Implementing a GPEC approach
Structure a comprehensive GPEC approach with job mapping, gap analysis, action plan and social dialogue. **1. Job and Skills Mapping** - Current job inventory and classification - Skills repository by position and level - Identification of strategic and critical jobs - Analysis of demographic trends and departures - Mapping of internal mobility pathways **2. Strategic Workforce Planning** - Alignment with business strategy and objectives - Anticipation of organizational changes - Analysis of market and technological developments - Definition of future workforce needs - Identification of emerging jobs and skills **3. Gap Analysis** - Comparison between current and target situations - Quantitative gaps (headcount, profiles) - Qualitative gaps (skills, competencies) - Risk assessment (departures, obsolescence) - Prioritization of critical gaps **4. Action Plan Development** - Recruitment and external sourcing strategy - Internal training and development programs - Internal mobility and career path initiatives - Knowledge transfer and mentoring programs - Partnership with training organizations **5. Social Dialogue and Communication** - Involvement of employee representatives - Consultation with works councils - Information and communication to employees - Negotiation of GPEC agreements - Regular monitoring and adjustment committees **6. Implementation and Monitoring** - Deployment timeline and milestones - Resource allocation and budget - Performance indicators and dashboards - Regular progress reviews - Continuous adjustment of actions
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Tu es un expert en GPEC (Gestion Prévisionnelle des Emplois et Compétences) et en stratégie RH. Aide [NOM_ENTREPRISE] à structurer sa démarche GPEC. Contexte stratégique : - Secteur et enjeux : [SECTEUR_ENJEUX] - Évolutions prévues : [EVOLUTIONS] (technologiques, marchés, réglementaires) - Horizon GPEC : [HORIZON] ans - Effectif total : [EFFECTIF] - Principales familles de métiers : [FAMILLES_METIERS] Diagnostic RH actuel : - Pyramide des âges : [PYRAMIDE_AGES] - Taux de turnover par population : [TAUX_TURNOVER] - Compétences rares ou critiques : [COMPETENCES_CRITIQUES] - Budget formation annuel : [BUDGET_FORMATION] La démarche GPEC doit inclure : 1. **Cartographie des emplois** : référentiel des métiers et familles professionnelles 2. **Référentiel des compétences** : par famille de métier 3. **Analyse des écarts** : compétences actuelles vs. compétences futures requises 4. **Plan d'actions RH** : - Recrutements ciblés - Formations prioritaires - Mobilités internes - Reconversions professionnelles 5. **Dialogue social** : comment embarquer les IRP 6. **Indicateurs de pilotage** sur 3 ans 7. **Calendrier de déploiement** Fournis des templates de référentiel de compétences et de cartographie des emplois.
Why this prompt works
GPEC is a legal obligation that can become a powerful strategic tool. This prompt structures a comprehensive approach that goes from diagnosis to action, integrating social dialogue and management indicators.
Use Cases
Expected Output
A structured GPEC approach with skills framework, gap analysis, HR action plan and monitoring indicators over 3 years.
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