HRIS for skills management
Use of HRIS: Job and Skills Planning has become (along with the professional interview) a key element in human resources management to maintain and increase a company's competitiveness. GPEC anticipates developments in techniques and trades, as well as changes in the company's market, so that it can train its employees in the necessary skills and anticipate recruitment and change. Although it is subject to certain legal obligations, its implementation often needs to be optimized.
GPEC in the workplace
Legal obligations
Since March 2014, the French Labor Code has required all companies with more than fifty employees to organize professional interviews every two years. This applies to all sectors. Where applicable, sanctions in the form of an additional top-up to the CPF (Compte Professionnel de Formation) or a one-off payment to the OPCA (Organisme Paritaire Collecteur Agréé) are incurred.
The professional interview - the basis of GPEC
The professional interview is the starting point for GPEC. This exchange between employee and company focuses on the skills required for the current position, as well as on the employee's career development plans.
The aim is to identify the employee's potential and wishes for development, and to match these with the company's needs. Career development and training issues are addressed, in the light of the company's economic reality and its organizational and structural challenges.
Although the professional interview is compulsory, it is often neglected in its implementation. Poorly prepared, or conducted according to an inappropriate protocol, the company rarely derives the real benefit it could represent.
The IT tool
HRIS (Human Resources Information System) tools such as ServicesRHOnline provide templates or models for conducting professional interviews. This helps to establish an appropriate and comprehensive framework. The template acts as a checklist, ensuring that all points are covered, and that none are overlooked.
Preparing and organizing the performance review
The professional interview will be all the more beneficial if it is well prepared, on both sides. It's an opportunity to give the employee a voice. With this in mind, ServicesRHOnline also offers a space for employees to indicate their wishes in terms of training and career development.
Exchanges between the HR department, the manager and the employee can take place via the tool. Here, workflows linked to the validation or scheduling of dates according to availability are dematerialized and tracked in a dedicated tool.
Making better use of it
In the same way, the HRIS solution is a means of keeping track of information from one professional interview to the next, so as to highlight common threads.
The associated challenges
Organizational issues
If a manager leaves the company tomorrow, who will you replace him/her with? Internal recruitment is preferable for a key position, as the corporate culture, informal knowledge and habits will already have been acquired. Which of the N-1s will be likely to move up the corporate ladder? If you've followed their career paths through the annual appraisal process, you can assess their potential and make a well-founded choice.
Training management
With ServicesRHOnline, the training needs arising from the GPEC process can be used to evaluate and simulate the training plan. This will enable you to deploy training sessions in such a way as to meet employees' expectations and guarantee their employability, while preparing them to occupy key positions for the company.
Human capital and strategic challenges
These professional interviews provide an opportunity to map the skills present in the company. As these skills are not static, they need to be monitored dynamically. With a solution such as ServicesRHOnline, this mapping is represented in highly visual graphs, to help you anticipate future needs.
Human capital is a key resource of strategic interest to a company. Faced with the mobility of young graduates and high staff turnover, reactive human resources management helps to retain and motivate employees.
Employees know the sector and the company, and their business expertise is a competitive factor. For employees, feeling supported in their career paths and objectives is a vector of commitment: a way for the company to retain its talents.
Article translated from French