CNFCPP Warns Against Misleading Social Media Practices
The National Centre for Continuing Education and Professional Promotion (CNFCPP) has drawn the attention of companies and trainers to a crucial issue. This follows the recurrence of certain practices on social media, where trainers present themselves as "CNFCPP trainers" or "Malek Trainer". This is part of the digital marketing strategy that most adopt, especially on LinkedIn.
The CNFCPP has clarified three key points:
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CV Conformity: The curriculum vitae extracted from the Malek platform attest to the conformity of the documents presented by the trainer to the CNFCPP's administrative services with what is displayed on the CV. In no case can it be considered as an attestation of expertise in a particular domain.
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Badge and CV: The badge and CV extracted from the Malek platform are not equivalent to a professional certification or a professional card. It does not, in any case, grant the "Malek" or "Authorized by CNFCPP" label.
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Competence Validation: The correspondence between the trainer's skills and the theme of the training remains the responsibility of the officials in charge of validating pedagogical and financial reports, as well as those handling funding requests.
The CNFCPP has thus recommended that trainers refrain from using these qualifiers on social media.
This reveals the intense competition in an increasingly narrow market. Economic difficulties faced by companies mean they do not always give the necessary importance to training, although they can benefit from existing mechanisms. HR managers are overwhelmed, juggling payroll management, contract management, recruitment, and, if they are in a large company, RSE/ESG policies. Meanwhile, trainers try to stand out and attract attention. This is legitimate and happens everywhere in the world. This sector deserves more attention, as it represents a significant stake for the country's future. With everything happening in the world and the technological revolution, with the integration of AI into all processes and professions, and observing the average level of the Tunisian employee, there is indeed a gap to fill. Only quality training can bridge it.
