Future of Work and Education Committee

AmCham Future of Work and Education Committee

The AmCham Future of Work and Education Committee is a supporter of efforts to make the labor market more flexible, create new forms of work, and preserve jobs in Slovenia. At the same time, we are working to introduce the competencies and skills of the future into the education system and the labor market, promote intergenerational cooperation, and attract and retain talent in Slovenia.

Teleworking

Teleworking is becoming more common, and experience shows that this trend will continue in the future. It is a modern form of work organization, characterized by a modified way of working due to virtualization, which requires a high degree of motivation and self-discipline. It allows workers to be more flexible and to allocate their work and leisure time more freely. This type of work typically results in less sick leave, less stress, and a lower risk of mobbing and other forms of discrimination. At the same time, workers’ satisfaction is higher, as are their motivation and loyalty. Employers notice that work is done efficiently and costs to the organization can be much better managed with teleworking. It offers an excellent opportunity to develop new business practices and stimulates creativity.

We advocate legislative changes to the regulation of teleworking, as the current regulation is too rigid for the needs of the times and the younger generations in the labor market. Legislation must be adapted in a way that allows flexibility for employers and workers, reduces administrative barriers, and simplifies telework safety procedures. An adaptation of the regulatory framework is required as soon as possible.

Introducing new forms of work to the labor market

The labor market must become more flexible, allowing different forms of work to keep pace with technological developments and new types of occupations. For business processes to be successful, companies will need to work with a wide range of professionals, and flexibility, efficiency, competence, and the use of new models and approaches are important. We believe that collaboration between companies and individuals will increasingly be project oriented. Companies that are more flexible in recruitment and that pay more attention to employee satisfaction and well-being at work have repeatedly proven to be more successful.

The introduction of digitalization and innovations to work processes

Digitalization brings changes in technologies, processes, values, and social paradigms and consequently fragmentation or radical changes in the labor market. To adapt to new forms of work, we need adaptable individuals, companies, and societies. Slovenia can become a reference country or a country where best practices are implemented.

Retaining talent and competencies in Slovenia

Slovenia needs to create an environment that allows talented people to develop their skills and build on them. Talent needs an environment that recognizes, values, and rewards its contribution but is also able to provide new opportunities that lead to its growth and further development. This is the only way to keep and create high value-added jobs in Slovenia.

Introducing skills for the future into the economy

We emphasize the need to invest in people at all levels of companies and organizations, because success will not happen without developing the competencies and skills of the future, which will be indispensable in the labor market in the years and decades to come. Companies need to adapt work processes to make people’s jobs easier and to encourage the development of relevant, specific competencies dictated by the future of work. Because it is people who bring new ideas, inspire others, and lead organizations to success, it is necessary to invest in them and develop their competencies.

Adapting educational programs to the skills of the future

To adapt to the new demands and forms of work of the future, it is necessary to know, understand, and integrate the competencies and skills of the future into teaching methods. We need an education system that gives young people access to the skills and competencies they need for a changing labor market and prepares them for jobs that do not exist today. We encourage the introduction of innovative and targeted educational programs that emphasize lifelong learning, the link between educational institutions and the economy, and employment for sustainable development.

Sustainable leadership

Sustainable leadership should be a niche and a model for managing organizations and people. It represents a vision beyond immediate, short-term gains, with awareness of the organization’s role in the wider context. Sustainable leadership selects strategies to achieve results that meet environmental, social, and financial performance criteria. Organizations that have embraced sustainable leadership have a competitive advantage because it brings opportunities in the form of innovation, continuous improvement, and long-term success.

Lifelong learning

Individuals, businesses, and society need to be aware that it will be necessary to continuously learn and improve their skills. Companies, organizations, and public administrations need to integrate lifelong learning into internal training processes and corporate culture.

Intergenerational cooperation

Intergenerational cooperation can improve organizational performance, attitudes, and market competitiveness. Employers should be encouraged to recruit people older than 55, and awareness-raising and guidance should be given to encourage and motivate low-skilled adults to improve their skills. Similarly, those older than 55 should be encouraged to stay active for as long as possible and to share knowledge with younger people.

Teleworking

The Committee also created the Teleworking project, in which we highlight the good practices of companies that are both members of our business community and are connected with teleworking.

Discover good practices in teleworking