionally strengthen aspect of a lecture, but also the way Company-level changes start at the the desire to supplement the competences we convey such content to the top of the employees, as they were able to see participants so that they can "Based on a recommendation, the clearly what was expected of them in the understand it as easily as possible." Seltron company somewhat future. Dr. David Ravnjak, Papirnica Vevče apprehensively joined the Competence "Before this education course, I was somewhat sceptical about my Manager or trainer decision to become a lecturer and The Competence Centre for HR mentor, but I am no longer in doubt." Development in Trade has set up a Janez Per, Količevo Karton. network of 28 internal trainers for the area of trade consulting and buyer An internal training course was relations. Each trainer trained for up to 30 implemented in Ormož with the EKO- days within the scope of the "Manager as PROFILI Competence Centre that took Trainer" programme. Coaching is the form of a public conference integrated into the existing job d descriptions, and consequently the un F manager's work tasks also involve the ip h provision of internal workshops and sr la training courses, which takes up 20% of o h the manager's work time. The essential c S knowledge and skills that are d n strengthened within the scope of the at n competence centre are comprised in the e m Tušica Standard. The standard is verified p lo using the mystery buyer method, which ev yields feedback on the quality of the sales e D service. "At the internal workshop entitled s As the department manager, I have ec Let's Enjoy Sales, participants are highly established closer ties with the active, motivated and gain a lot of our employees and strengthened our se additional knowledge and experience that interpersonal relationships." R RAVNANJE Z ODPADKI they are now already using in their work. Monika Kocet, department manager and an V NAŠEM VSAKDANU – They have accepted the workshops being internal trainer in retail sales. um H iz prakse v prakso. conducted by me as their manager well – Tušica is a quality standard. As a true everyone was relaxed during the ian trainer, she constantly roots for the ne workshop, and the atmosphere was employees, guides them and encourages v lo characterised by openness and honesty. them to always be the best they can be. S 43 . povezujemo podjetja s področja gradbeništva in okoljskih tehnologij, zato da bodo bolj uspešna . . THE 21ST CENTURY WILL BE A SUSTAINABLE ONE povečujemo njihovo konkurenčnost tako, da izboljšujemo zmožnosti zaposlenih preko ciljno usmerjenega usposabljanja . . izmenjujemo dobre prakse . – For a Sustainable Future, whi- extended the building of awareness to KoC za trajnostno prihodnost ch is lead by the Gnezdo and združuje 19 partnerjev: other employ-ees. We continuously Holicenter Angelika companies provided proac-tive support to the . and which uni GNEZDO d. o. o. (K t r es SMEs, anj) – nosilni par has fi tner - partners, whereby the basis was the . nally made it. Thr HOLICENTER ANGELIK ough t A (Juršinci) – he dedi- administrativni finančni partner understanding of their business/work cated work of the project office . KAGER HIŠA d. o. o. (Ptuj) processes, visions, strategies, challenges, . and with the help of committed RIMA HIŠE d. o. o. (Ljubljana) etc." Marjan Velej, MSc, project . partners, they have managed PRAGOZD d. o. o. (Semič) manager, CoC for a Sustainable Future. . to achi TERR eve hi A, ANT gh per ON DOBNIK s. p. (K for idričev manc o) e We train so that we can more . numbers on one of t PESEK BOŠTJAN s. p. (Destrnik) he smaller There is no shortage of examples, but easily satisfy the needs of the . FLOORING d. o. o. (Ljubljana) populations (no large compani- we should highlight one more that is the current generation without . ART DECOR 2000 d. o. o. (Ljubljana) es in the partnership) and are . result of several attempts at attracting mi- endangering the needs of the EUTRIP d. o. o. (Celje) systematically train employees generations that will follow. . GRAD-ART d. o. o. (Ljubljana) cro and small-sized enterprises to training in the areas of sustainable de- . GORAZD ŽMAVC s. p. (Jakobski Dol) courses. The solution was to offer training . velopment, new developments ZEROKS d. o. o. (Dornava) that is tailored-made for a particular com- . and nov TERM elties in t O-TEHNIKA d. o. o he pr . (Braslovč of e) ession, pany. They carried out a few lectures at . manag SEL ement, TRON d. o. o or . (Maribor) ganisational the school and the practical part at the . and communic ELEKTRO KUMER d at . o. o ion as w . (Maribor) ell as company where employees could learn . ENERTEC d. o. o. (Maribor) sales skills. They adapt to the . how to better organise their work in accor- CIBOS d. o. o. (Lukovica) strenuous working hours and . dance with all of the standards and oppor- ELEKTRO KOKALJ s. p. (Ljubljana). work abroad in different ways, tunities offered by modern technology and including by providing training where a mobile phone is already enough. abroad, carrying out internal "We have designed the Great training courses, hosting foreign Knowledge for Small Warehouses Armed with this new knowledge, we master craftsmen who taught workers on Več informacij na www.trajnostna-gradnja.si programme specifically for our competence entered the second round of the project , the job, etc. The partners have found syner- centre in cooperation with the Maribor Op wher er e most of t acijo delno financira E he education w vropska unija iz Evr as car opskega so ried cialnega sk gies and me lada ter Ministrstv thods f o RS za delo or im , družino pr , so oving produc cialne zadeve ts Vocational College of Traffic and in enake možnosti. Operacija se izvaja v okviru Operativnega programa razvoja človeških virov out based on the initiatives set forth by the and services. They also conducted a public za obdobje 2007-2013, 1. razvojne prioritete »Spodbujanje podjetništva in prilagodljivosti« in prednostne usmeritve 1. 2. Transport. We implemented the employees and with concrete undertakin- contest: "My Home – Our Future" and will »Usposabljanje in izobraževanje za konkurenčnost in zaposljivost«. programme for the first time in autumn of gs on how the knowledge gained would be be taking the participating students on a 2014; i.e. for 10 persons from 4 used in their work. Another breakthrough professional excursion as a reward. companies. The programme was highly was made as the training participants be- successful and garnered a lot of attention, gan sharing their newly acquired knowled- "The training objective can only which is why we decided to implement it ge with their co-workers in terms of concre- be attained or exceeded if the man- within the scope of another competence te cases from their daily work. agement sees the potential of such centre (KOC EKO - profili) which imple- Based on the initiative of our marketing tra ining and p rovided the project mented it at the beginning of 2015. The associates, we attended a workshop of the office supports a soft but engaged school will include this programme as one German company BDT, which carried out method. Our strategy was to first set of its regular educational programmes and a workshop within the scope of the COC up and maintain a personal offer it commercially. Many companies, dealing with a sustainable future in the relationship with the partners' especially SMEs, have for many years not area of brand building. The new findings representatives (trust, encouragement, been participating in education and have made such an impression on us that and sincere attitude) and make the training courses that would enable them to we are currently providing additional management aware of the develop the competences of their employees. workshops for all of the essential personnel importance of training, the We are happy to have been able to in the area of suitable Seltron brand possibilities offered by synergies, etc. encourage them to do so within the scope of positioning. The project is a strategic one By including managers into high the COC." Mia Miše, MSc, Farmadent, and represents the pinnacle of the building quality training courses in a COC for Wholesale Trade. of additional competences, which were considerate manner, we then made possible by the COC and which Delež vključitev po vrs1 usposabljanj pri represent a pre-condition for our further growth mainly on foreign markets." Par projek1h (podatki 2. razpisa 2012-­‐2015) ticipation rate by type of training in projects Marijan Hertiš, Seltron (data from the second call for applications in the 2012–2015 period) Even small-sized and extremely Mehke vešcine Soft skills busy enterprises can take part in 7% 15% training 7% Racunalniška znanja Computer knowledge 3% The inclusion of employees from smaller companies in training courses can be diffi- Strokovna znanja -­‐ drugo Expert knowledge (other) cult as it can be more challenging to substi- 13% tute for individuals at such companies, be- Strokovna znanja s podrocja Expert knowledge from the field cause there is no HR department, training panoge of the industry is not an established practice, etc. Following the teething problems when "everyone was Tuji jeziki Foreign languages 55% in the field, abroad, at the construction site, even in bankruptcy proceedings, etc.", the Varstvo pri delu Safety at work Competence Centre for Sustainable Con- struction and Environmental Technologies 44 W O R K W I T H A V I S I O N Even though we use the slogan "THE RIGHT CHEMISTRY BEGINS WITH PEOPLE", animals were used to present and promote the profession. Training courses for the 21st century Design as a necessity and Moving forward were… opportunity There is not enough space here for us to Companies are aware that success in an The Competence Centre for Design share all of the stories. But they were individual industry is tied to the level of Management has brought together diverse certainly worth it. We hope that it will be employee qualifications in terms of companies and addressed one of the areas possible to record them and highlight them expertise from a given industry. They that is relevant for each industry. They in greater detail. In the hope that the devoted most of the training (55%) to this promoted innovation, user-orientation realisation of the funds of the ESS, which expertise. The fact that a large share was and ambition of the Slovenian companies are approaching 90% of the total amount of devoted to the so-called soft skills (15%) is to be become industry leaders through the the two calls for applications, turns out to tied to such competences being required in development of design management as the be a long-term investment and that the almost all professions (leadership, key driver of competitiveness. They companies continue to astound us with communication, negotiations, interpersonal organised two international conferences their operating results, we plan on relationships, sales skills). Perhaps this can within the scope of the project and continuing our efforts. Just as is the case serve as a message that these competences provided for the implementation of the here, we are faced with space constraints should be developed as much as possible Grow programme, which is generally and do not have enough time for project within the scope of the educational system. available only to multinational companies, implementation. The low share (3%) of computer whereas this time it was provided for the The story of the two calls for knowledge is tied to the fact that expert members of three competence centres. applications is coming to close in 2015, knowledge frequently includes ICT and we are searching for a suitable sequel. d (information and communication "The Grow programme has provided We hope that the positive achievements un F technology). As regards the general use of the SIP company with a much clearer will be taken into account and integrated ip ICT, the most important software is Excel. into the broader support environment, h picture of the importance of design and sr which segments it includes in order for and that the number of the companies la o us to see the overall picture (the right involved and the positive experiences h Which competences for the 21st c product with all of the parameters). The gained will increase further. S century were developed by d n Slovenian companies? essential advantage of the programme is at definitely that it provides the basics and They are still in business! n • industry-specific (these were the e examples that have been shown to work m predominant The Competence Centre for HR p at large and successful companies. Then, lo competences);leadership, Development in Chemistry – KOCKE ev each individual does an "assignment" e communication, organisational and (hereinafter: CoCCHE) held 407 tied to the company where they work. D educational events for 1143 employees in s cooperation skills; e Our clients have assessed our service as c the industry, whereby the attendance count • sales-marketing and negotiation being 10% better than before." Sebastjan our competences; was 3557. Based on the trust built, it is still s Bogataj, SIP e • design and user-orientation; working to provide employment projects R for companies, promote professions among • an organisational competences and lean operations; young people and implement training um H • knowledge of foreign languages; courses. ian • ICT; nev • ecology, environmental protection loS and sustainable practices. 45 M E A S U R E M E N T O F T H E E F F E C T S O F E D U C AT I O N Danijela Brečko, PhD, Sofos, Inštitut za izobraževalni management (Educational Management Institute) Development of Compe- tences for the 21st Century: Let Us Approach the Matter Strategically Both small and large enterprises depend about the actual effects of education. A successful foreign capital company, Letrika on the speed of attainment of knowledge good evaluation of education includes from Nova Gorica, where they measure and development of competences when it four to five levels of effect monitoring. At the soft factors of management such as comes to the realisation of their strategic the second level, we monitor the ethical behaviour (they report that the objectives. The first step in the planning of a knowledge acquired and its transfer into number of ethical decisions has increased company's growth is the design of a long- practice. At the third level, we verify the visibly after only 6 months of the term vision and the resulting strategic changes in behaviour, which is the end implementation of the programme). objectives. Based on such strategic goal of any learning. At the fourth level, Numerous smaller companies have also objectives, we draft an HR development plan we verify whether our expectations have started on this path and are increasingly and determine the competences required to come true and whether the results can be aware of how important it is for the attain the said objectives. observed in the form of the attainment of companies to formulate both the vision The most effective tool for the the programme objectives. This is referred and strategic objectives in conjunction development of human resources or their to as RoE – Return on Expectations. Only with their personnel. This namely competences is education and training. The the most daring monitor the effectiveness completes the circle by connecting key step towards success is determined by a of HR development at the fifth level by strategic objectives with HR development carefully considered analysis of educational measuring the ROI – Return on and thus garners improved effects and needs, which starts with the identification of Investment. This is where they compare returns. the key tasks and strategic objectives of the the cost of the investment in HR organisation. Could you list them in one development with the benefits that are minute? I doubt it. All too often, not even expressed in monetary terms. The best "By continuously focusing on the key decision-makers at the organisation can achieve returns of more than 500%. strategic objectives, you will develop know what these objectives are. Even though Slovenia is only now waking up to the the competences you require for your these must be written down somewhere, this monitoring of the effectiveness of company to grow." does not mean that you will be able to education, and the first examples of good "We measure the results of extract the essential priorities from them; practice are springing up. This is the case education, because we get what we strategic priorities namely change on a daily with the largest Slovenian retailer, Tuš, measure." basis. The only successful way of identifying where they are already recording concrete priority strategic needs is to have a research results at the fourth level (increase in the interview with the decision-makers. Once sales basket value by 2%), and at the the established strategic objectives are converted into competences or measurable behaviours, we prepare the development programme (educational programme) with clear-cut and measurable objectives and competences. The latter are essential for the subsequent monitoring of the efficiency of HR development, which is why special attention must be devoted to the programming. It is much cheaper for companies (especially start-ups), which do not have experience with these matters, to hire a consultant than risk developing their personnel in the wrong direction. This is followed by operational implementation planning (agreement with the programme providers, logistics, time, etc.), which is completed with the measurement of the effects of education. The measurement of the effects of education begins already in the implementation phase; with the classic measurement of the participants' satisfaction with the education, which does not say much Sofos - Model of development of competences for 21st century 46 WORK WITH A VISION Assist Prof. Jana Žnidaršič, PhD, Faculty of Economics, University of Ljubljana Preservation and Development of the Competences of the Elderly – Expense or Investment? development, i.e. both at work and during one's free time. This is where we quickly Competences (and advantages of run into frequent stereotypical convictions the older employees):•accumulation on the part of the management, i.e. that it of life and professional experience; is not profitable to invest in the education of older employees as there is no return on • developed social networks; •pos- investment either because the employee session of "soft" skills – social capital retires or because of their diminished work (consideration for the feelings and performance resulting from their points of view of others, patience, diminished working capacity. reasonableness, capacity of (self-) The prevalent opinion among employers control, emotional maturity, pruden- is that the elderly are forgetful, find it ce, wisdom; • familiarity with the difficult to learn new skills, regress work system; • knowledge of their intellectually with old age, do not welcome own ability and limitations; • they enjoy credibility with the customers The ageing of the population is one of new ideas, are afraid of new technologies (customers trust them); • experience the most pressing issues in the EU, as it and finally are not enthusiastic about in problem-solving and handling of could seriously threaten the learning new things. Scientific research has competitiveness (economic growth) of the shown that the differences between associates and customers; • better European economy as well as the social individuals within the same age group are verbal and communication skills; • and healthcare systems of the EU frequently greater than between individual ability to transfer knowledge and skil- Member States' in the future. The age groups. Such research thus negates all ls for work; • steadfastness, perseve- response of the EU to the said issue is the of the above stereotypes. rance and reliability, developed work so-called "active ageing" concept, Facts show that: (1) age does not values, precision