Remains that the site appears to be immense

Three years after the signing of "historic" ANI (inter-professional national agreement), continuing training is truly entered a new era Despite the initial wave of enthusiasm, strength is to recognize that the "great night" is not in sight. Companies not to are not exploding a magic wand in learning organizations and less skilled employees are still far from the training budgets are stagnating, when they do not regress.

Worse, virulent critics are heard, some claiming even a flat discount of the reform, or even the removal of some of its key provisions. In this context, the recent sitting of the training, organized by "Les Echos" in mid-October, helped take the tone of all the actors.

First observation: despite ambient scepticism, things done. Everywhere, companies took control of the reform. After some hesitation, they began to apply the various elements: the period of professionalization, training plan, observatories branch...

Famous DIF (individual right to training), first seen as a scarecrow by some employers, begins to enter the character even if training outside of working time is reduced to the minimum portion. For their part, training organizations adjust little by little their practices to the new situation. Finally, the idea of a co-construction of the training course, combining the employee and the company made its way. In short, reform is progressing. But slow. "Anyway, we planned to carry out an assessment and to make adjustments if necessary, said Annie Thomas, National Secretary of the CFDT. For the time being, it is still early to decide.

A less isolated approach

In addition, the changes do not necessarily intervene where expected them the most. The Act thus had a non-negligible impact on communication and negotiation within enterprises. "On each of our sites, we have organized meetings of information on the Act, as well as the objectives of the training plan," said Pascal Bernard, Sagep. HRD" This was the opportunity to engage in substantive discussions with employees. We have also strengthened our assessment systems. We arrived at a sort of co-construction of our training device, which mobilizes employees, their hierarchy and their colleagues with a grid of objectives. A key, a series of changes in the Organization of the work. "For René Bagorski, Confederal Secretary of the CGT, which points out that nearly 250 agreements have already been signed in the branches,"it is a genuine committed. "

"Training approach has become less isolated from its context." It is more coupled to human resources management, for its part confirms Bernard Monteil, President of the OPQF (professional qualification of the training agency) and Vice-President of the FFP (1). The trainer integrates more and more in its approach to issues such as employability of the employee or the evolution of skills. "The creation of observatories of branches is part of the same logic.

Another trend heavy: the focus is more and more on engineering training on pedagogy and the design of the route, to better the needs of employees.

In these conditions, each reserve judgement on the fate of the reform. "It has the feeling that the various actors, starting with the companies and social partners, waiting to decide to make an accurate assessment of its first results." "Not to mention that the pre-election context favours the wait", analysis Christophe Parmentier, Associate Director of Clava, a consulting training firm.

Cultural blockages

In the meantime, many cultural blockages persist. "The idea to form the cradle to the grave is still not on the agenda, thus finds Michel Théry, responsible for the ranging continuing education Department (2)" France training continues to be distinguished by a very strong specialization of the ages: youth is the time to education, under the responsibility of the State; the training is followed, with different terms. In addition, we are the countries where it forms more than on the working time. In some Scandinavian countries, it is difficult to distinguish a student who works for an employee training. In France, it is far away. "Another"old demon"typically hexagonal:"employees are not very interested in the development of their employability,"said Bernard Monteil. They continue to be more attracted to the diploma courses.

Françoise Bouygard, delegated Deputy DGEFP (General delegation to employment and vocational training), is a little more optimistic: "education and training are a growing concern in the public opinion." We feel a collective expectation of a system more efficient, less unequal, more readable. We need to emerge a demand for training on the part of employees and ensure that they become actors of their professional project.

Remains that the site appears to be immense. Because it affects both to the whole of social relations in the business, at the joint between initial training and continuing education, the role of the State and local communities, but also of individuals, the Organization of the market of employment, teaching methods, not to mention the thorny question of the funding... There is nothing to wonder, then, if everything is not resolved in a few months... or a few years.