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Supporting skill development in SMEs 71

can be persuaded that if they do not invest in training, they risk being badly
prepared for current market changes and may even run out of business.
Training networks are a powerful means of addressing the complex
training needs of SMEs, and developing a new range of training services
that match their specific constraints and requirements. Although for staff
working in SMEs, training may not have an impact on career progress and
salaries, any package to support innovative working processes in SMEs
through training, should include both financial and non-monetary incentives
for employees, such as the accreditation and certification of training and skills
acquired, integrating training and mentoring within the working environment
and compensating for training undertaken outside working hours. Both
training organisation and methods need to acknowledge the constraints
of enterprise size, and adopt alternative solutions such as flexible training
and learning opportunities of a more non-formal and informal nature. Non-
formal and informal learning, when integrated into working tasks, might not
abolish completely the need for more organised and structured approaches
to training. On-the-job learning is well suited to the constraints of SMEs, and
it is worthwhile taking full advantage of it to meet both pressing and more
customary training needs.