To ensure the future prosperity and well-being in the eu, it is crucial to address the challenges posed by the demographic transition. Along these lines have been some of the initiatives taken at european level, and that are being applied in different member states. The objectives and principles enshrined in the european year of the powers they play an important role in addressing the demographic transitions, ecological and digital interaccionadas are. In this line would be: the necessary training and refresher and continuous, the better understanding of the needs of employment and training, guidance and accompagnement personnalisé and making it easier for businesses to find the staff needed. These are some of the challenges faced by, inter alia, the Public employment services.

Keywords: demographic transition, ecological, digital, European Year, skills, shortage

In order to ensure future prosperity and well-being in the EU, it is crucial to address the challenges posed by the demographic transition. Some of the initiatives taken at European level, which are being implemented in the different Member States, have been presented in this context. The objectives and principles set out in the European Year of Skills play an important role in addressing the demographic, ecological and digital transitions which are interacting. These include: training and the necessary continuous re-skilling of people, better knowledge of the employment and training needs of the labour market, personalised guidance and support for people, and making it easier for companies to find the staff they need. These are some of the challenges faced, among others, by the Public Employment Services.

This article begins with some context data, on the ageing of the working population, the global economic context and challenges in the labour market by the triple demographic transition, ecological and digital. Then mention the European Year of the competences and its impact on the demographic transition. Later, are reflected various initiatives of the european Union to face up to demographic change and competency needs that exist. And it ends with a series of conclusions and challenges to address the demographic transition in the labour market.

1 . 1 .- A working population ageing in Spain

The SEPE, to date 31 december 2018 it had 8 . 224 troops, this number has fallen to 31 december 2023 to 7 . 457 . The percentage of personnel over 50 years amounts to 57 , 04 %. And, taking into account, the figure of over 60 years, in the 5 the template years can be enhanced to around 6 . 500 troops.

In the case of public employment, it is also imperative to anticipate taking into account, among other points: the analysis is needed, at the prevalence of digitization into its content; replenishment rates; and the time required for the coverage of the posts.

Are we really aware of the incidence of this item that we already have, around the corner, in the labour market and the civil service?

1 . 2 .-The global economic context: the challenges posed in the labour market by the triple demographic transition, ecological and digital

The analysis of the global economic context and its impact on the labour market, we will focus, given the content of this article, the challenges posed by the triple demographic transition, ecological and digital. And the information collected is based on studies conducted by josé Moisés Martín Checker.

The challenges posed by the triple demographic transition, green and digital divide.

In relation to population growth and norte-sur imbalances include the united nations report “ World Population Prospects 2019 ”, which stated that, between 2020 and 2050 Europe will lose some 80 millions of people of working age, whereas Africa won 800 million.

In the eu, a 2050 the percentage of persons aged over 65 years will stand at around 30 per cent, compared to 20 % now.

Population ageing, the demographic challenge, involving both the demand and supply of competences. Since the offer, we should bear in mind: the competences can stay obsolete, physical intensity of labour, and the motivation to be formed. Since the demand, it is important to consider: the preferences of consumption by age, the pressures on the health system in the more limited.

With regard to digital transition, the same effect as job losses due to the automation, rising inequality between workers or new challenges in the field of labour rights.

The forecasts of automation to speak, 2025 of around 85 millions of people displaced by technology, 95 million new jobs and the need for new skills for up to a 40 per cent of the working population (world economic forum, 2020 ). However, the evidence gathered so far are contradictory.

Regarding the rise of inequality, there is some consensus that icts and their arrival on the economies will entail higher wages for the most highly skilled jobs, which will be the most productive, as well as the reduction of salary in the work of middle- and low, with any redundancies.

This could lead to a concentration of the greatest levels of productivity in the leading companies leading, even, at the end of the middle class as we know it today. However, although there is this true consensus that the digital economy is generating a polarization of employment, several authors indicate that there is no conclusive evidence that this is the case.

And, in relation to new challenges posed in the field of labour rights, telecommuting, or new forms of organization of companies, platforms …, introduces new organisational models that call into question the traditional division between employee and employer. Moreover, this involves, inter alia, challenges such as: the recognition of digital labour rights, work not standardized, gaps in social protection, mental health problems.

Finally, it is important to note that there is also a interaction between demographic transitions, green and digital which must be taken into account.

