The demand for lifelong training and consultancy university

Abstract

For this study, using a survey done in 2001, an indicator was built for both, firms and individuals. Continuous Education and Consulting Services are two powerful tools to accede to knowledge, a key factor to develop business’s competitive capabilities, which are essential for the organization’s stability and growth.

The probability of success in the labor market is associated with more labor capabilities and more knowledge. The requirements in this market have been increasing and employers prefer a more qualified labor force. Nowadays characterized for the accelerated technology change, knowledge tends to become obsolete very quickly. One way to avoid this risk is through innovation, and specialization, objectives that could be achieved via access to Continuous Education.

In the research several hypothesis were formulated about the demand for Continuous Education and Consulting Services, which were tested through econometric models. Those hypotheses were: A) the demand for Continuous Education is higher from individuals who paid the costs themselves than from  those sponsored by the firms; B) individuals with higher educational level demand more Continuous  Education than individuals with lower levels of education; C) the demand for Continuous Education is bigger in larger companies than in small enterprises; D) innovative firms tend to demand more Continuous Education; E) a higher level of education stimulates the firm’s demand for Continuous Education; F) the cost of the Continuous Education affects its demand; G) enterprise innovation stimulates the demand for Consulting Services; H) knowledge of the Consulting Services supply induces its demand; I) the cost of  Consulting Services affects the demand; J) subsidies for Consulting Services stimulate its demand.