{"id":231,"date":"2018-08-31T09:28:55","date_gmt":"2018-08-31T09:28:55","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=231"},"modified":"2022-08-06T14:32:01","modified_gmt":"2022-08-06T14:32:01","slug":"suivi-du-collaborateur-entretien-evaluation-et-developpement-des-competences","status":"publish","type":"post","link":"https:\/\/hr4free.com\/fr\/Suivi-du-collaborateur\/Entretien-%C3%A9valuation-et-d%C3%A9veloppement-des-comp%C3%A9tences","title":{"rendered":"L&rsquo;entretien d&rsquo;\u00e9valuation des comp\u00e9tences &#8211; Exemple &#8211; Fiche de qualification"},"content":{"rendered":"<p><strong style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; text-align: justify;\">Le but d&rsquo;un entretien d&rsquo;\u00e9valuation des comp\u00e9tences est d\u2019identifier les \u00e9carts entre les comp\u00e9tences dont dispose un collaborateur et les exigences du poste qu\u2019il occupe<\/strong><span style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; text-align: justify;\"> (telles que d\u00e9finies par son cahier des charges), afin de d\u00e9terminer les objectifs de d\u00e9veloppement prioritaires. Cette \u00e9valuation peut avoir lieu dans le cadre d&rsquo;un <\/span><strong style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; text-align: justify;\"><a href=\"http:\/\/www.hr4free.com\/fr\/Recherche-du-collaborateur\/Processus-de-recrutement-et-grille-de-s%C3%A9lection-des-candidats\" target=\"_blank\" rel=\"noopener noreferrer\">processus de s\u00e9lection\/recrutement (guide de conduite)<\/a> <\/strong><span style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; text-align: justify;\">ou d&rsquo;un entretien de d\u00e9veloppement (entretien annuel de qualification, par exemple).<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><strong style=\"line-height: 1.538em;\"><span style=\"font-size: 16px;\"><span style=\"line-height: 1.538em;\">Il est essentiel que l\u2019\u00e9cart poste-individu ainsi observ\u00e9 soit clairement identifi\u00e9, objectiv\u00e9 et reconnu par les diff\u00e9rents partenaires.\u00a0<\/span><\/span><\/strong><\/span><span style=\"line-height: 1.538em; font-family: 'lucida sans unicode', 'lucida grande', sans-serif;\"><span style=\"font-size: 16px;\">Ceci est n\u00e9cessaire pour que le plan de formation et d\u00e9veloppement qui sera \u00e9labor\u00e9 soit totalement appropri\u00e9 par l\u2019individu concern\u00e9.<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\"><strong>A noter qu\u2019il est \u00e9galement n\u00e9cessaire de bien d\u00e9finir ce que l\u2019on veut \u00e9valuer.<\/strong> Il est en effet fr\u00e9quent qu\u2019une <em>\u00e9valuation des comp\u00e9tences<\/em> d\u00e9bouche sur une <em>\u00e9valuation des performances<\/em>, et vice-versa, ces deux notions \u00e9tant fortement li\u00e9es.<\/span><\/p>\n<h5 style=\"text-align: center;\"><strong style=\"font-size: 20px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; text-align: center; line-height: 1.538em;\">OUTILS<\/strong><\/h5>\n<p style=\"text-align: justify;\"><span style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; text-align: justify; line-height: 1.538em;\">Voici une liste (non-exhaustive) de m\u00e9thodes d\u2019\u00e9valuation couramment utilis\u00e9es:<\/span><\/p>\n<ul>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><b><a href=\"http:\/\/www.hr4free.com\/fr\/Recherche-du-collaborateur\/Analyse-des-dossiers-de-candidature\" target=\"_blank\" rel=\"noopener noreferrer\">Le dossier de candidature<\/a><\/b>: CV, lettre de motivation, r\u00e9f\u00e9rences, etc.<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><a href=\"https:\/\/hr4free.com\/fr\/Tests-aptitudes-professionnelles\" target=\"_blank\" rel=\"noopener noreferrer\"><b>Les tests d&rsquo;aptitudes professionnelles<\/b><\/a> (tests informatis\u00e9s<\/span>)<\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><b><a href=\"http:\/\/www.hr4free.com\/fr\/Outils-du-Gestionnaire-RH\/Assessment-Development-Center\" target=\"_blank\" rel=\"noopener noreferrer\">Les Assessment Centers (exercices)<\/a><\/b>: simulations de situations, entretiens structur\u00e9s, auto-\u00e9valuation, etc.<\/span><\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><strong style=\"line-height: 1.538em;\"><span style=\"font-size: 16px;\"><span style=\"line-height: 1.538em;\">Afin d\u2019\u00e9viter tout jugement h\u00e2tif, il convient de recouper plusieurs sources.