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The management of competences for the development: INDIVIDUAL ECONOMIC TERRITORIAL

The management of competences for the development: INDIVIDUAL ECONOMIC TERRITORIAL. THE WORK ENVIRONMENT CHANGES. - Economic globalisation. - Emerging new markets. - Acceleration of technological changes. EMPLOYEES MUST DEVELOP COMPETENCES TO PARTICIPATE ON:. PRODUCTION.

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The management of competences for the development: INDIVIDUAL ECONOMIC TERRITORIAL

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  1. The management of competences for the development: • INDIVIDUAL • ECONOMIC • TERRITORIAL

  2. THE WORK ENVIRONMENT CHANGES... - Economic globalisation - Emerging new markets - Acceleration of technological changes

  3. EMPLOYEES MUST DEVELOP COMPETENCES TO PARTICIPATE ON: PRODUCTION CONCEPTION CONTROL

  4. IN THE NEW ORGANISATION OF LABOR, COMPANIES EVOLVE TOO... AND SO DOES MAN...

  5. MAN EVOLVES… …AND HIS NEEDS TOO SR- CIBC-71 07-04

  6. MAN EVOLVES… …AND HIS NEEDS TOO

  7. MAN EVOLVES… ...HIS COMPETENCES TOO SR- CIBC-71 07-04

  8. ? HIS EXPERIENCES, HIS COMPETENCES AND HIS MOTIVATIONS DIVERSIFY... SR- CIBC-71 07-04

  9. MAN MUST BE MORE EFFECTIVE IN HIS CAREER MANAGEMENT SR- CIBC-71 07-04

  10. KNOWING ONESELF BETTER REFLECTING UPON PROFESSIONAL EVOLUTION ELABORATIONG A PLAN OF ACTION NEGOCIATING A TRAINING OR AN EMPLOYMENT SR- CIBC-71 07-04

  11. The “bilan de compétences” , an active methodology of recognition and professional orientation

  12. BILAN DE COMPETENCES CREATION AND DEVELOPMENT KEY NOTIONS...

  13. ADAPTATION OF WORKERS TO TECHNICAL AND ECONOMIC CHANGES ESTABLISHMENT OF THE RIGHT TO LIFELONG EDUCATION (JUILY 1971) VERIFY OR DEVELOP PROJECTS TRAINING AND EMPLOYMENT (CAREER GUIDANCE) DEVELOPING NEW SYSTEMS OF RECOGNITION AND VALIDATION OF ACHIEVEMENTS BILAN DE COMPETENCES EXPERIMENTATION (MARCH 1986) SPREADING OF C.I.B.C. (JUNE 1989) ESTABLISHMENT OF THE RIGHT TO BILAN DE COMPETENCES (DEC. 1991)

  14. O.P.A.C.I.F. “CONGE BILAN” BILAN LEAVE Individual's right to professional training (DIF) BILAN DE COMPETENCES TRIPARTITE AGREEMENT EMPLOYEE TRAINING PLAN EMPLOYER

  15. O.P.A.C.I.F. BILAN LEAVE • Long term contract: 24 month of activity (consecutive or not) in last 5 years, of which 1 in the present company. At least 5 years period between two BdCs, unless the employee has changed a job. • Fixed term contract: 24 month of activity (consecutive or not) in last 5 years, of which 4 months in the present company. • Temporary employment: 1600 hours during last 18 month, of which 600 within the company where the demand is done EMPLOYEE

  16. BILAN DE COMPETENCES : MORE THAN A SUMMARY... SYNTHESIS ANCHORAGE PAST LINKING PRESENT PROJECTION CAREER DEVELOPMENT PROJECT FUTURE

  17. BILAN DE COMPETENCES : MORE THAN A SUMMARY... BILAN DE COMPETENCES KNOWLEDGE OF THE ENVIRONMENT AND THE CONTEXT of the person SELF-KNOWLEDGE

  18. BILAN DE COMPETENCES : MORE THAN A SUMMARY... BILAN DE COMPETENCES GIVING A MEANING (give a value to the experiences, put in coherence) GIVING A DIRECTION (finalize the deliveryby a project,a plan of action)

  19. BILAN DE COMPETENCES : A REGULATED APPROACH IN 3 STEPS (art. R6322-35 à R6322- 37 of the Labour Code) NEEDS ANALYSIS, INFORMATION ON THE COURSE OF THE BdC, CONFIRMATION OF COMMITMENT PRELIMINARY PHASE INVESTIGATION PHASE IDENTIFICATION AND / OR ASSESSMENT OF SKILLS, ABILITIES, PROFESSIONAL MOTIVATIONS CONCLUSION PHASE DETAILED PRESENTATION OF THE RESULTS OF THE NVESTIGATION PHASE, DEFINITION OF THE CAREER PROJECT, DEFINITION OF THE STEPS OF REALISATION

  20. BILAN DE COMPETENCES IN THE EMPLOYMENT POLICY • BdC for jobseekers – financed by the Labour Office (Pôle Emploi) • EXPECTED RESULTS: • Principal career project (+ an alternative or transitional project) expressed in terms of employment/occupation • Acquired competences related to the project + competences to be acquired • Detailed characteristics of the professional project: business sector, contract type, geographic mobility • The path of return to employment / training plan

  21. BILAN DE COMPETENCES IN THE EMPLOYMENT POLICY • BdC for jobseekers – financed by the Labour Office (Pôle Emploi) • It’s imlicit goal is not to define a career project, but the positions to which the beneficiary may apply directly after the BdC. • Average length: 20h during the period of 42 days (6 weeks)

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