Introduction
Gestion Prévisionnelle des Emplois et des Compétences (GPEC) is a major strategic challenge for any company wishing to anticipate changes in its environment and remain competitive. Faced with the transformation of professions and the rapid evolution of skills, it is essential to adopt innovative HR strategies to anticipate skills needs and support employees' professional development. GPEC thus enables talent management to be aligned with the company's strategic objectives, while meeting the challenges of organizational performance, sustainability and adaptability.
The success of a GPEC project depends on a structured and adapted method, enabling each stage of the process to be planned and monitored effectively. It is therefore crucial to identify the specific issues at stake for each company, in order to implement relevant and sustainable actions. Today, 'GPEC' has become a key word in human resources management, illustrating the importance of this approach to the competitiveness and evolution of companies.
A company that manages its human resources effectively is better placed to face the challenges of the marketplace, in terms of competitiveness and profitability. It is in this context that GPEC (Gestion Prévisionnelle des Emplois et des Compétences (Job and Skills Planning)) is of the utmost importance. This ultimate guide aims to help you navigate the world of GPEC software, so that you can select the best tool for your company. We will discuss the specific challenges of skills management in the industry and the solutions that the right technology can provide.
The Borloo Law and the Rebsamen Law: the legal framework for GPEC and GEPP
Visit Borloo law marked a turning point by making it compulsory to negotiate on GPEC in some companies, putting forward-looking management at the heart of HR strategy. By strengthening the role of employeesthis law has given place new approach to anticipatory skills and career management jobs.
A few years later, the Rebsamen law to complete this system by integrating the PPIM (Gestion des Emplois et des Parcours Professionnels) in the negotiation obligations, confirming the importance of an approach to anticipate changes in the business. These successive reforms have made it possible to clarify terms and bring better balance between the needs of employees and strategic corporate objectives.
Today, companies need to articulate GPEC and the PPIM to build solid, long-lasting plans, taking into account the balance sheet existing practices and the involvement of people concerned. Visit Borloo law and the Rebsamen law are still essential references for structuring tools HR management.
Why is GPEC software essential?
The challenges of corporate skills management
| Adaptability to rapid change | In industry, the pace of technological change and innovation is breathtaking. Manual skills and talent management is no longer sufficient to keep pace. |
|---|---|
| Increasingly complex skills requirements | The move towards an Industry 4.0 means that competence is becoming central to human resource management. Technical skills, project management skills and even artificial intelligence skills are more important than ever. |
| Training and development follow-up | Without the right tools, it's difficult to track training needs, plan sessions and evaluate results, which can have a direct impact on productivity and quality. The diversity of activities to be tracked and planned makes monitoring even more complex. Developing employees' employability is also a key issue in skills management. |
The benefits of GPEC software
| Automation and efficiency | Automate time-consuming tasks, freeing HR and management to focus on more strategic tasks. |
|---|---|
| Strategic talent planning | Thanks to predictive analyses, companies can anticipate future needs in terms of skills and training. The software also facilitates the creation and monitoring of an HR action plan to close identified gaps. |
| Customization and flexibility | Modern job planning software can be adapted to the specific needs of your industry, offering tailor-made solutions. The integration of a skills repository enables talent management to be efficiently structured, and career paths to be aligned with corporate objectives. |
| Seamless integration | State-of-the-art GPEC software integrates easily with other HR and ERP systems, enabling better resource management. They also make it easy to update HR data, ensuring that information remains relevant and up-to-date. |
How to choose the best GPEC software
Key factors to consider
| Adaptability to the industrial sector | Make sure the software is designed with a thorough understanding of the industry's specific needs. |
|---|---|
| Full Features | Look for a tool that offers features that go beyond simple skills management, such as planning, training and work instructions. |
| Integration with other systems | The ability to integrate the software with other HR or ERP systems is crucial to effective HR management. |
| Analytics and Reporting | Good job planning software should offer analysis functions to track and measure the effectiveness of skills management initiatives. |
| Ease of use | An intuitive user interface can make all the difference to your staff's adoption of the software. |
| Support and Training | Make sure the supplier offers excellent customer support and training resources to help with system adoption. |
Indicators for monitoring the forward-looking management of jobs and skills and their implementation of a gpec
Measure the effectiveness of your GPEC approach
Forward-looking management of jobs and skills (GPEC) involves more than simply implementing tools and processes: it also implies rigorous monitoring and regular evaluation of the effectiveness of actions taken. For companies, it is essential to rely on relevant monitoring indicators in order to measure the achievement of set objectives, adjust strategy in line with the context, and anticipate changes in the job market. These indicators, which are key to steering the company, enable the GPEC approach to be objectified and areas for improvement to be quickly identified. By defining indicators tailored to their needs, companies can ensure that their job and skills management remains aligned with their overall strategy and the demands of their environment.
