Stra-Le is the ideal partner to design ad hoc training courses financed by interprofessional funds.

In addition to being ISO 9001:2015 certified for training and management consulting, we are also directly accredited to major interprofessional funds.

Thanks to our experience, we design and deliver training courses consistent with business needs and in line with the specifications of funded training. We manage all the procedures required by the funds completely independently.

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Financed training courses

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Joint interprofessional funds

WHAT ARE INTERPROFESSIONAL FUNDS

Paritetic interprofessional funds are funds provided by Law 388/2000 with the purpose of financing continuing education for workers. The funds give companies the opportunity to organize funded training courses.

HOW THEY WORK

The company, by joining an interprofessional fund, can allocate the 0.30% share of INPS contributions to the training of its employees. Membership in the fund is completely free of charge and ensures that companies can provide training for their employees without using their own financial resources.

WHO CAN BENEFIT FROM THEM

All employees of member companies, of any role and grade (clerks, middle managers, executives …), can benefit from the training plans financed by the interprofessional funds, either at the individual or group level.

AN OPPORTUNITY FOR COMPANIES

The funds provide a real opportunity for professional growth and development for corporate staff, especially in times of crisis when it is difficult to allocate financial resources to training.

HOW TO ACCESS FUNDING

There are two ways to get access to funding: training account and calls for proposals (system account). With the training account, the company accumulates financial resources through its own deposits, with which it can directly finance training projects. This mode is especially advantageous for large and medium-sized enterprises, which can accumulate large holdings. Funds from the training account can be accumulated for up to two years, after which unused funds are allocated to calls. Under this second mode, also known as the “system account,” companies can submit training projects that are funded in a ranking based on certain redistribution and merit criteria. This mode is preferable for small businesses, which can thus receive larger amounts of funding if the project is approved.

SOME USEFUL LINKS

  • The web page of the ISFOL dedicated to this topic
  • The home page of Executive funds, perhaps the most important fund for executives with more than 14,000 member companies totaling nearly 80,000 executives
  • The home page of Fondir, the fund designed by leading service industry associations for executives
  • The home page of the PMI Executives Fund  – established by Confapi and Federmanager for managers of small and medium-sized enterprises
  • The home page of Fondimpresa – the largest fund in Italy

What does a plan look like?

For a training plan to be successful, several activities must be carried out: some of them are mandatory, while others are desirable. Let’s look at them together.

Firstly, it is necessary to describe the specific organizational goal, expressed by management, that is intended to be achieved through the plan. It may be a goal of change, growth, development, or even – as is often the case these days – of overcoming a moment of crisis.

Then, the goal must be translated into skills, competencies and knowledge to be developed and/or improved through the training project. Usually this task is carried out by personnel management, with the support of an outside management training and consulting firm.

The third step is assessing the training needs for each person who will participate in the training. This happens almost always when it comes to projects aimed at the managerial population. Needs are measured through Development Centers (a set of activities managers undergo, conducted over 1-2 days, to assess competencies with a focus not on selection – as in Assessment Centers – but on development planning) and are expressed with competency “gaps” against a map of expected managerial competencies. Each competency is divided into several levels: higher levels express the person’s full possession of the skill, lower levels express gaps in that specific skill. For each level, competence is made explicit in a set of behaviors.

Next, a proper management training plan must be prepared, which may contain group training moments and individual training moments (including coaching), activities to be carried out in the classroom and distance self-study activities.

Once the plan has been approved by management, it must go through the union representatives.

Only then can it be submitted to the Fund, usually via the Web through a codified process.

It is now up to the Fund to evaluate it according to the criteria defined in the notices, and if it complies, it can finally be funded.

Designing and submitting a plan to funds is a very complex journey, especially when it comes to managerial skills. This is why it is important to rely on professionals with proven skills and training companies that have the requirements stipulated by the funds (for example, ISO9001:2008 quality certification specifically for management consulting and training: IAF 35 and 37).

Do you need more information?

Have you realised that funded training is an opportunity, but you need support? Do you want to be constantly informed about the opportunities made available by funds?

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