{"id":89196,"date":"2026-05-27T14:00:00","date_gmt":"2026-05-27T14:00:00","guid":{"rendered":"https:\/\/degreed.com\/experience\/?p=89196"},"modified":"2026-06-10T21:20:05","modified_gmt":"2026-06-10T21:20:05","slug":"intelligence-competences-heure-ia-promesse-action","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/fr\/blog\/intelligence-competences-heure-ia-promesse-action\/","title":{"rendered":"L\u2019intelligence des comp\u00e9tences \u00e0 l\u2019heure de l\u2019IA\u00a0: de la promesse \u00e0 l\u2019action"},"content":{"rendered":"\n

Elizabeth Tan Levy rejoint Degreed comme Chief Product Officer\u00a0: une nouvelle \u00e9tape pour Degreed<\/h2>\n\n

Aujourd\u2019hui, toutes les entreprises du secteur RH tech affirment \u00eatre ax\u00e9es sur les comp\u00e9tences.<\/p>\n\n

Vous avez vu les pr\u00e9sentations. Le vocabulaire du march\u00e9. Les captures produit avec leurs intitul\u00e9s de comp\u00e9tences et leurs indicateurs de degr\u00e9 de ma\u00eetrise. Les communiqu\u00e9s de presse qui promettent que l\u2019IA fera remonter le bon contenu de formation au bon moment. Le march\u00e9 s\u2019est rang\u00e9 derri\u00e8re un m\u00eame r\u00e9cit, et chaque acteur en livre sa propre version.<\/p>\n\n

Mais l\u2019intelligence des comp\u00e9tences ne se d\u00e9cr\u00e8te pas\u00a0: la revendiquer est une chose, la construire en est une autre.<\/p>\n\n

Construire une v\u00e9ritable intelligence des comp\u00e9tences, qui offre aux organisations une vision claire de leurs capacit\u00e9s, des \u00e9carts \u00e0 combler et des actions \u00e0 mener, suppose de r\u00e9unir des conditions aussi pr\u00e9cises que rares. Une expertise approfondie de la mani\u00e8re dont les comp\u00e9tences sont d\u00e9finies, valid\u00e9es et corr\u00e9l\u00e9es \u00e0 l\u2019\u00e9chelle de l\u2019entreprise. La capacit\u00e9 \u00e0 relier les signaux learning \u00e0 des donn\u00e9es de r\u00e9sultats r\u00e9ellement exploitables. L\u2019intuition n\u00e9cessaire pour transformer cette complexit\u00e9 en actions concr\u00e8tes. Et la patience de construire sur des bases solides, car les raccourcis pris aujourd\u2019hui dans l\u2019infrastructure des comp\u00e9tences deviendront les probl\u00e8mes de demain.<\/p>\n\n

Cette combinaison ne tient pas dans une roadmap produit. Elle existe chez des personnes dont le parcours r\u00e9unit pr\u00e9cis\u00e9ment ces expertises, et elles sont rares.<\/p>\n\n

C\u2019est pour cette raison que nous avons recrut\u00e9 Elizabeth Tan Levy au poste de Chief Product Officer de Degreed.<\/p>\n\n

Pourquoi Liz, et pourquoi maintenant<\/h2>\n\n

Elizabeth Tan Levy conna\u00eet ces sujets de l\u2019int\u00e9rieur. Tout au long de sa carri\u00e8re, elle a travaill\u00e9 sur les donn\u00e9es de comp\u00e9tences, l\u2019intelligence des effectifs et le d\u00e9veloppement de produits IA. Non pas en additionnant des exp\u00e9riences proches du sujet, mais en cherchant toujours \u00e0 comprendre comment les organisations peuvent rendre les comp\u00e9tences visibles, mesurables et utiles.<\/p>\n\n

Derni\u00e8rement, elle a pilot\u00e9 la cr\u00e9ation d\u2019une \u00e9quipe de recherche et de donn\u00e9es s\u2019appuyant sur l\u2019IA au sein de The Burning Glass Institute, organisme ind\u00e9pendant largement reconnu comme la source la plus rigoureuse et la plus fiable au monde en mati\u00e8re d\u2019intelligence des comp\u00e9tences sur le march\u00e9 du travail. Avant cela, elle a contribu\u00e9 \u00e0 la croissance product-led de Lightcast \u00e0 plusieurs \u00e9tapes de son d\u00e9veloppement. Sp\u00e9cialiste de l\u2019analyse des effectifs, l\u2019organisation fournit une taxonomie des comp\u00e9tences et des donn\u00e9es sur le march\u00e9 du travail qui servent aujourd\u2019hui de socle \u00e0 des d\u00e9cisions majeures pour les entreprises, les gouvernements et les universit\u00e9s. Plus t\u00f4t dans sa carri\u00e8re, elle a d\u00e9velopp\u00e9 et lanc\u00e9 chez Reed Elsevier des produits personnalis\u00e9s de learning et de d\u00e9couverte de contenus.<\/p>\n\n

