The company training plan, or otherwise called skills development plan, is not an obligation, but the Labor Code strongly encourages its implementation. The beneficiaries are employees who, through actions or training courses, can keep their skills up to date and/or develop them. It is an engine of growth and well-being within the company, especially in a changing professional world like today’s.
What exactly is the training plan?
Companies for the most part are aware of the importance of having a training plan. Indeed, the continuous improvement of the skills and abilities of employees is essential to maintain the quality of the company ‘s services and guarantee customer satisfaction. In concrete terms, the training plan organizes training actions as well as refresher courses for employees to enable them to adapt to the new requirements of their position or to develop their expertise.
The organization of training for the benefit of employees to facilitate their adaptation to changes in their profession is strongly recommended. However, the employer is not obliged to offer a skills development plan to its employees.
What actions are planned in the training plan?
Training activities can take several forms. This can be continuous training, occasional training, skills assessments, validation of prior learning (VAE) and the fight against illiteracy. We will also note 2 main categories of training plan. One is mandatory and imposed by collective agreements or conventions. These are mainly training courses that enable employees to keep up to date with technical and regulatory developments in their profession. The other category of skills development plan is not mandatory and may relate to a specific training need to develop a professional career (within the same company or not).
Is the training plan compulsory for employees?
It all depends on the nature of the training planned. It is compulsory when it proves to be essential for the employee to be able to continue to carry out his work. If changes to his position occur within the framework of his employment contract and require training, the employee must comply. The refusal of training constitutes a fault and therefore, a reason for dismissal. In this case, the company can offer its employee a VAE or a skills assessment.
If, on the other hand, the training plan suggests a future modification of his employment contract, the employee can refuse it without incurring any sanction. The same applies if the training plan has been designed to be followed outside working hours. In this case, the employee can refuse it.
If the training plan concerns a professional development project, this is not compulsory. However, if the employee accepts it, he will have to define with his employer the terms that will follow the end of the training, for example access to a new position or better remuneration. These points must be validated before leaving for training.
Who can benefit from a training plan?
All employees can benefit from a training plan. Even the self-employed have access to wage portage training. It should be noted, however, that it is the employer himself who chooses the employees who will benefit from the training plan established for 1 year (sometimes 3 years depending on the provisions). It is understood that the company must choose without discriminating, particularly with regard to the employee’s family situation, sexual orientation, ethnic origin, age, etc.
An employee can also initiate the training request. In this case, he formalizes it orally or in writing according to the practices of his company. You should also know that training takes place either during or outside working hours.
Training plan, what about remuneration?
In order for the employee’s remuneration to be maintained during his training, it must be followed during working hours. In this case, the employee benefits from his full salary. This measure applies to all training plans, whether they are compulsory or not.
Definition and implementation of the training plan
The definition of the skills development plan is carried out by the employer. It is also he who finances it. Since this training plan is initiated by the employer, it is automatically different from the employee’s personal training account (CPF), which is used for requests only initiated by the employee himself.
The employer then organizes his training plan according to 3 main categories:
- Evolution and maintenance of employment
- Adaptation to the workplace
- Development of professional skills
In conclusion, the training plan has many advantages for both the company and its employee: improving performance, motivating employees and adapting to the various changes in the world of work today.
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