The aim of the project "HR Academy - adapt the company to the requirements of tomorrow" is to provide training or advisory support to at least 950 employees responsible for personnel policy delegated by entrepreneurs, including 380 employees from large enterprises. Participation in the project will prepare entrepreneurs for the dynamically changing labor market by obtaining by at least 855 employees, including 342 from large enterprises, qualifications and competences in the HR area corresponding to the needs consistent with self-diagnosis, demographic changes and changes taking place on the labor market, such as: digitalisation, automation, remote working, multiculturalism and multigenerationality until 31.12.2026. Support will be provided to at least 150 entrepreneurs from all over the country (without self-employment), including at least 90 SMEs, using a demand-side approach, consisting in co-financing services from BUR. School and consulting services will be used by HR teams, employees responsible for the company's personnel policy and managers or candidates for managers, indicated by the entrepreneur to acquire the missing competences in accordance with the result of self-diagnosis. The project responds to the challenges that the economy has to face after the pandemic, at a time of inflation and in the face of the influx of migrants and the changing employment structure – the activity of the ‘silver generation’, the innovation and technological skills of the YiZ generation. As HR Challenge Poland 2023 speakers pointed out, ‘it is HR departments that are tasked with ensuring the comfort of the crew, and to a large extent they also bear the burden of communicating the change and creating the right conditions for employees to adapt.’ Complementing competences and qualifications by these people will allow employees, companies and entrepreneurs to adapt to change, supporting active and healthy ageing, adapting the working environment to health risks, which is a direct objective of FERS.01.03. Bearing these aspects in mind, the recruitment took into account the special availability of participation in the project for HR employees - SA persons, as well as entrepreneurs who have not yet benefited from this type of support. With the help of HR support experts, entrepreneurs and their HR employees will have the opportunity to supplement PARP's model of self-diagnosis and choose the right set of competences in the area of HR, and then benefit from co-financing. UR, which will contribute to: 1/increasing awareness of the needs of schools./advisory 2/strengthening the role of people responsible for HR in the process of shaping the development of the company 3/equipping people and the company with the tools necessary in the transformation of the organizational culture 4/effective preparation for the challenges of working with a multigenerational team or with a team with diverse needs 5/effective management of a multinational, multicultural team 6/conscious selection and use of digitalization tools, digitization. MARR SA provides a project team, which will be responsible for the preparation of recruitment and settlement documentation, promotion and information, communication, recruitment, handling of applications in the electronic system, conclusion of contracts, substantive support of participants and payment of refunds, monitoring. Tasks planned: 1.Recruitment – consisting of stages 1.1 of documentation 1.2 information-promotional activities 1.3 acceptance and substantive assessment of applications 2.Implementation of support, during which the MARR will ensure constant contact and advice related to the selection of services from the BUR, responding to the needs of the entrepreneur according to self-diagnosis and complying with the OKHR and will settle the school / advisory services according to the fees / remuneration adopted by the company. On the basis of the submitted documents, refunds will be paid and the own contribution settled in the form of a fee and remuneration depending on the preferences and limits set in the budget. 3.Monitoring 4.Indirect costs