{"id":28768,"date":"2025-08-20T16:02:37","date_gmt":"2025-08-20T14:02:37","guid":{"rendered":"https:\/\/e-testing.fr\/fr\/?p=28768"},"modified":"2026-04-14T12:01:35","modified_gmt":"2026-04-14T10:01:35","slug":"skills-gap-competences-entreprise","status":"publish","type":"post","link":"https:\/\/e-testing.fr\/fr\/skills-gap-competences-entreprise\/","title":{"rendered":"Skills Gap : comment identifier et combler les \u00e9carts de comp\u00e9tences\u2009?"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"28768\" class=\"elementor elementor-28768\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4de356a e-flex e-con-boxed e-con e-parent\" data-id=\"4de356a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-62315be elementor-widget elementor-widget-heading\" data-id=\"62315be\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Qu\u2019est-ce qu\u2019un Skills Gap et pourquoi les \u00e9carts se creusent\u2009?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e06a868 elementor-widget elementor-widget-heading\" data-id=\"e06a868\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Un \u00e9cart entre comp\u00e9tences attendues et comp\u00e9tences r\u00e9elles<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-eb29d78 e-flex e-con-boxed e-con e-parent\" data-id=\"eb29d78\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-3bade46 elementor-widget elementor-widget-text-editor\" data-id=\"3bade46\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le S<\/span>kills Gap<span style=\"font-weight: 400;\"> d\u00e9signe <strong>l\u2019\u00e9cart entre les comp\u00e9tences d\u00e9tenues par un individu, une \u00e9quipe ou une organisation, et celles attendues pour r\u00e9pondre aux exigences d\u2019un poste ou d\u2019un projet<\/strong>. Cet \u00e9cart peut concerner :<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">des <\/span><b>comp\u00e9tences techniques<\/b><span style=\"font-weight: 400;\"> (hard skills)\u00a0: ma\u00eetrise d\u2019un outil, d\u2019une m\u00e9thode, d\u2019un langage informatique\u2026<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">des <\/span><b>comp\u00e9tences comportementales<\/b><span style=\"font-weight: 400;\"> (soft skills)\u00a0: capacit\u00e9 \u00e0 coop\u00e9rer, \u00e0 prioriser, \u00e0 s\u2019adapter\u2026<\/span><\/li><li><span style=\"font-weight: 400;\">des <strong>comp\u00e9tences <\/strong><\/span><strong>transversales<\/strong><span style=\"font-weight: 400;\">\u00a0: r\u00e9solution de probl\u00e8mes, autonomie, communication claire\u2026<\/span><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-65780b7 elementor-widget elementor-widget-text-editor\" data-id=\"65780b7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le d\u00e9ficit de comp\u00e9tences peut \u00eatre ponctuel ou structurel, individuel ou collectif, localis\u00e9 ou g\u00e9n\u00e9ralis\u00e9. Il concerne aussi bien les fonctions techniques que les fonctions supports et touche aujourd\u2019hui tous les secteurs d\u2019activit\u00e9.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-00a182c e-flex e-con-boxed e-con e-parent\" data-id=\"00a182c\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-70a1d43 elementor-widget elementor-widget-heading\" data-id=\"70a1d43\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Le Skills Gap Index : l\u2019indice d\u2019\u00e9cart de comp\u00e9tences<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-70f48b1 elementor-widget elementor-widget-text-editor\" data-id=\"70f48b1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Certains organismes comme l\u2019OCDE utilisent un <\/span><a href=\"https:\/\/www.oecd.org\/en\/publications\/understanding-skill-gaps-in-firms_b388d1da-en.html\"><b>Skills Gap Index<\/b><\/a><span style=\"font-weight: 400;\"> pour <strong>\u00e9valuer l\u2019ampleur du d\u00e9ficit de comp\u00e9tences dans diff\u00e9rents pays ou secteurs<\/strong>. En entreprise, cet indice peut \u00eatre adapt\u00e9 \u00e0 partir d\u2019une \u00e9valuation des \u00e9carts entre\u00a0:<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>les comp\u00e9tences d\u00e9tenues<\/strong>, \u00e9valu\u00e9es via <\/span><a href=\"https:\/\/e-testing.fr\/fr\/hardskills-tests-de-competence\/\"><span style=\"font-weight: 400;\">des tests techniques ou m\u00e9tiers<\/span><\/a><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>les comp\u00e9tences