Developing Trainers’ Competences

in Portugal

Eduardo Figueira

ACADEMUS

SummaryRelevance of a CPD-FW for developing trainers’ competences

Adequacy of a CPD-FW for private and public organizations

Weaknesses and strengths of a CPD-FW for trainers

Organizations interested to apply and promote a CPD-FW for Trainers

Obstacles for implementing a CPD-FW for trainers

Fundamental ideas for developing and implementing a CPD-FW for

trainers

Importance of the CPD of Trainers for the RH development in generalImportance of the CPD of Trainers for the RH development in general

Training of trainers systems have not been integrating trainers' new rolesTraining of trainers systems have not been integrating trainers' new roles

Role and importance of individuals’ lifelong skills acquisition for trainers’ Role and importance of individuals’ lifelong skills acquisition for trainers’

CPD CPD

Role and importance of the e-learning and b-learning for CPD of trainersRole and importance of the e-learning and b-learning for CPD of trainers

Opportunities for better CPD for trainersOpportunities for better CPD for trainers

Facilitate trainers mobility within EU membersFacilitate trainers mobility within EU members

Relevance of a CPD-FW for developing trainers’ competences

No feature of a CPD-FW may lead to a different implementation and

operation in the public and private organizations

However, characteristics of the two sectors may imply to introduce the

CPD-FW in different ways:

Public organizations Public organizations

regulatory norm in addition to coordinator’s awareness for the role of

trainers’ CPD;

Private organizations Private organizations

managers’ awareness for the role of trainers’ CPD in the company’s

competitiveness;

Adequacy of the CPD-FW for private and public organizations

There are no perfect or complete CPD-FWsThere are no perfect or complete CPD-FWs

Gaps will only be detected during its implementation Gaps will only be detected during its implementation

The CPD-FW should essentially have a guiding natureThe CPD-FW should essentially have a guiding nature

List of competences and skills should be avoided. List of competences and skills should be avoided.

However, inclusion of clusters of essential competences and skills However, inclusion of clusters of essential competences and skills

would be highly relevant would be highly relevant

Weaknesses and strengths of a CPD-FW for trainers

Associations of TrainersAssociations of Trainers

Association of Human Resource ManagersAssociation of Human Resource Managers

Workers UnionsWorkers Unions

Institute for Employment and TrainingInstitute for Employment and Training

Entities for accreditation and certification of the Training Entities for accreditation and certification of the Training

Association of Teachers of Secondary Education Association of Teachers of Secondary Education

Organizations interested to apply and promote a CPD-FW for Trainers

Difficult to say specifically what could be the obstacles Difficult to say specifically what could be the obstacles

But some may be expected:But some may be expected:

SME managers dont believe in role of training in business competitivenessSME managers dont believe in role of training in business competitiveness

Some responsible for public entities may pose difficulties for CPD of staff Some responsible for public entities may pose difficulties for CPD of staff

Obstacles for implementing a CPD-FW for trainers

1) Orienting guide for trainers’ CPD

2) Flexibility

3) Accessibility

4) Criteria for assessing CPD-FW implementation and effectiveness

5) Including good practices in the CPD-FW : for example: experience as

trainer as an indicator of professional development and evaluating ratings on the trainers’

performance given by trainees

6) Accreditation of the training companies

7) Certification of trainers

8) Mobility of trainers between EU member states

9) Setting up a Pilot Project in several EU member states

Fundamental ideas for developing and implementing a CPD-FW for trainers