Q3671494 (Q3671494): Difference between revisions
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(Changed label, description and/or aliases in en: Setting new description) |
(Created claim: summary (P836): **The purpose of this operation is to anticipate the changing needs of employment and counts and to secure career paths** **, it takes place on the basis of two approaches (or types of approach):** 1/**_The first approach is directly aimed at the company_**: the aim is to anticipate the development needs of the company’s “human resources” (employment, skills, organisation) to support its positioning strategy (markets, techniques, products, servi...) |
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**The purpose of this operation is to anticipate the changing needs of employment and counts and to secure career paths** **, it takes place on the basis of two approaches (or types of approach):** 1/**_The first approach is directly aimed at the company_**: the aim is to anticipate the development needs of the company’s “human resources” (employment, skills, organisation) to support its positioning strategy (markets, techniques, products, services) and secure the career path of its employees. 2/** _The second approach is collective and concerns all or part of the enterprises in the BTP_**, in particular: to identify ‘critical’ skills (short skills to be retained, new skills to be acquired), to adapt the training offer to the changing needs of enterprises in particular on these critical skills and finally to facilitate the occupational mobility of employees (always in a career security perspective). **Actions:** **These two methods of approach each correspond to an action fiche, namely, respectively:** 1 **/An action fiche relating to the “competence procedure**” (individual company approach) thus entitled by the holder which corresponds to a “support-advice” intervention. This approach is structured in two stages (as is usually the case) namely: a diagnosis that incorporates an economic and social approach to the issues for the company followed by an action plan (we will see in the detrail of the action that the originality of the proposed approach lies in the articulation of the work of OPCA advisors and perhaps a search for “operationality” of the action plan). These skills are carried out with the support of the consultants selected by call for projects. Consultants must formalise their deliverables in standard tools proposed by OPCA. They can also rely on OPCA tools (BNDCE tools that facilitate the identification of the necessary skills, the Skills Pack portal). OPCA’s advisers are involved in certain key phases of the process: upstream of its outflow and after diagnosis. **_These actions target only SMEs and SMEs within the meaning of the Community definition_** 2/**An action fiche on “engineering” consisting of:** a/doing an overview of training; B/modify, complete, create new training to meet an unmet shared need, c/identify possible gateways between trades (taking into account the “critical” skills mentioned above) and propose positioning grids. It should be noted that it is OPCA’s advisors (including an R & D officer) who carry out these engineering work (estimated at 30 days over 3 years, not valued in this file). (English) | |||||||||||||||
| Property / summary: **The purpose of this operation is to anticipate the changing needs of employment and counts and to secure career paths** **, it takes place on the basis of two approaches (or types of approach):** 1/**_The first approach is directly aimed at the company_**: the aim is to anticipate the development needs of the company’s “human resources” (employment, skills, organisation) to support its positioning strategy (markets, techniques, products, services) and secure the career path of its employees. 2/** _The second approach is collective and concerns all or part of the enterprises in the BTP_**, in particular: to identify ‘critical’ skills (short skills to be retained, new skills to be acquired), to adapt the training offer to the changing needs of enterprises in particular on these critical skills and finally to facilitate the occupational mobility of employees (always in a career security perspective). **Actions:** **These two methods of approach each correspond to an action fiche, namely, respectively:** 1 **/An action fiche relating to the “competence procedure**” (individual company approach) thus entitled by the holder which corresponds to a “support-advice” intervention. This approach is structured in two stages (as is usually the case) namely: a diagnosis that incorporates an economic and social approach to the issues for the company followed by an action plan (we will see in the detrail of the action that the originality of the proposed approach lies in the articulation of the work of OPCA advisors and perhaps a search for “operationality” of the action plan). These skills are carried out with the support of the consultants selected by call for