{"id":89428,"date":"2026-07-14T20:03:18","date_gmt":"2026-07-14T20:03:18","guid":{"rendered":"https:\/\/degreed.com\/experience\/blog\/formation-nouvelle-generation-des-taux-de-completion-aux-resultats-business\/"},"modified":"2026-07-30T18:45:34","modified_gmt":"2026-07-30T18:45:34","slug":"formation-nouvelle-generation-des-taux-de-completion-aux-resultats-business","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/fr\/blog\/formation-nouvelle-generation-des-taux-de-completion-aux-resultats-business\/","title":{"rendered":"Au-del\u00e0 des taux de compl\u00e9tion&#160;: mesurer l\u2019impact business de la formation"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Depuis des ann\u00e9es, les dirigeants attendent des \u00e9quipes L&D qu\u2019elles prouvent leur valeur et justifient les d\u00e9penses engag\u00e9es. Pendant des ann\u00e9es, celles-ci n\u2019avaient pas grand-chose de plus \u00e0 montrer que des chiffres sur les formations termin\u00e9es.<\/p>\n\n<p class=\"wp-block-paragraph\">Mais les indicateurs classiques, comme le taux de compl\u00e9tion, le temps consacr\u00e9 \u00e0 la formation ou les scores de satisfaction, ne r\u00e9pondent pas \u00e0 la bonne question. Ils n\u2019y ont d\u2019ailleurs jamais r\u00e9pondu. Ils indiquent uniquement si des contenus de formation ont \u00e9t\u00e9 propos\u00e9s aux collaborateurs et si ceux-ci les ont suivis jusqu\u2019au bout. <\/p>\n\n<p class=\"wp-block-paragraph\">La vraie question, bien plus importante, a toujours \u00e9t\u00e9 la suivante\u00a0: <strong>les collaborateurs ont-ils d\u00e9velopp\u00e9 des comp\u00e9tences utiles \u00e0 l\u2019entreprise\u00a0?<\/strong><\/p>\n\n<p class=\"wp-block-paragraph\">Avec l\u2019essor de l\u2019IA agentique, la capacit\u00e9 des collaborateurs \u00e0 s\u2019adapter rapidement devient essentielle. Une entreprise ne peut pas \u00e9voluer plus vite que ses collaborateurs. Or, selon l\u2019<a href=\"https:\/\/www.td.org\/content\/press-release\/atd-research-organizations-struggle-with-measuring-the-impact-of-training\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">ATD<\/a>, seules 30\u00a0% des organisations utilisent efficacement les donn\u00e9es de leurs programmes de formation pour guider leurs d\u00e9cisions strat\u00e9giques. Probablement parce que ces donn\u00e9es restent trop souvent d\u00e9connect\u00e9es des priorit\u00e9s de l\u2019entreprise. <\/p>\n\n<p class=\"wp-block-paragraph\">Mais les choses commencent \u00e0 changer. De nouvelles capacit\u00e9s techniques et l\u2019essor de l\u2019intelligence des comp\u00e9tences permettent enfin de relier la formation aux r\u00e9sultats qui comptent pour les dirigeants. Lors de Degreed Focus London\u00a02026, des experts du secteur se sont pench\u00e9s sur ces \u00e9volutions, sur leur mise en \u0153uvre concr\u00e8te dans les entreprises et sur l\u2019avenir des indicateurs personnalis\u00e9s de formation.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"h-the-problem-with-measuring-learning-activity-in-l-amp-d\"><strong>Les limites des indicateurs d\u2019activit\u00e9 de formation<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">Il est facile de cr\u00e9er et de mesurer des activit\u00e9s de formation. Ce qui l\u2019est beaucoup moins, c\u2019est de montrer qu\u2019elles renforcent les capacit\u00e9s des \u00e9quipes dans des domaines strat\u00e9giques pour l\u2019entreprise. Pendant l&rsquo;\u00e9v\u00e9nement de Focus London, Lori Niles-Hofmann, cofondatrice de 8Levers, a expliqu\u00e9 que les \u00e9quipes L&D pouvaient combiner ces indicateurs afin d\u2019obtenir <em>une<\/em> vision plus globale. Mais cette vision ne r\u00e9v\u00e8le pas n\u00e9cessairement <em>toute<\/em> la r\u00e9alit\u00e9. Les indicateurs classiques restent souvent trop fragiles pour d\u00e9montrer un impact r\u00e9el.