at work; • greater whereby states use legislation and determine level of curiosity and sense of belonging and loyalty to the companies employ suitable instruments willingness to learn; (2) many – employer, developed sense of ethics; to encourage older employees aged 55 to irrespective of their age – enjoy the • fewer injuries at work, lower rate of 64 (and older) to remain in the active introduction of new technologies (the absence from work and low employee working population for as long as number of Internet users is increasing turnover;• higher level of satisfaction possible. Despite Slovenia lagging behind most among those older than 50); (3) with the work and dedication to work the more developed EU members long-term memory improves with age (so- assignments as well as good work ha- d (especially the Scandinavian and Baltic called contextual intelligence, which is bits; • frequently higher level of mo- un based on life experience, is stable or even F countries) in terms of so-called age increases slightly); (4) intellectual capacity tivation to attain results than can be ip h management, awareness of the problem observed in the younger employees; • s remains unchanged up to the age of 70 or r has been increasing as of late. It is developed sense of responsibility and la more (age positively affects the capacity o becoming increasingly clear that the key h awareness of the duty to do the work; c for critical thinking and judgement, S role in extending the active working life • past references and achievements d decision-making, problem-solving and an n of the population will – in addition to the increase in general knowledge); (5) older (extensive); • emotional stability. at measures at the state level and the shift in n people increasingly take up important, e the citizen's mode of thought – be played m knowledge-based positions of p by employers, i.e. companies. We can conclude with the finding that, lo employment; (6) an increasing number of e They will ensure this by adapting to considering the trend of the lengthening of ve older workers, so that the latter are able older employees wish to extend their the period of employment of the elderly, D working life for numerous personal and se and willing to work longer. the usefulness of maintaining their c The key pre-condition for a longer financial reasons; and (7) older people are competences and investing in their our (2.4-times) more loyal and do not change s active working life is the individual education is becoming increasingly less e jobs as frequently as younger employees. R capacity for work that – alongside a Older employees can offer competitive controversial. The period of the "return" an suitable working environment – advantages thanks to their numerous on investment in education is becoming um determines employability and enables specific competences. shorter for all employees, so it is H individuals to be employed for a longer reasonable to focus on specific ian n period of their life. The essential factors competences and to invest in the ev in this regard (in addition to the education of employees (even older ones) loS maintenance of good health) are continuous education and personal 47 E M P L O Y E E T R A I N I N G A N D E D U C AT I O N I N 2 011 Nives Šircelj Fortunat, Helena Knez Attaining Business Success With Qualified Employees Every employee counts, for it is the the scope of the last three calls for "Our company is involved in the employees that make a company applications has led them to the realisation manufacture of doors and windows. We successful. Even those in lower-ranking that investment in this segment of employ 650 people, more than 40% of positions feel valued by the company, if employees has already yielded returns. We whom are disabled or youth categorised as the management is able to recognise the can clearly see the increase in persons with special needs. The work at the potential hiding in each and every one of intergenerational cooperation, motivation company does not only represent a source them. Each can help boost the company's and productivity as well as awareness that of income for survival but also their competitiveness on the market if they are the business excellence of a commercial or standing in society. Employees are highly provided additional education and non-commercial company depends on the aware of this and are willing to attend training to gain new knowledge required development of every employee (and not additional training in order to be part of to raise business performance levels. only of some employees). our team. Being an employer, we know that The times in which we live require highly qualified employees are the highest continuous adaptation, learning and the The usefulness of training is value asset of a company in today's highly search for new market opportunities. undeniable competitive business environment. Employees who do the right things in the In line with our strategic objectives, we right way contribute to the business ARCONT IP, Gornja Radgona, have placed greater emphasis on the excellence of the company. Knowledge Katja Kurbus, HR consultant training of our management and sales staff. needs to be enhanced repeatedly, as it The funds obtained under the UIZ 2011 quickly becomes obsolete. This is why we (Employee Training and Education) call for are highly satisfied with the results we tenders have enabled us to also include achieved by co-financing training through those groups in the training that otherwise the programme entitled "2011 Employee rarely get such opportunities. We were Education and Training" (hereinafter: UIZ happy to find at the end of the programme 2011), which was co-financed by the that the training of mainly older employees, European Social Fund and the Ministry of including the disabled and women with the Labour, Family, Social Affairs and Equal lowest level of education, was accepted Opportunities. As part of the programme, positively by the trainees. It elevated the we published 5 calls for applications and atmosphere at the company and boosted received 6,311 applications from employee loyalty. The participants employers, which confirms that Slovenian mastered skills that will enable efficient companies are aware of the importance of collaboration with their associates and investing in the qualifications of their customers alike. They will employ them employees. The fund approved 1,683 both in their professional and private lives." applications and provided training to 15,792 employees by the end of 2014. We found from the training contents and the interviews with the employers that large and medium-sized enterprises have their HR functions arranged better. However, micro and small-sized enterprises still require a lot of incentives and consulting in the systemisation and formulation of plans, strategies and contents of the training, which are crucial for the development of companies. Despite employers not showing much enthusiasm in the beginning about devoting special attention to enhancing the competences of older and disadvantaged groups, the option of The chain of trust: Together we can do the impossible. Director Boris Sovič (first from the right) is obtaining co-financing for the training of among the workshop participants, aware that he is also only part of the chain. older and disadvantaged groups within 48 E M P L O Y E E T R A I N I N G A N D E D U C AT I O N I N 2 011 "The funds give us the opportunity to and qualification matrices. Suitable our core activity to also include the educate personnel in the areas where it is communication and individualised automotive industry. We have improved more difficult to justify the investment in treatment are key when working with the level of knowledge mainly of employees the short-term, while the building of such people, especially older employees and the with primary school education, older competences contributes importantly to disabled. Considering the excellent employees and the disabled. If the global the company's business performance in experience and positive results we have crisis were to force us to cut the production the long-term." recorded since getting involved in the UIZ 2011 programme, we would like to be Statements by some of the partici- involved in such programmes in the future pants: as well." • Over the course of a few months, key "We have experienced true knowledge and an important message intergenerational socialising and an were conveyed, and I hope that they improved atmosphere in the will change my life and my attitude workplace. Even sick leave absences towards myself and others. I would have decreased." like to thank the lecturers for conveying the knowledge! Metka Šprahman, President of the • These lectures have given me a lot of Executive Committee of the SKEI experience that will improve my Union of Gorenje I. P. C.: communication with my co-workers. "We are happy that employees from volume in areas with well-established • The education course was great. I production have also been given the products, these positions of employment believe we should do this every year. opportunity to be included in training. would without the training that was Within the scope of said training, we provided for them be the first to face the Inclusion in training courses has met with employees from various fields. threat of being cut, while the training has brought about a decrease in sick The workshop entitled "Improvement allowed us to expand production and leave absences of the Well-Being of Employees" was a preserve jobs. Continuous learning on the veritable surprise. Using concrete cases, part of employees (even older ones) is GORENJE I. P. C., Velenje, we tried to resolve problems in easier to achieve at our company, because Tatjana Draksler, HR Manager we feel we are part of the company and are "We are aware at the company that it is communication and contribute to aware that the company cannot continue to only qualified and satisfied employees who improved mutual understanding. We exist without progress in terms of our are successful in their work, which is why wish to have more such training knowledge. We have proven this by concern for training is one of our courses." achieving excellent operating results permanent tasks. The company employs Boosting motivation and creating new 806 people, 50% of whom have the status products through the acquisition of despite the crisis. Had the company not received funds for of a disabled person. Our successful new knowledge training, said education would have been application in the UIZ 2011 programme NIKO Železniki, Vanja Habjan, HR much curtailed in scope and would have was highly beneficial for both the company and Legal Department included much fewer employees. We can say and the employees. Such projects enable us "The company has been manufacturing that our production would certainly not to tackle on an even larger scale the metal products used in offices and the have experienced the boom it did without activities geared towards training and the furniture and construction industries for the life-long theoretical learning and enhancement of professional competences. nearly 70 years. For the last two years, we practical training in the workplace. Our application involved training in the have been searching for new market The workers who are qualified to perform area of soft skills and computer training, opportunities and have therefore expanded a greater number of work tasks are and we included older employees, the motivated through rewards for such work. disabled and women without an education. Our goal is to influence employee d motivation and commitment as well as un their communication in the workplace. F ip We monitored the results by measuring hsr the satisfaction and commitment of la o employees, the share of sick leave hc absences, feedback from direct superiors S d n at ne m p loeve Dsec ourse R an um H ian nev Training at GORENJE I. P. C. loS 49 P O S I T I V E C H A N G E A worker aged 56 years of age who is a company's vision for the future. The use to enter data and assess the effects of few years from being retired asked me if he expectations of the results of the the training of their associates. Employees had to attend the education course. I completed training are high, as are the set undergoing training also have access to the replied that a practical workshop is sure to objectives. We will certainly pursue them. status of training and its effects. benefit both him and the company and Recently, a general manager of an We are still faced with certain challenges that he should therefore certainly attend. important foreign company said to me: in terms of the acquisition of new Well, after the course, he told me that he "You know, in Europe, you are either fast knowledge and competences in the area of did not realise that he could still learn or extinct." Thanks to our employees, we leadership skills, which is mainly true for something useful about his work. He is a certainly fall among the fast." production as well as the transfer of conscientious and hardworking employee." knowledge and mentorship (ageing of the Enthusiastic about computer work force has been observed in recent In Europe, you are either fast or courses – all employees are years). We want the qualified older extinct included employees to transfer their knowledge to the younger generation even more ETI, Izlake, Jani Braune, HR, effectively as well as to prevent the ISKRA RELEJI, Makole, Legal and General Affairs disappearance of knowledge and Boštjan Plaznik, Managing Director Department Director "The company is the only large employer experience upon retirement." in the Makole Municipality in the Drava "I was lucky to have been selected for the River valley (Dravinjska dolina). We employ course despite being 53 years old. I have 75 workers with a low education structure, not had the opportunity up until now to and most of them are older women. We are become acquainted with computer work involved in the manufacture of relays, (the correct use of various innovations and electromagnets, LED lights and various the Word and Excel programs). tools. We have our own research and After the course, I found that I had only development group. then become truly computer literate. I am Employee training is essential for faster and more efficient. I know that technologically demanding production, as mistakes can be remedied or erased. I change is the only constant in our practice, learned that you can do much with a single which we can only master through click of the mouse provided you are knowledge. familiar with computer basics. When it The fundamental knowledge is that of "We are one of the leading global comes to spreadsheets, I was completely technology, however we must not neglect manufacturers providing solutions for out of my depth. I learned the basics, other fields. We devoted special attention residential and commercial installations, which is very useful for me in warehousing electricity distribution for low-voltage and operations." Zdenka Lamovšek, training medium-voltage installations as well as participant. electronic and semi-conductors. Does age define our work As computer literacy in less demanding effectiveness? positions of employment is low, we MLADINSKA KNJIGA Group, decided to organise training in general Ljubljana, Katja Klobučar, HR computer literacy within the scope of the Manager, and Irena Šetrajčič Dragoš, UIZ 2011 programme. Owing to the HR officer development of the areas of work, such The Group comprises 8 companies and multi-tasking capabilities are certain to be 1,016 employees, 804 of whom work in reflected even in cases where the work is Slovenia. The company's principal activity automated and supported by IT. There are is publishing and trade. "Staff managing namely fewer and fewer simple jobs. The effects of training are measured in the work processes and sales personnel annual interviews. We have prepared an who are in direct contact with buyers are of key key importance for operations. information system that the managers to training for the management of employees, assurance of a high level of motivation and management of processes. As an export-oriented company, we are exposed to stiff competition, which requires that we introduce lean production in all areas of the company's operations. Using the co-financing received under the UIZ 2011 project, we enabled our employees to gain knowledge in the area of document flow optimisation, which in turn increased the quality in production. We learned to independently complete and arrange all technical documentation. The work process is therefore highly stable, there are no delays and the work is performed at lower cost." All employees jointly build our Zdenka Lamovšek, training participant. 50 RESPONSES TO CHALLENGES The survey on employee satisfaction with the training, especially of production workers, found that employees learned that they can affect not only the company's operations but also their own personal development through their work and their method of communication with co-workers. The effects of training were seen in 2013, as the company attained growth of 20% with respect to the results in 2012, net profit increased and a new metallisation technology was introduced. In 2013, the number of employees increased by 25%. The growth trend continued in 2014 and the plans envisage the same for 2015." Employees of Mladinska knjiga during training We have formulated measures in 90% of the workers have been working for go to the automotive industry. The main cooperation with our employees, the company for the major part of their activity is the production of cable and we are now implementing said careers, which also affects the age structure. harnesses and accessories and the Disadvantaged workers and the disabled processing of plastics. Employees are measures make up nearly 40% of the entire workforce expected to possess a high level of KOPITARNA SEVNICA, Marjan in sales. It is due to the specific employee professional qualifications owing to the Kurnik, Managing Director structure that we are only able to achieve the stringent quality assurance criteria. We The main production programme is planned sales results in the competitive therefore wanted to raise the level of that of footwear (light occupational business environment through continuous competences and adaptability of the and leisure time footwear) and education. The sale of our products requires employees, i.e. mainly of the expert shoemaker's lasts that we sell across a high level of creativity and rapid associates in the areas of quality assurance, Europe. In recent years, exports adaptability to the new sales conditions. technology, maintenance, warehousing, accounted for approximately 65% of Because direct sale to buyers is highly sales and accounting. Our application for total revenues (approx. EUR 8 million). demanding, this results in fatigue and the UIZ 2011 programme involved The Group employs 170 people, 130 of employees being overwhelmed, which contents tied to project work, supply chain whom are located in Slovenia. represents a routine threat and this is in turn organisation optimisation and the "The Kopitarna Sevnica, d. d. is quickly reflected in the quality of sales. overhaul of the remuneration system. company applied for the 4th call for That is why disadvantaged categories require Based on the knowledge acquired, the applications within the scope of the even more training to maintain their transfer of information was rationalised UIZ 2011 programme in order to motivation for sales. Based on the 4th and and optimised, the technological and improve the quality of operations and 5th calls for applications under the UIZ work processes were simplified and work processes. We devoted a lot of 2011, we trained 170 employees, with shortened and the flexibility of all attention to the training of employees individuals receiving no less than 12 hours employees increased. Production workers in these two areas. We allocated a of training. were also included in