PPIM: Strategic Tool for Operational Management in the Industrial Sector

Introduction

The curtain rises on GEPP: A revolution in industrial management

Gestion des Emplois et des Parcours Professionnels (GEPP) is not just a concept or a legal obligation; it's a revolution in the way industrial companies view and manage their human capital. GEPP gestion des emplois is an evolution of GPEC, introduced by the 2017 Macron ordinances, with a focus on more dynamic management of jobs and career paths.

The Borloo law marked a legislative turning point by introducing specific obligations for GPEC and formalizing the framework for GEPP in France. It is essential to clearly define the terms used in GPEC to ensure a shared understanding and precise analysis of needs in terms of skills, jobs and human resources.

In a world where skills are evolving at lightning speed and technologies are redefining professions, the GEPP is a strategic compass, guiding companies towards anticipative and proactive management of their skills. human resources. It embodies a dynamic vision, focused on constantly adapting skills to emerging challenges, promoting rewarding career paths and aligning individual ambitions with the company's strategic objectives.

It's a harmonious dance between staff development and industrial performance, precisely orchestrated for a symphony of productivity and innovation.

Section 1: Understanding PPIM

From GPEC to GEPP: Evolution or Revolution?

The transition from Gestion Prévisionnelle des Emplois et des Compétences (GPEC) to GEPP is more than just a change in terminology. The evolution of the term reflects a desire to adapt the management of jobs and career paths to new economic and social challenges. The GEPP is now compulsory for companies with over 300 employees, in accordance with current legislation. In these companies, GEPP agreements must be negotiated every three years, underlining the strategic importance of these agreements for human resources management. It marks a substantial evolution in human resources management, moving from an often reactive and limited approach to a global, integrative and anticipatory strategy. But is it an evolution or a real revolution? That's a matter of perspective, but one thing is certain: PPEM redefines standards and places people at the heart of industrial strategy.

What is GEPP?

GEPP, or Gestion des Emplois et des Parcours Professionnels, is a strategic framework that enables companies to map, develop and manage their workforce. optimize skills and careers of their employees in line with the evolving needs of the organization and the market.

Regional and sectoral approaches linked to the GEPP play a key role in supporting economic players, particularly through their integration into digital tools to enhance employability.

Precise mapping of jobs and skills is essential to anticipate future human resources needs and adapt talent management.

It goes beyond simple workforce planning to become a driver of continuous professional development, organizational agility and competitiveness. In short, PPIM is not just a management method; it's a philosophy that puts professional fulfillment and corporate performance on the same upward trajectory.

Clear PPIM objectives: talent management and skills development

GEPP is driven by a number of strategic objectives, all converging on a central focus: operational and human excellence. Here are some of its key objectives:

1. Anticipating future needs : It enables companies to anticipate changes in the skills and professions they need to remain competitive, thanks to active monitoring and strategic planning.
2. Career Development Career development: It encourages the development of personalized career plans, aligning individual aspirations with opportunities within the company, for a motivated, high-performance workforce.
3. Optimizing Talent Management By precisely identifying existing skills and those to be developed, the PPIM enables more refined and strategic talent management.
4. Continuous Improvement A culture of continuous improvement, in which every employee is an agent of change and innovation, thanks to ongoing training and opportunities for personal and professional development.

By rolling out the red carpet for GEPP, industrial companies are not only making a strategic choice; they are adopting a new way of thinking about growth, in which every employee is an essential link in the chain of progress. GEPP is much more than a revolution; it's an invitation to rethink the future of work and production in perfect harmony between the human and the industrial.

GEPP is driven by a number of strategic objectives, all converging on a central focus: operational and human excellence. Here are some of its key objectives:

1. Anticipating future needs : It enables companies to anticipate changes in the skills and professions they need to remain competitive, thanks to active monitoring and strategic planning.
2. Career Development Career development: It encourages the development of personalized career plans, aligning individual aspirations with opportunities within the company, for a motivated, high-performance workforce.
3. Optimizing Talent Management By precisely identifying existing skills and those to be developed, the PPIM enables more refined and strategic talent management.
4. Continuous Improvement A culture of continuous improvement, in which every employee is an agent of change and innovation, thanks to ongoing training and opportunities for personal and professional development.

Drawing up a skills development plan is therefore essential for structuring training initiatives and supporting employees in alignment with the organization's overall strategy. Without this foresight, the company risks finding itself in a situation where skills gaps hinder its growth and compromise its future development.

