The National Focal Point of the EEA and Norway Grants has created a series of 10 promotional short videos summarizing the results of bilateral cooperation and the main achievements of many successfully implemented projects within the different programme areas. This short video about programme area HU11 (Capacity building and institutional cooperation) mentions the creation of the Training Coordination Office within the 18th District of Budapest and presents another project about improving elderly care potential in the rural areas of Mórahalom more in detail.
End conference of the project was held on 27 April 2017
After a successful one-year-long cooperation between the 6 Hungarian project partners and Lillehammer University from Norway, the project celebrated its end with a conference held on 27 April 2017. The venue of this particular event has been an elegant vintage hotel located downtown, the number of guests has almost reached 100.
Attila Ughy, mayor and István Hunyadi, city manager of 18th District of Budapest both emphasized important concepts like community, innovation, partnership, shared knowledge, lifelong learning, capacity building, responsible city management and competitiveness as being the key factors for the district's future development, towards which this project and its pilot trainings have been a major step. If the project's success story continues, Liszt Ferenc International Airport, the area's main employer and the 'engine' of the district's economic development can become a virtual runway for the qualified workforce seeking for better job opportunities close to their homes.
At the conference, a long-term cooperation agreement was signed between the Hungarian project partners to guarantee the sustainability and better exploitation of the project's results for the coming 5 years and further. The agreement contains the voluntary commitments of the contracting parties and gives a legal framework for further cooperation to keep the good and intense relationship between partners established during the project's one year.
To close the event, a roundtable discussion took place with representatives of all the project partners to summarize all the experiences of this eventful one year behind them, from many different perspectives.
On 13 December 2016, within the framework of the Norway Grants project, the so-called Local Labour Market Committee was established, a body for promoting the sustainability of the long-term results of the project.
During the inaugural meeting, subsequent to the welcoming speech of chairman Csaba Hodruszky (Head of the District 18 Office, Government Office of the Capital City Budapest), the rules of procedure of the committee were accepted by the members thereof; they chose Csaba Szlahó, the Mayor of Vecsés and Attila Ughy, the Mayor of Pestszentlőrinc-Pestszentimre (18th District of Budapest) to become the president and the vice-president of the committee, which was followed by their reports on the tasks that had been performed within the framework of the project and on the trainings they intended to realize in the future.
The following topics have been included in the meeting: the areas mostly concerned by labour shortage (kitchen porter, driver, loader operator, nurse, construction employees), the necessity of English language in professions related to the hospitality industry; that it would be necessary to have real competence surveys among job seekers, and it would be practical to involve and regularly inform the parents of young employees about the opportunities of young people who are at the point of deciding on their future careers, and on the professions that can most fit their personality types. In connection with seasonal work, it has been discussed that the jobs lasting a few months at Lake Balaton in the hospitality sector have a labour extractor effect, and that in the construction industry skilled workers perform private jobs in the summer, and they return to their original jobs only in the off-season, from autumn to spring.
The main challenge, however, is supporting the transfer of public employees to the labour market, since many of these do not have qualifications or proper competencies. The aim is to provide them with specific trainings thereto.
The Committee shall consist of 8 members as follows:
Municipality of 18th District (Pestszentlőrinc-Pestszentimre) of the Capital City of Budapest
Municipality of town Vecsés
Budapest Airport Ltd.
King Sigismund University
Association of Adult Education Providers
District 18 Office, Government Office of the Capital City Budapest
Airport Hotel 'Stáció'
Guild of Crafts in Vecsés
Other members that are proposed for inclusion:
'Városgazda' District 18 Nonprofit Ltd. (the municipality's fully-owned company)
Celebi Ground Handling Budapest Ltd.
Menzies Aviation (Hungary) Ltd.
The task of the Committee is to support the long-term realization of the project goals with its work during the project and afterwards, i.e., to provide help to decision-makers with its proposals in order to create a more effective local employment policy. In addition, it has a coordination role as a certain kind of forum, providing a possibility for real information and experience exchange.
