Guide to the predictive management of jobs and skills

guide gpec


As we mentioned in a previous article, internal mobility within a company is a strategic issue that allows for the development of employees’ skills and their commitment at the same time. The predictive management of jobs and skills, allows us to do just that. Let’s take a look at this system.

What is the predictive management of jobs and skills?

Let’s start by defining this system!


As defined by the site Travail-emploi.gouv, GPEC is “a method for adapting – in the short and medium term – jobs, staff and skills to the requirements arising from company strategy and changes in their economic, technological, social and legal environments”.

Often initiated by HR teams, the aim of GPEC is therefore to promote the employability of employees, as well as their increase in skills within the company. It therefore consists of learning to anticipate the future needs of companies in terms of skills, so as to reduce the gap between their needs and the resources available to them. GPEC is also referred to as a forecasting or predictive tool.

💡 Good to know

GPEC approaches can be carried out at the level of a company, a professional branch or even a territory.

What is the purpose of the predictive management of jobs and skills?

GPEC consists of anticipating and planning the actions to be taken by a company to secure its competitiveness. How does it work? By taking care of its talent management policy, and in particular its skills management.

In concrete terms, the GPEC makes it possible to establish action plans that will enable the company to anticipate its needs. And adapt its recruitment accordingly. At the same time, it also allows the talents present in the company to evolve, in order to promote their employability. In other words, GPEC makes it possible to avoid the obsolescence of employee skills, thanks to an effective training policy.

It should be noted that all companies are obliged to maintain the employability of their employees, in particular through the development and maintenance of their skills. For example, according to the Labour Code, a company cannot dismiss an employee for professional inadequacy. If it has not offered any training to the employee concerned.

💡 Good to know

Setting up a predictive management of jobs and skills is far from being incidental. According to LegiFrance, any company employing more than 300 employees is required to set up a forward-looking management of jobs and skills. Negotiations on this subject must be proposed every three years.

The predictive management of jobs and skills process: what are the main stages?

Implementing an effective GPEC involves following a well-defined process. Here are the steps to follow to achieve this:

Defining jobs and skills

Each company has very specific objectives in terms of GPEC, depending on its needs, its recruitment strategy, etc. Once these objectives have been defined, a list of existing positions in the company and the skills associated with them should be identified. This is an initial diagnosis that should make it possible to define the company’s strategic orientations.

Identify the gaps between existing resources and needs

Having measured the resources available to the company, it must then take stock of its needs. What are the key skills that the company will need in the short to medium term? Establishing a skills repository should make it possible to identify the gaps between the company’s skills needs and those it has. The company can also draw up a list of priority recruitments on which to concentrate its efforts in the first instance.

Determine a short and medium term action plan

Once these gaps have been identified, an action plan can be drawn up to address the company’s recruitment needs. Among the levers that can be activated by HR teams are internal mobility, training, hiring new employees with key skills…

💡 Take advantage of individual appraisal interviews to collect your employees’ training needs and their desire for development!

Define a list of jobs

Is it possible to move from a sales position to a recruitment position. And if so, on condition that you develop which skills? By dividing the company into several large professional families, it is easy to answer this question. How can this be done? By defining a nomenclature of professions. In concrete terms, this approach amounts to listing all the main professions present in a company and associating ‘gateways’ which would allow different recruits to move between posts according to their ambitions.

Deploying to the predictive management of jobs and skills

This means training employees in new skills, recruiting externally to meet needs… In short, applying the action plan defined beforehand.

The predictive management of jobs and skills in conclusion

The implementation of a GPEC within a company is a proactive human resources approach that consists of making the best use of its human capital – which, by extension, means optimising its competitiveness on the market. Today, many SaaS tools allow the deployment of a GPEC process.

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