Forms of continuing training in the workplace: a result of social meanings?

revealed their very limited use of ‘non-school ’ types of training (on-the-job training, self-learning, job rotation, apprenticeship and quality circles, etc.), the author se-arches for the reasons for these two European exceptions. Although certain natio-nal institutional and structural characteristics common to both countries may ex-plain this particular vision of continuing training, they only account for part of the similarities between Austria and France in terms of training practices. The cultu-ral dimension therefore assumes an interest as a possible explanation for this be-haviour. The assumption of a common social notion of training can therefore be ad-vanced to explain the responses of employers in these two countries