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Career and skills management hides a double HR and operational challenge. Rhôn'Telecom understood this and set itself a simple objective, that of revolutionizing current talent management processes while bringing together two worlds that are opaque to each other: operations management and human resources. It was necessary to respond to both business and human challenges: a real cup of tea for the Napta teams, which specialize in this.
For more than 10 years, the company has participated in connecting the telecommunications network in the Rhônes-Alpes and Ile-de-France regions. A job that requires daily exchanges with employees with varied skills, positioned on different projects and different sites. This is why monitoring everyone's projects, skills development and career development can be a real headache - especially if the company does not have the right tools. In 2020, Rhôn'Telecom's decision was unanimous: you need to be equipped to maintain optimal talent management, using a solution like Napta.
For a company of this size, redesigning the talent management process is a significant challenge that should not be taken lightly. Indeed, the latter consists of 3 objectives:
For Rhôn'Telecom to support its employees in their careers, the first step was to set up Napta, a digital solution that is unique and capable of centralizing all information (skills, career development wishes, job profiles, etc.). The second step was the creation of a new process, saving time for HR teams and autonomy for employees. Focus on this process:
The new process makes it possible to create a transparent, more efficient and satisfactory framework for all!
Rhôn'Telecom's 1150 employees expected a lot from this new process and the results were highly anticipated. They were more than satisfactory!
First success: the Napta and Rhôn'Telecom teams have set up an exhaustive repository of 3400 transversal and specific skills, so that each employee can build a complete and representative profile of their expertise.
In addition, the centralization and digitization of data in job descriptions allows all employees to access them in one click. They can position themselves on missions that interest them (aspirations, like missions...), while indicating their desire for their professional career.
But that's not all: with the creation of a tailor-made training catalog, adapted to the world of telephone telecommunications and accessible to all, employees have become the real actors in their skills development. The “Like” system makes it possible to strengthen collaboration between employees and HR, which offer acclaimed training programs.
By working in partnership with Napta, we have better understood the challenges of linking “skills” and “ways to increase skills” such as training. We had the opportunity to integrate the recurrent training courses provided over the past several years into our internal and external training plan in a simplified way. For the first time, we have thus created the Rhôn'Telecom training catalog.
With Napta, Rhôn'Telecom is taking a step forward by equipping itself with a solution that is easy to use and specialized in the management and career management of its talents. The methodology and support of the Napta team were decisive for the successful deployment of the solution and its interconnection with the Rhôn'Telecom Information System.
The simplicity and speed of implementing the Napta solution made it possible to reconnect 1,150 employees to their careers and their future within the company in no time. In addition, the new processes allow information to flow more easily. After only a few months of use, more than 80% of the teams became frequent users of the platform, very satisfied with the new talent management processes. Napta is a simple solution that makes life easier for operational managers and HR departments alike and has allowed employees to gain autonomy in their professional career.