Besides the formation of the Local Labour Market Committee, the partners participating in the project have recently organized several stakeholder meetings involving the relevant companies and organizations, where the invited organizations had the opportunity to explain their (training) needs in connection with the project, and they were able to share their previous experiences related to employment. The first two meetings were organized on a thematic basis around the companies that operate at the airport and in District 18 or in Vecsés (18 January 2017) and around the local public service provider institutions (23 February 2017), while the third stakeholder meeting was based on a job fair that was organized by the Employment Department of the District 18 Office, Government Office of the Capital City of Budapest in Béla Kondor Community House on 09 March 2017, which was followed by the second session of the Local Labour Market Commission.
The TUD18 Training Coordination Office that is financed by Norway Grants was opened on 09 November 2016. It provides free trainings for the promotion of employment in the labour market related to the airport and its economic environment between December 2016 and April 2017 at 317, Üllői út. One of the most important elements of this initiation is the intention to offer modern, new, stop-gap professional training programmes for those who wish to find employment in the labour market of District 18 and Vecsés. The Association of Adult Education Providers (AAE) will participate in the programme as the depositary of professional trainings. Our report on the background and content of these training courses is based on the information provided by István Sum, board member of AAE, who is one of the training managers of the projects.
The Association of Adult Education Providers is committed to supporting the objectives of lifelong learning and takes an active role in supporting the training of the adult population. King Sigismund University is its traditional partner in this field and it was this relationship through which AAE joined the project that was organized by the municipality of 18th District with the financial support of Norway Grants. The Association of Adult Education Providers represented by István Sum has successfully participated in several European Union projects in recent years. Through its member organisations, it performs curriculum development and training tasks, provides labour market information for adult employees and for those who wish to find jobs and it promotes the spread of voluntary work. It attaches particular importance to the transfer of knowledge relating to energy efficiency and the use of renewable energies, as well as to the spread of digital educational platforms and methods in adult education including TUD18 Programme.
Road to success: The training programmes for forklift drivers and transportation coordinators:
The basic issue for all labour market trainings is selecting the areas of specialization with good employment opportunities. Two factors helped in the planning of the training offer this time: the analysis of labour market and employer needs. The training market has been analyzed accordingly, and the airport has interviewed many employers and job seekers among its economic partners. Consequently – considering project opportunities – two training specializations were determined. Both trainings fit the profile of logistics companies operating at the airport. The training of "Machine Operator for Material Handling Machines" (forklift driver) provides an NTR qualification. The companies engaged in logistics and storing often look for experts with this kind of qualification.
The other specialization has the name of "Training of transportation coordinators for temperature-controlled, oversized and overweight goods and materials". The forklift driver training does not require previous high-level school experience; this training can be completed with an elementary school qualification. The coordinator training requires a high school graduation certificate and basic English knowledge in advance. The study materials fit into the digital educational system of the Samsung Smart School, which makes participants' studies easier. After finishing the project in April 2017, the FVSZ (Association of Adult Education Providers) is ready to support the new educational centre of the district in the field of study material development, and the member organizations can realize the trainings on the basis of the developed study materials. The training material of the transportation coordinator training was designed to be suitable for distance learning as well, so even those participants are able to complete the course who cannot attend the classes regularly due to raising small children, or for any other reasons.
Further information: www.tud18.hu
The TUD18 Training Coordination Office that is financed by Norway Grants provides free trainings from December 2016 to the end of April 2017 at 317, Üllői út for the promotion of employment and a better inclusion of residents in the local labour market. The high-quality content of competence development and professional trainings is ensured – besides the professional support of the University of Lillehammer in Norway – by King Sigismund University (KSU) and the Association of Adult Education Providers (AAE), which - during the development of the training programmes - also assessed the regional training and employment requirements of Budapest Airport (BA), as well as the jobs that can be offered by the company.
On the occasion of launching the programme, we asked József Takács, the Strategic Human Resource Development Manager of Budapest Airport about the background, content and potential benefits of the participation of BA.
VÁROSKÉP (in English: 'Cityview' Magazine): What gave the management of Budapest Airport the idea to participate in the elaboration of an international labour market development project in a suburban district of the Capital?
