A survey of French research by CEREQ ("A French research centre for analysis of occupations and of vocational education and training") shows that firms have undertaken a number of experiments, most of them large scale, to retrain their work force. These initiatives are situated within a general context of change. Training programs based on cooperation among participants promotes innovation in the content of training and its implementation throughout the whole firm and all personnel categories. The role of the training service and human resources management is revitalized, the government is involved through increased funding, employees are active participants in the training process, and programs are negotiated with the unions. Skilling programs generate within the customary operation of the organization a capacity to produce not only goods but also know-how. Training programs initiate an uncertain process in terms of the final form of the organization, which will be a result of what the employees make of it through training. The main issue is achieving compatibility among often contradictory modes of training is to integrate them into the same program. Academic knowledge and practical know-how must be combined. These activities coincide with a transformation of the link between training and company classifications. Certification is recognized over seniority, the criterion that traditionally dominates French firms. The fragility of the process of reskilling is apparent in the specific contexts, high financial costs, and determining role of initiators. (Contains 18 references.) (YLB)