Continuing vocational training grows around four parallel axes: 1) The quality models reigning in Europe (EFQM and ISO certifications) propose a model of management by processes in the companies, which modifies and even substitutes traditional management by functional departments. 2) Regarding human resources, the Management of professional competences also involves flexibility when assigning tasks and functions, putting apart the traditional pair working post – person to come to think in terms of process – professional competences. 3) One of the basic tools of continuing training is the methods to detect training needs. The traditional methods are based on the person analysis (job) because of what he/she does. Nowadays, it is necessary to analyse the activities no matter who carries them out. 4) The Professional qualification systems – official referents can be considered as an essential referent for continuing training, as they constitute a reflection of professional competences present in the productive network. From DIPROCU project (E/01/B/F/PP - 115.555, selected by Leonardo da Vinci agency for the quality prizes) a methodology to diagnose training needs in the company allowing it to disaggregate its activity into processes, to identify key processes, to identify the professional competences associated to them and to put these competences in relation with the official models or referents (SCP) integrating the 4 axes, was created and validated in order to enhance the quality of vocational training and to improve competitiveness, employment, transparency and mobility. The methodology DIPROCU European project has developed can be completely adapted and transmitted to other contexts and sectors.On the other hand, there is no doubt that industrial SMEs in general are influenced by: the increasing delocalisation, the over-capacity of offer, the processes automation, the specialisation and the introduction of new competitors in the sector (mainly Eastern and Asian countries). In front of these weaknesses, there is a skyline of opportunities: the identification of the staff know-how and specialists in the sector and their valorisation to be transferred to other sectors and activities that are more specialised and competitive. This means to allow the company restructuring more quickly and efficaciously and taking profit of the available knowledge. In this sense, REINFORCE METAL COMPETENCES project, using the methodology to diagnose training needs in companies (DIPROCU) is aimed at favouring employability of human capital and the flexibility of industrial organisations, by creating an electronic learning system for the key competences in the sector working as a bridge from other sectors and for other sectors of economic activity.