Chroniques Clinique Carrière – Retenir les talents en entreprise : Comment le conseiller d’orientation organisationnel peut-il vous être utile ? (Julie D. Vincent)

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Chroniques CLINIQUE CARRIÈRE


Retenir les talents en entreprise :

Comment le conseiller d’orientation organisationnel peut-il vous être utile ?

JULIE D. VINCENT

Conseillère à la Clinique Carrière, UQAM

Contribution : Louis Cournoyer, professeur (counseling de carrière), UQAM


Pénurie de main-d’œuvre, attraction et rétention des talents… ces mots vous sont-ils familiers ? La situation actuelle du marché du travail vous répondrait oui assurément !

Le défi des organisations ne porte plus seulement sur l’attraction des talents, mais également sur sa capacité à les maintenir à long terme au sein de l’entreprise. Cet article offre un portrait général de la situation portant sur la rareté de main-d’œuvre et vous propose l’expertise du conseiller d’orientation organisationnel pour vous aider dans la rétention de vos employés. Vous pourrez également en apprendre davantage sur le rôle que peut jouer l’évaluation psychométrique en tant que stratégie de maintien en emploi et vous positionnez sur le sujet en vous posant les bonnes questions.

Ce ne sera bientôt plus un secret pour personne, la croissance de la population active au Québec deviendra pratiquement nulle au tournant de la décennie. Effectivement, selon la Fédération des chambres de commerce du Québec (2017), plus de 75 % des entreprises du Québec affirment que la situation de rareté de main-d’œuvre est le principal facteur ralentissant leur croissance, puisqu’elles sont contraintes de refuser de nouveaux clients. Le manque de travailleurs, pour répondre aux demandes dans les délais souhaités, en serait la principale cause. Chose certaine, si le gouvernement du Québec souhaite maintenir son niveau de vie, il devra poser des gestes qui auront pour effet d’accroître la participation du marché du travail des personnes âgées de plus de 55 ans et favoriser l’intégration des immigrants en emploi (Giroux, 2011). En ce qui concerne le pouvoir que peuvent avoir les entreprises sur cette situation, elles ont l’avantage d’être en mesure d’investir sur le développement de stratégies pour retenir leurs employés actuels à long terme.

Dans un contexte de plein emploi, la compétition entre les employeurs est féroce. Il ne s’agit plus de s’intéresser uniquement à la gestion des talents, mais également aux meilleures stratégies pour les retenir. Le remplacement d’un employé s’avère très coûteux, pouvant représenter jusqu’à 213% du salaire annuel pour un poste de cadre (Bernard, 2017). Certes, mais comment faire pour les engager davantage ? La réponse est simple, en faisant appel au conseiller d’orientation organisationnel qui saura vous guider pour mieux comprendre la motivation profonde de votre employé, c’est-à-dire ses composantes viscérales ainsi que son potentiel de développement de carrière à l’interne.

Comment l’expertise en orientation de carrière peut-elle vous aider dans la rétention de vos employés ?

Encore à ce jour, on associe les conseillers d’orientation (C.O.) comme des professionnels travaillant uniquement dans le milieu scolaire. Vous avez raison de le croire puisqu’en 2016, la moitié des C.O. actifs se trouvaient dans le milieu de l’éducation avec une proportion estimée à 53%. On les retrouvait par ailleurs au sein des organismes de développement de l’employabilité (18%), au sein de cabinets-conseils privés (17%) et dans le réseau de la santé et des services sociaux (3%). Les C.O. organisationnels, eux, représentaient 7% des membres actifs de l’OCCOQ. Plus spécifiquement, 4% d’entre eux travaillaient au sein de la fonction publique fédérale ou provinciale et 3% en entreprise privée en tant que gestionnaire des ressources humaines et du développement de la main-d’œuvre (OCCOQ cité dans Métiers Québec, 2016). Avec les transformations majeures du monde du travail et une pénurie de main-d’œuvre, les organisations doivent réviser leurs stratégies de gestion en matière de ressources humaines, dont celle visant le développement professionnel (OCCOQ, 2010). Les C.O. organisationnels possèdent plusieurs expertises dont en gestion de carrière et en évaluation de talent. Le cœur de ses 5 ans de formation universitaire porte sur le triangle individu-travail-société (OCCOQ, 2010).

