The tool that helps your employees move from good advice to action in the field. All in a measurable way.Discover Fifty
The skills development represents a major challenge for the performance of a company. As a result, it must be included in the career path of each employee. The on-the-job learning method proposed by Fifty enables effective skills development, with measurable and lasting benefits.
Competence development is the acquisition of new skills related to the work performed. It enables existing employees to become more proficient at their tasks and to move on to more interesting positions. For job seekers, skills development is a way to expand employment opportunities.
For the company, improvement at the individual level translates into better performance in the company's results. It is therefore important to organise a plan to grow employees so that they can participate more actively in the development of the company. Furthermore, employees do not hesitate to change jobs to acquire new skills and develop their careers. It is therefore essential to anticipate their development needs and to match them to those of the company in order to avoid human resources problems.
There are different ways of carrying out a competence building In all cases, the method used must meet the specific needs of the company and correspond to the profile of each employee. From this point of view, training must be individualised while adapting to the prevailing professional context.
On-the-job training is therefore the best solution to achieve the objectives. Based on the involvement of each learner through actions, reflection on experience, conceptualisation and experimentation on the job, this method is particularly effective in improving the technical and human skills of workers. At the same time, the company makes significant resource savings, as employees remain productive.
Fifty is presented as an Action de Formation En Situation de Travail (AFEST). This platform enables employees in companies to develop their skills through specifically chosen activities. These are micro-actions to be carried out each day, and which are individualised with the help of artificial intelligence. The learners thus follow individualised courses adapted to their respective profiles, according to the objectives defined.
The Fifty method is based on the Nudge approach, which was developed by Richard Thaler. Nudge allows subjects to be guided without any constraints, so that they adopt behaviour that is beneficial to the common good. This approach meets the requirements of a increasing competence. It allows workers to voluntarily adapt their attitudes to achieve better performance. This is also known as eDoing.
This approach differs from the theoretical methods often used in continuing education. It ensures the involvement of the actors through an individualised experience followed by a phase of constructive reflection. With FiftyThe changes are measurable in real time and can be observed at individual and organisational level (with anonymised results). The platform ensures a concrete increase in know-how.