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Entreprises et formation continue


  • Emmanuel Delame
  • Francis Kramarz


[fre] Entreprises et la formation continue par Emmanuel Delame et Francis Kramarz . La loi du 16 juillet 1971 institue la participation des entreprises d'au moins 10 salariés au financement de la formation continue. Si des entreprises (les plus grandes et les plus qualifiées) dépensent plus que le minimum légal ( 1 ,2 % de leur masse salariale en 1 987), d'autres versent cette somme à l'État ou à des organismes spécialisés sans former. Entre deux, il existe des entreprises qui forment en dépensant juste la somme minimale. . Cette étude, réalisée à partir de 495 entreprises industrielles, montre la constance des comportements de formation dans le temps (qui a formé formera, qui n'a formé a peu de chance de le faire un jour). Seules les entreprises très formatrices tirent leur épingle du jeu avec un meilleur profit et une productivité accrue pour le qualifié. [eng] Firms and In-Service Training by Emmanuel Delame and Francis Kramarz . The law of 16 July 1971 provides for firms of at least 10 employees to contribute to financing in-service training. Although the largest and most skilled firms spend more than the legal minimum (1.2% of their payroll in 1987), others pay this sum to the government or specialised organisations without spending anything on training. Between these two extremes are the firms that spend exactly the minimum sum on training. This study examines 495 industrial firms to show the consistency of training patterns over time (those that have trained will train and those that have not trained are unlikely to do so in the future). Only the firms that train a great deal play their game well with higher profit and increased productivity for the skilled worker.

Suggested Citation

  • Emmanuel Delame & Francis Kramarz, 1997. "Entreprises et formation continue," Économie et Prévision, Programme National Persée, vol. 127(1), pages 63-82.
  • Handle: RePEc:prs:ecoprv:ecop_0249-4744_1997_num_127_1_5837
    Note: DOI:10.3406/ecop.1997.5837

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    Cited by:

    1. Nathalie Havet, 2006. "La valorisation salariale et professionnelle de la formation en entreprise diffère-t-elle selon le sexe ? L'exemple canadien," Économie et Prévision, Programme National Persée, vol. 175(4), pages 147-161.
    2. Anthony Terriau, 2018. "Occupational mobility and vocational training over the life cycle," Working Papers halshs-01878925, HAL.
    3. Fougere, Denis & Kramarz, Francis & Magnac, Thierry, 2000. "Youth employment policies in France," European Economic Review, Elsevier, vol. 44(4-6), pages 928-942, May.
    4. Lorraine Dearden & Howard Reed & John Van Reenen, 2006. "The Impact of Training on Productivity and Wages: Evidence from British Panel Data," Oxford Bulletin of Economics and Statistics, Department of Economics, University of Oxford, vol. 68(4), pages 397-421, August.
    5. Abowd, John M. & Kramarz, Francis, 2003. "The costs of hiring and separations," Labour Economics, Elsevier, vol. 10(5), pages 499-530, October.
    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.
    7. Ballot, Gerard & Fakhfakh, Fathi & Taymaz, Erol, 2001. "Firms' human capital, R&D and performance: a study on French and Swedish firms," Labour Economics, Elsevier, vol. 8(4), pages 443-462, September.

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