GPEC Supports HR in Company Transformation
GPEC and the skills framework enhance your employees' employability. AssessFirst facilitates company transformation.
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For most employers, Workforce and Career Path Management (GEPP) sounds like an all-too-frequent administrative obligation. However, in a VUCA world (volatile, uncertain, and ambiguous), valuing human capital strengthens resilience, a word we haven't read enough in the last 18 months. In 2021, GEPP/GPEC is conjugated in the future to better support the transformation of companies, most of which are already well underway.
Identify and analyze to prepare for the future
GEPP does not predict the future, however, but it inventories the skills required to face it. In the short, medium, and long term, the approach allows mapping the diversity of talents that the company contains, including soft skills. It also lists the methods and tools used, from the simplest to the most complex, to draw the necessary evolutions to easily support the company strategy over time. More than a legal imperative for companies with more than 300 employees (Social Cohesion Law of 2005 - Borloo Law), GEPP/GPEC deeply touches the human dimension of organizations. It evokes new perspectives of talent management, models the flow of HR decisions, and contributes to smoother internal communication. The skills framework it implies optimizes several HR missions such as recruitment, valuing employee skills, internal mobility, and training processes. Thus, GEPP/GPEC anticipates needs for technical skills, soft skills, and cutting-edge technological tools. In short, this approach is at the confluence of the company's strategic project and the skills development of employees. GEPP/GPEC is the ally of HR directors who are now part of the decision-making circle.
Why talk about GEPP/GPEC in 2025?
The transformation of companies impacted by the health crisis has reshuffled the cards of many sectors. The sudden change occurred right down to the operational level of certain professions and the tools dedicated to them. Trying to see more clearly despite the climate of uncertainty that persists, companies must anticipate skills needs to reorganize activity and possibly resume recruitment. In this context, GEPP helps enrich human capital with the skills necessary to materialize digital transformation in the post-Covid-19 era.
How does GPEC work?
A single management tool at all levels of the organization chart, from the HR director to line managers, GEPP/GPEC speaks to everyone. By pooling a database on a single digital tool, it invites all stakeholders to project themselves into the future together. A real strategic contribution, GEPP/GPEC invites making decisions based on a precise and relevant image of the evolution of sectors and professions. Artificial intelligence feeds on the company's real history and external data to make forecasts using an algorithm. Better informed, companies gain agility and can at any time base themselves on this data to align strategic decisions and HR actions. The skills framework is the ally of human resources to better support employees in their employability and suggest complementary skills. This can translate into working groups around the most evolving professions, for example. This approach allows directing different employee profiles toward technical training or soft skills toward better performance or even accessing internal mobility. Because it is also important to support high-potential employees as much as the employability of those whose position risks obsolescence. GEPP/GPEC is a useful resource for aligning internal employability and company transformation.
What results to expect from GEPP/GPEC?
GEPP/GPEC enriches HR decisions with quick and concrete responses. The skills framework optimizes recruitment and internal mobility actions and generates cost savings. On the one hand, training needs are listed in one place after talent assessment. On the other hand, internal mobility and career prospects are clear, contextualized, and easily explained to employees. This smoother communication at all levels benefits the entire organization. Rather than being a tedious and rigid exercise, GEPP/GPEC supports company transformation. Anticipating possible evolutions at different levels accelerates the deployment of organizational devices when needed. Its proper implementation equips HR and managers who must anticipate the challenges that the company's human capital will have to respond to in an uncertain future.
