Folder CH-Q
U heeft een verantwoordelijke positie. U leidt een instituut, een bedrijf, een vereniging, een coöperatie. De belangrijkste factor voor de kwaliteit van uw dienstverlening zijn gemotiveerde werknemers of lerenden, die hun beroeps- en persoonlijke handelingscompetenties willen verbeteren. U zet zich er voor in dat starters, werkenden en diegenen die weer aan het arbeidsproces willen deelnemen, hun totale potentieel aan competenties kunnen benutten. Centraal staat het behouden en versterken van de employability en flexibiliteit.

EUROPEAN LEARNING ISSUES FOR VPL UTILISATION
In the knowledge society, interest is slowly but surely shifting from ‘hard’ production factors such as machines and instruments to ‘soft’ factors, the human capital. Of primary interest is human learning potential, capacity and flexibility, i.e. their deployment potential. It makes no difference whether one is working, learning or seeking employment. The focus is on the degree in which one can be deployed and remain so in and around the labour market.In order to be able to deal with people’s ‘deployment potential’, terms such as knowledge, skills and attitude are subsumed under the common denominator ‘competences’.However, competences include more than that. They also implicitly refer to the talent to adjust to changing circumstances, flexibility or deployment potential. Therefore, competences not only include professional competences but social and personal competences as well. Competences are in a continuous state of flux. Learning begins from birth: a continuous learning process that continues throughout life. In fact, life-long learning is actually a given for everyone.
The knowledge society has a major interest in capitalising on this. This already takes place in part, since more formal educational pathways can be followed in the school system during certain periods in life. More non-formal and informal pathways are followed at other times in life.