{"id":393,"date":"2019-02-04T15:38:51","date_gmt":"2019-02-04T15:38:51","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=393"},"modified":"2022-08-26T15:36:11","modified_gmt":"2022-08-26T15:36:11","slug":"tests-aptitudes-professionnelles-tests-de-personnalite-et-protection-des-donnees-exemple-processus-assessment","status":"publish","type":"post","link":"https:\/\/hr4free.com\/fr\/Tests-aptitudes-professionnelles\/Tests-de-personnalit%C3%A9-et-protection-des-donn%C3%A9es-Exemple-processus-assessment","title":{"rendered":"Bilans de potentiel (3\/3) : protection des donn\u00e9es et charte d’\u00e9thique – Exemple"},"content":{"rendered":"

Depuis plusieurs ann\u00e9es, les tests de personnalit\u00e9 les plus divers inondent le march\u00e9.<\/strong>\u00a0Or, si ceux-ci deviennent un outil incontournable pour les RH, on oublie parfois qu\u2019ils doivent r\u00e9pondre \u00e0 des\u00a0exigences strictes\u00a0en termes de\u00a0protection de la personnalit\u00e9 des candidats.<\/p>\n

Cette question devient d\u2019autant plus br\u00fblante que les informations transitent souvent par Internet.\u00a0<\/strong>Il est donc n\u00e9cessaire de clarifier avec le fournisseur du logiciel de quelles mani\u00e8re les donn\u00e9es seront stock\u00e9es. En outre, la\u00a0confidentialit\u00e9 des donn\u00e9es\u00a0et leur\u00a0non-transfert \u00e0 des tiers\u00a0doivent \u00eatre garantis.<\/p>\n

CHARTE D\u2019UTILISATION<\/strong><\/h5>\n

Il peut ainsi \u00eatre utile, afin de se pr\u00e9munir contre toute accusation d\u2019atteinte \u00e0 la personnalit\u00e9, de d\u00e9finir une\u00a0charte d\u2019utilisation\u00a0des tests professionnels clarifiant:<\/p>\n

    \n
  1. les exigences techniques auxquelles les tests psychom\u00e9triques doivent satisfaire<\/strong>\u00a0(validation statistique);<\/li>\n
  2. les personnes qui sont habilit\u00e9es \u00e0 employer les tests et \u00e0 acc\u00e9der aux r\u00e9sultats<\/strong>\u00a0(formation obligatoire et listing des personnes habilit\u00e9es \u00e0 consulter les r\u00e9sultats \u00ab\u00a0bruts\u00a0\u00bb);<\/li>\n
  3. les droits du candidat en termes d\u2019acc\u00e8s aux informations<\/strong>\u00a0(droit \u00e0 un entretien de restitution et \u00e0 la remise d\u2019une pr\u00e9sentation des r\u00e9sultats, droit d\u2019acc\u00e8s au rapport transmis \u00e0 la hi\u00e9rarchie, information quant \u00e0 la dur\u00e9e de validit\u00e9 des r\u00e9sultats);<\/li>\n
  4. la mani\u00e8re dont les donn\u00e9es sont stock\u00e9es et qui y a acc\u00e8s<\/strong>\u00a0(le logiciel doit permettre l\u2019anonymat des r\u00e9sultats ; en outre, ceux-ci ne devraient pas figurer dans le dossier du personnel, afin d\u2019en \u00e9viter l\u2019utilisation par des tiers non-form\u00e9s).<\/li>\n<\/ol>\n

    Le fait de pr\u00e9senter une telle charte aux candidats avant la passation du test contribue par ailleurs \u00e0 cr\u00e9er une relation de confiance<\/strong>. Ceci facilite l\u2019\u00e9valuation et la rend plus profitable aussi bien pour l\u2019entreprise que pour le candidat!<\/p>\n

    En outre, un test d’\u00e9valuation des comp\u00e9tences personnelles ne devrait \u00eatre propos\u00e9 que s\u2019il est suivi d’un\u00a0entretien de pr\u00e9sentation et de discussion des r\u00e9sultats (guide de conduite)<\/a><\/strong>, ce tant pour des raisons de\u00a0respect du candidat\u00a0que pour s’assurer de la\u00a0validit\u00e9 des r\u00e9sultats\u00a0et de leur interpr\u00e9tation.<\/p>\n

    EXEMPLE<\/strong><\/h5>\n

    Voici des propositions de\u00a0mission d’un processus d’assessment (exemple)<\/a><\/strong>\u00a0et de\u00a0charte d\u2019utilisation des tests d’aptitudes professionnelles (exemple)<\/strong><\/a>\u00a0qui permettent de clarifier les engagements de l\u2019entreprise en termes techniques, \u00e9thiques et comportementaux, pour l\u2019emploi de tests de personnalit\u00e9.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Depuis plusieurs ann\u00e9es, les tests de personnalit\u00e9 les plus divers inondent le march\u00e9.\u00a0Or, si ceux-ci deviennent un outil incontournable pour les RH, on oublie parfois qu\u2019ils doivent r\u00e9pondre \u00e0 des\u00a0exigences strictes\u00a0en termes de\u00a0protection de la personnalit\u00e9 des candidats. Cette question devient d\u2019autant plus br\u00fblante que les informations transitent souvent par Internet.\u00a0Il est donc n\u00e9cessaire de […]<\/p>\n","protected":false},"author":3,"featured_media":3486,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[34,32],"tags":[311,57,59,58,56,55],"class_list":["post-393","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tests-evaluation-rh","category-evaluation-des-competences","tag-bilan-de-potentiel","tag-evaluation","tag-exemple","tag-potentiel","tag-rh","tag-test"],"yoast_head":"\nBilans de potentiel (3\/3) : protection des donn\u00e9es et charte d'\u00e9thique - 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 (3\/3) : protection des donn\u00e9es et charte d'\u00e9thique - Exemple - HR4Free\" \/>\n<meta property=\"og:description\" content=\"Depuis plusieurs ann\u00e9es, les tests de personnalit\u00e9 les plus divers inondent le march\u00e9.\u00a0Or, si ceux-ci deviennent un outil incontournable pour les RH, on oublie parfois qu\u2019ils doivent r\u00e9pondre \u00e0 des\u00a0exigences strictes\u00a0en termes de\u00a0protection de la personnalit\u00e9 des candidats. 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