Abstract:

The calls for lifelong training and upskilling of professionals is a frequent topic in European policy agendas. The very basis of this idea goes back to the classic Theory of Human Capital that (Becker, 1994) states that investments in Human Capital that include spending on training and other activities allow to increase the productivity, therefore being attractive both for individuals and for the society and government (Becker, 1994; Denison, 1962; Paulsen, 1996). Training may be an extremely powerful and cost-effective investment. However, the efficiency of training programs will only be successful if there is a match between professional and personal goals with organizational and market needs (Monk, 1996; Sharma & Shirsath, 2014)

There are several authors who consider different motivations for the involvement in training programs. According to MOKA (2012) there are essentially three reasons for adults to get involved in training programs. The reasons may be intellectual, as this search will result in the acquisition of knowledge; also personal, as individuals may want to use their spare time acquiring new qualifications as personal satisfaction; and finally, the reasons may be instrumental when the demand for it is related to work needs or to help the family or the community. It is widely acknowledged that individuals benefit from continually engaging in updating their skills and competencies, notably by remaining competitive in the labour market. However, it is also recognized that participation in a continuous learning path has much wider benefits, contributing to the health and social well-being of individuals and communities (Dench & Regan, 2000).

This study offers a contribution to address the following research question: “What are the main reasons and that lead individuals to search for training and which barriers they encounter on the process?”. The aim is to shed light on potential triggers and obstacles for the involvement in training that may inform both European and national agendas on human resources and qualification. The study builds on a literature review as well as on the analysis of data collected with an online survey addressing young graduates that were involved in 4 pilot training programs, proposed under the scope of the project Aveiro STEAM City. The data contains information on participants with different professional backgrounds, gender, or professional experience. The project Aveiro STEAM City is an Urban Innovative Actions project, co-financed by the European Union, that lead to the development of a Labour Observatory that aimed at contributing to the development of retention of human talent in the city of Aveiro, to identify training needs and to propose training programs to meet the challenges of the business environment, namely the digital transformation These results are essential, not only for the development of adequate training policies that meet the needs of those who seek them, but also for designing the right stimuli that may motivate individuals to continue to engage in training paths or upskilling processes.

Keywords:

Training, upskilling, young graduates, labour market.