Gestion prévisionnelle
des emplois et compétences: définition et
guide stratégique

In a constantly changing environment, companies face major challenges in adapting to technological, economic and social change. GPEC (Gestion Prévisionnelle des Emplois et Compétences) is a strategic approach to anticipating skills and staffing needs, in order to support the organization's objectives. This guide offers you a comprehensive approach to setting up an effective GPEC, using the right tools and involving your employees.

What is forward-looking management of jobs and skills?

GPEC is a management approach designed to align human resources with corporate strategy. It involves anticipating changes in jobs and skills, and implementing appropriate actions. The aim is to reduce the gap between employees' current skills and those required in the future, taking into account changes in the economic, technological and social environment.

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

What's the difference between GPEC and GEPP?

GPEC (Gestion Prévisionnelle des Emplois et Compétences) and GEPP (Gestion des Emplois et des Parcours Professionnels) are two closely related concepts. GEPP is an evolution of GPEC, focusing on employees' career paths. It integrates a more individual dimension, taking into account employees' aspirations and promoting their professional development within the company.

The GEPP aims to build adapted career paths, by proposing personalized development plans and encouraging internal mobility. In this way, it contributes to career management and talent retention.

Is PPIM compulsory?

Under the French Labor Code, companies with over 300 employees are legally obliged to negotiate a GPEC agreement every three years. This agreement must define how the process is to be implemented, the measures to be taken to support employees, and the conditions for internal and external mobility. For companies with fewer than 300 employees, GPEC is not mandatory, but it is strongly recommended to anticipate needs and optimize human resources.

What's the difference between budget management and forecast management?

Budget management involves the planning and control of a company's financial resources. It aims to optimize expenditure and ensure the profitability of activities. Forward-looking management of jobs and skills, on the other hand, focuses on human resources. Its aim is to anticipate staffing and skills requirements to support the organization's strategy.

The two approaches complement each other: good budget management enables us to finance the actions planned as part of GPEC, such as training or recruitment.

How do you assess your company's skills needs?

Assessing skills needs is a key stage in the GPEC process. Here are the main steps involved:

• Analysis of existing skills : Carry out a diagnosis of your employees' current skills. Use job descriptions and a skills repository to identify key skills.
• Identify future needs: Anticipate changes in the job market, technological innovations and organizational changes. Define the skills that will be needed in the future.
• Identify gaps: Compare current skills with those required in the future to identify gaps.
• Action planning: Draw up a skills development plan, including training, mobility and internal recruitment initiatives.

Management tools such as an HRIS (Human Resources Information System) can facilitate this process by centralizing information and ensuring regular monitoring.

What HR tools are available for forward planning?

The success of GPEC depends on the use of appropriate HR tools. Here are the main ones:

• Skills repository: details the skills required for each position, and serves as a basis for employee appraisal.
• Job mapping: This provides a global view of jobs within the company, facilitating internal mobility and the development of career paths.
• HRIS: This IT tool centralizes HR data, facilitating the monitoring of skills, training and annual appraisals.
• Training plan: This groups together the professional training actions to be implemented to develop the skills identified.
• Job descriptions: These define the tasks, 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 can GPEC support change?

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

• Communication: Inform your employees about the challenges of GPEC, the objectives and the expected benefits.
• Participation: Involve employees in the process, gather their suggestions and encourage a participative approach.
• Training: Offer professional training to develop new skills.
• Internal mobility: Encourage internal career development to meet company needs and employee aspirations.
• Personalized follow-up: Set up regular interviews to support each employee in his or her career development.

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

The challenges of GPEC for the company

GPEC presents several major challenges for the company:

• Anticipating change: in the face of technological and economic change, GPEC enables us to anticipate and adapt rapidly.
• Optimization of resources: by developing skills internally, the company reduces the cost of external recruitment and enhances the value of its human capital.
• Improving working conditions: By adapting work organization, GPEC helps to improve working conditions and employee well-being.
• Compliance with labor law: GPEC enables us to comply with labor law and collective agreements in force.
• Reduce recruitment difficulties: By anticipating needs, you avoid skills shortages on the job market.

GPEC tools to reduce recruitment difficulties

The GPEC approach integrates tools to reduce recruitment difficulties:

• Talent management: Identify and develop internal talent to fill key positions.
• Internal recruitment: Encourage internal mobility before resorting to external recruitment.
• Job analysis: Take an in-depth look at jobs to adapt the profiles sought and the skills required.

The community dimension in GPEC

GPEC can also incorporate a community dimension, taking into account interactions with the professional sector and the local area:

• Partnerships: Collaborate with local players, training centers and institutions to adapt your needs to market realities.
• Social responsibility: Get involved in initiatives to promote local employment and skills development.

The role of human resources management in GPEC

Human resources management is at the heart of GPEC:

• Management approach: HRM steers the implementation of GPEC, coordinates actions and ensures follow-up.
• Skills management: Responsible for the assessment, development and enhancement of employee skills.
• Recruitment process: HRM optimizes the recruitment process by matching the needs identified by GPEC with the profiles recruited.

Forward-looking management of jobs and skills is an essential tool for companies wishing to anticipate change and optimize their human resources.

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

Consider using innovative solutions to facilitate the implementation of your GPEC and improve skills tracking.

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