The Job Skills Framework Approach
Optimise your language training investment by starting from what truly matters: the skills expected for each role.
The problem we solve
Most companies invest in language training without knowing precisely what they're aiming for. The result: scattered budgets, generic courses, and no way to measure return on investment.
The job skills framework approach reverses the logic. We start by defining what each key role requires in terms of linguistic, language and communication skills. Only then do we measure, prioritise, and invest where impact is greatest.
The entry point: your skills framework
We build with you a shared reference framework used by employees, managers, HR and training providers. This framework spells out the linguistic expectations for each key role in your international organisation.
Job analysis
Missions, internal and external contacts, tasks, work domains, mission environment
Task analysis
What must the employee do? In which language? At what performance level?
Required skills
Minimum language level per role, specific communication skills required
Our methodology
How we build your framework
Key role identification
Interviews with line managers and HR to identify key roles and their linguistic, language and communication requirements.
Skills matrix
Development, testing and validation of a skills matrix specific to your company, aligned with the CEFR and your operational realities.
Shared standards
Providing all stakeholders with a common reference framework, facilitating communication between operations and HR, particularly for international mobility.
Potential measurement
Recognised passive skills test + oral audit to measure real communication ability. Short testing campaign for an accurate snapshot of your linguistic capital.
Results observed in companies
86%
of tested population at or near target
14%
in real difficulty in international settings
3 yrs
to bring all managers to target level
B2
required level for manager promotion
The key question
What is the gap between the level you expect and the actual level of your employees?
Data from a real diagnostic in an industrial mid-cap
Action plan
Focus investment where impact is greatest
Focus on high-stakes people, those who are key and must be operational internationally. Prioritise those closest to the target.
Measure the gap between target and reality
Passive skills test + oral audit = an accurate snapshot of your linguistic capital. You know exactly who is at target, who is close, and who is struggling.
Prioritise high-stakes employees
Year 1: targeted investment in B2-level profiles, closest to target. They reach operational level quickly. The rest benefit from guided self-study in the meantime.
Expand and maintain
Year 2: reinforced support for the remaining population. Employees already at target switch to maintenance mode. Strong management involvement and learner commitment agreements.
Measure return on investment
New measurement campaign to quantify individual and global progress. The initial gap serves as baseline, the framework as compass. You can prove the impact of every euro invested.
This approach is right for you if
- You have employees working internationally or in frequent contact with foreign counterparts
- You are preparing international mobility or expanding into a new country
- You want to rationalise your language training budgets with hard data
- You require a minimum language level for certain roles (management, sales, technical)
- You need to measure the return on investment of your training programmes
Within 6 months, we brought 86% of our managers above the B2 threshold. The framework allowed us to concentrate 70% of the budget on the 30% of employees who needed it most.
FAQ
Everything you need to know
Ready to map your linguistic capital?
A free, no-commitment initial diagnostic