In today's world, continuous professional development has become a necessity. To meet client expectations for services delivered at the highest level, it is essential to employ specialists with the right competencies and qualifications.
In today's world, continuous professional development has become a necessity. To meet client expectations for services delivered at the highest level, it is essential to employ specialists with the right competencies and qualifications. Technological progress, companies competing with ever-newer solutions, and changes in regulations and requirements across various areas of activity mean that periodic staff training on current requirements and standards has become a common way of adapting to changing working conditions. When looking for the right training, we must answer the question: what goal do I want to achieve? For example, when choosing technical training we must remember that some courses provide valuable knowledge and skills but do not lead to formal authorisations. Regardless of the goal, however, knowledge gained during training is one of the pillars of professional development. When deciding on qualification-upgrading training, we can use various forms of support. Co-funded training – additional benefits By choosing training financed in whole or in part from public funds, in addition to reimbursement of part or all of the costs, we can count on further benefits. There are many companies and institutions providing training services on the market. Supply drives demand, resulting in a growing number of training providers. Unfortunately, alongside reliable institutions delivering high-quality services, “pseudo-companies” also appear that are focused only on financial gain, which does not necessarily translate into service quality. When using co-funded training, we are not always aware that these services are generally subject to monitoring and validation. One element of the process of disbursing public funds is quality control of the services delivered under the awarded funding. To provide training services with the possibility of public-fund support, training institutions must meet many requirements. First and foremost, the provider is obliged to keep reliable documentation confirming, among other things, the proper course of the service and the achievement of the planned learning outcomes. An important element of the activity of training providers that contributes to higher service quality is continuous monitoring of client satisfaction, taking into account individual needs and expectations. One way of exercising such quality supervision is to encourage training participants to complete anonymous questionnaires. Proper analysis makes it possible to draw the right conclusions and take ongoing corrective action. In addition to the relevant authorisations and accreditations for delivering specialist training in a given field, the training company should hold documents that enable settlement of services financed from public funds. For example, when settling funds from the National Training Fund (KFS), the training company should be entered in the so-called Register of Training Institutions. It should be noted that obtaining this entry is not a one-off step. From time to time, the provider should update information on the status of the training unit and data on services delivered in the period under review (course names, information on staff, number of people trained) in order to extend the entry for the next period. An important requirement for a training company, guaranteeing services at an appropriate level and organising issues related to registration, delivery and settlement of training services, is to have an internal management system. The system should cover not only efficient organisation and delivery of the service, but also the needs and expectations (including individual ones) of training participants and compliance with quality standards. Types of co-funding Training can be financed from various programmes and projects. Selected options for obtaining support are presented below: 1. Training funds (including KFS) implemented by Labour Offices, intended for:
- employees and employers of companies and enterprises (large, medium, small and micro-enterprises) that employ at least one person under an employment contract, with the aim of preventing job loss among working people due to competencies inadequate for the requirements of a dynamically changing economy,
- unemployed persons,
- jobseekers – who are in a period of notice of termination of an employment or service relationship through the employer's fault; who work for an employer in bankruptcy or liquidation; who receive social benefits on mining leave or a mining social allowance; who participate in an individual integration programme or activities of a Social Integration Centre; who are reserve soldiers; who receive a training pension or a training benefit paid by the employer; who are household members or spouses of farmers; who are seeking work outside agriculture and are covered by social insurance; who are foreigners, including citizens of an EU Member State or of a state that has concluded relevant agreements with the European Community; refugees; persons holding a permanent residence and settlement permit,
- working persons aged 45 and over.
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