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Former ses salariés « MEFPIE

Quelle que soit son contrat, sa durée ou encore son statut, tous salariés possède le droit de se former pendant le temps de travail. Acquérir de nouvelles compétences, obtenir une promotion, se former  aux nouvelles technologies pour ainsi s’adapter aux évolutions … sont autant d’actions de formation qui permettent au salarié d’optimiser son poste de travail, de se perfectionner  et d’évoluer au sein de l’entreprise. La formation des salariés est devenue un enjeu essentiel pour l’entreprise.

Qui est concerné ?

Toute entreprise, quelle que soit sa taille, son statut ou son activité, doit participer au financement de la formation professionnelle.

Son financement est assuré par l’obligation qu’impose le code du travail aux entreprises de verser des contributions financières minimales calculées en fonction de leur masse salariales aux organismes collecteurs agrées (OPCA)

Ces contributions permettront de financer les coûts de formation, de rémunération et des frais liés à la formation du salarié. A l’exception du CIF où le financement de ces frais est assuré par l’employeur, avec ou sans le soutient de l’OPCA.

Se former par quel moyen ?

  • Congé individuel de formation (CIF)
  • Droit individuel de formation (DIF)
  • Périodes de professionnalisation

Qui peut dispenser une action de formation ?

L’entreprise peut organiser elle-même la formation de ses salariés ou faire appel à un prestataire extérieur.

Dans le cas où un salarié part en congé de formation, il choisit librement son organisme de formation.

UN IMPÉRATIF EXISTE : dans le cadre d’une action de formation  – non prévue dans le plan d’action de l’entreprise -, celle-ci doit être dispensée par un organisme de formation ayant déclaré son activité auprès de la Préfecture de son lieu d’implantation.

L’employeur a-t-il l’obligation de former ses salariés ?

L’obligation de former ses salariés intervient dans certains cas :

  • Adaptation des salariés à leur poste de travail et maintien de leur capacité à occupé un emploi (au vue de l’évolution des technologies, des emplois …)
  • Suppression d’emploi – l’obligation de reclassement
  • Formation en alternance d’un jeune en contrat d’apprentissage
  • Engagement écrit de l’employeur de former le salarié mentionné dans le contrat de travail
  • Présence d’un accord ou d’une convention collective applicable à l’entreprise notifiant des périodes de formation obligatoire

Sources :

http://www.travail-emploi-sante.gouv.fr/informations-pratiques,89/fiches-pratiques,91/formation-professionnelle,118/la-formation-des-salaries,1068.html