Al Akhawayn University (MOROCCO)
About this paper:
Appears in: ICERI2012 Proceedings
Publication year: 2012
Page: 4515 (abstract only)
ISBN: 978-84-616-0763-1
ISSN: 2340-1095
Conference name: 5th International Conference of Education, Research and Innovation
Dates: 19-21 November, 2012
Location: Madrid, Spain
Undoubtedly, the importance of employee training is definitely on the rise in the Moroccan context partially due to several initiatives and mechanisms that have been implemented by the government. In this respect, one of the most important legislations in the Moroccan training context is the Vocational Training Levy that compels private and public organizations subject to the National Social Security Fund to pay 1.6% of the total gross monthly payroll for training. Along with the levy, there are two important and complementary institutional mechanisms that promote employee training and development in Morocco. Organizations can resort to one of these mechanisms or to both simultaneously. Intersectoral Advice Associations (Groupements interprofessionnels d’aide au conseil, GIAC) exist across industries to promote the importance of employee training and to provide companies with technical and financial assistance during the phases of training needs analysis and with the preparation of proposals for submission. The system of Special Training Contracts (Contrats spéciaux de formation, CSF) financially supports private companies subject to the levy in developing and implementing employee training programs. It is co-managed by a tripartite central committee, including government representatives, employers and unions at the national level and 10 regional tripartite committees representing all regions of the country. Despite these tools and mechanisms, we are still distant from establishing employee training structures and practices within organizations, and far from developing a long term sustainable human capital. In this regard, only 20% of the training funding scheme is utilized by 3% of formal sector companies, which are unequally distributed in terms of firms’ size, industries and regions (OFPPT, 2002) with the majority of them located on the industrialized Casablanca-Rabat-Tangiers axis. In addition, employees working for small and medium businesses, which constitute 93% of companies operating in Morocco, do not adequately benefit from training. In light of the above, numerous recommendations are made in order to assist with establishing training practices within Moroccan businesses.
Employee training, training mechanisms, training practices, Morocco.