<\/span><\/span><\/strong><\/span><span style=\"line-height: 1.538em; font-family: 'lucida sans unicode', 'lucida grande', sans-serif;\"><span style=\"font-size: 16px;\"><strong>\u00a0<\/strong>La synth\u00e8se de l&rsquo;\u00e9valuation devrait donc se baser aussi bien sur les informations fournies par le candidat lors d&rsquo;un entretien (discussion des r\u00e9sultats) et l&rsquo;observation du candidat par le(s) \u00e9valuateur(s) (les chefs de ligne peuvent aussi \u00eatre impliqu\u00e9s), que sur les r\u00e9sultats du test (ou de la m\u00e9thode) proprement dits.<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\"><strong>A noter que, pour que l\u2019\u00e9valuation soit correcte, les <a href=\"https:\/\/hr4free.com\/fr\/Tests-aptitudes-professionnelles\/Entretien-\u00e9valuation-des-comp\u00e9tences-comportementales\" target=\"_blank\" rel=\"noopener noreferrer\">tests d\u2019aptitudes personnelles (guide d&rsquo;entretien)<\/a> employ\u00e9s dans les bilans de potentiel doivent avoir subi une validation statistique s\u00e9rieuse<\/strong> (validation interne, externe, fiabilit\u00e9 et \u00e9talonnage) et que la <em>confidentialit\u00e9<\/em> doit \u00eatre garantie.<\/span><\/p>\n<h5 style=\"text-align: center;\"><b style=\"font-size: 20px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; text-align: center; line-height: 1.538em;\">PRATIQUE<\/b><\/h5>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"text-align: justify; font-size: 16px; line-height: 1.538em;\">La premi\u00e8re \u00e9tape de tout <\/span><strong style=\"text-align: justify; font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\"><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_evaluation_processus.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">processus d\u2019\u00e9valuation (illustration)<\/a><\/strong><span style=\"text-align: justify; font-size: 16px; line-height: 1.538em;\"> consiste donc \u00e0 d\u00e9finir clairement les <\/span><em style=\"text-align: justify; font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\">exigences du poste<\/em><span style=\"text-align: justify; font-size: 16px; line-height: 1.538em;\"> ou du r\u00e9f\u00e9rentiel: cela revient \u00e0 choisir des <\/span><em style=\"text-align: justify; font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\">crit\u00e8res de succ\u00e8s<\/em><span style=\"text-align: justify; font-size: 16px; line-height: 1.538em;\"> dans <\/span><strong style=\"text-align: justify; font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\"><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_evaluation_competence.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">l&rsquo;ensemble des diff\u00e9rents types de comp\u00e9tences requises (liste)<\/a><\/strong><span style=\"text-align: justify; font-size: 16px; line-height: 1.538em;\"> &#8211; formation de base, exp\u00e9rience requise, connaissances techniques, linguistiques, savoir-\u00eatre sp\u00e9cifiques, r\u00e9sistance physique, etc. &#8211; qui composent le poste, et \u00e0 identifier parmi ces crit\u00e8res, ceux qui sont essentiels pour la r\u00e9ussite professionnelle.<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'lucida sans unicode', 'lucida grande', sans-serif; font-size: 16px; line-height: 1.538em;\">De plus, un entretien de d\u00e9veloppement devrait comporter les \u00e9tapes suivantes:<\/span><\/p>\n<ol>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><b>Clarification du contexte g\u00e9n\u00e9ral<\/b> de l&rsquo;\u00e9valuation et du d\u00e9roulement de l&rsquo;entretien<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><b>Discussion des r\u00e9sultats issus<\/b> de l&rsquo;outil et\/ou de la m\u00e9thode utilis\u00e9s (entretien structur\u00e9)<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><b>Mise en relation des points forts et faibles du candidat<\/b> et des crit\u00e8res de r\u00e9ussite du poste<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><b>Un plan d&rsquo;action et d\u00e9veloppement<\/b> doit \u00eatre propos\u00e9 dans tous les cas, en vue de r\u00e9duire les \u00e9carts poste-candidat<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><b>Conclusion de l&rsquo;entretien<\/b>, <b>suivi <\/b>et <b>contr\u00f4le<\/b><\/span><\/span><\/li>\n<\/ol>\n<h5 style=\"text-align: center;\"><b style=\"font-size: 20px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; text-align: center; line-height: 1.538em;\">EXEMPLE<\/b><\/h5>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><strong><span style=\"text-align: justify; font-size: 16px; line-height: 1.538em;\">Voici une <\/span><strong style=\"text-align: justify; font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\"><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_Manangement_MBO_concept_fiche.