Our Competences
Development of Human Capital and Training
Assistance during career changes
A career is built on experience and on the way the many changes during it are personally controlled in successive positions and changes of function, occupation, or environment, as well as during periods of inactivity or unemployment, etc.
While it is true that skills are the keystone to professional success, the ability to take change in one’s stride has also become a key factor in professional success, notably through:
Coaching/Mentoring : When taking up a new position (creating the right conditions for integration and success in a new position), of a support process (managing a crisis situation, developing leadership and managerial skills, the corporate strategic vision, handling a relational/personal difficulty).
And also in the case of an outplacement as part of a restructuring programme: Our approach is based on a process designed to help employees and empower them in developing their skills in line with theneeds of the company and also with the realities of the labour market. It also involves helping staff, as part of a structured, results-oriented process, to manage their professional repositioning and seize retraining opportunities via a network of business leaders, so that they can successfully switch to a new salaried job or set up/take over a company.
Training
Traditional academic, subject-based teaching is no longer suited to a world of rapid, all-encompassing change. We believe that it is more appropriate to disseminate knowledge and know-how in a cross-disciplinary manner because the solutions to issues met with in businesses can often cut across multiple disciplines. Content becomes less important than implementation and operational application at grass roots level. It is also becoming essential to know how to support staff in times of change by giving as much importance to the human factor as to financial results. In such cases, we speak of “social business”.
We have conceived our training programmes to ensure that each manager can adopt a new “posture” in carrying out his or her day-to-day duties.
- A qualitative approach, driving forces having profiles executives
- A tailored approach for all corporate functions, and in particular oriented towards senior executives and business leaders, while at the same time differentiating initial learning modules from programmes for more experienced personnel.
- Customer-centric: The content of our training modules is continually updated to reflect your reality on the ground, centered on the customer in response to specific needs: Managing occupational health questions such as psychosocial risks or stress, labour law for managers, managerial training in know-how and behaviours, conflict management, etc.
Contributions to training strategies and resource optimization: Identification of financing sources, advice for the purchase of training services, etc.
Business skills are worthless unless tailored to the actual work environment.
Our training catalogue will be available shortly.
Skills Management
Development and deployment of Career and Skills Planning policies
We practise a two-pronged approach:
- Individual within the company or professional sector, ie, Traditional Career and Skills Planning
At a time of rapid change in the workplace, companies must try to plan today for what they will be like in the future. Regardless of the arrangements they choose to make, three types of action can help them move forward: predicting needs, predicting changes in employment situations, and preventing health-related professional risks. In such conditions, the company becomes “resource-full”.
Because skills derive from practice, they are inevitably linked to the way work is organised and to the conditions in which it takes place.
- Collective, within an employment catchment area or territory, ie, “Territorial Career and Skills Planning”,
the “territory” being considered as the unifying component of prospecting initiatives in terms of job creations.
The objectives are as follows:
For businesses, the aim is to identify the gap between the resources available in the employment area and future HR requirements in connection with economic needs.
For territories, the aim is to forecast economic and labour market changes in a given region in connection with the needs of businesses.
For employees, the aim is to bolster careers by tailoring training to the needs of businesses.
Managing Occupational Health
These days, it is no longer enough to protect the physical integrity of each employee. Occupational health is now a central concern and businesses have to evaluate and prevent the attendant risks. While there is no such thing as zero risk, employers are required to ensure the safety of their personnel and react when damage has been unavoidable.
Managers, HR Managers, and employee representatives are in the front line when it comes to these issues and their large-scale human, financial and social aspects.
We consider that it is essential to move from forcing people to manage risks to leveraging opportunities to improve conditions by minimising health risks and maximising employee safety.
This is why we can help you with:
- Understanding (organisational and personal aspects of behaviour) and identifying situations of workplace distress, physically demanding work, and psychosocial risks including stress, harassment, violence, and burnout.
- Legal assistance: Awareness of the regulatory framework and the legal obligations of employers (compliance with the obligation to ensure staff safety), together with an effective grasp of employee health-and-safety related claims: This involves identifying the various risks and any company liability for them.
- Diagnosis of risks in the company (creating pointers for close monitoring, learning how to detect factors that can trigger high-risk situations and responding to dangerous behaviour, gauging employee health and corporate performance issues, etc.).
- Defining an effective prevention strategy by implementing a policy to raise awareness and help prevent risks for all stakeholders (employees, management, employee representative bodies, Hygiene & Safety Committee, Company doctor).
- Drafting the single administrative document: We help you to ensure that the single administrative document is a dynamic aid to safety management. This means taking an in-depth approach to employee occupational health and safety, evaluating and analysing risks, drawing up an action programme and implementing it, monitoring the effectiveness of actions over time by building in appropriate indicators, and integrating new remedial and/or preventive actions as part of a continuous improvement programme, etc.