Increasing the number of employees in Central and Western regions for which access to lifelong learning programmes is facilitated by changing the human resources policy paradigm at the level of enterprises (SMEs), changing the human resources policy paradigm focused on facilitating access to training/qualification/requalification programmes in order to improve the professional and social status of employees and to adapt them to the economic dynamics of sectors identified as competitive by the National Strategy for Competitiveness 2014-2020 (NCS) and in correlation with the National Strategy for Research, Development, Innovation 2014-2020 (SNCDI). Through the implementation of the project proposed for financing, it aims to support the objectives and measures of: National strategy for competitiveness; National Strategy for Research, Development and Innovation; National Strategy on Lifelong Learning; Active ageing strategy; National Strategy on the Digital Agenda for Romania, such as thematic objective 8 Promoting sustainable and quality employment and supporting labour mobility, investment priority 10.iii Improving equal access to lifelong learning for all age groups in a formal, non-formal or informal setting, updating knowledge, skills and competences of the workforce and promoting flexible learning pathways, including through professional guidance and validation of acquired competences, specific objective 3.12 Improving the level of knowledge/competences/skills related to the economic sectors/fields identified according to the CNS and SNCDI of the employees of the Human Capital Operational Programme 2014-2020. In order to achieve the general objective of the project and to support the specific objective 3.12 of OPCU the project proposed for financing initiates and is to implement a complex intervention process that will generate at the level of 36 SMEs in the Central and West regions a paradigm shift of human resources policy in order to implement work-based learning programs for employees. In order to successfully implement this new paradigm of human resource policy at the level of 36 SMEs, the project proposes the development and implementation of work-based learning programs aimed at employees to ensure the sustainable development of SMEs supported in correlation with the dynamics of the economic sectors concerned. This planning of employee learning programs will also include a proactive approach to qualification needs at SME level as a concrete method to improve employees’ professional and social status. In order to achieve the overall objective, a set of 3 specific, quantifiable objectives have been defined in close relation to the activities of the