By rolling out the red carpet for GEPP, industrial companies are not only making a strategic choice; they are adopting a new way of thinking about growth, in which every employee is an essential link in the chain of progress. GEPP is much more than a revolution; it's an invitation to rethink the future of work and production in perfect harmony between the human and the industrial.

Section 2: Implementation of GEPP job management

Key steps to a successful PPIM

Implementing a successful PPIM is a structured journey that requires a methodical and strategic approach. A structured approach is essential from the outset, to ensure effective planning and optimal mobilization of resources. The success of PPIM also depends on an agile and responsive organization, capable of anticipating skills needs and adjusting to market changes. Here are the key steps to success.

Identify needs and analyze gaps

How do you carry out an in-depth analysis?

Data Collection The first step is to gather detailed data on current employee skills, team structures, existing technologies and work processes. Precisely identifying the need for resources and skills is essential to adapting strategic planning. This often involves interviews, surveys and analysis of internal documents such as job descriptions and past performance.

Analysis of industry trends : Understanding market developments, technological trends and economic forecasts is crucial to determining where the industry is heading and what skills will be in demand. As part of this analysis, it is important to map each skill in order to anticipate future needs and guide HR actions.

Evaluation of Variances The key: Compare the current state of skills, technologies and processes with those required to achieve future goals. This involves identifying skills gaps, training needs, process improvement opportunities and technologies to adopt. Ask yourself the right questions to clarify the issues and optimize the gap analysis.

Define and deploy an effective action plan

How to translate analysis into concrete action?

1. Setting strategic objectives Set clear, measurable, achievable, relevant and time-bound objectives (SMART) based on gap analysis. These objectives must align individual and organizational development needs with the company's overall strategy.
2. Training Strategy Development Create training and development programs to close identified skills gaps. Drawing up a skills development plan is essential to effectively address these gaps and support employees as they progress. This can include in-house training, partnerships with training institutes or continuing education initiatives.
3. Implementation and follow-up Roll out the action plan and ensure that it is monitored and adjusted according to results and feedback. This may involve setting up systems to monitor performance and evaluate progress on a regular basis.
4. In this way, the GEPP enhances the employability of employees by reinforcing their versatility and their ability to adapt to changes in the job market. It is also a concrete response to employees' expectations in terms of professional development and commitment.

Section 3: Tools and methodologies

Les Bâtisseurs de la GEPP : Tools and Methodologies

To build a robust and responsive PPIM, it's essential to rely on the right tools and methodologies. These builders offer the necessary support for smooth and efficient implementation. It is important to adapt these tools and approaches to the specificities of different sectors, as each industry presents particular needs and challenges. What's more, the use of these tools within the company optimizes internal skills management and enhances the career development of employees.

Find out more about skills management at Mercateam from an expert

From organization chart to age pyramid

Strategic use of HR tools

1. Organization chart The organization chart is crucial to understanding organizational structure and hierarchical relationships. It visualizes roles, responsibilities and interdependencies within the company.
2. Age pyramid : This tool helps to anticipate succession and recruitment needs by visualizing the age distribution within the company. This makes it possible to plan ahead for retirements and identify areas where knowledge transfer is crucial.
3. Job descriptions and skill sets They define the skills and responsibilities associated with each position, enabling a precise assessment of training and development needs.

Lean Manufacturing and Six Sigma

Understanding their role in PPIM

1. Lean Manufacturing Lean: This methodology aims to reduce waste and optimize production processes for maximum efficiency. As part of GEPP, Lean helps create a more agile and responsive work environment, capable of adapting quickly to change.
2. Six Sigma Six Sigma is a systematic approach to improving quality and reducing process variability. It complements PPIM by providing methods for measuring, analyzing, improving and controlling work processes, ensuring that improvements in skills and processes translate into improved performance and higher quality.

By navigating through these steps and leveraging these tools, companies can transform PPIM from a strategic concept into a tangible competitive advantage, ensuring sustained growth and optimum performance in the industrial sector.

Section 4: PPIM benefits and implementation

The multiple benefits of PPIM for businesses

Far from being just another legal obligation or HR initiative, PPIM offers a range of benefits for employees and employers alike, transforming management practices into a win-win strategy.

The benefits of PPIM lie in its ability to anticipate skills needs, improve organizational performance and increase employee satisfaction, for both the company and its employees.

