Labour market evolution, increasing demand for workers’ specialisation due to horizontal job diversification, life-long education and training, are creating some lacks of balancing in operative workplaces. Not all employed and unemployed workers are able to adapt to this new way of managing their skills by educational processes in the field of learning. Social changes in organisational and political context, also from new legislation point of view, gave strong indication on the need to apply change in training environment. The common topic that gets together these three projects is the qualification and re-qualification of people that need to be trained in order to reach a better position in the labour market. This experience drives to the competence analysis in the training area as one of the fundamental activity. The three DP’s are involved in testing innovative solutions and developing training solutions based on advanced technology: high quality simulators, computer based training (CBT), virtual reality (VR), e-learning, etc, to promote periodic training in organizational context. Transnational work should be able to take advantage of this common ground focusing on the possibility of exchanging information and experience. Each DP is meant to use specific methodologies to fulfil projects objectives: Workplace Training in Portugal, Project Cycle Management Application (PCM) in Italy and Education through e-learning programs and workshops, in Greece.

Sharing these methodologies and respective instruments amongst DP’s professionals is foreseen as highly valuable.

Each parner has past and current experiences mostly on the ADAPT, EQUAL, and LEONARDO DA VINCI programs. The aim of all these projects was to improve competences in sectors, where everything is developing fast and constantly, helping them to be competitive, and highling that there is a need of education, of knowledge of the new technological changes. Some important considerations delivered of their past experience in the sector lead the partnership to considere that it’s more useful and productive focusing on common issues, than finding DP’s with similar projects. We consider the Equal Principles themselves (empowerment, networking, gender discrimination, etc) a very rich terrain on which to build meaningful transnational work. We understand that is crucial for the success of transnational work to focus on tangible products and direct responsibility of each partner in these products. In this contecst common objectives of the DPs are:

A special focus was placed on the impact of technology in training paths, particularly on the use of high quality simulators. The work undertaken around vocational profiles in Logistics, Road Transportation and Tourism sectors was oriented toward the identification of key-skills and knowledge capable of being used to map crucial competences for human resources development within these sectors.

The DP’s has produced as a results of this transnational expirence:

Particular interest is present about the potential collaboration between public authorities involved in all 3 DP’s. The fact that these authorities are connected to Logistics and Transportation sector could generate relevant transnational cooperation. Work relations between transnational partners will respect Equal principles at all levels: work planning, administrative work, working languages, budget, etc. The main activities of transnational cooperation consit in exchange of information and experiences, parallel development of innovative approaches, import, export or adoption of new approaches, joint development.

The added value of this approach is to compare techniques of life-long education and initial training in different nations for finding a common path for continuous training. The comparative advantage is the diffusion and promotion of the new technologies’use, which offer considerable possibilities to create a new status for development and quality of life.