projects. Consultants must formalise their deliverables in standard tools proposed by OPCA. They can also rely on OPCA tools (BNDCE tools that facilitate the identification of the necessary skills, the Skills Pack portal). OPCA’s advisers are involved in certain key phases of the process: upstream of its outflow and after diagnosis. **_These actions target only SMEs and SMEs within the meaning of the Community definition_** 2/**An action fiche on “engineering” consisting of:** a/doing an overview of training; B/modify, complete, create new training to meet an unmet shared need, c/identify possible gateways between trades (taking into account the “critical” skills mentioned above) and propose positioning grids. It should be noted that it is OPCA’s advisors (including an R & D officer) who carry out these engineering work (estimated at 30 days over 3 years, not valued in this file). (English) / rank | |||||||||||||||
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| Property / summary: **The purpose of this operation is to anticipate the changing needs of employment and counts and to secure career paths** **, it takes place on the basis of two approaches (or types of approach):** 1/**_The first approach is directly aimed at the company_**: the aim is to anticipate the development needs of the company’s “human resources” (employment, skills, organisation) to support its positioning strategy (markets, techniques, products, services) and secure the career path of its employees. 2/** _The second approach is collective and concerns all or part of the enterprises in the BTP_**, in particular: to identify ‘critical’ skills (short skills to be retained, new skills to be acquired), to adapt the training offer to the changing needs of enterprises in particular on these critical skills and finally to facilitate the occupational mobility of employees (always in a career security perspective). **Actions:** **These two methods of approach each correspond to an action fiche, namely, respectively:** 1 **/An action fiche relating to the “competence procedure**” (individual company approach) thus entitled by the holder which corresponds to a “support-advice” intervention. This approach is structured in two stages (as is usually the case) namely: a diagnosis that incorporates an economic and social approach to the issues for the company followed by an action plan (we will see in the detrail of the action that the originality of the proposed approach lies in the articulation of the work of OPCA advisors and perhaps a search for “operationality” of the action plan). These skills are carried out with the support of the consultants selected by call for projects. Consultants must formalise their deliverables in standard tools proposed by OPCA. They can also rely on OPCA tools (BNDCE tools that facilitate the identification of the necessary skills, the Skills Pack portal). OPCA’s advisers are involved in certain key phases of the process: upstream of its outflow and after diagnosis. **_These actions target only SMEs and SMEs within the meaning of the Community definition_** 2/**An action fiche on “engineering” consisting of:** a/doing an overview of training; B/modify, complete, create new training to meet an unmet shared need, c/identify possible gateways between trades (taking into account the “critical” skills mentioned above) and propose positioning grids. It should be noted that it is OPCA’s advisors (including an R & D officer) who carry out these engineering work (estimated at 30 days over 3 years, not valued in this file). (English) / qualifier | |||||||||||||||
point in time: 18 November 2021
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Revision as of 10:17, 18 November 2021
Project Q3671494 in France
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | No label defined |
Project Q3671494 in France |
Statements
186,000.0 Euro
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372,000.0 Euro
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50.00 percent
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1 January 2015
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31 December 2017
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Constructys Auvergne-Rhône-Alpes
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45°19'3.11"N, 5°43'16.64"E
