The context of enterprises, both in spain and in europe, providing data that shows its expansion and consolidation since the adoption of the law that regulates (in 2007 ) and present the reports the characteristics of the entities promoters and productive sectors that are most prevalent in these companies. The bulk of this article focuses on the model of personnel management companies, presenting both specific profiles of templates and what the itineraries of insertion, which are the backbone of productive work of these companies, looking at different stages and to require a unique organization to achieve that, at the end of the contract of insertion, working people could join in equal conditions to the regular labour market.

Keywords:
Training, counselling, social and cooperative economy

The context of work integration enterprises is introduced, both in Spain and in Europe, offering data that show its expansion and consolidation since the law ruling them was approved in 2007 . Then, the paper describes the main features of the non-profit organizations promoting work integration companies and the sectors of activity more common among them. The core of the paper tackles the management model of staff in these companies, introducing the specific profiles in them as well as the insertion itineraries, which constitute the main axis of production of work integration companies. Itineraries comprise different stages and require a specific organization of working conditions to accomplish that, by the end of the insertion contract, workers can access in equal conditions to the ordinary labor market.

Keywords:
Vocational Training, accompanying, social and solidarity economy

It was important to pay attention to enterprises in this monograph on the needs of companies, in particular on one of your needs: training and the development of the template. Enterprises have their purpose, to train members of staff, particularly those with a contract whose purpose is to improve its capabilities, his personality, of their employability. Regulated by law, 44 / 2007 the purpose of the act is defined in article 1 . 1 .: ‘ The present Law is to regulate the legal regime for integration enterprises and to establish a framework to promote the employment of people in a situation of social exclusion through this type of companies ’. The aim of these companies is defined in article 1 . 2 : ‘ The objective of employment in enterprises is to ensure their integration into the regular labour market, the company will make it easier for contracting insertion their workers access to training and guidance through the actions and steps set out in this law ’. The pages that follow are written in reference to this law, in force, with a warning that in autumn 2024 the government adopted the draft Comprehensive Law to promote the Social economy that includes in its article 2 an amendment to the law 44 / 2007 ³ .

Three are the hallmarks of enterprises: ( 1 ) are companies that employ people in a situation of social exclusion to promote their inclusion; ( 2 ) it is companies that form and provide guidance to the members of its staff; and ( 3 ) once the people had received training and guidance, will the company of insertion in integrating into the regular labour market, in conditions appropriate to occupy and play efficiently and effectively a job. As A social economy enterprises, enterprises are the people of their staff in the centre, ensuring dignified working conditions and training and professional qualifications, as well as their personal and social development. Thus, a variety of expressions defined the work and how to proceed for integration enterprises:
- Are enterprises that make up your template to that, to finalize its contractual relationship, leave the company to join others in which to be productive and competitive.
- Are enterprises that make up your template to join other companies, potential competitors.
- Are companies that engage on the same grounds that a company could dismiss ordinary: in the selection of personnel, the circumstances of social exclusion is often associated with lack of timeliness and discipline, absenteeism, difficulties in team work, in short, problems and lack of productivity and competitiveness.
- Are companies working with people climbing out of social exclusion processes to generate comprehensive processes (Martínez-morales, 2024 ) through the inclusion and citizenship.
If these expressions are partly right, the questions that we must do now is whether these companies can do business, can hold your business. If these companies can be competitive, If these companies have a future. If these companies make sense.
The answer to all these questions is yes, and in the next section we presented and commented the data to prove it. But first, we want to make even a couple of comments on the regulations governing these enterprises, as described in greater detail Salinas Tomás ( 2022 ).

On the one hand, to note that the state law was passed in parliament after several attempts. This law was initiated by entities that were already promoting inclusion companies even to a lack of regulation and, therefore, public funding for the promotion of these companies. This law was later to other rules had been issued in different autonomous communities, País Vasco , with a decree as of year 2000 , Comunidad Valenciana with a law adopted in march 2007 . Thus, the existence of these companies precedes the legislation that regulates and this regulation account, at the time of adoption, the majority support of these companies, as well as their experience.