<\/p>\n\n<p class=\"wp-block-paragraph\">\u00ab\u00a0En nous appuyant sur les donn\u00e9es pour concevoir les dispositifs de formation et en consolidant les mesures, nous pouvions commencer \u00e0 formuler des hypoth\u00e8ses du type\u00a0: \u201cX plus Y donne peut-\u00eatre Z.\u201d Nous pouvions \u00e9tablir certains liens, mais ils restaient assez fragiles\u00a0\u00bb, explique Lori Niles-Hofmann. <\/p>\n\n<p class=\"wp-block-paragraph\">Elle propose une approche plus pertinente\u00a0: un syst\u00e8me de suivi en boucle ferm\u00e9e, capable d\u2019isoler tr\u00e8s pr\u00e9cis\u00e9ment diff\u00e9rents types d\u2019interventions de formation afin d\u2019en mesurer l\u2019impact en temps r\u00e9el. Par exemple, lorsqu\u2019un collaborateur pr\u00e9pare un \u00e9change commercial, le syst\u00e8me de formation doit enregistrer et \u00e9valuer le r\u00e9sultat de cet \u00e9change pour le relier directement \u00e0 la formation suivie.<\/p>\n\n<p class=\"wp-block-paragraph\">Certaines entreprises, comme Capgemini, testent d\u00e9j\u00e0 ce type d\u2019\u00e9valuation du niveau de comp\u00e9tence, consid\u00e9r\u00e9 comme un indicateur plus pr\u00e9cis de la valeur cr\u00e9\u00e9e pour l\u2019entreprise.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"h-how-capgemini-connected-skill-progression-to-business\"><strong>Comment Capgemini mesure l\u2019impact business de la progression des comp\u00e9tences<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">\u00ab\u00a0J\u2019investis telle somme dans une formation. Dites-moi ce qu\u2019elle apporte concr\u00e8tement.\u00a0\u00bb<\/p>\n\n<p class=\"wp-block-paragraph\">C\u2019est ce qu\u2019Estelle Maione, Global Head of Learning chez Capgemini, entendait r\u00e9guli\u00e8rement de la part des dirigeants. Avec plus de 300\u00a0000\u00a0collaborateurs et des parcours professionnels fond\u00e9s sur les comp\u00e9tences, Capgemini ne pouvait pas se contenter de supposer qu\u2019il existait un lien entre apprentissage et performance.<\/p>\n\n<p class=\"wp-block-paragraph\">\u00ab\u00a0D\u00e8s le d\u00e9part, l&rsquo;objectif \u00e9tait de mettre nos comp\u00e9tences au service des r\u00e9sultats de l\u2019entreprise\u00a0\u00bb, explique-t-elle.<\/p>\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"Driving Business Outcomes at Capgemini with 3 Core L&D Commitments\" width=\"800\" height=\"450\" src=\"https:\/\/www.youtube-nocookie.com\/embed\/HXgozoUMA30?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n<p class=\"wp-block-paragraph\">Voici ce que les dirigeants de Capgemini attendaient des \u00e9quipes L&D\u00a0: une formation personnalis\u00e9e \u00e0 grande \u00e9chelle, une progression visible des comp\u00e9tences et la preuve que les collaborateurs \u00e9taient pr\u00eats \u00e0 intervenir sur des projets. <\/p>\n\n<p class=\"wp-block-paragraph\">Un taux de compl\u00e9tion ne dit rien sur la capacit\u00e9 d\u2019une \u00e9quipe \u00e0 prendre en charge une mission client strat\u00e9gique. Et un badge ne dit rien de ce qu\u2019elle saura r\u00e9ellement produire.<\/p>\n\n<p class=\"wp-block-paragraph\">Capgemini a donc cherch\u00e9 a donc cherch\u00e9 d&rsquo;autres signaux d de comp\u00e9tences\u00a0: la capacit\u00e9 \u00e0 mener les projets \u00e0 bien et les performances obtenues.<\/p>\n\n<p class=\"wp-block-paragraph\">Lorsqu\u2019un collaborateur travaille r\u00e9ellement sur des missions client correspondant \u00e0 un certain niveau de ma\u00eetrise, il d\u00e9montre ses comp\u00e9tences sur le terrain, et non dans le cadre contr\u00f4l\u00e9 d\u2019une formation. Les donn\u00e9es terrain deviennent des donn\u00e9es de comp\u00e9tences. Un point essentiel, car, comme le r\u00e9sume Estelle Maione, \u00ab\u00a0si vos donn\u00e9es ne sont pas fiables, la magie n\u2019op\u00e8re pas\u00a0\u00bb.