In 2023, how to make employees an actor in their career?
.webp){kind=small}
Estelle
Content manager
March 4, 2021
6 min
.png)
In 2018, Napta was created with the aim of putting employees back at the center of their careers. Our main objective is to be able to provide our expertise in the face of 2 major trends observed in companies.
First of all, for some years now, we have noticed a real Agility race. Businesses want to develop agile methods to respond quickly to the needs of their customers and to be more reactive in mobilizing the right people. skills and thus carry out their projects more effectively.
Switch to agility and work in project mode.
This agility is based mainly on the skills that make up the company and therefore induces the second trend: War for talent. Each company has, internally, a certain number of strategic skills necessary for its activity and which it is therefore imperative to maintain. To do this, it is necessary to set up processes that make it possible to engage your employees, to make them evolve in your structure and to support them in their professional ambitions.
Listen and engage your employees.
These two challenges, which Napta has been responding to since its creation, were catalyzed by the health and economic situation of the past year. Since 2020, the global context and the persistent feeling of uncertainty in personal and professional life have put the motivation of teams to the test. This is why the commitment and retention of employees and their skills is becoming a key issue. In fact, 70% of HR directors even consider that building a strong and actionable skills base is the number 1 HR priority in their company (source: Gartner 2021 HR Priorities Survey).
In this article, discover the issues raised by these issues.
In 2023, two new trends emerged, induced by the health crisis and affecting all types of businesses.
With the appearance of generalized telework and on a large scale, companies realized that it was possible to overcome geographical barriers without impacting the performance of teams and, more generally, of the company itself. On the contrary, the Teleworking is becoming a real opportunity to implement agile methods within organizations. This new organization of work makes it possible to decompartmentalize the various departments that make up the company and to mobilize resources outside their original spectrum. Thus, the siloing of activity is more easily abandoned, in favor of a horizontal internal organization thanks to which information flows more freely. This type of operation allows all employees to be more reactive in their projects and in their daily tasks.
In personal life as well as in professional life, we are facing a great deal of uncertainty this year. This blurred horizon pushes us as individuals to seek meaning in our daily activities and forces us to live in the present. This search for meaning also involves professional life and your employees will, naturally, look for meaning in their work, be attentive to their development and progress. It is important to support them in this process and to provide them with the tools and elements necessary for their development. The results are visible and immediate, your employees are more motivated and you considerably reduce your turnover.
Develop your talents through real career paths.
Let's start with a simple observation: managers' awareness of agility - and therefore responsiveness - is correlated with the idea that a company grows thanks to its employees and the skills they have. Your employees are no longer considered only by their job description but also by all their skills. Just as you centralize everyone's positions and jobs, it is therefore essential to pool all the skills of your teams on a single platform in order to make them actionable. You will thus have a clear vision of the skills of your employees and the levels of expertise associated with them, and therefore all the keys in hand to make the best HR decisions. In short, to make your employees actors in their careers and promote agility in your structure, it is essential to pool your resources.
The pooling of resources is indeed an opportunity for companies to create real career path and to support the development of each of their employees individually. The latter provides the transparency necessary to put your employees back at the center of their careers and promote internal mobility.
That said, it is important to note that in order to pool your resources and consolidate actionable data, it is necessary to have reliable and centralized data in a tool that is both collaborative and transparent.
To have a clear vision of your organization and actionable data, your skills mapping must be dynamic and up to date in real time so that you and your team can use it effectively at all times. To make your skills map dynamic, you need to digitize the skills framework on which it is based, and thus make it accessible for all members of your structure. This repository is then fed for the data collected during 360° evaluations and feedback. Your map is thus constantly updated, automatically, following interviews. It is the first (capital) step towards greater agility.
Learn more about how digitizing annual evaluations can boost your business performance.
Your organization's competency framework is the basis of your HR policy, which is why it is important that it be stored on a single and collaborative tool, which centralizes all your HR processes. It will allow you to set up an individualized follow-up of your employees, to keep the skills map up to date and therefore, to guarantee access to reliable data.
Providing your teams with a dynamic competency map based on a comprehensive and up-to-date framework is an excellent start. But to go a step further and allow employees to be actors in their careers, they must also be given the opportunity to express their wishes and aspirations, i.e. to declare on the resource management software the skills on which they want to improve (and conversely, those on which they no longer wish to be mobilized).
Let's take a concrete example. One of our customers, who used Napta before the Covid-19 health crisis, then asked its managers to use the software to map the skills of their teams. Following the changes brought about by this exceptional situation, the client decided to give employees a hand on their profile so that they could themselves declare the skills they had and their aspirations (skills on which they wish to progress). This action represented a real Game Changer in the commitment of employees to their projects and in the company in general, moreover in the midst of a complex and uncertain period.
Putting the employee back at the center of project management: a word from our CEO.
In addition, the sharing of resources allows employees to project themselves and work on projects that are outside their backyard. It is therefore imperative to give them a view of the opportunities for development and mobility in the company. An effective way to achieve this ambition is to create job profiles for all the positions available in your company by combining the required skills and digitizing them. Thus, they are centralized and accessible by all members of your structure at any time. By browsing these job profiles, employees can perfectly visualize the positions they can apply for, according to their skills and aspirations. Based on this information, they can thus make requests for mobility and training necessary to reach the desired position and become proactive in their evolution within the company.
Once information on skills and aspirations is consolidated into a dynamic, centralized and reliable map, the next step is to rely on this data to be able to anticipate the company's activity over 6, 12, 24 months or more. This foresight allows you to no longer make blind HR decisions and to know exactly what skills you will need in the future. To do this, analyze the differences between your needs over the coming months, the number of employees with the given skill and the demand for this skill in the future. This is the whole challenge of setting up the Strategic Workforce Planning and GPEC policies.
Making employees actors in their careers: The case of Capgemini Invent.
You have now understood the importance of sharing your resources in a centralized and collaborative software. This allows employees to project themselves into their career and therefore to be motivated and committed to their company and their projects. To go further and support them in this process, it is useful to provide them with an effective operational tool that allows them to visualize future opportunities and projects. Give them the opportunity to indicate their interest in these in terms of the skills expected. In this way, your employees evolve and develop their skills in the field, in practice!
Need more explanations? Our co-founder Arnaud tells you on video 👇
Do you want to go deeper into the subject? We have lots of resources at your disposal to help you go further.
In addition to this subject, find our white paper “Staffing management: 4 processes deciphered”.
Also discover our guides, templates and checklists in the Resources tab.
See you soon at Napta!
To find out more about how Napta helps you with your problems of Staffing management And skills, ask talk with an expert.
.webp)
.png)
.webp)