the soft skills portion of the funds received to the We paid special attention to increasing training. Training took the form of areas of organisational culture and sales competences, the development of workshops that instilled skills in the areas communication improvement. The emotional intelligence, goal-orientedness, of communication, collaboration, training saw the participation of 35 buyers, self-reliance, building of relations responsibility and potential (at work and employees who were older than 50 and management of emotions and stress. in the working environment). years of age. Following the successful d The end result was a higher level of un F motivation and higher productivity. ip h One of the problems is also the sr balancing of intergenerational differences, la o as the sales work process managers are hc younger, and only a quarter of them are S d n represented among the disadvantaged at associates. The balancing of ne intergenerational differences is thus a daily m p challenge, and the management methods loe are adapted to facilitate this. The training ve has allowed us to raise the general level of Dse motivation and at the same time lower the c levels of stress which, this resulting in ours better sales results." e R an How to improve employee um flexibility? H ian ELVEZ, Višnja gora, Simona Petrič, ne Managing Director v loS "The majority of the company's exports 51 P O S I T I V E C H A N G E completion of training, we carried out a on the establishment of ties between the transfer of knowledge that we do not survey for organisational climate different generations and the transfer of leave to chance. The practice in the transfer measurement where employees expressed knowledge, as suitable knowledge is a means of knowledge in the workplace is attentively great satisfaction with having had the of prevention and a condition for safe work. maintained and upgraded with new opportunity to undergo additional We know which knowledge and andragogical findings. The ageing education. Within the scope of workshops, professional competences need to be population trend can also be observed at we resolved practical problems based on urgently transferred to the younger our company. The recognised mentor or the acquired existing theoretical generation in order to ensure safe and instructor roles allow us to recognise the foundations and new knowledge. More uninterrupted work. Such knowledge cannot potential in older associates. We appreciate than 94% of the participants passed the test simply be acquired on the market, which is their attitude towards work, their loyalty aimed at testing the knowledge acquired." why we continuously educate our own and their collective responsibility or The company is proud of how the professional staff. dedication to the achievement of strategic employees themselves designed 25 "Our biggest competitors is nature. objectives. activities and measures within the scope Owing to the lack of awareness and Our experience shows that it is only the of the training. Based on the discussion, expertise, mistakes at work can ties between the different generations in the these measures and activities have unfortunately be fatal, which places on us working environment that ensure the demonstrated their function of an even greater responsibility towards company's long-term success. By improvement of the company's people as well as the local and wider social appropriately managing generationally operations. They are now realising these environments. The transfer of essential mixed groups, we wish to overcome measures. strategic knowledge is therefore carefully stereotypes and create conditions According to the statements of the conducive for the right kind of dialogue planned." company's management, it is now easier for "The organisation of work in groups between the older and younger each individual to perform their work and generations." and group learning are two tools for the communicate with their associates thanks to "2011 Employee Training and Education Programme" the new knowledge and findings. However, Value of the programme: EUR 9,845,775.73 the crucial aspect is that employees are now more efficient when implementing the No. of public calls for applications from processes at the company. This is 5 2011 to 2015: consequently reflected in the gradual but continuous improvement of operating Funds disbursed: EUR 8,461,950.75 results in 2014. Intergenerational cooperation and No. of participants: 15,792 the transfer of knowledge No. of female participants: 6,286 PREMOGOVNIK VELENJE, Natalija Lah, HR Development No. of all participants: 26,225 Project Manager "The company places special emphasis Data for the period up to 31 December 2014. Group learning in a real environment under the leadership of an experienced mentor. Photo: Miran Beškovnik, Premogovnik Velenje mine 52 Why choose the 2011 Employee Distribution of funds for the "2011 Employee Training and Training and Education (UIZ 2011) Education Programme" by region: Programme? Because it (in)directly promotes: • an increase in the educational level and qualifications of the employees; • an increase in employee competences and thereby improvement of their adaptability and mobility on the labour market; • an increase in the adaptability of companies through investment in the knowledge of their employees; • employee development, • higher level of qualifications, improved employability and multitasking ability of the employees; • strengthening of the competitiveness of companies and organisations, improvement of the organisational culture, increase in Employees underwent the following training courses: a company's turnover, decrease in the amount of warranty returns/complaints; • decrease in the number of sick leave absences; • improvement of employee motivation; • improvement of the management of employees; • work optimisation and work process optimisation; • employees' awareness of their own abilities and limitations; • a higher level of acceptance of that which is different and empowerment of employees; • development of the sense of self-worth and improvement of the self-image of employees. At whom is the UIZ 2011 programme aimed? Participants by individual UIZ 2011 public calls for applications The first two calls for applications extended to employers were aimed at all employees, while the target group of employees over the last three years has been narrowed down to employees who are 50 years of age or older, women with primary school as their highest level of education achieved and the disabled. d un F "2011 Employee Training and ip hs Education Programme" r la The programme worth EUR o hc 9,845,775.73 has enabled Slovenian S d companies to make additional n a investments in the education and training t ne of 15,792 employees (6,286 of whom were m women). The funds distributed came in p lo at nearly EUR 8.5 million, which is nearly eve 93% of the funds available for providers years of age or older, women with primary for employers who require state incentives Ds (contractors). The biggest share of the school as their highest level of education in times of changed economic conditions. ec funds was absorbed by companies from achieved and the disabled. Education our the Osrednjeslovenska region (central course participants and management se LEGEND: Slovenia region), Savinjska region and the teams of companies have mostly only had R PS 2 has not completed secondary school or Podravska region. We realised 26,225 praise for the programme. They assessed it an vocational training (ISCED 3 – definition provided in participations by the end of 2014. The highly positively as an investment in the "Instructions to Applicants"); or um PS 3 is older than 50 years of age; or H first two calls for applications enabled employee training that yields returns in PS 8 "disabled person" (means any person: whose ian employers to include all employees, while the form of improved operating results disability is recognised by state legislation; or with a ne recognised limitation arising from physical, mental the target group of employees over the and higher employee motivation. In the v or psychological impairment). lo last three calls for tenders has been future, we will continue to strive for the S narrowed down to employees who are 50 programme to be successful and effective 53 S U C C E S S T H R O U G H E D U C AT I O N Bojan Ivajnšič NEVER SAY "I CAN'T". THERE'S ALWAYS New Knowledge MORE THAT ONE CAN DO FOR ONESELF. Through Self-Initiative The generation that is now the active middle age population was once advised with good intentions by their parents: "Learn so you will not have to work." Today’s reality is something completely different: one learns so as to be able to work. Even though informal and ad hoc learning have been especially promoted in recent years, formal education still carries the biggest weight when determining an individual's qualifications. Upon completion of formal education, an official valid document is issued that confirms qualifications in a given field at the national level and enables an advantageous position upon entry into the labour market and in the workplace, because formally acquired education determines the starting salary upon employment. While undergoing education, an individual is shaped, they master new specific knowledge and competences and they expand their horizons (organisation and planning, memorising subject matter, various practical skills, etc.). This in turn provides them with the flexibility for various work tasks. It is usually the young who occupy secondary school desks, but an increasing number of brave older individuals now enrol in the adult education process. Aided by a variety of work experience, they master new knowledge faster and more efficiently. Employers are aware that educated older people can represent an additional advantage over the ever harsher competition. investors (1,900) did not receive the As part of the Reduction of the incentive because the funds were used up. "The second profession enabled me Educational Deficit of Adults (hereinafter: More than half of those included in the to find new employment." ZIP) programme, we used funds from the programme (56%) acquired a higher level "I became more competitive on the European Social Fund and assistance from of education and 44% of the investors labour market." the Ministry of Education, Science and successfully completed retraining. The "The newly acquired education Sport to facilitate access to formal Fund's implementation survey found that allowed me to get promoted at the education for 5,783 individuals: they the newly acquired education enabled company." acquired a new profession, knowledge and individuals to retain their jobs; some "After completing the master skills, improved their position on the received promotions or found craftsman exam, I established a labour market and got involved in new employment elsewhere. The programme company." social networks and the society. Interest in co-financed as many as 118 different "I became more confident and such education among adults is strong. programmes for formal secondary school improved my foreign language During the implementation of the education, most of which were provided in knowledge." programme for the co-financing of tuition the Osrednjeslovenska (central Slovenia), "After completing education, I fees for adults, it was found that the Podravska, Gorenjska, Savinjska and received a better employment position programme had exceeded expectations, as Jugovzhodna (south-eastern) regions. and a raise." additional funds were earmarked (total The courage to start on a new path does funds came in at EUR 8,164,718.07). indeed count and pays off, as the "I remedied the wrong decision I Despite the large number of individuals education participants would say: made in my youth." who received grants for education, some 54 S U C C E S S T H R O U G H E D U C AT I O N learning and education – prior to, during and after education. They are visited by adults who wish to supplement their education either because they themselves desire to do so or because they were advised to do so by their employers. In the Pomurska region, they have been observing a decrease in the demand for education and retraining in recent years. This also applies to so-called professions in demand. They see the reasons for this as being the economic crisis and the fact that less educated employees and the unemployed are unable to finance their education by themselves, while the Employment Service of Slovenia has not been implementing programmes for the acquisition of education over the last two years. Another reason for fewer enrolments is undoubtedly also the expiry of the ZIP programme and the lower number of participants being sent for With the help of the ZIP programme, 46 Her job after completing primary school training courses by companies. year old Cvetka Vuk wrote a new chapter brought her no satisfaction, as she found Participation of adults in informal on her career path. The decision to that life brings many challenges to a programmes is also decreasing, which is undertake a new career path began to person that they can only overcome if they especially true of those who pay for their evolve already during her time at the Mura possess suitable knowledge. This led her to own education. They are noticing a trend textile company, where Cvetka had fulfil her dream of working in healthcare and demand for shorter programmes that worked as a textile technician. Because she services. The funds she received from the provide participants with evidence of did not see a long-term future with that Fund were a welcome incentive for her to training or competences, thereby company and because the calling of textile stay the course in realising her goals. After increasing their competitiveness on the technician was not her own wish but completing the nursing assistant education labour market. Considering the vicinity of rather that of her parents, she decided to programme, she did her mandatory the border, there is extensive demand for take an important step in her life: she practical training at an adult care home in knowledge of the German language and enrolled in the Healthcare educational Velenje. Her vocational journey then led less for competences in digital literacy. In programme in Rakičan and followed her her to the Haematology Department at the any case, one of the key questions in the original calling. Then, things started University Medical Centre Ljubljana, consultation interview is the possibility of rolling: she completed her traineeship at where she has been working for one year financing as well as the possibilities for the Ljutomer Retirement Home and the now. Despite the work being demanding, employment. mandatory state certification examination. she is highly satisfied, which confirms that The Consulting Centre finds that all of Throughout this time, she searched her choice of profession was the right one, the public calls for applications of the actively for other employment options in and she is now continuing her education Slovenian Human Resources Development the nearby surroundings as well as further to become a medical technician. As she and Scholarship Fund are highly away from her home. After sending a job says, her biggest incentive in her education beneficial. Cooperation with the Fund, the application to a retirement home in and work is success but also the money, as partner network and the media in the Vienna, she was soon summoned to an region as well as assistance in the d this lessens her financial concerns. preparation of documentation for applying un interview and was hired thanks in part to When preparing the draft public call for F her knowledge of the German language. for the ZIP public call for applications ip applications, the Fund invited various h have helped approximately 500 adults in s "Education had an incredibly positive r educational institutions and designed the the Pomurska region to acquire higher la effect on me, and the motivation for ZIP programme based on the comments o h study was bestowed on me by my son, education. c and proposals. Educational institutions S who was completing his secondary school It is important and urgent for d also assumed the role of information n education at the time", says Cvetka Vuk. individuals to acquire knowledge and a providers and consultants during the t competences if they wish to become a part n 43 year old Irena Matasović hails from e application process of individuals for the of the society of knowledge and fast-track m south-eastern Slovenia, and she completed public call for applications. p their careers. The Fund wishes to promote lo her education in pre-school education in One of the well-organised institutions ev the 2011/2012 academic year. She found this awareness through its programmes in e was the Public University of Murska all stakeholders in the society (companies, D new employment as an assistant childcare s Sobota, where the Murska Sobota e employees, educational institutions and c worker in a kindergarten. Irena says that Consulting Centre managed by Alojz adults who engage in education do not the unemployed). our Sraka operates. It is part of a network of 14 se only receive new education but that consulting centres and operates according R another important aspect is personal to the ISIO model (Information and an development and a positive self-image, Consulting in Adult Education), which is um which were so overarching in her case that H managed by the Slovenian Institute for she is now studying part-time at the ian Adult Education (hereinafter: ACS). Their ne Faculty of Education in Maribor. fundamental task is to provide free and v lo Mateja Brunšek is 42 years old and confidential information as well as S comes from the Savinjska region. consulting for the purpose of adult 55 I N T E R N AT I O N A L C O N S U LT I N G Nataša Florjančič You Have Become Even Better Mentors Specific and current knowledge within an individual company represents a "gold mine" for development and the improvement of various processes within the company. In addition to the acquisition of knowledge through education, mentorship effectively transfers "secrets" or specific knowledge between employees – in general, the transfer takes place from the experienced older generation to the less experienced younger generation. Time is money they say, and it certainly holds true for mentorship. Mentors onboard the new employees much faster and teach them the required knowledge, which is why the young do not need to start at the bottom and 'reinvent the wheel'. The transfer of knowledge is a complex process. A good knowledge transfer process within an organisation or company requires an organised and 10th group of mentors, Ljubljana 10, 23 and 25 April 2014. systematic approach, qualified mentors who know how to keep people involved be acquired at school or at the faculty. knowledge and experience to the and are good role models and finally a Mentorship does not only involve the mentee in a different light." dedicated and interested mentee. By transfer of knowledge but also represents "It is very interesting to have someone transferring knowledge internally, a the skill of delivery. A good mentor is open your eyes to a different method of company preserves, captures, improves characterised by pedagogical and approaching a younger, inexperienced and uses all of the available knowledge in andragogical skills: they are familiar with worker …" order to achieve progress in terms of the role of mentor, the basic characteristics "The lecture will come in handy with competitiveness and growth. of the mentoring relationship and the our work, our job, and not only for me Through the Youth Mentorship basics of learning and teaching, are skilled as the mentor but also in my decisions, programme, we reward knowledge and at communication and are able to evaluate in my responses, in communication and experience that comes with age and cannot the work of the mentee and provide them in reaching agreements in our business with suitable feedback. environment." Results of surveys on the training of mentors 5 Youth Mentorship promotes the development of mentoring competences at "I came with a certain aversion 4,77 4,83 a company. Mentors included in this towards the whole affair that was due to programme have completed the me having to be there, but I leave 4 pedagogical-andragogical training and enthusiastic. Thank you. It will certainly have thus made the first step towards benefit me in all aspects of my life, not planned and systematic mentorship. only in my mentor role." Within the scope of the programme, 27 "Very pleasant and witty explanation 3 three-day workshops for mentors were of relations between the mentor and implemented, whereby 371 mentors were mentee." trained. The training was provided by "Suitably broadly presented topic." 