Course : Building a skills repository
Practical course - 2d
- 14h00 - Ref. CRF
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 | Acquire a methodology for describing functions and professions and selecting associated assessment criteria |
| Align the repository with HR strategy |
| Organizing your project over time |
| Communicating, involving and securing the support of managers |
Intended audience
Employment/training development managers, GPEC managers, HR directors and managers, HR/recruitment managers.
Prerequisites
No special knowledge required.
Practical details
Hands-on work
Drafting a competency. The participant determines the headings of his reference frame.
Course schedule
1 The skills approach
- The skills panorama.
- Understand all the issues involved in the skills approach.
- Make the link with trades.
- The various skills management tools and their links: job profile, function sheet, etc.
- Identify the technical and behavioral skills required for a job.
- Differentiate between competence and potential.
Hands-on work
Respond to a project management tool to determine the challenges of this approach.
2 Organizing and mobilizing players
- Organize your project over time.
- Introduction to setting up the repository.
- List and plan the various stages.
- Set up working groups. Identify the people involved and their roles.
- Set up a steering committee.
- Validate the repository and select validators.
Hands-on work
Provisional schedule of major stages.
3 Developing your skills repository
- Distinguish between different frames of reference: profession, job, skills...
- The role and usefulness of a skills repository.
- Giving meaning to your frame of reference.
- Using the reference framework: mobility, recruitment, skills assessment, training.
- Describe the company's functions and professions using a methodical approach, and map them out.
- Implementing an accessible and relevant tool: the importance of a reasonable, systemic vision of the project.
- Write skills using action verbs.
- Associate assessment criteria with each job.
Hands-on work
What can my skills repository look like? Analysis based on case studies.
4 How to write job descriptions
- Know the different types of cards.
- Identify the key elements of a description.
- Describe jobs and extract skills.
Hands-on work
Drafting a job description.
5 Explain and promote your skills repository
- Communicating, involving and getting managers on board.
- The importance of employees taking ownership of the reference systems.
- Monitor and update your repository so that it is not obsolete within months of its creation.
- Explain the advantages of this reference system so that it becomes a meaningful tool.
Hands-on work
Team game on communicating the reference system.
Customer reviews
4,8 / 5
Customer reviews are based on end-of-course evaluations. The score is calculated from all evaluations within the past year. Only reviews with a textual comment are displayed.
LAURÈNE D.
11/09/25
5 / 5
An interested and interesting trainer who made the session lively and very personal to our requirements.
CAMILLE D.
11/09/25
5 / 5
Thanks to this training, I'm leaving with a methodology and tools for setting up a skills framework.
MELISSA D.
11/09/25
5 / 5
The course is both theoretical and practical, and the participants leave with practical tools for setting up their own business.
Publication date : 05/31/2024
PARTICIPANTS
Employment/training development managers, GPEC managers, HR directors and managers, HR/recruitment managers.
PREREQUISITES
No special knowledge required.
TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.
ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.
TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.
ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.
Employment/training development managers, GPEC managers, HR directors and managers, HR/recruitment managers.
PREREQUISITES
No special knowledge required.
TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.
ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.
TEACHING AIDS AND TECHNICAL RESOURCES
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.
TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.
ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.
Dates and locations
Last places available
Guaranteed date, in person or remotely
Guaranteed session