The paradigm of professional training in Portugal is changing and it is already seen as an important path to valorisation, both for the worker and the company.
Thus, for companies, the importance of professional training tends not to be limited to legislative compliance with the Labour Code; for collaborators it is no longer seen as a waste of time or a mere obligation to maintain a certification in a given area.
In short, Article n.º 131, concerning subsection II – Professional training, of the Labour Code, refers/obliges the employer entity to guarantee, for each year, a minimum number of thirty-five hours of continuous training for each worker. In the case of a fixed-term contract equal or longer than three months, the law demands a minimum number of hours proportional to the duration of the contract in the corresponding year; besides, for each year, the employer must guarantee continuous training to at least 10% of the company’s workers.
The aim of training is to increment productivity and profitability, which, with continuous professional training, is one of the solutions to raise those levels of productivity and profitability, the guarantee of validation of knowledge, to revive and update knowledge, differentiate professionals and also professional insertion.
The world of today is in constant change and evolution, requiring from companies an ever greater effort to remain up-to-date and follow the evolution of the market. In parallel consumers are more and more demanding and aware of their needs and their rights and duties, meaning that success and the distinctive factor of organisations lies essentially in the quality of the services provided.
The development of competitive capacities of organisations, giving them, through specific training, new skills and work methods that contribute to increase their standards of quality, ultimately providing better service to the final consumer, more differentiated and of greater quality, thus contributing for the latter’s higher satisfaction and to a competitive improvement of companies.
Hence NEOMARCA sees Professional Training as a strategic area, within its intervention expanded to the geographic area it covers, acting in the domains of conception, organisation and promotion, development and execution of training interventions and contents.