“Collective transitions should allow us to welcome around a hundred CDIs in 2021 then 200 to 400 per year at cruising speed in the profession of nursing assistant”, welcomes Nadège Plou, the HRD of Korian, a great witness to the HR Meetings which were held in Paris on Tuesday 1er June. The monthly discussion meeting on management news organized by The world, in partnership with Manpowergroup, was devoted to the first feedback on the “Collective Transitions” system launched in the context of Covid and still little known to employers. For Nadège Plou, “We are at the beginnings of an initiative which gives back the hand to companies and makes it possible to establish unexpected bridges between the trades, from cashier to caregiver for example”.
The subject still mobilizes little HRD. When, in January, the National Association of HRDs (ANDRH) questioned its some 5,000 member companies on what are now called “Transco”, “64% of respondents indicated that they were not concerned. Most companies do not yet know or are unfamiliar with the system ”, recognizes the vice-president of the association, Laurence Breton-Kueny.
Announced by the Ministry of Labor in the fall of 2020 and launched in mid-January, this is a new method of supporting professional retraining organized by company agreement between companies that are cutting jobs and those that do not find candidates, on the basis of a call for expressions of interest. 98 projects were thus developed within a region, including 15 in Auvergne-Rhône-Alpes and 5 in Brittany, or in a sector of activity or a professional sector. 46 projects are targeted on industrial territories. Companies that have an ongoing PSE are excluded from the system to avoid windfall effects. Sodexo and Accor, initially put in the ranks, quickly left the system.
For different profiles
Co-built with the social partners, the system aims to facilitate the professional retraining of employees whose jobs are weakened, or even threatened with disappearance by the evolution of the economic fabric, the transformation of professions or the digital transformation, so that they position themselves towards promising trades locally, thus meeting the unmet needs of other companies in the same employment area. “Despite 26,000 employees in France – nursing assistants, doctors, nurses and catering trades –, there are not enough people trained in our professions in France, illustrates Nadège Plou. Historically, we relied on the validation of acquired experience and learning, we thus have 500 nursing assistant apprentices in 2021. But it had become essential for us to build bridges between companies to organize professional transitions. “.
The Korian group, specializing in nursing homes and residences for seniors, initiated two projects in 2021: one with the company Derichbourg for 25 employees and the other with Monoprix for 62 people. “Volunteers, employees fall under the status of vocational training and continue to be paid by the outgoing company. Training can last up to 24 months. The remuneration is covered by the State, partially or totally depending on the size of the company. An AT Pro joint body checks the validity of the files and pays the funding “, she explains.
The Transco system is complex and depends on multiple partners (regions, regional directorates for the economy, employment, labor and solidarity, businesses and social partners), but it is better designed than its predecessor, forecast management of employment and territorial skills (GPEC), believes Dominique Brard who believes in it.
For the Managing Director of Talent Solutions at ManpowerGroup, “Since the territorial GPEC, the power of the regions is stronger and the maturity of companies greater. The collective Transitions system requires that a list of weakened professions be included in a company agreement. For employers, we must have the courage to write it down, and to hear it for the social partners. But Transco will help avoid social plans. People are not mobile. Professional mobility must be organized in the same employment pool. And even if there are only 20 permanent contracts at the end, these are 20 people saved on vital jobs “.
What about trades in transformation?
From his small security SME, the HRD of Panthera, Alexis Berthel is both interested and skeptical. “Why propose a retraining only externally? Our problem is recruitment. We are on the lookout for all the mechanisms that allow us to hire, and we have internal business transformation needs. “
The Transco device “Does not respond to the problem of transforming internal data-related businesses that medium-sized companies do not really have the means to organize,” adds Laurence Breton-Kueny. It targets weakened jobs, but our current challenge is the many jobs in transformation ”. “The text is constantly evolving”, answers Nadège Plou. But for the vice-president of ANDRH, also HRD of Afnor, Transco still raises many questions: “Why are fixed-term contracts not concerned? Does the state reimbursement arrive quickly? ”
The guests of June 1
Took part in the HR Meetings of 1er June: Alexis Berthel, HRD of Panthera; Dominique brard, Managing Director Talent Solutions at ManpowerGroup; Laurence Breton-Kueny, HRD of Afnor and vice-president of ANDRH; Manon Enoc, HR Director of Acoustic Group; Emmanuelle Germani, HR Director of Kaporal and President of ANDRH Provence; Helene Pauvert, Manpower Marketing Director; Nadège Plou, HR Director of the Korian group; Anne Rodierjournalist The world ; Gilles van Kote, Managing Director, The world.
“The strong point is regionalization, but I fear a two-tier system for the benefit of large groups, completes Emmanuelle Germani, HR Director of the Kaporal group. At the local level, it is very little known and HRDs more readily use professional security contracts that they are familiar with. The whole stake of Transco will be to make understand the interest of the device to the ETI and to the SMEs ”, she concludes.