Content of the paper: Nowadays, concurrent shocks and deeply interconnected risks are giving rise to the acceleration of polycrisis’ occurrence. This interaction of disparate threats constrains countries to cope with several risks whose overall impact far exceeds the sum of each part. All these pressures increase vulnerability and impact on resilience.

Many scholars investigated urban resilience, but most works generally focused on one event at a time (e.g., Shi et al., 2022; Zhou et al., 2021) even if recent studies suggest that polycrisis is becoming the new normality (e.g., WEF, 2023). In such a context, countries are stressed by increasing pressures and need to promptly take actions to not be crushed by them (Zeitlin et al., 2019). Those actions involve, among other things, improvements in public governance, policies, and decision-making systems. For example, countries can adopt new technologies and implement a risk management system as a way forward to bolster their resilience (e.g., Büyüközkan et al., 2022).

Recently, literature has recognized the necessity of introducing technologies into the resilience-building processes, but there is still a lack of empirical evidence on this issue (Cañavera-Herrera et al., 2022). This paper aims at collecting empirical evidence on the connection between polycrisis, spread of technology and resilience-building process in order to outline emerging patterns in the context of European countries.

Theoretical framework: This study employs the TOE framework (Tornatzky and Fleischer, 1990) as it fits the aim of this research by integrating the technological, organizational, and environmental perspectives to understand the factors that could affect the assimilation of technologies in a specific context. This framework is validated and applied to public context by scholars investigating the relationship between technologies and environmental issues at a country level (e.g., Defitri et al., 2020; Ullah et al., 2021).

Research method and empirical material: The paper adopts a quantitative research method using hand-collected data as proxies of polycrisis, technology and resilience variables. Authors collected data from reports published by the United Nations (GAR2022, EGDI), European Commission (DESI, E-Government Benchmark and INFORM Risk Index) and The World Bank (GDP, Poverty headcount ratio).

Regarding the methodological approach, descriptive statistics will be initially used to summarize data in an organized manner. Then, potential correlation of the variables will be explored to describe their statistical relationship.

Based on a documentary survey, semi-structured interviews and direct observation, this paper studies the genesis, the elaboration and uses of "competency frameworks" in the training of senior civil servants in France. The aim is to examine the specific uses of this instrument in the French case, in the context of what is known as the policy of "modernization" and "transformation" of public action.

This work deals with the impact of the 4th industrial revolution on the public sector and its effect on the role of training due to the speed and depth of changes it will bring about. A bibliographic research was carried out that highlight three main issues, a. the flexible work environment that will characterize the public sector on the one hand to respond to the increased expectations of citizens, on the other hand, to be prepared to expect the unexpected, b. the required skills of civil servants due to the integration of new technologies and c. the required adaptive organizational mentality, which it will ensure the existence of rules and the necessary open framework for citizens. According to research by the World Economic Forum (WEF), the rapid development of technology during the 4th Industrial Revolution creates a sense of fear in both developed and developing countries, mainly due to the threat of job losses affecting their livelihoods (Shank, 2016). The World Economic Forum (WEF) report preceding the Geneva Conference states that extremely important developments in areas such as artificial intelligence (AI), robotics, nanotechnology, genetics and biotechnology will create serious issues in business models and labor markets in the next few years, which is a major challenge for businesses. The biggest challenge is to find the skills of human resources that will respond to developments. The challenges for training related to the upgrading (upskilling) or reskilling of civil servants are highlighted and policy proposals are submitted that will help shape a learning culture through civil servants’ training in order to face new challenges in the workplace. It is also pointed out that the training should cover the required skills for the development of civil servants in order to cope with the needs of the new era and respond to the increased expectations of citizens in an effective way.

The discussion and reflection on the changes that the new era will bring about has started mainly in the business sector, and there does not seem to be a negative reaction to the challenges. But what happens in the public sector? In this context, this work attempts to respond to the following questions;

• What are the characteristics of the new working environment for the public sector in order to respond to citizens' needs?

• What changes will the integration of technologies bring to human resources in terms of the competences required to fulfill new public functions efficiently in the new era?

• Ηow will the changes affect the training of civil servants and what is the role of Public Training Institutes and Schools regarding the development of human resources of the public sector?

The purpose of our paper is to study the working time legislation and working time practices of top government officials in France. The situation of senior civil servants in the State administration regarding their workload has been described, for some of them, as "worrying".

The human factor is the most important in any systematic, procedural or organizational change. Therefore, it is by far the most basic element for the successful operation and development of an organization, whether private or public. The conception of the initial – strategic – vision, the enactment of the legal framework and finally the implementation of an integrated system of evaluation and management of human resources, constitute an important challenge for the Greek public sector, being accepted by the civil servants workforce (Kuvaas, 2006).

Law 4369/2016, was an attempt to set up an integrated system of evaluation procedures and methods for the selection and development of the country's Public Administration executives. The basic principles of justice, such as the principle of transparency, equality, meritocracy and efficiency, hoping to change the operation of the entire administrative system were of utmost importance. However, its practical problems, defaults and dysfunctionalities of Law 4369/2016 led to the enactment of the new law 4940/2022.

This law focuses on the operation and implementation of an evaluation system for Public Sector civil servants based on the main pillars of strategic management through objectives, a human-centered approach, strengthening individual skills and "building" effective teams. Strategic initiatives such as culture adoption, leadership, fruitful working environment, education/training/learning, change and innovation are evaluated through nine distinct skills that are presented in detail in the law.

This paper will attempt to present these new skills of the new law 4940/2022 based on:

• Their necessity,

• Their relation to the modern working environment, and,

• The teaching practices which contribute to the acquisition, reorientation and improvement of these skills and competencies.