{"id":63892,"date":"2020-05-12T12:22:00","date_gmt":"2020-05-12T12:22:00","guid":{"rendered":"https:\/\/explore.local\/blog-archive\/comment-creer-son-incubateur-de-competences-emergentes\/"},"modified":"2026-03-29T05:41:59","modified_gmt":"2026-03-29T05:41:59","slug":"comment-creer-son-incubateur-de-competences-emergentes","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/fr\/blog\/comment-creer-son-incubateur-de-competences-emergentes\/","title":{"rendered":"Comment cr\u00e9er son incubateur de comp\u00e9tences \u00e9mergentes ?"},"content":{"rendered":"\n

Cette ann\u00e9e, nous avons fait face \u00e0 des d\u00e9fis inattendus dans presque tous les domaines de notre vie. Cette exp\u00e9rience a clairement montr\u00e9 qu\u2019il \u00e9tait impossible de pr\u00e9dire l\u2019avenir. Mais ce que nous pouvons<\/em> faire, c\u2019est nous concentrer sur les comp\u00e9tences \u00e9mergentes qui nous aideront \u00e0 affronter avec s\u00e9r\u00e9nit\u00e9 les d\u00e9fis de demain et permettront aux collaborateurs d\u2019\u00e9voluer de fa\u00e7on fluide \u00e0 travers les diff\u00e9rents projets, \u00e9quipes et missions.<\/p>\n\n\n\n

Une r\u00e9cente \u00e9tude du MIT<\/a> a r\u00e9v\u00e9l\u00e9 que deux\u00a0tiers des personnes interrog\u00e9es estiment que pour faire face aux mutations, il est essentiel, outre de faire appel \u00e0 de nouvelles technologies, de revoir et d\u2019actualiser ses comp\u00e9tences. Comment s\u2019assurer alors que vos collaborateurs disposent des comp\u00e9tences n\u00e9cessaires pour faire face aux r\u00e9alit\u00e9s d\u2019aujourd’hui, et \u00e0 celles qui les attendent demain\u00a0? Les entreprises visionnaires repensent leur approche vis-\u00e0-vis de la formation de leurs collaborateurs pour ne jamais passer \u00e0 c\u00f4t\u00e9 des comp\u00e9tences \u00e9mergentes.<\/p>\n\n\n\n

En collaborant \u00e9troitement avec nos clients, nous avons constat\u00e9 que les entreprises les plus engag\u00e9es en mati\u00e8re de d\u00e9veloppement de comp\u00e9tences \u00e9mergentes font cinq\u00a0choses de fa\u00e7on diff\u00e9rente\u00a0:<\/p>\n\n\n\n

1. Identifier les comp\u00e9tences \u00e0 partir de z\u00e9ro <\/strong><\/h2>\n\n\n\n

La recherche de comp\u00e9tences \u00e9mergentes requiert la collaboration des \u00e9quipes de formation, de gestion des talents et op\u00e9rationnelles afin de promouvoir une m\u00e9thode ascendante de d\u00e9veloppement des comp\u00e9tences. Les entreprises les plus flexibles comptent sur la contribution de leurs collaborateurs et de leurs sup\u00e9rieurs pour d\u00e9couvrir ce qu\u2019il faut pour faire \u00e9voluer les emplois. Elles utilisent ensuite ces informations pour cr\u00e9er la base de la formation interne et de la mont\u00e9e en comp\u00e9tences<\/a>.<\/p>\n\n\n\n

Dans son rapport de recherche intitul\u00e9 Cr\u00e9er des comp\u00e9tences visant la performance<\/em><\/a> (en anglais), McKinsey\u00a0&\u00a0Company pr\u00e9conise d\u2019adopter une strat\u00e9gie coop\u00e9rative pour d\u00e9velopper les comp\u00e9tences. Selon cette approche coop\u00e9rative de la formation, les directeurs des op\u00e9rations, des finances et des RH se mettent autour d\u2019une m\u00eame table, plut\u00f4t que d\u2019\u00e9laborer chacun de leur c\u00f4t\u00e9 la strat\u00e9gie de mobilit\u00e9 interne, la strat\u00e9gie commerciale et la strat\u00e9gie de formation. Le r\u00e9sultat est \u00ab\u00a0une approche plus structur\u00e9e de la conception des outils, des m\u00e9thodes et des proc\u00e9dures qui favorise le renforcement des comp\u00e9tences.\u00a0\u00bb<\/p>\n\n\n\n