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">fiche de qualifications (exemple)<\/a><\/strong><\/strong><span style=\"text-align: justify; font-size: 16px; line-height: 1.538em;\"><strong> bas\u00e9e sur un syst\u00e8me de Management by Objectives (MBO)<\/strong>. Voici en outre un tableau pr\u00e9sentant une <\/span><a style=\"text-align: justify; font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\" href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_evaluation_criteres.pdf\" target=\"_blank\" rel=\"noopener noreferrer\"><strong>liste de <\/strong><\/a><strong style=\"text-align: justify; font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\"><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_evaluation_criteres.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">comp\u00e9tences comportementales (exemple)<\/a><\/strong><span style=\"text-align: justify; font-size: 16px; line-height: 1.538em;\"> bas\u00e9e sur les crit\u00e8res du test <\/span><em style=\"text-align: justify; font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\">Sigmund Potentiel&#x2122;<\/em><span style=\"text-align: justify; font-size: 16px; line-height: 1.538em;\">.<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><strong>Vous pouvez faire votre auto-\u00e9valuation en s\u00e9lectionnant une dizaine de crit\u00e8res que vous jugez indispensables pour votre poste<\/strong>, puis en cochant pour chacun d\u2019eux la colonne correspondante.<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\">Voici en outre un <\/span><b style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\"><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_evaluation_synthese.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">tableau de synth\u00e8se (exemple)<\/a><\/b><span style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\">\u00a0<\/span><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><span style=\"line-height: 1.538em;\">pr\u00e9sentant l\u2019\u00e9cart observ\u00e9 suite \u00e0 l\u2019\u00e9valuation d\u2019un collaborateur par rapport \u00e0 un poste de responsable des ventes.<strong> A noter que, si certaines comp\u00e9tences sont critiques pour le poste occup\u00e9\/vis\u00e9, d\u2019autres ne le sont pas.<\/strong> Ce sont les manques observ\u00e9s au niveau de celles-ci qui feront l\u2019objet, en priorit\u00e9, du plan de d\u00e9veloppement.<\/span><\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Dans la pratique, on observe que <u>si l&rsquo;\u00e9cart entre exigences et comp\u00e9tences est nul, le collaborateur risque progressivement de se d\u00e9motiver<\/u> et de se sentir inutile. Ceci peut influencer significativement ses <em>performances<\/em> et m\u00eame le rendre incapable de remplir des activit\u00e9s qu&rsquo;il ma\u00eetrisait pourtant parfaitement.<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><b style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\">Le d\u00e9veloppement doit donc partir d&rsquo;un \u00e9cart qui puisse le rendre motivant et le positionner comme un d\u00e9fi \u00e0 relever pour la personne \u00e9valu\u00e9e.<\/b><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\">Pour plus de pr\u00e9cisions sur la mise en place d&rsquo;un syst\u00e8me de Management by Objectives, vous pouvez vous r\u00e9f\u00e9rer \u00e0 notre article intitul\u00e9\u00a0<\/span><strong style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\"><a href=\"http:\/\/www.hr4free.com\/fr\/Gestion-des-Comp\u00e9tences\/Entretien-annuel-Management-Par-Objectifs-MBO-Exemple-Fiche\" target=\"_blank\" rel=\"noopener noreferrer\">\u00ab\u00a0Le Management by Objectives (MBO) et la conduite de l&rsquo;entretien annuel d&rsquo;\u00e9valuation\u00a0\u00bb<\/a><\/strong><span style=\"font-size: 16px; font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\">.