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Skills development and mobility

Both permanent and contractual employees at Inra play an active role in their careers and support is available regarding their professional development at any stage in their career at Inra.
Ampoule-label HR

To sustain the skills of its work community in the long term, Inra strives to identify, preserve, and develop the sustainable skills of its employees that are essential to its success, performance, and attractiveness.

  

Inra's Human Resources policy thus develops and fosters synergy between various initiatives to propose solutions to reduce the disparity between the requirements in terms of skills and the resources available (training, career guidance, mobility, etc.).

  

At the same time, stimulating careers through career development in association with the necessary skills development is a major factor in maintaining employee motivation, promoting their advancement, and offering motivating working conditions. Local Human Resources representatives are thus actively involved, bringing their expertise and offering advice to employees to assist them in their career development.

Human resources planning at Inra

To anticipate its needs in terms of jobs and skills development, Inra has established a Human Resources planning strategy (GPEC - gestion prévisionnelle des emplois et des compétences) to cope with foreseeable changes in staff, as well as economic and technological changes to meet the Institute's strategic priorities. 

Inra's Human Resources provide support, notably to improve the reliability of the data relating to employees on the payroll. Furthermore, in collaboration with the scientific directors, the department helps translate the scientific priorities into skills targets, and examines the most suitable solutions to acquire these skills in both their collective and individual dimensions.

Three priority skills targets identified:

  • Modelling of complex systems: improve the skills of researchers in modelling of complex systems
  • Scientific computing: improve the skills of engineers and technicians in mathematical analysis methods
  • Biology and data analysis: improve the skills of engineers and technicians in data analysis and processing

+ In addition, a major theme for the institute linked to the research infrastructures and the related skills

- Focus on HR: "GPEC dialogue: a management tool to anticipate skills development needs" [in French only]

HR tools to develop skills and support career development

Continuing
 Training

  

elearning

Continuing training is based on Inra's training policy. The latter, specified in a general framework, aims to meet Inra's strategic orientations and priorities, to address requirements in terms of developing the skills of each department and every member of staff, as well as to provide career development support.

 
Training is organised at local and national level:

  • At local level, each Inra centre has a continuing training team in direct contact with the employees and groups, and training is implemented according to the policy of each site.
  • At national level, the national continuing training team is in charge of cross-disciplinary requests from departments, missions, and research support directorates or coordinating "national" initiatives. 

Within this team, "FormaSciences" is dedicated to the development of training initiatives in conjunction with various scientific structures with varying forms of support (researcher schools, support for skills and research community networking...) and for a wide audience (from technicians to researchers, as well as partners in other French or European organisations). In addition, "Jobs, careers and cooperation" strives more particularly to coordinate individual initiatives implemented in the centres, train tutors and supervisors, as well as develop initiatives to address issues relating to career advancement, collective dynamics, and quality of life at work.

 
> Graphics: "2018 Training Plan" [in French only]
 

A few examples of training initiatives

 
From taking up a position to career changes and the development or acquisition of new qualifications, training initiatives provide employees with career support: credit for life and work experience (Validation des Acquis de l'Expérience (VAE)), courses leading to qualifications, preparation for exams and competitions...

  
The concept of research schools fulfils various objectives including knowledge acquisition, assimilation of concepts, development of a "joint culture" and a theoretical and methodological framework, exploration of new approaches or identification of potential collective efforts. With between 20 and 50 participants and for a duration of 3 to 5 days, researcher schools aim to help individuals or groups acquire skills and apply them to research problems specific to Inra scientists.

  
Besides face-to-face training, Inra's continuing training proposes learning methods to reinforce training opportunities and to widely disseminate knowledge. Committed to the deployment of e-learning resources and training initiatives, the institute has its own training platform Moodle proposing various remote training programmes, which are available to all Inra employees (https://elearning.formation-permanente.inra.fr/). This approach is based on digital learning tools and technology, as well as specific training management.

Career guidance

This service is proposed to all employees wishing to think about their professional status, take a step back from a particular context, make choices or define and implement a career plan. This approach is personalised and confidential. An advisor is present at each centre.

  

Various means of support are available according to the questions on each employee's mind, the situation in which they find themselves, and their objectives:

  

- Counselling

- Professional and/or skills assessment

- Help in overcoming any difficulties at work

- Help in searching for a job for contractual staff

Internal
mobility

Inra proposes two main mobility initiatives for tenured researchers, engineers, and technicians as well as long-term contractual staff. Whether job-related, thematic or geographic, mobility is an integral part of a career, offering the opportunity to reconcile the changes and needs of the Institute with the skills and desires of each employee.

  

Annual internal mobility campaign:  Once a year, this initiative puts forward a broad range of posts likely to satisfy various needs (over 200 positions). These posts include a description of the missions and expected duties as well as the geographic assignment.

  

- Focus on HR: "Annual internal mobility campaign" [in French only]

   

"Jobs of the future": this initiative is restricted to Inra engineers, technicians, and researchers, both tenured and on long-term contracts, wishing to turn to new activities and ready to work towards acquiring new skills. It is an opportunity for employees to develop new skills and refresh their career plan with customized support: specific training, mentorship, tutorship, internship, etc.

  

- Focus on HR: "Jobs of the future" [in French only]

Specific HR initiative for contractual staff

Skills
passport

  

passport

The skills passport is intended to assist employees in their career development throughout their time at INRA, help them formalise their skills, facilitate and enrich their professional reviews carried out with their manager, and prepare their future.

  

The aim of this initiative is to give contractual employees a method and a tool for quality monitoring of their time at INRA and to provide support in strengthening their future job prospects at INRA and elsewhere.

  

> Focus on HR "Skills Passport" [in French only]
> Skills passport user guide
> Internal charter for contractual staff [in French only]