On the other, enterprises are not Only of spain, but that exist in many european countries, grouped in the enterprise europe network of Social Integration (ENSIE ⁴ ). This network stresses the formative, pedagogical, for integration enterprises. This is its purpose, form, train, develop, improve the employability of those staff Are. 26 the countries of this network, which shows the range and scope of this formula.

We close this introduction referring to two studies: the first, 2018 no, 94 of the magazine Ciriec-españa, social and cooperative economy ⁵ dedicated to education and training in the social economy, with several articles on learning processes in enterprises ⁶ ; el segundo, el que la revista Noticias del CIDEC publicó enon the integration enterprises where you can find detailed information provided and drafted by players themselves. This sector, Holding cell and Belachir Tréguer () define the identity of the companies and their size; San josé, Roca del Castillo and Castelló () a summary of the keys to support these companies; Onion, Chisvert-Tarazona and Guillera () explain how to apply the procedure for accreditation of skills in enterprises; and Álvarez de Eulate, Cózar, martínez and Melían () defines the role of business promotion público-privadas partnerships for the creation of jobs, detailing specific examples of different autonomous communities. This monographic work ends with an overview of the cooperation extended to the research group Transicions de la Universitat de València has had with the working group to assist insertion and promoted by FAEDEI AERESS inand it has therefore led to the development and professionalization of the monitoring and research ⁷ that have contributed to better define some of the processes of training, accreditation and encouragement of employability.

2 . 1 . Billing and social balance sheet

The labour market for integration enterprises in Spain is small, limited in scope and length, but, however, shows a considerable maturity: has been able to face two major crises, the financial 2008 and the Covid- 19 . That has largely been enterprises that have been closed and, on the contrary, you can see an increase in the number of companies and also of the persons engaged.

In the year 2009 had 193 enterprises, of which 153 FAEDEI were affiliated with, and employed over 3500 persons, according to data and estimates of FAEDEI ( 2010 , p. 33 ). 2011 had 167 inclusion companies affiliated to FAEDEI ( 2012 , p. 20 ), by hiring 4563 people, 2435 formerly had contracts. In this same year, total income of these companies were 83 . 279 . 169 , 46 €, with a turnover of 62 . 681 . 850 , 58 €, meaning that the only income exceeded the subsidies 20 % FAEDEI estimated almost. 7000 euros back to the public authorities by plaza de inserción. Ya en el año 2023 , 306 inclusion companies linked to recruiting FAEDEI almost 12000 people, 7063 contract for the integration of a household income 284 billion on less than 18 per cent of aid (FAEDEI, 2024 , p. 11 ), and with a return of more than 14 millions of euros to the public administrations in the form of taxes. All these years, the percentages of insertion in the regular labour market after completing the process in enterprises remain above 60 In this year, the return calculated for each insertion for public administrations is 9036 euros.

These figures illustrate the strength and stability for integration enterprises, a workable model and productive, recognized within the Spanish Business Confederation of the Social economy (CEPES). Of course, if one of the defining characteristics of the social economy is the primacy of persons, enterprises place people at the centre and are attempting to submit a report not only financial, but also to a social balance, including the social returns, the social impact, and data on their management. In the management that enterprises not only defend the principles of the social economy but also of the circular economy.
To better understand this situation, we should pay attention to more indicators: who are the companies promote the integration enterprises choose what legal formulas for businesses, and what are the productive sectors and occupation.

2 . 2 Entities promoters.

