Students, workers, unemployed people, apprenticeships are supossed to aquire a wide range of skills, knowledge and competences, not only training support but also work experience. However, the amount of training beneficiaries modify considerably among them, what is more, there are also a huge amount of reasonable aspects that justify quite different outcomes of those researches.
To show what I mean, particularly I dare to mention some examples concerning training:
In first place, institutions involvement in several responsibilities such as training structure design, quality management, trainers training,….Social partners and governments do not take part in an equal way in their countries, in addition, they often take on different responsibiities concerning these issues.
Secondly, when the student have the opportunity to move forward the first work experience training frequency goes down. There are remarkable changes, for instance, in training offers, training attendance, motivation and, above all training institutions together with training quality they offer.
On the whole, having said that, continuing training belongs to lifelong training, consequently, there are challenging key items to tackle.
I should go back in order to regain more actors involved in training management, Instead, I will focus my last comment on the most important actor, probably in this field. Companies/employers should be engines which enable suitable management of training. They may provide accurately updated training needs to training institutions, centres and employment public institutions. Last but not least, they have great deal of responsibities towards their employees, Employers are expected to be in charge of those activities an duties.
Basically, stakeholders should figure out and adscribe companies a great deal of responsibilty, they must take action and steps. Just because they are in the first line among the training required and the employees involved in them. Unbeatable chance.