Skills Management and Training Needs

Organisation over 20 weeks

Four 5-week blocks (4 weeks of classes, 1 week of assessment). The two course units are taken unchanged from the original degree: same content, same assessments.

• Blocks 1 and 2 (weeks 1 to 10): GRH 233 — Strategic Workforce and Skills Planning
• Blocks 3 and 4 (weeks 11 to 20): FOR 234 — Training Design: From Needs to Plan

GRH 233 - Strategic Workforce and Skills Planning

Anticipate rather than react: link the jobs and skills available to the organisation's future needs, and support each individual along their path.

Learning outcomes

• Build a jobs and skills framework and a skills map.
• Analyse projected gaps between available jobs and skills and future needs in the light of the organisation's strategy.
• Analyse with an individual their achievements and plans in order to advise them on their skills development path, supporting them in their self-reflection.
• Conduct an appraisal and development interview and write the report.

Content

• Strategic workforce and skills planning (GPEC): purposes, approach, stakeholders.
• Job, position, skill; frameworks, job descriptions, skills mapping.
• Projected gaps, quantitative and qualitative, at organisation level, and levers for action: mobility, recruitment, retraining, training (turned into a plan in FOR 234).
• Annual appraisal and development interview: preparation, conduct, report.
• Career path support: review of achievements and plans (support practice), career plan, employability, referral to public employment support schemes.

Assessment: Project (60%): framework, skills map and analysis of projected gaps. Professional simulation (40%): appraisal and development interview including a career path support component, and report, assessed against a rubric.

FOR 234 - Training Design: From Needs to Plan

Take the first step in training design: start from real needs, not from a catalogue.

Learning outcomes

• Identify individuals' training needs by analysing their career plans, market needs and the organisation's strategy.
• Consolidate these needs to co-develop a training and skills development plan.
• Prioritise actions according to what is at stake and the resources available.

Content

• Levels of analysis: organisation, occupation, individual; expressed demand and real need; skills gap that can be translated into a training action.
• Data-gathering tools: interview, questionnaire, observation, work activity analysis, use of annual appraisal and development interview reports.
• Consolidation and prioritisation: criteria, trade-offs, negotiation with management.
• Training and skills development plan: actions, target groups, delivery methods, schedule, provisional budget.
• Presenting and making the case for the plan to senior management and line management.

Assessment: Project (70%): needs analysis and prioritised training and skills development plan. Continuous assessment (30%): design of the data-gathering tools.

Career opportunities

Skills management officer, training officer, human resources officer.

At your own pace: the self-paced pathway

In a class, this certificate takes 20 weeks, on the cohort's dates. On the self-paced pathway, you start whenever you like, online, and progress at your own pace. The price is the same.

Admission

Baccalauréat and experience in human resources or training management assessed on application, or second year of a Bachelor's degree in a compatible field. Admission based on application; detailed requirements set by the school.

The credits you earn are recognised without further assessment if you later join the programme they come from, Professional Bachelor's degree in Human Resources Management, within a period set by the certificate regulations.