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A different approach to training

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  1. Introduction
  2. Youth unemployment
  3. History of vocational training programs
  4. The challenges of reforming the vocational training
    1. Reasons to initiate reforms
    2. The priorities set by the government
    3. The resources given to companies and employees by the Act of May 4, 2004
    4. Actions of the training plan
    5. The new tools of vocational training
    6. The training process
  5. The risks of failure of the reform
    1. The direct cost of the reform
    2. The hidden costs of DIF
    3. Complexities of the business
    4. Limited effectiveness
    5. Role of OPACIFs
  6. Conclusion

Every government has an underlying duty to protect its citizens. Nevertheless, there are problems faced by the developed nations to bring in 100% employment rate for its people. As the ill effects of unemployment range from property crimes to national dissatisfaction, governments seek ways to reduce unemployment and promote youth employment.

Youth unemployment is a pervasive issue in France. According to povertyactionlab.org, the rate of unemployment for the youth aged between 18 and 25 surpasses the national average

[...] 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. [...]


[...] Limited effectiveness Two main reasons hinder the effectiveness of the training process and its actual implementation: There is a misunderstanding between employees and employers regarding the definition of the Individual Right to Training. There are issues related to integration of business strategies in the DIF. These difficulties arise because of the difference in the perception levels between employer and employee regarding the acquisition of shares and maintenance or improvement of knowledge. While employees view them as a means of access to culture, maintain or improve their skills and their cultural level and assume greater responsibilities in the community, the company sees it as a collective right. [...]

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