"<< Background >>There is 97% of small businesses out of all companies in Europe. (Eurostat, 2020). The European Commission's report ""Gender Smart financing with women, opportunities for Europe"" explains that women are no longer beneficiaries of social transfers, but are becoming a driving force in a sustainable business ecosystem. Eurostat (Eurostat, 2018) reports that women in Europe are significantly less likely to opt for self-employment than e.g. men. The challenges that discourage women from entrepreneurship and self-employment are multifaceted and tied to human capital - e.g. women have less entrepreneurial experience than men, less social capital (smaller, less diverse networks, connections to funding), less knowledge of entrepreneurship and finance, and there is a negative perception of women entrepreneurs in society and politics, including tax systems and family policies . Very interesting is the study by Leitch et al. (2018), which explains that women entrepreneurs do not ask - they do not ask for advice, for external financing, because they believe they will be rejected because bankers perceive them as less reliable, which can also lead to business loss. According to the OECD survey, women entrepreneurs work in the personal service sector (e.g. hairdressing, beauticians, beauty services).MIITR and Inno Hive have many years of experience in banking, personal finance, entrepreneurship and innovation, digitalization, etc. So, we decided to check the actual situation on the ground, in Maribor and Larissa. We prepared questionnaires and during June-Oct 2020 we visited hairdressing, massage salons, businesswomen who do eyelashes, nails, pedicures. We received a response that they would need additional knowledge of entrepreneurship, including digitization, preparation of annual reports, account management, understanding of finance, interest, financial products for entrepreneurs,… and would be happy to participate in the activity.Training of women entrepreneurs in the field of entrepreneurship and finance actually makes a difference as it allows understanding the principles of entrepreneurship, risk management, saving in times of crisis, avoiding unmanageable debt and taking care of proper business operation, personal financial security and financial security of the company. Poor financial decisions can have long-term effects on individuals, their families and society. Low financial literacy is also associated with a lower standard of living and negative effects on the psychological and physical well-being of women entrepreneurs. The European Commission document “Proposal for a Council Recommendation on Vocational Education and Training (VET) for Sustainable Competitiveness, Social Fairness and Resilience SWD (2020) 123 final, 1.7.2020” states the goal - promotion of equal opportunities and inclusion of women in VET.<< Objectives >>The project goals are comprehensively set. They reflect the real challenges in the labor market and policy directives, as well as the real needs of women ""micro"" entrepreneurs, which we noticed in previous interviews with them. The goals are designed to create positive effects for individuals as well as for the organizations and other stakeholders involved.The goal of EnFinCap is to empower women (independent) micro-entrepreneurs with competencies, knowledge and self-confidence to take responsibility for their lives and create a secure future for themselves and their families. Therefore, EnFinCap needs to be seen as a key long-term investment in human capital for our common good.Specific (implementation) objectives of the project:1.map existing competencies in partner countries on entrepreneurial and financial ""literacy"", existing competencies, knowledge (50 women entrepreneurs will be involved in each country); women entrepreneurs will also define their competency needsKPI: 4 competency folders / 200 completed questionnaires, which will be combined in t.i. current situation report2. a platform (with an e-course) that will ensure that women entrepreneurs acquire knowledge, skills and competencies in the field of entrepreneurship and financial literacyKPIs: 1 platform with integrated course, 1 e-textbook (see PRs),> 32 entrepreneurs with obtained certificates3.create training materials and develop and implement a platform and course through ""short-term staff training"" 32 women entrepreneurs and 20 individuals - staffKPIs: successfully completed activities and acquired knowledge, competencies, skills (> 32,> 20)4. perform multiplier eventsKPIs:> 160 participants5.dissemination (n> 1000)6.sign MoU (n> 3)<< Implementation >>To solve the project challenges, the consortium decided to develope approach methodology based on change theory. It consists of planning changes from the initial state to the goal, which allows filling