On-the-job training - Industry (AFEST)

Things to remember

• AFEST is a form of training that integrates learning directly into real-life work situations.
• It is based on two key sequences: on-the-job simulations and guided reflection phases.
• A precise legal framework has framed AFEST since the "Professional Future" law of September 5, 2018.
• AFEST is particularly well suited to the needs of the industrial sector, enabling rapid adaptation to technological and organizational change.
• It requires a prior analysis of activities, the appointment of a trainer, the assessment of skills acquired and the keeping of records.

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.

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

1. Identify skills to be developed based on work situations.
2. Analyze and design the activity to make it a learning experience.
3. Designing a learning path including objectives, durations, evaluations.
4. Appointing an AFEST tutor or traineraccompanied if need be by a referent.
5. Alternate role-playing and reflective phases repeated.
6. 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.