HRIS for skills management
Using the HRIS: Job and Skills Planning has become (along with the professional interview) a key element in human resources management to maintain and increase a company's competitiveness. GPEC anticipates changes in techniques and professions, as well as changes in the company's market, so that it can train its employees in the necessary skills and anticipate recruitment and change. Although it is subject to certain legal obligations, its implementation often needs to be optimised.
GPEC in companies
Legal obligations
Since March 2014, the French Labour Code has required all companies with more than fifty employees to organise professional interviews every two years. This applies to all sectors. If they fail to do so, they are liable to penalties in the form of an additional contribution to the CPF (Professional Training Account) or a one-off payment to the OPCA (Organisme Paritaire Collecteur Agréé).
The professional interview - the basis of GPEC
The professional interview is the starting point for the GPEC. This discussion between the employee and the company focuses on the skills required for the employee's current position, but also on the employee's career development plans.
The aim is to identify the employee's potential and wishes for development, and to match these with the company's needs. The issues of career development and training are addressed in the light of the company's economic reality and its organisational and structural challenges.
Although the professional interview is compulsory, it is often neglected in its implementation. Poorly prepared, or conducted according to an inappropriate protocol, the company rarely reaps the real benefits that it could.
The IT tool
An HRIS (Human Resources Information System) tool such as ServicesRHOnline provides templates or models for conducting the professional interview. This helps to provide an appropriate and comprehensive framework. The template acts as a safeguard, allowing you to cover all the points so as not to forget any.
Preparing and organising the performance review
The professional interview will be all the more beneficial if it is well prepared, on both sides. It's an opportunity to give the employee a say. With this in mind, ServicesRHOnline also offers a space where employees can indicate their wishes in terms of training and career development.
Exchanges between the HR department, the manager and the employee can take place through the tool. Here, the workflows involved in validating or scheduling the date according to availability are dematerialised and tracked in a dedicated tool.
Making better use of it
In the same way, the HRIS solution is a way of keeping information on professional interviews from one interview to the next, in order to highlight the common threads.
The associated challenges
Organisational issues
If a manager leaves the company tomorrow, who will you replace him with? Internal recruitment is preferable for a key position, as the company culture, informal knowledge and habits will already have been acquired. Which of the N-1s is likely to move up the ladder? If you have followed their career paths through the annual interviews, you can assess their potential and make a well-founded choice.
Training management
With ServicesRHOnline, the training needs arising from the GPEC can be used to evaluate and simulate the training plan. This will enable you to deploy training sessions in a way that meets employees' expectations and guarantees their employability, while preparing them to occupy key positions for the company.
Human capital and a strategic challenge
These professional interviews are an opportunity to map the skills present in the company. As these skills are not static, they need to be monitored dynamically. With a solution like ServicesRHOnline, this mapping is represented by highly visual graphs to help you anticipate your future needs.
Human capital is a key resource of strategic interest to a company. With the mobility of young graduates and high staff turnover, reactive human resources management is the key to retaining and motivating employees.
Employees know the sector and the company, and their business expertise is a competitive factor. For employees, feeling supported in their career path and objectives is a vector for commitment: a way for the company to retain its talent.
Article translated from French