"Europe faces the challenge to fight rising levels of unemployment. Too many young people leave school too early and adults are often only equipped with low skills, which increases the risk for (future) unemployment even further. Current figures, especially from Spain and Italy show that a percentage of 43% young adults are currently unemployed. But also in other European countries the percentage of youth unemployment is frightening. The Europe 2020 strategy foresees to foster a high- employment economy whilst ensuring sustainable growth with a more resource efficient, greener and more competitive economy. To address this issue and at the same time to counteract for fighting a prognosed shortage of skilled staff (especially in the Gastronomic sector, ""Lecture about future perspectives of the labour market, Dr. Helmrich- National Agency Germany 2013"") appropriate actions need to be taken. In addition the recognition and validation of formal, non- formal and informal acquired skills and competences form a center piece on the path of life long lerning and support career development. The project aims, through the development and training of key competences and skills, which are relevant to the labour market, and the usage of European Instruments (ECVET) to close an existing gap, which causes staff shortage and will fight future unemployment of low- skilled adults. The project will therefore develop a new Curricula and train participants accordingly in order to ease the access to the labour market. The new qualification will involve basic skills for the tourism sector as well as future skills, which are required to drive the change within tourism enterprise towards sustainable operations. This will contribute to the European 2020 strategy which aims to create a more resource efficient and greener economy. The creation of a self- analysis tool for previously gained non- formal and informal skills and competences applicable to the tourism sector will lead to recognition, validation and transparency and foster the ability of self- analysis as well as increased knowledge for future employment. Future cooperation between the target group and tourism enterprises in (different) partner countries will be fostered and will also stimulate participants to learn additional languages. The project therefore fosters mobility to enable the target group to react on future labour market changes including the flexibility to meet requirements of seasonal jobs. Equipped with additional skills as well as instruments, with which non-formal and informal gained skills and competences are made transparent will ultimately help to overcome personal barriers and obstacles. The long term benefits will help the tourism sector to fight a shortage of staff on the one hand and low skilled adults on the other hand by offering them a qualification in the tourism sector, which meets future requirements through the incorporation of sustainable elements. Through the application of the European Qualification Framework (EQF)during this process the VET system will improve its quality and the participating training institutions will benefit from and increased internationalisation, through the transnational cooperation within the project consortium. A peer group consisting of trainers, job counsellors etc. will offer feedback throughout analysis and definition of the key competences and the creation of the new curricula. The consortium is composed of five partner. The educational institution the Turkish Vocational College of Tourism provides the necessary expertise in the field of Tourism and applied analysis in the field. BEST will contribute to the project with its extensive experiences related to the recognition and validation of skills as well as the creation of new Curricula and the translation into online based tools. The Latvian Country Tourism Association and ARIS promote (sustainable) tourism among their members and have extensive networking experiences. KOAN consulting is deeply involved in the training of tourism enterprises, specialized in sustainable operations. Through these partners, which offer a wide range of networking activities, the usage, dissemination and exploitation of the results will be guaranteed:- the promotion of the new Curricula in the tourism sector, covering basic key skills as well as future skills to meet the demand of the target group, but also the demand of the target sector due to a shortage of staff- Transparency on the basis of ECVET valorises the qualification on local, regional, national and European level- Transparency of non- formal and informal gained competences and skills applicable to the tourism sector on the basis of ECVET- Obstacles through the new qualification and the acknowledgement of previous non- formal and informal gained competences and skills are removed, access to the labour market increases and the shortage of skilled staff within the sector declines"

