{"id":41028,"date":"2020-06-19T00:00:00","date_gmt":"2020-06-19T00:00:00","guid":{"rendered":"https:\/\/app-mbe-blog-prd.azurewebsites.net\/?p=41028"},"modified":"2026-01-22T14:46:50","modified_gmt":"2026-01-22T14:46:50","slug":"fonction-achat-comment-former-les-differentes-generations","status":"publish","type":"post","link":"https:\/\/www.manutan.be\/blog\/fr-be\/fonction-achat-comment-former-les-differentes-generations\/","title":{"rendered":"Fonction achat : comment former les diff\u00e9rentes g\u00e9n\u00e9rations ?"},"content":{"rendered":"
\n

A l\u2019heure de la r\u00e9volution digitale, d\u00e9velopper ses comp\u00e9tences professionnelles est d\u00e9sormais un incontournable pour tous les m\u00e9tiers. Et pour cause : pr\u00e8s de 42 % des comp\u00e9tences essentielles n\u00e9cessaires pour faire son travail devraient \u00e9voluer entre 2018 et 2022 \\[1\\]. Le chiffre est \u00e9quivoque. Dans son rapport intitul\u00e9 _\u00ab Procurement 2025: Equipping a multigenerational workforce with the skills for success in a digital environment \u00bb_, The Hackett Group fait le point sur la formation dans un contexte multig\u00e9n\u00e9rationnel\u2026<\/p>\n<\/div>\n

\n \"\"
\n <\/figure>\n
\n

Cinq g\u00e9n\u00e9rations r\u00e9unies au sein de la fonction achat<\/h2>\n

Pour la toute premi\u00e8re fois, cinq g\u00e9n\u00e9rations diff\u00e9rentes travaillent ensemble au sein de la fonction achat, mais aussi de toute l\u2019entreprise.<\/p>\n

On retrouve :<\/p>\n

    \n
  • \n

    Les traditionnalistes<\/b> (1928-1945 [2]) : ils sont peu nombreux, se montrent loyaux envers leur entreprise et appr\u00e9cient \u00eatre respect\u00e9s pour cela.<\/p>\n<\/li>\n

  • \n

    Les baby-boomers<\/b> (1946-1964 [2]) : leur carri\u00e8re \u00e9tant bien lanc\u00e9e, ils occupent souvent des postes de cadre. Ils sont loyaux, ambitieux et orient\u00e9s sur les r\u00e9sultats.<\/p>\n<\/li>\n

  • \n

    La g\u00e9n\u00e9ration X<\/b> (1965-1980 [2]) : ce sont eux qui ont amorc\u00e9 l\u2019id\u00e9e d\u2019un \u00e9quilibre entre la vie professionnelle et la vie priv\u00e9e. Ils sont \u00e9galement dot\u00e9s d\u2019un esprit ind\u00e9pendant, voire entrepreneurial.<\/p>\n<\/li>\n

  • \n

    La g\u00e9n\u00e9ration Y<\/b> aussi appel\u00e9e \u00ab Millenials \u00bb (1981-1996 [2]) : ils sont de plus en plus nombreux au sein des entreprises. Moins loyaux que leurs a\u00een\u00e9s, ils valorisent l\u2019apprentissage continu, la culture d\u2019entreprise et la collaboration.<\/p>\n<\/li>\n

  • \n

    La g\u00e9n\u00e9ration Z<\/b> (1997-2012 [2]) : ils arrivent tout juste sur le march\u00e9 du travail et suivent la tendance de leurs pr\u00e9d\u00e9cesseurs. Ils sont sensibles au sens de leur travail et souhaitent avoir des responsabilit\u00e9s.<\/p>\n<\/li>\n<\/ul>\n

    Chaque g\u00e9n\u00e9ration a ses propres talents mais aussi ses propres inqui\u00e9tudes : \u00eatre d\u00e9pass\u00e9 par la technologie, manquer d\u2019exp\u00e9rience, faire la diff\u00e9rence sur le march\u00e9 du travail, etc. Dans un environnement aussi incertain, tous, sans exception, veulent se former et ainsi \u00eatre mieux arm\u00e9s pour \u00e9voluer dans leur carri\u00e8re professionnelle.<\/b><\/p>\n

