On-the-job training - Industry (AFEST)

salome@merca.team

Update
4 April 2024

Reading
3 minutes

Things to remember

AFEST is a form of on-the-job training that combines supervised practice and a reflective phase.
It has a legal framework (law of September 5, 2018) and requires activity analysis, tutoring, reflective phases and traceability.
For industry, it encourages technological adaptation, enhances in-house know-how and reduces training costs.
Its success relies on precise pedagogical engineering, the involvement of managers, and the training of tutors.
AFEST is a strategic lever for developing skills, supporting mobility and reinforcing the culture of continuous training.

AFEST: what is it?

The Action de Formation En Situation de Travail (AFEST) is a training method that enables employees to learn by doing, directly on the job. It structures learning that is usually informal, by making it intentional, planned and assessable. The aim is to promote skills enhancement directly linked to operational realities.

It takes place in two distinct but complementary phases: a production situation with pedagogical intent, followed by a reflective phase in which the employee analyzes what he or she has achieved, accompanied by a trainer or tutor.

Mercateam - Training - afest - On-the-job training in industry

Legal framework for on-the-job training

The law of September 5, 2018 incorporated the AFEST into the French Labor Code (Art. L. 6313-2 and D. 6313-3-2). To be recognized, an AFEST must meet several conditions:

a preliminary analysis of the work activity to adapt it for pedagogical purposes;
the appointment of a trainer (internal or external) performing a function tutoring ;
setting up distinct reflexive phases ;
from learning assessments marking out or concluding the action ;
the traceability of the action.

Industry benefits

AFEST offers major advantages for industrial companies:

Rapid adaptation to technological change (automation, data, AI, etc.)
Customized training according to the specific requirements of each position
Leveraging in-house skills thanks to tutors or "expairs
Cost reduction logistics (on-site training)
Accelerated commitment new recruits (AFEST + POEI)

Practical implementation of AFEST

Identify skills to be developed based on work situations.
Analyze and design the activity to make it a learning experience.
Designing a learning path including objectives, durations, evaluations.
Appointing an AFEST tutor or traineraccompanied if need be by a referent.
Alternate role-playing and reflective phases repeated.
Measuring achievements and keep track action.

Conditions for a successful On-the-Job Training Program

A precise educational engineering upstream
L'manager involvement and management
From dedicated time reflective debriefing (minimum 30 min)
Visit tutor training analysis of practices (explicitation)
A clear communication from objectives to teams

Perspectives and challenges

AFEST is becoming a strategic modality for :

Responding to recruitment pressures
Strengthening the culture of continuing education
Accelerating skills transformation
Helping companies professionalize their HR practices

The future of AFEST also lies with the blended learning (AFEST + e-learning or face-to-face), the recognition by certification (RS2428), and the generalization to new audiencesincluding job seekers.

AFEST is a powerful lever for implementing an HR policy rooted in concrete reality, useful for drawing up a skills matrix, supporting mobility and developing talent.

What is on-the-job training?

AFEST is a training method that enables the learner to learn directly on the job. It is based on two complementary phases: a real-life situation with a pedagogical objective, followed by a reflective phase in which the learner analyzes his or her practices with a tutor or trainer.

What are the training courses?

According to the French Labour Code, training courses can take several forms:
- Face-to-face training
- Distance learning / e-learning
- Blended learning
- AFEST (on-the-job training)
- VAE (Validation of acquired experience)
Each meets different pedagogical objectives, depending on the needs of companies and learners.

Who can benefit from AFEST?

All employees can benefit from AFEST, whatever their status (permanent, fixed-term, temporary or work-study). It is particularly suitable for :
- to new recruits for rapid integration,
- for operators moving into new positions,
- employees undergoing retraining or upgrading their skills.

How do I set up a training program?

Setting up an AFEST follows 6 key stages:
- Identify skills to be developed.
- Analyze and adapt the activity to make it formative.
- Define a learning path (objectives, duration, assessment).
- Appoint and train a tutor.
- Alternate work phases and reflexivity.
- Track and trace learning to validate training.