5 steps to set up an optimal GPEC

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La GPEC, for Predictive Management of Jobs and Skills, is a framework applied in the world of Human Resources, but not only that! It is above all a approach that tends to align the current and future needs of the company. Not an easy task, when you have never done it... And even less to set it up. Inevitable for any company in a phase of evolution, we present its implementation in 5 steps, no more and no less.

Business diagnosis: skills mapping

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The very first step in your GPEC is to diagnose the company. Bring together the heads of the various departments, managers and employees who have been involved in the company for a long time. They are the ones who have vital information on skills available in businesses and necessary for growth.

With them, all you have to do is build a Skills list expected of all your current or future collaborators. This list is also known as competency framework. To clarify your expectations, it is best to opt for a collaborative tool, which provides information for each employee:

• Ses skills : the perceived training (school, bac level and +, etc.), the level of skills mobilized for each position, etc.
• Ses aspirations : his desires in terms of skills development, the sector of activity he is interested in, the type of job he is aiming for or the employees with whom he would like to work again, etc.
• Ses career developments, who can be accompanied by training if necessary, to help him reach his goals.

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Your skills mapping Take a clear and accurate picture of your business. All that remains is to list jobs, staff and the current organization.

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Good to know

To better succeed in this first part of your GPEC, we encourage you to use the funnel method. This consists in starting your diagnosis with the company's entry point: budget, employment, resources. All you have to do is develop your strategy according to these three axes. Use your skills mapping to match the aspirations, training and development wishes of your employees. Remember to always manage the various departments and to give a common goal to the company, so that each collaborator feels integrated into the project.

Create a logical and focused organization

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Once your diagnosis is made, you need to use it wisely to make the right decisions. What do you know about jobs and skills to come ? What are the objectives in the short and long term? It is best to add a few more criteria to your organization. To guide you, always keep in mind during your project :

• Your budget per project :

By mission, by profile sought, etc. Verify that you are still recipient when recruiting, developing training, etc. The company's turnover must be impacted by positive way of every decision you make.

• By skills :

Recruited employees must have Hard Skills to be selected. When creating a job description, or if you go through a Staffing tool, consult a common frame of reference.

• By profile :

The number of years or experience requested, the type of company your employee has already worked with, etc. It is also possible to find collaborators with different aspirations. For example, some may expressly indicate their desire to work in a specific sector or company. This type of motivation can be a significant selection criterion. Unlike a collaborator with a little more experience, he will develop the missing skills much more quickly to finalize the project. Your GPEC project should always maintaining a human dimension to be efficient.

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