gaps and exploiting the synergies of partners. It is based on three developmental stages: 1) Problem analysis 2) Finding solution / design 3) Impact.In accordance with the methodology, EnFinCap includes - the problem analysis phase - modeling the national aspect in the field of training, competencies, use of materials, mapping formal and informal training opportunities for women entrepreneurs and defining gaps (PR1). Based on PR1, we will prepare content drafts of the course, e-textbook and learning platform (PR2). This will be followed by improvements based on user contributions obtained by project events and learning activities (C1, C2). E1-E5 (multiplier events) will be implemented in the final phase of PR2-PR3 development, as we will use the obtained information and data to optimize PR2-PR3. E5 also represents an international conference in Slovenia. Dissemination and promotion will begin with the start of the project and will continue throughout its life cycle. We will maintain the sustainability and continuation of the project on several levels - accessibility to project results (website, promotion), inclusion of results (e-course) in educational activities of partner organizations, on the personal level of participants - new knowledge and competencies, which will improve micro-entrepreneurs on the one hand and education and training processes on the other.<< Results >>The expected results will be implemented within the three main types of project activities on which the project is based:- project results- multiplier events- Teaching / training / learning activitiesMain expected results of the project:a) project results1. 4 mappings (in all partner countries) about the existing knowledge and competencies of women micro-entrepreneurs, which will be further used as a knowledge base on the basis of which we will develop innovative approaches, training content. Mapping will help us identify needs and gaps.2. Development and design of training (digitalisation of business, legal formal aspects of business, accounting, taxes (liabilities to the state), VAT, annual reports, loans, interest, financial risks, savings for the ""crisis period"", etc.), e-textbook3. An interactive learning platform that includes attractive and innovative training materials, videos and is based on the principles of micro-training.4. Approx. 20 qualified mentors (staff members) on training in Greece - familiarization, training and use of a test version of the developed material, platform.5. Approx. 32 women entrepreneurs involved in the pilot experience (in Austria), with improved knowledge and competencies on entrepreneurial and financial literacy. It will also be a unique opportunity to interact, discuss, share experiences and carry out learning activities together with women entrepreneurs from different cultures.6. CCa. 160 individuals participating in project events.7. Creating and disseminating learning activities with videos (YouTube, social media) to support the learning of trainers, professionals and entrepreneurs8. Innovative, flexible and easily flexible training with a planned e-platform and e-course that allows for appropriate integration into other training / learning programs.9. Certificates for recognition of competencies (> 40)b.) Results for target groups (as well as e.g. staff to be trained)1. New and improved competencies and knowledge, as well as improved digital skills2. Increased ability to run businesses, finances, maintain a good financial position and avoid insolvency.3. Increase enthusiasm and motivation to improve business and personal life.4. Encouraging women entrepreneurs for interdisciplinary thinking, creativity, innovation and new approaches to understanding and managing business and finance.5. Certificates on training recognition.6. Empowering staff (teachers, mentors, ...) for training on entrepreneurship and finance, using digitization.7. Opportunities to connect with VET organizations, NGOs, experts, etc., enabling the exchange of knowledge, good practices8. Improving language skills and cultural diversity.c.) Educational and other results:1. Promoting lifelong learning, using digitization.2. Enrichment of existing e-learning platforms, with new and innovative concepts and content (also for partner organizations)3. A new e-learning option that could later be integrated into the VET process in partner countries4. Enrichment of formal and non-formal training.5. Promoting effective international integration with the participation of promotion institutions7. Maximize the dissemination and sustainability of project results.8. Increase motivation to improve personal and family well-being (financial stability of women entrepreneurs).9. Strengthening exchanges between partners involved.10. Enhancing the effects of existing knowledge of partner institutions."

