The Voivodeship Labour Office (WUP) in Warsaw, in collaboration with 4CF, is launching an innovative study on the future of the labor market in the Mazovia region. Rather than focusing solely on current staff shortages, the project juxtaposes today’s business challenges with forecasts for 2035. This initiative is co-financed by the European Union under the National Recovery and Resilience Plan.

Rapid changes such as automation, artificial intelligence, decarbonization, strict ESG requirements, and shifts in global supply chains mean that traditional methods of forecasting skill demands are no longer sufficient. To address this, the project utilizes a Real-Time Delphi (RTD) study, an advanced foresight tool that gathers the pulse of global HR trends from experts worldwide.

Kacper Nosarzewski, partner at 4CF and the project manager, notes that simply mapping today’s vacancies is not enough in an era of deep digital and green transformations. The goal is to combine the practical knowledge of experts from Mazovia with hard forecasts of global trends to prepare the region for the “twin transition.”

To develop actionable recommendations for the regional education and training system, HR directors, managers, entrepreneurs, and innovators are invited to participate in half-day workshop panels. Participants can choose between two paths:

• Path 1: Diagnosis (Online, May 18-22) – Interactive sessions where participants will confront current recruitment barriers in their industries with surprising forecasts from the Delphi study.
• Path 2: Solutions (Offline, May 25-29 in Warsaw, Radom, and Płock) – Live conceptual work focused on generating concrete recommendations for HR support policies in Mazovia.

The workshops will be facilitated by Anna Gnoińska, a 4CF expert and founder of REVIT.HR, and Shaheen Gaszewski, a 4CF analyst specializing in translating complex signals of change into practical strategic insights.

This project is not only a chance to have a real impact on how regional HR support policies will be shaped and funded in the coming years, but it is also a unique opportunity for HR departments to gain a strategic advantage. Participants will receive financial remuneration for their time and priority access to the hard data from the RTD study months before it is made public.