A different approach to training

Extract

[...] The training process The DIF (droit individuel à la formation) or the Individual Right to Training must be a written agreement between the employee and the employer on the choice of training. The employer shall have one month to notify his response. The lack of response from the employer constitutes acceptance of the choice of the training. In case of persistent disagreement, up to two refusals, the employee has priority access to individual training leave. His case is considered a priority by the OPACIFs (Joint Agency Authorized under the CIF), which decides if the request falls within the priorities for training. [...]

[...] This training enables employees to access a higher level of qualification, change their activity or profession and allows even greater access to, social life and exercise responsibilities of volunteers. The employer cannot refuse a request from Intenational Council of Women, unless it finds, after noticing the work done, that absence could impact negatively on production and operation of the company. During the individual training leave, the employment contract is not broken but is suspended. After training, the employee returns to his job or an equivalent position. [...]

[...] The Act states that "vocational training throughout life is a national obligation." Its purpose is "to promote the integration or reintegration into employment of workers, to enable their continued employment, fostering skills development and access to different levels of qualifications, to contribute to economic development and cultural and social promotion.” It reaffirms the equality between men and women and promotes the integration of disabled persons in articles L 900-5 and L 900-5-1 of the Labor Code. Article L 900-5 of the Labor Code states "there can be no distinction between women and men, except in cases where membership of one sex or the other is the decisive condition for the exercise employment or professional activity giving rise to training.” Positive discrimination is permitted on a temporary basis in order to restore equality of opportunity between men and women in training. [...]

[...] Another problem that hinders effectiveness of DIF is that during working time inevitably have repercussions on the company that already manages absentees due to training and faces increased costs. Thus it seems reasonable that the company hopes that the DIF has also mounted its own skills. It is necessary for the company to communicate about what new training strategies and courses to the employee so as to curtail its expenses . Role of OPACIFs However, in case of disagreement, the matter relating to the DIF is transferred to the OPACIF. [...]

[...] act is passed and a decision is taken by the government to provide vocational training as a national obligation, it is but natural that many questions arise about the effectiveness, reliability and authenticity of the program. Let us look into the need for the training, the challenges and other factors surrounding it. I - The challenges of reforming the vocational training A - Why reform vocational training? Ever since 1971, the training system appears to the employee as a means to maintain their skills according to business needs, but is not viewed as a way to increase his knowledge for its own levels Several studies have shown that the financial investment companies, and about two thirds of small and medium enterprises (SMEs) do not meet the legal requirement to pay of its payroll in training schemes. [...]