The entities promoters are defined in article 6 the law 44 / 2007 : ‘ this consideration Shall Be non-profit entities, including those of public law, the non-profit Associations and foundations, whose corporate purpose covering the social integration of particularly disadvantaged persons, which will promote the creation of integration enterprises, which will participate in the terms under (a) of the previous article ’. This is what the article 5 .a: ‘ to) Be promoted and owned by one or more entities promoters referred to in article following this involvement will be at least a fifty-one percent of social capital for companies. In the case of cooperative societies and Labour Societies, such participation should be placed in the ceilings set out in the legislation which is applicable to partners or partners ’. Protected well enterprises to ensure its purpose: its purpose, their production, their contribution to society and the common good, its line of business is the promotion of persons, their training, their skills; the education of workers and free citizens, capable of fulfilling their right to work while satisfying its professional vocation through training and the comprehensive development.This raises the preamble of the act, which while 2007 validity: employment currently remains a fundamental pillar, but not the only one, to ensure the inclusion in society. The people in situation of exclusion seeking access to employment, encounter obstacles, which requires initiatives such as enterprises and for the support of the administrations. Precisely to overcome those obstacles and to help it out of processes of exclusion, to interrupt trajectories and reorient erratic a meaningful life, associations, foundations and social initiatives cooperatives operating in Spain for half a century. As shown in the memory of 2023 more than 35 % inclusion companies are promoted by associations, just over 30 % by foundations, and 16 % for cooperatives; the balance being promoted by other entities (FAEDEI, 2024 , p. 19 ).
Is it reasonable for those entities that are already involved with people who suffer from marginalization and exclusion on grounds including sinhogarismo, addictions, a children and adolescents on resources of the child welfare system, prison, unemployment or poverty, are behind the entrepreneurial initiatives to help them to complete the listing process, In effect. enterprises are the last link in the itineraries of support for these people, at the end of which would end the social support they receive, having now exceeded the thresholds of exclusion and vulnerability.
Obviously, there exists a rating process (and their possible removal) of enterprises, which is part of a record that corresponds to keep each autonomous community. Articles 7 and 8 the law establishes the criteria and requirements for the qualification, which are responsible for the autonomous communities.

2 . 3 . Activity sectors productive

It is worth touching on the economic sectors operating enterprises employers Affiliation shows unites them the service they provide: the development of insertion. Therefore, is the main investment in staff, as noted in the data of the reports of FAEDEI: more than 38 millions of euros 2009 (FAEDEI, 2010 , p. 62 ), more than 51 million in 2011 (FAEDEI, 2012 , p. 20 ) and over 80 million in 2023 (FAEDEI, 2024 , p. 27 ).
Such an investment in people is possible because many integration enterprises are labour-intensive with poor skills and require less investment in infrastructure and technology, although there are exceptions. The most common are, according to the memory of 2023 (FAEDEI, 2024 , p. 20 ), the following: services ( 77 . 3 %), industry ( 8 . 5 %), construction ( 8 per cent) and agriculture, livestock and fisheries ( 6 . 3 %). Using the National Classification of economic activities, the five focus areas are the collection, treatment and disposal of waste and recycling ( 14 . 3 %), in close cooperation with the asociación española de Recuperators of the Social and cooperative economy, AERESS ⁸ (a collaboration between AERESS FAEDEI and we will come in the next section); services to buildings and gardening activities ( 11 . 8 per cent); retail trade except for motor vehicles and motorcycles ( 10 . 3 per cent); provision of meals and drinks ( 8 . 1 per cent) and activities of social services without accommodation ( 8 . 1 per cent); other 33 activities under the same memory, but with a low weight 8 % (FAEDEI, 2024 , p. 21 ). It hosts important similarities between this data and of the first report, 2009 At this time, the collection, treatment and waste management was 18 per cent, services to the buildings and gardening 13 . 8 %, the hotel and catering 9 . 6 % and retail trade the 9 . 6 % (FAEDEI, 2010 , p. 45 ). One can see, however, greater diversification in the fifteen years that separate the two reports.

Then we can say that many of these companies are also social entrepreneurship, courageous, and certainly, in line with the objectives of Sustainable Development that have guided so many institutions in recent years and that however seem to be challenged at the beginning of 2025 .

The election of these activities meets several criteria: We have already mentioned the intensity in the workforce, in order to generate jobs. This we need to combine, often, of areas in which it does not require a high qualification, which makes it possible to prepare workers with an initial training supplemented by technical sometimes obtaining basic educational qualifications, such as Graduated in compulsory secondary education; as well as with the development of personal and social skills that are so important for the successful completion of the processes of marginalization and exclusion. A third approach is to have the possibility of extending acreditable training or to obtain accreditation of professional expertise through work experience, which is very useful in order to take the opportunity to the beginning of a professional career to people who would be vetoed or hindered their access to the regular educational system of vocational training.
Having described the context of enterprises, both in terms of legislation and quantitative, we are now in a position to deepen its main function, employment integration, and in the model of inclusion through work and the training they provide.