2 professional and experienced trainers who “Alongside facilitating mentorship work, "put their hearts and souls into it", as they it also enables personal development." themselves would say: Miran Morano, The programme enabled 464 young Nataša Čebulj, Blanka Tacer, MSc, Janja people to land a job. This was the first job 1 Rebolj and Klara Ramovš. for most of them and the support of the The impressions of the mentors mentor was invaluable. Mentors trained: communicated unwritten rules of the 0 game to young participants in a six to Content score Lecturer score "Today, I learned to see delivery of twelve month period, which made it 56 M U T U A L B E N E F I T possible for them to more easily integrate kitchen." to be truly successful, they involved the into the organisation, and this also made it At JB, they say that the training of a company's managing director, an expert easier for them to establish contacts and mentee for the position requires a lot of associate in the field of marketing and the perform their work. effort, work hours and energy, which is head of the Mass Department, all of whom why the Youth Mentorship programme is acquired a certificate on pedagogical- Each company writes its own an additional motivation for the company andragogical training before the start of mentorship story as well as a financial aid. the programme. The subsidiary LOTRIČ Knowledge should be shared The motto of JB restaurant is that Certificiranje also took part in the Youth knowledge should be shared. This creates Mentorship programme and provided two "Neat and refined" is the motto of chef healthy competition and also represents mentors, the head of the metals team and Janez Bratovž, who honed his skills in motivation for young people to acquire a laboratory technician. Over the course of Slovenia and around the world and found knowledge and strive for the highest of the project, the parent company LOTRIČ a home for his restaurant JB on the ground goals, which in turn is the foundation for Meroslovje employed three young floor of the building designed by architect progress and a better standard for the employment seekers, while the subsidiary Jože Plečnik at the start of Miklošičeva entire society. LOTRIČ Certificiranje hired another two. street in Ljubljana. It is one of the top 100 The mentees started at the bottom. Two restaurants in the world and a refuge for We searched for young staff with learned the ropes in the labs, calibration, those with refined tastes. certification in various metrology fields, self-initiative Janez Bratovž trained Florjan Žnidaršič opening and processing of work orders, for the profession of cook and is happy to preparation and issuing of certificates and At the LOTRIČ family-run company, find that Florjan is a "hardworking and field work. One mentee learned about the they have been spreading good metrology knowledge-thirsty young man, an work in logistics and accounting and is practices for 24 years, as they are the ambitious young colleague with whom I today independently posting invoices in leading company in Slovenia in the field of am happy to share my knowledge." the books of account and performing metrology and offer a comprehensive and Florjan remembers his early days of other tasks as well. The two mentees in the broad spectrum of metrology services. learning this precise art as follows: subsidiary's chemical lab for metals, As the volume of metrological "My mentor was very demanding, which mechanical tests and microscopy learned procedures is increasing, they made the was not to my liking at first. Without to calculate measurement uncertainty for decision to hire new people and thus got knowing it, I was growing up and various procedures, analyse waste water, involved in the Youth Mentorship progressing both professionally and in metals, oils and lubricants, performed programme.We searched for young experts terms of self-confidence as part of my sampling in the field and carried out training for the position, and I finally exhibiting a lot of self-initiative, mechanical and metallographic realised that the demands of my mentor commitment to the work and innovation experiments. were warranted indeed. Order, cleanliness geared towards practical solutions. In order and discipline are very important in the for the Mentorship programme d un F ip hsr la o hc S d n at ne m p loeve Dsec ourse R an um H ian nev Janez Bratovž is happy to share his knowledge and raise new chefs. loS 57 M U T U A L B E N E F I T The Port takes a planning approach to the development of its own lecturers, instructors and mentors who undergo pedagogical and andragogical training, and the company also monitors their teaching through the evaluation of the participants. They are additionally incentivised or rewarded for their work. By taking part in the Youth Mentorship programme, the Port of Koper has provided employment to three young people who will have the opportunity of employment for an indefinite period after completing the onboarding period. Within the scope of the project, the young participants upgraded the knowledge they received in school with practical experience – they learned about the Port and the work in the Port. They also brought new knowledge as well as a youthful impetus to the company. Mentee Nejc, who took the position of transport organiser, is thrilled about his work: "Employment at the container terminal has exceeded my expectations. I like the work environment (associates, traffic regime). I am in charge of organising the frigo container services. I work in an office most of the time where I accept orders, make accounts of the work performed, enter frigo container movements in the internal port system and organise field work." The mentors trained Andrej and Kristjan for the dispatcher position. Their work is full of Mentors and mentees at Lotrič meroslovje challenges, which they describe as follows: "As newly employed dispatchers In addition to expert work, the new enables the acquisition and transfer of at the container terminal, we have employees also developed soft skills that knowledge among co-workers, which encountered many new challenges and today contribute to their work is why mentors were happy to take on knowledge. The work of a dispatcher performance. Their communication, feel the role of mentors within the scope of takes place in an office and using a for team work, understanding of the instructions and problem-solving abilities Youth Mentorship programme. computer and CB radio station. have improved as well. Mentors approached the new hires in a professional, organised and systematic manner: they delegated tasks to the mentees, set objectives jointly, communicated with them clearly and precisely, evaluated their work and provided them with constructive feedback and opinions. Within the scope of mentorship, mentees exhibited a high level of motivation for work and all received employment contracts for an indefinite period. Mentorship brings incentives for both the company and young people At the Port of Koper, they encourage the transfer of knowledge and have a Mentorship at the Port of Koper developed internal education system 58 M U T U A L B E N E F I T The essence of the dispatcher's work is The mentorship programme is a training, it turned out that such fears the organisation of a given labour force success story in our case were unwarranted, as I have, thanks to as best as possible and as fast as possible. my mentor's understanding and All dispatchers communicate and Ekvilib Inštitut is an independent non- learning the basics, found that the cooperate with one another constantly, profit organisation operating in the field required competences could be learned. exchanging information on the work at of corporate social responsibility as well as The company did not expect me to have the terminal." human rights and development already completely mastered all of the This was not the first time that cooperation. knowledge. In the beginning, I observed mentors Aljoša, Marjan and Robert Director and mentor Aleš Kranjc and followed my mentor, thus learning carried out the role of mentor, but this Kušlan helped train Lucija Gostinčar, how to perform certain tasks. I was later was the first time they implemented the expert associate in the field of social entrusted with concrete independent planned mentorship process as part of responsibility. Their mentoring assignments but communicated with my the project. They compiled a mentorship relationship began in the usual way. Lucija mentor at all times via e-mail, telephone work programme and noted the tasks/ appeared at the organisation's doorstep and regular meetings. The skills that would have to be presented to one day, saying that she had come to understanding on the part of my mentor the mentee. Over the course of present herself in person because she and other associates was key for me to andragogical training, they learned how found merely sending an application have had and still have motivation and important continuous feedback and insufficient and because she believed in optimism as well as self-initiative and assessment of the attainment of personal contact. the ability to speak my mind. Finally I objectives and mastering of skills truly Mentor Aleš was very impressed by her am happy about what I do." are for the mentee. Mentors say that this on account of all of the talents she is The director believes that mentorship was exactly what they missed most developing: "She is able to organise and brings positive results for the company: during their own onboarding for the carry out a webinar in English, paint a we have not yet made a financial work. analysis of the mentorship, but we stand picture, record a video, work The people from the Port of Koper are by the position that the positive results constructively in consultations with highly satisfied with the Youth are not only reflected in financial terms clients in the area of social responsibility, Mentorship programme, because co- but also in other areas (team dynamics, enthusiastically lead EU MPs through fun financing is an incentive for both sides: creation of new ideas and good assignments, produce a washing machine the company offers young people the atmosphere in the workplace). I can out of cardboard, etc." possibility of employment and for them already say that the mentorship Lucija's experience is also positive: to use the acquired knowledge in programme is certainly a success story "There was this kind of fear present in in our case. It is important for us that practice, while young people bring fresh the beginning, namely that I did not each employee identifies with our ideas and youthful impetus to the possess sufficient knowledge and values. If we are able to achieve this, all company. experience in order to perform the else takes a natural course of assignments successfully. During the cooperation between employees." d un F ip hsr la o hc S d n at ne m p loeve Dsec ourse R an um H ian nev Mentorship is a two-way road, Ekvilib Inštitut loS 59 Blanka Tacer, MSc and Nataša Čebulj Illustration and review: Miran Morano Truths and Misconceptions About Mentorship "Jože is a respected supervisor in the production department of a furniture company. A month ago, he became a mentor to young Boštjan, who is being trained for the work of production technician, tasked with the monthly planning of chair manufacture and the production of reports. Over the course of the previous month, they had three mentorship meetings, and Boštjan noted down everything the mentor told him. During a tour of the production hall, he asked numerous questions and showed an interest in the ins and outs of production. Jože had a good feeling about the mentee. Last week, he asked him to prepare a proposed chair manufacture plan including the KPFs, whereby the deadline was this morning, and they would be showing it to the managing director in the afternoon. Today, at the meeting, Boštjan did not have the plan prepared and showed his mentor only empty spreadsheets, which he had produced in his own way. Jože was very disappointed and could not believe that he had misjudged Boštjan so much. That's today’s young people for you; they're just too lazy for anything." Do you perhaps feel you have heard this story before? Do you agree with Jože? We should first take a look at the story from the effective communication is regular that the mentee is just a newcomer point of view of the truths and testing of knowledge. Ask your mentee spouting theories from school, then the misconceptions about mentorship. In the to summarise and explain what you have mentor will close the door to this reverse end, we will look at the story from a told them in their own words. learning path. If, however, they see different point of view. potential in the mentee and actively ask "Truths and misconceptions" the latter to express new ideas, they will • I do not have time for a mentee. quickly find that their mentee is actually about mentorship Misconception. This is by far the most frequent attitude on the part of mentors. their partner. In areas where the • I told him three times already, but he mentor's knowledge is not as strong, the still does not know how to do it. While you are drowning in work, your mentee is bored. They would truly like to mentee usually gets even more involved and engaged in order to help their Misconception. You can tell him 10 help you with your duties but do not get times, and he will still not know how the opportunity to do so. Plan your work mentor. This is, of course, only the case to do it. First, think about how many and try to think as objectively as possible when the mentor allows this. Together, things you remember when someone about how your mentee could help you. they are even better. tells them to you. People receive Preferably, start thinking the way an information in a variety of ways. Some experienced mentor would: how can I • The youth of today have no manners understand best if they hear something, include the mentee in the work, so that I whatsoever. others if they can see it and others still can take some of the load off myself. Misconception. Even the Greek if they are able to experiment with it. philosophers complained about young So your mentee may be inclined to people. New generations arrive with receive visual information. Draw it for • The mentor also learns from the mentee. new ways of thinking that are foreign to them, write it down, sketch it out, the older generations, which is why the colour it in, etc., instead of talking to Truth. Only if the mentor is open to this idea. If the mentor believes that there is latter react emotionally to such them. On the other hand, the key to only one right way of doing things and behaviour. Be aware that you are not 60 the first to find the different style of the younger generation frustrating. Instead of complaining, you could ask yourself what you could learn from this younger man or woman so as to become wiser yourself. • I can become a better mentor if I learn to ask better questions. Truth. Mentors frequently fall into the trap of talking instead of teaching the mentee through considered questions. If a mentee arrives at a solution by themselves, they will remember the procedure better and understand the rules associated with the work. Keep the following three questions handy every day: What have you learned today? How could you do this differently? What would you suggest? • I can teach the mentee more if I find out what they already know. Truth. Some mentees have no experience whatsoever, while others have accumulated immense practical experience during their school years. Your relationship will be more successful if you first put an effort into learning what your mentee already knows. Even if this is only a minor thing. If they truly do not yet know anything, the mentee will usually tell you so, but will be grateful to you for expressing an interest in them. By enquiring about what they already know, it will be easier for you to adapt to their current understanding of the work process. The mentee will get the feeling that you trust them and truly wish them to progress in the work. Now that we know a few truths and misconceptions about mentorship, we can take a look at the story of mentor Jože from the point of view of the mentee Boštjan. "A month ago, Boštjan received his first d employment as a production technician at a un furniture factory. He was tasked with the F ip monthly planning of the manufacture of h Mentoring couple who is aware of the truth and misconceptions about mentorship. sr chairs and the preparation of reports. His la o mentor is Jože, a highly respected supervisor hc who is training him for the work of a found various definitions but did not know Jože explained the expert terminology to S d production technician. He always explains which definition was the right one. He was Boštjan more slowly and prepared a glossary n a of expert terminology and acronyms. Boštjan t everything in detail. Boštjan was afraid that embarrassed to ask Jože, who acted as if n now knows that KPF stands for key e he would not be able to remember that was a generally known term. Boštjan m production factors (time, shift cost, energy, p everything, so he started taking notes. Over made an effort and prepared the structure lo quality and number of employees). Boštjan e the course of the previous month, they had v of the Excel sheet, into which he could then e three mentorship meetings, and Jože import data from the PIS (production also has the courage to present to Jože his Ds explained everything using professional knowledge of Excel and the pivot tables that e information system), and the only thing he c terminology, but Boštjan was unfortunately they can use to capture data from the PIS. was missing was the meaning of KPF. ours unfamiliar with all of it. Boštjan was very e Let us assume that mentor Jože and R much interested in the production aspect, mentee Boštjan had read each other's stories an and he enjoys doing concrete tasks. as well as the text about the 'misconceptions um Last week, Jože asked him to prepare a H proposed chair manufacture plan and truths' regarding mentorship. The effect ian including the KPFs, whereby the deadline would be as follows: nev was this morning.Boštjan researched the loS entire weekend what KPF stands for and 61 Doris Sattler, Špela Sušec, Petra Bajt, Darinka Trček, Katja Cankar, Zoran Keser, Maja Deisinger, Bogda- na Brglez Fink, Ksenija Yoder Batič, Sašo Jobstl, Dušan Mikuž, Nives Prezelj, Mateja Poljšak, Tina Godec Scholarships The fundamental aim of scholarships already during one's studies and thus network of contacts, etc. Those who have is to raise the educational level of young offer better links between education and spent time abroad for extended periods people so that they are best prepared for work. Employers emphasise this as a more often bring a fresh approach to their their entry into the labour market after desired characteristic, especially in first job. They also have the ability to work in leaving school. Naturally, different time employment seekers. diverse environments and in a flexible and scholarship programmes have different Zois scholarships aim to encourage open manner, because they learned how to purposes. young people to upgrade their formal adapt even in culturally diverse situations. Scholarships for occupations in knowledge through innovation, research Other elements they offer into the mix demand and company scholarships or and other activities. They reward include team work and good their co-financing contribute to the outstanding achievements, thus communication skills in both their mother satisfaction of the needs of employers encouraging recipients to develop tongue and in foreign languages. These are on the labour market and reduce important 21st century competences such young people who are open to new structural unemployment. These as self-confidence, active contribution to challenges and are motivated and scholarships can also provide important the society and critical and innovative ambitious. Many such individuals with guidance for young people when they thinking. excellent knowledge and experience decide on education. There is a Scholarships for international mobility acquired abroad are willing to return to demonstrated need on the labour provide support to young people in Slovenia. However, they need to be offered market for these occupations, which in obtaining a global perspective of the suitable opportunities and challenges that turn means better employment options world. They also learn to look at their would enable them to contribute as much after one's studies. Company country and environment from a distance as possible to development in various scholarships provide the additional and acquire intercultural competences, fields – science, the economy and the advantage of working with an employer independence, communications skills, a society. Darinka Trček Co-financing company The Fund's programmes in the area of from the Fund. The company made it scholarships and scholarships for company scholarship provision and possible for Matic, as a scholarship occupations in demand investment in HR development enable recipient, to gradually familiarise himself Ksenija Yoder Batič, Dušan Mikuž, investment into knowledge and with the work process already during his Mateja Poljšak, Bogdana Brglez occupations. They generate potential, studies as well as to perform less exacting satisfy the needs of the economy, operational work assignments. He also Fink, and Sašo Jobstl contribute to the reduction in structural learned about the company's principal unemployment, increase the educational activity and the workflow, met the Company scholarships as a sound level and promote the return of educated company's clients and business partners members of the labour force from urban and gradually acquired knowledge in the investment in a successful future. centres back to the local environment. area of business thinking, networking, »You reap what you sow.