{"id":1093,"date":"2022-04-29T08:00:00","date_gmt":"2022-04-29T12:00:00","guid":{"rendered":"https:\/\/dso-sct.enap.ca\/wordpress\/?p=1093"},"modified":"2022-05-31T08:18:00","modified_gmt":"2022-05-31T12:18:00","slug":"comment-preparer-sa-releve-grace-aux-referentiels","status":"publish","type":"post","link":"https:\/\/dso-sct.enap.ca\/wordpress\/2022\/04\/comment-preparer-sa-releve-grace-aux-referentiels\/","title":{"rendered":"Comment pr\u00e9parer sa rel\u00e8ve gr\u00e2ce aux r\u00e9f\u00e9rentiels?"},"content":{"rendered":"\n<!--more-->\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"400\" height=\"261\" src=\"https:\/\/dso-sct.enap.ca\/wordpress\/wp-content\/uploads\/2022\/05\/Referentiel3.png\" alt=\"\" class=\"wp-image-1094\" srcset=\"https:\/\/dso-sct.enap.ca\/wordpress\/wp-content\/uploads\/2022\/05\/Referentiel3.png 400w, https:\/\/dso-sct.enap.ca\/wordpress\/wp-content\/uploads\/2022\/05\/Referentiel3-300x196.png 300w\" sizes=\"(max-width: 400px) 100vw, 400px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>Comme pour la planification et la gestion strat\u00e9gique des talents, un r\u00e9f\u00e9rentiel peut aussi \u00eatre utilis\u00e9 pour identifier et d\u00e9velopper la rel\u00e8ve \u00e0 haut potentiel de gestion.<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<h1 class=\"has-text-color wp-block-heading\" style=\"color:#90a6cd\">Comment un r\u00e9f\u00e9rentiel de comp\u00e9tences contribue-t-il \u00e0 identifier les besoins futurs en comp\u00e9tences de gestion?<\/h1>\n\n\n\n<p>Plusieurs \u00e9v\u00e8nements comme la retraite, le passage \u00e0 de nouveaux r\u00f4les, la promotion et les d\u00e9parts inattendus peuvent venir \u00e9roder le bassin de talents de votre organisation. Un r\u00e9f\u00e9rentiel de comp\u00e9tences aide \u00e0 d\u00e9finir le profil recherch\u00e9 pour favoriser la r\u00e9ussite dans les diff\u00e9rents r\u00f4les de gestion au sein de votre organisation. Plus pr\u00e9cis\u00e9ment, l\u2019\u00e9laboration d\u2019un r\u00e9f\u00e9rentiel contribue \u00e0 :<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>d\u00e9terminer des r\u00f4les critiques qui doivent faire l\u2019objet d\u2019une planification de la rel\u00e8ve;<\/li><\/ul>\n\n\n\n<ul class=\"wp-block-list\"><li>collecter et analyser les donn\u00e9es accessibles sur le personnel pour :<br><ul><li>d\u00e9terminer quelle combinaison de comp\u00e9tences est la plus susceptible d\u2019aboutir au succ\u00e8s dans un r\u00f4le pr\u00e9cis;<br><\/li><li>favoriser la progression des talents \u00e0 l\u2019interne en offrant des possibilit\u00e9s de formation et de l\u2019accompagnement aux personnes identifi\u00e9es comme \u00e9tant \u00e0 fort potentiel de gestion.<\/li><\/ul><\/li><\/ul>\n\n\n\n<p>Un r\u00e9f\u00e9rentiel de comp\u00e9tences favorise aussi une communication claire des valeurs de votre organisation. Ce faisant, il contribue au d\u00e9veloppement d\u2019un leadership en ad\u00e9quation avec ces valeurs.<\/p>\n\n\n\n<h1 class=\"has-text-color wp-block-heading\" style=\"color:#90a6cd\">Comment utiliser un r\u00e9f\u00e9rentiel pour cibler les personnes \u00e0 fort potentiel de gestion?