Description

Over a three-step course, this cycle allows you to master the skills of the training manager. The first part aims to master the legal framework specific to professional training. It integrates the consequences of the 2018 reform. The second allows you to actively participate in the construction and implementation of the skills development plan. The third leads you to become a reference point of contact for employees and operational managers on training issues, and to support projects. Throughout the cycle, exchanges between participants allow you to share good practices and feedback.

Who is this training for ?

For whom ?

Training manager. Training assistant. Human Resources Assistant. HR or Training Manager.

Prerequisites

Training objectives

Organize training for the company and the establishment

Ensure compliance with legal obligations regarding training

Fully play your advisory role to employees and operational management

Monitor achievements and contribute to the full effectiveness of the training

Training program

• Use professional training texts operationally
  • The applicable legal and conventional texts.
  • The professional training system and the changes brought about by the 2018 reform.
  • The employer's obligations in matters training
• Identify the different training access mechanisms
  • From the training plan to the skills development plan: the new definition of training action.
  • The CPF: acquisition methods; monetization; professional transition CPF; training eligible; financing, co-investment possible with the employer.
  • The financing system for professional training: collection of funds and contributions, depending on the size of the company
  • Alternation: professionalization contracts and apprenticeship.
  • Scenario Varied, participatory and fun exercises, to 'gently' master the legal environment of the training.
• Participate in the development of the skills development plan (e.g. training plan)
  • Make the link between the company's strategic orientations and skills development needs.
  • Propose skills development solutions adapted to needs.
  • Use the new definition of training action.
  • Anticipate the cost of actions.
  • Involve managers in decisions.
  • Prepare them. consultations of the Works Council / of the Social and Economic Committee.
  • Scenario Discussions in sub-groups to compare the different processes of developing the plan, in the participants' companies. practice calculating the forecast budget, and propose arbitration keys. A cross-reading of the documents provided by the participants.
• Follow the implementation of the plan
  • Follow the implementation of the plan
• Organize training activities
  • Write or validate specifications.
  • Be a source of suggestions for structuring choices: internal training or purchase of services, inter or intra, face-to-face, in a work or mixed situation. ..
  • Validate the relevance of a training solution: anticipate the evaluation upstream; take into account the technical environment and the conditions for success of distance or blended training; the adequacy of the methods proposed with the objectives and needs of the participants; validate the quality of the training materials.
  • Enter an agreement with a training organization
  • Manage the logistical aspects.
  • Handle incidents and answer practical questions
  • Scenario A case study to practice validating specifications and selecting a service provider
• Advise employees and decision-makers
  • Help an employee clarify their training project
  • Be a source of proposals for plan-CPF co-investments.
  • Make training tools known and brought to life guidance and lifelong training: professional development advice; skills assessment, VAE...
  • Scenario Interview simulations to improve questioning and listening skills.
• Welcoming young people on work-study programs and job seekers in training
  • Anticipate the reception of people on a work-study program.
  • Ensure that the conditions are met so that their career path is professional.
  • Use Operational Preparation for the 'Individual or collective employment'}
• Facilitate internal trainers and tutors
  • Identify the advantages and conditions for success of on-the-job training (FEST).
  • Support the professionalization of internal trainers and tutors.
  • Implementation situation Discussions in subgroups to compare the practices of the participants' companies
• Evaluate and report on training performance indicators
  • Manage your activity with a dashboard.
  • Evaluate the effects of training and report on it.
• Position your own role, vis-à-vis operational managers and employees
  • Scenario Challenge your action plan!
  • Evaluation of acquired knowledge