As promised in an article in our newsletter last May “Our net decline in manufacturing companies,” I promised you that I would return with information on subsidies affecting organizational innovation projects for the implementation of an enterprise resource planning (ERP).
One of our strategic partners, Mr. Wilfrid Lemieux Sabria Council will talk about THE program that can help you. Indeed, following cuts announced in the budget Leitão June 4th and effective the next day on June 5, the various programs available to organizational innovation were abolished (for more information: “The sword Leitão budget measures tax on innovation, but not in his shoes! “). Thus, there remains only one program that remains interesting for a company that wants to have a very affordable ERP as IPSO Biz. This program is offered by Emploi-Québec and is named “Investment-skills”. In short, it will help your business by paying part of the costs of training and implementation of an ERP.
Without further ado, I leave after our special collaborator, Sir Wilfrid Lemieux Sabria Council will explain the terms:
Investment-skills (Government of Quebec) aims to strengthen support for the implementation of a training culture in companies. As part of this initiative, the Commission amended its programs, particularly the support of the internal mobility of labor in enterprises, notably by developing the skills of their staff, so that it accesses more skilled jobs or become more versatile.
The company must demonstrate that it is in the need to fill one or more positions, particularly because,
- the retirement of one or more members of staff;
- growth or diversification of business operations (this applies particularly in the context of training on a new ERP);
- a process to improve production processes (this applies particularly in the context of training on a new ERP);
- the turnover of the new workforce in a context where the demand exceeds the supply of labor.
- to better plan and structure the transfer of expertise, particularly between different generations of workers;
- to foster internal staff mobility by investing in skills development.
- the development and implementation of a skills transfer process;
- developing tools and learning strategies involving experienced staff (eg, on the eve of retirement, or retired);
- the acquisition of teaching skills by internal trainers and trainers;
- the implementation of training activities can also call on trainers and external trainers. This applies particularly in the context of training on a new ERP.
- research by the company, the best price, given the objectives and expected results (this applies particularly in the context of training on a new ERP);
- the degree of complexity of the work to be done and the usual price on the market for equivalent work (this applies particularly in the context of training on a new ERP);
- the company’s commitment, which is reflected in particular in participating, financial or otherwise, to the project.
- actual costs of travel and subsistence (accommodation and meals);
- rental of rooms and equipment, photocopying and courier costs.
- by certified trainers or trainers under the Regulation respecting the accreditation of training bodies, training instructors and training services (this applies particularly in the context of training on a new ERP); or
- by an institution recognized by the Ministry of Education, Recreation and Sports; or
- by a professional order governed by the Professional Code and responsible for the organization of training; or
- by a trainer or a trainer associated with a technology or a unique expertise; or
- by a trainer or an internal trainer, employed or retired, who has the right skills.
- Real wage, including benefits, actual travel and subsistence (accommodation and meals) to a maximum of $ 20 per hour for each participant;
- Educational materials.
In all cases, the target project the acquisition or preservation of clés1 skills
In doing so, input positions may break free and become accessible to unemployed people, thus contributing to the improvement in the employment rate. Training of new hires in favor of this process is also eligible.
The project can provide, over a maximum period of one year and depending on the problem to solve:
CRITERIA, SCALES AND LIMITATIONS
Financial contribution from the Development Fund and recognition of labor
The Fund contributes to the project based on the tags and the limits established by the program. Also taken into account:
The Fund contributes to the overall financing of the project. Thus, the grant is allocated to eligible expenses that are not subject to government assistance. It also takes into account the financial participation of any other partner in the project and contribution, financial or otherwise, of the business.
To be granted, the grant must be at least $ 500.
Eligible companies can receive more than 10% of their payroll to a maximum of $ 100,000 per fiscal year, which sum also includes grants obtained through the collective support program developers for the development of labor- The work of the Fund.
Unless specific information listed in the previous sections, the reimbursement rate is 100% of the real cost of eligible expenses, up to the scales set out below.
Spending for the use of trainers or consultants and consultants
Actual professional fees (depending on the complexity of the work to be performed, the maximum repayment fees can reach $ 150 per hour):
For these expenses are eligible, training must be given:
Expenses related to staff participation in the project
Project Delivery Time
The realization of a project can not last more than a year.
Special Contributor: Sir Wilfrid Lemieux Sabria Council; BAA, Administration
