Social integration and employment through the development of the social economy

We can say that social integration and employment through the development of the social economy is implemented through the following activities:

Expanding employment opportunities by improving the quality of workforce of vulnerable groups through the diverse and focused social and health services provided in the community.

Creating new jobs in the social economy sector.

The following operations are required to accomplish the priority:

Employment within the social economy.

The main objective of the operation is to create new jobs in the social economy sector. It will be achieved by supporting the development of social entrepreneurship, enhancing the competitiveness of social enterprises and building partnerships and networks for generating employment within the community.

Social employment services.

The purpose of the said operation is to improve integration opportunities by providing employment to people from vulnerable groups and by improving the quality of the workforce through diverse and targeted social services provided in the community.

Workability through better health.

The main objective of the operation is to increase the working capacity and life expectancy of the workforce by enhancing the health culture, especially among vulnerable groups and improving access to health care. Creating conditions for the prevention and early diagnosis of socially significant diseases in order to preserve and improve the labor capacity of the workforce in the country.

Increasing the efficiency of labor market institutions, social and health services.

This priority is aimed at increasing the efficiency of work of institutions working in the labor market and working conditions, the provision of health and social services, both at the national and regional levels. It is expressed in the execution of operations:

Development and improvement of the system of employment and working conditions at national and regional levels.

The operation aims to increase the efficiency of the work of institutions working in the labor market and working conditions at a national and regional level, as well as to stimulate synergies between the education system, the vocational training system, the national economy and the European economy, so that, to achieve correspondence between the quality of human resources and the possibilities for their full realization in the economic system.

Strengthening the capacity of social and health care delivery institutions.

The operation is aimed at improving the capacity and efficiency of the work of the institutions involved in the field of social and health services, as well as promoting their interaction and cooperation with relevant private providers.

Principles of development

They include:

Gender equality is a mandatory integral part of all structural assistance funded policies and practices;

Policy innovation and mainstreaming, developing new approaches and sharing good practices in implementing different policies;

A partnership involving and empowering all stakeholders in the programming, implementation and evaluation of programs and projects;

Transnational cooperation training by incorporating the experience of other EU Member States through the implementation of common projects and strengthening employment, training and social inclusion policies by extending international cooperation.

Ensuring gender equality.

The Integrated Guidelines for Growth and Jobs (2005 2008), as well as the Community Strategic Guidelines (2007 2013), which are an integral part of the Lisbon Strategy, emphasize that overcoming discrimination and supporting equality between gender is a key element in achieving the goals of full employment, boosting economic activity and reducing unemployment.

Through the principle of gender equality, efforts are not limited to the implementation of specific actions directed at women, but the pursuit of equality that takes account of the impact of a situation on both men and women.

In order to ensure the effective implementation of the principle of gender equality, the following procedures are foreseen:

At the programming stage for all intervention levels, the developed monitoring and evaluation indicators are grouped by gender;

The principle of gender equality is subject to monitoring and evaluation, both at the individual project level and at the level of action and priority.

Financing specific studies and evaluations on the effectiveness and impact of gender equality;

Financing training on the role of gender equality;

Development and dissemination of various manuals presenting good practices and basic principles of gender equality;

Advising the beneficiaries on the forms and ways of incorporating the gender principle into their proposals;

Incorporate the principle in the process of evaluation and selection of projects and activities that will be funded in the process of human resources development.

Mainstreaming innovation and implementation.

This principle arises from the need to adopt a more strategic approach in the programming and implementation of the programs financed by the ESF in 2007 2013. The general regulation requires each Member State to support the development and implementation of intensive activities. In this context, the principle forms an integral part of the overall reform process and is directly linked to the objectives of creating more and better jobs by incorporating a wider range of innovative actions contributing to the objectives of the Lisbon Assembly.

In terms of the labor market, the following innovative activities are more important:

developing various innovative tools, approaches and technologies to promote more and better jobs;

actions to promote flexibility in the labor market through concrete schemes to improve the reconciliation of work and private life and the development of systems of flexible employment;

developing various specific tools to support the self-employment and start-up of businesses by unemployed and inactive people;

implementation of good European practices to ensure safe and healthy working conditions in enterprises;

innovative approaches to joint action and cooperation between labor market institutions, education, health and social services at a national, regional and local level.

