Being able to keep in pace with the fast changing business environmental landscape demands a strong adaptive capacity. In this context the employee’s skills are one of the most important competitive advantages. The individuals’ skills need to match the labor market demands. Lack of systems that support the ability to match the individuals’ skills toward the labor market needs, result in huge costs. Costs not only for society but also for companies and individuals. To be able to cope with these challenges it is essential that we develop structures and processes that strengthen our capacity for adaptation. The need of developing our capacity to efficiently and continuously transform is essential and is both a matter of survival for businesses and for individuals’ ability to maintain on the labor market. The Swedish Job Security Council for blue collar workers in the private sector (TSL) is a non-profit organization built on the collective agreement between the employer organization “The Confederation of Swedish Enterprise” (Svenskt Näringsliv) and the unions’ organization “The Swedish Trade Union Confederation” (LO). The purpose of the foundation is to help people transforming to new jobs. TSL has 100 000 company “members” with 900 000 employees. Included sectors are for example mechanical industry, plastic industry, iron industry, textile- and clothing industry, mining industry, service & communication, building-, forestry- and wood industry, hotel- and restaurant sector and the food industry. The labor turnover rate for blue collar workers in these sectors is the highest in Sweden, compared to both white collar employees and to other sectors. Each year 22 000 employees with permanent contracts (being employed more than 12 months) are made redundant. It is approximately 2,3 % of the total amount of those employed within the sector. One of the overall problems is that, despite job seeking support from the Job Security Council during the period of notice, 22 % are unemployed after 12 months. Another huge challenge for the individuals is that 20 % go from permanent to fix termed contracts. This means that having skills to meet this high transformation rate is essential. But as we can see, there are a lot of employees that do not match the labor market needs. This complicates both transition and mobility and leaves a lot of people out of the labor market. An important cause of these matching problems is the unclear possibility to overview the national structures and models of how to validate professional skills related to the labor market needs. This means that macro structures and individual structures are interdependent and cannot be separated from each other. In addition to this there is also lack of resources for training cost within the system. The aim of this project is to analyze how to meet these problems and weaknesses and to strengthen employees’ transformation and mobility abilities. The project will develop an infrastructure/working model to strengthen the Job Security Councils capacity to identify the labor market needs and through competence mapping, validation and training strengthen the employees possibilities on the labor market. This project hopes to contribute to the long term capacity within the Job Security Council system through an increased efficiency to match the individuals’ skills with the labor market needs by strengthening the connection between training and working life.