For employees: Paths to professional fulfillment

1. Skills Development GEPP fosters a culture of continuous training and learning, enabling employees to develop and remain competitive.
2. Customized courses By identifying the aspirations and skills of each employee, PPIM helps to map out personalized career paths, thereby increasing commitment and job satisfaction.
3. Job security By preparing themselves for changes in the market, employees become more versatile and adaptable, securing their position and future within the company.

For the employer: A step towards optimal management

1. Resource Optimization PPIM enables a more strategic allocation of human resources, aligning available skills with business needs.
2. Productivity improvement The key to success: By having well-trained and motivated employees, operational efficiency is improved, leading to increased productivity and quality of work.
3. Talent Attraction and Retention A company that invests in PPIM shows its commitment to its employees, attracting quality talent and reducing turnover.

From diagnosis to action plan: the path to successful implementation

1. Needs and Resources Assessment : It all starts with a thorough understanding of the company's current and future needs, as well as the available resources.
2. Development of the GEPP Plan Assessment: On the basis of this assessment, an action plan is drawn up, defining objectives, training strategies, career paths and necessary investments.
3. Implementation and Change Management Implementing the plan often requires organizational and cultural change, which must be carefully managed to ensure buy-in from all stakeholders.

Measuring for progress : The importance of follow-up

1. Performance Indicators Define key indicators to measure the effectiveness of the PPIM and monitor progress.
2. Regular Evaluations Implement continuous evaluation mechanisms to adjust the plan according to the results obtained and feedback received.
3. Continuous Improvement PPIM is not a static process; it requires constant re-evaluation and adaptation to keep pace with changes in the company and the market.

Section 5: Internal Mobility: An Accelerator of Industrial Performance

Why is internal mobility crucial in industry?

In a constantly evolving industrial sector, internal mobility is an essential pillar of job and career management. It enables companies to quickly adjust their human resources to market needs, while optimizing job and skills management.

Thanks to internal mobility, employees can be reassigned where their know-how is most needed, thus boosting the organization's responsiveness and competitiveness. This strategic lever also contributes to the development of employees' skills, offering them new prospects for advancement and enriching their career paths. By facilitating internal mobility, companies are able to reduce staff turnover, retain their talents and ensure a better match between operational needs and individual aspirations - key factors in industrial success.

Tools and best practices to promote internal mobility

The key to effective internal mobility lies in the use of appropriate tools and structured processes. The first step is to set up a career management system that maps the skills, experience and ambitions of each employee. This personalized follow-up makes it easier to identify mobility opportunities and anticipate skills needs. In addition, offering targeted training and tailor-made development plans enables employees to acquire the skills they need to progress within the company. An internal mobility process that is transparent, fair and accessible to all employees is also essential: it must offer personalized advice, HR support and clear communication on the positions available and the associated benefits. Finally, encouraging internal mobility also means rewarding successes and recognizing career paths, thus strengthening the commitment and motivation of teams.

Impact on loyalty, agility and competitiveness

Implementing a dynamic internal mobility policy has a major positive impact on the loyalty, agility and competitiveness of industrial companies. By offering their employees concrete development prospects and a variety of career paths, organizations boost the satisfaction and commitment of their teams, thereby limiting staff turnover. The ability to develop talent internally also enables them to respond rapidly to market changes and adapt their workforce to new industrial challenges, thereby enhancing organizational agility. Finally, internal mobility helps build high-performance teams capable of meeting the challenges of Industry 4.0 and ensuring the company's long-term future in a constantly changing labor market. Adopting a proactive approach to internal mobility means investing in your organization's performance, competitiveness and future.

Section 6: Case studies and feedback

PPIM with Mercateam: Case studies and testimonials

To illustrate the tangible impact of GEPP, what better way than to take a dive? in real-life case studies and company testimonials who have embraced this approach.

Conclusion

PPIM: An essential strategic lever for the future

PPEM is much more than a management approach; it's a comprehensive strategy that prepares companies and their employees to thrive in an ever-changing world. By adopting a holistic and proactive approach to job and career management, companies not only respond to current challenges, but also position themselves to seize future opportunities.

Summary of key points

• PPIM is a strategic approach to optimal human resources management.
• It offers multiple benefits for employees and employers, fostering professional fulfillment and operational excellence.
• Successful implementation requires a methodical approach, rigorous monitoring and a culture of continuous improvement.