Employment and Skills Forecasting Management (GPEC)

Extract

[...] - Evaluation Interview : This tool aims to evaluate the skills of employees, identify professional development needs, and adjust HR policy in the medium term. It involves several steps such as preparing the interview, welcoming the employee, assessing performance, explaining the results, evaluating skills, mutual commitment on objectives to be achieved, and concluding the interview. It is used as a central tool of the GPEC to evaluate the skills acquired, promote the professional development of employees, prepare the training plan, and manage the potentials. [...]

[...] The lack of resources can be overcome by investing in the necessary tools, technologies, and skills to successfully implement GPEC. These tools can take the form of training for personnel or the acquisition of specialized software and the allocation of dedicated budgets. To address the complexity of GPEC processes, it is essential to simplify procedures and tools. This can be achieved by using standardized models, providing clear guidelines, and offering adequate training to the personnel involved. Strong leadership is also essential to overcome obstacles. [...]

[...] It also promotes the transmission of intergenerational knowledge and skills. - Resolving the difficulties of social dialogue: By involving employee representatives in the GPEC process, the company can promote constructive social dialogue and prevent conflicts related to employment and skills decisions. - Developing the professional mobility of employees: The GPEC encourages internal mobility by identifying career advancement opportunities within the company and accompanying employees in their professional development. It thus promotes the retention of key skills and the loyalty of talents. [...]

[...] - Control : It is crucial to regularly monitor and evaluate the progress made in relation to the objectives set. This allows for the identification of any potential deviations or obstacles and to adjust the actions accordingly to maintain the course towards the company's strategic objectives. The difficulties encountered: Several challenges can arise during the implementation of GPEC: - Resistance to change : Certain employees may be hesitant about the idea of changes in their responsibilities or career prospects, which can complicate the implementation of new policies or procedures related to GPEC. [...]

[...] Challenges encountered during the implementation of a GPEC policy: The GPEC approach: The Gestion Prévisionnelle des Emplois et des Compétences (GPEC) approach is based on four fundamental pillars, each contributing to the overall efficiency of the process : - Definition of Objectives : First and foremost, it is essential to clearly define the company's medium- and long-term objectives. This can include growth objectives, expansion into new markets, or development of new products or services. - HR Diagnosis : It is essential to evaluate the current human resources situation of the company. This involves closely examining the available skills, the strengths and weaknesses of the team, as well as the needs for skill development. - Action Plan : Once the diagnosis is established, it is time to implement an action plan. [...]