About this paper

Appears in:
Page: 4515 (abstract only)
Publication year: 2012
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

EMPLOYEE TRAINING IN MOROCCO: INSTITUTIONAL MECHANISMS AND WORKPLACE PRACTICES

A. Hassi, G. Storti, A. Trevathan

Al Akhawayn University (MOROCCO)
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.
@InProceedings{HASSI2012EMP,
author = {Hassi, A. and Storti, G. and Trevathan, A.},
title = {EMPLOYEE TRAINING IN MOROCCO: INSTITUTIONAL MECHANISMS AND WORKPLACE PRACTICES},
series = {5th International Conference of Education, Research and Innovation},
booktitle = {ICERI2012 Proceedings},
isbn = {978-84-616-0763-1},
issn = {2340-1095},
publisher = {IATED},
location = {Madrid, Spain},
month = {19-21 November, 2012},
year = {2012},
pages = {4515}}
TY - CONF
AU - A. Hassi AU - G. Storti AU - A. Trevathan
TI - EMPLOYEE TRAINING IN MOROCCO: INSTITUTIONAL MECHANISMS AND WORKPLACE PRACTICES
SN - 978-84-616-0763-1/2340-1095
PY - 2012
Y1 - 19-21 November, 2012
CI - Madrid, Spain
JO - 5th International Conference of Education, Research and Innovation
JA - ICERI2012 Proceedings
SP - 4515
EP - 4515
ER -
A. Hassi, G. Storti, A. Trevathan (2012) EMPLOYEE TRAINING IN MOROCCO: INSTITUTIONAL MECHANISMS AND WORKPLACE PRACTICES, ICERI2012 Proceedings, p. 4515.
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