The necessity of lifelong learning has been widely recognised. It is an essential dimension for personal, professional and social life of individuals as well as for companies and national policies. Today, it is a component of any employment policy, without being a miracle cure against unemployment.

The lack of qualifications of a number of persons has often been seen as a major difficulty. All possible efforts have to be made in order to overcome this gap. The level of unemployment among qualified employees however is a proof that lifelong learning must be developed at all levels. Progress of knowledge and innovation capacities is one of the driving forces of the economic and social development. Europe must invest more to this end.

P&MS hold a key position regarding lifelong learning. In general, they have a high level of education or a high degree of professional experiences. Updating their skills, nevertheless, remains difficult, particularly in areas of work that change quickly. P&MS also play an essential role in the development of training policies by companies and governments. Finally, they understand that training cannot be limited to short term targets but has to be seen as a middle- and long-term investment.

1  Guarantee access to lifelong learning for everybody

The right for lifelong learning should be guaranteed for everybody throughout Europe. It should be established by law and/or by collective bargaining both at national and European levels. Effective measures should be developed so that this right can be exercised within companies, at sectoral level and, supported by public authorities, at a general level.

Collective bargaining should define training plans foreseeing objectives and means for the development of lifelong learning in both the private and public sector. Trade unions also have a responsibility: setting up training processes adapted to the needs of their members either by themselves or together with partners. Special attention should be paid to the development of training programmes that facilitate the balance between professional and family life as well as access of women to managerial positions

Against this background and without ignoring responsibilities of employers and trade unions, P&MS should, in particular, have the function of:

• finding funding;
• supporting training leaves (work organisation should allow for this, in particular by providing temporary replacements);
• developing processes for disseminating information and sharing knowledge;
• implementing work organisation aimed at the development of competencies and qualifications in this context, special account should be taken of the specific situation of women;
• supporting practical training and other systems combining this with study courses;
• advocating recognition of qualifications gained through professional experience;
• developing quality assurance processes for lifelong learning.

  In order to play their roles P&MS must have time, means and freedom for:

• exercising these functions;
• anticipating needs;
• eventually practising directly as tutors or trainers.

The improvement of employability and adaptability that is suggested by the European employment guidelines cannot be limited to personal responsibilities of employees. It depends also on employers' responsibilities for the management of jobs: their quantity (number of jobs) and quality (qualifications of jobs). That is why EUROCADRES member organisations support measures within National Action Plans (NAP) that:

• improve the forecast of employment trends and qualifications needed;
• strengthen efforts backed by collective bargaining for developing lifelong learning and employment (quantity and quality);
• develop European indicators for evaluating progress made in each country.

2  Develop investment in training

The need to develop continuous training must be based on management methods that are not limited to a short-term perspective but that ensure medium term effectiveness as well as permanent and sustainable employment. It is a component of the European management model.

In order to take into account continuous training as an investment, the recognition of intellectual and human investment should be improved. This is necessary to explain company, civil and public service life. Neglecting this would lead to ignoring the true value of companies as well as important potentials of development and it would lead to distortions in decision making.

The "Leonardo" project FORHINV conducted by EUROCADRES is a step in this direction. Its results should be disseminated in order to facilitate a better knowledge of the European realities in this area.

In order to increase recognition for intellectual and human investment, efforts must be undertaken particularly in the following areas:

• existing instruments, such as social accounting of companies must be deepened and developed;
• new instruments must be developed for the evaluation of immaterial goods such as professional qualifications, commercial networks, intellectual property, etc...;
• fiscal rules must facilitate continuous training and allow to consider it as an investment;
• processes and criteria for accounting and financial management must take better account of immaterial goods.

3  Improve training for professional and managerial staff

Services for analysing and evaluating skills are becoming increasingly important for professional and managerial staff. They should have access to such services in ways that guarantee both independence and confidentiality.

P&MS need at least 5% of their working time for training. This reflects the impact of technical modernisation, the importance of innovation as well as the evolution of professional activities and responsibilities. Such a right should be established by law and/or by collective bargaining both at national and European levels. It should be implemented and supported by negotiated programmes of competence development.

Mutual recognition of qualifications and diplomas must be established at European level regarding initial education, lifelong learning and professional experiences. In this context, it is essential to overcome remaining obstacles to mobility. Initiatives should be undertaken to this end, in particular by setting up a European observatory that follows trends and disseminates information. It should also prepare quality standards for promoting transparency and mutual recognition of qualifications and diplomas based on national experiences. The involvement of EUROCADRES and other social partners must be ensured.

Knowledge of conditions and cultures of other European countries is essential for P&MS. It is a condition for mobility under favourable circumstances. Knowledge of European policies, legislation and institutions is also important. European programmes dealing with these issues must be continued and developed. This should be included in training processes by companies, trade unions, training centres and by public authorities at national and European levels.

4  Strengthen our commitment

EUROCADRES member organisations should undertake initiatives to this end, in order to guarantee access to lifelong learning for everybody, develop investment in training and improve training for P&MS. The European social partners also have an important role to play. EUROCADRES should facilitate exchange of information and experiences and, in co-ordination with national activities, call upon employers' organisations and the European Commission to launch initiatives.