József Takács (JT):
The question can be addressed from two views. On one hand, as a company that is dedicated to the development of the society, we constantly search for new opportunities to cooperate with municipalities and companies operating in the South Pest region. On the other hand, all labour market development projects in Hungary that increase the competitiveness of local residents and the local economy – and in this way support the sustainable development of local communities – are of extreme importance to us. Our company, as a strategic market operator, is one of the major employers in the region: Budapest Airport and its two subsidiaries employ a total of nearly 1,000 employees; more than half of them are residents of the South Pest agglomeration. Basically, this is why we are able to contribute to the success of the project implemented with the support of Norway Grants.
Traditionally, BA is considered an attractive employer with its unique and special field in the industry, however, the positions offered require specific professional skills. This is reflected by the available trainings supported by Norway Grants: in the field of professional trainings, the Machine Operator (forklift driver) course and the training named Transporter of Special Goods are prioritized - both are mainly connected to the operation of the airport. Having suitable prior professional qualifications also reduce employee turnover that has recently been noticed in some of the areas.
In addition, the competence development trainings of the project offer to assist employees and thus, the companies of the district in fields which are independent from particular jobs. The latter trainings include improving communication skills and client-oriented work, IT applications, leadership training, stress management and project management skills.
TUD18: Creative trainings for the employment of local residents at the airport area –
Interview with Tamás Sulyok (King Sigismund University) and István Sum (Association of Adult Education Providers)
by Zoltán Zarándy
Between December 2016 and April 2017 the TUD18 Training Coordination Office - located at 317. Üllői út - funded by Norway Grants is providing trainings aimed at assisting return to the labour market. King Sigismund University (KSU) and the Association of Adult Education Providers (AAE) are responsible for the educational and professional content of the trainings.
On the occasion of launching the programme, we would like to share with our readers the opinion of the training programme's leading experts, Tamas Sulyok, Senior Lecturer (KSU) and Istvan Sum, board member of AAE on the content and background of the programme, as well as on its expected benefits.
What led to the involvement of King Sigismund University and the Association of Adult Education Providers in an international labour market development project initiated by the Municipality of 18th District?
KSU: the idea is based on a cooperation that was started previously. For years, our University has actively been involved in the training series named Senior Citizens' Academy organized by District 18. Our institution also operates adult education programmes at different levels: we offer Bachelor programme (BA) and Master programme (MA) in andragogy; however, in this project, supported by Norway Grants, both participation and professional challenge emerged.
AAE: the members of the Association of Adult Education Providers are committed to supporting the objectives of lifelong learning and they take active roles in supporting adult population trainings. In cooperation with King Sigismund University the programme was designed to greatly support thematic vocational qualification, in this way promoting the success of the participants in the labour market.
How does the project fit in the scope of programmes offered by the institutions?
KSU: one of the primary profiles of our University is training professionals for adult education, as well as development in the field of adult education with various directions and content. In addition to adult education, we also train professionals in economic areas, including the field of human resources (HR) as a specialty of the institution. In addition, there are several specialists and lecturers participating in the TUD18 project, who contribute to the success of the TUD18 project with their extensive experience in the world of work. Besides, our University has participated in several EU projects, balancing the needs and skills of labour-market participants as the main direction.
AAE: in recent years we have participated in European Union programmes; this experience provides a good basis for participating in the Norway Grant project. Our member organizations perform curriculum development and training tasks, provide labour market information, promote the spread of voluntary work and the use of renewable energy in adult education systems. In addition, AAE supports the spread of digital educational platforms and methods in adult education.
What professional basis is there for the offered training areas and how are applicants selected for the programmes?
KSU: the programmes are designed according to the results of a questionnaire survey and interview series conducted for several months, aimed at discovering training demands and needs. During the survey, several participants were interviewed, for example the leaders of major airport companies, the senior officers of local governments and offices, but we also performed surveys in respect of the opinion and needs of several target groups in the general public.
In terms of selecting the persons for the trainings of the project, our primary criteria were selecting employees and prospective employees, who, as a result of the training, will later have the opportunity to be employed, or can improve their performance and in this way they can stabilize their status at the workplace. However, in my opinion, the companies, the municipality, the offices and the trainers participating in the project or joining the project later can also profit from this cooperation in the long run.
