NKUR

Publishes the list of competences which will gain relevance based on their corporate strategy and indicates the transition level of their profiles in a company publication based on Agoria’s Digital Skill Indicator (DSI).

Provides an open training course catalogue consisting of the 10 most important competences in the Digital Skill Indicator to their employees from which they can select an average of 3 training course days.

Receives at least the following people for a company visit and technological updates: 15 teachers, 1 primary school class, 1 secondary school class, 1 higher education class.

Performs and publishes 3 e-learning courses on technology or a technical skill on an open knowledge-sharing platform.

Offers a talent scan for all employees to detect unknown strengths which is used to determine their sustainable labour market skills.

Ensures at least 10% of their employees build a second skill set by allowing them to spend at least 10% of their time on developing competences for a different job profile within the company or working in a different position within the company.

Reserves the following for every group of 30 employees: 1 internship or apprenticeship or twin learning position for a secondary school or higher education student OR a significant project for which teams of at least 4 students from various study areas can collaborate AND 1 position for a training course student of other training programme (HBO5 [higher professional education], MolenGeek, BeCode, etc.) via a project, an apprenticeship or twin learning position.

Maps the movements and movement time of employees to customers, suppliers, within the organisation and reduces these movements by at least 20% by 2022.

Invests at least 1/5th of their R&D resources in technical solutions that help set up remote services within the healthcare, educational and services sectors providing services to companies.

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