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In-company trainers as key drivers of quality 91

access funding. Continuing training provision needs to respond to dramatic
changes, which were exacerbated by the present economic crisis, across
industries, sectors and occupations. Medium and small-sized enterprises tend
not to have human resources policies: in these, employers need even more
help to develop strategies on skill development, in a variety of domains.
Adult learning in the workplace is at the crossroads of major policy
developments in lifelong learning, labour market participation of older
workers, and the acquisition of ‘new skills’ that the ‘new jobs’ to be created
will require. The following section proposes some suggestions for action to
improve participation in learning opportunities in the workplace.

Raising employer awareness and bringing
together innovation policies and skill
development strategies

Incentives to promote continuing training will have limited effects, as long
as enterprises are not aware of how skill requirements may develop in
the future. Most enterprises that do not provide training do not see the
need for investing in skill development and believe that staff is adequately
skilled for work duties. How can awareness in enterprises of the benefits
of skill development for anticipating and tackling sectoral changes be
stimulated? This calls for chambers of commerce and trade and employers’
representatives to raise awareness of emerging trends on skill requirements
and occupations, changes in specific sectors linked to innovation in technology,
and adjustments in production and work processes. National, regional and
sectoral mechanisms and programmes that foster innovation in enterprises
and continuing training, such as sectoral training funds, can help shape a
shared analysis or understanding among enterprises of current developments
and anticipated skill needs. On the premise that enterprises will only invest
in training to sustain competitiveness, it is critical to publicise the benefits of
training, through quantitative figures and also case studies based on specific
enterprises that illustrate a range of benefits, for example, improved work
organisation, efficiency, productivity, innovation and adaptation to sectoral
changes or increased commitment of staff.
Getting the right skills is fundamental for enterprises to be innovative, and
adopt new technologies, work organisation, and production processes. A
fundamental question needs to be raised:. is limited investment in continuing