The transition to a sustainable economy is transforming the skills employees need across every industry. While many organizations recognize the importance of green skills, one challenge remains: How do you encourage employees to continuously learn and prepare for the future?
An inspiring example comes from Croatia’s Green Training Voucher programme, highlighted in the OECD’s Employment and Skills Policies for the Green Transition. The initiative provides individuals with access to funded training that equips them with in-demand green skills, making it easier to adapt to changing labour market needs.
Although not every employer can replicate a government-funded scheme, the underlying principle is highly relevant for HR professionals. By adopting a voucher-inspired learning model, organizations can make green upskilling more accessible, flexible, and employee-driven.
Disclaimer: Please note that the content of this article is for informational purposes only and not intended to serve as personal career counselling. While our team comprises certified career counsellors, the insights presented are generalised and may not apply to every individual’s unique circumstances. We encourage you to seek personalised career counselling for advice tailored to your own situation.
1. What Is Croatia’s Green Training Voucher Model?
Croatia introduced training vouchers to encourage workers and job seekers to develop skills needed for the green and digital economy.
Instead of requiring employees to follow a rigid corporate training programme, eligible learners can choose approved courses that match labour market demands and their career goals.
The model offers several advantages:
- Encourages lifelong learning.
- Gives learners greater ownership of skill development.
- Aligns training with emerging workforce needs.
- Helps reduce skills shortages in growing sectors.
The programme demonstrates that successful workforce development is not just about offering training—it’s about making learning accessible, relevant, and flexible.
2. Why Employers Should Take Notice
Today’s workforce is experiencing rapid change. Sustainability goals, ESG reporting requirements, evolving regulations, and advances in green technologies are influencing roles across operations, procurement, finance, HR, manufacturing, and supply chain management.
Traditional classroom training often struggles to keep pace with these evolving requirements.
A voucher-inspired approach shifts the focus from mandatory training to employee empowerment, allowing individuals to develop skills that benefit both their careers and the organization.
This creates a culture of continuous learning rather than one-off compliance training.
3. How HR Can Adapt the Voucher Model
Employers don’t need government funding to apply the principles behind Croatia’s programme. Instead, HR teams can create internal learning initiatives that give employees greater flexibility in choosing green skills development opportunities.
A. Provide Learning Credits
Allocate an annual learning budget or digital learning credits that employees can use for approved sustainability-related courses.
These may include training in:
- ESG fundamentals
- Sustainable procurement
- Energy efficiency
- Circular economy
- Carbon accounting
- Environmental compliance
- Green project management
Giving employees choice increases engagement and encourages learning aligned with individual career aspirations.
B. Curate Approved Learning Pathways
Rather than allowing unlimited course selection, create a curated catalogue of high-quality programmes from trusted providers.
This ensures learning remains relevant to business priorities while giving employees flexibility to choose topics most applicable to their roles.
Different departments may require different pathways depending on their responsibilities.
C. Link Learning to Career Development
Employees are more likely to participate when they see clear career benefits.
HR can integrate green learning into:
- Internal mobility programmes
- Leadership development
- Promotion criteria
- Performance reviews
- Succession planning
This reinforces that green skills are becoming core professional competencies rather than optional knowledge.
4. Recognise and Reward Learning
Recognition encourages participation.
Celebrate employees who complete green certifications through internal communications, digital badges, learning awards, or opportunities to contribute to sustainability initiatives.
Recognition creates momentum and demonstrates organizational commitment to continuous development.
5. Closing Green Skills Gaps
Many organizations already have sustainability goals but lack employees with the practical skills needed to achieve them.
A voucher-inspired learning initiative helps HR address capability gaps by encouraging employees to build expertise in areas that support business priorities.
Examples include:
- Improving resource efficiency
- Supporting ESG reporting
- Implementing sustainable procurement practices
- Reducing operational waste
- Managing environmental compliance
Rather than relying solely on external recruitment, employers can develop existing talent to meet future business needs.
6. Building a Culture of Continuous Learning
Perhaps the greatest lesson from Croatia’s model is that learning works best when employees are active participants rather than passive recipients.
Giving people autonomy over their development encourages curiosity, accountability, and long-term engagement.
For HR leaders, this means moving beyond annual training calendars and creating an environment where continuous learning becomes part of everyday work.
As sustainability expectations continue to evolve, organizations that invest in flexible learning models will be better equipped to respond to future challenges.
Conclusion
Croatia’s Green Training Voucher programme offers more than a public policy success story—it provides valuable inspiration for employers looking to future-proof their workforce.
By adopting voucher-inspired learning initiatives, HR professionals can empower employees to build relevant green skills, close capability gaps, and strengthen organizational resilience.
The future of work belongs to organizations that view learning as a continuous investment rather than a one-time event. By giving employees the flexibility, resources, and encouragement to develop green competencies, employers can create a workforce that is ready to thrive in an increasingly sustainable economy.
