Master skills management like a pro: the ultimate guide to GPEC tools

Forward-looking management of jobs and skills is crucial for any company wishing to adapt to a constantly changing market.

Our guide offers you an overview of the main GPEC tools and methods for implementing it, enhanced by our invaluable advice. 🚀

See all software Performance Appraisal

Let's go back to the definition of GPEC

What is GPEC?

Forward-looking management of jobs and skills(GPEC) helps companies adapt to market changes and technological developments, in particular by anticipating and planning their skills requirements.

This strategy makes it possible to manage human resources proactively, using a variety of tools. So why implement it?

In concrete terms, GPEC enables you to:

• align human resources with the company's overall strategy,
• forecastneeds in terms of skills and jobs,
• ensure career management and internal mobility.

💡 The French law on social cohesion (known as the Borloo law) requires companies with over 300 employees to negotiate a GPEC agreement every 3 years!

A strategy with many stakes and advantages

GPEC is crucial to your company's long-term viability. Strategic alignment, skills management and organizational responsiveness are the main issues you need to consider.

What's more, this strategy offers so many advantages that it would be a shame not to take advantage of them 😉

• By ensuring that your staff 's skillsmeet your objectives, you can anticipate market trends and adapt to change.
• With the prospect of rewardingcareer development within your company, you can attract and (above all) retain talent - ultimately making them happier and more productive.
• Your ability to react to technological and economicchange is crucial to your company' s survival and success.
• Employees who are in tune with your needs contribute directly to improving your company' s performance.
• Anticipating your skills needs is particularly important when it comes to managing your budget. Through a proactive approach, you can significantly reduce the costs associated with recruitment and staff turnover.
• Last but not least, GPEC gives you a competitiveedge inthe marketplace. Anticipating future trends and needs positions you favorably in relation to other companies.

The main tools of GPEC

Like a cookie recipe, you need to gather the ingredients before you can begin preparing the perfect GPEC. 🍪

Since we can't give you our favorite recipe, here are the tools you need to create a harmoniousGPEC.

Tools for developing GPEC

Organization chart

The organization chart is a schematic representation of your company' s organizational and hierarchicalstructure and its business lines. It clearly establishes the relationships and functions between the various positions. This document makes it easier to understand each person 's roles and responsibilities, thus facilitating communication and decision-making. It helps managers, human resources and employees to clearly identify their position and relationships within the company.

This tool is essential in identifying structural gaps. Without it, it would be impossible to plan changes or understand the links between different positions and departments. 🪢

✅ Organizational charts need to be regularly updated to reflect organizational changes and help with strategic alignment.

And because a picture is worth a thousand words, here's an example of an organization chart :

Job description

The job description details the responsibilities, tasks and qualifications required for a given position. Human resources departments use this tool to recruit, evaluate performance and plan any necessary training.

This document is essential for clearly defining your expectations of your employees and identifying your skills needs!

✅ Clear job descriptions are crucial for complying with employment legislation and preventing misunderstandings about responsibilities.

Find our complete guide to job descriptions here, with a lovely template as a bonus. 📄

Skills mapping

Skills mapping lists the skills available within your company. It allows you to identify and visualize the skills you currently have and those you need. This gives you all the information you need to set up training programs and launch recruitment campaigns.

This tool enables HR and managers to strategically manage skills within the company.

✅ A skills map needs to be dynamic , evolving in line with internal and market changes!

Here's an overview of a competency map to help you visualize :

Skills repository

The skills repository is intrinsically linked to mapping, defining the skills required for different roles. This detailed guide facilitates training planning, performance assessment and internal mobility management. So you can align skills development with your strategic objectives.

Through a standardized framework, this tool is indispensable to human resources, managers and employees alike (we talk a bit more about it here 😉 ) .

✅ Although the skills repository meets standards, it must be adapted to meet the specific needs of each department.

Tools for implementing GPEC

With all the ingredients in hand, you're now ready to get on with preparing the perfect GPEC!

Annual appraisal interview

• Why? Annual appraisal interviews enable you to measure your employees ' performance and their contribution to your company by discussing the objectives they have achieved , and to identify training needs.
• Who is it for? All employees, whatever their hierarchical level, must have an interview with human resources or their manager.
• How? Each party needs to prepare as well as possible for the interview. Gather together the past year' s objectives, successes and areasfor improvement. Discuss future objectives, training needs and development opportunities for your employee.

✅ Encourage open and honest communication! This interview is an opportunity for professionalgrowth and development, not just a simple administrative exercise.

Performance review

• The professional interview allows you to discuss your employee' s careerdevelopment prospects, aspirations and training needs . It's also the perfect time to gather feedback on how to improve the working environment!
• Who is it for? As with annual appraisal interviews, it is conducted by human resources or managers for employees seeking professional and personal advancement.
• The dialogue should focus on long-term professionaldevelopment, independently of annual performance. You can also use interview management software to support you. 💻

✅ Focus on your employee's future and potential. Listen carefully to provide personalized advice.

💡 The professional interview is mandatory and must, at the very least, take place every 2 years!

Training plan

• Why? The training plan ensures the ongoing development of your employees ' skills in alignment with your objectives, either through training courses or recruitment campaigns.
• For whom? The plan must be developed by human resources in agreement with managers and, sometimes, the employees themselves. Your entire company is involved, and the plan needs to be tailored to each person's specific needs.
• How? Identify training needs through GPEC. The plan enables you to create a structured training program using a variety of methods, including e-learning and face-to-face training.

✅ A customized training plan is relevant and engaging for employees. By promoting this approach, you enable your employees to better foresee professional development.

GPEC software

If this seems like a tedious task, you should know that there are a number of software programs available to help you set up tools for forward-looking management of jobs and skills.

HRIS software

HRIS software ( Human Resources Information Systems) is an ideal option if you're looking to automate all the steps involved in GPEC.

The tool is integrated with variousmodules ( talent management, payroll, recruitment, etc.) and facilitates the centralization of human resources. As an added bonus, the GPEC tools mentioned earlier (organization chart, job description, etc.) are directly supported and updated from your software.

In concrete terms ,HRIS software lets you :

• generate and update organization charts ,
• list and analyze available skillsin order to map them,
• plantraining and recruitment campaigns more clearly, using the repository as a basis,
• store and manage job descriptions.

✅ Choose an HRIS tool tailored to your company's size and specific needs. It's important to choose solutions that are scalable, accessible and in line with your budget.

All our software is listed in our directory . 📁

See all software Performance Appraisal

Our latest tips for the road

GPEC is an essential strategiclever for any company aiming for excellence. By relying on the righttools ( and also our sound advice 😉 ), you can offer your employees prospects for advancement and transform your human resources into a major competitiveasset. All you have to do is follow goodpractice!