According to their different profiles, the two institutions have separate tasks to implement in the training programme. The Association of Adult Education Providers provides professional training courses, while the University promotes general competence development training programmes. The professional training area primarily includes courses on Machine Operator training and Transporting Special Materials - both related to airport operation - while the competence development trainings assist employees and companies in various fields, independently from their work positions. The latter trainings include improving communication in English, IT applications for the office, leadership training, stress management and project management skills.
AAE: the basic issue for all labour market trainings is selecting the area of specializations to be offered to adults and identifying the developing areas with good employment opportunities. There are two assisting factors in making this decision: one is the analysis of labour market information, the other is the labour demand of employers regarding prospective professionals. The EEA analyzed the educational market, examined the supply and demand sides and conducted interviews with the KSU during the process of mapping employers' needs in the given area (the airport). As a result of the interviews - with regard to the possibilities of the project- two training specializations were selected. Both trainings fit the profile of logistics companies operating at the airport.
The "Training for machine operator of material handling machine" (forklift driver) course awards an NQR certificate; businesses in logistics and warehousing look for a high number of professionals with these skills. The other specialization area prepares the participants for office activities, therefore it is primarily recommended for ladies. Denomination: "Transportation coordinator for temperature-controlled, oversized and overweight goods" other professional qualification. High level pre-education is not required for the forklift driver training: the programme is designed for employees with completed primary school education. Entering the coordinator training requires a high school graduation certificate and basic knowledge of English.
Which training programme emphasizes innovative content and innovative technical elements?
KSU: involving various target groups and offering them empowering solutions should definitely be highlighted - although in the case of projects supported by the Norway Grant it is a basic requirement. Important target groups are: young graduates, women returning to work after maternity leave, women in employment, the unemployed and the age group over 50. For them, we intend to supplement the programmes by special methodology.
However, there is another special feature of the training methodology. The new training centre established in District 18 received a special IT-support: the Samsung Smart School system. This system is aligned with today's modern IT-based learning solutions and is an important tool in reinforcing motivation for training.
AAE: the training material of the transportation coordinator training was designed to be suitable for distance learning as well, so even those participants are able to complete the course who cannot regularly attend classes due to raising small children, or for any other reasons.
How is labour market/economic development potential and cooperation generally perceived by airports and big cities, especially by Liszt Ferenc International Airport and District 18?
KSU and AAE: coexistence arising out of the geographical situation necessarily generates a situation which can be beneficial for both sides. In my opinion, an airport is a sector of economy that continues to be a significant potential due to global processes. It is true that airport operation is changing and this process should be supported by the appropriate developments, out of which human development has an outstanding role in the process. The training centre established within this project is suitable for setting up a very effective training programme in cooperation with airport organizations and other companies. However, as in many areas of life, rapid change requires rapid response. District 18 is capable of recognizing and monitoring changes through existing processes and infrastructure. The airport, as a stable economic operator, may offer cooperation in the long term.
What minimum education is required for the application, and what are the realistic chances of future employment?
KSU and AAE: the minimum entry criteria planned to be required for the training programmes is a high school graduation certificate. This was established as the specific inner requirement of the project. This education level is primarily necessary because airport operation often requires such extra knowledge and skills from the employees which is present with secondary education or above. Naturally, it does not mean that a person with less education may not have the skills for working at the airport, but setting the level at the school-leaving examination as a requirement is more likely to result in successful training.
There are job openings at airport companies continually, but the positions cannot always be filled by district residents. This is often due to the fact that the expectations of employees and employers are different. This project is aimed at filling in the gaps and eliminating the deficiencies. The greatest success of the project will be if several of the residents taking part in the project find work.
How would you advertise the project to an 'average' resident in the district?
KSU: in my opinion, not specifically as a participant of the project, but as a professional working in higher education, one should take every opportunity. Such a project and the inherent networking options are beneficial for everyone. You never know who, when and where may find the proper solutions. However, if one does not take any actions to find the most suitable training method, there is little chance for success. This project offers an opportunity for progress in career and it is worth trying. Even if this training fails to result in direct success, it still provides a shift to progress in a direction, which is a definite help.