La marque distinctive du C.O. organisationnel

Le C.O. organisationnel se distingue principalement par sa spécialisation académique qui porte essentiellement sur la pratique du counseling de carrière. Compte tenu des problèmes de disponibilité et de rétention de main-d’œuvre, l’expertise entourant l’adéquation entre les aspirations individuelles, les talents et les besoins actuels et futurs de l’entreprise s’avère plus pertinente que jamais. Autrement dit, le C.O. organisationnel est habileté pour comprendre la motivation profonde d’un employé envers son travail, un des éléments à l’origine de l’engagement et du maintien en emploi. Toutefois, son champ d’expertise ne s’arrête pas là. La portée de ses compétences va beaucoup plus loin, notamment en matière d’évaluation des ressources personnelles, du fonctionnement psychologique et des conditions du milieu de l’individu. Il possède donc plusieurs cordes à son arc lui procurant une force notamment en analyse et en compréhension des besoins, compétences essentielles en contexte de sélection ou en évaluation du potentiel d’un individu travaillant au sein d’une même entreprise depuis quelques années. Sachant que la main-d’œuvre se fait de plus en plus discrète, miser sur le développement des compétences d’un employé à l’interne s’avère beaucoup rentable à long terme (employé familier avec le fonctionnement de l’entreprise, l’équipe, les outils de travail, etc.). À l’inverse, embaucher une nouvelle ressource comporte plusieurs risques (investissement en temps et argent pour le recrutement et la formation, risque d’être sollicité par la compétition, etc.).

En s’intéressant au potentiel et aux composantes viscérales (conscience de soi, motivation) de l’employé, le C.O. organisationnel est en mesure d’évaluer si celui-ci pourra répondre aux objectifs attendus par le poste disponible à l’interne tout en étant en disposé à mieux cerner ses motivations à long terme. De là, le C.O. organisationnel peut mettre en place un plan de développement à court, moyen ou long terme pour augmenter les chances que cet employé s’engage pleinement dans son poste influençant directement sur sa performance, son bien-être au travail, son sentiment d’appartenance et son désir de rester au sein de l’organisation. D’ailleurs, il n’y a rien de plus stimulant que d’avoir un employeur qui voit le potentiel en soi et qui souhaite y investir, non ?

La place de l’évaluation psychométrique comme stratégie de maintien en emploi

L’évaluation psychométrique fait partie des pratiques et des compétences des conseillers d’orientation. En contexte d’évaluation de potentiel, de planification de la relève ou de rétention (maintien) de main-d’œuvre, les tests psychométriques standardisés permettent de faire émerger des pistes de réponses objectives et de préciser des zones floues. Il faut savoir que la psychométrie est un outil complexe et pertinent lorsqu’il s’agit d’approfondir la connaissance de ses aptitudes et de la conscience de soi. L’interprétation des résultats doit être délivrée par une personne compétente et formée en la matière comme le C.O. ou le psychologue. On ne peut recourir à l’évaluation psychométrique pour remplacer l’évaluation en personne. Elle devrait toujours être utilisée comme complémentarité pour bonifier la quantité et la qualité des informations recueillies en personne.

Voici quatre grandes catégories de tests psychométriques pertinentes en milieu organisationnel selon Marie-Hélène Collin, Conseillère d’orientation chez BrissonLegris (s. d.) :

  • « Les tests d’aptitudes : mesurent la capacité d’un individu à utiliser une compétence donnée.
  • Les tests d’intérêts : font ressortir les valeurs, les caractéristiques et les motivations d’une personne.
  • Les tests de personnalité : mesurent notre façon d’envisager les relations avec les autres, l’expérience et les émotions ainsi que l’attitude et les motivations. Il existe deux approches, par « traits » et par « type », chacune ayant des fonctions bien précises.
  • Les mesures du potentiel : permettent d’évaluer la capacité d’une personne à développer les compétences requises pour un poste.»

On sait maintenant que les pratiques de gestion ne sont plus ce qu’elles étaient. L’expression « sortir du cadre » prend aujourd’hui tout son sens. Évaluer les compétences ne suffit plus, parce la personne qui les détient est davantage exposée à la compétition du marché. Elle se fera offrir un salaire supérieur, assurément, mais est-ce que le salaire est suffisant à long terme pour maintenir un employé au sein d’une entreprise ? Un employé engagé et motivé dans son travail contribue à une meilleure santé psychologique pour soi, mais aussi au développement d’un climat positif pour l’ensemble de l’équipe (Longchamps, 2017).

