1. Introduction
Training is more than ever a key factor in the development of human capital and raising the level of the company.
The human resources skills and adherence becomes a crucial key to the competitiveness of company business goals
and also to ensure its success†.
In 1992, Lawler predicted that continuous training could become a source of competitive advantage. In Morocco
for example, small and medium-sized companies (SMEs) are still struggling to adopt a strategy of training their
human resources to be able to respond to socio-economic challenges of today and of tomorrow. Even if
entrepreneurs’ are generally quasi-unanimous on the importance of training, they become very stubborn when it is
comes to take actions or passing to the act. Perception of continuous training for SME, according to a study initiated
in 2005 by the International Finance Corporation (World Bank group) and conducted by the Focs Firm, confirms
this report: There are indeed phase shift between the importance that employers place their human resources on
training and acting out, and the reasons are many.
The continuous improvement of human resources skills constitutes the best protection as well for the companies
as for the employees against the economic risks. Indeed, market developments and it technologies require
restructuring and continuous adjustments of the organization and work tools.