March 8, 2021 How to optimize the organization of employee training? Which measures should be favored according to the short or medium-term needs for adaptation or development of internal skills? Train by relying on "in-house" resources or by resorting to external service providers? During or in ...

First of all, the employer must be clear about the objective pursued by the training envisaged. This action can in fact be taken to satisfy a legal obligation, which is often the case for the exercise of regulated activities or functions: drivers of machinery or certain vehicles, obtaining or renewing the quality of lifeguard. company (SST)… 

Training also makes it possible to ensure that the skills of employees are still adapted to their workstations or their employability in an increasingly evolving professional context with, for example, the growing importance of digital technologies. This double obligation should not be overlooked in the light of case law which recalls, decision after decision, the employer's responsibility in this matter (see article on social dialogue and training).

Another prerequisite is to precisely define the profile and total number of participants in the training action(s) to be implemented: deciding to send a significant number of employees to training at the same time can quickly prove to be problematic in the event of an additional sudden activity or accumulation of unplanned absences. Obviously, the smaller the size of the company, the more these difficulties increase. Particular attention should therefore