4 Minutes of reading
We propose 4 steps to set up the skills plan: definition of objectives, skills assessment, inventory of available resources and communication.
The law concerning the reform of the training plan, in force since 1 January 2019, has certainly not escaped your notice. Now called the "Skills Plan", it aims to simplify and clarify the training process within companies and is part of the "freedom to choose one's professional future" approach.
There is no such thing as a standard skills plan: it can be classified chronologically, by type of beneficiary, by type of action...
The most important thing is that it is clear and logical to you and your employees!
A little reminder of the competency plan…
The skills plan is initiated by the employer, and must be done in agreement with the employee.
This plan is generally annual, but may in some cases be planned over 3 years.
There are two categories of actions: mandatory and necessary training actions, and others.
But then, what is a training action in concrete terms? A training action is part of a pedagogical path that aims to achieve a professional objective, according to article L6313-1 of the Labour Code. In other words, a training action will necessarily have a professional aim, whether it is a softskills or hardskills.
Most of the actions are carried out during working hours, and the employer must maintain the remuneration. On the other hand, actions carried out outside working hours, whether on the initiative of the employer or the employee, are not remunerated.
How do you set up your skills plan properly ?
There is no standard skills plan: it can be classified chronologically, by type of beneficiary, by type of action...
The most important thing is that it is clear and logical to you and your employees!
1. Clearly define your objectives
By objectives, we mean both the objectives of your company and those of your employees individually. Plan meetings with them to define their objectives and possible changes.
Exchange is the key word in this process so don't be afraid to discuss and take into account the feelings of each person.
2.Draw up a skills assessment
The skills assessment can be carried out by an external body or internally. It is imperative to go through it if you wish to set up training actions that are both useful for your company and for your employees.
Have a clear and precise vision of the skills that each of your employees possess, as well as those that it would be useful for them to acquire in the future.
3. Organize the means you can put in place
Now that you know precisely which skills will be at the heart of your plan, you need to determine the means that will be needed to put them in place.
This can be through face-to-face sessions with internal or external trainers, e-learning modules, etc. We strongly recommend that you set up Blended Learning training (both face-to-face and digital).
E-learning gives the employee a great deal of freedom, but also saves time and costs. However, don't neglect face-to-face training, which is essential for consolidating learning. If you would like to know more about Blended Learning, we have written an article on the subject here.
Remember to take your employees' availability and personal life into account if you decide to incorporate actions outside of working hours!
We strongly advise you to define with them through workshops and meetings what would be the most suitable for them.
4. Communicate the skills plan to your employees
Phew, you just finished setting up your competency plan. You have defined a calendar, determined precisely all the training actions ... But you still have one essential point: communication.
Yes, your employees know it, they will now have to follow a training program in parallel with their usual work. But you also need to formalize this skills plan! You can organize an afterwork or a cocktail party to explain to them in more detail and concretely the beginning of this implementation.
Including employees in the process changes is essential..