Continuous training in collective bargaining

Abstract

Collective bargaining should give priority to training aspects in business policy with the aim of increasing the knowledge and professional development of employees, addressing aspects as varied as the ongoing development of skills and professional qualifications, the definition of individual rights to training, individual leave for this purpose, and especially training activities, promoting their quality and the application of subsidies to finance them. However, despite the leading role of collective bargaining in bringing training closer to workers and meeting the needs of employers to improve the skills of the workforce and improve productivity, there are still many gaps in the practice of collective bargaining. However, after the conventional search carried out, it is also possible to locate agreed regulations that give a prominent role to training, based on its consideration as a strategic element that makes it possible to make business competitiveness and productivity compatible with the importance of providing workers with the knowledge and practice appropriate to the professional skills required within the framework of a lifelong learning process, as required by European bodies.