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Learning while working
70 Success stories on workplace learning in Europe

In partnerships for skill development it is important to involve other key
players besides enterprise managers and owners to represent the interests
of SMEs: chambers of crafts and commerce, and employers and trade union
federations play an important role in raising awareness of the benefits of
continuing learning to manage change in enterprises (European Commission,
2009c; Eurofound and Cedefop, 2009). Although small companies are not
that often represented by trade unions and employers’ organisations, the
social partners are well aware of sectoral changes, training needs and
available resources for training.
Existing financial incentives have been adapted to the training needs of
SMEs and their employees. It appears that the most obvious advantages of
training vouchers to encourage the training of SME staff are their simplicity,
their positive impact in raising awareness of training needs, and their
efficiency in meeting supply and demand, while respecting freedom of
choice (Cedefop, 2009d). However, introducing training vouchers or other
cost-sharing mechanisms is not sufficient to increase continuing training in
SMEs. It needs to be accompanied by different kinds of support and guidance
for SME owners with regard to financial incentives, training provision, and
the establishment of a work organisation that stimulates on-the-job learning,
as well as to their employees on the range of learning opportunities and
incentives available to them. It is challenging for SMEs to provide training
during working hours that innovative incentives and returns on their efforts
may need to be considered to motivate and compensate workers who
undertake training in their free time.

5.4. Conclusions and policy messages

When companies introduce new working processes or technological innovation
the inadequacy of skills becomes apparent. Raising SME commitment to
training is a sine qua non for subsidising mechanisms for skill development
opportunities to achieve the goal of expanding the provision of continuing
training. In the case of SMEs, cost-sharing mechanisms, such as the sectoral
training funds, need to develop specific actions targeting company owners
and managers, whether it is awareness raising, training or advice, which may
in turn lead to increased demand for training. As shown by the examples
that illustrate this chapter, support services are crucial in helping enterprises
to analyse their training response to sectoral and technological changes.
Through public programmes that stimulate continuing training, enterprises