HR and Training Engineering Courses in Morocco

Why train your HR team in training engineering?

Because training is an investment framed by law, partly reimbursable by OFPPT, and most companies only half manage it. A trained HR team turns a list of requests into a plan that is prioritised, fundable and backed by evidence.

The framework is Law No. 60-17 on the organisation of continuing training, enacted by Dahir No. 1-18-94 of 5 October 2018. Continuing training is a right for employees that the employer must respect, and employees must attend the programmes the employer organises for them (art. 3). Funded programmes are subject to document and on-site checks (art. 26), and the employer must provide inspectors with all relevant documents (art. 28).

Three situations come up again and again. The HR director of a Casablanca manufacturer receives training requests at year end, with no link to jobs or budget. The HR manager of an Agadir cannery handles hundreds of seasonal workers and cannot say which courses belong in the plan. A small company in Tangier leaves training to an assistant who discovers the CSF when the invoice arrives. In all three cases, part of the training money is left on the table. Groups with sites elsewhere in Africa or the Middle East meet the same problem, with local schemes instead of OFPPT.

This domain gives your team the complete method. Our CSF and OFPPT funding page describes the service ACG delivers for you; this domain trains your team to do it in-house, or to manage a provider with the right level of demand.

What does the HR and Training Engineering domain cover?

Six families of courses that follow the training cycle, from the need to the proof of effectiveness.

The 2027 catalogue has no separate HR domain: the topics in this table (training plan, workforce planning, training engineering, CSF and GIAC files, evaluation, tutoring) are delivered as custom courses built on your plan and your files. Several catalogue courses relate to them directly; see the training catalogue:

How do you build a company training plan in Morocco?

Start from jobs, not from the catalogue. A sound plan links each course to a role, a skills gap and a requirement, then prioritises, budgets and schedules it.

The course follows six steps, worked on your own data when delivered in-house:

1. Gather requirements. Regulatory (occupational health and safety, hygiene), customer and standards (HACCP, ISO 9001:2026, FSSC 22000 Version 7), performance (quality, productivity, supervision).
2. Measure the gaps. Interviews, placement tests, audit findings, non-conformities, accidents, annual reviews.
3. Prioritise. On four criteria: obligation, deadline, risk, performance.
4. Budget. Population, headcount, format, cost, period and target scheme for each course, with the simulated out-of-pocket cost.
5. Get sign-off. Arbitration by general management, then the plan is frozen as the reference for the year.
6. Track and adjust. Actual against planned, postponed courses, new requests.

Law No. 60-17 treats the work done before the classroom as continuing training in its own right (art. 7): defining employees’ needs, strategy studies, training engineering studies, drafting plans and evaluating the impact and results of programmes. The plan is not paperwork; it is a training activity.

The full cycle reads as follows:

Workforce and skills planning: how do you link skills to jobs and future needs?

By describing the company’s jobs, the skills they require and the skills employees actually have, then anticipating the gaps three years out. Workforce and skills planning gives the training plan its direction.

The course covers mapping jobs and roles, skills frameworks by position, skills assessment, identifying critical positions (those whose absence stops a line or blocks an audit), the skills matrix of production teams and succession planning. It draws on two tools in Law No. 60-17: the skills assessment, which helps employees identify their skills and training needs (art. 10), and the validation of prior work experience (art. 11). The law leaves their terms to implementing regulations: we use both tools as workforce planning methods, and we check the status of those texts with you before using them in a funding file.

Take a cannery in Agadir with three critical positions: the retort operator in charge, the seaming line leader and the HACCP team leader. A simple skills map shows that none has a trained back-up. The training plan follows naturally, before a single employee has made a request.

GIAC and training engineering: what should you know before a needs analysis?

That GIAC funds the engineering, that eligibility is checked before the spend is committed, and that order matters: engineering first, courses second.

GIACs, which the law calls “inter-professional groupings in support of consulting” (art. 32), are associations set up by professional organisations. The law makes them responsible for information and awareness actions, training strategy studies, training engineering studies and drafting training plans (art. 20). They operate under funding agreements with OFPPT and may also be contracted to support medium, small and very small companies (art. 22).

