Вътрешнооргазиционното обучение като процес за непрекъснато образоване (Internal-organizational Training as a Process for Continuing Education)

English Abstract: The development of industry, the technologies of different types of production and the knowledge of people are developing extremely dynamically. World surveys show that over five years the amount of information is doubled. Today, it is impossible to use only that knowledge acquired in vocational high schools or higher education institutions during the working life of one person (30-40 years). In the 70s of the last century in the developed economies a new concept of continuous education has been developed, which has recently become one of the most effective tools to solve the problems of correspondence between the rapidly developing production and the human resource of the enterprise. This concept implies that professional development is a permanent process for both the company itself and its employees. Before the economic changes (in the socialist system) in the medium and large enterprises there were vocational training centers for workers' training, but they were totally closed during the transition period. Today the training is run by various private companies and state organizations. This article considers intra-organizational learning as a process of continuous education, focusing on the main factors that influence the continuous education: Use of new equipment, technologies, production of modern current goods, creation of new opportunities for change of outdated types of work; Globalization of the industrial market has been created - Countries with a modern system of engineering and management higher education and continuing education programs are leading in the engineering and technical competition. They have the capability to provide in the short term adequacy to increase the productivity of engineering and managerial work; continuous and rapid change in technology and informatics, requiring ongoing staff training; the fact that it is more efficient and cost effective for companies to conduct continuous training than to attract new employees. An integral part of this analysis is devoted to the expert and procedural approaches to in-house training. The most important tools that the teacher can use when conducting his/her training are discussed in detail: conducting the learning process using the didactics and the organization; with professional knowledge and skills in the subject area; with the peculiarities of one's own person