Description
The GPEC or GPEEC is also intended to be preventive for the structure concerned. It makes it possible to act coherently in order to reduce the gaps between needs and the resources available within the framework of a defined policy. The implementation of the GPEEC in the public service is conducted as a real project taking into account all the human components and the constraints linked to the public service. This is the objective of this training.
Who is this training for ?
For whom ?Executive and HR manager. HR function agent. Any manager (general manager, department head).
Prerequisites
Training objectives
Training program
- Placing GPEEC in the specific context of the public sector
- Identify the role and place of GPEEC within the framework of current legal constraints.
- Identify the actors of GPEEC.
- Understand the impact of a skills approach on the agent evaluation system, on the development of the training plan and on recruitment
- Acquire methods and tools to carry out a GPEEC project within an administration
- Optimize existing tools: job description; skills framework; evaluation system, etc.
- Clarify the vocabulary.
- Build the job map of administrative organization based on: business benchmarks; regulatory and organizational constraints, expenditure control
- Implement an internal mobility approach
- Build a mobility charter.
- Mobilize executives and local management.
- Identify an evaluation system consistent with the GPEEC
- Place the objectives contract within the system.
- Establish the links between the skills assessment and the training plan.
- Use the GPEEC as a cost control tool
- Communicate around the GPEEC
- Define a communication plan based on the different stakeholders: elected officials, agents, staff representatives, managers, etc.
- Identify the negotiation levers necessary for concerted dialogue.
