This project has been funded with support from the European Commission.
This web site reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
This guideline provides the companies with specific suggestion on how to host internships. The guideline covers topic such as: creation of fruitful cooperation with VET institutions; organisation and tutoring of the internship.
The key word that has distinguished all those who have entered the world of work in the last twenty years has been "life-long learning". Through continuous training the worker modifies a learning no longer appropriate with respect to the new work needs dictated by both technology that meets the needs of society. A training that does not stop at the cycle of studies, but that continues practically all of life. In recent years this method has been used to make workers acquire transversal skills - digital ones, for example - which will facilitate them in different tasks and in a possible relocation to the labor market. An economist wrote that "if training can not keep up with technology, the result is inequality". This is even more true for companies where the lack of continuous training inevitably leads to the closure of the company. In fact, a more skilled staff optimizes time and has easier access to new technological tools, with advantages for the company and the system. However, if this is evident to the management of large companies it is more difficult to understand this need in small companies where the availability of time and resources is certainly limited.
The introduction of the digitalization of procedures now allows companies to train their staff through virtual platforms. In addition to ensuring advantages in the customization of training and in the evaluation of the same, allow small businesses to train staff without taking too much time to production and without having to create training rooms in spaces just enough to perform their duties. Through the virtual learning platforms the worker and the employer can access their contents from anywhere and at any time they wish. This certainly makes it difficult to separate private life from professional life, but allows staff to use free time (even private) to increase their skills. For the company this represents both an advantage and a risk since it is probable that a young trained worker prefers career paths at multinationals that offer professional and economic incentives not accessible by small businesses.
This project has been funded with support from the European Commission. This web site reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.