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For the publications before 2005, you can find them in Ressources documentaires.
The reasons why employees are not all equally attracted to vocational training
One third of all French employees undergo vocational training every year and at the same time, one quarter of the employees declare that their needs for vocational training have not been met. The picture reflected in these two figures shows that cont...
Mobility at the start of working life. External and internal patterns of mobility have very differents effects.
Even when young people have apparently achieved fairly stable occupational positions, they show greater mobility in the early stages of their careers than the active population as a whole. Nearly one third of these young people make a change of firm...
Becoming an unskilled worker in a large enterprise. Young people's choice and local contexts
A major recruitment operation undertaken around the year 2000 by a large automobile manufacturing group in several of its European sites offers the possibility of studying the arrival of young people in unskilled operative posts in different countrie...
Vocational certification : How the social partners contribute to developing the supply
Vocational certification procedures in France cover a wide and varied spectrum, ranging from state educational diplomas to homologated qualifications and vocational qualification certificates. Although the social partners are far from taking a back s...
Vocational training at french firms : A reflex or a strategy ?
Two different managerial approaches can induce fi rms to provide their staff with vocational training. In the fi rst case, competences are an integral part of the fi rm’s overall strategy and their management is carefully planned in advance. The seco...
30 years of homologation. A mode of certification based on the logic of diplomas
The present homologation procedure, which developed as part of the move to make continuing vocational training officially recognized at State level in France, is actually very similar to the initial vocational education and training system in many re...
When the transition to work process grinds to a halt
Although unemployment is endemic among those under 25 years of age, we still do not have a very clear picture of the young people who continue to haunt the fringes of the labour market after leaving the educational system. One tends to imagine that t...
Predicting workforce replacement requirements. A prospective sectoral approach.
The Quarries and Building Materials sector is being faced like many others with the ageing of its workers and is having to solve recruitment problems. The question which has therefore arisen is how to deal with the workforce replacement requirements....
Managing competence and setting up qualifications. How to reconcile company performances and individual careers ?
Competence management (or skills or competency management, as it is also known) has been defined as follows : "a system used to identify the correlations between skills, knowledge and performance within an organisation. It enables an organisation to...