"<< Objectives >>The Larissa Chamber of Commerce in partnership with project partners and other stakeholders aims to address the issue of the skills mismatch. There is a need to equip young people with skills that are necessary in the 21st century at an inclusive and diverse world, such as IT, hard and soft skills including communication, teamwork, flexibility and adaptability.INVENT aims to develop an overarching partnership for promoting youth employability building skills and matching skills and jobs.<< Implementation >>INVENT will promote non-formal and informal learning mobility and active participation among young people, as well as cooperation, quality, inclusion, creativity and innovation at the level of organisations and policies in the field of youth.More particularly the INVENT project is going to:∙ empower under-skilled youth potential workers∙ enable them to build their own profile, develop soft skills∙ improve the youth employment rate∙ explore gender issues in different societies<< Results >>Main results we expect for anyone are a set of tools"" to find the way"" such as: 1. Demand-driven and inclusive non formal training curricula.2. Apprenticeship and residency suggestion that can be integrated into labour market systems.3. Empowerment of under-skilled youth potential workers (mostly females coming from deprived and/or migrant backgrounds) with new tools that will help them built their own profile and aquire soft and active work skill sets related to the field of tourism."

<< Background >>Because of the Covid-19 pandemic, even companies that used to be “digitally lazy” will now have to step up their digital capacity: Video conferencing, document sharing, cloud solutions, information security, etc. The result will be a steep learning curve. Leaders who have shied away from allowing people to work from home will notice that some are getting more productive if they can work in their own environments. All of this could lead to a shift in mindset and pave the way for massive digitalization efforts in the years ahead. This effort needs to be carried out transnationally, In the spirit and the values on which EU is funded. Partners thus recognize the fast-growing importance of workplace innovation and is inspired of some primary initiatives such as:- ACTEUR: a policy advisory group with the aim to bring together representatives from national initiatives and programs with the purpose to promote workplace innovation;- European Work & Technology Consortium: a consortium of 16 policy and research organizations with the objective to develop a “Medium Term Plan for Collaborative Action for the Modernization of Work Organization”;- Commission’s Green Paper “Partnership for a new organization of work”;- the establishment of the “Work-In-Net” consortium and the Employee-Driven Innovation (EDI) Network;- Lisbon Growth and Jobs Strategy.Moreover, from 2013 and with the establishment of the European Workplace Innovation Network (EUWIN), the European Commission is actively promoting the development of workplace innovation in Europe (Dhondt, 2014), aiming to strongly support this priority, exchange relevant good practices and develop an alliance of relevant stakeholders (companies, public bodies & policy makers and knowledge institutes).Workplace innovation is a co-creative process of change and innovation, involving all relevant parties and stakeholders in the procedure and combining leadership with the practical knowledge of the “frontline” employees. According to DG GROW, workplace innovation enhances motivation and improves working conditions for employees, which, finally, leads to improved productivity, innovation tendency and capability, market resilience and overall business competitiveness. SMEs play the most significant role in adapting and promoting workplace innovation tools and methodologies, identifying that innovation comes from people and from shared knowledge and resources. Therefore, the challenge of supporting and promoting workplace innovation “transforms” into a more specific and concrete challenge: support business owners and managers to develop their competencies and use them in their human resources management.<< Objectives >>WIN project will directly address the needs and challenges that companies, SMEs and organizations face in their efforts to manage and promote workplace innovation by introducing the professional profile of the Workplace Innovation Manager. WIN project visualizes the role of the Workplace Innovation Manager as an internal knowledge hub that will be able to spread concepts on ideas management, design thinking and innovation capabilities throughout the organization. The main objective of WIN project is to directly support the primary target group to achieve workplace innovation: SMEs & organizations, by introducing and developing the job profile of the Workplace Innovation Manager by developing the relevant competency framework along with a specialized curriculum and training material. Moreover, WIN project aims to achieve some more specific objectives such as:- Encourage a proactive approach and highlight the major role managers can play in managing and promoting workplace innovation within their organizations;- Upgrade the skills and competences of managers and employees of European SMEs, enabling them to successfully and effectively promote workplace innovation;- Provide a holistic framework regarding the new professional profile of the Workplace Innovation Manager at a European level.