Description

This training program offers a quick opportunity to learn the philosophy of GEPP (Gestion des Emplois et des Parcours Professionnels, formerly GPEC), transforming it into a real instrument for managing and promoting human resources.

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Participants in this training acquire all the skills and resources essential to identify and cultivate the necessary talents and skills, in order to respond to strategic challenges and prepare for the future in the best possible conditions.

Who is this training for ?

For whom ?

• Responsible for HR development, RRH, training manager, responsible for career management and internal mobility.
• HR generalist and anyone wishing to acquire all the tools of a skills approach.

Prerequisites

None.

Training objectives

Set up a GEPP and build appropriate action plans.

Build or optimize an employment-skills framework.

Link training and skills and support organizational changes.

Identify and develop potential and talents.

Training program

• PART 1: Building a GEPP (ex GPEC) and developing your skills framework (2 days)
  • 1 - Building a GEPP (ex GPEC)
  • Identify the challenges and benefits of a skills approach within your company.
  • Know the legal obligations in terms of GEPP and identify the key sections of a GEPP agreement.
  • Use strategic analysis grids.
  • Identify the sensitive and strategic jobs in your organization.
  • Clarify the GEPP vocabulary:
  • positions;
  • job-types;
  • professions;
  • professional families.
  • Quantify the resources for each typical job (quantitative approach).
  • Evaluate and analyze the gaps between the skills required by jobs and the skills held by individuals.
  • Resolve a sensitive employment issue.
  • 2 - Develop a skills framework
  • Acquire the methods to develop your company's skills framework.
  • Know how to define skill levels:
  • generic level grids;
  • specific level grids.
  • Scenario
• PART 2: Linking training and skills (2 days)
  • 1 - Articulate training and GEPP
  • Know the legal obligations in terms of professional training.
  • Build a skills development plan:
  • analyze the need;
  • identify the levels of objectives;
  • constitute the elements to provide to the CSE.
  • Implement the skills development plan :
  • specifications;
  • device engineering;
  • monitoring the plan.
  • Evaluate the training.
  • Digitalize devices.
  • Scenario
• PART 3: Identify and develop potential and talents (2 days)
  • 1 - Identify and develop potential and talent
  • Distinguish potential, high potential and talent.
  • Have potential criteria grids.
  • Cross performance and potential.
  • Lead a potential review or talent review.
  • Build development and succession plans.
  • Make partner managers in the detection and development of skills.
  • Identify developments and good practices in talent management: development and retention tools
  • Scenario
  • 2 - From GEPP to Strategic Workforce Planning
  • Implement real skills-based management to prepare for the future.
  • Mobilize all stakeholders to make of the GEPP a real lever for change.