European year of Competences

ecological transition on two digital andis the lack of workers with appropriate capacities. The shortage of labour may also be due, in some cases, to jobs unattractive and poor working conditions. Address those issues by providing quality employment and retention policies is important for the proper functioning of the labour market. In many member states, it is hoped that the demographic ageingspeed up in the next decade as the ‘ cohorts baby boom 'are retiring, thus increasing the need to tap the full potential of the adults of working age, regardless of their origin, through ongoing investment in their skills. We also need to more people to participate in the labour market, in particular women and young people, especially those nor working, or attend school, or receive training, who face specific challenges that hinder their participation in the labour market. Effective strategies and overall powers, greater access to education and training opportunities for disadvantaged groups and the fight against stereotypes, in particular gender stereotypes, would help to increase employment and to reduce the shortage of qualified staff. In order to ensure a transition socially just and inclusive basis, such measures may be supplemented with solutions to those who do not have the possibility of upgrading and retraining their professional skills. ”

Theobjectivesthe AEC, reflected in article 1 of the previous decision, “ … the overall objective of the European Year is to foster a more focused thinking on recycling and continuing education in accordance with the powers, the law and practices. this will have To encourage to boost the competitiveness of european businesses, especially small and medium-sized enterprises (smes), and contribute to the creation of quality jobs with a view to unleash the full potential of dual digital transition ecological and socially just way, inclusive and equitable. Thereby promoting the principle of equal access to skills development and reducing inequalities and segregation in education and training and contributing to the continuous learningand career progression, so as to train people for access to quality jobs and participate fully in the economy and society. More specifically, this year's activities will promote policies and investments in the field of competences to guarantee that no one is left behind in the transition on two levels, ecological and digital, and in the economic recovery, and, in particular, to address the shortage of labour by addressing gaps and the inadequate capacity to produce a workforce and a empowered society capable of seizing the opportunities of the ecological transition on two digital and, through the following actions:

1 Promotion of investment larger, more effective and even at all levels, in any form of professional retraining and advanced training, education and training.
2 . Strengthening the relevance and supply of competencies through close cooperation, inter alia, the social partners, public employment services and private, business, education and training providers.
3 . To match the aspirations, needs and skills of persons with the needs and opportunities of the labour market.
4 . To entice people from third countries with the skills they need the member states.

To develop the objectives of the year, envisaged a series of activities, including, inter alia: Conferences, discussion forums and other events online and face to promote debate on the role and contribution of the policies of capacity (skills); working groups, technical meetings and other events to promote debate and mutual learning on the measures and approaches that can provide the parties concerned; information campaigns, comprehensive communication and awareness about the eu initiatives for professional retraining and upgrading of skills and lifelong learning; greater dialogue with social partners on these issues.

An analysis of the content of the decision of the AEC, throughout the text was referred to in many occasions on the ecological transitions and digital, as elements of transformation and change in the labour market that create new opportunities for persons and the eu economy. And that, too, need to have persons with the right skills to deal with the various changes in the labour market. And, in this way, contribute to that no one is left behind and that the economic recovery, as well as the ecological transition on two digital and is socially just and equitable. A workforce with the powers that are demanded also contributes to sustainable growth, leads to greater innovation and improves the competitiveness of enterprises.

However, it is only in recital 2 cited above, where there is mention the “ demographic ageing ” which is surprising since, in the coming years, the labour market due to retirement is a very large number of people for whom we must find its replacement, its replenishment, and did not, however, that demographic transitionto be taken into account, with the importance that it should. Are you paying particular attention to this issue?

2 . 2 .- Major events of the spanish presidency of the eu council in the european year of the powers and the demographic transition

Within the priorities of the spanish presidency of the eu council, has had a particularly important in the area of the ministry of labour and social economy and the public employment service Estatal (SEPE), visibility of the ACSemphasizing the importance of the demographic challenge that we are experiencing. We Stress at this point only two events:

- High-level conference on“ the active employment policy, a pillar of the european year of the competencies ”, which took place on 19 and 20 october 2023 in Barcelona and it was the most important event organized in our area within the framework of the presidency and of the ACS.

