SUPPORTING EMPLOYEES IN ACQUIRING FUTURE SKILLS
“People, the resource for a high-performing company”
OUR EXPERTISE
Training Your Managers in Conducting HR Interviews
- Assessment of managers’ HR maturity.
- Analysis of existing tools and current practices.
- Work on managerial posture, methodology, and practical simulations.
- Clarification of interview types: Professional Interview, Annual Performance Review, re-alignment, end of probationary period…
- Creation or adaptation of support materials (grids, templates, guides).
- Clear communication of objectives to employees.
- Support for conducting interviews.
- Feedback on conducted interviews.
- Implementation of an HR routine to embed practices sustainably.
Managing Skills to Anticipate Changes
- Interviews with concerned employees, followed by discussion with managers to cross-reference perspectives.
- Analysis of conventional requirements and updating according to internal developments.
- Harmonization of job descriptions across different departments.
- Summary of professional interviews: individual and collective, preparation of 6-year reviews.
- 360° Feedback: selection of stakeholders to interview, questionnaire creation, response analysis, and reporting.
- Implementation of a GEPP approach (Workforce Planning and Career Management).
- Creation of a skills matrix: by position, with expected criteria and levels.
EFFECTIVELY STRUCTURE AND DEPLOY YOUR TRAINING PLAN
- Collection of training needs and analysis of professional interviews.
- Development and monitoring of a training plan aligned with your strategy.
- Prioritization and identification of mandatory training.
- Optimization of funding (OPCO, CPF, etc.).
- Research and management of training organizations: registrations, funding requests.
- Monitoring of deployment, accreditations, and regulatory deadlines.
- Quality control of completed training.
Does this resonate with you ? Let’s discuss it !
OUR REFERENCES
active clients
industries
years in business
dedicated consultants
FAQ
Supporting Employees in Acquiring Future Skills
What do “future skills” mean?
The term refers to the know-how and soft skills necessary to adapt to changes in the workplace: digital, ecological, and organizational transitions. These skills include adaptability, collaboration, creativity, and mastery of digital tools.
See website: https://www.francecompetences.fr/
Why should companies anticipate future skills?
Anticipating these skills helps to ensure the company’s sustainability, to adapt professions to economic changes, and to strengthen employee employability.
How to identify future skills in your sector?
Sectoral studies, professional branches, and job observatories regularly publish prospective analyses.
Consult: https://travail-emploi.gouv.fr/
What are the main transversal skills to develop?
The most sought-after include critical thinking, problem-solving, communication, agility, emotional intelligence, and digital literacy.
See France Stratégie benchmarks on key skills: https://www.strategie.gouv.fr/
How to develop future skills within a company?
This involves continuing education, the implementation of workforce planning and skills management (GPEC), and the promotion of collective learning.
He’s leading the way !
Pierre-Olivier CARLES – Head of Department
Immersed in the world of HR and training for several years, Pierre-Olivier constantly strives to bring a fair and innovative vision to his work.
Recruitment & integration, management, leadership support… nothing holds any secrets for him anymore.
A Need, a Question ?
Our teams are available to answer your questions!
CHARLOTTE
DE FRAYSSINET
