Conclusion
The philosophy of continuing training as skills development consists of actions organized according to the needs
identified and consolidated in the training plan. Training can not be dissociated from the culture of the company,
because beyond the acquisition of knowledge, it directly influences the behaviour, attitudes and relationships
between persons, whether vertical, horizontal or cross.
• If the company culture is oriented consultation, needs analysis should be done in a concerted manner.
• If the culture aims at autonomy and sharing of responsibilities, training must take this value as a basis
for organizing actions.
Continuing education is then a major asset to develop competences of human resources that are general or
specific.
In addition, when line personnel are involved with the identification and verification of skill requirements
they become partners in the competency development process.