Traduction de «Préparation du personnel de formation professionnelle » (Français → Anglais) :

Regulated courses and regulated in-service training, of a total duration of not less than 15 years, a prerequisite of which is, generally speaking, successful completion of compulsory schooling (of a duration of not less than nine years) and of vocational training (normally three years) and which generally comprise at least two years of work experience (three years in most cases) and an examination in the context of in-service training preparation for which generally comprises a training course which is either concurrent with the prac ...[+++]tical experience (at least 1 000 hours) or attended on a full-time basis (at least one year).

to facilitate cultural preparation for and initiation into living, learning and working practices in host countries, as well as social reintegration back into the home community, in particular by training relevant contact persons of the target groups (university teachers and administration, vocational teachers and trainers, teachers and head teachers, staff of sending and hosting organisations etc.) interculturally, and to encourage educational institutions to appoint staff to coordinate and facilitate their intercultural training;

These could include, for example, assistance with regard to advice on training and assistance with regard to analysis of training needs; 3. encourage undertakings to give impetus to the continuing vocational training necessary for their development, taking account of the particular situation of the employees of the undertakings, particularly in order to promote, where appropriate, the measures described below; 4. make provision for specific incentives and technical support measures which are appropriate, necessary and adequate for undertakings facing industrial change, in order to encourage vocational training and retraining for their employees; 5. develop continuing vocational training in order to make it an important feature of regiona ...[+++]l and local development, taking into account the specific needs of employees and undertakings; support the establishment of partnerships, particularly at regional or local level, to analyse the requirements of undertakings and employees and to provide up-to-date information on training opportunities in order to match supply and demand as closely as possible; 6. impress on employers that they should inform their employees as soon as possible and, if necessary, at the time of their recruitment, about the undertaking's policy and activities in the field of continuing vocational training and staff development and about the terms of access to continuing vocational training, including the possibility of being assigned non-active status for the purpose of continuing vocational training; 7. support initiatives which enable workers who so desire to assess their continuing vocational training needs.

Anticipation is an ever-present aspect and paves the way for operations involving training for workers and support for training structures; prevention of exclusion from the labour market of workers in firms affected by industrial change and production system developments as a result of the incompatibility of their qualifications with these changes; adaptation of the skills of workers under threat of unemployment to the tasks and division of responsibilities generated by industrial change; support for mobility outside the undertaking and limitation of the adverse effects which may result from external flexibility where this is the only al ...[+++]ternative; improvement of access for workers to training, particularly workers in small and medium-sized businesses, and enhancement of companies' awareness with regard to the preparation of training plans.One of Mr Flynn's comments was that he was particularly pleased to note the significant role played by the CSF for Objective 4 in the ESF's contribution to the effort made by Belgium in the field of anticipation.

training policy and training strategies of enterprises in developing the skills of their workforce; management, organisation and forms of continuing vocational training in enterprises; the role of social partners in ensuring continuing vocational training in the workplace; access to continuing vocational training, its volume and content, especially in the context of economic activity and enterprise size; specific continuing vocational training measures of enterprises to improve the skills of their workforce; chances for employees in small and medium-sized enterprises (SMEs) to acquire new skills, and the particu ...[+++]lar needs of SMEs in the provision of training; the effects of public measures on continuing vocational training in enterprises; equal opportunities to access continuing vocational training; specific continuing vocational training measures for people at a disadvantage in the labour market; continuing vocational training measures geared to different types of employment contract; expenditure on training: funding levels and funding resources, incentives for continuing vocational training; evaluation and monitoring procedures.

9. INVITES the Member States, the two sides of industry and the competent bodies, in accordance with national practice, to develop exchange of information and experience on the quality of vocational training, while fully respecting national practice and Member States' responsibility for the content and organization of vocational training, by supporting measures to: (a) promote access to information on the vocational training on offer suited to the needs of the consumer; (b) improve requests for vocational training, whether they deriv ...[+++]e from the public authorities or from undertakings, for example by formulating objectives; (c) encourage those providing vocational training to improve the quality of their services through further vocational training of their staff and by research and development initiatives and initiatives to propagate innovations in the area of quality; (d) promote methods and tools for evaluating vocational training.