AAE: the basic issue for all labour market trainings is selecting the areas of specialization with good employment opportunities. When designing the training courses, this time there were two factors that helped: the analysis of labour market needs and employer demands, which is a guarantee for success.
After this relatively short term – from May 2017 - what main plans are there to maintain the major results of the project, and what role will be assigned to the institutions?
KSU: during the maintenance period, we plan to continue operating the training programmes and to support the operation of the training centre. Thankfully, other participants of the project hold the same opinion. The project also includes formal obligations in this respect. In my opinion, the role of the university could be providing professional and methodological support for the training centre. Steps have already been taken in this respect, and a strategy is being developed, as well as the content of plans for further operation. The other role is maintaining cooperation with labour-market participants in the capital; converting the emerging needs into trainings and development. This offers the university long term possibilities for the implementation of its own goals, and helps to maintain the project goals in the long run.
AAE: after the completion of the project, we are willing to support the district's new training centre, mainly in the area of curriculum development, while our member organizations are ready to implement new trainings on the basis of the developed teaching materials.
Further information: www.tud18.hu
Between 10 and 11 January 2017, a free innovation training for public servants was held at the TUD18 Training Coordination Office, which is financed by Norway Grants, involving excellent university professionals from Norway. The high standard of the training was guaranteed by professors Rolf Rønning and Ingjerd Thon Hagaseth, representing the Centre for Lifelong Learning at the University of Lillehammer in Norway. The key themes of the two-day training were innovation and how to create a creative, population-centred municipality, all of which was presented interactively, through case studies, in a very practical way. As a result, about fifty professionals from the municipalities of district 18 and town Vecsés filled the especially well equipped SAMSUNG Smart School model classroom of TUD18.
Prior to the training, the students prepared for the lectures and the intense teamwork of the 2-day training by watching preparatory training videos. During the two days of the training itself, the students could develop their problem-solving skills by learning novel solutions and techniques suitable to be used in practice. The participants could get acquainted with the theory and practice of innovation, and they also had the opportunity to expand each other's creative tools at case discussions and by sharing and discussing their own experiences. According to their feedback, the course also reached its target of sensitizing the participants in terms of the supporting and hindering factors of municipal innovation.
The participants of the training will have the future task to use the knowledge they acquired during the training to achieve an even more population-friendly and efficient municipal administration.
The short films that were created about the municipal innovation are available on the following websites:
A short film that provides the summary of the course:
The photos that were taken during the course are available in the gallery.
In connection with the project entitled " Promotion of local economic development building on the Budapest airport through new labour market services of Budapest District 18 and Vecsés" that is implemented with the support of the Norway Grants, and with Municipality of 18th District of the Capital City of Budapest as the Lead partner, first we had a discussion with István Hunyadi, the City Manager of the Municipality.
What exactly is a city manager of a municipality and what are the related responsibilities in the operation of the municipality?
Currently there are few municipalities in Hungary using the term and position 'city manager'. When Attila Ughy was elected mayor in 2010, I was assigned as Professional Chief Advisor, however, it soon turned out that this position requires more than just giving advice. The position is more like a 'city manager' in Anglo-Saxon countries, which probably describes the work I do more precisely. This position is a kind of transition between the world of politics and public administration, but it also fills a gap: currently the head of the Mayor's Office tops the professional level of legal and administrative functions, however, there is a great demand to perform and manage the responsibilities of the Municipality - such as municipal economy, operation and urban development - at a professional level. The growing interest in the nature of the position is indicated by the fact that city management has been established at the Mayor's Office of the Municipality of Budapest as well.
Where did you get the idea or the inspiration for the project?
