{"id":379,"date":"2019-02-04T15:40:19","date_gmt":"2019-02-04T15:40:19","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=379"},"modified":"2022-08-26T15:36:55","modified_gmt":"2022-08-26T15:36:55","slug":"tests-aptitudes-professionnelles-rapport-entretien-evaluation-exemple","status":"publish","type":"post","link":"https:\/\/hr4free.com\/fr\/Tests-aptitudes-professionnelles\/Rapport-entretien-%C3%A9valuation-exemple","title":{"rendered":"Bilans de potentiel (2\/3) : la r\u00e9daction du rapport d’entretien – Exemple"},"content":{"rendered":"

Nous avons vu dans un article pr\u00e9c\u00e9dent consacr\u00e9 aux\u00a0entretiens d\u2019\u00e9valuation (guide de conduite)<\/a><\/strong>\u00a0que ceux-ci sont un \u00e9l\u00e9ment indispensable pour pouvoir affiner et m\u00eame corriger l\u2019interpr\u00e9tation des r\u00e9sultats<\/em>\u00a0des tests d’aptitudes professionnelles.<\/p>\n

Le rapport d\u2019entretien permettra ensuite de transmettre toutes les informations pertinentes \u00e0 la hi\u00e9rarchie du (futur) collaborateur<\/strong>\u00a0\u00e0 des fins de\u00a0d\u00e9veloppement<\/em>\u00a0et\/ou de\u00a0d\u00e9cision de s\u00e9lection<\/em>.<\/p>\n

CONTENU DU RAPPORT D\u2019\u00c9VALUATION<\/strong><\/h5>\n

Pour \u00eatre le plus pertinent possible, le rapport d\u2019\u00e9valuation devrait s\u2019articuler autour des \u00e9l\u00e9ments suivants:<\/p>\n

    \n
  1. L\u2019objectif de l\u2019\u00e9valuation<\/li>\n
  2. L\u2019exp\u00e9rience professionnelle du candidat<\/li>\n
  3. Les r\u00e9sultats du test<\/li>\n
  4. Les explications des r\u00e9sultats du test livr\u00e9es par le candidat<\/li>\n
  5. Les \u00e9ventuels d\u00e9saccords du candidat avec tel ou tel crit\u00e8re<\/li>\n
  6. Les pr\u00e9conisations de d\u00e9veloppement en lien avec la mission professionnelle (pr\u00e9sente ou future) du candidat<\/li>\n<\/ol>\n

    Id\u00e9alement, le candidat devrait avoir la possibilit\u00e9 de relire son rapport avant qu\u2019il ne soit transmis \u00e0 la hi\u00e9rarchie.<\/strong>\u00a0Cela permettra de montrer \u00e0 la personne qu\u2019elle n\u2019a pas \u00e9t\u00e9 pi\u00e9g\u00e9e et que les informations qu\u2019elle a fournies ne seront pas utilis\u00e9es de mani\u00e8re abusive ou \u00ab\u00a0psychologisante\u00a0\u00bb.<\/p>\n

    ACC\u00c8S AUX DONN\u00c9ES<\/strong><\/h5>\n

    L\u2019acc\u00e8s aux r\u00e9sultats des \u00e9valuations doit \u00eatre clairement d\u00e9limit\u00e9 au sein de l\u2019entreprise.<\/strong>\u00a0Il convient de dresser la liste des membres de la Direction, des Ressources Humaines et du management qui sont autoris\u00e9es \u00e0 les consulter (pour l\u2019acc\u00e8s aux r\u00e9sultats \u00ab\u00a0bruts\u00a0\u00bb des tests, une formation est en outre requise).<\/p>\n

    EXEMPLE DE RAPPORT D\u2019\u00c9VALUATION<\/strong><\/h5>\n

    Voici un\u00a0exemple de rapport d\u2019\u00e9valuation (document)<\/strong><\/a>\u00a0qui vous pr\u00e9sente les grandes lignes d\u2019un\u00a0bilan professionnel<\/em>. A noter qu\u2019il s\u2019agit ici d\u2019un exemple factice et simplifi\u00e9 d\u2019entretien d\u2019\u00e9valuation p\u00e9riodique (guide de conduite)<\/strong><\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Nous avons vu dans un article pr\u00e9c\u00e9dent consacr\u00e9 aux\u00a0entretiens d\u2019\u00e9valuation (guide de conduite)\u00a0que ceux-ci sont un \u00e9l\u00e9ment indispensable pour pouvoir affiner et m\u00eame corriger l\u2019interpr\u00e9tation des r\u00e9sultats\u00a0des tests d’aptitudes professionnelles. Le rapport d\u2019entretien permettra ensuite de transmettre toutes les informations pertinentes \u00e0 la hi\u00e9rarchie du (futur) collaborateur\u00a0\u00e0 des fins de\u00a0d\u00e9veloppement\u00a0et\/ou de\u00a0d\u00e9cision de s\u00e9lection. CONTENU DU […]<\/p>\n","protected":false},"author":3,"featured_media":495,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[34,32],"tags":[315,65,313,316],"class_list":["post-379","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tests-evaluation-rh","category-evaluation-des-competences","tag-bilans-de-potentiel","tag-developpement","tag-outils-rh","tag-recrutement"],"yoast_head":"\nBilans de potentiel (2\/3) : la r\u00e9daction du rapport d'entretien - Exemple - 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=\"Bilans de potentiel (2\/3) : la r\u00e9daction du rapport d'entretien - Exemple - HR4Free\" \/>\n<meta property=\"og:description\" content=\"Nous avons vu dans un article pr\u00e9c\u00e9dent consacr\u00e9 aux\u00a0entretiens d\u2019\u00e9valuation (guide de conduite)\u00a0que ceux-ci sont un \u00e9l\u00e9ment indispensable pour pouvoir affiner et m\u00eame corriger l\u2019interpr\u00e9tation des r\u00e9sultats\u00a0des tests d’aptitudes professionnelles. Le rapport d\u2019entretien permettra ensuite de transmettre toutes les informations pertinentes \u00e0 la hi\u00e9rarchie du (futur) collaborateur\u00a0\u00e0 des fins de\u00a0d\u00e9veloppement\u00a0et\/ou de\u00a0d\u00e9cision de s\u00e9lection. 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