The cleavage is also marked on the benefit of the training

Two European countries, at equivalent levels of life yet two radically different visions of vocational training. In this field, the France and the Denmark display indeed marked differences, both for the designs for the practices of employees. This is what shows a survey of the Ofem (Observatory training, employment and trade) of the ICC in Paris, conducted by OpinionWay (1).

Certainly, French and Danish are found little or less on the importance of training. Each and others consider that it allows to expand its expertise and strengthen skills. A little less France, however: 75 of the respondents see a way to enrich their CV, compared with 86 of the Danes. Similarly, the French are only 55 to estimate will allow that form them to more easily change company, against 69 in the Denmark. In short, the French appear less convinced of the usefulness of training than their Scandinavian counterparts. The cleavage is also marked on the benefit of the training. The French, a very large majority (85), believe that the company is the main beneficiary, then the Danes saw more readily a "win-win" approach, which benefits both the employer to the employee.

A pillar of the 'flexisecurity '.

But it is mainly on the protective aspect of the training that the two visions differ: only 18 of the French employees (and 23 for managers) felt that training protects them economic dismissal - while they are 62 at the Denmark.

Thus, appear, watermark, two concepts almost opposite of the training. For the French, it can first change of employment and is rather synonymous with failure in working life. Form is a tool of mobility. But this mobility, especially with the crisis, is more sustained than desired. "Redirect is most often experienced as a test, observed Philippe Lacroix, Secretary General of the Centre Inffo, organization of information on vocational training. "The expression"it sends me in training", frequently used, shows how training can be seen as a punishment by numerous employees."

Denmark, on the contrary, the training is much more integrated with the professional project. She appears primarily as a tool in a development which the employee is actor. It allows more than France to adapt and, for example, to develop its network - a possibility cited by 10 of Danish workers against only 1 of the French. This is the logic of the training, one of the pillars of the Danish "flexisecurity". "The Danes seem much more mobile, while the French are more attached to their jobs," said Armel Guillet, of Ile-de-France Fongecif.

As the crisis, it seems hardly change these differences in approach. Only 40 of the French consider that training becomes more necessary than before - against 60 of the Danes. Almost half (45) of Danish employees consider that form allows them to protect themselves from the crisis - they are only 25 in the Français.

How to change this vision of the formation continues in France "Should simplify the devices and make them more readable, especially for the less skilled employees, said Xavier Cornu, Executive Director of education-research-training of the CCIP.". And to ensure that the managers feel more invested mission to stimulate the paths of their collaborators. "Training, the Denmark in any case provides an example of which the France could usefully emulate.