One of the persistent challenges in the Greek labour market is the mismatch between the skills offered by training providers and the competencies demanded by employers. While linking the Vocational Education and Training (VET) provided with the knowledge and skills needed by the labour market is a central objective of the Greek VET system (Laws 4763/2020 and 4921/2022), gaps remain. Research data in Greece (Kokkos, diaNEOsis, 2021) have shown that the relationship between labour market needs and the content of implemented VET programmes is largely misaligned.
The study “Problematic aspects of continuing vocational training in Greece. A new perspective on quality assurance” (IME GSEVEE with the cooperation of the Hellenic Adult Education Association, 2023) identifies multiple factors contributing to this issue. The Greek National Skills Development System faces significant structural and operational challenges; it is highly complex, with overlapping responsibilities among its institutions, and lacks a unified, coherent database. As a result, different stakeholders often rely on different sets of data, while their studies and labour market databases are not systematically communicated to training providers. In some cases, regional authorities even carry out new skills needs assessments in areas already covered by existing national studies, leading to duplication of effort. Moreover, programme content and duration are centrally determined “from the top down” by managing authorities, leaving little room for providers to design or adapt VET programmes according to local conditions or the specific learning needs of participants. Accordingly, a major weakness is that labour market needs are not institutionally embedded in the design of VET programmes. The identification of skills shortages is not automatically translated into targeted training actions, and the significant time lag between diagnosing training needs and implementing programmes often undermines their relevance.
Furthermore, training initiatives are announced in “waves”, according to political or administrative priorities rather than being continuously open and flexible, limiting the ability of the training activities to respond to rapidly changing labour market conditions. Also, there is a notable lack of high-quality programmes addressing transversal or socio-emotional skills, despite their recognised importance for human capital development, especially in the service sector. Finally, most programmes strictly follow EU funding specifications, which do not always align with the particular needs of the domestic labour market.
Active Labour Market Policies (ALMPs) are a critical tool for addressing this mismatch. This is where the EU-ALMPO project can play a crucial role. By combining big data analysis, AI-driven insights, and innovative tools, the observatory can provide policymakers in Greece with precise, up-to-date intelligence. For Greece, integrating such tools into policymaking means bridging the gap between training and employment. Most importantly, it means creating a more dynamic, inclusive labour market where people’s skills are developed and valued, and businesses can find the talent they need to grow.