Under the GIAC procedures manual (March 2003, Amendment No. 1 of 2 June 2014), the GIAC reimburses 70% of the cost excluding tax of a strategy study or of training engineering, 80% when the engineering follows a strategy study approved by the GIAC and 100% for sector-wide engineering, up to MAD 100,000 per year per company. A needs analysis linked to a certification project can qualify. For the food industry, the competent GIAC is the food industry GIAC (GIAC Agro); for other sectors, it is the one whose member federations cover your activity. Documents, procedure and deadlines are confirmed with that GIAC before any commitment.

The course teaches participants to write a terms of reference for engineering work, select and manage a provider, and check that the output actually feeds the year’s CSF files.

How do you prepare a CSF file without losing the planned-training rate?

Enter courses in the plan before they take place, assemble the documents according to the procedures manual in force, and produce the evidence session by session, not afterwards.

The reference rules for OFPPT special training contracts are 70% for planned training delivered by an external provider, 40% for unplanned training and, for in-house training, the same rates applied to a retained cost of MAD 800 per day per participant, within a ceiling based on the declared vocational training tax (TFP). These rules come from the CSF procedures manual of May 2006 and its Amendment No. 2 of 2 June 2014: rates apply to costs excluding tax, and only in-person training qualifies. A rate is never an amount: OFPPT sets the reimbursement after reviewing the file. The full table, the simulator and their limits are on our CSF and OFPPT funding page. Any simulated amount is indicative, before ceilings, and not a commitment.

The stakes go beyond reimbursement. A breach of commitments can lead to partial or full cancellation of the funded course (art. 29), and amounts received unduly must be repaid (art. 31). A well-kept file protects the company.

Is your plan ready for a CSF file?

• Each course is linked to a job, a gap and a requirement.
  
• Management has signed off the plan before the first session.
  
• The target scheme is identified for each course: planned, unplanned or in-house.
  
• The out-of-pocket cost is simulated course by course, with no amount presented as certain.
  
• The filing deadlines of the procedures manual in force have been checked.
  
• Evidence is planned from the invitation onwards: attendance, tests, evaluations, certificates, report.
  
• A named person follows each file through to payment.
  

Training linked to a certification project follows the same rules: see our BRCGS certification and FSSC 22000 pages, which separate the fundable training from what is not fundable, such as the certification audit.

How do you assess learning and prove a course worked?

Measure at four levels: satisfaction, learning, transfer to the job and results. Most companies stop at the first; auditors and management expect the others.

• Reaction: the end-of-course evaluation.
• Learning: a test before and after, marked and archived.
• Transfer: a follow-up evaluation a few weeks later, by the line manager or by observation at the workstation.
• Results: the trend of an indicator tied to the course objective, such as non-conformities, accidents or scrap.

Law No. 60-17 lists the evaluation of the impact and results of programmes among the activities treated as continuing training (art. 7). Management system standards also expect the company to evaluate the effectiveness of the actions taken to acquire the necessary competence. The course teaches participants to build these tools and use them in the annual review.

At ACG, every session produces its evidence in Inspirra: QR-code attendance, evaluations and certificates, with monthly reporting in the client area. The full sequence is described in before, during and after training.

Workplace tutoring: how do you pass on site know-how?

By training experienced employees to teach, not just to show. A good operator is not automatically a good tutor.

Tutor training covers welcoming a new starter, preparing a sequence at the workstation, the show, let do, check method, safety during learning, assessing autonomy and keeping a follow-up record. On a certified site, that record becomes evidence of competence at audit. For tutors who also lead a team, the Management and Operational Performance domain is a useful complement.

After the course, the CourseTwin AI tutor extends learning on the course content, and OmniLearn hosts the company’s private academy, where every classroom course has its digital twin.

What does ACG do for your HR and training teams?

ACG is CSF-eligible, ISO 9001 certified for its consulting and training activities and listed with Maroc PME. The firm has trained more than 120,000 people and delivered 502 projects with 10 in-house consultants and more than 100 qualified external experts.

• In-house and open-enrolment courses, or online on OmniLearn, in French, Arabic or English, with Spanish and Portuguese on request.
• In-house courses built on your own plan, jobs and live files.
• Review of your plans and files before filing.
• Full support if you prefer to delegate: see CSF and OFPPT funding.

For the training in your certification projects, see also QHSE and ISO management systems. For tailored programmes, see custom programmes and learning paths. For the full offer, browse our training catalogue, then describe your project.