<< Implementation >>Based on the vast experience of the partnership in the management and implementation of European project, WIN project will adopt a 3-phase methodology: Phase 1 – ResearchPhase 2 – Piloting and evaluationPhase 3 – ExploitationRESEARCHWithin the initial phase of the project, partners will compile a synthesis report of existing literature on the topic of workplace innovation along with a collection of case studies of SMEs that already apply tools and relevant methodologies for managing and promoting workplace innovation. This phase will also consider which indicators need to be collected, monitored and evaluated in order to calculate the business case/economic evaluation. At the same time, along with the literature review, partners will conduct a field research based on a structured questionnaire aiming to collect data directly from the project’s primary target group: SMEs, employers and employees. Following the implementation of both the literature review and the experimental research, partners will compile all findings and develop the relevant national reports, based on a template that will be provided by the IO’s leading partner (ITALCAM). Finally, the national reports will be included in the overall synthesis report called “Analysis of the State of the Art on Workplace Innovation” which will contribute as a framework for the development of the Workplace Innovation Manager professional profile & training curriculum (PR2) and of the Toolkit and training course (PR3).PILOTING & EVALUATIONAfter having developed the aforementioned outputs, partners will move on with their pilot implementation. This phase refers to the application and experimentation of the developed training course into the partners countries. Firstly, project partners will identify the key staff resources to be trained. The pool of SMEs that already participated in the field research will be exploited for this purpose. At the same time, the possibility of participating in the pilot testing is also open to other interested SMEs.A minimum of 3 pilot SMEs per country will be chosen for the implementation of the piloting activities. From each pilot SME, at least 3 key staff members are foreseen to participate in the pilot training activities. Project partners will carefully consider the structure and organization of each SME they plan to involve before selecting the staff members that need training: the ideal number of 3 persons per company will be respected if larger organizations are addressed, while in case of smaller companies (where staff is already limited and responsibilities are less clearly divided) the number of involved persons may change. The participants of the pilot testing will be HRM, managers, supervisors and/or employees on an operational level with management responsibilities and/or operations of enterprises from different economic sectors.The piloting activities will include:1) introductive face-to-face (or via webinar) lesson (to introduce the course);2) online training activities;3) Self-driven learning on the job (exercises and instructions being provided on the e-learning platform).DISSEMINATION & EXPLOITATIONAt the end of the research and before the piloting phase, a certification model to evaluate Workplace Innovation Manager’s skills will be developed and dissemination and exploitation activities will be conducted in order to promote its wide recognition at European level. A proper database of questions will be used for the generated profile data of participants as well as participants can apply for an exam, to certify their skills and knowledge. This certification is making visible what parts were passed and where participants have failed, according to the EQF Framework. Project partners will make sure that within the project the exams are performed and certificates printed and sent for free.<< Results >>As an overall result, WIN project will contribute to the development of the new job profile of Workplace Innovation Manager and, thus, serving a tri-fold purpose:- Introducing to European SMEs the concept of workplace innovation along with relevant policies in order to promote and sustain workplace innovation;- Improving the capacity of European SMEs to achieve workplace innovation in a viable and sustainable way;- Highlighting the benefits that workplace innovation brings on increased productivity and positive economic results.Within this framework, the overall expected results of WIN project are:1) Enhanced motivation and improved working conditions for employees of European SMEs2) Improved productivity, innovation tendency and capability, market resilience and overall business competitiveness3) Promotion of the overall benefits of workplace innovation among European SMEsThese results will be achieved through the development and implementation of concrete and practical activities and the dissemination of the related outputs results:An Analysis of the State of the Art in partners' countries will be carried out and will lead to a summary of literature and collection of case studies of companies that applied tools and rules to manage and promote workplace innovation. Also, a field research will be conducted to gather data directly from the (PR1). All the collected data will represent the conceptual basis for the definition of the Workplace Innovation Manager professional profile and the related Training Curriculum and Course (PR2 & PR3) as well for the development of a certification process and model (PR4). All these materials will be also made available through an innovative and interactive e-learning platform (IO5) and will be compiled into a Manual for Workplace Innovation Managers and policy makers (PR6).