The Conferencewith more than 300 persons accredited and with the participation of representatives of: a number of states Members of the eu ( 3 Ministers from: belgium, sweden and Spain and 3 Secretaries of state: germany, Portugal and romania), the commission (commissioner for employment and Social Rights), representatives of the european parliament, the european network of public employment services (PES Netowrk), international agencies (Director of the OECD Employment, OIT-Cinterfor Director), agencies and european foundations (directors of Cedefop - eurofund, European Training Foundation), public employment services of the autonomous communities, local facilities of the SEPE, and the social partners, both spanish and european.
or from them, 64 people had the status of lecturers/panellists/experts.
or a noteworthy in the conference was that, over the same, after the various panels, workshops were planned, testimonies of entrepreneurs, persons in training, recruits, “ face ” to the various actions across the European Year of competences.
or in connection to the issue before us today refers to the following panels devoted to: “ European companies and the skills they need ”; “ Why and what the european year of Jurisdiction ”; “ Challenges of public employment services (BDS) to the competency needs of individuals, firms and the territories ”; and, “ what skills and jobs are needed in a changing global world? ”. Also, various workshops that were put forward numerous good practices in the european year of the powers and the importance of “ do not leave anyone behind ”.

In the conference with conclusions, of which are only associated with the subject of the article:
 deutsche postTraining and 3 transitions. The training has a direct impact on the three transitionswe find ourselves in: demographic, ecological and digital. These transitions will be fair if it is incorporated ethics as a way of furthering the human respect and here the training continues to play a leading role, some of the assertions and thoughts that, regarding training, impact in these transitions:
• Scientifically we know that in europe we started a demographic winter in which, by age, we will lose up to the 2050 to 80 millions of people of working age and africa will win 800 millions as referred to in the report on prospects for the world's population 2019 of the united nations. Hit generously and without bias in the management of migratory flows will be allowing immigrants to incorporate properly trained in the european labour market that will sustain our welfare states.
• likewise, in many sectors, we need to be able to incorporate women to work. In transport and construction, only one 15 per cent of women at work and in the technology sector only 30 %. Again, training in professional skills and personal especially are of particular relevance to meet the challenge of the incorporation of women in these sectors.
• pursue the path of the certification of competences.We have too many people with skills, but without sufficient accreditation, which implies increased job insecurity in the absence of professional recognition and impossibility of career advancement. It must also continue in this direction in order to avoid productivity gaps, which arise when there is a lack of training or when this does not have the appropriate certification.
• The scope of the public-private partnershipsit is important to public employment services (BDS) might be able effectively to all areas of the labour market.
• it is in thevulnerable groupsin that we need to focus the employment policies.
• extending and shed light on the ESCO taxonomyas a tool to effectively identify to competencies is demanding the business fabric.
• the need to make progress in the provision of people and the possibility of creating its learning pathwaythrough micro credentials.
• do not lose sight of the that, throughout the world, 50 % 6 . 000 million working womenthere are informal. They're working, but they are not in any record or traded.
• make unemployment benefitsreply to the point in time, ligándolas to training and improving the compatibility of the same with the employed workforce and own.

The meeting of the 20 ° Governing council of the european network of public employment services(PES Network), 14 and 15 december 2023 in Las Palmas Gran Canaria attended by the representatives of public employment services of the eu and eea, 27 countries present. Highlights only the points of the agenda that addressed issues relating to the AEC and the demographic transition:

or the one dedicated to the European Year of the powers and which also provided an update on the eu initiatives taken as part of a package of "mobility of skills and talents" of 15 november.
or focused on the demographic issue, its incidence in the labour market and competences, and the challenges that this implies for the public employment services (BDS). During the item was invited to the directors of public employment services (BDS) to discuss how to take into account the impact of population ageing in the labour market and how to adapt better SPE. The theme was initially submitted by the economist and consultant, José Moisés Martín Checker, followed by an exchange of views to continue with a number of testimonies of a woman entrepreneur from San Esteban de Gormaz, Maite Hernando, Executive vice president of the confederation Canaria of entrepreneurs, José Cristóbal García, and a presentation of good practice of Javier González López, and employees of construction. Finally, norway presented its initiative “ Horizon Scan ”.

Europe is experiencing a major demographic transformation ⁵
- In the coming years,
- Europe is a ageing continent
significant reduction of its working-age population..
- If no action was taken, demographic change will increase outstanding vacancies and it will increase pressure on social and health costs in the budgets.
- These consequences can hamper the efforts of both the public and private sectors towards green transitions and digital divide.
-Regional disparities,due to the depopulation and the “ brain drain ”, run the risk of undermining social cohesion.
There are various initiatives at eu level that take into account the foregoing, among which will highlight just some by its impact on the labour market and placed in the European Year of competences.

 communication on the “ building of talent in the regions of Europe ”: ⁶

This is the first key initiative in 2023 that contributes to the European Year of the powers which seeks, among others, is to give new impetus to the professional retraining and advanced training. This is why the commission adopted 17 january 2023 the communication on the development of talent in the regions of europe.
Up 82 regions 16 Member states (amounting to almost 30 % of the eu's population) are seriously affected by this decline of the working age population, a low proportion of university graduates and higher mobility or a refusal of its population between 15 and 39 years.