In the preceding sections we have seen what enterprises, in this we are going to try to explain its way to manage templates, since the selection of personnel to the follow-up in transit to the regular labour market, to see how this reality, small but valuable, achieved sustained as a company while take care of all its workers, especially the weakest, those who have a contract of insertion. Of this item has been dealt with and FAEDEI AERESS ( 2022 ), edited a manual ⁹ that has served to train technical staff to assist and to strengthen the professionalism of the sector, as well as to make the divisions of the companies that support needs his time, space, its planning and evaluation and, therefore, it is imperative in the contracts. But there are also very recent studies on the role of the entities of the third Sector as advocates of integration into society and the labour market, providing both employment qualification (Markowitsch et al., 2024 ; Molpeceres et al., 2024 ), stressing how it conducts on-the-job training (Palomares-Montero et al., 2022 ), the leadership in production processes and training (Chisvert-Tarazona et al., 2018 ; Salinas Thomas, 2021 ), the accompanying processes (Salinas Thomas, 2024 ), as well as the potential of informal learning (Marhuenda-fluixá, 2024 ). Other relevant studies reflected the role of enterprises as hybrid organizations (Bourbousson et al., 2020 ; Marhuenda-fluixá et al., 2020 ); and relations between enterprises and businesses to get the conventional transition success to the regular labour market (Euricse, 2023 ).

If the main function of these companies is the integration of their staff in the regular labour market, should be analysed in detail what procedures used the company to train people to go to work to other companies. From the references that we have just mentioned, and considering the approach that businesses themselves make (AERESS and FAEDEI, 2022 ), below we try to explain in detail some of the main key management model oriented staff personal and social development and improvement of employability. Discusses the insertion workers; what the itineraries of insertion, which are the subject of the contract of employment; the conditions in which it takes place; the stages of counselling; the importance of the accreditation of professional knowledge; as well as relations with other companies to facilitate access to the regular labour market.

3 . 1 . Members of staff

In addition to the management, there are three professional profiles that define the humane conditions and training of the company of insertion: the staff on contracts for integration, the technical staff of production and technical staff.
The staff on contracts is the real addressee of the daily work in enterprises, the subject and protagonist of the itinerary. Its characteristics are defined in the item 2 the law, book insertion contracts to ‘ people in a situation of social exclusion unemployed registered in public employment services, with special difficulties in their integration into the labour market, which are included in any of these groups ’, as summarized in the following: a) recipients of minimum welfare or the like; (b) young people from child protection institutions; (c) people with addictions that are in the process of rehabilitation or reintegration into society; (d) penitentiaries, released on bail and former prisoners; (e) juvenile offenders as well as those in probation and former inmates. As the item 3 . 2 , ‘ the situation of exclusion of persons belonging to the groups referred to in paragraph ( 1 must be accredited by the competent Public Social Services. It is important to note that these are the possible situations of access to the company, i.e. prerequisite to form part of the processes of selection, which also appreciate theexistence of a minimum of employability in those people who will, on the one hand, to resume production with sufficiency and learning capacity for training and training, technical, social and personally, that is, to enhance individually various dimensions of employability.

Secondly, the technical staff of production, with specific competencies of the sector of activity, is responsible both to produce and to produce teaching staff with contracts of insertion. On your shoulders rest part of the competitiveness and productivity of the company, but also the responsibility to pass appropriate knowledge to train persons who have agreed to the company on the qualification process conducive to the departure of exclusion.
Thirdly, the technical staff of counselling, educational and relational know that allows you to meet the development of competencies and personal, social and cross-cutting of the person with integration contract, as well as to guide the work training technical personnel from production to be applied. This figure, sometimes also performs functions of production to meet the requirements of the company is an area on which revolves the work of the accompanying the itineraries, as we will see, and also those who have more difficulties with a view to increasing the usefulness and value, including economic, of its work. Could amount to what in employment with the support is also regulated by law, labour preparer.

