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Formation Essay

2006 words - 9 pages

Formation interne
Qu'est-ce que la formation interne ?
Une formation interne est une formation organisée par l'entreprise au bénéfice de l'un ou plusieurs de ses salariés. L'entreprise s’occupe de la conception du stage, du contenu pédagogique et de l'organisation pratique du déroulement.
La formation interne peut se dérouler dans les locaux de l’entreprise ou en dehors.
Important : si une partie de la formationa lieu sur les lieux de production, ou au poste de travail du stagiaire, celle-ci doit respecter des conditions précises pour être considérée comme une formation. Il est obligatoire d'en informer les représentants du personnel.
Les formateurs peuvent être soit des salariés de ...view middle of the document...

| Aucune |
2/ action de développement des compétences | Possible, jusqu'à 80 heures par an et par salarié (5% du forfait annuel). | * Pas de paiement des heures supplémentaires, * versement de l'allocation formation. | * Accord entre l'employeur et le salarié. * Engagements de l'employeur. |
Important : pour un même salarié, les heures de formation réalisées en dehors du temps de travail ne peuvent pas dépasser 80 heures par an.
Principaux avantages : formation sur mesure, souplesse et coûts réduits
Le choix de formation interne est pertinent dès lors que l’entreprise :
> recherche une formation sur-mesure, parfaitement adaptée à son contexte ;
> souhaite la mise en place d’actions portant sur des métiers spécifiques ;
> ne trouve pas sur le marché l’offre adéquate.
Ce mode d’organisation de la formation présente en outre d’autres avantages :
> souplesse de planning : le calendrier de la formation s’adapte facilement aux contraintes de l’entreprise ;
> possibilité de démultiplication : l’action peut être programmée autant de fois que nécessaire ;
> coût réduit : pas ou peu de déplacement, pas d’achat de formation… Et, sous réserve de répondre aux critères d’imputabilité, la formation peut être financée sur les fonds de la formation professionnelle en ce qui concerne :
• la rémunération des stagiaires ;
• les frais de personnel formateur et non formateur ;
• les dépenses de fonctionnement pédagogique des actions ;
• les dépenses de location et d’entretien des locaux et du mobilier affectés à la formation ;
• les dépenses d’organisation administrative des actions de formation (dans la limite de 5 % du montant des frais de rémunération des personnels enseignants et non-enseignants) ;
• les dépenses de transport et d’hébergement des formateurs liés à la réalisation des actions.

Des précautions à prendre
Organiser la formation en interne exige certaines précautions. Il ne s’agit pas, en effet, de faire « une formation sur le tas ». Il faut donc :
> prévoir une véritable progression pédagogique, à détailler dans le programme de formation ;
> dispenser l’action dans des locaux distincts des lieux de travail. A noter toutefois qu’un enseignement pratique peut être dispensé sur les lieux de production sous réserve néanmoins d’en rendre compte aux représentants du personnel (CE ou DP) ;
> établir des attestations de présence mentionnant les objectifs, la nature, la durée de la formation et les résultats de l’évaluation des acquis de la formation (à faire signer par les stagiaires). (voir boite à outils)
L’entreprise doit en outre veiller à :
> disposer de salariés experts dans le domaine enseigné et bons pédagogues ;
> prévoir les supports pédagogiques ;
> organiser la logistique liée à la formation (repas...) ;
> évaluer la formation.
Comment choisir le formateur interne ?
Le formateur est choisi parmi les salariés de l’entreprise. Il doit disposer des compétences...

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