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La formation continue dans les entreprises et son retour sur investissement

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  • Yannick Carriou
  • François Jeger
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    Abstract

    [fre] La formation continue dans les entreprises et son retour sur investissement . En 1 994, les entreprises françaises ont consacré 3,3 % du montant des salaires bruts à la formation continue de leurs salariés. Malgré l'obligation légale et le dispositif institutionnel original de la France prévoyant une mutualisation des fonds de la formation, l'effort des entreprises pour la formation de leurs salariés est encore inégalement réparti suivant la taille et le secteur. . Elle contribue à augmenter la valeur ajoutée dégagée par l'entreprise toutes choses égales par ailleurs. C'est ce qu'atteste son introduction dans des fonctions de production de différents types : certains de ces modèles permettent de conclure à des rendements décroissants, à une complémentarité avec le capital, et à une substituabilité avec le travail. . La formation continue, en permettant l'adaptation des salariés aux évolutions technologiques et économiques, est de plus en plus perçue comme un investissement. [eng] The Return on In-Service Training in Firms . In 1994, French firms spent 3.3% of total gross payroll on in-service training for their employees. Yet despite the legal obligation and France's unique institutional contributory training funds mechanism, the training of employees by their firms is still unevenly distributed across corporate sizes and sectors. . In-service training is increasingly perceived as an investment, since it adapts employees to technological and economic developments. . Its introduction into different types of production functions shows that it raises the firm's value-added, other things being equal. Some of these models find decreasing returns, complementarity with capital, and substitutability with labour. [ger] Die berufliche Weiterbildung in den Unternehmen und ihre Kapitalrendite . 1 994 verwandten die f ranzôsischen Unternehmen 3,3% des Betrags des Nettolohns fur die berufliche Weiterbildung ihrer Beschâftigten. Trotz der gesetzlichen Verpflichtung und des beispielhaften institutionellen Rahmens Frankreichs, der eine gemeinsame Nutzung der Ausbildungsmittel vorsieht, unterscheiden sich die Anstrengungen der Unternehmen bei der Fortbildung ihrer Beschâftigten je nach UnternehmensgrôBe und Wirt- schaftszweig. . Da die berufliche Weiterbildung eine Anpassung der Beschâftigten an die technologischen und wirtschaftlichen Entwicklungen ermôglicht, wird sie immer mehr als eine Art Investition angesehen. . Bei sonst gleichen Bedingungen trâgt sie zur Steigerung der Wertschôpfung eines Unternehmens bei. Dies beweist ihre Einbeziehung in verschiedene Produktionsfunktionen: manche dieser Modelle lassen auf abneh- mende Ertrâge, auf eine Komplementaritât zum Kapital und eine Substituierbarkeit durch das Kapital schlieBen. [spa] econômicas, se percibe cada vez mâs como una inversion. . La formacion permanente en las empresas y sus secuelas en la inversion . En 1 994, las empresas francesas dedicaron un 3,3 % del importe de los salarios brutos a la formacion permanente de sus asalariados. Pesé a la obligaciôn legal y al dispositivo institucional original francés que preve una mutualizaciôn de los fondos de la formacion, el esfuerzo de las empresas por la formacion de sus asalariados sigue distribuido desigualmente segûn el tamano y el sector. . La formacion permanente, por permitir la adaptaciôn de los asalariados a la evoluciones tecnolôgicas y Contribuye a aumentar el valor anadido de la empresa, salvadas las diferencias. Es lo que prueba su introducciôn en unas funciones de producciôn de diferentes tipos : ciertos modelos permiten concluir en unos rendimientos decrecientes, en una complementaridad con el capital y en una posible sustituciôn al trabajo.

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    Bibliographic Info

    Article provided by Programme National Persée in its journal Economie et statistique.

    Volume (Year): 303 (1997)
    Issue (Month): 1 ()
    Pages: 45-58

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    Handle: RePEc:prs:ecstat:estat_0336-1454_1997_num_303_1_2546

    Note: DOI:10.3406/estat.1997.2546
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    Web page: http://www.persee.fr/web/revues/home/prescript/revue/estat

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    Cited by:
    1. Lorraine Dearden & Howard Reed & John Van Reenen, 2005. "The Impact of Training on Productivity and Wages: Evidence from British Panel Data," CEP Discussion Papers dp0674, Centre for Economic Performance, LSE.
    2. Legros, Diego & Gallié, Emilie-Pauline, 2008. "Vocational Training and Innovation," Economics Papers from University Paris Dauphine 123456789/5018, Paris Dauphine University.
    3. Gallié, Emilie-Pauline & Legros, Diego, 2012. "Firms’ human capital, R&D and innovation: a study on French firms," Economics Papers from University Paris Dauphine 123456789/6962, Paris Dauphine University.
    4. Antonelli, Gilberto & Cappiello, Giuseppe & Pedrini, Giulio, 2013. "The Corporate University in the European utility industries," Utilities Policy, Elsevier, Elsevier, vol. 25(C), pages 33-41.
    5. Jellal, Mohamed, 2014. "Firmes industrielles incitations et formation approche théorique
      [Industrial firms incentives and training Policy theoretical approach]
      ," MPRA Paper 57306, University Library of Munich, Germany.
    6. Gérard Ballot & Fathi Fakhfakh & Erol Taymaz, 2002. "Who benefits from training and R&D: The firm or the workers? A study on panels of French and Swedish firms," ERC Working Papers 0201, ERC - Economic Research Center, Middle East Technical University, revised Jan 2002.

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