How to implement PPIM in your company ?

Employment and Career Management (ECM) is a preventive process that enables companies to anticipate their skills requirements over the medium and long term. This proactive approach not only enhances a company's competitiveness, but also improves employee satisfaction. Would you like to learn how to manage ambitious HR projects? EDC Paris Business School's Master in Human Resources offers in-depth, specialized training, preparing professionals to meet the challenges of skills management.

What is GEPP?

Career and Employment Management (GEPP) is an essential strategic approach for companies wishing to anticipate and adapt their human resources to economic, technological and social changes. GEPP aims to align the company's skills needs with the aspirations and potential of its employees, while taking account of changes in the job market. It makes it possible to anticipate future changes, prepare employees for new challenges and ensure proactive career management.

GEPP, which has replaced forward-looking management of jobs and skills (GPEC) since 2017, is mandatory for French companies with over 300 employees and European Union companies with at least 150 employees in the territory.

In concrete terms, GPEC translates into a series of processes and tools designed to analyze current jobs and skills, identify gaps between present and future needs, and implement action plans to bridge these gaps. This includes setting up training programs, managing internal mobility, professional retraining and developing key skills. GEPP thus makes it possible to secure employees' career paths, while strengthening the company's competitiveness.

Implementing a GEPP requires close collaboration between management, HR managers and employee representatives. It also requires transparent, ongoing communication with all employees to ensure their support and commitment.

For students and HR professionals wishing to deepen their knowledge and master the tools of PPIM, the Master in Human Resources offered by EDC Paris Business School provides an in-depth understanding of the issues and practices of talent management, preparing future HR managers to meet the challenges of transforming jobs and skills in a constantly changing environment.

Legal framework for PPEM

The Macron ordinances of September 2017 have profoundly changed the legal framework for Gestion des Emplois et des Parcours Professionnels (GEPP). They introduced measures designed to strengthen social dialogue and offer companies greater flexibility while ensuring that employees' career paths are secure.

One of the main changes introduced by the Macron ordinances is the simplification of collective bargaining obligations. From now on, companies must engage in a single negotiation on the management of jobs and career paths every four years. This negotiation covers several important themes, including vocational training, internal and external mobility, forward-looking management of jobs and skills, and working conditions. This integrated approach enables companies to better anticipate their skills needs and adapt to changes in the labor market.

The Macron ordinances have also simplified negotiation procedures in companies with fewer than 50 employees. In these structures, in the absence of union representatives, negotiation can take place directly with employees, facilitating social dialogue and encouraging proactive skills and career management.

Although the French Ministry of Labor strongly encourages companies to enter into negotiations on PPEM, it does not require that these negotiations necessarily lead to the signing of an agreement. The aim is above all to promote dialogue and anticipation of skills needs, but companies and social partners remain free not to conclude an agreement if the conditions are not met. This flexibility means that discussions can be tailored to the specific needs of each company and business sector.

Advantages of applying the GEPP in your company

There are many strategic and operational advantages to implementing a Gestion des Emplois et des Parcours Professionnels (GEPP). This proactive approach not only optimizes human resources management, but also enhances the company's competitiveness and long-term viability.

Benefit 1: Anticipation of skills needs

By analyzing market trends, technological advances and internal developments, the company can identify the skills that will be crucial in the short, medium and long term. This prepares employees for the changes to come, and avoids skills shortages that could hamper growth.

Benefit 2: Improved talent management

Thanks to PPIM, the company can better manage its talent by identifying potential and supporting employees in their professional development. The implementation of personalized career paths, tailored training and internal mobility plans helps to retain talent, reduce turnover and increase employee commitment.

Benefit 3: Optimized performance and competitiveness

By aligning employees' skills with the company's strategic needs, GEPP helps optimize performance. Employees are better prepared and more competent to meet the demands of their jobs and the company's challenges. What's more, effective skills management enhances operational efficiency, reduces training and recruitment costs, and boosts overall productivity.

Benefit 4: Strengthened social dialogue

Implementing PPIM encourages social dialogue within the company. By involving staff representatives and employees in discussions on skills and career paths, the company fosters a climate of trust and cooperation. This constructive dialogue contributes to a better understanding of the issues, stronger support for the company's projects and greater employee involvement.

Stages in implementing a GEPP plan

Implementing a Job and Career Management Plan (GEPP) in a company is a gradual process involving several key stages:

Stage 1: Diagnosis and needs analysis

The first stage consists in carrying out an in-depth diagnosis of the company's current situation in terms of jobs and skills. This involves analyzing existing positions, available skills, and future needs in the light of strategic, technological and economic developments. This analysis enables us to identify the gaps between current skills and those needed in the future.

Step 2: Definition of objectives

Based on the initial diagnosis, define clear and precise objectives for the PPIM plan. These objectives may include improving skills, anticipating changes in professions, reducing skills gaps, securing career paths and services not yet offered by the company. Make sure these objectives are aligned with the company's overall strategy.

Step 3: Drawing up an action plan

Draw up a detailed action plan to achieve your objectives. This plan should include concrete actions such as :

Training: Identify training needs and propose appropriate programs to develop employees' skills.

Internal mobility: Facilitate internal mobility to make better use of available talent and offer career opportunities to employees.

Recruitment: Plan external recruitment to fill skills gaps.

Support: Set up support systems for employees undergoing retraining or changing jobs.

To deepen your knowledge of human resources management and master the tools needed to implement the GEPP, discover the Master in Human Resources offered by EDC Paris Business School.