A tutorial system allows experienced employees to develop the competencies of new recruits or internal transfers. Yet, field observations point out difficulties in the implementation of this tool. This research allows to understand the difficulties linked to the functioning of a tutorial procedure in a regional bank and to suggest improvement tracks. The analysis is based on 71 semi-directive interviews. Results show the interest of this training device, but also the difficulties related to tutors' recognition, to the relationships between tutors, managers and the training department, and to the evaluation and follow-up of the device. A three-step action plan is proposed in order to increase safety, to improve and to develop the system.