<\/h1>\n\n\n\n<p>Un r\u00e9f\u00e9rentiel de comp\u00e9tences identifie les capacit\u00e9s, \u00e9tablit les profils des personnes qui peuvent occuper des r\u00f4les plus complexes au sein de votre organisation. Pour chaque r\u00f4le, il pourra servir de guide pour identifier les personnes :<\/p>\n\n\n\n<p>qui ont le savoir-agir et le savoir-\u00eatre attendus;<br><\/p>\n\n\n\n<p>qui sont motiv\u00e9es \u00e0 jouer un r\u00f4le de gestion tel que d\u00e9fini par le r\u00e9f\u00e9rentiel;<br><\/p>\n\n\n\n<p>dont les valeurs sont en ad\u00e9quation avec celles que l\u2019organisation estime centrales au r\u00f4le de gestion.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-background is-style-default\" style=\"background-color:#90a6cd;color:#90a6cd\"\/>\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.profilesasiapacific.com\/2018\/04\/10\/succession-planning-competency-frameworks\/#:~:text=Competency%20frameworks%20identify%20key%20behaviors,role)%20rather%20than%20into%20leadership\" target=\"_blank\" rel=\"noreferrer noopener\">Competency Frameworks for Succession Planning and Career Paths \u2013 Part 1 : Identifying Behaviors and Competencies<\/a><br>Profiles<br>Philippines, 2018<\/p>\n\n\n\n<p><a href=\"https:\/\/www.talentguard.com\/blog\/the-key-to-effective-succession-planning\" target=\"_blank\" rel=\"noreferrer noopener\">The Key to Effective Succession Planning<\/a><br>TalentGuard<br>\u00c9tats-Unis, s. d.<\/p>\n\n\n\n<p><a href=\"https:\/\/resources.hrsg.ca\/blog\/why-competencies-are-the-key-to-succession-planning\" target=\"_blank\" rel=\"noreferrer noopener\">Why Competencies Are The Key To Succession Planning<\/a><br>HSRG<br>Canada, 2017<\/p>\n\n\n\n<p><a href=\"https:\/\/www.manager-go.com\/le-mag\/le-mag-41-manager-les-atypiques-et-hauts-potentiels\/definition-hp\/\" target=\"_blank\" rel=\"noreferrer noopener\">Le Haut Potentiel des entreprises : d\u00e9cryptage<\/a><br>ManagerGo!<br>France, 2016<\/p>\n\n\n\n<p><a href=\"https:\/\/www.shrm.org\/hr-today\/trends-and-forecasting\/special-reports-and-expert-views\/Documents\/Developing-Leadership-Talent.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Developing Leadership Talent<\/a><br>SHRM<br>\u00c9tats-Unis, 2007<\/p>\n\n\n\n<p><a href=\"https:\/\/www.oecd.org\/gov\/pem\/recommendation-public-service-leadership-and-capability-2019.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">OECD Recommendation on Public Service Leadership and Capability<\/a><br>OCDE<br>International, 2019<\/p>\n\n\n\n<p><a href=\"https:\/\/legacy.apsc.gov.au\/aps-framework-high-potential\" target=\"_blank\" rel=\"noreferrer noopener\">APS Framework for High Potential<\/a><br>Australian Public Service Commission<br>Australie, 2018<\/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":[9,17,19],"tags":[],"class_list":["post-1093","post","type-post","status-publish","format-standard","hentry","category-gestion-de-la-main-doeuvre","category-planification-de-la-main-doeuvre","category-selection-et-moyens-devaluation"],"_links":{"self":[{"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts\/1093"}],"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=1093"}],"version-history":[{"count":2,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts\/1093\/revisions"}],"predecessor-version":[{"id":1104,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts\/1093\/revisions\/1104"}],"wp:attachment":[{"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/media?parent=1093"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/categories?post=1093"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/tags?post=1093"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}