<\/p>\n\n<p class=\"wp-block-paragraph\">Pour recueillir des donn\u00e9es issues des projets, Capgemini avait besoin d\u2019un \u00e9cosyst\u00e8me interconnect\u00e9, capable de croiser les donn\u00e9es sur les collaborateurs et leurs comp\u00e9tences afin d\u2019obtenir une vision d\u2019ensemble. La performance op\u00e9rationnelle devient alors la preuve concr\u00e8te, et la formation doit montrer comment elle y a contribu\u00e9 au fil du temps. <\/p>\n\n<p class=\"wp-block-paragraph\">\u00ab\u00a0Nous relions nos donn\u00e9es aux syst\u00e8mes op\u00e9rationnels, car c\u2019est l\u00e0 que les choses se passent vraiment\u00a0: les collaborateurs travaillent sur des projets, et c\u2019est comme \u00e7a qu\u2019ils d\u00e9veloppent leurs comp\u00e9tences\u00a0\u00bb, explique Estelle Maione.<\/p>\n\n<p class=\"wp-block-paragraph\">Ce mod\u00e8le de reporting permet enfin d&rsquo;apporter des r\u00e9sultats mesurables aux dirigeants\u00a0: pour X investi dans la formation, Y collaborateurs sont capables de cr\u00e9er de la valeur pour les clients.<\/p>\n\n<p class=\"wp-block-paragraph\">\u00ab\u00a0Il s\u2019agit avant tout de centraliser toutes les donn\u00e9es de comp\u00e9tences et de les transformer en informations utiles pour prendre des d\u00e9cisions, accompagner l\u2019\u00e9volution des collaborateurs et orienter le d\u00e9veloppement de leurs comp\u00e9tences\u00a0\u00bb, ajoute-t-elle.<\/p>\n\n<p class=\"wp-block-paragraph\">M\u00eame avec une vision unifi\u00e9e des donn\u00e9es sur les comp\u00e9tences, la d\u00e9marche reste transversale. Chez Capgemini, le r\u00e9f\u00e9rentiel de comp\u00e9tences ne rel\u00e8ve pas des \u00e9quipes L&D. \u00ab\u00a0Il est g\u00e9r\u00e9 par nos \u00e9quipes m\u00e9tier, car ce sont elles qui ont la vision la plus compl\u00e8te des besoins\u00a0\u00bb, ajoute Estelle. <\/p>\n\n<p class=\"wp-block-paragraph\">Pour elle, la r\u00e8gle est simple\u00a0: m\u00eame si la formation s\u2019int\u00e8gre de fa\u00e7on invisible au quotidien, son impact doit toujours \u00eatre clairement perceptible.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"h-what-the-next-generation-of-learning-measurement-looks-like\"><strong>\u00c0 quoi ressemblera la prochaine g\u00e9n\u00e9ration d\u2019indicateurs de formation<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">L\u2019approche de Capgemini montre jusqu\u2019o\u00f9 il est aujourd\u2019hui possible d\u2019aller. Mais \u00e0 mesure que la technologie progresse, le champ des possibles s\u2019\u00e9largit. Taylor Blake, SVP of New Initiatives and responsable du laboratoire IA chez Degreed, exp\u00e9rimente d\u00e9j\u00e0 de nouvelles pistes pour aller plus loin dans la personnalisation du reporting.<\/p>\n\n<p class=\"wp-block-paragraph\">Imaginez qu\u2019au lieu d\u2019afficher un taux de compl\u00e9tion, un rapport montre comment la confiance <em>et<\/em> les performances d\u2019un collaborateur ont progress\u00e9 pendant un programme, en fonction de sa participation r\u00e9elle. Au lieu de se fier \u00e0 une simple enqu\u00eate, il retracerait l\u2019\u00e9volution propre \u00e0 son parcours de formation, depuis son niveau de d\u00e9part et ses lacunes jusqu\u2019aux ajustements apport\u00e9s au programme en cours de route.<\/p>\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"AI Labs: Personalized Skill Development Reporting vs. Learning Completions\" width=\"800\" height=\"450\" src=\"https:\/\/www.youtube-nocookie.com\/embed\/5-ortV_lsA4?