THE NEED TO DEVELOP HUMAN CAPITAL FOR SUSTAINABLE DEVELOPMENT OF ROMANIA.

• Author: Manole, Cristina
• Position: Report

1. Introduction

   We showed in a previous study that strategic development of human resources helps management organizations to improve operational capabilities, meaning the totality of skills and specific skills that allow more efficient management of the existing and future crisis prevention (Wang, Hutchins, and Garavan, 2009). According to specialists (e.g., Bennet, 1990: 47-48), there are certain advantages resulting from the use of training that have an important effect in the economy of organizational activities and increase overall and individual efficiency, such as: increasing membership and involvement of employees in the organization's activities by encouraging them to participate in determining the organization's mission and objectives; improved performance at the individual, team and organizational terms of the results, quality, speed and overall productivity; positivist development of an organizational culture oriented on results and continued performance; improving operational flexibility by broadening the scope of professional skills of employees. From the perspective of organizations, they may face many difficulties opposite to their operational abilities, such as lack of psychological skills to cope and lack skills for decision-making (Gaudin & Thorne, 2001); lack knowledge in the process of crisis management (Sayegh & al., 2004); failure to follow the instructions of respondents to the crisis, when the incidents take place (Perry & Makin, 2005); absence of awareness of threats to business continuity (Dahlhamer & D'Souza, 1997). From this perspective, education and continuous training are decisive elements for the development of the whole society that should be taken into account.

2. Human Resource Development in Romania in the Context of Sustainable Development

   In Romania, lifelong learning in order to obtain new qualifications, specialization and improvement means the expansion of government objective for the period 2009-2020 set out in SIDRU (Integrated Strategy for Human Resource Development). Lifelong learning is an opportunity for people from disadvantaged backgrounds to integrate into the labor market. According to SIDRU, the overall objective for the period 2009-2020 aims: to improve the capacity and quality of human resource development systems, leading to growth and ensuring a stable level of employment, a higher level of quality of life and social cohesion for Romanian citizens, effectively for those at risk of social exclusion in order to achieve, by 2020, the current average level of EU countries (the main indicators of sustainable development). In this context, according to the project, strategic targets for 2020 are as follows (1): employment rate of the working age population (15-64 years) to grow by about 59% in 2008 to 65% in 2020; rate of active working age population to increase from approximately 64% in 2008 to 70-75% in 2020; participation rate of children aged 4 to early education by a minimum of 90%; percentage of 15 year olds who achieve low results on functional literacy to be maximum 15%; premature leaving the education system for young people, aged 18-24, be up to maximum 85%; increasing the participation of adults 25-64 years of education and training to the level of minimum 12%; number of participants in training and retraining programs for vulnerable groups will increase from 6.487 in 2005 to 170.000 in 2020. Given these objectives, it can be said that education, training, initial and continuous, and research will have to contribute to the whole process of investment in human resources so that they can support in a real manner the ability of the national economy to cope with competitive pressures, increasingly, on the European single market and on the global one (Manole, 2012: 60-61). Thus, in the context of sustainable development, there are increased requirements for incumbent lifelong education system (FCA), given that, on the one hand, nearly a quarter of young people aged 18-24 years leave school without the basic skills and qualifications required to get a job (2) and, secondly, we will face, in the medium and long term, effects of aging populations. It necessitated increased attention to lifelong older adults in the labor market, services that support the FCA active aging. We have taken important steps on the line to ensure, for example, the second chance education, or expanding counseling services. Solutions are needed to diversify training providers for adult basic education to better adapt to the peculiarities and their learning needs. If we look at the bidders' services for...