Of these profiles, the central, the purpose of the existence of enterprises, is that of staff in the process of integration: a company of insertion is for this type of profile, on temporary contracts for the promotion of employment, according to the item 15 the law, a term not exceeding three years, with a limit never less than six months. The purpose of this recruitment is that enterprises are transit companies, which the jobs of insertion can become vacant, after completing successfully the itineraries, in order to allow the recruitment of new persons leaving processes of exclusion.
The rest of profiles should be organized and coordinated at the service of the progress of the routes that are the subject of the contract of insertion, and therefore the productive work has to have a formative purpose while accompanying work for the purpose of adaptation of the person in insertion in the conditions of a job and therefore also require both productivity and readiness to strengthen their capacity. The worker's learning in insertion is what makes the pace and direction of work for the company, its progressive improvement.
All this can be better understood if we stop to look at what is the integration.

3 . 2 Insertion. Itineraries: the scope of the contract

The purpose of the temporary contract of employment in enterprises is the development, planning, implementation and monitoring of an individualized integration for the person a signatory to the contract The item. 3 . 1 . the law defines it as follows: ‘ Enterprises apply itineraries of sociolaboral insertion in the light of the criteria established by the competent Public Social Services and public employment services, in accordance with the own integration enterprises having to be accepted these routes through the person in a situation of social exclusion engaged, with the aim of promoting their integration into the regular labour market, defining intervention and counselling as may be necessary ’.
This itinerary should be attached to the contract, as their object, as stated in item 13 . 2 : ‘ The contract of employment, extensions and changes will be formalized in writing, in the model established by the public employment service State and shall be communicated to the public office. A copy of these documents will be transmitted to the competent Public Social Services for the follow-up of personalized insertion. The contract necessarily incorporated into the relevant annex the expression of the obligations that parties to assume in the development of personal itinerary of integration and the concrete measures to implement ’. The organization of the company, the definition of jobs, rotation between posts, the demands of production and the work of monitoring should be available to serve this itinerary, of the most effective and efficient way possible.
This is laid down in the item 15 . 2 to specify that ‘ the contract is to the voluntary provision of paid services employed in a company of integration as an essential part of a custom integration ’. The work that gives the person in insertion in productive activities is willing to improve them and individual, personalised progression. That is why the item 15 . 7 and 16 . 3 establishes the right to payment of these contracts, allowing to cover potential productivity gaps, especially in the first months of the contract; as well as meet the needs arising from the support within the company.
It should be here to point out that the integration may include measures to improve the competencies of the worker in linkages both within and outside the company of the same as they have to study, prepare training for professional membership cards, for access to evidence of certification, even for your training qualifications recognised, as well as other tasks linked to the areas of social exclusion that allowed him to get the certification of social services necessary for the signing of the contract. That is what the item 3 . 2 the law: ‘ Intervention measures and support will include the set of services, benefits, actions of guidance, mentoring and customized processes and assisted in paid work, on-the-job training, labour and social habituation to meet or resolving specific problems arising from the situation of exclusion that hinder the individual as a normal development of their itinerary in the company of insertion ’.
The complexity of the itinerary a better appreciation of the view that involved at least three organizations: the administrations of employment and social services of the autonomous communities, together with the staffing of the company of insertion (personnel management, production and accompanying staff). The responsibility of the itinerary is mainly carried two profiles: the person in integration and the technical staff. Obviously, as it advances the itinerary must move forward an assessment of progress, as well as the adaptation and adjustment of the subsequent interventions. And, within the company of insertion, have been to establish organizational health will facilitate the development of the itinerary.
The item 4 of the law it thereby showed: ‘ Will Take the insertion of that entity's organization or legally established cooperative society, duly recorded by autonomous agencies with competence in this regard, undertake any economic activity of production of goods and services, whose corporate purpose for the purpose of the work-related training and integration of people in a situation of social exclusion as a transit to regular employment. For this purpose should bring to workers from situations covered by section 2 , as part of the routes of insertion, processes and assisted in paid work, on-the-job training, labour and social habituation. Furthermore, these companies should be provided for accompaniment or intervention for employment integration to facilitate their subsequent incorporation into the regular labour market ’. Italics added, to highlight that a dual status to) company of transition to regular employment; and (b) customization of processes and provision of job training purposes.Unable to develop a road map requires an organization of the company having clear this purpose and has the necessary means to achieve it, without prejudice to the company productive capacity that will be retained as enables enterprises, as it is a question of form within a labour relationship and not as a compensatory social benefits.

