{"id":5987,"date":"2025-01-12T17:29:14","date_gmt":"2025-01-12T17:29:14","guid":{"rendered":"https:\/\/www.alumni.space\/how-do-you-set-up-a-company-skills-transfer-plan\/"},"modified":"2026-03-28T10:42:32","modified_gmt":"2026-03-28T10:42:32","slug":"how-do-you-set-up-a-company-skills-transfer-plan","status":"publish","type":"post","link":"https:\/\/www.alumni.space\/en\/how-do-you-set-up-a-company-skills-transfer-plan\/","title":{"rendered":"How do you set up a company skills transfer plan?"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-flat ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\"><p class=\"ez-toc-title\" style=\"cursor:inherit\">In this article:<\/p>\n<\/div><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.alumni.space\/en\/how-do-you-set-up-a-company-skills-transfer-plan\/#Skills_transfer_a_strategic_challenge_at_the_heart_of_long-term_business_success\" >Skills transfer: a strategic challenge at the heart of long-term business success<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.alumni.space\/en\/how-do-you-set-up-a-company-skills-transfer-plan\/#Map_critical_skills_to_better_anticipate_skill_relays\" >Map critical skills to better anticipate skill relays<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.alumni.space\/en\/how-do-you-set-up-a-company-skills-transfer-plan\/#Proven_methods_to_facilitate_the_transfer_of_knowledge_and_know-how\" >Proven methods to facilitate the transfer of knowledge and know-how<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.alumni.space\/en\/how-do-you-set-up-a-company-skills-transfer-plan\/#Sustainably_mobilizing_players_around_a_culture_of_sharing_and_mutual_aid\" >Sustainably mobilizing players around a culture of sharing and mutual aid<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.alumni.space\/en\/how-do-you-set-up-a-company-skills-transfer-plan\/#Structuring_and_managing_the_transmission_plan_rituals_indicators_and_digitalization\" >Structuring and managing the transmission plan: rituals, indicators and digitalization<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Skills_transfer_a_strategic_challenge_at_the_heart_of_long-term_business_success\"><\/span>Skills transfer: a strategic challenge at the heart of long-term business success<span class=\"ez-toc-section-end\"><\/span><\/h2><p>The transfer of skills is essential to ensure the continuity and performance of organizations. Indeed, each retirement brings with it a <strong>capital of<\/strong> precious <strong>knowledge<\/strong>, the fruit of years of experience. The result is a tangible risk of losing critical know-how, particularly in sectors where technical and field expertise is difficult to replace. The challenge today is to structure this <strong>transfer of knowledge<\/strong> so that it is seamless and efficient.   <\/p><p>Decision-makers, whether in charge of human resources or talent management, are faced with this paradox: how to maintain performance while supporting the gradual departure of senior employees? The integration of a specific <strong>training plan<\/strong> promoting mentoring and professional coaching helps to address this challenge. This approach both stimulates the commitment of senior employees, who are recognized in their role as transmitters of knowledge, and accelerates the acquisition of skills by younger employees.  <\/p><figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"1280\" height=\"768\" src=\"https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1.jpg\" data-orig-src=\"https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1.jpg\" alt=\"find out how to develop an effective skills transfer plan to ensure continuity of know-how and boost your teams' performance.\" class=\"lazyload wp-image-3207\" srcset=\"data:image\/svg+xml,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%271280%27%20height%3D%27768%27%20viewBox%3D%270%200%201280%20768%27%3E%3Crect%20width%3D%271280%27%20height%3D%27768%27%20fill-opacity%3D%220%22%2F%3E%3C%2Fsvg%3E\" data-srcset=\"https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1-200x120.jpg 200w, https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1-300x180.jpg 300w, https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1-400x240.jpg 400w, https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1-600x360.jpg 600w, https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1-768x461.jpg 768w, https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1-800x480.jpg 800w, https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1-1024x614.jpg 1024w, https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1-1200x720.jpg 1200w, https:\/\/www.alumni.space\/wp-content\/uploads\/2026\/03\/Comment-mettre-en-place-un-plan-de-transmission-des-competences-en-entreprise-1-1.jpg 1280w\" data-sizes=\"auto\" data-orig-sizes=\"(max-width: 1280px) 100vw, 1280px\" \/><\/figure><h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Map_critical_skills_to_better_anticipate_skill_relays\"><\/span>Map critical skills to better anticipate skill relays<span class=\"ez-toc-section-end\"><\/span><\/h3><p>A rigorous skills audit is the first step. The aim is to identify precisely which <strong>key skills<\/strong> are likely to be lost in the event of departure. This analysis is based on targeted interviews with experienced employees and managers, as well as dynamic skills management tools. In 2026, this inventory work will optimize the construction of an internal repository, essential for prioritizing transfer actions.   <\/p><p>By way of illustration, companies in the industrial sector have integrated this approach into their <a href=\"https:\/\/www.alumni.space\/en\/how-can-we-prevent-the-loss-of-expertise-in-industrial-maintenance\/\">know-how loss prevention plan<\/a>, thus guaranteeing proactive management of the risks associated with the mobility or departure of technical experts. This step paves the way for smoother, more controlled <strong>succession planning<\/strong>. <\/p><h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Proven_methods_to_facilitate_the_transfer_of_knowledge_and_know-how\"><\/span>Proven methods to facilitate the transfer of knowledge and know-how<span class=\"ez-toc-section-end\"><\/span><\/h3><p>The selection of transmission methods is at the heart of the system. <strong>Mentoring<\/strong> and tutoring are among the most effective methods, combining individualized support with informal exchanges. The role of business referent entrusted to senior employees enhances the value of their experience and encourages qualitative transfer. In addition, AFEST (Action de Formation En Situation de Travail) schemes reinforce practical learning, by placing the employee trainer directly at the heart of the operational activity.   <\/p><p>Companies can also experiment with co-development groups that encourage collective experience sharing, or reverse learning, where juniors pass on their digital skills to seniors. This dynamic creates a fertile environment for intergenerational collaboration and innovation. <\/p><p>Several online resources detail these methods, such as this guide to the <a href=\"https:\/\/www.michaelgilbert.fr\/ressources-humaines\/transfert-des-savoir-faire-et-competences\/\">effective transmission of know-how<\/a> in companies, useful for HR managers and executives.<\/p><h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Sustainably_mobilizing_players_around_a_culture_of_sharing_and_mutual_aid\"><\/span>Sustainably mobilizing players around a culture of sharing and mutual aid<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Involving employees in a collective approach helps to anchor the <strong>transmission of skills<\/strong> over the long term. It&#8217;s essential to recognize and value the role of senior employees as true ambassadors of knowledge, through specific titles or missions. This recognition feeds their commitment and gives meaning to the end of their career.  <\/p><p>The human factor is at the heart of this dynamic, making it essential to use appropriate communication tools to make each generation aware of the value of sharing. In this way, young talents benefit from support that is perfectly integrated with their skills development. Establishing an intergenerational culture becomes a powerful lever for building loyalty and boosting team motivation.  <\/p><h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Structuring_and_managing_the_transmission_plan_rituals_indicators_and_digitalization\"><\/span>Structuring and managing the transmission plan: rituals, indicators and digitalization<span class=\"ez-toc-section-end\"><\/span><\/h3><p>To make the plan operational and visible, clear governance must be put in place. This includes defining roles, planning training sessions and monitoring transfer-related performance indicators. These include, for example, the retention rate for critical skills and the average integration time for new employees.  <\/p><p>Digitization greatly facilitates these processes. A specialized SaaS platform, such as <a href=\"https:\/\/www.alumni.space\/en\/how-are-laboratories-anticipating-the-brain-drain\/\">alumni.space<\/a>, organizes and animates communities of experts and mentors. It encourages sharing by offering detailed profiles, access to educational content and interaction on collaborative projects. In this way, knowledge is not only transferred, but also capitalized on and enriched over time.   <\/p><p>This use of digital tools avoids the dispersal of data and guarantees continuity of the <strong>training plan<\/strong> over time, regardless of turnover or internal mobility.<\/p>","protected":false},"excerpt":{"rendered":"<p>Skills transfer: a strategic challenge at the heart of long-term  [&#8230;]<\/p>\n","protected":false},"author":1,"featured_media":5989,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_ayudawp_aiss_exclude":false,"footnotes":""},"categories":[53],"tags":[],"class_list":["post-5987","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-knowledge-sharing"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Transferring skills within the company: instructions for 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trop tard : ce qui dispara\u00eet quand les gens partent. Dipl\u00f4m\u00e9 en conception de produit industriel, il bifurque vers le digital fin 1996, il couvre les transformations marques, RH, la fid\u00e9lisation, la marque employeur. Sur le terrain, il rep\u00e8re un angle mort r\u00e9current : l\u2019entreprise investit dans le recrutement, la formation, les process\u2026 puis laisse filer le lien au moment du d\u00e9part, avec une perte de savoir et d\u2019influence qui se paie en silence. Il se sp\u00e9cialise alors sur les communaut\u00e9s d\u2019alumni, le mentorat, l\u2019entraide interg\u00e9n\u00e9rationnelle et la transmission d\u2019expertise. Il passe du \u201cconstat\u201d aux m\u00e9thodes : animation, gouvernance, segmentation, rituels, mesure d\u2019engagement, articulation avec la RSE et l\u2019employabilit\u00e9. Il interviewe DRH, responsables formation, directions d\u2019\u00e9coles, associations et fondations, avec une obsession : transformer un r\u00e9seau dormant en m\u00e9canisme utile (cooptation, mentorat, job board, entraide, \u00e9v\u00e9nements, contenus). Son style : direct, orient\u00e9 action, sans folklore. Sa conviction : une communaut\u00e9 n\u2019a pas besoin de bruit, elle a besoin de raisons de revenir.","sameAs":["https:\/\/www.alumni.space"]}]}},"_links":{"self":[{"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/posts\/5987","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/comments?post=5987"}],"version-history":[{"count":1,"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/posts\/5987\/revisions"}],"predecessor-version":[{"id":5991,"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/posts\/5987\/revisions\/5991"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/media\/5989"}],"wp:attachment":[{"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/media?parent=5987"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/categories?post=5987"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.alumni.space\/en\/wp-json\/wp\/v2\/tags?post=5987"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}