<< Background >>Even before the outbreak of the Covid-19 pandemic, the European Commission had indicated the need to speed up the transition of the Union's economic and social system towards two major objectives: environmental sustainability and social inclusion (E.C. in European Green Deal – EU's Industrial Strategy for a Clean and Circular Economy; A strong social Europe for just transitions-Commission’s COMMUNICATION TO E.P. on 12-2019/1-2020). These perspectives have been reaffirmed and strengthened by the Recovery and Resilience Facility (R.R.F.), the ambitious Plan of EU Commission (see the Political Agreement 18 Dec. 2020) that rests precisely on the assumption of a deep transformation: the resources will be allocated to MSs with a clear engagement in the two areas mentioned above. So, companies must be ready for the challenge. In the light of these considerations, this proposal is linked to the need to support the transformation of the European economic and social system. In the knowledge that Member States experience different situations (as will be extensively described in the following boxes), the project aims to support the elaboration of the Benefit Corporation business model, indicating by this comprehensive definition a business model which combines the goal of profit with the purpose of creating a positive impact for society and the environment (see for example: A. Friederik, Putting Benefit Corporation Statutes into Context by Putting Context into the Statutes, in Business Lawyer. Winter 2020/2021, Vol. 76 Issue 1, p109-150).The BCs operate in a transparent, responsible and sustainable way. In order to become BC, a company have to amend its articles of association, including in the object clause the aims of common benefit that it intends to pursue. This means that the company will not only pursue the profit, but also the specific purposes of common benefit that it has inserted in its articles of association. The pandemic showed us clearly what a BC can be: for example, BCs are those that produce or offer fundamental services for the community, such as the health masks. So, they are not only large companies, but also Small and Medium Enterprise. The Benefit Corporation can be placed at the crossroads between the for-profit and the non-profit: it is neither a social enterprise nor a non-profit organisation, but rather an evolution of for-profit business to take on the challenges announced from the European Commision and bring about common benefits for society and the environment. Until recently, the idea of a for-profit company pursuing social good at the expense of shareholder value had no clear protection under European corporate law, and certainly no mandate. Companies that believe there are more important goals than maximizing shareholder value have been at odds with the expectation that for-profit companies must exist ultimately for profit above all (see for example: N. Kurland, ESOP Plus Benefit Corporation: Ownership Culture with Benefit Accountability, California Management Review. Summer2018, Vol. 60 Issue 4, p51-73.). The transformation towards the new business model of Benefit Corporations can be achieved only through a deep evolution of Human Resources. However, while the skills and abilities of management roles are already being updated (e.g. see the synergies between Academia and Business that will be strengthened thanks to Horizon Europe), there is no adequate plan for training and updating the professional figures who will have to implement the transformation within companies (see for example T. Hogart, Skills for the labour market: EU Policies for VET and upskilling, European Parliement, IPOL- Policy Departement of Economic Scientific and Quality Life Policy- Sept. 2019).<< Objectives >>GENERAL OBJECTIVEThe project aims at developing the ‘Operation Specialist for Benefit Corporations’ Curriculum and linked training course within the context of the EQF and related processes for ECVET. The project intends transfer knowledge, skills and abilities to enable learners to work within a Benefit Corporation with operational tasks. The Course is addressed to vet learners and job seekers with EQF 4/5 qualification levels.This general objective responds to the key need outlined by the S4BC Consortium Organisations behind the proposal: to foster the cultural transformation of European business models through vocational training and skills upgrading actions.In order to achieve the general objective, responding to the general need identified at the basis of the proposal, the following specific objectives are identified:-Outlining the features of Benefit Corporation Model at States and European level in order to make Benefit Corporation a key player in the European economic and social system;-Defining the gaps of skills needed by the Benefit Corporation (with a focus on the operational dimension);-Sharing a methodology for building a vocational training path and related curriculum for Operation Specialist for Benefit Corporation;-Developing a Curriculum and related VET training path for Operation Specialist for Benefit Corporation; -Developing tools and teaching materials for the training course in Operation Specialist for BC;-Developing an 'Exploitation Strategy' to spread the Curriculum in O.S. for BC and related training path in EU dimension.<< Implementation >>Activities that will be implemented producing tangible results towards the achievement of the S4BC Project objectives:- ‘Analysis of Benefit Corporations evolution and fine tuning of training needs map’ (‘Production of Project Result n. 1’ led by Kaunas STP);- ‘Development of ‘Operation Specialist for BCs’ Curriculum and related vocational training course’ (‘Production of Project Result n. 2’ led by C.L. Adult Education and Training);- ‘Piloting and ‘Exploitation Strategy of new ‘Operation Specialist for BCs’ qualification’ (Production of Project Result n. 3 led by FCSVM; the Pilot Test is scheduled only in Italy and Portugal). -1 Internationalisation Strategy: plan closely related to the Exploitation Strategy (see the activity of P.of P.R. n. 3) led by ITE Network.