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**La présente opération vise à anticiper les besoins d'évolution de l'emploi et des comptétences et à sécuriser les parcours professionnels** **, elle se met en place à partir de deux démarches (ou types d'approche ) :** 1/ **_La première approche vise directement l'entreprise_** : il s'agit d'anticiper les besoins d'évolution des "ressources humaines" de l'entreprise (emploi, compétences, organisation) pour accompagner sa stratégie de positionnement (marchés, techniques,produits, services) et sécuriser le parcours professionnel de ses salariés. 2 / ** _La deuxième approche est collective et concerne tout ou partie des entreprises du BTP_** , il s'agit en particulier de : repérer les compétences "critiques" sic (compétences rares à conserver, compétences nouvelles à acquérir), d'adapter l'offre de formation aux besoins d'évolution des entreprises notamment sur ces compétences critiques et enfin de faciliter la mobilité professionnelle des salariés (toujours dans une perpective de sécurisation des parcours). **Actions :** **Ces deux modalités d'approche correspondent chacune à une fiche action, à savoir respectivement :** 1 **/ Une fiche action relative à la "démarche compétence** "(approche individuelle d'entreprise) ainsi intitulée par le porteur qui correspond à une intervention "d'appui -conseil" . Cette démarche s'articule en deux temps (comme c'est généralement le cas) à savoir : un diagnostic qui intègre une approche économique et sociale des enjeux pour l'entreprise suivi d'un plan d'action (nous verrons dans le détrail de l'action que l'originalité de la démarche proposée réside dans l'articulation au travail des conseillers OPCA et peut-être une recherche "d'opérationnalité" du plan d'action). Ces démarches compétences sont réalisées avec l'appui des consultants sélectionnés par appel à projet . Les consultants doivent formaliser leurs livrables dans des outils types proposés par l'OPCA . Ils peuvent par ailleurs s'appuyer sur des outils de l'OPCA ( outils BNDCE qui facilite l'identification des compétences nécessaires, le portail Pack compétences). Les conseillers de l'OPCA interviennent à certaines phases clefs de la démarches : en amont de son déclanchement et après le diagnostic. **_Ces actions ciblent exclusivement des TPE et PME au sens de la définition communautaire_** 2/ **Une fiche action relative à l"'ingénierie" qui consiste à :** a/réaliser un état des lieux des formations ; b/modifier, compléter,créer des formations nouvelles pour répondre à un besoin partagé non satisfait , c/ identifier des passerelles possibles entre métiers (en tenant compte des compétences "critiques-voir ci-dessus ) et proposer des grilles de positionnement. Il convient de noter que ce sont les conseillers de l'OPCA (dont un chargé de R&D;) qui réalisent ces travaux d'ingénierie (estimés à 30 jours sur 3 ans, non valorisés dans ce dossier) . (French)
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**The purpose of this operation is to anticipate the changing needs of employment and counts and to secure career paths** **, it takes place on the basis of two approaches (or types of approach):** 1/**_The first approach is directly aimed at the company_**: the aim is to anticipate the development needs of the company’s “human resources” (employment, skills, organisation) to support its positioning strategy (markets, techniques, products, services) and secure the career path of its employees. 2/** _The second approach is collective and concerns all or part of the enterprises in the BTP_**, in particular: to identify ‘critical’ skills (short skills to be retained, new skills to be acquired), to adapt the training offer to the changing needs of enterprises in particular on these critical skills and finally to facilitate the occupational mobility of employees (always in a career security perspective). **Actions:** **These two methods of approach each correspond to an action fiche, namely, respectively:** 1 **/An action fiche relating to the “competence procedure**” (individual company approach) thus entitled by the holder which corresponds to a “support-advice” intervention. This approach is structured in two stages (as is usually the case) namely: a diagnosis that incorporates an economic and social approach to the issues for the company followed by an action plan (we will see in the detrail of the action that the originality of the proposed approach lies in the articulation of the work of OPCA advisors and perhaps a search for “operationality” of the action plan). These skills are carried out with the support of the consultants selected by call for projects. Consultants must formalise their deliverables in standard tools proposed by OPCA. They can also rely on OPCA tools (BNDCE tools that facilitate the identification of the necessary skills, the Skills Pack portal). OPCA’s advisers are involved in certain key phases of the process: upstream of its outflow and after diagnosis. **_These actions target only SMEs and SMEs within the meaning of the Community definition_** 2/**An action fiche on “engineering” consisting of:** a/doing an overview of training; B/modify, complete, create new training to meet an unmet shared need, c/identify possible gateways between trades (taking into account the “critical” skills mentioned above) and propose positioning grids. It should be noted that it is OPCA’s advisors (including an R & D officer) who carry out these engineering work (estimated at 30 days over 3 years, not valued in this file). (English)
18 November 2021
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Identifiers
201501341
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