A career-management policy

Our human resources policy is based on the follow-up of our employees. Throughout your career at Nexialog, we support you by taking measures to improve your expertise and your knowledge.

First of all, a few months after your integration, we meet with you to make a first assessment on the work you do, to get your impressions, to see the points that need improvement, to consider the mid-term perspectives and to set the goals to reach for the coming year.

A manager or a supervisor will be assigned to you and will produce a customized follow-up report regarding your expertise and your grade. This management based on closeness allows us to guide the consultant in his self-improvement in terms of methodological skills and professional knowledge.

A full assessment is conducted once a year with the supervisor and if necessary with one of Nexialog’s partners. This meeting aims at making an assessment of the past year regarding the goals fixed the year before. This yearly assessment is the opportunity to exchange, and the consultant is invited to propose improvement axes on the proposed missions and on company life. In the end, this yearly assessment allows him or her to express his or her own mid-term and long-term wishes and to define consequently the goals for the coming year.

The customized goals are based on several axes :

• The know-how and the quality of the work done while working on the customer’s premises
• Global behavior of the consultant: autonomy, communication, leadership, synthesis spirit, spirit of initiative…
• The management ability for the seniors: project management, supervision…
• Inner-firm project realization

To answer the missions’ demands and the work evolutions within the company, the human resources service is supporting you in your continuous professional training. Firstly by an in-house training program which allows you to get the know-how required by each consultant and secondly by offering you external training or certifications linked to your expertise and/or to the missions you realized.

Specific knowledge

• Junior consultants : « smart people who are learning a job »

  They are in a learning process of the basic consultant’s reflexes. They learn a methodology, develop their knowledge in a field and their corporate culture.

• Certified consultants : « talents who assert themselves »

  Son appropriation des réflexes de base lui procure de l’autonomie dans son travail et l’opportunité de mettre en pratique son savoir-faire.

• Senior consultants : « a referent in action »

  They are supervisors for one or several subjects or fields. They supervise operationally. They develop their autonomy on project management.

• Managers: « Entrepreneurial leader »

  They develop their leadership. Their area of intervention and of delegation takes into account the Business Unit specific activities, and is related to the complexity of the context and the stakes of the relationship with the customer.