In terms of education, they are:

developing various initiatives in the field of education and training and ensuring broad cooperation between educational and training institutions and the general public;

developing innovative forms of providing masters educational and training services, promoting distance learning and developing new training methods and approaches in line with the requirements of the knowledge-based economy;

development of credit instruments to facilitate access to education and training for representatives of vulnerable groups and to support research projects;

developing approaches and mechanisms to deepen and optimize the links between business and education and training institutions at a regional and local level; Read Improving conditions for access to certification and education.

enhanced interaction and collaboration with the international research community.

With regard to social inclusion:

expansion of complex social and health services;

development of the social economy sector by developing credit instruments to stimulate social entrepreneurship.

Principle of partnership and empowerment.

The implementation of this principle is an essential element of all Structural Fund interventions. The ESF Regulation requires each Member State to promote the partnership as a fundamental element of good governance. The overriding objective of this principle is to sufficiently ensure the involvement and access of social partners and other stakeholders in the preparation, implementation and evaluation of ESF support. The application of the principle leads to the improvement of mechanisms for the exchange of experience and knowledge between different stakeholders, strengthens the possibilities for more creative problem-solving.

Cross border cooperation.

The incorporation of this principle is based on the advantages it affords the Member States in terms of their ability to develop knowledge and skills in the various stakeholders beyond what is possible at a national level, widen international interaction and cooperate in priority areas of intervention. The principal objective of the principle is to strengthen employment, training and social inclusion policies by extending international cooperation in the field.

Priority 1 is aimed at integrating the labor market of all persons outside it, increasing their motivation for active participation and promoting entrepreneurship. Specific activities that can be applied to the integration of the Roma in the labor market include the application of an individual approach by employees of the Directorate of the Labor Office, serving areas with compactly populated Roma communities and promoting equal opportunities, motivating and assisting the unemployed. Roma of access to them; the creation of work habits among the long-term unemployed through motivation courses and targeted employment programs; consulting and supporting their self-employment opportunities by starting their own business; linking literacy to professional qualification; improving their social skills.

Priority 4 envisages action to improve the educational attainment of disadvantaged groups by facilitating their access to these services. Operation 4.1. is the main tool that will most help raise the educational level of the Roma. Specific activities in this direction will be aimed at overcoming the high dropout rate of children from the education system and the inclusion of those affected; enabling Roma children to receive a quality education in schools, both outside and in the isolated neighborhoods; integrate into society and reduce the risk of dropping out of the labor market in the future; developing adequate measures to motivate students; providing opportunities for continuing education of Roma representatives in active employment.

Priority 5 uses a specific and specific group-specific approach to the social integration of disadvantaged people. As a target group, ethnic minorities find a special place in Operation 5.2 and 5.3. Interventions in these areas aim to improve integration opportunities by providing employment by expanding the diversity of social services provided in the community in accordance with each individual’s individual needs. In view of the diminished health status of the Roma population, Operation 5.3 will have enhanced action in terms of enhancing the health culture, providing prevention and prevention, increasing access to care, aiming at increasing the working capacity and life expectancy. In carrying out the activities, particular attention will be paid to increasing the capacity of public institutions in the labor market, education and training, as well as the provision of social and health services for working with representatives of the Roma community. Potential activities in this area will aim to increase the efficiency of services by creating additional skills for those employed in the community work sector. The inclusion of appropriate ethnic education representatives in direct work with the community will be encouraged.

CONCLUSION

Today, when gigantic changes are taking place in our social and economic life, the problems of managing an organization, especially business, are becoming key factors for the success or failure of reforms. Undoubtedly, making significant changes in social and economic life requires a thorough knowledge of the principles and laws of organizational development. Breaking these principles and laws through unbalanced managerial actions means tearing apart and breaking the organizational and social fabric with all the negative consequences for further progress and social dynamics.

Unfortunately, in our country the view of the organization as a material phenomenon, as a sum of buildings, machines, technologies and only lastly – by people still dominates. Many years of human practice prove that we must penetrate the consciousness of the organization above all as a human phenomenon.

It is the understanding of the human nature of the organization that creates the conceptual basis that allows us to successfully manage the internal organizational interactions, as well as the relationships with the external environment, enables us to motivate people to achieve maximum results and to reveal their creative genius.
The person in the enterprise contributes to his/her functioning and improvement through the three types of potential that he/she possesses, namely: physical, mental and creative. As a rule, the first two potentials are limited and exhaustive within a given time frame, ie. for a given period. The latter is inexhaustible. The more he works with him, the more he expands and expands. It is this potential that is the main source of ideas for improvement, and therefore, if we are to achieve the principle of continuous improvement, we must provide the conditions for harnessing the creative potential of human resources in an enterprise.

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