cibles<\/strong>, d\u00e9finies par les objectifs strat\u00e9giques, les \u00e9volutions m\u00e9tiers ou encore les r\u00e9f\u00e9rentiels de comp\u00e9tences<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Ce type d\u2019analyse permet de <strong>hi\u00e9rarchiser les lacunes, de prioriser les actions de formation ou de mobilit\u00e9<\/strong>. Cette d\u00e9marche est \u00e9galement essentielle pour <\/span><a href=\"https:\/\/e-testing.fr\/fr\/recrutement-efficace-bonnes-pratiques-mesurer-ameliorer-resultats\/\"><span style=\"font-weight: 400;\">am\u00e9liorer le recrutement<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-e6d0ac2 e-flex e-con-boxed e-con e-parent\" data-id=\"e6d0ac2\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-f8ff308 elementor-widget elementor-widget-heading\" data-id=\"f8ff308\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Les causes des \u00e9carts de comp\u00e9tences, \u00e0 l\u2019\u00e9chelle locale et globale<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-ba5368c e-con-full e-grid e-con e-child\" data-id=\"ba5368c\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-7c5fc92 elementor-widget elementor-widget-image\" data-id=\"7c5fc92\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"300\" height=\"300\" src=\"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/08\/ia-ntic-skills-gap.webp\" class=\"attachment-large size-large wp-image-28835\" alt=\"nouvelles technologies, IA, Skills Gap\" srcset=\"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/08\/ia-ntic-skills-gap.webp 300w, https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/08\/ia-ntic-skills-gap-150x150.webp 150w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-db8a3e7 elementor-widget elementor-widget-text-editor\" data-id=\"db8a3e7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Dans les pays de l\u2019OCDE, pr\u00e8s d\u2019<a href=\"https:\/\/www.oecd.org\/content\/dam\/oecd\/en\/publications\/reports\/2011\/09\/right-for-the-job_g17a2009\/5kg59fcz3tkd-en.pdf#:~:text=Unfortunately%2C%20in%20the%20OECD%20on%20average%2C%20about,qualifications%20than%20those%20required%20by%20their%20job.\">un actif sur cinq est surqualifi\u00e9 pour son emploi<\/a>, et autant sont sous-qualifi\u00e9s.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Ces d\u00e9calages refl\u00e8tent l\u2019impact combin\u00e9 de plusieurs dynamiques\u00a0:\u00a0<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">l\u2019acc\u00e9l\u00e9ration technologique,\u00a0<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">la g\u00e9n\u00e9ralisation de l\u2019IA,\u00a0<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">de nouvelles m\u00e9thodes de travail,\u00a0<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">mais aussi des mutations sectorielles rapides, comme la transition \u00e9cologique ou le d\u00e9veloppement de l\u2019\u00e9conomie circulaire<\/span><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b739cc1 elementor-widget elementor-widget-text-editor\" data-id=\"b739cc1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Ces \u00e9volutions ont des cons\u00e9quences importantes. <\/span><\/p><p><span style=\"font-weight: 400;\">D\u2019un c\u00f4t\u00e9, <strong>les individus doivent penser diff\u00e9remment leur <\/strong><\/span><a href=\"https:\/\/e-testing.fr\/fr\/competences-futur-marche-travail\/\"><strong>employabilit\u00e9<\/strong><\/a><span style=\"font-weight: 400;\">. <\/span><\/p><p><span style=\"font-weight: 400;\">De l\u2019autre, l<strong>es entreprises doivent renforcer leur gestion des comp\u00e9tences et revoir leurs crit\u00e8res d\u2019embauche<\/strong> : une \u00e9tude r\u00e9cente du World Economic Forum a ainsi r\u00e9v\u00e9l\u00e9 que <a href=\"https:\/\/reports.weforum.org\/docs\/WEF_Future_of_Jobs_Report_2025.pdf\">70% d&rsquo;entre elles pr\u00e9voient d&#8217;embaucher sur la base de nouvelles comp\u00e9tences, <\/a><\/span>principalement comportementales, telles que la <span style=\"font-weight: 400;\">r\u00e9silience, l\u2019agilit\u00e9, le leadership ou encore la cr\u00e9ativit\u00e9.\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-a7b335d e-flex e-con-boxed e-con e-parent\" data-id=\"a7b335d\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-fcd5729 elementor-widget elementor-widget-heading\" data-id=\"fcd5729\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Comment identifier un Skills Gap dans votre organisation\u2009?