The challenges of vocational training

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In recent years, access to vocational training for employees has been compulsory. It makes it possible to develop skills, anticipate changes, but also access higher levels of hierarchy. This can be done within a single company or a third-party company.

What are the objectives of vocational training within a company?

vocational training

Workplace standards have put in place articles to legally regulate the right to training of employees. This training, which is partly the responsibility of the employer, represents not only a plus for candidates who remain at the level, but also for companies that can put these skills forward.

Employees are entitled to different types of vocational training :

  • Training whose skills development plan is in line with the needs of the company and adapted to changes in the current position or promotion.
  • A skills development plan in relation to the employee’s personal needs.
  • A skills development plan for skills upgrading.

These different trainings take place according to the employee’s profile and situation. They can be implemented in two ways: during or outside working time.

During work schedules, it shall be carried out in :

  • A limited time frame for an employee depending on the agreements put in place.
  • A limit corresponding to the percentage of the package when the working time is set up by a package agreement.

-> The time limit is set at 2% of the package if no agreement is reached.

For training outside working hours, a written agreement including all the ins and outs will have to be put in place.

The training courses implemented will have several objectives:

  • The employee must develop skills in a professional and personal development process.
  • They will aim to integrate or reintegrate employees into working life, with the aim of bringing them up.
  • Develop the business economically by highlighting the skills that are present there.

At the end of these different trainings, the employee will obtain a certificate from the company. Depending on the skills he has acquired or the training he has received, he will have several choices :

  • He will have the opportunity to return to his job with the same duties and qualifications.
  • They may also re-enter the company with a change of qualification (if this is part of the agreement).
  • If desired, the employee may also resign from the company and reimburse the training costs if the employment contract includes a challenge-training clause.

The employee does not have to follow a vocational training course within the company. It remains his choice to accept or not, to develop his skills through training. It is also important to know that a business that does not learn is considered a business that does not evolve. This also applies to employees.

In addition to allowing employees to gain expertise, vocational training also allows a company to refine its general skills and thus to have an added value. Training thus becomes an essential tool and its implementation allows a company a real economic and professional boost.

Posté dans HR information le .