Continuing Training in the Companies: France's Position in Europe.

Autor/inn/en	Aventur, Francois; Mobus, Martine
Institution	Centre d'Etudes et de Recherches sur les Qualifications, Marseilles (France).
Titel	Continuing Training in the Companies: France's Position in Europe.
Quelle	(1996) 26, (5 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
ISSN	1156-2366
Schlagwörter	Access to Education; Comparative Analysis; Continuing Education; Foreign Countries; Job Training; Labor Force Development; Vocational Education; France + Suchen Sie Ihr Suchwort? Education; Access; Bildung; Zugang; Bildungszugang; Weiterbildung; Ausland; Berufsqualifizierender Bildungsgang; Arbeitskräftebestand; Ausbildung; Berufsbildung; Frankreich
Abstract	A statistical survey of continuing vocational training (CVT) in a sample of companies was carried out in 1993 in the 12 countries of the European Economic Community (EEC). The French part of the survey was conducted on a sample of 1,848 companies. France had the highest rate of access to courses with a recourse to training that falls within the average. In terms of disparities in access according to categories of workers, France did not stand out. Those with higher chances of access were men, supervisors and technicians, and employed in large companies, notably banks and insurance companies. Company expenditures for CVT represented from 1 to 2.2 percent of the total labor costs. In relation to a "European" average, the French situation was characterized by a high expenditure per employee, resulting from the high rate of access to CVT and programs that were longer than the average. In France, 35 percent of the companies had a training plan, whereas this was the case for only about 25 percent of the companies in the Netherlands, Belgium, Spain, and Italy. French companies most often used courses and training in work situations (TWS). TWS was widespread in large companies (75 percent) and present in the majority of medium-sized companies (45-69 percent). TWS was generally linked to training courses or other training situations. TWS objectives fell into two categories: management of employment and mobility, and adaptation of competencies to technical and organizational changes. (YLB)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC