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Training and workforce transformation in the European steel industry: questions for public policy

机译：欧洲钢铁行业的培训和劳动力转型：公共政策问题

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摘要

The Lisbon process is aimed at laying the foundation for a dynamic, flexible and inclusive European Union (EU) economy. It is within this context, amid wider processes of restructuring and 'modernization', that traditional industries, such as steel, are engaged in transforming their skill base and creating a more diverse workforce. In this process, corporate management has a decisive role in reshaping the steel workforce, in the process exploiting the intersections between different aspects of policy. Our contention in this article is that EU policy prescriptions for transformation, aimed at fostering social cohesion and inclusion, are undone by corporate management strategies. In turn, national policy (on vocational education and training, for example) struggles to influence historically entrenched practices that operate at the sector level (such as on training and learning), which leaves some workers vulnerable to industry restructuring processes and at risk of social exclusion. Hence companies are able to restructure on their own terms, with workers' representatives seemingly unable to intervene in effective ways. The analysis that follows thus focuses on the tensions between national and supranational policy making in the EU, and, within this context, sector policy and practice and the role of corporate management in shaping work and employment.
机译：里斯本进程旨在为动态，灵活和包容的欧盟（EU）经济奠定基础。在这种背景下，在更广泛的结构调整和“现代化”进程中，钢铁等传统行业正致力于转变其技能基础并建立一支更加多元化的员工队伍。在此过程中，公司管理在利用政策不同方面之间的交叉点的过程中，在重塑钢铁劳动力方面起着决定性的作用。我们在本文中的争论在于，旨在促进社会凝聚力和包容性的欧盟转型政策规定，被公司管理策略所否定。反过来，国家政策（例如，关于职业教育和培训的政策）则难以影响在​​行业层面上根深蒂固的历史实践（例如，在培训和学习方面），这使一些工人容易受到行业重组过程的影响，并有遭受社会风险的危险。排除。因此，公司能够按照自己的条件进行重组，而工人代表似乎无法以有效的方式进行干预。因此，接下来的分析着眼于欧盟国家和超国家政策制定之间的紧张关系，并在此背景下关注部门政策和实践以及公司管理在塑造工作和就业中的作用。

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