You see the sales results. You don't see what produces them, or what holds them back.
This glossary brings together the terms you will come across most often when structuring the management of your company's field skills: legal framework, method, tools. Each term is defined simply, with a link to the relevant guide when you want to go further.
A
Auditable proof
Proof of a skill acquired or an action carried out, sufficiently time-stamped and documented to be presented in case of an audit or inspection.
F
Field skill
Know-how used directly in the practice of a job, generally observable in real conditions rather than assessed on a theoretical medium.
G
GEPP (Management of Jobs and Professional Paths)
An HR approach that replaced GPEC in 2017, mandatory for companies with at least 300 employees. See the complete GEPP guide.
GEPC (Management of Jobs and Career Paths)
A term sometimes used as a synonym or variant of GEPP depending on the sector and company agreements.
J
Job task
A precise technical action specific to a job, which can be broken down, passed on and assessed as part of on-the-job training.
M
N
Managed learning path
A structured and monitored training or upskilling path over time, as opposed to an isolated one-off training.
Mastery level
A scale that qualifies the degree of skill reached on a given task or know-how, generally from beginner to expert level, with observable behaviors associated with each step.
Micro-skill
A skill broken down to a fine level of detail (the task rather than the job), useful for spotting precise gaps but more costly to maintain. See our article on micro vs. macro skills.
O
Onboarding
The process of integrating a new employee, which generally includes building up skills on the critical tasks of the job. See our article on onboarding new operators in industry.
On-the-job training
Training delivered directly at the workstation, in real working conditions, usually by an experienced colleague or tutor. The learner builds skills by performing actual tasks rather than in a classroom.
S
Skill-based organization
An organizational model that structures HR decisions (recruitment, mobility, compensation) around skills rather than job titles alone. See our article on the skills-based organization.
Skills framework
A structured inventory of the skills expected for each job, with the associated mastery levels. The foundation of any skills management approach.
Skills portfolio
All the skills held and recognized by an employee, sometimes materialized as open badges.
Skills mapping
An overview of the skills available in the company, cross-referencing positions, employees and mastery levels.
Skills matrix
A visual representation of a skills framework, in the form of a table crossing employees and skills, with the level reached by each person. See our guide to the skills matrix.
T
Traceability
The ability to trace, with proof, an employee's training path and acquired skills.
V
Reverse VAE
An approach that starts from the employee's field experience to build, after the fact, the file for the validation of acquired experience (VAE).