IBCVET newsletter November 2017



Taking CVET to businesess – Common issues




The project has a major impact in the four selected European Regions: Brittany, Galicia, Malta and Portugal. Together with the consortium meetings, the partners have been able to organize an event in each region to disseminate the project and to debate on how to promote Continuing Vocational Training of Adults with low skills in the shipbuilding sector.



In Brest, Brittany, the project was discussed with the local community of students, who expressed their whish to have their skills and competences recognised at an European level in order to have a big variety of job opportunities.
January, 2017



In Malta and Vigo, the project was presented to national authorities and training entities, who provided different types of inputs according to their regional experience and the challenges they face. IBCVET was presented in two international fora and promoted a closer relation with local entities.
May, 2017



Take the Training to Businesses

With the aim to discuss and exchange ideas for the promotion of continuing training and to boost the linkage between CVET policies and businesses, the project has developed an Action Plan – Take the Training to Businesses. Making use of the information gathered for the report ‘State of the Art’ and conducting several regional meetings with training entities and businesses, the outcome of this work allowed us to understand the main issues of implementing CVET in businesses and to propose concrete actions to mitigate the main obstacles.




Taking CVET to businesess – Common issues

1. CVET is associated with Life Long Learning (LLL), which is considered indispensable to meet the challenges of competitiveness and sustainability of organizations and businesses, for the creation of motivation of workers and to encourage the development of new economic activities.
2. The importance of continuing training is transversal to the various professional / work segments.
3. The main objective of continuing training is to ensure the development of skills required by the job posts and professional contexts that are constantly evolving and changing. That way, continuing training must be delivered in a professional / organizational / business context and by trainers with a specific knowledge of that context.
4. Continuing training is important to ensure compliance with legal, technical or technological requirements, which are essential to ensure the presence of companies in the markets. It is also critical to ensure the creation and sustainability of new products and services.
5. Smaller companies face more difficulties in accessing continuing training. Some of the reasons identified are the difficulties in managing working and training periods, difficulties in financing, and the scarcity of adapted training programs and prepared trainers.
6. Less educated adults with lower levels of qualifications often have a high level of tacit / informal knowledge crucial to the performance of jobs with a strong component of technical skills. And they are, according to the companies, indispensable in some specific professional areas.




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