« work ethics and customer support. Based Integration of the scholarship recipient on his experience and as a person involved in HR development at the company today, The employment of new personnel at a into the work process he is convinced that one of the biggest company always introduces a certain level advantages of scholarships is the of risk. The new associate might not In the period of the disbursement of the possess suitable work habits, they might scholarship, it is crucial for the scholarship not fit in well in a new organisation or provider to plan and ensure the their interests might even conflict with the implementation of joint projects and expectations and interests of the new activities (writing of papers and diploma employer. Timely investments into future theses, mandatory practical training – associates can reduce or even do away with work placement, summer job, etc.). These such risks altogether. The employer can allow the provider to get to know the also prepare itself for an HR expansion by scholarship recipient, their attitude preparing long-term plans and shaping the towards work and their work habits as well human resources it requires or will require as the opportunity to develop the in the future. A company scholarship can recipient. The scholarship recipient thus be an opportunity for the employer and the gets to know the work, the team and the scholarship recipient to get to know one general atmosphere at the company. another and develop together in a way that Matic Kadliček received a scholarship is beneficial for both, thus writing a from the Trgotur company throughout his common success story. The risk that the education – from secondary school to the employer and the recipient of a company completion of his studies. For the last four Matic Kadliček, former recipient of the scholarship will not be compatible upon years of his education, Trgotur received Trgotur company scholarship hiring is thus significantly mitigated co-financing for his company scholarship 62 Deciding on a company scholarship should Using Regional Scholarship Schemes also be a decision towards a brighter future (hereinafter: RSS) to reduce development differences between regions The Fund has been co-financing company scholarships for employers since 2007. The The RSS project reduces the gap calls for applications, under which the Fund between the economies of individual co-finances up to 50% of the company regions, educational activity and scholarship but no more than 30% of the conditions on the labour market and at the minimum wage, have to date attracted the same time illustrates a model example of applications of nearly 1,400 employers from good cooperation between employers, the around Slovenia. These companies applied local community and the state. At the for scholarships for more than 3,200 regional level, the RSS project contributes scholarship recipients. importantly towards the reduction of unemployment among youth, it provides Nataša Prostor is a custodian of (in a planned manner) for a more agreements on the co-financing of company coordinated balance between educated Matej Kadliček, Managing Director of Trgotur scholarships at the Trgotur company. She human resources and actual needs on the familiarisation and accustomization of the firmly believes that the co-financing of labour market in an individual region and scholarship recipient to both the company scholarships offered by the Fund contributes to more congruous regional company's culture and work process. encourages even employers that are still development. Trgotur is a family-run company that somewhat reticent or have good ideas but Co-financing of company scholarships Trgotur is a family-run company that has too few resources to grant company within the scope of the RSS project takes been providing HR services on the market scholarships. She also says that serious place in cooperation with the Ministry of for over 25 years. It is often the case at employers decide to award scholarships Labour, Family, Social Affairs and Equal family-run companies that new regardless of receiving state co-financing. Opportunities, the Fund and the regional generations of the family pursue education Trgotur encourages granting company development agencies (hereinafter: RDA) for occupations required by the company. scholarships to people who exhibit potential, as the providers of the RSS, i.e. by Selecting a calling that makes one happy because they believe that it is an excellent providing funds to the RDAs from the and contributes to the successful way for the scholarship provider and European Social Fund for the 50% co- expansion of a family company is an recipient to help and get to know one financing of the company scholarship and especially gratifying choice. Matic decided another. The former can monitor the latter the coverage of expenses arising from the to study psychology based on his own and to some extent also develop the recipient implementation of the RSS. interests. They coincided with the interests so that it is easier for the recipient to enter The result of the successful in expanding the company into areas the provider's work environment. implementation of the RSS project is where the collaboration of a psychologist demonstrated in the number of company The advantage for employers that grant scholarships granted. Since the 2008/2009 was required. The company namely company scholarships is mainly in their academic year up to an including the detected a change in the thinking of orientation and view towards the future and 2013/2014 academic year, the RSS assisted employers. If a company's survival used to the raising of quality. These employers are in the awarding of 3,462 company depend on development and equipment, aware of the opportunities and the fact that scholarships at the level of the entire today the emphasis is mainly on development is a never ending journey that country; 1,881 scholarship recipients employees and their development. It requires new people, different modes of completed their education during this frequently observed the need for soft and thinking, different approaches and tools and period, and nearly 1,000 are now leadership skills on the market as well as the like. In the long-term, even the most employed. for the monitoring of the pulse of the reserved employers recognise the potential The fact that the RSS project is enjoying company – satisfaction, dedication, of investing in future human resources that strong support and is considered highly commitment, atmosphere and culture. d later turn out to be essential for the important is evident from the example of Already during his studies, Matic began to un company. the border region of Koroška, where an F work at the company more frequently, ip hs helping to build a more systematic r la approach to marketing using the o h developed new website, promotional c S coupons and services. He also helped d n develop "typical psychological" services at n and other services arising from HR e m development. When Matic completed his p lo studies, he was employed at Trgotur as an eve HR psychologist, where he has been D working for 4 years. During this time, he sec developed an entire new area of HR our development that comprises more than 10 se new services. He thus broadened the R company's activities as well. an "In addition to broadening the activities, um H the scholarship recipient also developed the ian area of marketing, which already covers ne initial investments." Matej Kadliček, v Ceremony upon the signing of the scholarship award agreement in Celje, 7 December 2012, Source: RASR, d.o.o. lo managing director of Trgotur S 63 interesting from the point of view of research activity. " Already during my studies, I familiarised myself with the work in production, which was very useful for me upon employment as I did not have to start from scratch." Jernej's obligatory employment period under the scholarship agreement will soon expire, but he nevertheless says: "I am content with the work and relations at the company, which is why I see myself working for the company in the future." He adds: "If I had to make the choice again, I would have decided on the scholarship a year earlier, at the very start of my studies." Information event for the promotion of company scholarship programmes in the Gorica region organised by the Posočje development Centre (SOURCE: Posoški razvojni center). Analysis of the Implementation of the Jernej Turščak found the study of Koroška Regional Scholarship Scheme was metallurgy to be attractive and interesting carried out in June 2014. The scheme was but did not decide to apply for a implemented in the Koroška region starting scholarship in his first year of study. "Upon in 2005 in the form of direct financial enrolling in the faculty, I was not familiar incentives, but from 2008 onwards it has with company scholarships, and I was also been carried out within the scope of the not sure about how my studies would joint regional scholarship scheme with co- proceed as I got scared in the beginning financing from the ESF and is therefore that failure would mean that I would have well-known to the region's population. The to pay back the scholarship." He decided on scheme has been accepted well by the scholarship for other reasons in employers, pupils and students, as it is addition to the guaranteed employment. realising its purpose and yielding the "After completing my first year, I knew that expected results. In the 2008 –2014 period, I was good at this so wanted to ensure there were calls for applications for 728 certain financial security for myself and scholarships and 402 of these were granted. decided to apply for a scholarship. I was Balancing supply and demand on Most of the scholarships that were not encouraged to do so by the company where granted were for the area of mechanical the labour market with I had a summer job." Metal Ravne, a engineering, i.e. occupations such a company with around 1,000 employees, is scholarships for occupations in metallurgist, metal worker and mechanical one of the employers in the region that demand engineering technician. The Koroška RDA applies for tenders and awards the most One of the most pressing challenges on states that the reason for this lies mainly in scholarships. the labour market is the structural the lack of interest in such vocations, while imbalance that is reflected in the large gap it is these vocations on that are the most "There is no need to look for additional between the demand by employers for required in the region. Pupils and students work during the academic year, and you individual profiles and the supply. Despite decide to apply for company scholarships can thus devote all your time and energy the high unemployment figures, employers on account of the current economic to your studies. You can establish strong are unable to secure adequately educated conditions in the Koroška region, as it is ties with the employer while studying, and trained personnel for certain difficult to find employment after the and they provide you with materials so occupations. The purpose of scholarships completion of studies. A scholarship also as to help you in the preparation of for occupations in demand that will be represents an important source of monthly seminar papers. They also provide you granted by the Fund in accordance with income. Scholarships also motivate pupils with a summer job, work placement and the new Scholarship Act is to guide young and students to regularly fulfil their help with the diploma thesis." Jernej people to choose these occupations in obligations and complete their education Turščak, recipient of the company order to contribute to the balancing of the on time. scholarship granted by the Metal Ravne company, on the advantages of a situation on the labour market. A typical scholarship recipient under the company scholarship. RSS of the Savinjska region is a first year student of mechanical engineering at the Jernej received the scholarship for four University of Maribor receiving a years and has now been employed at the company scholarship in the amount of company since 2011. He believes the EUR 367.55. Analysis of the advantages of the scholarship to be implementation of the 2014 Savinjska financial security and ties established with region RSS the employer as well as the possibility of Jernej Turščak decided on a company gaining experience while studying. "As scholarship in his second year of studies at part of the summer job, you learn about the faculty of Natural Sciences and various areas of the company's operations Engineering because of his desire to get a and you can find the area that suits you job in his home town after completing his best and for which you can specialise studies. His story was presented in June during your studies." During his studies, 2014, i.e. in the analysis of the Jernej thus quickly found a plant that implementation of the Koroška RSS. attracted him most and which he found 64 Brain circulation with the Ad "Students who have had the opportunity to Where there's a will there's a way!! futura programme experience study abroad return home Erika Gioahin, microbiology student, Doris Sattler, Špela Sušec, Petra Bajt, more independent and with higher self- broadened both her professional and Darinka Trček, Katja Cankar, Zoran esteem. They see things and events differently and are more open to new cultural horizons during her practical Keser and Maja Deisinger projects and ideas. The student exchange training at the Institute of Life Science, programme provides them with a vision of Thai Nguyen University of Agriculture Promoting Mobility to Foreign where and how to start their professional and Forestry in Vietnam: "It is Countries – The World Is Our careers. Many exchange students later find undoubtedly very challenging to live and work in a place where people and their Classroom it easier to find work or mandatory practical training (work placement), culture and language are entirely different," says Erika. She also emphasises Today's rapidly changing and because the student exchange programme that it was not easy for her in the knowledge-based society requires a highly teaches them how important it is to beginning but is now happy to say that educated, flexible, creative and innovative acquire work experience during one's those times are her most valued life labour force. Encouraging study abroad studies. Companies that hire in an and short-term study mobility or student international environment look for exchange is an important component of candidates who are capable of adapting to the internationalisation of higher stressful situations and solving problems education and contributes in various ways and are accepting of cultural differences. It to increasing the competitiveness and is important for future employment employability of young people. Students seekers who wish to be competitive in these who have had mobility experience abroad times of growing unemployment to undoubtedly stand out on the labour encounter the need to adapt to cultural market, as they enhance their knowledge of changes as early as during their studies." one or more languages while abroad, which Tina Vujašković, International Relations is certainly an advantage in the eyes of Office, Faculty of Economics, Ljubljana. potential employers. Knowledge of languages facilitates communication and the building of relations with (potential) Work at the lab, Vietnam. foreign partners. As part of their time International enhancement of experiences. Owing to her stay and work in abroad, students also experience personal knowledge during study visits Vietnam, she has become more growth and development. independent, responsible and resourceful. Short-term mobility programmes or She has also become more confident in her study visits abroad provide individual work at the lab. The international students with an international educational, experience has given her an additional language and cultural experience in the impetus and the desire for continued selected country in Europe or outside it training abroad, which is why she is now and contribute both to their personal gaining new knowledge in Brno within the development and their qualifications. scope of the Erasmus practical training. Study visits can be made within the scope of organised programmes, whereby one of the best known ones among students is Experience is the greatest capital Erasmus+. Students can also alternatively organise such study visits by themselves. "As an architecture student in Istanbul, I The Fund has enabled the acquisition of was able to discover different spaces and knowledge and experience in the interiors as well as different cultures, which is an important experience for a space d international environment to more than planner. In today's world, it is very un 11,000 pupils and students since 2009 by F important to establish ties and gain new ip way of financial incentives for various h experiences, both of which are that much sr forms of study visits. more intensive in a new environment. la Young people who do part of their o Young people can thus bring many newly hc studies abroad find themselves in a acquired experiences and successfully S d completely new environment, surrounded integrate them at Slovenian companies." n a by new people as well as different customs, t Katja Keržan, architecture student, host n languages and cultures. This creates e Tina Vujašković, International Relations institution: Istanbul Bilgi University, m Office, Faculty of Economics, Ljubljana personal growth. They also acquire p Turkey. lo knowledge or working and practical eve When they move abroad and integrate into experience at recognised foreign Broadening one's horizons D a new environment, they encounter a s educational institutions, companies and e "The things I learned abroad and could not c different culture and customs and are often other organisations. As part of their study have learned here are tied to a different our faced with unexpected problems and visit abroad, they acquire competences they s method of work. I attended courses that are e challenges. Managing such situations would certainly not have acquired by R contributes to their flexibility and simply studying at home. Short-term not available at the faculty at home; I an creativity in the search for solutions, their study-related mobility is also a suitable encountered a different culture and um independence in making decisions and environment and have tasted life abroad. I H alternative for those who are thinking finally their maturity and self-confidence, am happy to use the concepts and ian about studying abroad, because it provides n knowledge gained in my current studies and e which are indispensable qualities for career them with an opportunity to explore and v compare them to the domestic lo success. find out whether studying abroad is in fact S something they truly desire. 