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Are you wondering how to anticipate your organization's skills needs and optimize your employees' career paths? In this article, we explain everything you need to know about GEPP, from its definition to its implementation, including key steps, management tools, benefits and legal obligations.
GEPP (Skills and Career Path Management) is a strategic approach to managing human resources that focuses on anticipating the skills and competencies needed by a company. It is an essential tool for businesses of all sizes in planning for the future.
In France, companies with over 300 employees are legally required to implement a GEPP strategy as part of their social obligations. However, all companies can benefit from implementing a GEPP approach, regardless of their size.
The main objectives of GEPP are:
GEPP is not a one-time event but an ongoing process that should be reviewed and updated regularly, ideally annually. It requires collaboration between HR, managers, and employees to be effective.
Skills and Career Path Management (GEPP) offers numerous advantages for companies that implement it strategically:
Benefits for the company:
Benefits for employees:
By implementing an effective GEPP strategy, companies and their employees both benefit from improved alignment, engagement, and sustainable growth.
For a Skills and Career Path Management (GEPP) strategy to be effective, several key elements must be in place:
Strategic alignment: The GEPP strategy must be aligned with the company's overall business strategy. This means understanding how different roles and skills contribute to achieving company goals.
Skills assessment: Conduct a thorough assessment of current employee skills and identify gaps between what the company has and what it needs.
Career path definition: Create clear career paths for different roles, showing employees how they can progress within the company.
Regular communication: Maintain open communication with employees about their career development and opportunities for growth.
Performance management: Link performance management to career development to support employee growth based on their potential.
Flexibility and adaptation: The GEPP strategy should be flexible enough to adapt to changing business needs and market conditions.
By focusing on these key elements, organizations can create a robust GEPP strategy that supports both business objectives and employee development.
For GEPP to be effective, rigorous methodology is essential. It's a structured process that requires anticipation and rigor. Here are the key steps for implementing it effectively.
To set up effective GEPP, you must first understand what you have at hand. This is where internal resource diagnosis comes in. This step involves analyzing the current workforce, their skills, and their career aspirations.
Skills and Career Path Management (GEPP) is not just a good practice; it's a strategic necessity in today's business environment. Companies that invest in GEPP see better employee retention, improved productivity, and a stronger competitive advantage.
The process starts with understanding the company's future direction and the skills needed to get there. From there, HR can identify which current employees have or can develop those skills, and which areas need external hiring or training.
Regular evaluation and updating of the GEPP strategy ensure that it remains relevant and effective. This might include:
By making GEPP a core part of their HR strategy, companies position themselves for long-term success and create an environment where employees can thrive and grow.
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