2. Exploiter les nouvelles comp\u00e9tences l\u00e0 o\u00f9 elles \u00e9mergent naturellement<\/strong><\/h2>\n\n\n\n

Il est n\u00e9cessaire de mieux savoir identifier les comp\u00e9tences \u00e9mergentes<\/a> et il en va de m\u00eame de la formation pour ces comp\u00e9tences. Il faut donc remonter \u00e0 la source, \u00e0 savoir le travail quotidien des collaborateurs.<\/p>\n\n\n\n

Qualcomm<\/a> a transform\u00e9 le mod\u00e8le p\u00e9dagogique traditionnel ascendant des entreprises en un syst\u00e8me qui refl\u00e8te la fa\u00e7on dont les individus consomment les informations au quotidien \u2013 \u00e0 travers les r\u00e9seaux sociaux, les smartphones et tablettes et le contenu soigneusement s\u00e9lectionn\u00e9<\/a>. Le centre de formation de Qualcomm encourage les collaborateurs \u00e0 d\u00e9terminer leur propre parcours de formation pour devenir des experts, et leur donne de nouveaux outils pour faciliter leur d\u00e9veloppement. Les collaborateurs recommandent et discutent d\u00e9sormais r\u00e9guli\u00e8rement du contenu avec leurs coll\u00e8gues.<\/p>\n\n\n\n

3. Donner aux experts une plateforme pour diffuser leurs connaissances<\/strong><\/h2>\n\n\n\n

Il est impossible de dire aux entreprises de quelles comp\u00e9tences elles auront besoin, et elles ne peuvent pas non plus attendre que les universit\u00e9s se mettent \u00e0 niveau. Elles doivent \u00eatre proactives dans l\u2019identification et le renforcement des comp\u00e9tences de leurs \u00e9quipes. La solution consiste \u00e0 concevoir des programmes de mont\u00e9e en comp\u00e9tences qui exploitent les talents existants et \u00e0 encourager les responsables \u00e0 cr\u00e9er, distribuer et consommer des connaissances avec des outils centr\u00e9s sur les collaborateurs.<\/p>\n\n\n\n

Un programme de mont\u00e9e en comp\u00e9tences ax\u00e9 sur les collaborateurs fonctionne mieux lorsque les individus ont la possibilit\u00e9 de modeler eux-m\u00eames leur exp\u00e9rience de formation et contribuer au d\u00e9veloppement de leurs pairs. En int\u00e9ressant les collaborateurs au d\u00e9veloppement de leur carri\u00e8re, et dans l\u2019avenir de l\u2019entreprise, vous favorisez les structures<\/a> qui encadrent la mobilit\u00e9 interne, cr\u00e9ez une opportunit\u00e9 pour les programmes de mentorat et mettez en place des canaux de partage des connaissances essentielles.<\/p>\n\n\n\n

\u00c0 la recherche de la plateforme adapt\u00e9e \u00e0 votre organisation\u00a0? Consultez notre Guide sur les technologies de d\u00e9veloppement des talents<\/a> pour en savoir plus sur les crit\u00e8res de s\u00e9lection, les outils permettant de piloter le marketplace et des mod\u00e8les d\u2019\u00e9tude de rentabilit\u00e9.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

4. Donner du feedback sur la progression<\/strong><\/h2>\n\n\n\n

Si la formation ax\u00e9e sur les collaborateurs est en effet attrayante, elle ne devrait toutefois pas \u00eatre offerte en bloc. Le meilleur moyen de structurer ce type de formation consiste \u00e0 mesurer la progression individuelle, \u00e0 confirmer les nouvelles comp\u00e9tences et \u00e0 se recentrer sur la suite. L\u2019id\u00e9e devrait \u00eatre mutuellement b\u00e9n\u00e9fique : chaque collaborateur se soumet \u00e0 une mise \u00e0 niveau continue utile, qui, \u00e0 son tour, cr\u00e9e de la valeur pour l\u2019organisation.<\/p>\n\n\n\n

Afin d\u2019atteindre des objectifs de croissance ambitieux, Photobox Group<\/a>, le premier service num\u00e9rique grand public europ\u00e9en pour les produits personnalis\u00e9s, les cadeaux et les impressions num\u00e9riques, a transform\u00e9 sa culture pour favoriser la formation des collaborateurs et le d\u00e9veloppement professionnel. Photobox a mis en \u0153uvre un processus de feedback \u00e0 360\u00a0degr\u00e9s qui combine les commentaires de coll\u00e8gues et de sup\u00e9rieurs aux auto-\u00e9valuations afin de donner aux collaborateurs une id\u00e9e compl\u00e8te de leur performance et des comp\u00e9tences qu\u2019ils doivent acqu\u00e9rir ou renforcer.<\/p>\n\n\n\n