65 environment." Jernej Drofenik, student Ana Marija Udovič, pupil of Gimnazija Life is too short to be average. Don't ever of the University Business and Želimlje (grammar school); host Economics School, host institution: institution: Lacunza International House, be afraid of anything new and different National University of Singapore, Spain. "While abroad, I certainly learned how to Singapore. integrate into an environment that is Be adaptable and nice, and trust completely foreign and different. I also "No worries, mate!" in yourself and your own abilities! learned to trust in myself and my own abilities. After the student exchange The study visit of Timotej Turk "In Russia, I learned mainly to trust in programme, I became a lot more self- Dermastia took place "down under" in myself and my own decisions. By learning confident, which helps me enormously in faraway Australia, i.e. the Edith Cowan Russian and getting to know the Russian overcoming new challenges." Marko Vidić, University. The biology student describes way of life and thinking, I have become student of the University Degree his experience in Australia, which is mostly more competitive on the labour market, as Programme Business and Economics one giant wilderness, as a privilege: this has provided me with the opportunity Sciences, host institution: Kyungpook "Kangaroos and snakes roamed freely in to work abroad. I will soon be starting a National University, Republic of Korea. the garden of the place where I stayed. And new life in Dubai." Manca Čalič; there was also the ocean and my love for culturology student, host institution: Saint Exchange = knowledge for one's whole life scuba diving and surfing and of course the Petersburg State University, School of life at sea. It is still difficult for me to say International Relations, Russia. "The study visit in Kazakhstan enabled me how my experience is linked to my Beer – from the initial idea to the end buyer to learn Russian quickly, which makes me competitiveness, but the fact remains that I a much more interesting candidate for was willing to go half way around the Helena Treska, a student of employers, especially those doing business world. This gave me a completely different entrepreneurship, did her seven-week in the country I visited." Max Borštnar, outlook on life and the field I am involved practical training at a micro brewery in student of the University Degree in. While there, I attended lectures in Ecuador. She describes her experience as Programme Business and Economics English and successfully passed the tests in "phenomenal" and "very instructive" both Sciences, host institution: KIMEP a country where English is the official from the point of view of culture and of University, Kazakhstan. language. I got better grades than my local work. In addition to different customs, colleagues on many occasions. I am now foods and ways of thinking of the people, the able to see the big picture in the field of work environment is also extremely » biology. I have also gotten to know many different to that in Slovenia. It is namely highly disorganised, lacks specific experts, mainly professors, with whom I knowledge and is characterised by different might even work again. Australia is an work habits. expensive country, it is far away and "Everything is more laid back", says Australians are a bit too stubborn for my Helena. I am convinced that the practical tastes, but they keep repeating the sentence training has provided me with a lot of useful that you cannot help but start repeating knowledge. Working in a small company yourself if you live in Australia: "No has given her an insight into all of the worries, mate!" processes, as she was able to follow the Go with the flow and it will take you in company's product from the initial idea to the right direction! the end buyer. She worked on different "I learned in secondary school that I processes at the micro brewery: preparation need a lot of knowledge and of business models, marketing, promotional Let yourself be taken by the current into experience in order to be competitive. event organisation, contacts with business This is why I decided on active and partners, logistics and production. "That's true, I learned a lot of other things like educational vacations in Spain where chemistry and processes that take place in I attended a course in Spanish and the wondrous vats when beer is brewed," also experienced Spanish culture." Helena concluded. Brewing beer at a micro-brewery, Ecuador. Teaching at a primary school in India. 66 "Tell me and I will forget. Tea- "In many ways, the summer school in the frequent reasons for students deciding to study abroad. In addition to a different ch me and I may remember. US was like a Hollywood movie: a vortex of emotions ranging from the initial educational system, better conditions for Involve me and I learn." excitement, even fear, to the sadness at studying and research and the numerous (Benjamin Franklin) the end when I realised that my visit was extracurricular activities a student can drawing to a close. But my experience participate in during their studies, there are The Benjamin Franklin Transatlantic was nevertheless different in one way. I plenty of other advantages to studying Fellows Initiative is the first youth will remember it my entire life, as it has abroad. It contributes to an individual's programme that aims to develop relations marked me and my way of thinking in personal, cultural and language between Europe and the US. Its objective is numerous ways." Jure Tuš development and employability. Many of to promote ties between American and them decide on an independent business European youth and raise awareness of journey. common values and cultural ties. It is an exciting and unique summer International knowledge and the school for young people from the US and establishment of ties are vital for Europe that organises numerous activities. continuing the family tradition It focuses on civic education and the acquisition of leadership and activism skills "While abroad, I learned mainly that with the aim of training a young generation success requires connecting people from of Europeans and Americans to be able to various professions and industries (wine- jointly face the global challenges of the 21st making, culinary arts, tourism, etc.)." Aleš century. Despite the jam-packed schedule, there is certainly no shortage of fun at the Jure Tuš, USA Aleš Kunej hails from a family that summer school. Students can attend cultivates reed and makes wine. His family sporting events, visit parks and go to desired to keep developing the cultivation of "I would advise anyone wishing to go on a concerts as well as see promotions of the vineyards and winemaking, so he took a study visit abroad to be as open, participants' countries. scholarship from Ad futura and ventured courageous and fearless as possible. New Benjamin Franklin (1706–1790) was a out to France to gain new knowledge. experience and personal contacts gained statesman, a diplomat, a journalist and an abroad are invaluable. Each new enlightened man. His name was adopted by experience is perhaps difficult in the The Benjamin Franklin Transatlantic beginning because of the distance and loss Fellows Initiative programme. of the safety of the home environment, family and friends, but it is also a new beginning. Despite returning home, your world changes because you leave a part of your heart on the other side of the world." Nives Trošt Getting a bachelor’s, master’s or doctoral degree abroad A student who has been on a short study visit abroad may decide – on account of the positive experience in a different study system – to continue their studies abroad. d There are many educational institutions un F Benjamin Franklin ip hsr la Summer school in the US as a Hollywood o h movie Aleš Kunej, MSc International Vintage, École c S Supérioure d‘Angers, France, while pouring wine d Jure Tuš attended the summer school in n a the US in 2014. The knowledge gained t n Once there, he enrolled in a wine-making e comes in handy when he plans m study programme at a private French p academic projects, research assignments lo university, the École Supérioure d‘Angers. e and public appearances. He believes that ve going to America is an excellent reference After completing his studies, he and his D schoolmate from Portugal, who is now his s for the future. The variety of activities can in ec his opinion convince employers in fields wife, received concrete employment offers our ranging from entrepreneurship and art to in France but chose Slovenia despite having se volunteering in the community. He would some second thoughts about it. Once he R like to tell his peers that the decision to study had returned home, Aleš used the an abroad is one of the best decisions they can knowledge he acquired abroad and merged um H make. A visit to any foreign country can only abroad that offer a broad range of excellent it with the efforts within the family study programmes that are not (yet) ian serve to broaden a student's horizons. If you company to create a unique beverage, the ne are unable to find your way around, you can available in Slovenia. Quality, a different first chocolate wine in Slovenia. v lo still return home, but you will be richer in method of study and the reputation of the S terms of a myriad new experiences. educational institution are the most 67 The hunt for effective applied solutions purposes of study, work or research abroad is not bad in and of itself, because knowledge One of the young recipients of the Ad needs to be enriched. This becomes a futura scholarship who planted concern if people into which the state has entrepreneurial seeds in Slovenia after invested heavily remain abroad on a long- completing his studies is the promising term basis. Only in this case do we speak of researcher Luka Mustafa, who completed brain drain, which certainly represents a loss his studies at University College London for the country in terms of precious and established the Inštitut IRNAS Rače development potential. This is why the state institute in Slovenia. He researches must strive to attract educated people (to innovative construction of new and useful return) to Slovenia and create an items and strives to come up with unusual incentivising environment in order for them and effective solutions that are directly to stay (on a long-term basis). Among the usable in the broader environment. Žiga Pižorn, Master of Science in measures for the creation of favourable Sustainable Energy Engineering, KTH Royal Employing open source approaches, he conditions, we should mention primarily the Institute of Technology, Sweden. connects the knowledge acquired during scholarship, family and tax policy as well as his studies with fresh new technologies, with various Swedish companies. They the labour market policy, etc. thus generating applied solutions for produced a proposed energy plan for The state should also be aware that general use. Bolivia for the extraction of lithium from a educated Slovenians who live and work salt lake. During his studies, he studied the abroad represent enormous untapped International knowledge applied to the conditions and methods for the generation potential. Using their knowledge, invaluable development of cycling of electricity from low temperature flue gas experience and connections, acclaimed and and then brought his knowledge to the well-established experts working abroad Štore Steel company and later the Kolektor could contribute to change that is vital for company. the further development of Slovenia. It is therefore important for the state, in Impossible is possible conjunction with other stakeholders (educational institutions, the private sector, S t u d y i n g Slovenian experts and their societies abroad), with the to continuously search for ways of assistance of preserving and establishing ties with the Ad futura educated people abroad and to enable s c h o l a r s h i p mutual exchange of knowledge within the in the English scope of various forms of association and Southampton cooperation. allowed Luka to connect his Borut Fonda, student of the PhD Sport and Training future Slovenian doctors with Exercise Sciences programme, University of musical talent the help of a top level expert, Dr. Igor D. Birmingham, UK. Luka Banović, BSc in Acous- with techno- Gregorič, MD tics and Music, University of logy. He was Southampton, UK. Borut Fonda, a former mountain biking aware that competitor, used the Ad futura scholarship studying acoustic engineering and music is to enrol in a PhD study at the University of rather unusual, especially for the Slovenian Birmingham. He joined the S2P Znanost v market, but he wanted to prove that the two prakso company that is involved in fields, which are antithetical at first glance, scientific research and development of could be merged. Upon his return to measurement technology for application in Slovenia, he got involved with the sports, medicine and rehabilitation. As the Primorska-based Letrika company, where he head of the S2P Cycling Science tests his knowledge in practice under the programme, which specialises in cycling mentorship of Martin Furlan, head of and is the result of several years of research research and development in the fields of and development, he is able to continue to noise, vibration and product durability. develop his passion for sports. It provides Dr. Igor D. Gregorič, MD diagnostic-practice services. The Brain drain or untapped potential ab- programme received a lot of attention from road? Dr. Igor D. Gregorič, MD; a top level cardi- Slovenian and foreign professional and The mobility of young people for the ovascular and thoracic surgeon at the Texas recreational cyclists. The technology and Medical Center in Houston, took across the work method were also noticed by the pond in 1984 as a young doctor. Today, he organisers of the Slovenian innovation enables Slovenian medical students to per- forum. form elective rotations in the field of cardi- ovascular surgery and cardiology at the We can improve ourselves world's largest medical complex. Aiming internationally and gain locally to promote international cooperation and training of future Slovenian doctors, he has Žiga Pižorn became interested in energy hosted more than 250 Slovenian medical generation studies when observing the students who took part in the programme construction of a passive house at home. He with the help of Ad futura scholarship. was completely fascinated with the study, as it was based predominantly on project work that was mainly performed in conjunction 68 It's not the winning… it is not about the triumph but the to be eligible for participation; the safe is struggle, yet the pupils from the a locked box that is unlocked by solving Postojna Secondary School of Forestry non-trivial physics puzzles. and Wood Technology can also boast of the triumph, and not only once! At the European forestry skills competition that they have been competing in for 11 years, they have achieved the championship title three times, came in second place five times and placed third on two occasions. In a competition between 18 countries where knowledge of the forest and specific knowledge of but the taking part! Highlights from the physics safe Competing for the best position in a cracking competition. competition motivates young people to Groups have 10 minutes to break into a put in their best effort and to be as competitor's safe. The scoring takes into innovative and creative as possible in account originality and implementation their thinking. This contributes to the of the puzzle in the locking mechanism, discovery and realisation of their the number of groups that are able to potential as well as to the popularity of crack the safe, the number of safes a the discipline. European championship in forestry skills, felling group has managed to crack and how Since 2007, the Fund has financed the cut and undercut. the safe was assessed by the other participation of more than 1,500 groups. In 2012, they took an excellent students and their mentors in chainsaw work techniques is assessed second place. In March of 2015, pupils international competitions abroad. (chain fitting, felling, limbing, bucking from Gimnazija Želimlje won the Pupils and students took part in by combined cut and precision bucking), competition. knowledge competitions (mathematics, their results rank them at the very top in physics, biology, chemistry, Europe. This year, they will attend the "It takes the pupils who take part in the programming, etc.), research competition in Estonia, and we are competition several months to plan and competitions and competitions in the keeping our fingers crossed! produce the safe. During this process, they field of development (robotics, "At the competition, pupils show and test learn the steps that need to be taken and construction of remote controlled the level of knowledge they acquired the problems that need to be overcome on planes, construction of single-seater race during their education. They also acquire the journey from an idea to the cars, etc.). Competitions take place all communication and presentation skills production of a functioning and resilient around the world, but competitors most and bolster their sense of perseverance safe. Pupils must possess a strong frequently attend competitions in the and patience. Thanks to the challenges theoretical background in the principles of US, Austria, Poland, the Czech Republic during the preparations for the physics and must be able to apply a great competition and during the competition deal of engineering knowledge for the safe d and Germany. to function as they had envisioned. Often, un The strengthening of the competitive itself, they leave secondary school more F mature, independent and responsible as the original ideas need to be adjusted, ip spirit at such competitions contributes h modified or even abandoned, and new s well as better prepared for the challenges r greatly to enhancement of the ideas frequently spring up during the safe la awaiting them in their lives." Janez o knowledge acquired during one's h production process. Pupils learn about the c education, development of practical Meden, mentor at the European S process of planning and producing a d skills and effective presentation as well Championship in Forestry Skills. n prototype of a