3 . 3 Organization of the itinerary and jobs in phases of progression

Normally, the time of the contract, with greater or lesser duration, is divided into three stages: first, following the selection and signing the contract, consists of a combination of reception and adaptation to the company, since it means that a person, by their status as social exclusion, has not had an employment relationship customary recently. At this stage is carried out an assessment of the competences of the person, as well as their training needs and accompanying measures. The first few months are, therefore, adaptation and pre-emption, valuation of the possibilities and definition of specific features of the employability of the person, as well as their employability potential, in order to establish both goals and the actions indicated to the itinerary. In this adaptation plays an important role the technical staff of production, with responsibility for day-to-day running of the person in insertion. At the same time, the accompanying technical staff of the competency assessment and design of the plan, in the light of both the file with the prior to the company, as of the information they provided both by the worker himself in insertion and staff of production. This phase concludes with the agreement of specific itinerary and the commitment of the parties, the staff of production, accompanying and insertion, in order to develop the plan.
The second phase is the longest, and that is the development of competencies that iran improving skills, feelings and relations of the person in insertion, their comprehensive development while the substantive improvement of productivity in the company. At this stage, it is already the subject in insertion who has left increasingly aligned with the requirements of the company. You Will Need less support and counselling, distancing itself, so that the person in competition to win both as security in autonomy and greater autonomy. This will allow you to develop their potential and to better define its plan of careers as well as the redefinition of its vital project, which is taking the reins to leave the situation of exclusion that led to the company.
The third phase is also the more complex. Despite that, since the beginning it is known that the employment relationship in the company of insertion is made for a limited period, it is reasonable for the person in insertion in the expectation of consolidating their contract in the company of inserting, where each time is more and more in their implementation to the staff of production, while located in an environment and homely atmosphere. But both the staff of production and accompanying measures need to equip the person in insertion to heighten awareness that, just because of its staff progression, is now able to opt for a job in the regular labour market, that their time in the company of insertion ends because they no longer has more to learn in it, thus freeing his position to initiate the process again with another candidate potential. This phase is the most difficult to understand in mainstream schools on labour relations, How are we going to get rid of a worker as is well integrated into the company and is fully productive? But the company of insertion is transit nature and therefore this transit must be planned.
In view of the different roles played by each stage of itinerary, conditions in the workplace must be different in each of them, and must realise that the management, in view of the reports of the staff of production and to provide support, ready to amend some characteristics of the job or to facilitate rotations between posts to this increase in the itinerary. This provision of the conditions of production and the organization in the service of the people and their itinerary is something that also cover the costs of mainstream, in which the economic benefit is above the social and personal benefit; while in social economy enterprises are familiar with these principles because, ultimately, if an itinerary works is not only for the support of participation or for the care and care of the staff of production, but by the formation of an organizational environment that is the centre and the training, without forgetting the necessary competitiveness of the enterprise. An environment that waiver perhaps at a higher economic benefit for the sake of a sufficient benefit for the maintenance of productive activities and to allow for new recruitments from people who come from situations of exclusion. The organization of the working groups, of the shifts from the time of rest from the time for the development of productive activities but not planned in the itineraries; the recognition of the need to times and procedures for communication and coordination between support staff and production; the organisation of work find recognition in skills and professional modules National catalogue of professional qualifications, the possibility to make and accredit microcompetencias competencies and in accordance with the framework of the organic law 3 / 2022 management, and integration of vocational training. In this way, by virtue of the company of insertion, staff in not only may be certified professional experience recent and will be able to have better training, social and professional staff; but also may be certified that knowledge and knowledge: if access to the company of insertion required a graduation certificate issued by the social services, access to the company was taken by show of hands may be providing different types of accreditations with professional value and market-oriented.

