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Evaluer les compétences
critiques
Identification : RH01.PR01
Version : A
Page : 2/3
Date de la version: 15/12/2013
2. Logigramme :
Evaluer les compétences
critiques
Identification : RH01.PR01
Version : A
Page : 3/3
Date de la version: 15/12/2013
3. Commentaire :
1. Identifier les fonctions critiques :
Les fonctions critiques sont identifiées à l’aide d’un tableau de criticité inspiré
de la méthode AMDEC. Une fois les fonctions critiques définies, les
compétences / actions critiques rattachées à chacune des fonctions ont été
décrites avec les responsables concernés. Une révision biannuelle des
fonctions critiques est réalisée.
2. Déployer la fiche d’évaluation des compétences critiques :
Pour chaque fonction la fiche est pré remplie par la DRH et envoyée au
manager concerné.
3. Evaluer la compétence des collaborateurs occupant une fonction
critique:
L’évaluation des compétences est réalisée annuellement par le responsable
hiérarchique du titulaire de la fonction critique.
4. Identifier et mettre en œuvre les actions correctives
Au regard des actions d’amélioration proposées, le responsable hiérarchique,
le collaborateur et la DRH déterminent les actions correctives à mettre en
œuvre et les moyens correspondants.
5. Exploiter les résultats de l’évaluation des compétences critiques :
La DRH consolide les résultats des évaluations, et identifie les plans d’actions
d’amélioration éventuels.

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Evaluer les compétences critiques

  • 1.
  • 2. Evaluer les compétences critiques Identification : RH01.PR01 Version : A Page : 2/3 Date de la version: 15/12/2013 2. Logigramme :
  • 3. Evaluer les compétences critiques Identification : RH01.PR01 Version : A Page : 3/3 Date de la version: 15/12/2013 3. Commentaire : 1. Identifier les fonctions critiques : Les fonctions critiques sont identifiées à l’aide d’un tableau de criticité inspiré de la méthode AMDEC. Une fois les fonctions critiques définies, les compétences / actions critiques rattachées à chacune des fonctions ont été décrites avec les responsables concernés. Une révision biannuelle des fonctions critiques est réalisée. 2. Déployer la fiche d’évaluation des compétences critiques : Pour chaque fonction la fiche est pré remplie par la DRH et envoyée au manager concerné. 3. Evaluer la compétence des collaborateurs occupant une fonction critique: L’évaluation des compétences est réalisée annuellement par le responsable hiérarchique du titulaire de la fonction critique. 4. Identifier et mettre en œuvre les actions correctives Au regard des actions d’amélioration proposées, le responsable hiérarchique, le collaborateur et la DRH déterminent les actions correctives à mettre en œuvre et les moyens correspondants. 5. Exploiter les résultats de l’évaluation des compétences critiques : La DRH consolide les résultats des évaluations, et identifie les plans d’actions d’amélioration éventuels.