A few years ago, Gestion Prévisionnelle des Emplois et des Compétences (GPEC) was replaced by Gestion des Emplois et des Parcours Professionnels (GEPP). Despite this substitution, many people continue to speak of GEPP while using the acronym GPEC. It should be noted that GEPP is a more evolved form of GPEC. In the rest of this article, we’ll show you the difference between these two methods. Learn how to make the transition from GPEC to GEPP.
Clarification of concepts: GPEC and GEPP
What is GPEC?
Gestion Prévisionnelle des Emplois et Compétences is a method of anticipating and preventing the need for manpower, in order to align jobs, skills and staffing levels with the essential decisions required to ensure the survival or development of the company. It is a skills management method that draws its strength from anticipation and planning. Visit the previous version of the GPEC guide.
What is GEPP?
The GEPP enables us to keep a constant eye on the employment, age and qualifications of our employees, as well as on those with specific skills among our human resources. This makes it possible to project the company’s future needs and to know, through the staff, what steps to take to avoid being caught unawares by the economic context. Training, recruitment or mobility are perfect actions that can be taken to anticipate any eventuality.
GPEC & GEPP: the concept of competence
Let’s lift the veil on the notion of competence in business. There are two kinds of competence in a company. We have :
- Pedagogical skills that relate to an employee’s identity, commonly referred to as “soft skills”.
- Skills that will help the employee in his or her day-to-day tasks within the company. These are referred to as technical skills, and can be learned throughout an employee’s career. These skills are also known as “hard skills”.
It is essential to distinguish between these two skills in order to develop an effective PPIM strategy. More often than not, employers want to put the right person in the right place. This being the case, they look for qualifications that are in line with the jobs in their company. First, they match the skills they need with those already available. Then, taking into account the results of the comparison, they identify the resources that need training to raise their level. This same comparison may also reveal that the company lacks certain skills. The company will have to seek out these skills when recruiting.
What are the differences between GPPP and GPEC?
The Macron Ordinances of 2017 gave birth to Gestion des Emplois et des Parcours Professionnels (GEPP), which replaces GPEC. The legal framework has been modified, and the term “skills” has been dropped in favor of “career paths”.
The aim of the GEPP is to facilitate future changes within the company, and to take stock of the existing workforce in order to define the company’s future needs through well-defined strategies. Moreover, the GEPP favors a more dynamic administration, which was not the case with the GPEC. It’s an approach that anticipates expectations better than GPEC.
The GEPP enables us to qualify and manage skills by focusing on the company’s human capital. The aim is to enable them to be responsive and competitive, so that they can develop under the best possible conditions. To achieve this, employees must be provided with the appropriate tools and training to enhance their know-how.
Who can benefit from GEPP?
PPIM can be applied in all companies, whatever their legal status or size. However, it is aimed at certain categories of company, which are obliged to initiate negotiations at least every 03 years.
The most concerned are :
- Companies with at least 300 employees;
- Groups with at least 300 employees;
- Groups or companies employing at least 150 people in France and operating in the European Union.
The French government lends a helping hand to companies wishing to implement GPEC and which do not have a minimum of 300 employees. Feel free to download our guide to GPEC to learn more.
What are GEPP’s objectives?
Job and Career Management covers many potential positions and helps to ensure a number of objectives. GPEC to help HR and contribute to :
- Knowing in advance the progression of professions and keeping up with professional capacities in the light of social, technological, economic, organizational and environmental advances;
- Correct and improve career management by assisting employees in their professional development;
- Increase the company’s competitiveness;
- Ensure efficient management of the firm and establish a guideline for action;
- Dynamic recruitment through in-depth needs analysis;
- Anticipate the company’s future needs;
- Implement appropriate HR procedures.
How do you make the transition from GPEC to GEPP?
There are processes and tips to follow in order to implement a sound and effective PPIM. These include :
Taking inventory
It’s important for the company to get to know itself better by taking its personality test through its structure. Make an inventory of the company’s resources before making any changes. Take stock of professions and qualities within the company, as well as its technologies. You need to consider potential departures, future recruitments and, of course, the likelihood of future team mobility.
