1

Second International On-line Conference “Innovation in Training

Practice”

Interview with:

Carlos Gómez PlazaDirector

Tripartite Foundation for Training in Employment

(10th November 2009)

2

The Tripartite Foundation for Training in Employment

The Tripartite Foundation comprises the Public Administration and the most representative employers´

and trade unions´ organisations.

The institution provides technical support on training in employment to National Public Employment Service

(SPEE).

Its sources of finance come from Vocational Education and Training levies; the European Social Fund (ESF) and specific contributions allocated by National Public

Employment Service (SPEE).

3

Vocational Training in Employment

Set of learning processes which generate competence to support

working performance and, consequently, such processes make

possible improving competiveness of working organisations and

employment quality while facilitating creation of opportunities for all.

4

Training in employment key goals´

To support lifelong learning of professional people, improving their professional capacities in addition to personal promotion.

To provide adequate knowledge and practices linked to match accurately those competences required in the labour market and needs of companies.

To contribute on improving productivity and competitiveness of companies.

To improve employability of workers (on their own job or just in case they would wish to look for a new one).

5

DIFFERENT FINANCED TRAINING INITIATIVES

Demand-driven training schemes (Credits): Training actions carried out by companies and individual training leaves.

Supply-driven training schemes (Subsidies): Training plans-programme contracts- aimed primarily at occupied workers.

Innovation & Research: Actions in support of and accompanying training.

6

Evolution of training companies which provides learning activities to its workers and coverage rates (2004-2009)

32.130

61.802

88.946

137.038

201.030228.663

0

50.000

100.000

150.000

200.000

250.000

2004 2005 2006 2007 2008 Forecast2009

0,0

2,0

4,0

6,0

8,0

10,0

12,0

14,0

16,0

Training companies

Coverage rate (right scale)

7

Trained Participants per year of recived training (Supply plus Demand)

596.459934.212

1.148.6371.562.710

680.318

817.215

598.868

1.280.571

1.998.458

33.095

0

500.000

1.000.000

1.500.000

2.000.000

2.500.000

3.000.000

3.500.000

2004 2005 2006 2007 2008

Trained workers (Supply). 2007 & 2008 (not final dates)Trained workers (Demand)

Participants trained by year of training was carried out regardless of whether of training of the budget used for their training.

8

Participants and average duration of training according to form (in hours)

0

200.000

400.000

600.000

800.000

1.000.000

1.200.000

1.400.000

Presencial Online training Mix E-Learning 0

20

40

60

80

100

120

Trainined Participants formados (Supply)Trained Participants (Demand)Average duration (Supply) (right scale)Average Duration (Demand) (right scale)

Tra

inin

g ho

urs

Trai

ned

Parti

cipan

ts

9

SOURCES OF FINANCE 2009

5,1%8,3%

86,6%

Vocational TrainingLevy

Funds ricovered fromlast years

ESF (European SocialFund)

10

INNOVATION IS A PRIORITY FOR TRIPARTITE FOUNDATION

From 1995 calls for developing actions in support of and accompanying training have been maintaining budget flows in

order to foster innovation on methodologies and tools to provide

accurate training in employment.

11

Initiative of actions in support of and accompanying training

It comprises, among others, following type of actions related to research and innovation activities´:

Discussion, reflection and debate forums´ aimed to exchange of experiences and elaborating proposals about training matters.

Transversal and multi- sectoral studies.

Development and adaptation of products to provide training.

12

STUDIES AND DEBATE FORUMS

Aimed to update available information about issues/questions of interest which have an effect

both, globally and transversal, about Vocational Training in Employment.

For instance:

Introduction, development and generalization of online training (FUNDACIÓN CONFEMETAL, 2008 y FESALC, 2008).

The using of ICT on training in employment (Currently in development by FORTEC consultants INFYDE).

The training in employment used on non- presence forms. (Currently in development by FORTEC consultants).

13

TESTED –ICT- TOOLS (I)

The studies and forums informs on following key issues to implement ICT in learning situations:

DIGITAL INTERACTIVE DESK: Allow to enjoy a quick presentation of digital contents; it is very useful to view and share contents in group.

CD ROM & DVD: Allow to combine a wide range of information kept in different digital formats (picture, illustrations ,video, animated sounds); it is very useful to present offline contents.

VIDEO GAMES DESKS: Allow to present contents in attractive and quick manner supported by quality images. They are particularly useful to present offline contents to groups whose have to improve motivation needs.

14

DIGITAL TV: Quality of images and sounds, allowing a kind of interacting way with user participant although it has some dependency of operator who deal with emission.

TABLET PC: Allow to handle texts, digital images and manual writing on the screen; they are very easy to using.

PDA y MOBILE PHONE: Allow to present contents wherever you use it. Anyhow, the screen side it is quite problematic. Thy are very supportive useful as a complement information process.

SOCIAL NETWORKS, SECOND LIFE, BOOKMARKS, BLOGS & WIKIS: Allow participants on one's own initiative enjoy learning process in a similar way to informal learning; they are very useful to planning personal training.

TESTED –ICT- TOOLS (II)

15

In order to select right innovative ICT tools it is necessary to take into account its suitability to contents and targeted groups.

Combining use of different tools will allow to present contents in an easy and quick manner, in order to satisfy, in the best way, need of users.

It is recommended to test learning models that incorporates advantages linked to informal way of learning: the users (workers) have the chance to using the right tools to learn, while assuming their own responsibility for learning.

SOME RECOMMENDATIONS USING ICT TOOLS

16

EXAMPLES OF TRAINING TOOLS

CRITICAL POINTS ON BAKERY AND CAKE ART ´ (PC &VIDEO GAME)

TRAINING TO SETTING UP SOLAR PANELS (PC & MOBILE PHONE)

TRANSPORTATION OF DANGEROUS GOODS (PC & PDA)

17

USEFUL LINKS

CONSULTING OTHER AVAILABLE RESULTS AND TOOLS:

http://www.fundaciontripartita.org/index.asp?MP=57&MS=220&MN=2

STATISTICAL WEB PORTAL

http://www.fundaciontripartita.org/index.asp?MP=6&MS=24&MN=1&r=1024*768

WEB PAGE TRIPARTITE FOUNDATION

http://www.fundaciontripartita.org