Turn experts' experience into on-the-job training resources, for faster industrial onboarding and teams that become autonomous sooner.
Human resources
Speed up the transfer of field skills
Le Beau Geste complements HR frameworks by capturing what is actually learned in the field: trade-skills, decisions, reflexes. This know-how becomes material for onboarding, on-the-job training and expertise transfer — not only a response to departures.
Role of know-how
Train faster without monopolising the experts
Every newcomer, every move or every gap too often means calling on the same referents. Le Beau Geste captures their experience once — trade-skills, micro-decisions, criteria — and turns it into reusable on-the-job training resources. Experts validate and stay available for support, not to repeat the same walkthrough.
Use cases
HR levers to transfer experience
Industrial onboarding, on-the-job training, expertise handover: Le Beau Geste turns field experience into steerable HR pathways, without monopolising the experts.
Prepare for departures
Secure the handover when an expert leaves a role, whatever the reason.
With the manager, identify the critical operations, capture the experience in Le Beau Geste and organise the transfer to the successor — mobility, retirement or turnover.
Speed up onboarding
Reduce the time to autonomy of newcomers in an industrial environment.
Prepare them with on-the-job training resources from real situations, then complete with field support.
Measure the rise in autonomy
Track take-up of know-how, not only time spent in training.
Time to autonomy, consultations, skills assessments, fewer repeated requests: indicators that link transfer to observable HR results.
Manage critical skills
Link declared skills and field reality.
Cross your frameworks with the know-how observed in Le Beau Geste, identify coverage gaps and plan transfers by population.
Value the experts
Recognise those who hold the experience.
Give experts a role in formalising, validating and transferring the company's asset base.
FAQ
Frequently asked questions — Human resources
You do not start from a theoretical map. It is enough to ask your field managers about the risk and note simple indicators: announced departures, expertise held by a single person, operations that are hard to replace, recurring errors or upskilling that takes too long, ...
No need to block an expert for several days — quite the opposite. The simplest approach is to start from a first real work situation, film what they do, then complete it with a few targeted questions on the trade-skills, decisions or watch-outs that deserve explaining.
Start with the moments when newcomers need the most help: taking up a role, a critical trade-skill, quality control, a recurring incident. Content can then be integrated into an existing pathway or used directly as field support. Le Beau Geste also lets you export your content in SCORM 1.2 format and expose it offline.
The simplest approach is to frame from the outset who can be filmed, for what use and for how long. A clear rule, validated with the people concerned and your HR or legal teams, avoids most difficulties later. Our team and specialised partners support you in putting in place the methods and good practices to start using Le Beau Geste
Choose a few simple indicators before you begin: number of calls on the expert, time needed to become autonomous, error frequency or need for support. You will then quickly see whether transfer produces a concrete effect.
Go further
Continue with the transfer of what has been acquired, diagnose your critical skills or see the topic from Production.
Choose a critical trade to transfer
A first framing can cover a trade, a population or an integration pathway — not only an identified departure.