- A ‘Short-term joint staff training events’ (the activity will take place during the Pilot Test of the Operation Specialist for BCs vocational training course and it will provide opportunities for tutors from the 6 VET Partners of S4BC to cooperate in training course and joint teaching activities with their peers. -5 Multiplier Events (one in each Participant Country). The following cross-cutting activities complete the activity plan:-1 Communication and Dissemination Plan for beneficiaries, target groups and all stakeholders led by ITE-Network;-1 Evaluation and monitoring Plan (led by MANRA).-1 Quality Plan: Quality Assurance of the S4BC project and its results is entrusted to the lead partner FCSVM.<< Results >>At the Outcomes level, it is expected that the project, thanks to the planned training actions, will generate a change in the corporate culture towards the Commission's objectives .Expected project results are:1)Analysis (and Workshop) on Benefit Corporation Model at EU level and a training needs map. The analysis aimed at examining how the BCs can become European key players following the European Commission Policies. The Document will contain: at macroeconomic level, a list of potential and positive spin-offs in line with the E.C. Policies; at educational level: a review of best practices and educational gaps of BCs.2) Training Course and related Curriculum of Operation Specialist for BCs: a Training Course consistent with ECVET System organized in Training Units and divided into Modules. Each T.U. will contain the training objectives and the minimum duration. From the methodological point of view, the training course will comprise indications on the knowledge, skills and abilities that each participant must acquire. The course will also include precise prescription on assessment of learning and related evaluation system. This comprehensive ECVET approach, based around developing and piloting units, learning aims and assessment criteria for the new qualification, is adapted to the local and national contexts within the partner countries. This will include engaging with the European Qualification Framework and the relevant National/Regional/Sectorial Qualification Frameworks to facilitate shared national and European level recognition of the qualification and support credit transfer between learners and VET institutions in the partner countries.In terms of training provision, although the contents will be the specific subject of the project activities, the Course will cover the follow 5 areas: a) Business organization of BC; b) Technical aspects of BC: implementation (with an outcomes-based approach), monitoring and impact evaluation;c) Legal aspects: juridical framework and quality standards.d) Strategic aspects of BCs: environmental sustainability and social inclusion, profiles and scenarios;e) European and International dimension: development of BC model at EU level and internationalisation of Operation Specialist for BCs.3)A clear and multimodal tools and teaching materials for Operation Specialist for BCs in 5 EU languages.4) 2 Pilot Tests with 30 participants (15 in PT,15 in IT);5)'Exploitation Strategy' to spread the Operation Specialist for BCs at EU level. In addiction: Internationalisation Strategy closely related to the Exploitation Strategy Linked to the main results, are expected:-Supporting VET learners within the ECvet system/increasing the transparency of the skills acquired;-Increasing VET local offer;-Increasing consistency between training needs and professional growth paths (reduction of mismatching);-Supporting the declination of the role of the Operation Specialist for BCs at national level;In addition to all of the above, the partners have developed a more complete Timeline with detailedinformation about activity, its responsible partner and providing information on the tasks to be carried out (job definition, competency analysis, translation, publication), taking into account the experience of partners. The document will also serve as an effective Project Management tool for partners to ensure that Milestones are reached on time. The timeline also shows the other project results:-1LTTA in order to train 14 Vocational Trainers; -1Communication & Dissemination Plan for beneficiaries, target groups and all stakeholders; -5M.Es. relevant for beneficiaries, target groups and all stakeholders;1-Evalutaion &Monitoring Plan

