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In our research program we analysed the employee competences expected by the employer. We assumed that it is not qualifications but these competences that determine, on the one hand, the criteria of selecting future employees, and define, on the other hand, the areas that should be developed by the training providers. We examined the competences to be acquired by the employees in terms of four competence categories: basic competences, key competences, generic competences and special competences. Since the majority of employers work in the service sector, they emphasize the key competences instead of the professional ones, with the employees working much more intensively with their personality than with their acquired professional knowledge. From our analyses the picture emerged that the contacts between training providers and companies do not work too well: only one fifth of them possess tried and tested information on trainers or young professional who have been trained by them, and 89% of the enterprises have never told training providers what kind of professional knowledge or skill elements they expect from the training courses. 80 % of Hungarian entrepreneurs and 66% of Romanian entrepreneurs are not planning to contact training providers in the near future. The training providers do not take up the initiative either, they are waiting for ‘somebody’ to approach them. The dialogue is missing between trainers and entrepreneurs.
Keywords: employment, vocational training, training structures, employee competences, competence categories
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