Examples of key indicators to be tracked and the implementation of a GPEC system
To ensure the success of the GPEC approach, it is advisable to monitor a number of performance indicators (KPIs) that reflect the reality of human resources and skills within the organization. Here are just a few examples of KPIs to integrate into your forward-looking jobs and skills management strategy:
- Item coverage rate This indicator measures the company's ability to fill strategic jobs internally, by mobilizing existing skills. A high rate reflects effective management of career paths and good anticipation of skills requirements.
- Staff turnover rate : Tracking staff turnover enables us to assess team stability and identify any imbalances in HR management. A controlled turnover rate is often the sign of a well-established GPEC approach and an attractive working environment.
- Skill level The regular assessment of employees' skills, compared with the company's current and future needs, is essential to ensure that available resources are in line with strategic objectives. It also helps to anticipate training needs.
- Training participation rate Professional training is a major lever for skills development and employability. A high participation rate testifies to an active skills management policy and a strong commitment on the part of employees to their professional development.
- Employee satisfaction Measuring employee satisfaction through surveys or interviews enables us to gather their perceptions of the work environment, skills recognition and development opportunities. A high level of satisfaction fosters commitment and talent retention.
By integrating these indicators into their GPEC approach, companies have concrete tools with which to steer their HR strategy, meet the demands of the job market and ensure the long-term viability of their organization. An effective GPEC approach is based on regular analysis of needs, ongoing adaptation of resources, and particular attention to skills development and workforce balance. Thanks to these indicators, it becomes possible to anticipate changes, build cross-functional solutions and guarantee a match between the company's objectives and employees' aspirations.
Best Practices with Mercateam for Industrial Skills Management
Maximizing operational efficiency on the factory floor
One of Mercateam's advantages lies in its ability to maximize operational efficiency. The software offers modules for skills management integrated directly into production processes, enabling a better match between available skills and operational needs. Thanks to better allocation of resourcesyou can reduce costs and increase productivity.
Testimonials from satisfied customers
"We centralizes all the teams' information, everyone speaks the same language and on a global scale. multisite "COMEX member
"I don't have to worry about keeping up with authorizations or skills Mercateam is sending me an email to let me know reminder several months before "QHSE manager in the aeronautics industry
"We put an end to Excel to manage our teams and for the first time we have data for pilot organization" - Plant manager
"I can easily and visually manage skills of all my teams and my versatility matrix is always up to date" - Production Manager
"We centralizes all the information teamseveryone speaks the same language language" - Improvement manager
"In 2 monthsI have reduced 30% the time allocated to schedule"Team leader
"From now on I do my schedule at 10 minutes "Team leader
In short, the choice of GPEC software should not be taken lightly. The factors and comparisons presented here will help you make an informed decision. For those operating in the industrial sector and looking to maximize operational efficiency, Mercateam stands out as the option of choice. Its comprehensive functionality, tailored to industry-specific needs, makes it the ideal tool for effective, integrated skills management.
GPEC Software: Comparison of Market Solutions
Why is Mercateam the number one choice for plant operational management?
Designed specifically for the industrial sector, Mercateam offers a holistic approach to skills management on the factory floor. With functionalities such as planning, training, work instructions and individual interviews, Mercateam enables seamless integration with ongoing operations, maximizing operational efficiency.
- Highlights :
- Created with and for manufacturers
- Wide range of functionalities integrated
- Excellent adaptability and integration with other systems
In short, if you're in the industrial sector and are looking for GPEC software that understands the specific challenges and opportunities of this field, Mercateam is the smart choice. Its comprehensive functionality and industry focus make it ideal for maximizing operational efficiency and skills management within the plant.
Foederis: An alternative for GPEC
Foederis offers a robust platform dedicated to skills and talent management. Its strengths include a user-friendly interface and analysis capabilities. However, Foederis is often perceived as a more generic solution, which may not be as well adapted to specific industry needs.
- Highlights :
- Wide range of functions
- User-friendly interface
- Weak points :
- Less focused on specific industrial needs
- Can be costly for small and medium-sized businesses
Kelio: Another option to consider
Kelio stands out for its modularity and flexibility, enabling companies to choose the features that are most useful to them. However, like Foederis, Kelio lacks a focus on the particular needs and challenges of the industrial sector, which can be a disadvantage for companies in this field.
Highlights :
- Highly flexible and modular
- Good talent management
Weak point :
- Lack of specialization in the industrial sector
Conclusion
Ultimately, choosing the right GPEC software depends on many factors, including the specific needs of your business, the sector in which you operate and the long-term objectives you have for skills and talent management.
For companies in the industrial sector, needs are often more nested, requiring a solution that can be easily integrated into current operations while providing robust functionality for skills management. In this context, Mercateam clearly stands out as an optimal solution. Not only is it designed with a focus on industrial needs, it also offers a range of features that go beyond the simple skills managementincluding planningthe training and even working instructions.
