So far, two questions have been dealt separately, and sometimes have even been considered as contradictory :- consolidating the jobs of younger workers, as well as those of women arriving or coming back on the job market- keeping senior workers (above 55) at work.The Lisbon agenda decided that in 2010, 50% of people aged between 55 and 64 should still be at work. In 2006, (according to Eurostat), that rate had reached an average of 43.7% in the EU. As regard this project’s partner states, the rate was as follows: France: 38.1%, Czech Republic: 45.2%, Germany: 48.4%, Italy: 32.5%, Netherlands: 47.7%.The ROMERO project plans to deal jointly with both questions. The project considers them as supplementary resources for economic and social development. It plans to integrate and transfer the outcomes of DOSY, ARCHIMEDE and INTERFOC, so as to improve training solutions designed to develop organisational skills of companies’ staff, together with implying senior workers into company mentoring.The source projects (DOSY and ARCHIMEDE) have developed training modules for company tutors and for company staff (organizational skills). These modules have been implemented so far in Italy, Finland, Spain and France with several hundreds of people (company mentors and tutors, training managers…)INTERFOC methodology is based on online interactive case studies, using problem solving methodology. This project has been widely used by its partners, including the French Electricity Company (EDF), to train its non professional occasional trainers.The strategy selected by DOSY and ARCHIMEDE belongs to CBL (context-based learning), which is another version of open learning methods, taking into account the trainees’ professional know how, as well as company tutoring, peer group training and personalized learning. These methods will be reengineered so that they fit with present e-learning technologies and methodology, with the idea of transferring the new set of tools (ROMEO) to other countries.The first target group is made of ageing workers (above 55 years old), who can be either tutors or occasional trainers.Mentors, tutors, and learners are the key actors in that process.The final beneficiaries will be the younger workers, and women arriving or coming back on the job market, in those companies which are implementing a process of change.