Career Management

RHeinbrücke Consulting can advise you about career management for your employees. We analyse the skills of every individual, allowing them to achieve a form of professional development. Valuing your company's human capital has several advantages:

  • - Generate higher profitability by developing the professional motivation of your staff
  • - Ensure your sustainability by compensating for departures and adapting to changes in the age pyramid of your personnel
  • - Satisfy your employees' needs for promotion, consideration and recognition

Our Consultants set up an assessment system to detect the potentials and skills of all your employees, to allow you to improve the way you steer and manage your human resources

Skills Audit

The skills assessment carried out by our Consultants allows the employees to analyse their professional and personal capacities, in order to define a professional or personal project and/or a training project.

The advantages for businesses are that you can:
  • - Know the skills you can mobilise within your teams
  • - Prepare your employees for changes within the company
  • - Determine the training complements required
  • - Develop your employees professionally
  • - Re-motivate and help restore the initiative and self-confidence of your employees
  • The advantages for employees are that you can:
  • - Take stock of your personality traits, motivations and abilities
  • - Clarify and evaluate your skills
  • - Discover or confirm professional pathways
  • - Gather the necessary information about targeted professions and training
  • - Prepare a Validation of Acquired Experience (VAE) project
  • - Concretely define one or more professional project (s)
  • - Identify strengths and restraints in relation to their projects
  • - Setting up an action plan
  • The Stages:
  • - A preliminary phase to define and analyse the collaborator's requirements
  • - An investigative phase to assess the motivations, interests, skills and abilities of the employee, in order to determine their possibilities career development
  • - A synthesis phase, for defining the main stages for implementing the professional project and/or training

Outplacement

Our consultants support collaborators to promote their rapid return to employment, by taking their needs, motivations and professional know-how into account. In some cases, Outplacement leads to a change of activity sector, or even their trade. If a transfer of skills is insufficient, appropriate training can be put in place.

The advantages for businesses:
  • - Facilitates the processes of mutual separation
  • - Enables you to assume your social responsibilities
  • - Offers a new possibility for progress or negotiations
  • - Reassures your employees, who stay in place
  • - Promotes your image
  • The advantages for collaborators:
  • - Positive approaches to difficult situations
  • - Obtain regular personalised follow-up
  • - Benefit from an optimised transition in terms of deadlines, responsibilities and conditions
  • - Has a long-term vision with perspectives
  • - Benefits from enhanced employability
  • The Stages:
  • - Personal and professional assessment: identifying skills, expectations and motivations
  • - Developing a professional project: identifying targets and taking areas of progress into account
  • - Return-to-work strategy: choice of activity sector and/or locality
  • - Implementation of an action plan: Self-Marketing, tailor-made training, network activation, research techniques
  • - Support when taking on a role: negotiating, signing the contract and coaching during the trial period

We make every effort to ensure employees find a vacancy that fulfils their requirements quickly. The duration and content of Outplacements varies according to the individual participant.

Psychometric Tests

Psychometric tests allow the special characteristics of an individual to be determined by referring to standard models. They evaluate their general behaviour (personality, motivation, etc.), basic skills such as reasoning, communication, leadership or emotional intelligence.

Objectives:

  • - Analysis of personality traits
  • - Understanding motivations
  • - Determining the strengths and weaknesses of the vacant position
  • - Evaluating the potential for adaptation and/or progression

Assessment Center

Conducted by our Consultants and Occupational Psychologists, the Assessment Centre approach aims to complement traditional methods for evaluating candidates and securing HR decisions. It is an evaluation process that relies on a range of tools:

  • - Psychometric tests,
  • - Scenarios,
  • - Role-playing.

The purpose of an Assessment Centre is to assess an individual's propensity to succeed, their ability to successfully complete a mission, achieve specific goals, or occupy a particular position.

The Assessment Centre approach forms part of a scheme for assessing and managing human potential, and can be used in the context of:

  • - Recruitment,
  • - Promotion,
  • - Mobility,
  • - Personal coaching,,
  • - Identifying high potential.

The psychometric tests used during an Assessment Centre make it possible to reliably evaluate an individual's specific characteristics:

  • - Personality,
  • - Cognitive skills,
  • - Emotional intelligence,
  • - Communication skills,
  • - Leadership etc.

Scenarios and role playing using job simulations can be used to observe the behaviours an individual adopts, which reveal the skills needed for a particular job or position. The Assessment Centre is a highly valid assessment tool, and the results of this method are excellent predictors of success in a particular role. Use of the Assessment Centre in the context of selection promotes candidates' satisfaction with the selection process, increases their willingness to accept an offer and contributes towards a company's attractiveness and good image as a company that uses this method to assess candidates..