3 . 4 . Labour training and accreditation of professional knowledge – promotion of human capital and social capital

Indeed, all the effort and commitment of the company of insertion should be acknowledged in the form of accreditations with validez oficial), which could attest to any possible company was taken by show of hands, to any staff selection process, the capacities and knowledge with that person and which make for cooking.
For this reason, it is important that, whatever the productive activity has been the insertion, positions and jobs can find support and be reflected in some units within the competence of the national vocational qualifications and that, in due course of the itinerary, is incorporated as an undertaking the preparation and review of accreditation of these powers. In the itineraries long, covering the three-year rule, the temporary conditions are particularly appropriate for complying with this purpose.
In a meritocratic society credencialista and, in which recruitment processes take into account both for professional qualifications as soft skills and cross-cutting, able to give an account of them is particularly relevant, especially when it has a history of social exclusion that rarely go unnoticed in selection of personnel.

To be part of these accreditation processes is a dual role for the staff of accompaniment and production of enterprises: On the one hand, we need to ensure that their capacities to improve integration, but also to invest time, personnel, to prepare for such evidence, the specific guidance to them, which will coincide with other population profiles that have no experience in companies. On the other, they will have to work with the administrations to ensure that the evidence of accreditation not involving non-linked to the own competencies reviewed for a part of the population, such as the staff on insertion. There is a need to ensure access to such evidence, and do so with guaranteed success.

The process of accreditation of skills to shed light on the human capital acquired and promoted in enterprises But success in transit to the regular labour market, on the completion of integration into employment and social inclusion, is to acquire social capital with positive value, another aspect complicated for people who have gone through processes of social exclusion.

The generation of social networks of contacts with businesses and workers of that or other productive sectors, it is fundamental in facilitating the transit to the regular labour market, even more in spain, where access to employment through contact is the main entrance to the labour market. In this regard, to widen the circle of foreign, offer proceedings of the itinerary performed outside the company of integration and involving contact with other actors and agents is important; also refer to the person in insertion to conduct activities incorporated into the itinerary in regular resources to which you can access the set of citizenship. If in the second section of the article español promoters entities, including here in the regular market, play an important role for empowering and facilitate foreign personnel in the insertion, which must be to leave the protection of those entities and the administration of social services and interact ever more independently to the administrations of employment.

In the previous pages have seen the potential for integration enterprises, why have the full sense within the social and cooperative economy, but we have also been able to see that a firm devoted to training and development of its staff will make sense in any business. A recent study of the association Valencia na entrepreneurs together with the foundation of ethics in business (ETNOR) underlines this point, stating that education is also a responsibility of companies (VV.AA., 2025 ). The human factor, which has always been important, he would probably be more on the stage of transformation brought about by the incorporation not just of digitization and automation of processes, but in the same artificial intelligence, not without risk.

In this regard, evaluate the professional skills, personal but also the people who have left processes of exclusion and have shown their productive capacity in enterprises could be understood as an added value instead of as an inconvenience, unlike what usually happens in recruitment processes. People able to live and survive in difficult conditions they are people who have the possibility to explore alternative ways of work (Bernad et al., 2022 ) and come up with the value and utility that can take a seat and a particular firm, also at a time when the very meaning of the work is being questioned, in part by changes in labour relations. But the job, as education, training, are constitutionally recognized rights and they face in enterprises. In that regard, some of the procedures for integration enterprises could serve as a reference to the human resources management of mainstream.

Enterprises show that employability is not a purely individual feature, which is not only the person, but also the job, of certain traits of employability. Unlike with employment, working on the adjustment between person and put to find appropriate productivity and improve it, the company of insertion is also proposed that all members of its staff to find meaning to their work, welfare staff in the performance of the job and in business, in relations with colleagues, while continuing its process of growth and training, in response to its vocation, building on the meaning of learning throughout life as a mechanism for personal development that it also contributes to the progress of society through productive activities that generate social value.

In short, what they do enterprises is to provide a suitable context to expand that employability, through an exquisite accompanying actions also incorporates guidance and brokering, since the clear awareness of the deep gap between employability and employment

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