Skills development plan
A company that wants to develop its staff and thereby its growth. Can be based on a skills development plan. These are several training actions that must have the employer's approval for their employees. Focus on this 4-point approach.
What is a skills development plan?
Since January 1, 2019, the training plan becomes the skills development plan. It brings together all of the employer's training activities for its employees. Because the training action achieves a professional objective, each department will assess the training needs of its employees.
At the end of the training, the employees will have acquired new knowledge and know-how. They will also be able to update or strengthen their knowledge and experience to maintain their current or future position.
Skills development can be done through personal or group coaching. Professional meetings at job fairs or forums are also planned as part of a skills development plan.
The development of a skills development plan is not mandatory for the employer, but it is highly recommended. This human resources action helps develop employees' sense of belonging. In fact, an employee integrated into a skills development plan will be productive and motivated.
Who are the stakeholders in a skills development plan?
Two parties are concerned by the skills development plan:
The employer
It can concern all companies whether they are a VSE, an SME or an industry. The implementation and implementation of the skills development plan is the employer's decision. The latter may in fact not use it if he does not feel the need.
The collaborators
All employees, whether managers, executives or operators, can be part of a skills development plan. It is part of the normal employment contract. Once an employee has been notified of a skills development training, the latter must attend. Note that even employees on fixed-term contracts, or on trial periods can be included in the skills development plan. But it depends on the companies.
The employee's refusal to participate in training could be considered as insubordination resulting in professional misconduct. The justified absence of an employee during training because he is on sick leave, or on leave. Of course is of no consequence.
In addition, if an employee has not been included in the skills development plan, they can ask to participate following an interview with their N + 1 (hierarchy). The latter will justify his needs by an interview and an evaluation.
The employee will keep all his rights during the training. His compensation and benefits remain unchanged. If any incident occurred during training, this would be considered a work accident.
An employee absent during training may benefit from a remedial session if his absence has been justified. Like medical rest, hospitalization or a family imperative. Leave, even if planned as well as exceptional permissions, is not part of a justified absence for missing skills development training.
How to set up a skills development plan?
The development of a skills development plan facilitates the delivery of training. Its implementation starts with the detection of training needs.
For example: you are the communications manager, your task is to manage internal and external communications. You need training in digital communication to optimize the reputation of your company. If the subject is new to you or if you have some basics to learn more about. You will need training in digital communication.
Your N + 1 submits the request to the hierarchy in the form of a document. It must include the added value, the impacts, and the duration of the training for the company. After validation of the hierarchy, the request will go to human resources, which will seek the appropriate service provider for carrying out the training. Training can take place internally or outside the company. The cost will be borne by the employer.
At the end of the training, a live assessment of the achievements will be submitted to you. This will determine the level of skill you have acquired in the field. In addition, a skills assessment will also be carried out to assess your results. This action is carried out during the evaluation periods according to your company's calendar. Generally, formalized structures carry out skills assessments every quarter or twice a year.
The skills development plan must lead to a tangible result for the company. In addition to the employee's knowledge, the structure must, among other things, have increased its notoriety on social networks.
How to recognize that a skills development plan has been successful?
Many leaders do not recognize the effectiveness of a skills development plan. This may be one of the reasons why. Some structures do not consider it necessary to send training to their employees. They think that by learning on the job, the skills will develop on their own.
However, many performance indicators can be measured through the implementation of a training action. If we take the example of a communication manager who has followed training in Community Management for example. The participant will have acquired several skills, such as the practice of inbound marketing, analytical studies and the mastery of digital tools. Among other things, you can feel your motivation and your sense of belonging.
The best thing to do to get real results. It is sort of proving your abilities in advance. And that, whatever the field. If, over the next six months, you train alone. On the creation of all kinds of dashboards in Excel. That then as soon as the opportunity arises offer you to your colleagues. Or your boss, great tracking charts. It is clear that when you ask for training in Excel. No one will doubt the usefulness of this training. Your abilities having already been demonstrated. It will only be a simple formality. The possibility for you to increase your expertise.