scientific and engineering at as critical assessment of knowledge and product." Janez Meden, mentor for the ne abilities. By competing abroad, young Legal safe cracking… safe cracking competition. m p people also come into contact with other loe This may sound funny, but in all v cultures, customs and languages, thus e broadening their horizons. These honesty if you forget the code to the Fly … an unmanned plane Dse competitions are also an excellent safe that houses your precious For the eighth consecutive year, c opportunity to establish ties between belongings, look no further than the students from the Faculty of ourse schools and faculties and sometimes students of Gimnazija Nova Gorica for Mechanical Engineering of the R even companies. They also contribute to help. They have for several years been University of Ljubljana departed for the an the recognition of Slovenia abroad. taking part in the safe cracking competition in the construction of um competition that takes place at the remote controlled unmanned planes. H IIt's not the winning but the taking part Weizmann Institute of Science in The event, which was organised by the ian n that matters American Institute of Aeronautics and e Israel. Each group taking part in the v lo A well-known saying suggests that competition produces a safe in order Astronautics, took place in Tucson, S Arizona, US. It challenges aeronautics 69 partners from universities and the industry. It enjoys extensive support from the Cosmos Foundation, other sponsors in the area of energy and companies involved in resolving environmental problems and in computer science. The competition, which is held in Houston, US, includes competitors from 70 countries from around the world and more than 40 states of the US. The pupils of Gimnazija Vič boast four silver and three bronze medals. " "The competition emphasises integrating research in a broader social context and displaying the practical use of one's Competitors of the unmanned plane construction competition. research as best as possible or at least students to use the theoretical knowledge the planning (in the paper) of a accumulated during their studies in order to concrete continuation of the research. construct a competitive remote controlled This orientation is not as pronounced in aircraft, which requires sound knowledge of Slovenian competitions, even though it is aerodynamics, aviation structure highly important. mechanics, materials, electronics, aircraft Competitors also learn to present their electric motors and piloting knowledge. work at all levels of difficulty: Despite their airplane sustaining damage during the trip, putting the team's • explaining in a straightforward manner the basic terms to the youngest visitors participation into question, the students from primary schools as well as lay managed to repair the plane by the start of the competition through sheer perseverance adult participants; 1st place in the unmanned plane construction and hard work. Despite the unfortunate • competition, Faculty of Engineering, University providing an in-depth explanation and of Ljubljana. justification of one's findings to the event, they won, beating 84 teams from 16 experts from research institutions; and countries. According to their mentor, students learned an important life lesson • demonstrating the importance and Compete and take part in "healing" usability of one's research to from this unfortunate event, i.e. that team the world representatives of companies and work and a competitive spirit yield top level politicians. results and that one should never give up no Pupils from Gimnazija Vič will be matter how dire the situation may seem. attending the ISWEEEP competition T It is crucial that the presentation is (International Sustainable World interesting and attractive and for the pupils "Students gain practical knowledge at the Energy, Engineering, Environment – to be able to adapt to the comprehension competition. They learn how to build a Project Olympiad) for the fifth year level and demands of the audience. In competitive plane, how to construct an running. It is an Olympiad where doing so, they also acquire the ability to efficient plane that can fly fast using a competitors square off against each express themselves in English. small amount of energy and how to use other in the areas of energy, engineering, The authenticity of the research is light-weight materials for airplane the environment and sustainable substantiated by the participants through a construction. The competition also development. It is a contest geared printed version of the research report and encourages innovative ideas for the the log that has been diligently compiled towards direct applicability of research design of mechanisms. Students learn to throughout the research period, which is in the area of sustainable development. calculate the actual flight characteristics something that is not required in Slovenian The competition is organised by of the plane, the methods for the testing of competitions." Alenka Mozer, mentor for the plane and the measurement of actual Harmony Public Schools and the K-12 the ISWEEEP competition. flight characteristics using flight Public Charter School System with parameter recorders. Students come to the realisation of how to transfer their theoretical knowledge into actual practice and also learn team work, skills they can use when producing their diploma thesis, in their employment in the aviation industry or for further studies. The competition has all the traits of a competitive battle on the market where various manufacturers compete for the global market share and try to satisfy the requirements of the market with their product as best as possible. Students go through practically the entire process – from the requirements and product development to the manufacture and trials." Janez Meden, mentor for the Highlights from the ISWEEP competition unmanned plane competition. 70 New knowledge creation is the Greater energy efficiency is essential for is important both for the development of driving force of progress the adaptation to enviornmental change science and the transfer of knowledge as it carries a lot of potential for the imp- into the economy." Rok Rudež, PhD stu- rovement of the society's competitiveness, dent at the Jožef Stefan International Science is also responsible for the green growth and employment opportuni- Postgraduate School. deve-lopment of the society as it can ties. This was the goal of the nanoscience contribute significantly to the and nanotechnology student at the Jožef improvement of Slove-nia's competitive Stefan International Postgraduate School, Ensuring the safety of the use of nuclear capabilities and the de-velopment of Rok Rudež, who used the scholarship to energy prosperity and the quality of life at home attend the Wrocław University of Techno- and around the world. As the science logy in Poland for three months. During his study visit at the Nuclear generates new knowledge and en-gages The product of the joint work by a rese- Research and Consultancy Group in the people in the resolution of concrete arch group was a prototype of a high-e- Netherlands, PhD student of nuclear economic and social challenges, its role in technology, Tadej Holler, performed expe- the broader social environment riments simulating the combustion of becomes increasingly recognised. hydrogen in containment buildings of a If we want science to address nuclear power plant that are used to con- global challenges and continue to be tain fission products in case of damage to a driver of progress, we must promote the reactor system that would otherwise an active overcoming of national be released into the environment. The si- boundaries and the international mulations are crucial for designing and training of top level re-searchers and analysing the structural integrity of the scientists. The Fund has contributed to containment building and contribute to this goal in the 2005–2014 period with ensuring the highest possible safety of the the programme involving the co- use of nuclear energy. financing of research collaboration to facilitate entry to world-renowned Nuclear physics in everyday life resear-ch centres, institutes and universities to future doctors of science. Rok Rudež, student of the Jožef Stefan Samo Štajner concerns himself with qu- Over the last ten years, the Fund International Post-Graduate School. estions in the area of structure and beha- has helped more than 400 young viour of atom cores. He has the following researchers and PhD students to go fficiency and stable thermoelectric micro to say about his visit to the Institute of Nu- abroad and start various research generator which converts heat directly clear Physics of the Johannes Gutenberg projects in order to con-tribute their into electricity. Thermoelectric generators University in Mainz where he learned to own piece to the colourful mosaic of thus represent great potential for the use operate gas drift chambers among other joint knowledge and experience for the of waste heat energy that would otherwi- things: "The visit's value is enormous in development of our economy, soci-ety se end up in the environment (e.g. heating, terms of the transfer of knowledge into and the environment, especially from car exhausts, industrial processes, etc.). the Slovenian academic environment, and the point of view of the observation of new the corporate sector also has extensive ne- requirements and challenges facing "The possibility of working with top level eds for such knowledge, e.g. in the nucle- the global society. institutions and experts from around Eu- ar and medical industries. The most basic Taking into account extreme weather rope allows us to deepen and expand our example of the use of ionisation chambers conditions when planning energy infra- knowledge and become top level experts in everyday life is smoke detectors." structure in our fields. The knowledge thus gained Landscape architect Maruša Matko is d involved in the observation of risks resul- un ting from climate change and extreme F ip we-ather conditions when planning hs energy in-frastructure. The scholarship r la programme has provided her with an o hc opportunity to perform part of her S d practical training at Fukushima, Japan n a where they are actively planning for t ne reconstruction measures as part of the m remediation measures fol-lowing the p lo earthquake, tsunami and the release of eve radioactive substances in Mar-ch 2011. Ds They are also planning for new use of ec space there. ourse "I believe that the knowledge of the con- R sideration of risks in spatial planning an that I acquired in Japan can help me um H contribute to the quality and safety of ian spatial planning in Slovenia and conse- ne quently the development of our society." v Samo Štajner, PhD student of physics, next to a gas drift chamber. lo Maruša Matko, researcher at the Jožef S Stefan Institute. 71 Think the unthinkable very expensive, the proactive approach between the three pillars and represents of professors and their interest for the a road to an equilibrium in the society exchange of knowledge will all certainly and in nature. Because of the historical The Fulbright programme has been in enrich her both on the personal and pro- heritage, we can add culture to these operation since 1946, awarding around fessional levels. She proudly finds that three pillars of sustainable development 8,000 scholarships for visits by Ameri- she has begun to appreciate much more in Slovenia. cans to over 155 countries around the the system of music schools in Slovenia world and for visits by foreigners from that is taken for granted, which was also In recent years, the Fund has been en- said countries to the US. In order to esta- confirmed by her American colleagues. couraging and making young people blish a system for international exchan- She can also confirm that Slovenian mu- aware of the importance of active in- ge, it was the US senator James William siciana exhibit a higher level of quality volvement in sustainable development Fulbright, from whom the programme than their American peers. of Slovenia by giving awards to Sloveni- got its name, who invested a lot of effort an pupils and students who contributed more than 60 years ago. Slovenia has to sustainable development in the econ- been participating in the Fulbright pro- Hand in hand with nature omy, society and nature protection in gramme for 50 years. During this time, Slovenia and in the broader environment "We exploit nature all too often and nev- approximately 400 Slovenians visited the through excellent achievements. er give anything back. We are eternally US, among them acclaimed scientists, indebted to her." Peter Movrin. researchers, culture professionals, attor- Sustainable fashion neys, university chancellors, medical The sustainable development strategy doctors and others. The Fund has been has three pillars according to the defini- One of the recipients of the award for a partner of the Fulbright programme tion of the UN: economic development, the contribution to sustainable deve- since 2011, whereby the Fund works with social development and environmental lopment includes the fashion designer the US Embassy in Ljubljana on the im- protection. It is all about development Peter Movrin who received the award plementation of the programme. that strives to maintain the balance for his collection ”Polst” (Felt) which is made entirely by hand from wool from "We must dare to think about unthinka- autochthonous Slovenian sheep bred ble things. We must learn to explore all in Kočevje. Sustainable fashion, someti- of the options and possibilities that con- mes referred to as eco fashion, is part front us in a complex and rapidly chang- ing world." James William Fulbright. of a growing philosophy in design that state "re-use, make smaller, recycle". These are the principles of environmen- tal protection and social responsibility towards the environment through the use of environmentally-friendly materials and an eco approach to the creation and manufacture of clothes. The use of natu- ral and autochthonous materials also J. W. Fulbright, US senator, 1905–1995. "Let's play the flute” Ana Kavčič Pucihar, MA, academic musician, flute specialist and professor, is the author of the first Slovenian note- book for the flute entitled "Let's Play the Flute" and the founder of the flute tea- ching system through musical didactic games. As a Fulbright grant recipient, she vi- sited the Boise State University in Idaho, USA, in 2015 where she translated and adapted the notebook Fluting Stars for American children. In cooperation with the host university, she also developed a mobile phone application that will further enhance the notebook. The di- stance from home helps her see things in a different light. Access to resources that are not available at home or are Creation of Peter Movrin 72 strengthens our cultural identity and my area of work twice since receiving the the opportunity to study and live abro- enables development even in the econo- reward, but remained faithful to sustain- ad. It is mobility that has provided the mically weaker parts of Slovenia. able development. faculty with the important component of internationalisation at home. We offer "The award came just at the right time As part of the managing of the hydrogen students a broad range of subjects and and the right person. The project was technology development centre, the con- programmes that are provided in the very interesting as I worked with people sortium of 8 partner companies, insti- English language. They are thus able to who used to be part of the textile industry tutes and the faculty have been dealing recognise, participate and establish ties and shepherds. Sustainability is a much with technology that produces energy with foreign students. We prepare speci- talked about topic in fashion today and without any carbon dioxide emissions. al workshops in the area of intercultural all too often strewn with deception. In In recent years, we have been responsi- awareness that aim to increase the awa- addition to the factors and the process ble at the Danfoss multinational for the reness of intercultural differences and that are important for an article of cloth- development of a product portfolio of stereotypes." ing to be created from a plant, I also innovative solutions for air conditioning deal mainly with 100% consumption of which brings 20% savings in terms of Jožef Stefan International Postgradu- the material used for making patterns energy consumption and carbon dioxide ate School – MPŠ – emphasises as its for clothes. All of the material colouring emissions as compared to the tradition- mission the "creation of knowledge as and processing procedures in the textile al solution. When I received the award, well as material and cultural goods" and industry are very inhumane. Buyers are I became aware of the importance of doing so within an international frame- not aware of this enough. I would like to sustainable development and I under- work. The realisation of this mission is communicate to my peers, employers took to devote my career to the devel- directly associated with the internation- and the general public that one needs to opment of technologies that contribute al flow of young people who develop be fast and have a good idea. Making a to the sustainable development of the top level R&D abilities. This is why MPŠ purse from wood and bragging about it society. What is better than watching strives to attract a high share of foreign being made of wood from Slovenian for- the results of your labour reflected in the students who regularly exceed a quarter ests is much too little. You need to have decrease of environmental burdens, im- of all postgraduates enrolled, whereby something more." Peter Movrin. proved health of the users and increased the school endeavours to raise this share employment rate as well as a simultane- to 50%. ously contributing to the improvement Devoted to the work in the area of of the economic indicators of Slovenia." sustainable development The Slovene Human Resources Develop- Gašper Benedik. Gašper Benedik received the Fund's ment and Scholarship Fund has held a award for the contribution to the sustain- very important role throughout the oper- able development of the society in 2009 Promoting mobility ation of the MPŠ, i.e. in attracting and to Slovenia providing support to foreign students who first came from European countries and US states, while lately the Fund has Supporting incoming mobility is very unfortunately limited this to students important for the development of higher from the countries of the Western Bal- education because it brings numerous kans. indirect and direct benefits. Some of the direct benefits include the so-called inter- MPŠ hopes that the Fund will at least nationalisation at home or the setup of maintain the current territory and pos- an international environment for dome- sibly broaden it to the European, US, stic students who are not mobile, mea- Asian and African countries where Slo- ning that such internationalisation repre- venia has special interests, especially in sents an alternative to outgoing mobility. the area of the economy. The experience d Attracting quality students from abroad with foreign students who received their un enables the exchange of cultural values, PhD degrees from the MPŠ to date shows F ip points of view and knowledge which in that they are excellent ambassadors of hsr turn contributes to variegated and qu- the Slovenian economy and culture upon la o ality study. The indirect effects include their return to their homelands." Prof. Dr. Centrifugal separator for water vacuum cleaners. hc the deepening of cooperation between Aleksander Zidanšek, Jožef Stefan Inter- S d for his research and development of an countries, from which the students hail, national Postgraduate School. n at innovative product – the centrifuge sep- and assistance to developing countries ne arator for vacuum cleaners He remains in the area of education