Determining needs
As well as carrying out in-depth analyses of the available workforce, it’s also essential to study the external details that may affect the professions and qualifications of your employees.
It will help you to identify needs and find appropriate solutions. It is also a tool that will enable you to carry out your study of the competition and the economic environment. Not forgetting the social, technological and regulatory contexts in which you operate. It’s a logical step, since it highlights the gaps that need to be filled.
Studying gaps
Once the previous two steps have been completed, it’s time for a comparison. You need to compare the human resources available with the needs identified in order to help your employees achieve their objectives.
Since PPIM is an anticipatory method, you’ll have the time to anticipate the progression of the business. You’ll be able to provide real solutions to any problems that may arise from the outside, while still filling the gaps.
Supporting employees
It’s important to support your employees, who are your company’s most important resource, once you’ve taken stock of their skills and competencies. Help your employees to make efficient use of the working time allocated to them by providing them with the necessary tools. This may involve training, monitoring, software or individual interviews, so that your company can benefit from them, while also helping your employees in their career management.
Setting up action plans
To significantly reduce the gaps between your resources and your company’s needs, you need to take concrete action. This means putting strategies in place to correct gaps, and getting the most out of personnel management.
You can reorganize your workforce, make internal transfers, train your employees and hire new talent. These are options not to be neglected for your PPIM.
The means used in PPIM
The use of certain tools is necessary to manage your gepp within a company.
Corporate graphics
It is used to review the overall distribution of positions and functions within the company. This facilitates the identification of hierarchical and organizational links within the company. It provides a complete view of the company, enabling us to see how tasks are distributed and identify any skills that may be lacking.
Detailed skills plan
It’s all about skills mapping. It’s a real tool for identifying the skills present in an organization. These skills are either technical or non-technical, for each profession.
Mapping is an essential HR tool, and a decisive factor in determining training, recruitment and internal mobility requirements.
The job sheet
It serves as an HR tool, and is of great importance in objectively enumerating the tasks, responsibilities and roles assigned to employees. It also provides information on the position and its hierarchical status. It also plays a role in determining the qualifications required for the position, and in linking the position to the rest of the team. The job description is a real opportunity for the development of skills and professions.
The skills base
Another management tool that cannot be dispensed with in HR is the competency framework. It enables you to take stock of the qualifications an employee must have to occupy a position, and to have in front of you all the resources available and the skills lacking to achieve the goal.
Interviews
They represent a force to be reckoned with in a company, despite being a classic. Whether it’s an individual, annual or professional interview, these are opportunities to gauge your employees’ skill levels. It’s also a good opportunity to take stock and make projections for the future, should the need arise. You can make use of internal mobility or training to achieve your development goals. Interviews should not be forgotten when it comes to implementing a good PPIM strategy.
Training
Also used in GEPP, it helps to increase employee skills. Professional training encourages team competitiveness. It enables you to retain your best talent and offers numerous benefits. Whether it’s improved performance, enhanced skills, more satisfying working conditions or profits for your company, training brings many benefits.
Digital options
With the adoption of digital technology within companies, digital tools are being used more and more in the running of organizations. Today, there is a wide range of digital solutions to make HR management easier.
Software is available to automate many tasks and organize all the important information about your human resources at your convenience.
FAQ
Was it necessary to digitize PPIM?
This transformation enables the company to improve its performance, while making the best decisions for both employees and the business. All based on reliable data.
Why involve PPIM in corporate strategies?
It represents a godsend for the company, enabling it to reorganize its human capital while enhancing its value. The GEPP enables you to identify future needs and successfully manage employees’ careers.
Conclusion
Let’s remember that the GEPP has replaced the GPEC to offer many solutions to future companies in career management. It is piloted by means of several tools that enable us to anticipate and prepare against eventualities. It’s a method that needs to be adopted by all for better management in companies.
