{"id":47839,"date":"2022-03-25T20:12:47","date_gmt":"2022-03-25T20:12:47","guid":{"rendered":"https:\/\/www.talogy.com\/?post_type=case_study&#038;p=47839"},"modified":"2025-11-12T19:42:49","modified_gmt":"2025-11-12T19:42:49","slug":"identifier-les-chefs-dequipe-de-fabrication-avec-talogy-modules-for-leaders","status":"publish","type":"case_study","link":"https:\/\/talogy.com\/fr\/etudes-de-cas\/identifier-les-chefs-dequipe-de-fabrication-avec-talogy-modules-for-leaders\/","title":{"rendered":"Identifier les chefs d\u2019\u00e9quipe sur les sites de production avec les solutions Talogy Leadership pour le secteur de l&rsquo;industrie"},"content":{"rendered":"\n<section class=\"wp-block-group alignfull hero-variation-four has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b8cc06b1 wp-block-group-is-layout-constrained\" style=\"background:linear-gradient(135deg,rgb(186,249,244) 18%,rgb(211,251,164) 59%);padding-top:var(--wp--preset--spacing--50);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--50);padding-left:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-columns are-vertically-aligned-top is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-top is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-6a165bb8 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-right:0;padding-bottom:0;padding-left:0\"><div class=\"yoast-breadcrumbs\"><span><span><a href=\"https:\/\/talogy.com\/fr\/\">Page d\u2019accueil<\/a><\/span> \/ <span><a href=\"https:\/\/talogy.com\/fr\/etudes-de-cas\/\">Cas Clients Talogy \u2013 Nos r\u00e9f\u00e9rences<\/a><\/span> \/ <span class=\"breadcrumb_last\" aria-current=\"page\"><strong>Identifier les chefs d\u2019\u00e9quipe sur les sites de production avec les solutions Talogy Leadership pour le secteur de l&rsquo;industrie<\/strong><\/span><\/span><\/div>\n\n\n<h1 class=\"wp-block-heading has-secondary-900-color has-text-color has-link-color has-xxxl-font-size wp-elements-f37f734bc61475e4e13344c48c382dc1\" style=\"font-style:normal;font-weight:800\">Identifier les chefs d\u2019\u00e9quipe sur les sites de production avec les solutions Talogy Leadership pour le secteur de l&rsquo;industrie<\/h1>\n\n\n\n<p class=\"has-secondary-800-color has-text-color has-link-color has-s-font-size wp-elements-8f850cb2cf678fe639c0005261fa16ac\" style=\"line-height:1.5\">Identifier les chefs d&rsquo;\u00e9quipe de fabrication hautement performants et \u00e0 fort potentiel<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Prenez contact avec un de nos consultants expert<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group novashare-pattern has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><style>.ns-block-13cb9e2c-a3d2-40fb-928a-192d57647d37 .ns-button{--ns-btn-color:#A335FF}.ns-block-13cb9e2c-a3d2-40fb-928a-192d57647d37 .ns-button:hover{--ns-btn-color:#fff}body .ns-block-13cb9e2c-a3d2-40fb-928a-192d57647d37 a.ns-button:hover .ns-button-wrapper>span{box-shadow:none !important;filter:brightness(1) !important}.ns-block-13cb9e2c-a3d2-40fb-928a-192d57647d37 .ns-button-icon *,.ns-block-13cb9e2c-a3d2-40fb-928a-192d57647d37 .ns-button-label span{color:#fff}.ns-block-13cb9e2c-a3d2-40fb-928a-192d57647d37 .ns-button:hover .ns-button-icon *,.ns-block-13cb9e2c-a3d2-40fb-928a-192d57647d37 .ns-button:hover .ns-button-label span{color:#A335FF}<\/style><div class='ns-buttons ns-block-13cb9e2c-a3d2-40fb-928a-192d57647d37 ns-no-print'><div class='ns-buttons-wrapper'><a 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ns-hide'><span class='ns-button-label-wrapper'>Share<\/span><\/span><\/span><\/a><\/div><\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-top is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image