in terms of the m Education for a better future p fully committed to the work in the area training of educated human resources loe of sustainable development. for the countries' further development. of developing countries ve Quality foreign students represent a po- Dse "This was my first real success story; the tential labour force for the host country International development coopera- c diploma thesis that resulted in an inno- after their studies, i.e. mainly in the are- tion or official development assistance ours as or occupations, for which the demand e vative product on the market and two is aid that is provided by developed co- R patent applications. The Fund's reward exceeds supply on the Slovenian labour untries to support the economic, social an represented an important recognition of market. and political development of developing um the work I have done and an additional Tina Vujašković, International Relati- countries and is an expression of solida- H incentive and guidance towards projects ons Office, Faculty of Economics, Ljublja- rity and the interests of both countries ian n in the area of aerodynamics that came e na: "The Faculty of Economics also pro- involved. In accordance with the develo- v over the following years. I have changed lo vides for the students who do not have pment goals for this century and other S 73 international commitments, donor co- 5. To improve maternal health. parts who mostly hold PhD degrees. His untries contribute a share of their GDP 6. To combat HIV/AIDS, malaria, and biggest desire is to receive a PhD degree for a balanced global development. The other diseases. in Slovenia, return to his home country membership of the EU makes the provi- 7. To ensure environmental sustainabil- and become a professor at the faculty sion of official development aid an obli- ity. in Herat. Ahmad Farhad Skandary, con- gation and moral duty of Slovenia which 8. To develop a global partnership for struction student, University of Ljubljana turned from a recipient to a donor of de- development. velopment aid. There is strength in unity As part of Slovenia's fulfilment of de- Development goals of the century or the velopment obligations, the Fund – in millennium development goals are: agreement with the Ministry of Foreign 1. To eradicate extreme poverty and Affairs – publishes a call for applications hunger. each year for the Ad futura development 2. To achieve universal primary educa- assistance. The purpose of the schol- tion. arship programme is mainly to return 3. To promote gender equality and em- suitably educated human resources to power women. their respective countries of origin and 4. To reduce child mortality. contribute to their economic and social development. Scholarships for study in Slovenia were put up to tender for the citizens of Kosovo, Cape Verde Islands, Afghanistan, Egypt, Tunisia, Ukraine and Palestine. There is strength in unity. Ahmad who comes Afghanistan re- ceived the Ad futura scholarship for his masters degree study of construction "Differences can separate, but a right in Slovenia. According to him, the edu- approach can enable synergies and pro- cation system in Slovenia is much better gress," says Janko Pogorelčnik, Principal developed than in his native Afghanistan of the Mechanical Engineering School at as the professors who teach at faculties the Velenje School Centre. there only have masters degrees and much less research and pedagogical Ahmad Farhad Skandary, construction student, As part of the assistance to the coun- experience than their Slovenian counter University of Ljubljana. tries of Western Balkans, Slovenia has Students from Western Balkans – best promotors in their milieus. 74 undertaken to promote the education of of their homeland. Many of them also serve and strengthen the Slovenian na- the citizens of those countries in Slovenia maintain not only personal but also busi- tional identity as Slovenians outside through an active scholarship policy and ness connections with Slovenia, which the country's borders are the natural thus enable the exchange of experience strengthens cooperation between coun- social, cultural and economic and examples of good practice. Based tries in various fields. facilitators of re-lations between on the said commitment, the Fund has Slovenia and the world. provided education for acquisition of the The Fund's scholarship was a unique op- By providing scholarships to International Baccalaureate Diploma portunity for him that helped him com- young Slovenians living abroad for in Slovenia to 116 pupils, and also pro- plete his PhD study of mechanical en- studies in Slovenia, the Fund helps set vided technical education to 87 pupils. gineering at the Faculty of Mechanical up new ties between young people Since 2008, the Velenje School Centre Engineering in Ljubljana. With the desire and the home country. In this way, it to transfer the knowledge gained in Slo- has been actively enrolling pupils from also supports the objectives of the venia to his own country, he returned to the Western Balkans into programmes strategy for econom-ic cooperation Bosnia and Herzegovina after complet- for vocational and practical knowledge between the Republic of Slovenia ing his studies and got a job as a pro- at the secondary schools for mechanical and the Slovenian national community fessor at the University of Zenica where engineering, electrical engineering and in neighbouring countries and he currently teaches three subjects. In computer science. In 2008, they began around the world. These objectives addition to the theoretical knowledge he the pilot programme entitled "Education include synergy of knowledge, gained during his studies, the ties he es- of Pupils from Serbia for the Needs of experi-ence, human resources and tablished with his Slovenian colleagues the Gorenje, gospodinjski aparati, d. d. activities as well as the strengthening and researchers are also invaluable and Company", while the programme was of the existing and the establishment of represent the foundation for the sub- later expanded to include pupils from sequent cooperation between the two new economic flows between the other countries. Pupils are ordinarily in- countries. He has been working for sev- territories where the Slovenian cluded from the 3rd year of vocational eral years with Slovenian researchers on national community lives and Slovenia. programmes onwards. The programme bilateral group projects financed by both Since 2008, the scholarship places a great emphasis on practice that the Bosnian and Slovenian governments. pro-gramme has enabled more than is performed by said pupils at compa- He finds the scholarship programme to 400 young Slovenian to come to nies that operate in the territory of the be highly useful, and not only for the Slovenia for their undergraduate Western Balkans. After completing sec- students but also as a contributor to the studies and thus visibly strengthened ondary school, some of these pupils con- subsequent development of coopera- the knowledge of the Slovenian tinue their studies in Slovenia but most tion between the scholarship recipient's language and culture. The experience return home where they either continue country of origin and Slovenia. He be- of studying in another coun-try has lieves the programme should continue their studies or find a job which is also positively affected their inde- in the future as well. Samir Lemeš, PhD the primary purpose of the programme. pendence, ingenuity and self- (Mechanical Engineering), University of Many pupils who complete this educa- confidence, prepared them better for Ljubljana. tion are employed at the Gorenje com- the entry on the labour market and pany in Valjevo, Serbia. also strength-ened the bond with their homeland. "The Velenje School Centre has tradi- "The extraordinary people around me, tionally cooperated well with the private the quality of the study and all the sector. Thanks to our modern equipped op-portunities I had during my studies, Intercompany Training Centre, we have the many rewards I got while I studied established even stronger ties between Slove-nia – despite me coming from training and work as modern work- Croatia – there were never any shops and labs are equipped to train differences," is how the Slovenian from d the unemployed and the employed in Rijeka describes the positive aspects of un various forms of functional education, F her stay in Slovenia. "I have mastered ip i.e. in addition to the pupils and stu- hs the Slovenian language and this helped r dents." Janko Pogorelčnik, Principal of la me land a job; I know many people o the School of Mechanical Engineering, hc from Slovenia," is how the Slovenian project manager. S d from Hungary who complet-ed her n a studies in Slovenia and has not been t In addition to secondary education, ne living in Slovenia for a while now the Fund also provides scholarships for m answered the question of what were p postgraduate education of the citizens loe the personal benefits of her study v of countries of the Western Balkans in e experi-ence in Slovenia. She continues Slovenia as it has already awarded 123 Ds working on an international project with e scholarships for postgraduate (master's c Slovenia where she is always happy to and doctoral degree) study, i.e. mainly in Samir Lemeš, PhD (Mechanical Engineering), ours University of Ljubljana. return in her free time. A Slovenian e the area of natural sciences, technology R living abroad who completed her and medicine. an studies in Slovenia this year and who Some scholarship recipients transfer um Son of the Slovenian nation has already returned to Italy where the knowledge acquired in Slovenia to H she intends to find a job also says that their home country where they enrich ian n By supporting young Slovenian com- the experience has provid-ed her with e the labour market, which in turn con- v "new knowledge and findings as well as lo tributes to the economic development patriots abroad, Slovenia wishes to pre- S employment opportunities". 75 Zois scholarship ary school, he was mainly active in the recipients are dedica- fields of computer science, mathematics, ted, organised, incen- chemistry, physics and logic. He took up tivised, capable and these fields based on his interests and more and more. They the support of his mentors. With the are active in various desire of deepening his knowledge and fields where they achi- skills further, he took part in many com- eve above average re- petitions. With the help of good mentors, sults. the professor at Gimnazija Vič and regu- Zois scholarships lar brain training, he was able to attain that got their known top level results. As part of his studies, from Baron Žiga Zois he attends the university programming are aimed at the di- marathon and various Internet competi- scovery of multi-ta- tions because he believes that achieve- lented pupils and ments there are a good reference for students and the further professional work. In addition to promotion of the de- his abilities and hard work, his achieve- velopment of their ments are predominantly the result of professional journey motivation for and enthusiasm about by their attainment of his work. He has not finally decided on the highest levels of education. In order Zois Scholarships his further career goals. He strives to try to promote science and excellence, i.e. his hand in as many different activities (Mateja Poljšak, Nives Prezelj, and values supported already by Žiga Zois, as possible and thus find his true calling. Tina Godec) the Zois scholarship system has been The Zois scholarship helps him in these "There is no elevator to su- complemented and upgraded ever since endeavours as he can devote the time, its establishment in 1986. In recent ye- ccess…there are only stairs." which he would otherwise use for earn- ars, the emphasis in the acquisition of a ing a living by working through the stu- (unknown author) Zois scholarship has been on talent and dent service, for other activities. outstanding learning success, while legi- slative amendments now place a greater "Motivation and enthusiasm are key for an individual rising above mediocri- emphasis on outstanding achievements ty and therefore sometimes also more in the areas of knowledge, research, de- important than brains and hard work, velopment activities and art. which are emphasised in our education- al system." Žiga Zois (1747–1819) He is a Slovenian representative of Zois scholarship as a reward for achie- the Age of Enlightenment, an econo- vements and motivation for engaging in mist, entrepreneur, a patron of the a multitude of activities arts and mineralogist. He is known for his Zois circle where he gathered The student studying for her master's important Slovenian Age of Enligh- degree in physics at the Faculty of Mathe- tenment artists, among them Kopitar, matics and Physics, Marion Antonia Van Linhart and Vodnik. He was their pa- tron, provided them with monetary support, and also encouraged and guided them. He believed in science, technological progress and intellectu- al excellence. In the 2008–2014 period, there was EUR 100 million allocated for Zois scholarships. Regular brain "training" as a way of achieving top level results. Vid Kocijan, a student of the univer- sity interdisciplinary study of computer science and mathematics at the Faculty of Computer and Information Science, received the Zois scholarship based on 37 Marion Antonia Van Midden, 1st year MSc his achievements in the area of natu- student at the Faculty of Mathematics and Physics, Žiga Zois (1747–1819). University of Ljubljana. ral science and technology. In second- 76 Midden, received the Zois scholarship ba- larship as a reward for her achievements competitions by himself, while professors, sed on outstanding achievements in logic as well as motivation for continued work. schoolmates and parents help him with and the publication of the scientific rese- It provides her with financial independen- the preparations for regional and state arch paper entitled Optimum Muffling ce. She uses the savings that are left over competitions both in terms of moral and of the Helmholtz Resonator. As early as from the costs of the study to travel to di- professional support. Through his partici- during her primary and secondary school fferent European cities. pation in competitions, he has gained va- education, she competed in various com- luable experience and skills that help him petitions in the fields of mathematics, che- Acquiring diverse skills through partici- in his school work, and he also gained in mistry, physics, logic, Slovenian, English pation and success in competitions self-confidence. He is convinced that all of and German languages, and history. In this will benefit him in his further schooling secondary school she devoted her atten- A pupil of the Secondary School of Che- and later on the job. He finds motivation tion to natural science, mainly physics, mistry, Electrical Technology and Com- to be extremely important as without it he thanks to her professor. During her stu- puter Science of the Celje School Centre, would not have applied for competitions dies, she competes in logic competitions Peter Robič, has been enthusiastic about and would not have gained the mentioned and is very successful. Competitions are competing in various competitions for skills. He is certain that chemistry is the very important for her as they represent years. He received the Zois scholarship right field for him which is why he wants a challenge, which is why she always stri- based on his outstanding achievements in to enrol in a chemistry programme at the ves to be the best she possible can, and the areas of mathematics and chemistry. Faculty of Chemistry and Chemical Tech- is also motivated by learning and maste- His interest in chemistry was roused by his nology in Ljubljana after secondary scho- ring new skills. She also works on the re- primary school teacher who presented the ol. If he succeeds in doing so he would like search in the field of solid-state physics at subject matter in a very interesting way. to work for the pharmaceutical company the Jožef Stefan Institute and is an active He has been competing in school, regio- Krka in Novo mesto or another successful contributor for the Matrika journal which nal and state competitions in chemistry company. The Zois scholarship makes his presents select topics in modern physics for several years now and garnering en- studies easier. This year, he will use it for a and mathematics. She sees the Zois scho- viable success. He prepares for school trip to Paris organised by the school. Funds awarded Number Number or disbursed of calls for Programme name Purpose of the programme Period of fund Information as applications recipients at 31 December published 2014 (in EUR) • Promotion of outgoing mobility as a method for the deve- lopment of human resources with knowledge and expe- Ad futura programmes rience from abroad, which importantly contributes to the multi-faceted development of Slovenia and its economy; for the promotion 2002 - • support for the internationalisation of education at home 140 13,363 47,794,611.60* of outgoing and 2014 through the provision of scholarships for the education of incomingmobility foreign citizens in Slovenia; • development assistance in the field of education to select countries. • Promotion of education and the attainment of a higher level of education; • increasing the scholarship recipient's responsibility for 2008 - Zois scholarships their own education as well as for the selection of the 7 17,046 101,449,112.59** 2014 educational programme; • shorter period of education and improvement of employability. Encouraging employers through the co-financing of company scholarships to award scholarships and Direct co-financing of thus promote the enrolment into those educational 2008 - 8 2,826 10,603,614.68*** the company scholarship programmes that enable improved employability, which 2014 d contributes to the balancing of demand and supply on un the labour market. F ip hs Common regional scho- • Connecting the educational system with the labour r market; larship schemes (direct 2008 - la • returning young people from education centres back to 8 3,462 14,736,995.23**** o h co-financing of company 2014 their region; c scholarships) • provision of quality human resources to employers. S d n • Promotion and strengthening of ties between Slovenians a Scholarships for t living in neighbouring countries and around the world n Slovenians living in 2008 - e and the homeland; and 7 456 2,761,699.84***** m neighbouring countries • provision of opportunities for undergraduate study in Slo- 2014 p venia to Slovenians living in neighbouring countries and and around the world lo around the world. eve Encouraging pupils and students to create and be Ds Rewards for sustainable creative in the field of sustainable development, which 2008 - e 3 650 949,250.00****** c development contributes to the sustainable development of the 2011 society in Slovenia. ourse Total 173 37,803 178,295,283.94 R an * Funds disbursed from 2008 to 2014 for all years the scholarship recipients received the scholarships um ** Funds disbursed to Zois scholarship recipients by the Fund from 2008 to 2014 H *** Funds disbursed from 2008 to 2014 for all years the scholarship recipients received the scholarships ian n **** Funds disbursed from 2008 to 2014 ev **** Funds disbursed for academic years from 2008 to 2014 lo ****** Funds disbursed between 2008 and 2011 S 77 Title: With the Development of People - We Prosper Editors: Aleš Vidmar, Katja Lampe and Doris Sattler Illustrations: Andrej Bajt Proofreading: Žan – services, lektoriranje in prevajanje d. o. o., Šentjernejska cesta 8, Novo mesto Design and layout: Birografika Bori d. o. o., Linhartova 1, Ljubljana Photographs: personal archives of the authors and participants as well as the archives of the Slovene Human Resources Development and Scholarship Fund Published by: Slovene Human Resources Development and Scholarship Fund, Ljubljana, 2015 The publication is free-of-charge.