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n<p class=\"wp-block-paragraph\">Dans la d\u00e9mo du laboratoire IA, Taylor Blake a suivi deux collaborateurs fictifs aux trajectoires tr\u00e8s diff\u00e9rentes. Le rapport ne montrait pas seulement les activit\u00e9s termin\u00e9es, mais aussi les \u00e9carts dans la progression de leurs comp\u00e9tences,  en mettant c\u00f4te \u00e0 c\u00f4te l\u2019\u00e9volution de leur confiance et leur niveau de ma\u00eetrise d\u00e9montr\u00e9. <\/p>\n\n<p class=\"wp-block-paragraph\">La formation produit alors des donn\u00e9es aussi exploitables que les autres indicateurs de l\u2019entreprise. L\u2019\u00e9volution de la confiance peut \u00eatre mesur\u00e9e, tandis que le niveau de ma\u00eetrise observ\u00e9 dans des interactions r\u00e9elles permet de rep\u00e9rer un \u00e9ventuel d\u00e9calage entre confiance et capacit\u00e9, dans un sens comme dans l\u2019autre. Une information qu\u2019aucun rapport de compl\u00e9tion ne peut r\u00e9v\u00e9ler.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"h-how-to-reimagine-the-connection-between-learning-and-business-value\"><strong>Repenser le lien entre formation et valeur business<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">Les indicateurs de formation doivent se rapprocher davantage de la r\u00e9alit\u00e9 du terrain. Un taux de compl\u00e9tion ne prouve ni que les \u00e9quipes sont pr\u00eates, ni que la formation g\u00e9n\u00e8re une valeur mesurable. C\u2019est, au mieux, un raccourci fragile. Mais gr\u00e2ce aux progr\u00e8s de l\u2019IA et \u00e0 des donn\u00e9es plus riches sur les comp\u00e9tences, les \u00e9quipes L&D peuvent enfin d\u00e9passer la simple logique de cases \u00e0 cocher.<\/p>\n\n<p class=\"wp-block-paragraph\">D\u00e9sormais, lorsqu\u2019elles \u00e9valuent la formation, les \u00e9quipes RH et L&D doivent pouvoir r\u00e9pondre concr\u00e8tement \u00e0 cette question\u00a0: les collaborateurs ont-ils progress\u00e9 dans un domaine qui compte r\u00e9ellement pour l\u2019entreprise\u00a0?<\/p>\n\n<p class=\"wp-block-paragraph\">Pour y parvenir, deux conditions doivent \u00eatre r\u00e9unies\u00a0: disposer de donn\u00e9es fiables et harmonis\u00e9es sur les comp\u00e9tences, avec des taxonomies normalis\u00e9es et des d\u00e9finitions coh\u00e9rentes entre les syst\u00e8mes, et relier la formation aux indicateurs de performance d\u00e9j\u00e0 utilis\u00e9s pour \u00e9valuer la pr\u00e9paration des \u00e9quipes. <\/p>\n\n<p class=\"wp-block-paragraph\">Comme Capgemini, les organisations qui posent d\u00e8s maintenant ces bases ne mesureront pas seulement mieux l\u2019impact de la formation. Elles prendront aussi plus vite des d\u00e9cisions plus s\u00fbres concernant leurs \u00e9quipes, en tenant compte des besoins \u00e0 venir de l\u2019entreprise.<\/p>\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/degreed.com\/experience\/fr\/request-demo\/\" target=\"_blank\" rel=\" noreferrer noopener\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/11\/Email-Footers_fr_FR_2.png\" alt=\"Demander une d&#xE9;mo pour en savoir plus.\" class=\"wp-image-87389\"\/><\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>Depuis des ann\u00e9es, les dirigeants attendent des \u00e9quipes L&#038;D qu\u2019elles prouvent leur valeur et justifient les d\u00e9penses engag\u00e9es. Pendant des ann\u00e9es, celles-ci n\u2019avaient pas grand-chose de plus \u00e0 montrer que des chiffres sur les formations termin\u00e9es. Mais les indicateurs classiques, comme le taux de compl\u00e9tion, le temps consacr\u00e9 \u00e0 la formation ou les scores de [&hellip;]<\/p>\n","protected":false},"author":58,"featured_media":89377,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[669],"tags":[],"post_folder":[],"class_list":["post-89428","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-workforce-business-impact"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.0 (Yoast SEO v28.0) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Au-del\u00e0 des taux de compl\u00e9tion&#160;: mesurer l\u2019impact business de la formation - Degreed<\/title>\n<meta name=\"description\" content=\"D\u00e9couvrez comment Degreed aide les grandes entreprises \u00e0 d\u00e9passer les taux de 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