Training Policy


Development of internal skills and training: a key issue for CAHORS.

The contribution of training to individual and collective development

Training is a vital investment for the Group's development. It strengthens its market positioning and prepares employees for future economic and technological changes.

Groupe CAHORS ' training policy combines the companies growth with the careers of its employees, driving performance and motivation. 

Whether to strengthen managerial skills, deepen business knowledge, or improve individual ability, customised training is available. It can be delivered in-house or externally through our Training Institute, the IFGC.

The success of training projects requires mobilising all functions. Managers, employees, HR teams, and staff representative institutions are involved in every step along the way. 

Combining the company’s mission with social dialogue

Groupe CAHORS  is involved in an international economic and technological environment that requires projecting its medium and long term objectives. The Group’s training strategy supports this mission.

The identified priority actions concern all of the Group’s areas of activity, all populations, and all training systems.

Also, the training strategy is presented to the Works Council and to local staff representative institutions.  The major training directions are negotiated every three years as part of the GPEC (Provisional Management of Jobs and Skills) agreement. 

Capitalising on skills

Teams are the bearers of the Group’s expertise. The training policy ensures the development and quality of this capital.

Internal training is strategic in the development of our technical skills. Specific pedagogical paths for internal trainers help us ensure that knowledge is shared between employees, guaranteeing the continuity of our expertise.

Training and professional guidance systems also contribute to this development. Communication plans regularly remind employees of their rights and the procedures for implementing these systems.

Finally, we encourage the qualification and certification of pedagogical paths. Collective Validation of Acquired Experience (VAE) actions are initiated to improve knowledge and expertise in employees.

Strengthening the training system: Quality and Innovation

Within our Group, managers and employees are involved at all levels of training. Upstream, they define objectives and constraints that must take training into account (specifications). Downstream, they identify ways to improve the training system (evaluation).

Continuously seeking to improve training, HR teams have Group management support to monitor pedagogical developments: What new knowledge needs to be mastered? What methods are most appropriate for “technical” training?  etc.

The ability to learn faster than your competitors may be the only sustainable competitive advantage. Arie de Geus