Forward planning of skills and workforce (French GPEC)
To remain competitive, companies must be able to identify the skills they have, those they need to develop and the skills they lack and need to acquire to secure their growth. This key exercise, known as GPEC in France, requires expertise, resources and availability.
French labour legislation encourages the conclusion of GPEC agreements, which can meet various objectives, including:
- Mitigate job losses in a context of restructuring
- Anticipate future skills needs
- Develop skills and professional mobility
- Facilitate skills transfer
- Address recruitment challenges or overstaffing situations
- Manage consequences of technological and economic changes
- Optimise workforce management and planning
- Maintain your competitive advantage
We have developed a structured method and practical tools to assist you with implementing an effective GPEC.
Don’t hesitate to contact us, we can provide assistance at any or all stages of the process.
Some GPEC tools
Under the French Labour Code, companies are required to conduct professional interviews with employees.
Professional interviews are different from annual appraisals which objective is to assess individual performance. The main objective of professional interviews is to discuss employees’ development opportunities and assess qualification and training needs.
We have developed a package including guidelines, checklists, information notes, interview templates and PowerPoint presentations for employees and managers. This package is available in English and in French: Get in touch
- They’re the first step of a recruitment process, to define clearly what is expected from the role and attract suitable candidates
- They clarify roles and responsibilities and therefore facilitate induction and performance
- They support the definition of skills needs and facilitate workforce planning
- They help HR assessing where jobs fall within any existing pay structure
- They help identifying and staying compliant with positions’ regulatory requirements
However, jobs change very quickly and jobs descriptions are outdated before being finalised.
In addition, companies need flexible job descriptions to reflect the fact that people with the same job title may be doing different jobs.
This is why we’ve developed a partnership with Jobdesign, an automated solution which helps producing permanently up-to-date and flexible job descriptions, ready for use in daily people management.