Adopting flexible working can be a challenging task and companies struggle to get the best out of their investment in its application, primarily because of the lack of expertise in delivering this new form of work organization and a lack of follow up and guidance with the team that is new to this change in the working environment practice.

This is why the WorkingSmart builds on a strategic partnership between business and education to broaden the skill set of HR managers in public and private organizations, including owners and managers in micro and small companies. The innovative training proposed will empower them to be capable of creating environments conducive to smart working by enhancing management of diversity within and amongst organizations across Europe, promoting the values and removing the risks associated with remote working.

The action is aimed to give people opportunities to learn at any stage in life, and targets both skilled professionals as well as less-experienced workers, including those looking for a professional change and novel job opportunities that are willing to make a career in the HR fields.

Novel professionals benefiting from this project, will be trained to help organizations and their managers to be capable of planning smart working in a way that is flexible and fit for purpose, dealing with organizational and labor issues, including compliance to the GDPR and performance measurement and management. This will include both measurable and acceptable modifications in the physical and daily routines of the job, as well as the way flexible working will alter the established hierarchical and trust relationships. 

The main target groups of WorkingSmart project are:

a) Entrepreneurs, managers, HR managers and supervisors expected to be capable of planning smart working in a way that is flexible and fit for purpose, dealing with organizational and labour issues, including compliance to the GDPR and performance measurement and management. They will be challenged to cope with cultural aspects and biases today surrounding this organizational practice, and to promote training to enhance understanding and acceptance of smart working;

b) Workers directly involved in smart working processes, with learning focusing on digital skills and soft skills, including knowledge management and networking, self-empowerment and creativity.