Ce qui relie ces exp\u00e9riences, c\u2019est le probl\u00e8me sur lequel Elizabeth Tan Levy a travaill\u00e9\u00a0: comment transformer l\u2019immense complexit\u00e9 des comp\u00e9tences, la fa\u00e7on dont les individus les d\u00e9veloppent, dont les organisations en ont besoin et dont le march\u00e9 les valorise, en quelque chose qui oriente r\u00e9ellement les d\u00e9cisions\u00a0?<\/p>\n\n

C\u2019est pr\u00e9cis\u00e9ment le probl\u00e8me que Degreed a \u00e9t\u00e9 con\u00e7u pour r\u00e9soudre. Et c\u2019est tout l\u2019enjeu de la suite\u00a0: faire en sorte que cette intelligence ne se contente pas d\u2019informer, mais aide aussi \u00e0 agir.<\/p>\n\n

Les attentes du march\u00e9 ont chang\u00e9<\/h2>\n\n

Pendant longtemps, dans les technologies d\u2019entreprise, le discours autour des comp\u00e9tences relevait surtout de l\u2019ambition. Des strat\u00e9gies organisationnelles ax\u00e9es sur les comp\u00e9tences. Des passeports de comp\u00e9tences. Des taxonomies des comp\u00e9tences. L\u2019id\u00e9e d\u2019un monde du travail o\u00f9 les capacit\u00e9s de chacun sont r\u00e9ellement comprises, et o\u00f9 le d\u00e9veloppement repose sur ce que les personnes savent faire, plut\u00f4t que sur leur dipl\u00f4me ou leur anciennet\u00e9.<\/p>\n\n

Cette vision reste pertinente. D\u2019ailleurs, les derni\u00e8res recherches de Fosway montrent que la mont\u00e9e en comp\u00e9tences est la grande priorit\u00e9 des \u00e9quipes L&D depuis deux ann\u00e9es cons\u00e9cutives. Le march\u00e9 n\u2019a jamais \u00e9t\u00e9 aussi pr\u00eat.<\/p>\n\n

Mais les attentes ont chang\u00e9. Les organisations ne se demandent plus si elles doivent devenir ax\u00e9es sur les comp\u00e9tences. Elles veulent d\u00e9sormais savoir comment en \u00e9valuer l\u2019efficacit\u00e9. Les directions financi\u00e8res demandent des preuves de ROI. Les DSI examinent l\u2019infrastructure de donn\u00e9es de pr\u00e8s. Et les responsables L&D, qui ont pass\u00e9 des ann\u00e9es \u00e0 construire le business case, doivent maintenant montrer des r\u00e9sultats. Pas avec de grands discours strat\u00e9giques, ni avec des taux de compl\u00e9tion, mais avec des preuves tangibles que les \u00e9carts de comp\u00e9tences se r\u00e9duisent et que l\u2019entreprise gagne en agilit\u00e9.<\/p>\n\n

C\u2019est une question plus d\u00e9licate, qui exige un autre type de produit.<\/p>\n\n

Notre vision, et le r\u00f4le d\u2019Elizabeth Tan Levy<\/h2>\n\n

L\u2019ambition de Degreed est de cr\u00e9er le profil de comp\u00e9tences de r\u00e9f\u00e9rence\u00a0: une repr\u00e9sentation compl\u00e8te et dynamique de ce que chaque personne ma\u00eetrise, de ce qu\u2019elle doit d\u00e9velopper et des besoins r\u00e9els de l\u2019entreprise. Pas un profil fig\u00e9 ni une simple photo \u00e0 un instant T, mais un actif intelligent, mis \u00e0 jour en continu, qui aide les organisations \u00e0 passer \u00e0 l\u2019action.<\/p>\n\n

Cette vision comporte deux dimensions, indissociables l\u2019une de l\u2019autre.<\/p>\n\n

La premi\u00e8re est la profondeur de l\u2019intelligence des comp\u00e9tences\u00a0: des donn\u00e9es structur\u00e9es avec rigueur, une taxonomie des comp\u00e9tences compl\u00e8te et des comp\u00e9tences inf\u00e9r\u00e9es avec pr\u00e9cision \u00e0 partir de multiples signaux de formation. C\u2019est un travail d\u2019infrastructure, moins spectaculaire peut-\u00eatre, mais indispensable \u00e0 tout le reste. Les raccourcis \u00e0 ce niveau se paient avec le temps, et Degreed a toujours pris ce sujet tr\u00e8s au s\u00e9rieux.<\/p>\n\n

