An innovative solution for HR in companies: Employability

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Companies and employees, a new approach to Employability to act on career paths and be an actor in one's own career path. 

Regularly, new words appear in the debates of ideas and society. The " employabilité " has become a central notion in debates on employment, work, unemployment and vocational training. The term is relatively new. Since its first appearance in the 1980s, it has been used to refer to the individual's ability to hold or find a job. Initially reserved for certain categories of the population, the disabled and the long-term unemployed, the term has become more widely used. It now concerns us all. 

Employability? A question that requires innovation

A person's employability is their ability - their skills, attitude and willingness - to move easily in the labour market. This concept is at the heart of the challenges of securing employees' career paths and the competitiveness of our companies.

Faced with a difficult economic situation and a general increase in unemployment also affecting the so-called safe sectors, such as public administration or banking, Western countries have sought new formulas for professional partnerships.

To meet the challenges, the need to adapt the employer/employee relationship has been widely explored. However, the starting point for people's economic cooperation has changed radically in recent years

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Gone are the predefined, linear and most often upward career paths, the contractual and legal company/employee relationship, which frames training and mobility paths in favour of a shared employer/employee responsibility. The competence angle is no longer sufficient to answer the questions of career paths.

New forms of innovative relationships based on responsibility and mutual commitment will open up prospects for a new career model. Beyond skills, it is the posture of each individual that is at stake, with his or her confidence in his or her ability to hold a job, involvement and pleasure at work are developing, the virtuous circle is on the move.

One example, Ambroise Conseil and its partner Qualintra

The Ambroise Conseil agency in France is launching a new approach to employability. The method, which is based on Swiss university work, is already being used by prestigious companies across the Rhine. In practice, an individual questionnaire is used, the results of which are commented on during an interview with a coaching professional specifically trained in the method. For companies and employees alike, this system offers a fruitful and lasting combination of skills and resources at work in our professional environments. The combination of tailor-made solutions on a large scale to create a virtuous dynamic.

A statistically validated questionnaire

In 2004, the IT publisher Qualintra and Swiss academics set about consolidating their research on representative samples of employees in companies from all sectors. To date, more than 40,000 questionnaires have made it possible to validate the indicators that constitute the reality of employability in the current economic context.

Today, companies such as BMW, Hoffmann-La Roche, Alstom, Nestlé, Bombardier, which have successfully deployed this new approach, have consolidated information on the "employability posture" of their employees. It is a snapshot, a barometer and a report on the situation.

On an individual level, the questionnaire completed online takes a maximum of about 20 minutes, followed by feedback of about two hours in the form of an interview with a specially trained coach. This is why Ambroise Conseil has set up a team of ten Qualintra-accredited coaches. A first in France. In September, the team deployed the method to around forty people.

An approach that benefits both the organization and the people

Questioning and interviewing allow the employee to take ownership of his/her career and thus also benefit both the employee and the company. More mutual commitment to agility and performance, more responsibility assumed and therefore more trust. As a result, individuals who are able to invest in their own employability and to be actors in their careers (the world is changing, I know my resources, I act, I anticipate), managers who support more involved teams. And for the company, an approach that complements the resources currently used (skills assessment, more or less standardised continuing education, etc.), which constitutes a reliable steering element and allows a real dynamic that creates a collective stimulus that is conducive to growth.

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Speaking of:

Ambroise Conseil Since 2003, the agency has been supporting the development of people and innovation with a view to making organisations more agile. Ambroise Conseil is an autonomous, human-sized agency combining several skills and combined experience in management, strategy, technology, coaching and human development. Ambroise Conseil helps its clients to develop relevant and sustainable solutions, to guide action and to give them meaning. www.ambroiseconseil.com

Qualintra : Qualintra is the European expert in "Feedback intelligence". Its solutions - both methodological and consulting - aim to measure and manage human factors in organisations in order to strengthen their sustainable performance. "Feedback Intelligence" has proven itself for more than 12 years now as a sustainable value-creating approach, both in multinationals and in PM www.qualintra.com

(Source: Press Office Isabelle Meiss - 3 Dec 2012)

To go further

Developing employability" study (Alain Finot / INSEP Consulting)

Report "Global Employment Trends for Youth 2012". (International Labour Office)

- Book" Employability of juniors and seniors "(Alain Finot / Editions Liaisons 2012)

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