Skills assessment

For the employee:

- take stock of their professional and personal career

- anticipate obstacles to change

- draw up a professional and/or training project

- define an action strategy

For the company:

- identify and better manage employees' skills

- anticipate staff development needs

- promote mobility

- develop an individualised training path

Reference Labour Code - Decree no. 2008-244 of 7 March 2008

• End-of-coaching certificate - A summary document is given to the beneficiary of the assessment, with comments.

• All audiences

1

• Fully classroom-based training

• Individual benefit

• Resource centre
• Room equipped with networked computer workstations

Positioning upstream of training entry.

Interviews, remediation with the educational referent and/or company referent during training.

Taking into account beneficiary satisfaction during and at the end of training.

• Advisors specialising in human resources

• Work psychology, clinical psychology, social law.

Our advisors work within the framework of the regional Quality Charter for skills assessments and comply with the code of ethics for psychologists

Tests at the end of training (One-off assessment)

Professional portfolio

In-training assessments (ECF)

Preliminary interview to determine the choice of service provider by appointment.

Transfers, career development, expanding your remit, setting up your own business...

Access for people with disabilities

More than 20 years of skills assessment coaching.

Each coaching session is entirely personalised: pace, content, tools, objectives...