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e7f0dc0 elementor-widget elementor-widget-heading\" data-id=\"e7f0dc0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#1 \u2014 Partir de l\u2019existant : cartographier les comp\u00e9tences disponibles\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-32fbce7 elementor-widget elementor-widget-text-editor\" data-id=\"32fbce7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Avant d\u2019agir, il faut savoir pr\u00e9cis\u00e9ment o\u00f9 on en est. Cela implique de<strong> recenser les comp\u00e9tences actuelles, m\u00e9tier par m\u00e9tier, en croisant les niveaux d\u00e9clar\u00e9s, observ\u00e9s et \u00e9valu\u00e9s.<\/strong><\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Les outils mobilisables sont vari\u00e9s\u00a0:\u00a0<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">grilles d\u2019auto-positionnement<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">entretiens annuels<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">observations manag\u00e9riales<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">mais aussi <\/span><a href=\"https:\/\/e-testing.fr\/fr\/hardskills-tests-de-competence\/\"><span style=\"font-weight: 400;\">les tests m\u00e9tiers<\/span><\/a><\/li><\/ul><p><span style=\"font-weight: 400;\">Le r\u00e9f\u00e9rentiel de comp\u00e9tences varie selon les profils, mais la d\u00e9marche pour les cartographier reste identique.<\/span><\/p><p><span style=\"font-weight: 400;\">Mettre en place <strong>des \u00e9valuations \u00e0 des \u00e9tapes cl\u00e9s<\/strong>, notamment lors d\u2019<strong>un recrutement<\/strong>, d\u2019<strong>une <\/strong><\/span><strong><a href=\"https:\/\/e-testing.fr\/fr\/tests-orientation-evolution-professionnelle\/\">mobilit\u00e9 interne<\/a><\/strong><span style=\"font-weight: 400;\"> ou d\u2019<strong>un retour de formation<\/strong>, aide \u00e0 ajuster rapidement les actions de d\u00e9veloppement des comp\u00e9tences.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-aefaa8a elementor-widget elementor-widget-heading\" data-id=\"aefaa8a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#2 \u2014 Se projeter : analyser les comp\u00e9tences attendues \u00e0 moyen terme\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f478711 elementor-widget elementor-widget-text-editor\" data-id=\"f478711\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Identifier un \u00e9cart implique d&rsquo;anticiper les besoins en comp\u00e9tences \u00e0 venir. Quels seront les besoins dans 6, 12 ou 18 mois\u2009? Quels projets, outils, m\u00e9thodes ou transformations structurelles risquent de faire appara\u00eetre de nouvelles exigences\u2009?<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Cette \u00e9tape demande de prendre en compte plusieurs sources\u00a0:<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">les objectifs op\u00e9rationnels fix\u00e9s par l\u2019entreprise<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">les \u00e9volutions du secteur<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">les mutations technologiques en cours<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">les tendances RH ou m\u00e9tiers observ\u00e9es \u00e0 l\u2019\u00e9chelle nationale<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Il est conseill\u00e9 d&rsquo;ajouter \u00e0 cette approche les retours d\u2019exp\u00e9rience des managers ou les attentes exprim\u00e9es par les collaborateurs eux-m\u00eames.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1bafa31 elementor-widget elementor-widget-heading\" data-id=\"1bafa31\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#3 \u2014 Confronter les deux visions pour faire \u00e9merger les \u00e9carts<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a5bc8cb elementor-widget elementor-widget-text-editor\" data-id=\"a5bc8cb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">La comparaison entre comp\u00e9tences disponibles et comp\u00e9tences attendues permet de visualiser les \u00e9carts concrets \u00e0 traiter.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Le Skills Gap peut concerner une expertise m\u00e9tier, une comp\u00e9tence manag\u00e9riale ou une soft skill transversale comme l\u2019adaptabilit\u00e9 ou la gestion du temps. Il peut toucher un individu, un m\u00e9tier, un service ou l\u2019ensemble d\u2019une BU.