aligncenter size-full has-custom-border\"><img decoding=\"async\" width=\"770\" height=\"578\" src=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/hero-v4-teal-background-man-button-down-shirt.jpg\" alt=\"man wearing denim button down shirt\" class=\"wp-image-104188\" style=\"border-radius:10px;box-shadow:var(--wp--preset--shadow--elevation-300)\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/hero-v4-teal-background-man-button-down-shirt.jpg 770w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/hero-v4-teal-background-man-button-down-shirt-300x225.jpg 300w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/hero-v4-teal-background-man-button-down-shirt-768x576.jpg 768w\" sizes=\"(max-width: 770px) 100vw, 770px\" \/><\/figure>\n<\/div>\n<\/div>\n<\/section>\n\n\n\n<h2 class=\"wp-block-heading\">La situation<\/h2>\n\n\n\n<p>Un constructeur automobile international a engag\u00e9 Talogy pour l&rsquo;aider \u00e0 am\u00e9liorer la qualit\u00e9 de ses \u00e9quipes de fabrication.&nbsp; L\u2019une des installations situ\u00e9es au Canada utilise la solution Talogy Leadership pour le secteur de l&rsquo;industrie pour recruter et promouvoir des collaborateurs vers des postes de chefs de groupe. Cependant, le process n&rsquo;a pas \u00e9t\u00e9 utilis\u00e9 officiellement pour le poste de chef d&rsquo;\u00e9quipe.&nbsp; Cette organisation a d\u00e9cid\u00e9 de revoir le process de recrutement pour le poste de chef d&rsquo;\u00e9quipe.&nbsp; L&rsquo;objectif \u00e9tait de concevoir un syst\u00e8me de recrutement standardis\u00e9 et rationalis\u00e9 qui identifierait avec pr\u00e9cision les bons talents dans ses postes de leadership de premi\u00e8re ligne.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">La solution<\/h2>\n\n\n\n<p>La solution Talogy Leadership pour le secteur de l&rsquo;industrie est une \u00e9valuation en ligne approfondie qui mesure les comp\u00e9tences de base pour r\u00e9ussir dans des postes de leadership. Cette \u00e9valuation utilise plusieurs m\u00e9thodes de mesure, telles que les croyances personnelles, le jugement situationnel et les sc\u00e9narios de r\u00e9solution de probl\u00e8mes pour mesurer et projeter avec pr\u00e9cision les chances de r\u00e9ussite d&rsquo;un individu.&nbsp; Apr\u00e8s avoir analys\u00e9 les postes de chef d&rsquo;\u00e9quipe, l&rsquo;\u00e9valuation a \u00e9t\u00e9 consid\u00e9r\u00e9e comme l&rsquo;une des nombreuses options permettant de s\u00e9lectionner les personnes les plus qualifi\u00e9es pour ces postes.&nbsp; L&rsquo;organisation s&rsquo;est rendu compte que cet outil pouvait \u00eatre efficace non seulement pour s\u00e9lectionner les chefs de groupe, mais qu&rsquo;il peut potentiellement aider \u00e0 s\u00e9lectionner le chef d&rsquo;\u00e9quipe, poste de leadership de niveau inf\u00e9rieur.&nbsp; \u00c0 ce titre, une \u00e9tude de validation li\u00e9e aux crit\u00e8res simultan\u00e9e a \u00e9t\u00e9 men\u00e9e pour \u00e9valuer l&rsquo;efficacit\u00e9 de cette \u00e9valuation aux fins de l&#8217;embauche des chefs d&rsquo;\u00e9quipe.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">R\u00e9sultats<\/h2>\n\n\n\n<p>Les notations de performance des superviseurs ont \u00e9t\u00e9 recueillies aupr\u00e8s d&rsquo;un groupe de chefs d&rsquo;\u00e9quipe actuellement employ\u00e9s par l&rsquo;organisation.&nbsp; La performance professionnelle a \u00e9t\u00e9 \u00e9valu\u00e9e dans plusieurs domaines, notamment&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Pr\u00e9sence<\/li>\n\n\n\n<li>Productivit\u00e9<\/li>\n\n\n\n<li>Qualit\u00e9<\/li>\n\n\n\n<li>S\u00e9curit\u00e9<\/li>\n\n\n\n<li>Capacit\u00e9 \u00e0 travailler avec les autres<\/li>\n\n\n\n<li>Coaching et formation<\/li>\n\n\n\n<li>Capacit\u00e9 \u00e0 donner l&rsquo;exemple<\/li>\n\n\n\n<li>Une \u00e9valuation globale de la performance.