Academic literature on the topic 'Fondi paritetici interprofessionali'

L'obiettivo del saggio č il confronto dei sistemi di formazione continua francese e italiano attraverso due specifici studi di caso. Sono state realizzate interviste ai direttori delle risorse umane e/o dell'ufficio Formazione e a lavoratori di due grandi aziende bancarie per verificare l'introduzione nel 2004 di nuovi strumenti normativi tra cui il diritto individuale alla formazione (Dif), in Francia, e i Fondi paritetici interprofessionali in Italia. Se anche in ambito normativo si afferma una concezione della formazione continua che sembra evidenziare il ruolo piů attivo del lavoratore per cui la formazione viene considerata come un vero e proprio diritto individuale, una scelta che non dipende soltanto dalle decisioni imprenditoriali ma che vuole invece essere intrapresa con maggiore autonomia dal lavoratore, occorre capire fino a che punto i nuovi provvedimenti normativi sembrano rendere possibile una reale attivazione e responsabilizzazione dei soggetti.

According to Cedefop (European Centre for the Development of Vocational Training), in the next decade some 80 million job opportunities will be available as a result of replacement (retirement or a change of position) and 7 million new job openings will be created ex novo. Yet these opportunities will be useless without envisaging initiatives in terms of skills developing and updating for youth and workers. Young people – who are usually excluded from the labour market – are the main target of labour market reforms. Their future is frequently discussed, as is the way apprenticeships – intended as the development of basic skills – can be the best tool to enter the labour market. Lifelong education in times of crisis and with high rates of unemployment, can be the lever for meeting occupational and educational needs. To this end, funds such as Fondi Paritetici Professionali take on an important role to help demand and supply meet, particularly if one considers that they are joint bodies operating at territorial, sectoral and company level.

Lifelong learning policies are essential for the individuals employability at a European and Italian level. For this reason at both levels exist many tools to guarantee their financing. In Italy interprofessional training funds are the most important instruments. They are effective and free of charge for the State budget. However recent legislative developments can badly affect their financial activity. Aim of the research is to investigate the discipline of Italian interprofessional training funds and their possible evolution, focusing the attention on the professional field. The author conducts the analysis of the professional field and its link with lifelong learning supported by statistical data and interviews to employers (companies and professionals) and trade unionists. The purpose of this choice is to link interprofessional training funds with the context where they are active. The results of the research contain ideas for supporting interprofessional training funds as financing entities of lifelong learning. This is in contrast with the recent legislative evolution that stands for the use of financial resourses of interprofessional funds to finance unemployment benefits, notwithstanding the opposite will of all stakeholders.

Training is widely considered a benefit for organizations: in order to be up-to-date and stay competitive, businesses constantly need to adapt their structures, whereas people need to acquire those skills that are most valued in the labour market. In Italy, there are few opportunities to update one’s skills and few possibilities to access lifelong-learning. The management and financing of training are a Government responsibility, but also Social Partners can play an active role. Both employers' associations and trade unions have gained more power, becoming active players in training management and in the promotion of supporting activities. They play a relevant role in matching national policies with industry and local needs through Interprofessional joint funds for lifelong learning. In this field, Social Partners have the responsibility to ensure the availability of financial tools to facilitate innovative projects, that otherwise could not be implemented by using the labour policy funds. In Italy, the initiatives to promote training activities are fragmented and insufficient. The issue is considerable relating to the small businesses. SMEs are more numerous and they contribute more to the Italian economy, but they lack managerial skills and have difficulties in investing in human capital. SMEs are characterized by such peculiar features that they require specific way of involvement and intervention. The funded training opportunities available are inefficient when related to the peculiar features of SMEs. We introduce here the pilot project developed by social partners in Milan through the economic resources of an Interprofessional fund. The goal was to support 20 SMEs in the skills analysis and to activate the necessary training. The focus was on the way to contact the businesses and the connection between the training and the shortcomings observed. In addition to this, we have made a comparison between the training activated in the project and the one traditionally organized by funds. A model of service to the SMEs has been built. The Social Partners have oriented the funding and then they have coordinated activities to overcome the cost constraints, they have sustained the SMEs' investments in training as a strategy for their growth.