Everything you need to know about corporate training financing

Vocational training is an essential lever for the development of employee skills and the growth of businesses. It makes it possible to support technological change, to improve competitiveness and to offer employees better prospects for development.

In addition, it represents a strategic challenge for companies wishing to remain efficient in an increasingly competitive environment. Continuing training adapted to market needs promotes the employability of employees and reinforces the attractiveness of companies to talent.

However, a question often comes up: how to finance in-company training? Whether you are an employer or an employee, there are several mechanisms to finance all or part of a training course. Let's explore existing solutions together and how the platform LMS Didask can be a strategic asset for your training courses.

The mechanisms for financing vocational training

1. The skills development plan

The skills development plan allows companies to train their employees according to their needs. It is part of a global strategy aimed at improving performance and supporting market developments.

• Obligation and funding: each company must contribute to the financing of training through the unique contribution to vocational training and work-study programs (CUFPA). This contribution is collected by Urssaf and redistributed to Competence Operators (OPCO) who then finance the training courses.
• Cost coverage: the company can self-finance these training courses or benefit from total or partial coverage by the OPCO on which it depends. Reimbursement terms vary depending on the size of the company and the type of training provided.
• Relevant training courses: all training actions are eligible, whether they are mandatory training (e.g. safety, regulations) or training aimed at developing the skills of employees.
• Conditions for employees: the training courses are generally carried out during working time, with the maintenance of the salary. In some cases, they can be followed outside of working hours under certain conditions.

2. The Personal Training Account (CPF)

The CPF is an individual right allowing each employee to accumulate training credits that can be used throughout their career.

• Cumulation of rights: employees acquire €500 per year (capped at €5,000), and up to €800 per year for low-qualified people (capped at €8,000). These rights are credited automatically and can be viewed on the official My Training Account website.
• Eligibility: only certifying or qualifying courses registered in the National Directory of Professional Certifications (RNCP) are eligible. This ensures that the training courses taken have real value on the job market.
• Co-financing: if the amount of the CPF is insufficient, it is possible to request an additional contribution from the employer, an OPCO, a region, Pôle Emploi or even to finance the rest to be paid for personally.
• Use: the employee can follow the training on or off working hours. If the training takes place during working hours, prior authorization from the employer is required.

3. Financing via OPCOs

Competence Operators (OPCO) are responsible for supporting companies, in particular SMEs and SMEs, in financing training.

• Support: OPCOs mainly finance training for companies with less than 50 employees. For larger businesses, funding may be partial.
• Systems concerned: OPCOs finance various actions, in particular apprenticeship contracts, vocational training contracts and certain sectoral certifications.
• Variable aid: depending on the professional branch and the priorities identified, the amounts and rates of care vary. It is therefore advisable to consult your OPCO to find out about specific opportunities.
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4. The FNE-Formation

The National Employment Fund (FNE-Formation) is a State mechanism to support companies facing economic changes.

• Target audience: all businesses can benefit from it, but the system is primarily intended for companies in difficulty or in transition.
• Support: the FNE-Formation can finance up to 100% of the educational costs of training courses.
• Eligible training: the system targets training courses that allow you to remain in employment and adapt to changes in the labor market.

5. The Professional Transition Project (PTP)

The PTP, ex-CIF, allows employees to finance long-term training to change jobs.

• Public concerned: permanent or fixed-term employees with a retraining project.
• Support: partial or total by the Regional Interprofessional Joint Commission (CPIR).
• Conditions: training that is certifying and consistent with a validated professional project.

6. Retraining or promotion through work-study (Pro-A)

The Pro-A system allows employees to develop professionally while working.

• Conditions: for employees whose qualification is less than Bac+3.
• Financing: covered by the OPCOs and the company.
• Format: alternation between company and training organization.

7. Individual Training Assistance (AIF) for job seekers

Pôle Emploi finances the training of job seekers thanks to the AIF.

• Complementarity: can be added to the CPF.
• Access conditions: requires a validated project with an advisor.
• Support: partial or total depending on the costs and the status of the applicant.

8. The Conventional Training Action (AFC) for job seekers

The AFC allows you to acquire skills in line with the job market.

• Funding: covered by Pôle Emploi.
• Objective: access jobs in tension or priority sectors.
• Benefit: rapid qualifying or certifying training.

9. Apprenticeship: apprenticeship contract and professionalization contract

Apprenticeship is a strategic way to train employees while benefiting from financial assistance.

• Apprenticeship contract: intended for young people aged 16 to 29, financed by the OPCO.
• Professionalization contract: allows the acquisition of new skills while being an employee.
• State aid: partial coverage of costs for companies hiring on a work-study basis.

10. Regional and European aid

Regions and the European Union also offer funding for vocational training.

• Assistance from Regional Councils: some regions offer subsidies for qualifying training or for job seekers.
• European Social Fund (ESF+): supports training courses to improve the employability and skills development of workers.
• Erasmus+ programs: allows the financing of training and professional exchanges abroad.

How can I show my employer the interest in financing my training?

Obtaining the financing of training by your employer requires a strategic and well-reasoned approach. Here are some tips to convince your business to invest in your skills development:

• Highlight the benefits for the company: Show how the training will improve your productivity, optimize your work, or bring new strategic skills to the company. For example, if training makes it possible to acquire sought-after expertise, the company will be able to avoid costly external recruitment.
• Relying on business needs: analyze the challenges your company faces and demonstrate how your training could contribute to meeting them (digital transformation, new regulations, skills development in a key area).
• Present a clear plan: provide specific details about the training: duration, cost, objectives, training organization, and impact on your workload. Explain how you plan to organize your learning without disrupting your missions.
• Highlight financing arrangements: find out about the possible coverage by OPCOs, the CPF or the skills development plan in order to reassure your employer about the financial investment.
• Offer a return on investment: Make a commitment to share your new skills with colleagues or to immediately apply what you learn to concrete projects.

Choosing the right time to request training

When you apply for training can influence your employer's decision. Here are some strategies to maximize your chances of getting a deal:

• Anticipate budget planning periods: companies often define their training budget at the beginning or end of the year. It's the perfect time to apply.
• Take advantage of annual or professional interviews: these exchanges are an opportunity to talk about your career prospects and to integrate training into your professional development plan.
• Highlight an immediate need: if your company is facing a new challenge (digital transformation, regulation, tool change, expansion), this is an opportunity to offer training that meets this need.
• Demonstrate your commitment: after having completed an important project or demonstrated your value, your employer will be more likely to invest in your development.

How to optimize training with Didask?

The Didask LMS platform offers innovative tools to facilitate and optimize corporate training.

• Didask training catalog : pre-built training courses adapted to the needs of businesses. A wide choice of modules designed by partners who are experts in their field.
• Customized training: possibility of designing training courses adapted to the specific needs of companies with our internal experts.
• Author tool : a significant help for the creation of personalized training courses.
• Educational AI : simplifies the design of your training courses, while making them attractive and effective.
• LMS tool and Adaptive learning : optimizes learners' engagement and justifies investments in training.
• AI assistant : automates the management of courses and suggests adapted training courses.

The financing of corporate training is based on numerous mechanisms adapted to employers and employees. Between OPCO, CPF, FNE, skills development plan, Pro-A and specific aid for job seekers, everyone can find a solution to finance skills development.

However, navigating this ecosystem can be complex. This is why choosing a solution like Didask not only allows access to quality training, but also to optimize their funding and impact. Thanks to its innovative tools, its ability to offer tailor-made training and its support in the creation of adapted educational paths, Didask is positioned as a real strategic lever for companies wishing to develop the skills of their employees in an effective and sustainable way.
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