Processus de référentialisation des formations et employabilité des diplômés. Cas de l’Enseignement Supérieur professionnel camerounais

Abstract

This research highlights the problem of the insufficient employability of graduates of Cameroonian higher education still underpinned in its architecture by the old binary training-employment model, even though it should be structured around the paradigm resulting from the referentialisation of training as recommended by the LMD system since its establishment in 2007. It examines the phenomenon of referentialisation in the context of the development of university vocational training programs and employability while postulating that if the Cameroonian higher vocational education applied to all its training a system of referentialisation, perhaps it would lead to successful employability of its graduates. This research is descriptive. The method applied is qualitative. She opts for a study-based approach and the case study has been favored. Three in number, each study made it possible to operationalize and test a secondary hypothesis. 9 participants including 4 in the field of university vocational training and 5 in the professional circles of the labor market gave their informed consent to participate in the research. Documentary analysis and semi-structured interview were used to collect the data. Speeches were recorded using a dictaphone, the use of which was announced in advance. The information collected was transcribed using Word software on a computer. They were then the subject of a logical-semantic content analysis. The results obtained show that faced with the obstacles blocking access to employment for a growing number of young graduates of professional higher education, the referentialisation of training is still not a systematic process. Where it has been adopted, its dissemination and popularization within the world of work is lacking. The benchmarking of training is thought out and experienced by the heads of establishments, as an internal tool for training institutions and exclusively reserved for the use of trainers. While business leaders recognize that they are not consulted or approached during their development and that they judge academic and theoretical training. In this area, the participants regret the lack of a coordination body between training institutions and employers. Keywords: