Skills development interview and individualized training

L'competency development interview is necessary in order to define the training that each employee needs to develop. It is then easier to set up an individualised learning programme that ensures a real increase in skills. In this context, Fifty offers an innovative training programme with personalised courses, thanks to eDoing.

What is the purpose of the skills development interview?

Competence development consists of strengthening the capacities of each employee by acquiring new skills, with the aim of helping him or her to achieve well-defined objectives. In this context, the interview makes it possible to assess their level and therefore to identify their training needs.

There are different types of interviews depending on the objectives pursued:

• The positioning interview, which serves to determine the individual's level in relation to a new function, and thus to establish adequate initial training.
• The operational interview, useful for assessing the mastery of the function performed at the time of the interview.
• The development interview or competency development interviewThe purpose of this interview is to determine the reinforcements or acquisitions necessary for an increase in skills;
• Formative evaluation, which takes into account a specific period. In general, this type of interview is carried out annually, to identify the achievements of the previous year and to define the objectives for the following year.

Employees in companies usually undergo an annual interview, and sometimes "micro-interviews" throughout the year. Through this process, it is possible to know the exact profile of each employee and thus to determine precisely the learning adapted to achieve new performances.

Today, with the skills development plan, it is a question of giving priority to On-the-Job Training Action (AFEST). In this respect, theskills development interview is crucial for the organisation of the training, including the appropriate productive and pedagogical activities according to the results of the evaluation.

Organising individualised training with Fifty

The Fifty platform makes it possible to follow up on the professional assessment interview, by proposing individualised courses with the aim of acquiring new skills linked to predefined professional objectives.

This is a digital device, which is presented as an Action de Formation En Situation de Travail (AFEST). It is therefore a tool specifically designed for employees wishing to undergo effective practical training. Fifty offers a list of daily activities, referred to as "micro-actions", which are used to work on the targeted skills according to the results of the skills development interview. Thanks to artificial intelligence (AI), the platform is able to individualise employees' paths.

The teaching method Fifty uses the Nudge approach, known through the work of Richard Thaler, winner of the Nobel Prize for Economics in 2017. Nudge is a way of initiating and encouraging changes in behaviour without imposing constraints or using sanctions. As such, it is particularly relevant to the field of training, as it enables learners to acquire the right technical and human skills while ensuring a high retention rate. These skills become established over time and become automatic mechanisms that become habits and help to continuously improve the performance of each employee.