With this communication, the commission is launching the “ mechanism for the momentum of talent ”.This mechanism will help to eu regions affected by the accelerated decrease in their working-age population to be, retain and attract people, capacities and skills needed to address the impact of the demographic transition.

It also offers solutions, local and multidimensional, including the use of funds and eu initiatives in place to support the regions most affected by the demographic transition and its effects and the avoidance of new and growing disparities in the eu. Among these is the Technical support tool(WERE CONDUCTED AT AIT) to support member states, upon request in the framework of the convening of of WERE CONDUCTED AT AIT 2023 , with the necessary reforms at national and regional levels to address the decline of the working age population, the lack of capacities and the response to the needs of the local market.

Report of the commission 2023 on the effects of demographic change

It was also published the 17 january and updates the demographic Report 2020 and revised demographic trends and impacts identified in the light of recent events, such as the Brexit, COVID- 19 or the russian military aggression against ukraine. The report highlights that, in order to ensure the future prosperity and well-being in the eu, it is essential to address the challenges posed by demographic transition. Among these challenges include the ageing and population decline, declining working-age population, but also the increase in regional disparities, including a growing gap between urban and rural areas.

Communication “ demographic change in europe: a set of tools to act”:

The toolkit on demography is based on experiences in the entire eu, and establishes a in the field of demographic change which is structured around four pillars:

1 ) support parents through better reconciliation of family aspirations and paid work, particularly by ensuring access to affordable childcare and a good balance between professional and private;
youth
older generations
legal migration

The toolkit recognizes the need to take into account the territorial dimension of demographic changes, specifically in the regions facing the phenomenon of population decline and significant mobility outside of young workers, what is called, "brain drain ”.

- Will support the development or modernization policies relating to demographics at all levels, in particular by resorting to the instrument of Technical Support and integrate, where appropriate, matters of demography in the proposals relevant policies at eu level.
- Ensure that no region of the eu is left behind, mainly through in the official launching of the beijing platform for realisation of talents and the organization of new calls within the framework of the mechanism for the momentum of talent.

 ⁷

Within the results of the European year of Competences 2023 , which goes to the need to help individuals have adequate powers to obtain a quality jobs and businesses to address the shortage of expertise in europe, the past 15 november 2023 the commission adopted a set of initiatives for the eu as part of a "Package of mobility of skills and talents"(Skills and Talent Mobility package). This is a set of proposals. these include:

- A Communication on the mobility of skills and talent,
- A proposal for a regulation establishing a talent pool of the eu (talent pool),
- A Recommendation of the commission on the recognition of qualifications of nationals of third countries,
- A proposal for a council recommendation on educational mobility opportunities for all. Recommendation of the council entitled 'Europe moving "": mobility opportunities for learning for all ”.

Of the above, only be dealt with in more detail two of them, concerning the talent pool of the eu and the recognition of qualifications of nationals of third countries.

With regard to the first, theTalent pool of the eu ⁸ it is consistent with the commission communication 'demographic change in europe: set of tools for action' that recognizes that, if unaddressed, ageing and decline of the eu population are more likely to exacerbate shortages, increase the pressure on public budgets and affect the competitive advantage of the eu. Will focus Solely on the occupations with a shortage of labour at eu level, especially in the context of ecological transitions and digital, taking into account the particular needs of the national labour markets.

The talent pool of the eu will be the first online platform at eu level to collect profiles of jobseekers residing outside the eu that are registered at the same and offers of employment of employers of the eu. It comes to facilitate the recruitment of jobseekers from third countries in professions that are in short supply throughout the eu. Facilitate and expedite international recruitment to help employers access more reserve of skills and talent. Participation in the talent pool of the eu will be voluntary for the member states, which will underpin the management of the platform. It will provide information on the procurement standards and immigration, the procedures for recognising qualifications and validation of competencies, living and working conditions, and include safeguards to ensure a clear recruitment conditions and fair labour.