    Quelle type de formation pour quel besoin ?<\/h2>\n

    Selon le niveau de carri\u00e8re des collaborateurs et le type de comp\u00e9tences concern\u00e9es, diff\u00e9rentes m\u00e9thodes d\u2019apprentissage sont \u00e0 privil\u00e9gier.<\/p>\n

    Tandis que les personnes en d\u00e9but de carri\u00e8re seront plus \u00e0 l\u2019aise avec les techniques de formation en ligne, le mentorat ou le changement de poste, celles en milieu ou en fin de carri\u00e8re pr\u00e9f\u00e9reront des formations en pr\u00e9sentiel ou sur le terrain.<\/b><\/p>\n

    Cependant, certaines m\u00e9thodes sont davantage adapt\u00e9es selon le type de comp\u00e9tences \u00e0 d\u00e9velopper :<\/p>\n

      \n
    • \n

      Pour les comp\u00e9tences techniques (analytique, gestion des donn\u00e9es\u2026), les formations en pr\u00e9sentiel ou en ligne sont conseill\u00e9es.<\/p>\n<\/li>\n

    • \n

      Pour les comp\u00e9tences interpersonnelles et commerciales (influence, leadership, esprit critique\u2026), il vaut mieux miser sur les changements de poste ou les observations en situation.<\/p>\n<\/li>\n<\/ul>\n

      Enfin, l\u2019apprentissage sur le terrain et le mentorat sont des techniques qui semblent adapt\u00e9es pour d\u00e9velopper tout type de comp\u00e9tences !<\/p>\n

      Selon les diff\u00e9rentes g\u00e9n\u00e9rations qui composent votre \u00e9quipe achat et vos priorit\u00e9s en mati\u00e8re de formation, vous pouvez d\u00e9sormais orienter votre plan de formation en toute connaissance de cause !<\/b><\/p>\n

      [<\/i>1<\/i>]<\/i> World Economic Forum<\/i><\/p>\n

      [<\/i>2<\/i>]<\/i> Selon les diff\u00e9rentes \u00e9tudes qui existent, ces dates peuvent sensiblement \u00e9voluer<\/i><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

      A l\u2019heure de la r\u00e9volution digitale, d\u00e9velopper ses comp\u00e9tences professionnelles est d\u00e9sormais un incontournable pour tous les m\u00e9tiers. Et pour cause : pr\u00e8s de 42 % des comp\u00e9tences essentielles n\u00e9cessaires pour faire son travail devraient \u00e9voluer entre 2018 et 2022 \\[1\\]. Le chiffre est \u00e9quivoque. Dans son rapport intitul\u00e9 _\u00ab Procurement 2025: Equipping a multigenerational workforce with the skills for...<\/p>\n","protected":false},"author":2,"featured_media":26023,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[110],"tags":[205,213,2054,2056],"class_list":["post-41028","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-travailler-malin-et-efficacement","tag-departement-achat","tag-fonction-achat","tag-formation-fonction-achat","tag-generations-fonction-achat"],"aioseo_notices":[],"yoast_head":"\nFonction achat : comment former les diff\u00e9rentes g\u00e9n\u00e9rations ? - Manutan NV<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.manutan.be\/blog\/fr-be\/fonction-achat-comment-former-les-differentes-generations\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Fonction achat : comment former les diff\u00e9rentes g\u00e9n\u00e9rations ? - Manutan NV\" \/>\n<meta property=\"og:description\" content=\"A l\u2019heure de la r\u00e9volution digitale, d\u00e9velopper ses comp\u00e9tences professionnelles est d\u00e9sormais un incontournable pour tous les m\u00e9tiers. 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Et pour cause : pr\u00e8s de 42 % des comp\u00e9tences essentielles n\u00e9cessaires pour faire son travail devraient \u00e9voluer entre 2018 et 2022 [1]. Le chiffre est \u00e9quivoque. 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