Career Management and Professional Mobility at ADIE

Extract

[...] The HR manager must therefore put in place the annual training plans for each collaborator, in parallel with the management of the training development devices, such as the CPF of transition or the VAE. To do this, the HR conducts an analysis of the training needs of the collaborator, but also of the proposals of the managers and the HR manager will then search for the training offered by the association that corresponds, these are then often proposed online. Regarding the career proposals according to the choice of geographical and professional mobility, the HR manager will then use the 'ADIE RH' tool to follow the career and make proposals for posts adapted to the collaborator according to his mobility choices. [...]

[...] However, at present, the association does not have a formal international mobility policy within its organization for its collaborators, but only through mobilities that rely on regional experiences, whereas the needs are indeed present both at the level of the collaborators and the structures of ADIE. ADIE sets up exchange and foreign mission programs, allowing its employees to work temporarily in other countries. This mission is then entrusted to the HR services and more precisely to the HR manager who will then select the employee wishing to make an international exchange. This choice is made after the skills and aspirations balance process carried out with the employee, the manager and the HR. [...]

[...] This phase involves meticulous planning and rigorous administrative management of training actions. 1.3.2 Practices concerning the tracking of employee skill development The association, as part of its employee development plan, has established a real policy of tracking skills and training with different key stages and many stakeholders in charge of the success of the rigorous follow-up desired by the association. Thus, the practices of tracking the development of employee skills aim to ensure a real completeness between the training needs of employees and the current and future developments of the association. [...]

[...] The HR manager can also propose online coaching sessions to the employee to optimize the quality of the VAE file of the collaborator and the presentation to the jury. Within the association, there is also a mentoring program, aimed at transmitting the skills of experienced employees to new recruits. In this context, the HR service will help to supervise this program and facilitate exchanges between the different parties. 1.4.3 Defining needs through exchanges between employee and manager In the context of career management and employee mobility, the manager's role is essential, as it is he who is the first point of contact with whom the employee can exchange about their training needs. [...]

[...] I was thus able to be a force of proposal as to the measures to be put in place to make international mobility a major asset in HR management within the association. In conclusion, this exercise has been very enriching, allowing me to develop a deep and personal reflection on career management within an organization such as ADIE. During this experience, I was confronted with concrete practices and organizational challenges, allowing me to realize the different obligations and imperatives of a performing and structured HR management. [...]