The training plan has been replaced by the skills development plan since January 1, 2019. It allows employees to follow training actions at the initiative of their employer.

This is different from training courses that they can take on their own initiative, thanks to their personal training account.

The company has two obligations in terms of vocational training. It should promote:

• Adapting to the workplace
• and the retention of employees in the jobs they hold.

Skills development plan: a set of training actions

The employer must also provide general safety training.

The employer includes all the training actions it sets up for its employees in the skills development plan, including those mandatory under an international agreement or legal and regulatory provisions.

The definition of training action has been simplified as an educational path aimed at achieving a professional objective.

In addition to face-to-face and distance training, it is now possible to consider on-the-job training (FEST).

Why do you need a skills development plan?

The need to comply with legal obligations is the first important thing when creating a skills development plan.

Indeed, in this area, the employer is responsible and risks financial sanctions and legal proceedings if he does not respect this. It is essential to know two articles of the Labor Code.

According to article L. 6312-1, a skills development plan at the initiative of the employer guarantees the access of employees to vocational training.

It also provides that the employee can take the initiative in training by using his personal training account (CFP).

According to article L. 6321-1, the employer is required to ensure that employees have all the keys in hand to adapt to their workstation.

It guarantees their ability to work over the long term by taking into account:

• of the evolution of jobs
• Technologies
• and organizations.

It can offer courses that contribute to the development of skills, including digital skills. The skills development plan referred to in the first paragraph of article L. 6312-1 provides, where appropriate, for the training actions implemented for these purposes.

Beyond the legal aspect, having qualified employees is essential to provide customers with products and services that make a difference compared to those of the competition.

Therefore, the skills development plan is an essential tool to support the business.

In addition, it will support strategic choices for the future of the company, such as:

• digitalization,
• internationalization
• and diversification,

As well as the consequences of these choices on jobs and useful skills, such as:

• digital skills
• multicultural and technological skills.

It is a Predictive Job and Skills Management (GPEC) approach.

How do you develop a skills development plan?

To develop a skills development plan, it is first necessary to collect training needs. The collection of needs is a twofold approach, because training is at the crossroads between:

• skills needs resulting from the company's strategic choices
• and individual needs or wishes.

Two frameworks exist for negotiated training projects. Participants discuss them during evaluation interviews if they stem from a need to achieve individual operational goals.

During professional maintenance, projects for taking responsibility or functional mobility are discussed. Once the training needs have been expressed, the company must find a training solution adapted to each need.

It can be a training course for employees of several companies or a training course dedicated only to company employees. It can take place face-to-face or remotely.

Prioritizing and budgeting the skills development plan

The skills development plan is unlikely to include all of the needs collected. It is therefore essential to determine strategic priorities and to determine the budget that the company wishes to allocate to the training of its employees.

Remember that OPCOs do not fund the plan for businesses with more than 50 employees. It is up to business leaders to decide on the allocated budget and training priorities in the draft plan.

Businesses with more than 50 employees should carefully consider this investment in skills.

Consult the CSE for the skills development project

Once the employer has clearly defined the priorities, and this in companies with at least 50 employees, he must present a draft annual plan for skills development to the employee representatives.

If the plan is long-term, it must review it annually and submit it to the Social and Economic Committee (CSE) for consultation.

To inform elected officials appropriately, the employer must send the documents provided for in the Labor Code before the meeting with the Social and Economic Committee (CSE). The Social and Economic Committee must then give its opinion on the submitted project.

Informing employees about the implementation of the plan

The skills development plan must then be communicated to employees before it is implemented.

Of course, during the implementation of the plan, the company can adapt the plan to integrate new priorities that emerge or integrate new employees, for example.

Evaluate the impact of the skills development plan

The objective of the skills development plan is to acquire skills that are considered useful, so it is essential to assess the impact of the investment made.

Have new capabilities been developed? Has the performance of trained employees increased? Has the quality of products or services improved? Are the planned trips going well?.

It is important for the company to examine whether the objectives set have been achieved and to adapt the system if the expected results do not live up to expectations.

Who funds the skills development plan?

A company with more than 50 employees is fully responsible for Cost of training delivered as part of a skills development plan.

If the training requires travel, accommodation and catering expenses, the employer is responsible for them. OPCOs support employers with less than 50 employees in financing training actions.

What is the purpose of the skills development plan?

The objective of the skills development plan is to enable employees to adapt continuously to their workplace and to develop their ability to adapt to technological and economic changes and to company priorities.

This is in fact one of the responsibilities of the employer, as indicated in article L. 6321-1 of the Labor Code.

What is the difference between a training plan and a skills development plan?

There is no distinction between the training plan and the skills development plan, it is simply the new name for the training plan according to the labor code.

The skills development plan includes all the training courses that the employer has chosen for its employees.

What are the main obligations of the skills development plan?

Article L 6321-1 of the Labor Code states that the employer has two obligations in terms of vocational training: adapting to the workplace and maintaining the employment of employees.

It can also propose actions that contribute to the development of skills. The employer must also provide general safety training.

The skills development plan includes all the training measures offered by the employer to its employees, including some that are required under an international agreement or legal and regulatory provisions.

The concept of training action has been simplified and has been defined as an educational path aimed at achieving a professional objective. Workplace training (FEST) is now possible in addition to face-to-face training, as well as remotely.

Use coaching to set up relevant training actions

In the company, the search for performance also involves the improvement of skills. Whether it concerns managers or employees, skills development is an essential part of a company's growth.

Coaching aims to develop the skills of managers, managers and employees. It can be useful in helping managers develop a skills development plan that is consistent with business goals and capabilities.

VISCONTI Partners can assist you in this process. Find our offers coaching and our items From blog.