Reforming the training system in France

Méhaut, Philippe

doi:10.1111/j.1468-2338.2005.00360.x

Cited by 7 publications

(4 citation statements)

References 7 publications

(7 reference statements)

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“…A degree of change has occurred in both countries, but within a relatively stable institutional framework. For example, following a national discussion for the entire public sector in France, a new agreement for hospitals was signed at the end of 2006 by most trade unions (not the CGT) that stipulated new provisions for health and safety, improved vocational training (following legislation of 2003 and 2004; Méhaut, 2005), better pay and more career opportunities for nurses. These changes, to be implemented between 2007 and 2009, fit with the current institutional model that configures French civil servant status in a manner that is reinforcing rather than undermining.…”

Section: Discussion: Tensions and Changes In The Wage‐setting Institumentioning

confidence: 99%

Convergent and divergent country trends in coordinated wage setting and collective bargaining in the public hospitals sector

Grimshaw

Jaehrling

Meer

et al. 2007

Industrial Relations Journal

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Drawing on the findings of research in the public hospitals sector in five European countries 1 -France, Germany, the Netherlands, Norway and the UK-this article assesses the character of change in wage setting and collective bargaining. It demonstrates the diversity of national arrangements by comparing key characteristics: (i) the bodies of collective representation (unions, professional associations and employer bodies); (ii) the degree of integration with the wider public sector framework; (iii) coordination (or competition) with the private hospitals sector; and (iv) the practice of à la carte provisions within individual hospitals. Despite national varieties of wage setting and collective bargaining, each country sector faces similar tensions-most notably the opposition between public (labour market) rules and health (product market) rules, and pressures to segment or integrate employment conditions by labour force group. By examining the nature of change in institutions for wage setting and collective bargaining in each country, the article contributes to our understanding of the extent of coordination and change of public sector wage setting and describes three scenarios: fragmentation (Germany); continuity (France and the Netherlands); and reconstruction (the UK and Norway). 1 This article draws on the detailed assessments of changes in industrial relations, pay and work organisation in the public sector hospitals of France (Méhaut et al., 2008), Germany (Jaerhling, 2008), the Netherlands (van der Meer, 2008) and the UK (Grimshaw and Carroll, 2008), listed in the bibliography. These four country reports were prepared as part of a European project funded by the Russell Sage Foundation on low-wage work. Each report considered two occupational groups in detail, the nurse assistant and the cleaner. Detailed information for Norway derives from research conducted independently by Nirit Shimron that explores changes in wage-setting institutions in three sectors (hospital, banking and metalworking) in Norway, Germany and the UK.

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Section: Discussion: Tensions and Changes In The Wage‐setting Institumentioning

confidence: 99%

Convergent and divergent country trends in coordinated wage setting and collective bargaining in the public hospitals sector

Grimshaw

Jaehrling

Meer

et al. 2007

Industrial Relations Journal

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“…FPSPP was set up with the pre-eminent purpose of redistributing training opportunities from insiders to outsiders (Méhaut, 2005;CESE, 2011). As a consequence, a large portion of the resources accruing to the FPSPP is devoted to job-seekers and other vulnerable groups.…”

Section: Two Examples Of Pure Bsfsmentioning

confidence: 99%

Wage Bargaining and Welfare Benefits in the Time of Covid-19. Bipartite Sectoral Funds and Labor Market Equilibrium

Croce¹,

Tilli²

2022

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We provide a theoretical model of the employment effects of a tax-benefit policy implemented by Bipartite Sectoral Funds (BSFs), ruled by workers' unions and employers' organizations, based on a wage bargaining that includes the basic elements of a tax-benefit policy and allows for the equivalence of contributions and benefits. We show that employers and workers share the provision costs of the benefits and the institutional profile of the BSFs affects the degree of the equivalence of contributions and benefits. This may actually occur if 1) the exchange between wage and benefits is feasible in the context of current industrial relations; 2) the workers attach a sufficiently high value to the benefits; 3) BSFs are autonomous from Government interference.

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“…For example, in France, the 1971 Further Training Act stipulates that French private companies (with more than 10 employees) spend 1.6% of their wages and salaries bill on further training activities or pay the equivalent into funds set up for this purpose (Smith and Billett 2006). Méhaut (2005) explained that a minimum of 0.9% must be allocated to a training plan drawn up and implemented by the employer, while 0.7% must be allocated to various types of compulsory contribution (e.g. individual training leave, sandwich courses for young unemployed people).…”

Section: An Overview Of Levy Schemesmentioning

confidence: 99%

A review of the case of a Levy‐Grant Scheme (LGS) in the UK construction industry

Abdel‐Wahab

Dainty

Ison

2010

Journal of Vocational Education & Training

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A Levy-Grant Scheme (LGS) has existed in the UK construction industry since 1964 to provide financial support for companies undertaking training activities. Despite the support of the LGS for various training activities, notably apprenticeships, the construction industry continues to suffer from both labour shortages and an underinvestment in training activity when compared to other sectors in the economy. This situation raises the question as to whether a LGS is an effective means for supporting training activity. This paper thus presents an in-depth review of the case for and against a UK construction LGS. It is argued that the LGS on its own is insufficient to alleviate labour shortages and poor participation levels in training. Moreover, if the LGS is to continue enjoying the support of employers it is important that levy payers (in particular) see the value of the scheme as integral to their business activities and do not regard it as a mere tax. The demonstration of the real value of the LGS becomes imperative when considering the current economic climate where companies are working with tighter budgets.

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Reforming the training system in France

Cited by 7 publications

References 7 publications

Convergent and divergent country trends in coordinated wage setting and collective bargaining in the public hospitals sector

Convergent and divergent country trends in coordinated wage setting and collective bargaining in the public hospitals sector

Wage Bargaining and Welfare Benefits in the Time of Covid-19. Bipartite Sectoral Funds and Labor Market Equilibrium

A review of the case of a Levy‐Grant Scheme (LGS) in the UK construction industry

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