GPEC Tools: What are the challenges and benefits?
Did you know that in 2022, nearly 35% of the active workforce considered changing jobs within 2 years*? The COVID-19 health crisis played a significant role in this, prompting workers to re-evaluate their situations and their expectations for the future. In this context, as HR managers must constantly adapt to changes within the company and its environment, anticipatory workforce planning and skills management (GPEC) has become a major challenge for organizations. Anticipating future company developments, identifying skill requirements, and implementing the necessary actions to address them... Today, specialized GPEC software offers innovative solutions to meet these challenges. Let's take a closer look.
1. Definition of GPEC
The main challenge of anticipatory workforce planning and skills management lies in its ability to support your company in a changing environment. Technological advancements, economic and social shifts, and evolving employee expectations all necessitate constant adaptation of skills within organizations. GPEC allows you to anticipate these changes and implement actions to develop the skills essential for your company's long-term sustainability. However, manual data management related to GPEC can be complex and time-consuming. Who wants to fill out spreadsheets for hours? This is where HRIS software comes in. These IT tools centralize and analyze data related to jobs, skills, and employee career paths. They provide a comprehensive and precise overview of the company's current situation, as well as future projections. If you don't measure each employee's performance, how can you improve their results and retain your top talent?
2. How to implement Workforce Planning?
Implementing GPEC begins with an audit of existing resources to diagnose your needs, both in terms of positions to be filled and career management. The professional development interview forms the basis of GPEC. This discussion between the employee and the company aims to address the skills required for the current role and the employee's training and career development plans. The employee's aspirations gathered during these interviews can then be centralized in a Human Resources Information System (HRIS). These interviews will enable you to map the skills within your company, monitor them, identify any gaps, and guide your strategic decisions accordingly.
3. What are the benefits of GPEC?
- Streamline strategic human resource planning : Thanks to advanced features, HRIS software helps identify gaps between available skills and those required to achieve company objectives. They can also assist you in defining concrete action plans to bridge these gaps, whether through training, recruitment, or internal mobility. If a key employee decides to leave your company soon, do you have the internal qualifications to replace them? Can a direct report aspire to advance in their role, or will you need to recruit externally? If their career paths have been optimally tracked, you will have all the information needed to make an informed decision based on concrete data.
- Foster employee engagement : By offering visibility into career development opportunities within your company, these tools contribute to employee motivation and retention. Employees feel valued and encouraged to develop their skills, knowing they have prospects for growth alongside you. Promoting internal mobility also leads to better talent retention, while avoiding the costs and time associated with external recruitment.
The average recruitment time for an executive increased from 9 to 11 weeks between 2020 and 2021, and even up to 12 weeks in the high value-added services sector (IT, engineering, consulting, etc.) - APEC
- Predictive analytics : By leveraging available data, HRIS software such as Cegid Talentsoft, Cornerstone HR or Sopra HR, are capable of anticipating future skill needs and implementing preventive actions. This allows the company to prepare for upcoming changes, reduce risks associated with the loss of key skills, and optimize its recruitment and training strategy. HRIS software then offers you better visibility into the company. As an HR manager, you have powerful tools to effectively manage skills and careers. And to foster upskilling, what's better than tailored training?
4. Train your employees
In the context of GPEC, it is essential that HR managers themselves are well-trained in talent management tools to ensure optimal support for their employees in managing their skills. To support them in their learning, application simulators for interactive training exist.
The authoring tool K-STUDIO allows for the creation of a 100% realistic replica of a business application. HR managers then have access to comprehensive modules: step-by-step discovery, practical exercises with input, etc., enabling them to optimize the use of their HRIS GPEC module. !
*2022 Training and Employment Barometer (Centre Inffo / CSA)