Getting Skills Right: Sweden

image of Getting Skills Right: Sweden

The costs of a persistent misalignment between the supply and demand for skills are substantial, ranging from lost wages for workers to lower productivity for firms and countries. Addressing skills imbalances has become even more of a concern as OECD governments reflect on the implications of technological progress, digitisation, demographic change and globalisation for jobs and work organisation. In light of these challenges, OECD has undertaken new research to shed light on how countries measure changing skill needs while ensuring that employment, training and migration institutions are responsive to the emergence of new skill requirements. The Getting Skills Right in Sweden review offers an in-depth analysis of the key areas where policy action is required to spur the development of an efficient system for skills assessment and anticipation to inform policy in the country. The report provides an assessment of practices in the following areas: i) the collection of information on existing and future skill needs; ii) the use of skill needs information to guide policy development in the areas of labour, education and migration; and iii) the existence of effective governance arrangements to ensure good co-ordination among the key stakeholders in the collection and use of skill needs information.



Foreword and acknowledgements

Digitalisation, globalisation and demographic change are challenging the adequacy of labour market and training policies to ensure that workers have the skills needed in the labour market. In most countries, many employers complain that they cannot find workers with the skills that their businesses require. At the same time, a number of college graduates face difficulties in finding job opportunities matching their qualifications. In light of these challenges, the OECD has launched a new programme of work on how to achieve a better alignment between the skills people acquire and those needed by employers, with a focus on: i) understanding how countries collect and use information on skill needs; ii) investigating cost-effective training and labour market policies to tackle skill mismatch and shortages; iii) studying the incentives of training providers and participants to respond to changing skill needs; and iv) setting up a database of skill needs indicators.


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