Provisional management of jobs and skills: definition and guide

In a constantly evolving environment, companies are facing major challenges to adapt to technological, economic and social changes. The provisional management of jobs and skills (GPEC) is a strategic approach which makes it possible to anticipate the skills and workforce needs in order to support the objectives of the organization. This guide offers you a complete approach to set up an effective GPEC, using the right tools and involving your employees.

What is the provisional management of jobs and skills?

The GPEC is a management approach that aims to align human resources on the company's strategy. It consists in anticipating changes in jobs and skills to implement suitable actions. The objective is to reduce the differences between the current skills of employees and those required in the future, taking into account changes in the economic, technological and social environment.

The GPEC allows you to develop skills, manage professional mobility and adapt the workforce to future needs. It implies an implementation of action plans such as vocational training, internal recruitment, or even the reorganization of the organization of work.

What is the difference between GPEC and GEPP?

The GPEC (provisional management of jobs and skills) and the GEPP (management of jobs and professional careers) are two close concepts. The GEPP is an evolution of the GPEC, emphasizing the professional careers of employees. It incorporates a more individual dimension, considering the aspirations of employees and by promoting their professional development within the company.

The GEPP aims to build suitable routes, by offering personalized development plans and by encouraging internal mobility. Thus, it contributes to the management of careers and the loyalty of talents.

Is the GEPP compulsory?

According to the Labor Code, companies with more than 300 employees have a legal obligation to negotiate a GPEC agreement every three years. This agreement must define the procedures for implementing the process, the support measures for employees and the conditions for internal and external mobility. For companies with less than 300 employees, the GPEC is not compulsory, but it remains highly recommended to anticipate needs and optimize human resources.

What is the difference between budget management and forecast management?

Budget management concerns planning and control of the company's financial resources. It aims to optimize expenses and ensure the profitability of activities. The provisional management of jobs and skills, on the other hand, focuses on human resources. Its objective is to anticipate the needs for workforce and skills to support the organization's strategy.

The two approaches are complementary: good budget management makes it possible to finance the actions planned within the framework of the GPEC, such as training or recruitment.

How to assess business skills needs?

The evaluation of skills needs is a key step in the GPEC. Here are the main steps to get there:

• Analysis of the existing: make a diagnosis of current skills of your employees. Use job sheets and a skills benchmark to identify key skills.
• Identification of future needs: anticipate labor market developments, technological innovations and organizational changes. Define the skills that will be necessary in the future.
• Determination of differences: Compare current skills with those required in the future to identify the differences.
• Planning actions: develop a skills development plan, including training, mobility or internal recruitment actions.

Management tools such as a HRMS (human resources information system) can facilitate this approach by centralizing information and ensuring regular monitoring.

What are the HR tools for forecast management?

The success of the GPEC is based on the use of adapted HR tools. Here are the main ones:

• Skills repository: it details the skills required for each position and serves as a basis for the evaluation of employees.
• Cartography of jobs: it offers a global view of trades within the company, facilitating internal mobility and the development of professional careers.
• SIRH: This IT tool centralizes HR data, facilitates monitoring of skills, training and annual interviews.
• Training plan: it brings together vocational training actions to be implemented to develop the identified skills.
• Post sheets: They define the missions, responsibilities and skills required for each job.

A management tool can help you optimize your GPEC by integrating these different modules and facilitating decision -making.

How to support change with the GPEC?

The implementation of the GPEC often involves changes within the company. To succeed in this transition, it is essential to support change:

• Communication: Inform your employees about the challenges of the GPEC, the targeted objectives and the expected profits.
• Participation: involve employees in the process, collect their suggestions and promote a participatory approach.
• Training: Offer vocational training actions to develop the new skills necessary.
• Internal mobility: Encourage internal career developments to meet the needs of the company and the aspirations of employees.
• Personalized follow -up: set up regular interviews to support each employee in their professional career.

By adopting this approach, you will promote the involvement of your teams and create a social climate favorable to change.

The challenges of the GPEC for the company

The GPEC presents several major challenges for the company:

• Anticipation of changes: Faced with technological and economic developments, the GPEC allows you to anticipate and adapt quickly.
• Optimization of resources: By developing internal skills, the company reduces costs related to external recruitment and values ​​its human capital.
• Improvement of working conditions: by adapting the organization of work, the GPEC helps to improve the working conditions and the well-being of employees.
• Respect for labor law: GPEC helps comply with labor law and collective agreements in force.
• Reduction of recruitment difficulties: by anticipating needs, you avoid skills shortages on the job market.

GPEC tools to reduce recruitment difficulties

GPEC's approach incorporates tools to reduce recruitment difficulties:

• Talent management: Identify and develop internal talents to provide key positions.
• Internal recruitment: Promote internal mobility before resorting to external recruitment.
• Jobs analysis: Study the jobs in depth to adapt the profiles sought and the required skills.

The community dimension in the GPEC

The GPEC can also integrate a community dimension taking into account interactions with the professional branch and the territory:

• Partnerships: collaborate with local players, training centers and institutions to adapt your needs to the realities of the market.
• Social responsibility: engage in actions promoting employment and development of skills at the local level.

The role of human resources management in the GPEC

Human resources management is at the heart of the GPEC:

• Management approach: HRM is piloting the implementation of the GPEC, coordinates the actions and ensures follow -up.
• Skills management: She is responsible for the evaluation, development and enhancement of employee skills.
• Recruitment process: HRM optimizes the recruitment process by aligning the needs identified by the GPEC with the recruited profiles.

Forecast management of jobs and skills is an essential tool for companies wishing to anticipate developments and optimize their human resources.

By adopting a structured approach, by involving key players and using the right tools, you can take up the current and future challenges.

Remember to use innovative solutions to facilitate the implementation of your GPEC and improve skills monitoring.

To go further:

• Discover the best CRM to energize your customer relationships.