<\/span><\/p><p><span style=\"font-weight: 400;\">Le croisement des donn\u00e9es vous permettra par la suite de <strong>construire des <\/strong><\/span><strong>plans d\u2019action cibl\u00e9s et efficaces.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-6e499e1 e-flex e-con-boxed e-con e-parent\" data-id=\"6e499e1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-7d611ae elementor-widget elementor-widget-heading\" data-id=\"7d611ae\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Quelles actions pour combler efficacement les \u00e9carts de comp\u00e9tences\u2009?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-da48798 elementor-widget elementor-widget-heading\" data-id=\"da48798\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Action n\u00b0 1 : Mettre en place un plan de formation pr\u00e9cis, adoss\u00e9 \u00e0 un diagnostic fiable<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d53b9c2 elementor-widget elementor-widget-text-editor\" data-id=\"d53b9c2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">La formation est un excellent moyen de r\u00e9duire un d\u00e9ficit de comp\u00e9tences. Encore faut-il former les bonnes personnes, au bon moment, avec les bons contenus. Une <\/span><b>\u00e9valuation pr\u00e9alable structur\u00e9e de vos besoins <\/b><span style=\"font-weight: 400;\">vous aidera \u00e0 y voir plus clair.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Avec ces r\u00e9sultats, vous pourrez d\u00e9finir un niveau d\u2019entr\u00e9e, mieux segmenter les publics et \u00e9viter des parcours de formation trop g\u00e9n\u00e9riques. <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-4e0c1a2 e-flex e-con-boxed e-con e-parent\" data-id=\"4e0c1a2\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d5f2bd5 elementor-widget elementor-widget-heading\" data-id=\"d5f2bd5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Action n\u00b0 2 : Mesurer l\u2019impact r\u00e9el des dispositifs d\u00e9ploy\u00e9s<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-bdc335b e-grid e-con-boxed e-con e-parent\" data-id=\"bdc335b\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6493cad elementor-widget elementor-widget-text-editor\" data-id=\"6493cad\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">L\u2019efficacit\u00e9 d\u2019un plan de formation ne se r\u00e9sume pas \u00e0 un taux de compl\u00e9tion. Pour v\u00e9rifier que les \u00e9carts se r\u00e9duisent dans le temps, l\u2019entreprise doit <\/span><b>\u00e9valuer les acquis avant et apr\u00e8s la formation<\/b><span style=\"font-weight: 400;\">, et suivre leur application sur le terrain.<\/span><\/p><p>\u00a0<\/p><p><a href=\"https:\/\/e-testing.fr\/fr\/evaluation-impact-formation\/#kirkaptrick\"><span style=\"font-weight: 400;\">Le mod\u00e8le des 4\u00a0niveaux de Kirkpatrick<\/span><\/a><span style=\"font-weight: 400;\"> reste une r\u00e9f\u00e9rence utile pour structurer cette d\u00e9marche, en combinant\u00a0:<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">la satisfaction des apprenants<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">l\u2019\u00e9volution des comp\u00e9tences mesur\u00e9es<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">le transfert en situation de travail<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">et les effets sur la performance collective<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Ce suivi r\u00e9gulier permet d\u2019ajuster les parcours et d\u2019am\u00e9liorer l\u2019allocation des ressources.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-88bc404 elementor-widget elementor-widget-image\" data-id=\"88bc404\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"250\" height=\"301\" src=\"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/08\/skills-gap-formation-.webp\" class=\"attachment-large size-large wp-image-28816\" alt=\"Skills Gap formation\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-2de4e7a e-flex e-con-boxed e-con e-parent\" data-id=\"2de4e7a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0438d2a elementor-widget elementor-widget-heading\" data-id=\"0438d2a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Action n\u00b0 3 : Activer les autres leviers permettant de r\u00e9duire les Skills Gaps \n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2fd16cf elementor-widget