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Valorisation salariale de la formation continue en France et en Allemagne

Author

Listed:
  • Pierre Béret

    (LEST - Laboratoire d'Economie et de Sociologie du Travail - AMU - Aix Marseille Université - CNRS - Centre National de la Recherche Scientifique)

  • Arnaud Dupray

    (CEREQ - Centre d'études et de recherches sur les qualifications - ministère de l'Emploi, cohésion sociale et logement - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche)

Abstract

Les raisons mêmes de la formation professionnelle continue (fpc) et ses formes de valorisation salariale sont largement dépendantes de la manière dont sont construits les rapports entre formation initiale et marché du travail. C'est un des intérêts d'une comparaison entre la France et l'Allemagne dont les espaces de qualification sont très différents. De ce point de vue, l'analyse des évolutions intervenues dans les deux pays depuis 20 ans a amené à formuler les hypothèses suivantes. Pour la France, celle d'un basculement d'un espace de qualification surdéterminé par les marchés internes dans les années 70 à un espace structuré autour de la formation initiale qui a explosée sur la période. Cependant, la forte incertitude sur la contribution productive de cette formation oblige les entreprises à mettre en place des dispositifs de sélection des salariés. Dans ce cadre, la fpc ne fait que ratifier, en l'objectivant, le succès relatif dans l'épreuve de sélection auquel renverrait le cheminement du salarié dans l'entreprise. Dans ce cadre, on avance l'hypothèse qu'il y a dans les années 90 un découplage entre augmentation de salaire et apport productif de la fpc. Pour l'Allemagne, malgré une déstabilisation relative du système dual liée à des forces de différenciation entre filières et à une volonté des jeunes de poursuivre dans l'enseignement supérieur, l'espace de qualification reste, dans les années 90, largement organisé autour d'une formation professionnelle initiale reconnue. Dans ce cadre, la fpc s'inscrit dans une logique d'investissement dont le salarié tire la contre-partie dans une amélioration de sa rémunération. Ces hypothèses ont été testées à partir de l'enquête FQP 1993 et du German Socioeconomic Panel. L'examen du rendement de la fpc selon le moment où elle a eu lieu et selon le nombre de formation suivies accrédite le passage en France d'une logique d'investissement à une logique de signalement, alors qu'une logique d'investissement serait toujours à l'œuvre outre-Rhin. La prise en compte d'un éventuel biais de sélection confirme cette thèse puisque le rendement de la formation continue en France est largement dépendant des caractéristiques professionnelles des salariés qui suivent une formation, alors qu'en Allemagne, la fpc présente une efficacité salariale forte au delà des caractéristiques de ses bénéficiaires.

Suggested Citation

  • Pierre Béret & Arnaud Dupray, 1998. "Valorisation salariale de la formation continue en France et en Allemagne," Working Papers halshs-00006122, HAL.
    • Handle: RePEc:hal:wpaper:halshs-00006122
    Note: View the original document on HAL open archive server: https://shs.hal.science/halshs-00006122
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    References listed on IDEAS

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    1. Anne-Marie Daune-Richard & Pierre Béret & Arnaud Dupray & Christine Fournier & Stéphanie Moullet, 2002. "Les disparités de carrières des hommes et des femmes : accès à l'emploi, mobilités et salaires," Working Papers halshs-00005795, HAL.
    2. 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.
    3. Ryan, Paul., 2003. "Lifelong learning : potential and constraints with special reference to policies in the United Kingdom and Europe," ILO Working Papers 994096163402676, International Labour Organization.
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    5. Gérard Ballot & Fathi Fakhfakh & Erol Taymaz, 2006. "Who Benefits from Training and R&D, the Firm or the Workers?," British Journal of Industrial Relations, London School of Economics, vol. 44(3), pages 473-495, September.

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