"In the field of youth work, the role of the Coach, a figure that stimulates and follows the work and the goals of young people step by step, has long been of great importance.It is a highly qualified consultant, specialized in ""existential training"" and can provide tools and methodologies to focus on and implement projects of any kind, from personal development to sports, to working life.The Coach is also and above all a trainer and facilitator able to stimulate, in their interlocutors, all the motivations for achieving the goals; To identify the best solutions in the shortest time; To identify the talents and needs of the other.Various educational, training and youth organizations, in collaboration with public sector bodies, civil society organizations and civil society organizations in different EU countries, have supported an Erasmus + strategic partnership aimed at strengthening the professional development of Coaches, Through the development and experimentation of a new European competence standard established by the ECEV MoE and a common transnational curriculum implemented through joint training events and mobility.The project aimed at:- Analyze the professional field of young people in the participating countries, the results of the skills studies required for coaching in youth initiatives, as well as the experiences and good practices already implemented for their development, as well as the design of common standards of competence using 'EQF approach to ensure transparency and recognition of learning outcomes by applying the ECVET process;- Capitalize and implement these results and apply the EQF system to define the design of a common European standard of competence;- To formulate, through a Memorandum of Understanding ECVET (MoU ECVET ""Coach in Youth Initiatives""), the common European standard for the creation of correspondence for the evaluation and transfer of the learning outcomes achieved in the project;- Design a common European curriculum (training standard) corresponding to the competence standard established by Mo ECVET;- Designing, organizing and implementing a coherent joint transnational learning program (in particular through joint training and mobility events) tested in the project to enable Coaches of Youth Initiatives and other interested people in the participating countries to recognize the results of ' Learning based on the standard skills set up by the MoU ECVET.The aim is that these activities promote mobility and the ability to become professional in the field of youth work, contributing to the emergence of a generally accepted standard of skills and training standards and promoting the implementation of the skills of people involved in the work 'Coaching activities of youth initiatives (and indirectly improving the quality of learning processes experienced by young people engaged in youth initiatives). In addition, the aim sought is to expand the number of public and private administrators and users Finalists involved during and after the project, through specific dissemination and enhancement actions, including at European level."

Europe is living the greatest humanitarian and migratory crisis in Europe, following the Second World War, according to the United Nations High Commissioner. The persistence of political conflicts, regional instability and the violation of human rights are the main reasons why a large number of people seek protection in the European Union. The eradication of this situation is becoming one of the greatest challenge of the EU member states. This reality is generating an increase of rejection to migration, generations of hatred, islamophobia, racism and even violence actions. Part of our youth as a consequence, have a partial and negative view about migration and do not idenitify as needed the social integration processes for newcomers, and specifically of muslim population. Facing this situation PLAY-IN seeks to generate a positive and tolerant and integrative view to migrants and refugees by working with sensitizing actions towards youth, that can act as catalyst and generate integrational messages and attitudes and fight against racist and xenophobic views in the 6 european partner countries. The project participants will be: 19 youth workers from the 6 partner organisations (6 countries); 120 young participants from the 6 partner countries that will take part in PLAY-IN training workshops (to fight against prejudices, racism, xenophobia and Islamophobia); 140 diverse social actors (public administration, university, social sector) committed within social inclusion and migratory processes, also interested in identifying mechanisms to promote a more tolerant and inclusive Europe. The project will develop: a) a transnational meeting to define the strategy within partner entities; b) design of an specific innovative methodology based on Gamification to promote social awareness related to the content of this project. c) a training activity with youth workers from partner countries in order to get trained in the innovative method desgined towards an inclusive Europe; d) in order to apply afterwards the learned tools in their countries from training workshops with youth population; e) and the development of 6 dissemination events within key social actors in each partner country. There will also be developed intellectual products (methodology PLAY-IN and a study about the use of gamification in favour of social inclusion) in order to share openly the generated knowledge throw diverse dissemination actions. PLAY-IN will contribute in the generation of a more positive and critical view to the European migratory reality promoting social inclusion from innovative tools that will promote the collective construction of a more tolerant and inclusive Europe, from social awareness and fight against racism, radicalism and xenophobia. The project will generate innovative intellectual products replicable: an innovative methodology based on Gamification and a Study about the practical application of this kind of methods, gamification, in favour of social inclusion in Europe; contents that will be offered openly to other potential users and organisations.

