Staff development and training

Staff development is an important component in the project. If some specific training activities will be developed as such, this component will also support and underpin other components (policy, Institutional building and the grant scheme)

An assessment of the gap between the existing situation and the target and ambitions for İSKUR in the future had first to be made, based on the yearly questionnaire sent by the Central office to all the regions. Establishing also strong links with other components in order to keep a total coherence in the project, it was proposed priorities in staff training to İSKUR. The objective is to deliver relevant staff training to İSKUR development, to implement all the training activities of the project in all the regions, to ensure the follow-up of these activities and to report on them and finally to ensure sustainability for training and staff development by the end of the project.


They will take place at different moments in the project. Key speakers of a very high level such as General Directors of PES, researchers, academicians will be involved to share experiences and help İSKUR in the elaboration of the Employment strategy and policy. At least three workshops or conferences will be organised: The European Employment strategy will be discussed in one workshop, the social dialogue in the second one and at the end of the project a third one will take place to ensure visibility and sustainability of the project.

Study visits

Sharing experiences and good practices from EU countries will be the main goal of study visits. One hundred participants will be involved in the different study visits. Some key points will be developed during the study tours such as the European Employment strategy, the development of PES and the implementation of active labour market policies for İSKUR top managers, management skills for regional and local managers, Employment services functioning and activities especially in Pilot offices, the design and implementation of a grant scheme. Study tours will be tightly linked with the other activities developed in the project.


They will be organised in co-ordination with other components and mainly the institutional development. Local and international experts will organise seminars. Management skills will be developed (work organisation and services, development of relations with employers and other social partners) for 200-250 managers and their deputies. The İSKUR HR Department will improve his methods in job analysis, job requirements, recruitment procedures, job allocation, measurement of performance, staff assessment.

Seminars are supposed to take place in the seven chosen regions as close as possible from the working place.


Strong links between EU Employment services and İSKUR will be developed through 30 twinnings. This individual kind of training in different EU countries will allow developing the most relevant topics and the best practices on the job, in a very practical way.

Train the trainers

The sustainability of this project means that İSKUR staff will be able to replicate and to improve the results of the project, This will be done by the Managers but also by trainers (30) who will be trained in basic training skills and group activities. Guidelines and training manuals will be written in order to help trainers in their task.

Expected results that can be directly attributed to the Training activities in all the components:

  • ISKUR enabled at the end of the project to develop a real National employment strategy and a National action plan
  • ISKUR recognised by social partners as a leader in promoting human resources development and implement effective policy measures
  • ISKUR top management informed and trained during study tours and workshops developing partnership in the network of other active EU Public Employment Services
  • Regional and local managers trained (200-250 persons) able and ready to implement the policy at their level
  • ISKUR HR Department (30 persons) trained in modern working methods in Job analysis, Job requirements, recruitment procedures, staff’s assessment.
  • ISKUR staff informed, trained in different activities or having upgraded the skills in order to participate in the changes in İSKUR and deliver better services.
  • 8 pilot offices functioning, delivering efficient services to customers and ready to be duplicated in other regions
  • 10 study visits realised and 30 twinnings organised to facilitate the integration in an international network and to create strong and durable links with other PES.
  • 30 trainers trained and able to develop similar activities at the end of the project
  • Training Manuals written to facilitate the replication, the development and the improvement of future activities
  • 30 İSKUR staff trained and able to assess and to implement the grant scheme system

This website has been produced with the assistance of the European Union. The contains of this web site is the sole responsibility of the İŞKUR and can in no way be taken to reflect the views of the European Union.