Training and consequent qualifications are developed in units of learning, building blocks capable of crossing the traditional boundaries between compulsory schooling, vocational training, and university education. These qualifications, based on competence and common skills, are portable between sectors. In moves to combat the potential conflict between the drive for flexibility and the need for employee commitment, a number of initiatives are being taken including developing enterprise consultative structure with increased two-way flows of information. With quality being the key to competitiveness, all employees, contractors and suppliers are considered part of the quality management system of the organization, with full involvement in training and systems development. Finally, a growing number of enterprises are training their employees in skills which will assist them in gaining employment elsewhere, if and when the need arises.
Harmonization of laws is important if an environment of true competition is to be achieved.
This does not require uniformity of law or prescription of common practice, conduct or cost, which would reduce flexibility in using natural competitive advantage. Harmonization simply calls for the development of a common framework within which to work. In this respect, given the inevitable intensification of competition, the ILO will have an even more important role than it now has. Different types of competition Differences should be noted in competition between domestic enterprises, between domestic and global enterprises, and between global enterprises. India, for example, has gone through different stages of economic liberalization.