<\/span><\/p>\n<p style=\"text-align: justify;\"><em style=\"font-family: 'lucida sans unicode', 'lucida grande', sans-serif; line-height: 1.538em;\"><span style=\"font-size: 16px;\">A lire \u00e9galement:<\/span><\/em><\/p>\n<ul>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><strong><a href=\"https:\/\/hr4free.com\/fr\/Tests-aptitudes-professionnelles\/Rapport-entretien-%C3%A9valuation-exemple\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-size: 16px;\">Bilans de potentiel : la r\u00e9daction du rapport d&rsquo;\u00e9valuation<\/span><\/a><\/strong><\/span><\/li>\n<li style=\"text-align: justify;\"><a href=\"https:\/\/hr4free.com\/fr\/Outils-%C3%A9valuation-comp%C3%A9tences\/Team-building-d%C3%A9veloppement-%C3%A9quipe-Exemple-Processus\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><strong>Le processus de team building \/ d\u00e9veloppement d&rsquo;\u00e9quipe<\/strong><\/span><\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Le but d&rsquo;un entretien d&rsquo;\u00e9valuation des comp\u00e9tences est d\u2019identifier les \u00e9carts entre les comp\u00e9tences dont dispose un collaborateur et les exigences du poste qu\u2019il occupe (telles que d\u00e9finies par son cahier des charges), afin de d\u00e9terminer les objectifs de d\u00e9veloppement prioritaires. Cette \u00e9valuation peut avoir lieu dans le cadre d&rsquo;un processus de s\u00e9lection\/recrutement (guide de [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":232,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[16],"tags":[315,95,131],"class_list":["post-231","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-suivi-du-collaborateur","tag-bilans-de-potentiel","tag-developpement-des-competences","tag-gestion-des-competences"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>L&#039;entretien d&#039;\u00e9valuation des comp\u00e9tences - Exemple - Fiche de qualification - HR4Free<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"L&#039;entretien d&#039;\u00e9valuation des comp\u00e9tences - Exemple - Fiche de qualification - HR4Free\" \/>\n<meta property=\"og:description\" content=\"Le but d&rsquo;un entretien d&rsquo;\u00e9valuation des comp\u00e9tences est d\u2019identifier les \u00e9carts entre les comp\u00e9tences dont dispose un collaborateur et les exigences du poste qu\u2019il occupe (telles que d\u00e9finies par son cahier des charges), afin de d\u00e9terminer les objectifs de d\u00e9veloppement prioritaires. Cette \u00e9valuation peut avoir lieu dans le cadre d&rsquo;un processus de s\u00e9lection\/recrutement (guide de [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/hr4free.com\/fr\/Suivi-du-collaborateur\/Entretien-\u00e9valuation-et-d\u00e9veloppement-des-comp\u00e9tences\/\" \/>\n<meta property=\"og:site_name\" content=\"HR4Free\" \/>\n<meta property=\"article:published_time\" content=\"2018-08-31T09:28:55+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-08-06T14:32:01+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/hr4free.com\/wp-content\/uploads\/2018\/08\/bigstock-Close-up-of-businesswoman-hand-38945602_2.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"664\" \/>\n\t<meta property=\"og:image:height\" content=\"335\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Vincent Held\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"Vincent Held\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/Suivi-du-collaborateur\\\/Entretien-%C3%A9valuation-et-d%C3%A9veloppement-des-comp%C3%A9tences\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/Suivi-du-collaborateur\\\/Entretien-%C3%A9valuation-et-d%C3%A9veloppement-des-comp%C3%A9tences\\\/\"},\"author\":{\"name\":\"Vincent Held\",\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/#\\\/schema\\\/person\\\/84d24e645aa7c9881a9be32447ad1f0e\"},\"headline\":\"L&rsquo;entretien d&rsquo;\u00e9valuation des comp\u00e9tences &#8211; Exemple &#8211; Fiche de qualification\",\"datePublished\":\"2018-08-31T09:28:55+00:00\",\"dateModified\":\"2022-08-06T14:32:01+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/Suivi-du-collaborateur\\\/Entretien-%C3%A9valuation-et-d%C3%A9veloppement-des-comp%C3%A9tences\\\/\"},\"wordCount\":811,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/Suivi-du-collaborateur\\\/Entretien-%C3%A9valuation-et-d%C3%A9veloppement-des-comp%C3%A9tences\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/hr4free.com\\\/wp-content\\\/uploads\\\/2018\\\/08\\\/bigstock-Close-up-of-businesswoman-hand-38945602_2.jpg\",\"keywords\":[\"bilans de potentiel\",\"d\u00e9veloppement des comp\u00e9tences\",\"gestion des comp\u00e9tences\"],\"articleSection\":[\"3. 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