{"id":1081,"date":"2022-04-29T08:00:00","date_gmt":"2022-04-29T12:00:00","guid":{"rendered":"https:\/\/dso-sct.enap.ca\/wordpress\/?p=1081"},"modified":"2022-05-31T08:17:34","modified_gmt":"2022-05-31T12:17:34","slug":"les-referentiels-de-competences-ou-en-sommes-nous","status":"publish","type":"post","link":"https:\/\/dso-sct.enap.ca\/wordpress\/2022\/04\/les-referentiels-de-competences-ou-en-sommes-nous\/","title":{"rendered":"Les r\u00e9f\u00e9rentiels de comp\u00e9tences : o\u00f9 en sommes-nous?"},"content":{"rendered":"\n<!--more-->\n\n\n\n<h1 class=\"has-text-color wp-block-heading\" style=\"color:#3859a0\">Qu\u2019est-ce qu\u2019un r\u00e9f\u00e9rentiel de comp\u00e9tences?<\/h1>\n\n\n\n<div class=\"wp-block-columns are-vertically-aligned-center is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<div class=\"wp-block-image\"><figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"400\" height=\"261\" src=\"https:\/\/dso-sct.enap.ca\/wordpress\/wp-content\/uploads\/2022\/05\/Referentiel1.png\" alt=\"\" class=\"wp-image-1082\" srcset=\"https:\/\/dso-sct.enap.ca\/wordpress\/wp-content\/uploads\/2022\/05\/Referentiel1.png 400w, https:\/\/dso-sct.enap.ca\/wordpress\/wp-content\/uploads\/2022\/05\/Referentiel1-300x196.png 300w\" sizes=\"(max-width: 400px) 100vw, 400px\" \/><\/figure><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<p><em>Aligner les performances individuelles aux objectifs de l\u2019organisation repr\u00e9sente un d\u00e9fi important. Les r\u00e9f\u00e9rentiels de comp\u00e9tences contribuent \u00e0 relever ce d\u00e9fi puisqu\u2019ils permettent de d\u00e9finir clairement les comp\u00e9tences qu\u2019un individu doit poss\u00e9der pour bien remplir ses fonctions, assumer ad\u00e9quatement ses t\u00e2ches et incarner la culture de l\u2019organisation. Pour chacune des comp\u00e9tences cibl\u00e9es, un r\u00e9f\u00e9rentiel pr\u00e9sente les savoirs, attitudes et aptitudes qui doivent \u00eatre ma\u00eetris\u00e9s. Il peut aussi inclure des normes permettant de d\u00e9finir l\u2019atteinte de ces trois \u00e9l\u00e9ments.<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<p><\/p>\n\n\n\n<h1 class=\"has-text-color wp-block-heading\" style=\"color:#3859a0\">Comment un r\u00e9f\u00e9rentiel peut-il \u00eatre utilis\u00e9 par une organisation?<\/h1>\n\n\n\n<p>Une organisation peut utiliser un r\u00e9f\u00e9rentiel de comp\u00e9tences dans la planification et la gestion des talents. Il peut servir \u00e0 :<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>d\u00e9terminer le profil recherch\u00e9 pour l\u2019embauche;<\/li><li>avoir une vision claire des savoirs et aptitudes \u00e0 d\u00e9velopper au sein de l\u2019organisation;<\/li><li>adopter un langage commun;<\/li><li>hi\u00e9rarchiser les comp\u00e9tences et \u00e9tablir diff\u00e9rents niveaux de ma\u00eetrise;<\/li><li>d\u00e9finir des normes organisationnelles de performance;<\/li><li>cerner les besoins en formation et perfectionnement.<\/li><\/ul>\n\n\n\n<h1 class=\"has-text-color wp-block-heading\" style=\"color:#3859a0\">Comment \u00e9labore-t-on un r\u00e9f\u00e9rentiel de comp\u00e9tences?<\/h1>\n\n\n\n<p>Compte tenu de son importance pour l\u2019organisation, l\u2019\u00e9laboration d\u2019un r\u00e9f\u00e9rentiel de comp\u00e9tences peut se r\u00e9v\u00e9ler d\u00e9licate et complexe. Voici quelques bonnes pratiques :<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>\u00c9tablissez d\u2019abord un ou des objectifs pr\u00e9cis pour votre d\u00e9marche : pourquoi concevez-vous un r\u00e9f\u00e9rentiel et comment allez-vous l\u2019utiliser?<\/li><li>Recherchez de l\u2019information sur les comp\u00e9tences au sein de votre organisation;<\/li><li>Interrogez le personnel et les gestionnaires concern\u00e9s sur les comp\u00e9tences qu\u2019ils jugent essentielles pour un poste en particulier ou au sein de l\u2019organisation dans son ensemble;<\/li><li>Validez vos constats avec les parties prenantes.<\/li><\/ul>\n\n\n\n<p>Gardez en t\u00eate que votre r\u00e9f\u00e9rentiel de comp\u00e9tences doit \u00eatre facile \u00e0 comprendre et \u00e0 utiliser par l\u2019ensemble des membres de l\u2019organisation. Il doit aussi \u00eatre flexible pour permettre une adaptation rapide dans un environnement en constant changement.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-background\" style=\"background-color:#d9e5f2;color:#d9e5f2\"\/>\n\n\n\n<div class=\"wp-block-group has-background\" style=\"background-color:#f2f2f2\"><div class=\"wp-block-group__inner-container is-layout-flow wp-block-group-is-layout-flow\">\n<h3 class=\"wp-block-heading\">Outils et pratiques tir\u00e9s de :<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.valamis.com\/hub\/competency-model\" target=\"_blank\" rel=\"noreferrer noopener\">Competency Model<\/a><br>Valamis<br>Finlande, 2021<\/p>\n\n\n\n<p><a href=\"https:\/\/www.sigmaassessmentsystems.com\/why-use-a-competency-framework\/\" target=\"_blank\" rel=\"noreferrer noopener\">Why use a competency framework?<\/a><br>SIGMA (Page consult\u00e9e le 7 f\u00e9vrier 2022)<br>\u00c9tats-Unis<\/p>\n\n\n\n<p><a href=\"https:\/\/www.cipd.co.uk\/knowledge\/fundamentals\/people\/performance\/competency-factsheet#gref\" target=\"_blank\" rel=\"noreferrer noopener\">Competence and competency frameworks<\/a><br>CIPD<br>Royaume-Uni, 2021<\/p>\n\n\n\n<p><a href=\"https:\/\/www.centranum.com\/wp-content\/uploads\/dlm_uploads\/2019\/09\/How-to-develop-Competency-models.pdf\">How to develop competency models. An in-depth guide<\/a><br>CENTRANUM<br>Nouvelle-Z\u00e9lande, 2019<\/p>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":660,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7,9,17],"tags":[],"class_list":["post-1081","post","type-post","status-publish","format-standard","hentry","category-developpement-du-personnel","category-gestion-de-la-main-doeuvre","category-planification-de-la-main-doeuvre"],"_links":{"self":[{"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts\/1081"}],"collection":[{"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/users\/660"}],"replies":[{"embeddable":true,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/comments?post=1081"}],"version-history":[{"count":3,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts\/1081\/revisions"}],"predecessor-version":[{"id":1103,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts\/1081\/revisions\/1103"}],"wp:attachment":[{"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/media?parent=1081"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/categories?post=1081"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/tags?post=1081"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}