{"id":19031,"date":"2024-06-19T11:57:13","date_gmt":"2024-06-19T09:57:13","guid":{"rendered":"https:\/\/pre.althea-groupe.com\/nos-solutions\/talent-management\/training-management\/"},"modified":"2026-07-30T09:21:30","modified_gmt":"2026-07-30T07:21:30","slug":"training-management","status":"publish","type":"solution","link":"https:\/\/preprod.althea-groupe.com\/en\/nos-solutions\/hr\/talent-management\/training-management\/","title":{"rendered":"Training Management"},"content":{"rendered":"\n

At Alth\u00e9a, training is central to our expertise in Human Capital Management (HCM)<\/a>. The objective is to develop employee skills, improve performance, and prepare talent<\/strong> for future roles within the organization. <\/p>\n\n\n\n

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Aligning Skills with Corporate Strategy<\/h2>\n\n\n\n

Aligning skills with corporate strategy is crucial for achieving objectives. Employee skills must not only meet the current needs of the company but also anticipate future developments. <\/strong>Strategic Workforce Planning (SWP) plays a crucial role here by identifying the skills that contribute to achieving these objectives. By developing a clear understanding of current and future skills, companies can design targeted training programs that bridge skill gaps and support the ability to deliver. <\/p>\n\n\n\n

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Training: A Driver of Attractiveness and Employee Retention<\/h2>\n\n\n\n

Continuous training is a powerful lever for attracting and retaining talent. Employees seek work environments where they can grow and develop new skills. By investing in training, companies demonstrate their simultaneous commitment to their competitiveness and the long-term employability of their employees<\/strong>. Simply put, to keep your employees, give them the assurance that you are doing everything necessary to ensure they remain attractive to external companies. <\/p>\n\n\n\n

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Improve Your Internal Training Processes!<\/h2>\n\n\n\n

We are here to support you.<\/p>\n<\/div><\/div>\n\n\n\n

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Contact us<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n
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Training: A Process That Improves Internal Mobility<\/h2>\n\n\n\n

Training promotes internal mobility by standardizing the level of transversal skills, particularly in management. By offering standardized, high-quality training in key areas such as leadership, project management, and communication, companies can ensure that their employees possess solid core competencies that facilitate transitions between different roles and departments.<\/strong><\/p>\n\n\n\n

This standardization of skills makes it possible to create an internal talent pool<\/strong> ready to take on responsibilities and fill vacancies, whether for succession planning or supporting strategic projects, without resorting to external recruitment, which is inherently long and costly.<\/p>\n\n\n\n

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AI as a Vector for Training<\/h2>\n\n\n\n

More so than in many processes where it acts primarily on a quantitative level (automation), AI plays a key role in the field of training<\/strong> by offering more personalized and effective solutions. Thanks to AI, organizations can analyze employee performance data more deeply and identify specific training needs. <\/p>\n\n\n\n

AI-augmented training platforms offer tailored learning paths<\/strong>. They adapt to the individual needs of learners by providing relevant content and adjusting the pace of training based on each user’s progress. AI facilitates interactive and immersive learning. By integrating AI into training strategies<\/a>, companies can improve the effectiveness and engagement of development programs<\/strong> while optimizing the costs and resources allocated to training. <\/p>\n\n\n\n

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Key figures<\/h2>\n
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\n 0<\/span>\n %<\/span>\n <\/div>\n

of roles<\/p>\n <\/div>\n

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will require different skills by 2027<\/p>\n <\/div>\n <\/div>\n

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\n 0<\/span>\n %<\/span>\n <\/div>\n

of employees<\/p>\n <\/div>\n

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who received training consider it ineffective<\/p>\n <\/div>\n <\/div>\n

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\n 0<\/span>\n %<\/span>\n <\/div>\n

of employees<\/p>\n <\/div>\n

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say they are more likely to stay in their roles when training is high-quality<\/p>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n \n\n\n

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References<\/h2>\n\n\n
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For a global energy leader<\/h3>\n

110 000 employees<\/p>\n <\/div>\n

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The company decided to renovate its training tools by moving training and its management into a single tool to streamline the process. They sought support to guarantee the adoption of the solution and buy-in for the new operating methods of a redesigned training approach. The specificity of the project lies in the transformation of the training organization and the evolution of responsibilities between training referents and career managers<\/strong>. <\/p>\n\n <\/div>\n <\/div>\n <\/div>\n

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