Photobox permet d\u00e9sormais \u00e0 plus de 1000\u00a0collaborateurs d\u2019acc\u00e9der \u00e0 des parcours de formation personnalis\u00e9s<\/a>. Ceux-ci sont en lien direct avec le feedback, comblent les lacunes en mati\u00e8re de comp\u00e9tences<\/a> et favorisent l\u2019\u00e9volution de carri\u00e8re. Pour en savoir plus sur la mani\u00e8re dont ils ont pu mettre en place ce processus, consultez leur \u00e9tude de cas compl\u00e8te<\/a>.<\/p>\n\n\n\n

5. Exploiter les donn\u00e9es pour identifier les comp\u00e9tences \u00e9mergentes<\/strong><\/h2>\n\n\n\n

Les leaders de la formation et de la direction de talents peuvent \u00e9galement d\u00e9couvrir des comp\u00e9tences \u00e9mergentes en exploitant les donn\u00e9es pour identifier des tendances. Si vous n\u2019\u00eates pas en mesure de le faire vous-m\u00eame, des ensembles de donn\u00e9es gouvernementales et commerciales comme O*NET<\/a>, ou les outils d\u2019analyse du march\u00e9 du travail comme Burning\u00a0Glass<\/a> et TalentNeuron<\/a> peuvent vous aider \u00e0 d\u00e9tecter les comp\u00e9tences \u00e9mergentes<\/a> en analysant les offres d\u2019emploi.<\/p>\n\n\n\n

De plus, Degreed permet aux collaborateurs de partager les comp\u00e9tences qu\u2019ils souhaitent d\u00e9velopper en faisant ressortir les int\u00e9r\u00eats d\u2019une comp\u00e9tence, les donn\u00e9es d\u2019\u00e9valuation de la comp\u00e9tence et le comportement de recherche. La personne qui effectue le travail peut jouer un r\u00f4le important dans la compr\u00e9hension des comp\u00e9tences dont elle a besoin aujourd\u2019hui et dont elle aura besoin demain.<\/p>\n\n\n\n

Lorsque vous identifiez les comp\u00e9tences \u00e9mergentes de votre entreprise, tenez compte de leur dur\u00e9e de vie. Les comp\u00e9tences flexibles et plus constantes (comme la cr\u00e9ativit\u00e9 et la communication) auront une plus longue dur\u00e9e de vie que d\u2019autres (p. ex. les langages de programmation ou les outils informatiques). R\u00e9partissez vos comp\u00e9tences selon ces trois cat\u00e9gories : \u00e9mergentes, en \u00e9volution et vou\u00e9es \u00e0 dispara\u00eetre.<\/p>\n\n\n\n

Si vous parvenez \u00e0 identifier ces comp\u00e9tences en amont, vous serez capable de reconna\u00eetre celles qui contribueront \u00e0 maintenir vos \u00e9quipes \u00e0 la pointe de l\u2019innovation, et ainsi, de garder une longueur d\u2019avance sur vos concurrents. Commencez par surveiller les domaines de votre entreprise les plus perm\u00e9ables aux mutations afin de pouvoir r\u00e9agir rapidement aux tendances et aux changements de comp\u00e9tences.<\/p>\n\n\n\n

Envie d\u2019en savoir plus sur la mani\u00e8re dont vous pouvez d\u00e9velopper des comp\u00e9tences \u00e9mergentes dans votre organisation\u00a0? T\u00e9l\u00e9chargez ici notre guide complet<\/a>\u00a0!<\/p>\n","protected":false},"excerpt":{"rendered":"

Cette ann\u00e9e, nous avons fait face \u00e0 des d\u00e9fis inattendus dans presque tous les domaines de notre vie. Cette exp\u00e9rience a clairement montr\u00e9 qu\u2019il \u00e9tait impossible de pr\u00e9dire l\u2019avenir. Mais ce que nous pouvons faire, c\u2019est nous concentrer sur les comp\u00e9tences \u00e9mergentes qui nous aideront \u00e0 affronter avec s\u00e9r\u00e9nit\u00e9 les d\u00e9fis de demain et permettront […]<\/p>\n","protected":false},"author":63,"featured_media":63894,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[],"tags":[535],"post_folder":[],"class_list":["post-63892","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","tag-degreed-france"],"acf":[],"yoast_head":"\nComment cr\u00e9er son incubateur de comp\u00e9tences \u00e9mergentes ? - Degreed<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/degreed.com\/experience\/fr\/blog\/comment-creer-son-incubateur-de-competences-emergentes\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Comment cr\u00e9er son incubateur de comp\u00e9tences \u00e9mergentes ?\" \/>\n<meta property=\"og:description\" content=\"Cette ann\u00e9e, nous avons fait face \u00e0 des d\u00e9fis inattendus dans presque tous les domaines de notre vie. 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