The implementation of the lifelong learning concept can by no means be covered by public funds alone, therefore, seeking for other financial resources is a task of an ever increasing importance.

In the process of studying examples of good practice dealing with the question of how to draw social partners into larger investments in HRD the 'Individual learning account', as introduced in Great Britain, arose much enthusiasm since we came to the conclusion that it could easily be adapted to the specialities of our system. However, extensive promotional support will have to be provided in order to convince employees, employers and the state of the profitability of investing in adult education. On the other hand, providers of education programmes would have to be motivated to adjust their supply to the new demand. An important feature of such a concept is an enlarged feeling of responsibility taken by employers as well as by job seekers, this responsibility concerning one's own development as well as one's vocational prospects.