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Know-how and tools designed and implemented
for our clients:
The tools that we use can be grouped around 3 skills. They are
a result of long practice and are based on conception and/or
validation procedures written as part of our ISO 9001/2000 approach.
Thus, we depend either on market tools, or on our project engineering
in order to contribute the best response possible to the qualitative
requirements, and also to the cost constraints of our clients.
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 Skills
and/or observation competencies criteria
Definition
If the definition of the skills targets represents a major issue for
the company (upstream reflection of skills management, search for
common languages, help with definition of targets,…), it is useful
to build one or more skills criteria framework specific to the considered
professional environment.
In the same way that it deals with observations made by the structure
or by the service providers, one would take care to define a common
language for skills observable in situation.
The distinctive nature of the observation repository lies in the instantaneous
observability of the behavioral criteria that it consists of and which
is not necessarily the case in the more general skills repositories
used in the company.
Our approach
Convinced of the universality of criteria framework owing to their
common denominator – human behavior – we advise our clients to structure
their own skills criteria around units and subunits. We could later
verify whether these cover the basics of the managerial positions
or skills likely to be possessed by an associate.
Our desire is to adapt ourselves to the skills criteria of our clients
by verifying the observability of the criteria and to exhaustively
and precisely answer questions that were posed through the criteria
framework.
The Arnava
observation skills criteria registered with the Société des Gens de
Lettres, comprises of 4 dimensions, 12 criteria and 36 sub-criteria
organized in a logical sequence. In addition, we take great pains
to integrate in this framework the characteristics and specific features
(culture, environment, value…) of the evaluation goal by preparing
glossaries that allow an indispensable validation and adaptation by
future users.
Moreover, the glossaries allow easy shift from the observation criteria
framework to the skills criteria of the company: ad hoc charts are
provided for this purpose.
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