January 2012
Contemporary Legal Institutions;2012, p90
Academic Journal
Follow-up process is an instrument that demonstrates the fact that trainings are never an ending story, but an ongoing process of learning new things and achieve new abilities, behavioral improvement. Nowadays, the organizations are confronted with more than obvious technical realities: the accessible information stocks are growing exponentially, in direct relation with a market of adequate demands; today's computers process enormous data quantities and the data tele-transmission is performed at amazing speed. Within an organization there are pre-eminently social spaces where the human and the spiritual coexist. It is here that the members of the organization permanently cooperate in the fulfilling of several joint tasks. And it is still here that the information which circulates continuously tends to be competently capitalized. The investments in human capital also influence both employment and unemployment. The firms pay much better the employees with specialized qualification than the ones with general professional training. Although at first sight it might seem that things are just the opposite, taking into account the higher competition on the labor market for those with general training. However, the firms are more interested in keeping the workers with specialized training because they bear the training costs, while those with general training, the workers usually bear these costs. And the resignation of those with specialized training prevents the firms from recovering the expenses for their training.


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