Le deuxi\u00e8me pilier, c\u2019est l\u2019IA\u00a0: transformer l\u2019intelligence en action. Degreed Maestro incarne notre pari sur cet avenir, avec une IA qui ne se contente pas de faire remonter le bon contenu de formation au bon moment, mais aide activement les organisations \u00e0 combler les \u00e9carts de comp\u00e9tences, \u00e0 recommander des parcours de d\u00e9veloppement et \u00e0 donner aux d\u00e9cideurs une vision de la pr\u00e9paration des effectifs directement li\u00e9e aux d\u00e9cisions m\u00e9tier.<\/p>\n\n

Elizabeth Tan Levy est l\u00e0 pour faire progresser ces deux dimensions. Gr\u00e2ce \u00e0 son expertise des donn\u00e9es sur les effectifs et des produits augment\u00e9s par l\u2019IA, elle ma\u00eetrise toute la cha\u00eene, de la taxonomie des comp\u00e9tences \u00e0 l\u2019exp\u00e9rience produit qui rend cette intelligence exploitable. Sa mission consiste \u00e0 s\u2019appuyer sur ce que Degreed a d\u00e9j\u00e0 construit pour faire \u00e9voluer le produit dans le sens du march\u00e9.<\/p>\n\n

Une derni\u00e8re pr\u00e9cision importante<\/h2>\n\n

Nous savons tr\u00e8s bien \u00e0 quoi peut ressembler un article de blog annon\u00e7ant l\u2019arriv\u00e9e d\u2019une nouvelle directrice produit. Il existe une mani\u00e8re convenue de pr\u00e9senter ce type d\u2019annonce, avec tous les bons signaux mais, peu de concret. Le parcours est impressionnant, le discours assur\u00e9, mais tout cela masque une r\u00e9alit\u00e9 simple\u00a0: rien n\u2019a encore vraiment chang\u00e9.<\/p>\n\n

Clarifions donc ce que ce recrutement signifie, et ce qu\u2019il ne signifie pas.<\/p>\n\n

Degreed fait ici un choix strat\u00e9gique en r\u00e9unissant les talents et la solidit\u00e9 produit n\u00e9cessaires pour ouvrir le prochain chapitre de l\u2019intelligence des comp\u00e9tences aliment\u00e9e par l\u2019IA. Cette d\u00e9cision indique la direction que nous prenons, sans pr\u00e9tendre que nous sommes d\u00e9j\u00e0 arriv\u00e9s.<\/p>\n\n

Elizabeth Tan Levy prend ses fonctions aujourd\u2019hui. Le travail est d\u00e9j\u00e0 engag\u00e9. D\u00e9sormais, c\u2019est le produit qui parlera.<\/p>\n\n

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

Elizabeth (Liz) Tan Levy est directrice produit chez Degreed. Elle rejoint l\u2019entreprise apr\u00e8s avoir travaill\u00e9 au sein de The Burning Glass Institute, o\u00f9 elle pilotait les activit\u00e9s de recherche et d\u2019analyse de donn\u00e9es renforc\u00e9es par l\u2019IA.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Elizabeth Tan Levy rejoint Degreed comme Chief Product Officer\u00a0: une nouvelle \u00e9tape pour Degreed Aujourd\u2019hui, toutes les entreprises du secteur RH tech affirment \u00eatre ax\u00e9es sur les comp\u00e9tences. Vous avez vu les pr\u00e9sentations. Le vocabulaire du march\u00e9. Les captures produit avec leurs intitul\u00e9s de comp\u00e9tences et leurs indicateurs de degr\u00e9 de ma\u00eetrise. Les communiqu\u00e9s de […]<\/p>\n","protected":false},"author":145,"featured_media":89094,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[640],"tags":[856,886,671],"post_folder":[],"class_list":["post-89196","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-about-degreed","tag-formation-au-leadership","tag-intelligence-des-competences","tag-workforce-transformation"],"acf":[],"yoast_head":"\nL\u2019intelligence des comp\u00e9tences \u00e0 l\u2019heure de l\u2019IA\u00a0: de la promesse \u00e0 l\u2019action - Degreed<\/title>\n<meta name=\"description\" content=\"Degreed recrute Elizabeth Tan Levy pour son expertise des donn\u00e9es RH et des produits IA. 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