I suppose everyone remembers the bankruptcy of MALEV Hungarian Airlines a few years ago, as it was all over the press: when the airline ceased its operations, a lot of people lost their jobs, including many residents of this district: these people had the relevant, specific skills and qualifications, however, not all of them managed to find similar positions within a short time. We wanted to help them at that time; that's where the basic idea came from. In addition, the Municipality's own companies and organizations employ a relatively large number of employees in the district, and we are always on the lookout for appropriate workforce for our job vacancies. Therefore, our most important goal is to help people seeking employment find the right job, and we also find it important to empower them for these positions, as it helps the employer companies as well as the Municipality itself. Meanwhile, there has been an increased demand in the labour market for skilled workers with a decreased adequate supply due to the high number of Hungarians moving to work abroad, and the increasing number of unskilled workers with no relevant job skills, so the focus of the project had to be changed.
What possibilities are there for a municipality to better position its inhabitants in the labour market? How can it be fitted into the process of municipal urban development?
It is the aim of the Municipality to assist our residents in finding high-quality jobs with as favourable conditions and as close to their residence as possible. On the one hand this goal can be promoted by encouraging investments in the district and attracting new companies that offer new, high-quality jobs for our residents; on the other hand our goal can be achieved by targeting our residents with assistance in finding the relevant information - on job seeking and career opportunities - and by improving their competencies, as well as their professional and social skills. This concept is not widespread in Hungary yet; the above is considered a state administration task performed by the state via Government Offices, focusing particularly on those who have lost their jobs, and on job seekers - less attention is paid to those in employment or public employment relationship or on their training and development. However, the development of local economy is part of our district's Integrated City Development Strategy (ICDS) as well: our aim is to attract such undertakings, which add value to our community - this aim is assisted by infrastructural development and administrative measures, as well as by the development of human capital, which, (in case it is of good quality) plays an increasingly important role internationally and is an important value for companies. Performing proper market research is important to identify the labour needs of companies, and the needs of prospective employees or job seekers in terms of jobs and positions, as well as the necessary competencies.
As far as I know, a similar survey has recently been conducted within the framework of the project. Based on the results, what kind of training is most needed in the district? Which are the skills that need to be improved the most?
You are right, within the framework of the project we had the opportunity to carry out surveys with the HR managers of major companies working for the airport, and other companies in the district, but we have also conducted a survey assessing residential needs. On the basis of the surveys it can be concluded that primarily there are insufficient skills on 'soft' capabilities that are not subject to qualifications, like being able to find information on job and career opportunities, or preparedness for job interviews. That is, residents should be able to manage themselves in the job market, have adequate self-knowledge regarding their abilities and goals, they should be aware of what exactly they want, or what they are capable of, and be able to apply for positions accordingly. The corresponding competencies can be acquired. Just to mention the development of currently employed residents, there is a general competence - independent from any profession - that also needs to be improved in the case of almost all employees: customer-friendly attitude, which greatly contributes to improving the quality of services. This starts with basic elements like addressing customers properly, or helpfulness, which means that the employee would take all reasonable measures to fulfil the specific needs of the customer or guest, or even help to figure out what the customer really needs.
In order for the municipality to achieve such an ambitious goal it has to maintain good relationship with the local companies: currently what is the relationship between the district leadership and the district's largest employers like?
Currently this is rather just an emerging area. For the time being, the relationship between the two sides is limited to concrete interactions when one party needs something from the other party: a company needs a license from the local government, or the local government needs contributions from the companies in connection with an investment. The general attitude of companies is more like - using strong terms - "Leave us alone, we have already got enough troubles." In order to change this attitude, in my opinion, such long-term, personal (related to specific persons) relationships are needed at management level, which endure the test of time. All the above may take the form of bilateral relations, or even the form of clusters, just like in the case of the cluster operating in connection with the airport - however, the same is possible either by chambers or advocacy organizations. The key is to find the right type of cooperation with each organization that serves the interest of both parties in the long run. Hopefully, the work of the new Local Labour Market Committee will also serve to achieve this goal. It would be a great progress if the companies finally realized - as I have mentioned above - that high-quality human resource can be considered a capital value, and it is not easy to keep or quickly replace good workers. Our local government can also provide assistance to the companies in case their employees plan for the long run and want to move near their workplaces: we create attractive district environment and good infrastructure, which keeps new residents here, and also makes it easier for companies to retain their employees, as they prefer to work close to their residences. This could be a point of possible cooperation in the future.
