European Lifelong Guidance Policy Network Database, ELGPN Database

[Print view]

Name of the good/interesting practice/initiative/policy

Developing CMS in companies undergoing restructuring in Portugal



I am proposing that this example will be published also in the KSLLL database


1. Background

What makes this an example of good/interesting practice/initiative/policy?
- The motivation of the initiative (What is the history/background of the policy?)
- Linkages with LLG policy priorities (Please add references to other national/EU policies or documents)
- Participants
The Portuguese Public Employment Service has developed a programme addressed to companies undergoing restructuring.

Aims and targets
- Objectives of the initiative (What did the policy set out to achieve?)
- Target group
- Methods applied to reach the objective (technological and /or pedagogical)
This programme has two main goals, in one hand to decrease the impact of these changes in the workers and in other hand to have workers with the skills to face new challenges and in adjusting the availability of their workforce.

2. Implementation

Strategy and actions (Please describe the approach adopted to make the reform work and any actions taken.)
- Level of implementation (national, regional etc.)
- Implementation (description)
The first step is to realize the skills profile of employees that the company needs, after this the work with the employees begin with an interview to evaluate expectations of workers and to explain all the process. Mainly the intervention is developed inside the company.

This initiative is in the hands of guidance practitioners, who operate as part of a wider technical team (counselors, social workers and jobs technicians) that works closely with diverse entities. The goal is to support worker retraining while enhancing employability, largely by fostering the CMS that enable them to face not only this transition, but also the future management of their careers in an autonomous way.
Workers typically accumulate knowledge that can be transferred to other work contexts.

The first intervention is a ‘balance of competences’ to support identify, assess and enhance the skills acquired throughout life in various contexts, as well as to detect skills gaps. After the ‘balance of competences’ is completed, an individual plan is drawn up. This may include the development of CMS (relational skills, as well as problem-solving, information management, learning skills, and teamwork), training (tailor made, according company needs and workers skills after a validation of all knowledge and skills , or other aspects that include attitudes towards change, self-esteem and entrepreneurship. Job seeking strategies are also often part of the plan when it is not possible the worker to remain on the same company or to be placed on one of the employee offers available on the employment center.
Depending on the included actions on the individual plan, small groups, of 10-12 elements that participated on the developing CMS interventions, are constituted. They can participate on a complete program, with an average duration of 60 hours or in specific modules according to the specific needs of each candidate.

This supports efforts to re-integrate workers in employment, in the same company, in another or as a self employee, linked to the needs of the company and the labour market is more and more helpful in times of high rates of unemployment .

Monitoring and evaluation
- What has been put in place for monitoring and evaluation?
- What actors are involved?

3. Outcomes

Achievements (Please describe the main outcomes/results according to the following headings. Each option can be answered - up to 50 words)
- Specific results
- Cost effectiveness
- Budget
- Innovative aspects

Success factors (What key success factors have led to or prevented success?)
- Lessons learnt
- Unintended impacts (Have there been any unintended impacts? Positive or negative?)

Strengths and weaknesses
- What areas of the policy can we learn lessons from?
- Are there still challenges ahead?

4. Additional narrative description of the policy/practice/initiative


Additional information

Name of contact

Role (in policy initiative)

Organization name





Website address

Documents and publications

Attached files


This information was provided/updated by:
Marjo Halmiala

No comments by users.

good practice, initiative, interesting practice, policy, employability, transition, comptences, career management skills, learning skills, problem-solving, information management, teamwork, self-esteem, employment, unemployed, employed, career information, Portugal