elementor-widget-text-editor\" data-id=\"2fd16cf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Quand le Skills Gap touche des expertises rares ou des comp\u00e9tences \u00e9mergentes, d\u2019autres options peuvent compl\u00e9ter la mont\u00e9e en comp\u00e9tences :<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>la mobilit\u00e9 interne<\/b><span style=\"font-weight: 400;\"> : repositionner un collaborateur sur un poste mieux align\u00e9 avec son potentiel<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">l<\/span><b>e mentorat<\/b><span style=\"font-weight: 400;\"> : favoriser le transfert de savoirs entre pairs, en particulier sur des comp\u00e9tences m\u00e9tiers critiques<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>le coaching<\/b><span style=\"font-weight: 400;\"> : accompagner la prise de poste ou le d\u00e9veloppement d\u2019une soft skill pr\u00e9cise<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>le recrutement cibl\u00e9<\/b><span style=\"font-weight: 400;\"> : int\u00e9grer un profil dont les comp\u00e9tences manquent dans l\u2019\u00e9quipe actuelle<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Le choix du levier d\u00e9pend du degr\u00e9 d\u2019urgence, des ressources disponibles, et du potentiel de progression identifi\u00e9 chez les collaborateurs en place.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-308af48 elementor-widget elementor-widget-heading\" data-id=\"308af48\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Action n\u00b0 4 : Faire du Skills Gap un indicateur de pilotage RH<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7ac8fe9 elementor-widget elementor-widget-text-editor\" data-id=\"7ac8fe9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Certaines entreprises font du suivi des \u00e9carts de comp\u00e9tences un r\u00e9flexe strat\u00e9gique\u00a0:\u00a0<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Chez <\/span><strong>General Electric<\/strong><span style=\"font-weight: 400;\">, par exemple, la plateforme <\/span><i><span style=\"font-weight: 400;\">Predix University<\/span><\/i><span style=\"font-weight: 400;\"> permet de cartographier en continu les \u00e9carts techniques, puis de d\u00e9clencher rapidement des formations cibl\u00e9es pour pr\u00e9parer les \u00e9quipes aux nouvelles comp\u00e9tences industrielles<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">En France, <\/span><b>Qonto<\/b><span style=\"font-weight: 400;\"> adopte une logique assez proche : dans un environnement fintech qui \u00e9volue rapidement, l\u2019entreprise suit l\u2019ad\u00e9quation entre comp\u00e9tences disponibles et besoins m\u00e9tiers, que ce soit dans la tech, la data ou la relation client. Les recrutements et plans de formation sont ajust\u00e9s au fil de l\u2019eau, ce qui renforce l\u2019agilit\u00e9 et la capacit\u00e9 d\u2019adaptation de ses \u00e9quipes<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Pour structurer ce suivi, <\/span><b>les <\/b><a href=\"https:\/\/e-testing.fr\/fr\/hardskills-tests-de-competence\/\"><b>\u00e9valuations techniques<\/b><\/a><b> et <\/b><a href=\"https:\/\/e-testing.fr\/fr\/softskills-tests-de-personnalite\/\"><b>comportementales<\/b><\/a><span style=\"font-weight: 400;\"> con\u00e7ues par des experts m\u00e9tiers, associ\u00e9es \u00e0 un r\u00e9f\u00e9rentiel clair, offrent un diagnostic fiable. L\u2019entreprise peut alors plus facilement piloter les comp\u00e9tences en tenant compte des besoins r\u00e9els de chaque poste.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d1ca34f elementor-widget elementor-widget-heading\" data-id=\"d1ca34f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Action n\u00b0 5 : Miser sur l\u2019adaptabilit\u00e9 des profils \u00e0 haut potentiel<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-5da8acf e-flex e-con-boxed e-con e-parent\" data-id=\"5da8acf\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0b073c8 elementor-widget elementor-widget-text-editor\" data-id=\"0b073c8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Miser sur les <\/span><a href=\"https:\/\/e-testing.fr\/fr\/comment-identifier-recruter-fideliser-hauts-potentiels\/\"><span style=\"font-weight: 400;\">hauts potentiels <\/span><\/a><span style=\"font-weight: 400;\">n\u2019apporte pas une solution compl\u00e8te, mais cela reste un levier strat\u00e9gique. Leur capacit\u00e9 \u00e0 apprendre vite, \u00e0 \u00e9voluer dans des environnements complexes et \u00e0 s\u2019adapter en continu en fait un atout dans les m\u00e9tiers soumis \u00e0 un fort turnover ou \u00e0 des transformations rapides.