<\/li>\n<\/ul>\n\n\n\n<p>La performance globale est une combinaison de tous ces domaines.&nbsp; En plus des notations de performance, les superviseurs ont \u00e9t\u00e9 interrog\u00e9s sur le potentiel de promotion de chaque individu.&nbsp; Les scores obtenus \u00e0 l&rsquo;\u00e9valuation ont \u00e9t\u00e9 compar\u00e9s aux r\u00e9sultats cl\u00e9s.<\/p>\n\n\n\n<p>Les r\u00e9sultats ont indiqu\u00e9 que les collaborateurs ayant obtenu un score \u00e9lev\u00e9 lors de l&rsquo;\u00e9valuation ont \u00e9galement re\u00e7u une note \u00e9lev\u00e9e pour leur performance professionnelle de la part de leurs superviseurs et vice versa.&nbsp; Comme le montre le graphique, les personnes ayant obtenu les meilleurs r\u00e9sultats ont re\u00e7u des notations de performance \u00e9lev\u00e9es sur tous les aspects cl\u00e9s de la performance professionnelle par rapport \u00e0 leurs homologues.<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-full\"><img decoding=\"async\" width=\"640\" height=\"360\" src=\"http:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/graph-performance-rating-percentile-assessment-results.jpg\" alt=\"\" class=\"wp-image-3274\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/graph-performance-rating-percentile-assessment-results.jpg 640w, https:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/graph-performance-rating-percentile-assessment-results-300x169.jpg 300w\" sizes=\"(max-width: 640px) 100vw, 640px\" \/><\/figure>\n\n\n\n<p>Sur la base des r\u00e9sultats de l&rsquo;analyse des emplois, de la m\u00e9ta-analyse de l&rsquo;exactitude pr\u00e9dictive de l&rsquo;\u00e9valuation et des donn\u00e9es empiriques de la pr\u00e9sente \u00e9tude, une empreinte personnalis\u00e9e a \u00e9t\u00e9 d\u00e9velopp\u00e9e pour classer les individus dans quatre cat\u00e9gories (bandes&nbsp;A, B, C et D) en fonction de leur correspondance avec le profil de r\u00e9ussite comportementale.&nbsp; Comme le montre le graphique, les individus qui appartiennent aux bandes&nbsp;A, B et C sont mieux not\u00e9s sur la performance professionnelle globale que les individus qui appartiennent \u00e0 la bande&nbsp;D.<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-full\"><img decoding=\"async\" width=\"640\" height=\"360\" src=\"http:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/graph-performance-difference-percentile-assessment-result.jpg\" alt=\"\" class=\"wp-image-3261\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/graph-performance-difference-percentile-assessment-result.jpg 640w, https:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/graph-performance-difference-percentile-assessment-result-300x169.jpg 300w\" sizes=\"(max-width: 640px) 100vw, 640px\" \/><\/figure>\n\n\n\n<p>En outre, les personnes ayant obtenu les meilleurs r\u00e9sultats \u00e0 l&rsquo;\u00e9valuation sont beaucoup plus susceptibles d&rsquo;\u00eatre consid\u00e9r\u00e9es comme ayant le potentiel d&rsquo;\u00eatre promues de chef d&rsquo;\u00e9quipe \u00e0 chef de groupe.&nbsp; On a demand\u00e9 aux superviseurs \u00ab&nbsp;Pensez-vous que ce collaborateur a le potentiel pour \u00eatre un chef de groupe&nbsp;?&nbsp;\u00bb.&nbsp; Parmi les collaborateurs les mieux not\u00e9s, 88&nbsp;% seraient consid\u00e9r\u00e9s comme ayant du potentiel, contre seulement 29&nbsp;% des collaborateurs les moins bien not\u00e9s. &nbsp;Encore une fois, cette \u00e9valuation est non seulement en mesure d&rsquo;identifier les collaborateurs les plus performants, mais aussi les collaborateurs \u00e0 fort potentiel pour l&rsquo;organisation.