One of the project partners is the University of Lillehammer in Norway, which recently hosted the Hungarian participants of the project. What is there to learn from the Norwegian partners in connection with the project, what experience has been gained so far?
Also, as a result of the growing number of immigrants, effective education is increasingly appreciated; not the traditional forms of education at school, but education at the workplace, as well as adult education. Another area where the Norwegians have extremely high professional experience is distance learning and the combination of the different forms of education: Norway, despite its large area, has a relatively low population, and its majority is concentrated around the capital. Due to the large distances and to the terrain conditions, traffic is often possible only by air (the airport in Oslo carries almost two and a half times more passengers than the airport in Budapest, and the majority of the flights are inland flights), so the role of such forms of education, which do not require personal participation and can be accessed by many people have become increasingly important. The Norwegian colleagues will hold a training for us in Budapest on 10-11 January 2017 in order to share their experience and good-practices.
What is the long-term goal of the project? Do you think the good model of the project can have an impact beyond the district?
In the present form it is merely a so-called 'pilot' project, which means that functionality and efficiency are not our immediate goals. All of these also allow us the freedom to try new training forms in the district, to test the attractiveness of the offered trainings and courses and the relationships between companies as well as new business models. In the future it may be formed into a method, a successful system, which may be an example for other municipalities in Budapest, or it may even be hoped that a part of the state budget will be reserved for supporting similar goals, if the project raises political interest. The building of the Training Coordination Office established within the frame of the project, which is equipped with the latest technology, may also be used in the future for internal trainings by the Municipality, however, we also hope that companies will realize the related possibilities.
The training coordination office, created within the framework of the project, was established on the ground floor of a building owned by the Municipality at Üllői út 317, HU-1184, Budapest. Városgazda 18 Ltd. is responsible for the facility management and maintenance of the building. Presently, the top floor of the building has a residential function, while the ground floor was formerly used as commercial premises, however, due to functional under-utilisation, the management decided to set up the office in this part of the building. The office was redesigned with a modern, refurbished look to correspond to the new technical background and the programme materials that were developed for the adult education.
An interior of about 154 m2 was completely refurbished as part of the Norway Grants tender. Refurbishment was designed to enhance the successful implementation of the training programme/educational function. A total of 12 rooms have been renovated: 1 reception area, 2 corridors, 1 room for trainings and events, 1-1 restroom for men, women and for the disabled, 1 kitchen, 1 office room, 1 cleaning cabinet, 1 boiler room and 1 storage room. The classroom is suitable for training 14-18-45 persons - depending on the IT equipment used.
The technical base of the future training programme is a unique system also suitable for successful adult educational programmes: a training methods based on Samsung Smart School digital technology. Testing the system started in primary education a few years ago, however, our programme would be the first to be used within the framework of adult education. Naturally, this would require the interactive presentation of training materials with more illustrations that could be used on tablets as well. The introduced system is a complete educational framework, which includes versatile curriculum development, touch screen devices, and 56" Samsung touch screen displays as well.
The opening ceremony of the office took place on 09 November 2016. An impressive interactive place of education was constructed for implementing an innovative training program, which place corresponds to the requirements of adult education in the 21st century. The audience at the opening ceremony of TUD18 was addressed by Attila Ughy, mayor of the district's Municipality, by Olav Berstad, the newly appointed ambassador of Norway, by Adrian Savanyú, Head of Department, representing the Prime Minister's Office.
UPDATE: Since January 2017 the offered trainings have been in progress at full speed with the following schedule:
16-17 January – IT Skills
24-25 January – Stress and Conflict Management
30 January, 6 February – Leadership Training
January-February – Machine Operator for Material Handling Machines
(forklift driver, 2 parallel courses)
9 and 16 February – Project Management Skills
20 and 27 February – Leadership Training
13, 20 and 27 March – Client-centered Communication
27 and 28 March – Stress and Conflict Management
March – Tranporter of Special Goods and Materials
Electronic registration for the offered courses is available at www.tud18.hu – Offered courses menu (if the applicant has no internet access, registration is possible at the customer service of Városgazda18). All the applicant needs is an e-mail address. The courses are available completely free of charge during the Norway Grants project (until 30 April 2017).