<\/span><\/p><p><span style=\"font-weight: 400;\"> Pour les rep\u00e9rer, les entreprises s\u2019appuient sur <\/span><a href=\"https:\/\/e-testing.fr\/fr\/hardskills-tests-de-competence\/\"><span style=\"font-weight: 400;\">des tests m\u00e9tiers<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/e-testing.fr\/fr\/test\/tests-daptitude\/\"><span style=\"font-weight: 400;\">des tests d\u2019aptitudes<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/e-testing.fr\/fr\/softskills-tests-de-personnalite\/\"><span style=\"font-weight: 400;\">des tests comportementaux et de personnalit\u00e9<\/span><\/a><span style=\"font-weight: 400;\">. Bien utilis\u00e9s, ces outils r\u00e9v\u00e8lent <strong>des profils capables de progresser rapidement<\/strong>, m\u00eame sans ma\u00eetriser toutes les comp\u00e9tences techniques au d\u00e9part.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-aa6eabb e-flex e-con-boxed e-con e-parent\" data-id=\"aa6eabb\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-b41c87c elementor-widget elementor-widget-heading\" data-id=\"b41c87c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Action n\u00b0 6 : Adapter sa gestion des comp\u00e9tences \u00e0 l\u2019\u00e8re du Skills Gap<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-91686f5 elementor-widget elementor-widget-text-editor\" data-id=\"91686f5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Les plans de formation statiques et les r\u00e9f\u00e9rentiels fig\u00e9s ne sont plus pertinents. Les m\u00e9tiers, les outils et les attentes \u00e9voluant rapidement, la gestion des comp\u00e9tences doit s\u2019adapter en continu.<\/span><\/p><p><span style=\"font-weight: 400;\">Concr\u00e8tement, cela veut dire\u00a0:<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Multiplier les \u00e9changes terrain<\/b><span style=\"font-weight: 400;\"> entre RH, managers et \u00e9quipes pour d\u00e9tecter les besoins r\u00e9els<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Faire \u00e9voluer les r\u00e9f\u00e9rentiels en continu<\/b><\/li><\/ul><p>Donner aux collaborateurs les moyens d\u2019agir<span style=\"font-weight: 400;\"> sur leur propre mont\u00e9e en comp\u00e9tences, avec un acc\u00e8s simple \u00e0 des formations courtes mais cibl\u00e9es.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-39fbcce e-flex e-con-boxed e-con e-parent\" data-id=\"39fbcce\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-25ca323 elementor-widget elementor-widget-heading\" data-id=\"25ca323\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Les Skills Gaps, une opportunit\u00e9 \u00e0 ma\u00eetriser <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e6a9b3c elementor-widget elementor-widget-text-editor\" data-id=\"e6a9b3c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">L&rsquo;\u00e9cart de comp\u00e9tences est une cons\u00e9quence directe des transformations \u00e9conomiques, technologiques et sociales qui red\u00e9finissent les m\u00e9tiers. Plut\u00f4t que de le subir, les entreprises peuvent en faire un levier, \u00e0 condition de passer d\u2019une logique de r\u00e9action \u00e0 une logique de pr\u00e9vention.<\/span><\/p><p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">L\u2019enjeu derri\u00e8re le Skills Gap, c\u2019est donc de construire une organisation capable de s\u2019adapter et d\u2019apprendre en continu.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Dans les entreprises, le Skills Gap s\u2019observe quand les comp\u00e9tences disponibles ne suffisent plus \u00e0 faire face aux attentes d\u2019un m\u00e9tier, \u00e0 l\u2019\u00e9volution d\u2019un outil ou aux exigences d\u2019un projet. Cette situation complique la croissance de l\u2019entreprise, surtout lorsque l\u2019on s\u2019en rend compte tardivement.<\/p>\n<p>Comment comprendre ce ph\u00e9nom\u00e8ne\u2009? Comment l\u2019\u00e9valuer de fa\u00e7on fiable\u2009? Et surtout, quelles actions mettre en place pour y r\u00e9pondre efficacement, \u00e0 court comme \u00e0 long terme\u2009?<\/p>\n","protected":false},"author":13,"featured_media":28791,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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