<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-full\"><img decoding=\"async\" width=\"640\" height=\"360\" src=\"http:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/graph-potential-promotion-assessment.jpg\" alt=\"\" class=\"wp-image-3287\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/graph-potential-promotion-assessment.jpg 640w, https:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/graph-potential-promotion-assessment-300x169.jpg 300w\" sizes=\"(max-width: 640px) 100vw, 640px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p>Pour cette organisation, l\u2019utilisation de la solution Talogy Leadership pour le secteur de l&rsquo;industrie identifie avec pr\u00e9cision les personnes hautement performantes et \u00e0 fort potentiel dans leur poste de chef d\u2019\u00e9quipe. Cette \u00e9valuation aidera cette organisation \u00e0 am\u00e9liorer la qualit\u00e9 de ses \u00e9quipes de fabrication.&nbsp; Quantifier l&rsquo;utilit\u00e9 de l&rsquo;\u00e9valuation en termes d&rsquo;argent peut \u00eatre difficile.&nbsp; Une fa\u00e7on d&rsquo;estimer le retour sur investissement (ROI) est propos\u00e9e par Cascio (1987), qui a utilis\u00e9 une formule selon laquelle une diff\u00e9rence d&rsquo;un \u00e9cart-type dans les notations de performance est associ\u00e9e \u00e0 une valeur relative en dollars de 40 % du salaire annuel de l&rsquo;individu.&nbsp; La valeur de 40 % est une estimation prudente de l&rsquo;\u00e9cart-type de la productivit\u00e9 (Schmidt et Hunter, 1983) et reste l&rsquo;une des m\u00e9thodes de calcul prudentes du ROI (Cascio et Boudreau, 2011).&nbsp; Dans cette \u00e9tude, l&rsquo;am\u00e9lioration a \u00e9t\u00e9 de 0,47 \u00e9cart-type entre les personnes qui ont \u00e9chou\u00e9 et celles qui ont r\u00e9ussi l&rsquo;\u00e9valuation.&nbsp; Si le poste de chef d&rsquo;\u00e9quipe est r\u00e9mun\u00e9r\u00e9 \u00e0 hauteur de 50 000 $ par an, une am\u00e9lioration moyenne de 0,47 \u00e9cart-type est estim\u00e9e \u00e0 9 400 $ par personne et par an en productivit\u00e9 accrue.&nbsp; Cela se traduit par une augmentation de productivit\u00e9 de 940 000 $ chaque ann\u00e9e si l&rsquo;entreprise embauche 100 personnes par an.&nbsp; Cette \u00e9valuation est tr\u00e8s pr\u00e9cieuse pour identifier les meilleurs chefs de premi\u00e8re ligne.<\/p>\n\n\n\n<p><em>Cascio, W. F. (1987). Applied psychology in personnel management. (3e \u00e9d.), Englewood Cliffs, New Jersey&nbsp;: Prentice Hall.<\/em><\/p>\n\n\n\n<p><em>Cascio, W., &amp; Boudreau, J. (2011). Investing in people: Financial impact of human resource initiatives (2e \u00e9d.). Upper Saddle River, New Jersey&nbsp;: Pearson Education, Inc.<\/em><\/p>\n\n\n\n<p><em>Schmidt, F. L., &amp; Hunter, J. E. (1983). Individual differences in productivity: An empirical test of estimates derived from studies of selection procedure utility. Journal of Applied Psychology, 68(3), 407-414.<\/em><\/p>\n\n\n\n<div class=\"wp-block-group alignwide has-black-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40);padding-top:0;padding-bottom:0\">\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-85518bf0 wp-block-columns-is-layout-flex\" style=\"margin-top:0;margin-bottom:0;padding-top:var(--wp--preset--spacing--60);padding-bottom:var(--wp--preset--spacing--60)\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h2 class=\"wp-block-heading has-primary-500-color has-text-color has-link-color has-xxl-font-size wp-elements-a729bc3288c812a10357d912af134467\" id=\"form\">Vous faites face \u00e0 un d\u00e9fi similaire&nbsp;? 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