The mismatch between qualifications provided by the educational system and those needed in the workplace might cause low productivity and competitiveness, as well as structural unemployment. A way to solve this problem is through lifelong training, which is more flexible and, thus, more able to rapidly adjust to changes in labor market demands than the educational system. But it will only be effective if training program designers have a deep knowledge of the training type required by the market.

This study aims to conduct a survey of the training needs that goes beyond the information generally collected in the literature. Thus, in addition to the training field, we collect data on the number of participants and training session preferences, such as duration, face-to-face (in/outside the company) or remote sessions, and during working hours or after work. Data on the profile of the company and its workers was also collected as well as information related with training offered by the company over the last two years. Three vectors were, therefore, related: workers and firms’ profile; past training; and future training needs.

This research emerged from a project funded by the Recovery and Resilience Facility, which involved more than 80 Portuguese entities from the industry and Higher Education institutions, with the aim of developing sustainable, digital, and inclusive packaging solutions. Our data was obtained through a questionnaire answered by 56 companies from the consortium (representing more than 3500 workers).

The results indicated that almost all the companies had provided training in the past and intended to provide training sessions in the near future. Among the 27 training fields identified in the questionnaire, the most needed in the future were teamwork, cooperation and conflict management; cybersecurity; sustainability and environmental/energetic/material management and hygiene and food saving (each with more than 150 potential participants). Companies with higher percentages of less-qualified workers or workers with temporary labor contracts indicate higher training needs. This suggests that training is especially needed to upskill and provide workers with the specific knowledge essential to developing their tasks within the company. On the other hand, companies with older workers also revealed higher training needs, which might be related to the need to prepare younger workers to substitute those that are closer to retirement. Companies with more training in the past are also expected to provide more training in the future. This positive correlation is even stronger when analysed by training area, which indicates the intention to reinforcing knowledge instead of diversifying.

Notable disparities related with training preferences emerged between areas of training. For example, formal education is more requested in training associated with marketing and management. Companies requiring technological training prefer face-to-face sessions in the company with the majority of training hours occurring during the labor schedule. For training in soft skills, companies reveal preference for shorter training durations and greater acceptance of the online format when compared to other training areas.

With in-depth insights into training needs and the companies requesting them, training programs can be designed to better align with company requirements, enhancing overall training efficiency.

Keywords: Workforce qualification, Training sessions design, Skills mismatch, Industry-academy link, Sustainable packaging.