The KYU team organized its first webinar dedicated to GEPP (“Gestion des Emplois et des Parcours Professionnels”), to help companies get started with this approach. The replay is available here, and below is a summary of the main topics covered by our speakers.
Mandatory for companies with over 300 employees, but relevant for structures of all sizes, GEPP consists in deploying a proactive approach to employee skills management. In addition to complying with regulatory requirements, this approach meets the needs of all stakeholders:
- Enhancing company attractiveness, competitiveness and productivity;
- Helping employees improve their employability and anticipate changes in their professions;
- Sharing a common vision of the company’s future with its social partners.
For companies embarking on the GEPP process, special attention should be given to three particular issues:
- The exercise must be well prepared and structured, with prior work on creating/rationalizing reference frameworks;
- All stakeholders must be on board, which implies communication, dialogue and education on the benefits of the approach;
- The prospective dimension must not be neglected, to determine how the business and the company are going to evolve, and to take these changes into account in the management of the business and the skills of the teams.
In concrete terms, we have identified four steps to begin structuring a GEPP approach:
- Mapping of professions, activities and skills (current and forecast): this involves building a repository of professions and skills adapted to the company, taking into account its strategic priorities and changes in its environment, to facilitate the management of career paths;
- Development of training paths: these must be adapted to the company’s needs and the expectations of its teams. They will be linked to gateways and mobility opportunities within the structure;
- Carrying out people reviews: structuring the managerial process is a key factor to create relevant career paths, develop the necessary skills, justify promotions or, on the contrary, the objective reasons for a lack of progress. This requires a range of tools and initiatives, which we will address in a later webinar;
- Expanding recruitment pools, through schemes or partnerships that allow the company to identify interesting new profiles, and train them if needed before recruiting them.
Our cycle of webinars dedicated to GEPP will continue over the coming months, allowing us to go into more detail on each of these levers. The next webinar, dedicated to mapping your company’s skills and professions, will take place on October 17, 2024 (free registration on our Webikeo channel here).
The KYU team can provide you with 360° expertise on GEPP, through various types of support:
- Structuring GEPP strategies
- Operational support for their deployment
- Creation or updating of job ans skills repositories
- Prospective studies to identify which factors have the greatest impact on a sector’s jobs and skills
- Preparation of GEPP agreements
- Structuring of digital tools to support GEPP deployment
