UCO – Université Catholique de l’Ouest (Catholic University of the West)

“We wanted to design an HR training program aligned with real-world practices and business needs.”

The Catholic University of the West is a multidisciplinary higher education institution with nearly 12,000 students across nine campuses in France (Angers, Laval, Guingamp, Nantes, La Roche-sur-Yon, Vannes, Papeete, Saint-Denis de La Réunion, and Paris).

As part of the renewal of its RNCP-certified Human Resources degree, the university sought to rethink its training offering to better align it with the evolving nature of HR roles and the needs of the local economic environment.

Benoît Raveleau, Vice-Rector for Academic Affairs

“The objective of the mission was to structure a training program fully aligned with the requirements of the RNCP renewal, while precisely addressing the expectations of local businesses. It was not only about updating an existing qualification, but about fundamentally rethinking its strategic positioning and competency framework. The collaboration was particularly smooth and constructive. Elodie conducted an in-depth analysis of labor market needs and emerging HR competencies, integrating the impact of digital, organizational, and managerial transformations. Her ability to combine strategic vision, methodological rigor, and collaborative work was a key factor in the success of the project.”

How can an HR training program be designed to reflect the economic and organizational realities of a given territory?

When I was entrusted with this mission, the starting point was a detailed analysis of the local context. The Pays de la Loire employment area is characterized by growing companies transitioning from small to medium-sized organizations, often with a single person in charge of HR. In such contexts, the HR function goes beyond administrative and compliance tasks. It also involves structuring HR policies, developing skills, supporting digital transformations, and adapting to evolving roles.

The challenge was therefore to design a program that would provide solid foundations in HR management while developing the ability to anticipate, structure, and lead HR policies suited to growing organizations. With this in mind, the program was positioned at the intersection of two evolving roles: HR administration and HR development.

Building a training program with a rigorous pedagogical approach

I supported the university in developing the competency framework for the new RNCP certification within a particularly demanding certification engineering context. The renewal required meeting the criteria set by France Compétences, both in terms of competency structuring and assessment methods, including work-based evaluation.

To meet these requirements, we designed a program structured into three modular competency blocks, clearly defined, independently assessable, and interconnected. This structure both secured RNCP registration and provided flexibility in learning pathways, in line with the rapid professionalization logic of such certifications.

The pedagogical approach was designed from the outset to be compatible with work-study programs, combining theoretical input, practical case work, reflective practice, and direct application in the workplace. Each competency block was designed to enable learners to immediately apply their knowledge in their professional environment.

Particular attention was also paid to accessibility, in line with the philosophy of RNCP certifications. The program was open to individuals with either a two-year higher education degree or significant professional experience, including those without prior HR backgrounds. The objective was to support progressive, structured, and secure skill development, taking into account the diversity of backgrounds and profiles.

My intervention, based on a research-action approach, was structured as follows:

Exploring together

This program emerged from the initiative of the Catholic University of the West, along with several partner training centers wishing to implement the certification within their institutions, including the Chambers of Commerce of Le Mans Sarthe and Maine-et-Loire. We worked collectively to define the needs the program should address, considering both the expectations of local businesses and the realities of learners in each center.

Providing scientific insight

Drawing on research on the evolution of the HR function, professionalization processes, and the impact of digital transformations on work and careers, as well as analyzing local HR competency needs, allowed us to make more informed structural decisions. These inputs provided a framework for defining both the targeted competencies and the pedagogical orientations of the program.

Co-constructing with initiators, stakeholders, and users

With the support of an instructional design engineer from the university, we developed a training proposal that was then presented to all stakeholders. This co-construction phase allowed us to refine the program so that it aligned with the philosophy, constraints, and practices of each partner involved.

Measuring impact and effectiveness

The program was officially registered in the RNCP in May 2021 for a three-year period, with the first cohort starting in September 2021. As part of a continuous improvement approach, a steering committee was established, bringing together program managers, instructors, work-study supervisors, and students. This committee enables ongoing adjustments for each new cohort.

The certification has since been renewed for an additional three years. Since its launch, it has continued to expand across partner training centers and is regularly ranked among the top HR programs in the region.

Feedback

Benoît Raveleau, Vice-Rector for Academic Affairs

“This mission was highly successful and created a strong dynamic of co-construction. The work carried out clarified the positioning of the Bachelor’s degree in HR management and development and strengthened its pedagogical and professional coherence. Elodie’s expertise, natural leadership, and ability to mobilize stakeholders (teaching teams, institutional partners, economic actors) helped secure the RNCP engineering process and produce a robust competency framework aligned with France Compétences expectations. Beyond the certification itself, this mission provided a lasting structuring of the training offering, improved visibility for students and companies, and strengthened partnerships. It became a strategic lever for the development of the HR field within the institution.”

Why a research-based consulting approach was relevant for this mission

For this mission, leveraging research made it possible to go beyond a simple content update and to design a program truly aligned with the evolution of work and organizations. The analysis of the labor market, combined with scientific research on HR functions, enabled anticipation of future business needs and the structuring of a training pathway that is both robust, adaptable, and professionally oriented.

The results observed since the first cohort (in terms of satisfaction and employment rates) confirm the relevance of this approach. They demonstrate that a program built from real-world insights, informed by research, and co-constructed with institutional stakeholders is a powerful lever for sustainably professionalizing HR roles.