The interview for the development of skills and individualized training

THEskills development interview is necessary in order to define the training that each employee needs to evolve. It is then easier to set up an individualized learning program that ensures a real increase in skills. In this context, Fifty offers an innovative training action presenting personalized courses, thanks to eDoing.

What is the purpose of the skills development interview?

Competency development consists in strengthening the capacities of each employee by acquiring new skills, in order to help them achieve well-defined goals. In this context, the interview makes it possible to assess your level and therefore to identify your training needs.

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

• The positioning interview, which serves to know the level of the individual in relation to a new function, and thus to establish adequate initial training.
• Operational maintenance, useful for evaluating the control of the function performed at the time of maintenance.
• The evolution interview or skills development interview, whose aim is to determine the reinforcements or acquisitions necessary to increase skills;
• Formative assessment, which takes into account a specific period of time. In general, this type of interview is carried out annually, it makes it possible to identify the achievements of the previous year and to define the objectives for the following year.

Corporate employees are usually interviewed annually, and sometimes “micro-interviews” throughout the year. Thanks to this method, it is possible to know exactly the profile of each employee and therefore to accurately determine the learning adapted to achieve new performances.

Today, with the skills development plan, it is a question of giving priority to Action de Formation En Situation de Travail (AFEST). In this respect, theskills development interview is crucial for the organization of training, in particular adequate productive and educational activities according to the results of the evaluation.

Organize individualized training with Fifty

The platform Fifty allows you to follow up on the professional assessment interview, by offering individualized courses in order to acquire new skills related to predefined professional goals.

It is a digital device, which is presented as a Training Action In Work Situation (AFEST). It is therefore a tool specifically intended for employees who want to follow effective practical training. Fifty offers a list of daily activities, referred to as “micro-actions” that serve 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 individualize the paths of employees.

The pedagogical method Fifty uses the Nudge approach, known thanks to the work of Richard Thaler, who won the Nobel Prize in Economics in 2017. Nudge is a way to initiate and encourage behavioral changes without imposing constraints or using sanctions. As a result, it is particularly appropriate for the field of training, as it allows learners to acquire the required technical and human skills while ensuring a high retention rate. These skills are established over time and become automatic mechanisms that become habits and help to continuously improve the performance of each employee.