With regard to theRecommendation of the commission on the recognition of qualifications of nationals of third countries ^{9 ,}proposes a set of measures to simplify and accelerate the recognition of their competencies and skills that are intended to shorten the time frame for processing, reduce costs for third-country nationals, simplifying procedures translation processes and authentication, and to draw on existing expertise. These measures will streamline the current system of recognition of the eu and aproximarán the system established for nationals of the union to move to another member state. Facilitate this recognition is a key factor for employers who are looking for skilled workers and nationals of third countries who wish to enter the eu labour market and for their integration into their host societies. It is furthermore a complementary measure to the beijing platform for talent attraction mentioned above.

In conclusion, it is necessary to address some of the impact and challenges in this problem, particularly in the labour market.

Theeffectsof demographic change in the eu are having a major impact in:
-The labour market: europe's working-age population is decreasing, from here 2050 it is expected to fall in 35 millions of people, for sustaining economic growth, competitiveness is a need to include more people in the labour market or increase productivity through technological advances and the development of professional skills. If no action was taken, too, will outstanding vacancies.
-Employment: people live longer and healthier lives, so many citizens want to work longer, but not necessarily the same type of employment. In this regard, the number of teleworkers in the eu went from being 1 each 7 employees 2019 to 1 each 4 in 2021 .
-Lifelong learning: it is an essential element of the european year of the competences because there is a need for retraining and skills upgrading to address the changes and needs that arise to tackle demographic transitions, ecological and digital
-The services of assistance:by 2050 the percentage of persons aged over 65 years will stand at around 30 %, so having an increase of older persons in the EU there is a greater need for care and this poses a challenge for the long-term financial sustainability of our welfare states.
-This in addition to the obstacles posed to deaf youth a diploma attesting to the language skills, as official schools refuse to adaptation or waiver of oral evidence. “ It is being violated their right to access to higher education and learning a foreign language in equal conditions ”.demographic trends are not evenly distributed among all countries and regions;
-Rural areas:in general, are more affected than urban areas by the reduction of the population due to natural changes and migration, the “ brain drain ”, which affects young people;
-Europe's position in the world:since it is anticipated that the proportion of the world's population represents the eu continues to decline in the coming decades.
- Demographic change has a profound effect on the daily lives and requires holistic and integrated solutions.

Bearing in mind the above, there are some challengesthey face, inter alia, the public employment services:
- We are heading towards a complex scenario in which the low economic growth comes at a time of considerable economic transformation and labour.
- The main challenge today is not the destruction, but the transformation of employment.
- The reduction of the population of working age underlines the need to activate the talent available and continue to invest in skills upgrading in all generations.

- As the shortage of expertise to become more frequent, additional efforts will be needed to enable more people to the labour market. This particularly applies to:
or the elderly, to intensify efforts to maintain and bringing them into the labour market, sensitize on age discrimination and prevent domestic violence both in the recruitment and in situations of dismissal.
or women, increasing efforts to attract them to the labour market, in all sectors and eliminate differences between men and women in Labour market.
or persons with disabilities, animándolas integrate into the labour market through a sheltered employment and ordinary employment.
or a young, especially those who do not study, did not work or training.
or, in this context, some active employment policies in line with the support package on youth employment, the committee's recommendation on active support effective employment, the council recommendation on how to ensure a just transition towards climate neutrality and the employment package for persons with disabilities are key to the public employment services to improve the integration of these groups in the market laboral. and facilitate transitions between jobs to ensure that better use the potential of the working age population.

- It is necessary to enable young people to remain in the occupied with better opportunities for employment, training and infrastructure.

- We must increase efforts to build on the powers of migrants already established in the eu and of new arrivals.

- Companies must be able to adequately staffed to their needs, imperative to their competitiveness.

- It will be necessary to promote legal migration, for those posts, which did not manage to meet with manpower from the eu, facilitating the recruitment of persons from third countries and to simplify the recognition of their qualifications. For this is essential to improve coordination of the various units affected (interior, education, migration, labour).

- The demographic transition has a horizontal nature and multidensionalidad. Demography affects practically all policies and requires Public employment services, at all levels, to participate in a complex coordination because of the range of actors needed to be informed and involved.

- The social dialogue should help us to make progress on agreements tailored to the needs of the business fabric and the interests of the individual workers.
Finally, mention that, in order to ensure the future prosperity and well-being in the eu, it is crucial to address the challenges posed by the demographic transition. Along these lines have been some of the initiatives taken at european level, and that are being applied in different member states. The objectives and principles enshrined in the european year of the powers they play an important role in addressing transitions: demographic and ecological are digital interaccionadas. In this line would be: the necessary training and refresher and continuous, the better understanding of the needs of employment and training, guidance and accompagnement personnalisé of persons and to enable them to find the staff they need.