Description

GPEC is essential to any private or public organization in times of crisis or growth to prepare for the future. All stakeholders must play their role to enable the process to succeed. We can see that good will alone is not enough. The technical aspects of GPEC can slow down implementation. This training in the basics of GPEC allows all HR, managers, social partners, leaders to acquire the basics and to equip themselves with a common language allowing the success of this approach.

Who is this training for ?

For whom ?

HR, Expert, HR executive, manager or social partner participating in the implementation of the GPEC.

Prerequisites

None.

Training objectives

Situate the issues of GPEC.

Acquire the tools and vocabulary of GPEC.

Identify sensitive and strategic jobs.

Build an HR action plan.

Training program

• Identify the challenges of GPEC and its articulation with the company's strategy
  • - Identify the usefulness and challenges of a GPEC approach.
  • - Understand the links between GPEC and HR policies.
• Appropriate the legal framework of the GPEC
  • - Know the key points of the law and the 2018 vocational training reform and its consequences on the GPEC.
• Use the tools and acquire the GPEC vocabulary
  • - Identify tools specific to GPEC: job definition, benchmark jobs, job repositories, skills repositories, job mapping...
• Define and identify sensitive and strategic jobs in your company/sector of activity
  • - The impact of digital on professions.
  • - Organize your business outlook: monitoring tools.
  • - Identify sensitive and strategic jobs.
• Establish a skills diagnosis
  • - Define the skill.
  • - Identify and prioritize the key skills of a job.
  • - Identify the skills of an employee and an organization.
• Implement an adapted HR action plan to reduce skills gaps
  • - Identify and propose action levers adapted to the company context: training, mobility, work organization, recruitment, retraining…
  • - Resolve a sensitive employment issue.