"In December 2015, the European Commission adopted an action plan to accelerate Europe's transition towards a circular economy, boost global competitiveness and promote sustainable economic growth and create new jobs. 54 measures were adopted to ""close the loop"" in the product life cycle, from production and consumption to waste management and the raw materials market. In 2019, The review of the action plan has led to the creation of new jobs, particularly in the sectors of the circular economy (reuse and recycling) which employed 4 million workers in 2016, an increase of 6% compared to 2012. The Commission also points out that much remains to be done to intensify action at EU level in order to fully close the loop and ensure the competitive advantage it brings to European companies. Some areas of business action are not covered by the Action Plan and could be further explored to complement the EU's Circular Agenda. Indeed, when we talk about the circular economy we are referring to the notions of natural capital (better management of resources/ reduction in their use), physical or technical capital (processing, production, recycling); but not much to the concept of human capital. However, the transition to a circular economy will not be complete if the human dimension is forgotten. A new approach to human resources management must be adopted so that the circular economy can also respond to the social problems that the linear economy produces (unemployment, skills mismatch, stress and depression in the workplace, work of ageing populations, etc.). What does this transition mean for the human resources (HR) sector?In a circular economy, workers need to develop a long-term and interdisciplinary thinking. Creativity, consciousness and proactivity will be essential for the HR of the future. The development of the HR according to circular economy principles is an important precondition for a sustainable and competitive economy. A circular human resources management (HRM) can plan a durable and sustainable design and maintenance of skills in the firm in contrast with the current linear model of hiring, maintaining, overloading and dismissing. If a circular HRM means limiting the leakages of talent and skills and regenerating the human capital, new business models and HRM practices are needed. Circular HRM at supporting the transition of European SMEs of the eco industry sector from a traditional, linear HRM model, to a circular HRM model that enhances the regeneration of skills and competences at workplace and favours circular and sustainable businesses and organisational models.The project activities are: Highlighting Circularity into companies Training course and trainer guide developmente-training and knowledge-sharing platform developmentPiloting of the on-the-job and online training coursesThe results will be:A Circular Roadmap for firmsAn advocacy PaperA European Qualification Framework for HR managers of the eco industriesTwo training programmesA trainers’ guideAn e-learning and knowledge sharing platformPiloting of the on-the-job and online training courses.EU businesses and firms will be supported in readapting their HRM practices to a circular model and avoid the underutilisation of skills, thus enhancing their competitive advantage. Each partner will involve 20 adult learners in the piloting (IO4), thus 160 trainees (among HR managers, employers and employees of the eco sectors) will be trained to perform more circular jobs. Involving the workers directly in the process will create a collaborative environment which will foster commitment and organisational trust, two ingredients that will increase the firms’ retention strategy and the success of the project. Circular HRM will develop an open online training course from a participatory development methodology, involving HRM consultants, HEI representatives, researchers, VET trainers and business innovation experts. The curriculum will contain a set of learning objectives and outcomes, contents, evaluation methods. The e-training course will be supported by a learning management system, enabling learners to flexibly and freely access high quality contents and learning methodologies. The dissemination of the project results will be addressed to VET providers, businesses associations, trade unions and firms, policy makers and interested organisations in order for Circular HRM to become a mainstream element of competitiveness in training supply and enterprise policies. he open license of the course and its fully online format will enable external VET centres and enterprises to integrate the course in their services for free.Circular HRM is an innovative project that addresses skill mismatches from an alternative approach to traditional linear HRM. The team of experts is deeply convinced about the added value of a European cooperation committed to facilitate a circular shift in eco comapnies."