Maintenant, je vous invite à prendre un temps de réflexion pour vous positionnez en la matière. Posez-vous les questions suivantes :

  • Quelles sont les mesures implantées pour accompagner vos employés dans leur évolution de carrière au sein de l’entreprise ?
  • Comment savoir si vos employés sont réellement engagés dans leur travail ?
  • Qu’ils occupent un poste en adéquation entre leurs aspirations individuelles, leurs talents et les besoins actuels et futurs de l’entreprise ?

 

Vous souhaitez en connaître davantage sur la profession du conseiller d’orientation et ses différents secteurs de pratique ? Rendez-vous sur orientationpourtous.co !

 

 

julie-dv

Julie D. Vincent a étudié la psychologie avant de se spécialiser en orientation professionnelle. Elle est actuellement bachelière en développement de carrière, étudiante en dernière année de maitrise en carriérologie et conseillère à la Clinique Carrière. Sa curiosité intellectuelle, son souci du bien-être des individus et son intérêt marqué pour l’évaluation du potentiel l’amènent à se diriger vers la pratique en milieu organisationnel. Sa principale mission : participer au succès des organisations tout en contribuant au développement et à l’épanouissement professionnel des travailleurs.

 

 

 

Références

Bernard, M.-E. (s. d.). À combien s’élèvent les coûts de remplacement d’un employé ? Dans Dialogue. Récupéré le 11 septembre 2017 de https://dialogue.co/fr/blogue/couts-de-remplacement-dun-employe/

Collin, M.-H. (s. d.). À quoi servent les tests psychométriques ? Dans Jobboom. Récupéré le 11 septembre 2017 de https://www.jobboom.com/carriere/a-quoi-servent-tests-psychometriques/

Cournoyer, M. et Gagnon, A. (2017). Des compétences pour le Québec du XXIe siècle : les propositions de la FCCQ. Fédération des chambres de commerce du Québec. Récupéré le 11 septembre 2017 de http://www.fccq.ca/pdf/publications/Des-competences-pour-le-XXIe-siecle-FCCQ-main-oeuvre.pdf

Froment, D. (2010, 29 juin). Les conseillers d’orientation, de vrais coachs. Les affaires. Récupéré le 11 septembre 2017 de http://www.lesaffaires.com/archives/generale/les-conseillers-d-orientation-de-vrais-coachs/515579

Giroux, A. (2011). Le vieillissement de la main-d’œuvre et l’avenir de la retraite : des enjeux pour tous un effort de chacun. Rapport synthèse. Québec : Commission nationale. Récupéré le 11 septembre 2017 de https://www.mess.gouv.qc.ca/publications/pdf/GD_rapport_synthese_commission_nationale.pdf

Longchamps, V. et Guénette, M. (2017). Et si l’évaluation de potentiel permettait de dénicher des employés plus engagés ? Dans Jobboom. Récupéré le 11 septembre 2017 de https://www.jobboom.com/carriere/et-si-l-evaluation-de-potentiel-permettait-de-denicher-des-employes-plus-engages/

Ordre des conseillers et conseillères d’orientation du Québec. (2010). Le conseiller d’orientation organisationnel : une expertise spécifique en développement de carrière et gestion de talent. Récupéré le 11 septembre 2017 de http://orientation.qc.ca/files/D%C3%A9pliant-c.o.-organisationnel.pdf

Portrait de la profession : Conseiller(ère) en orientation. (2016). Dans Métiers Québec. Récupéré le 29 septembre 2017 de http://www.metiers-quebec.org/sociaux/cons_orientation.html

 

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Pour prendre rendez-vous ou pour des informations sur les services de la Clinique Carrière – FSE/UQAM : http://cliniquecarriere.uqam.ca/

A propos de Louis Cournoyer 212 Articles
Professeur-chercheur (Counseling de carrière) / Directeur de la Clinique Carrière / Directeur des programmes de premier cycle en développement de carrière / Conseiller d'orientation et superviseur clinique Université du Québec à Montréal

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