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Broadening access to learning in the workplace 39

motivation to learn; and the opportunities that the working environment gives
them to use newly acquired knowledge and skills. This chapter focuses on
strategies that aim at widening access to continuing training in the workplace,
in particular for the the most vulnerable groups of workers. The analysis
considers how financial incentives should be designed, the development of
key competences in the workplace, and the role of validation of learning and
career guidance and counselling in motivating workers to take on further
learning. It suggests that a combination of policy measures, learning initiatives
and incentives is needed to expand learning opportunities in the workplace.

3.2. Taking on board the interests of employers
and employees when designing financial
incentives

Findings from the third European survey on continuing vocational training
(CVTS3) indicate that financial incentives tend to have a higher impact on
large and medium-size enterprise training provision and are less influential
for smaller enterprises (Cedefop, 2010b, p. 12). Smaller businesses seem
to encounter difficulties in acquiring information on available subsidy
programmes for training and training incentives, as well as in meeting the
administrative requirements of training subsidies. Unintentionally, cost-
sharing mechanisms on continuing training may end up funding training
measures that enterprises would have delivered anyhow to their employees,
with limited added value.
It is a challenge for funding mechanisms on training to avoid reinforcing
inequalities related to participation in training, by specific types of enterprises
or categories of employees. For instance, although sectoral training funds
improve training by bringing it closer to sector needs, specific groups of
employees seem to be underrepresented in the subsidised training activities
and SMEs still do not take full advantage of the funds, despite training levies
being compulsory for enterprises. It is currently being debated in Italy whether
sectoral training funds should provide resources to large enterprises, or whether
they should specialise in funding the training provided by SMEs or enterprises
located in disadvantaged geographic areas (Cedefop, 2008f, p. 112). In
general, however, different forms of cost-sharing mechanism, including sectoral
training funds in which funding comes from the compulsory contributions of
enterprises, strengthen enterprise awareness and commitment to training. As