Human Capital
The company’s competitive advantage now lies in its ability to attract and manage the right skills.
Valuing human skills to boost HR
Technological advances, globalisation, social change and organisational transformation are profoundly reshaping the structure of professions and altering the nature of existing jobs. A company’s competitive advantage no longer lies solely in how it positions itself within its environment, but in its ability to attract and manage the right skills.
More than ever, human capital is the company’s main strength. It must therefore be managed with conviction, foresight and intelligence. In particular, the focus must be on skills. These must be the driving force from which an HR dynamic can be created.
Details of the offer
Benefits
In this context, Human Capital Management helps address a number of key challenges, both for employees and for the organisation:
- Forecasting changes in job roles and identifying the skills of tomorrow by anticipating the impact of strategic, technological, demographic and economic changes on job roles (those in growth, under pressure or sensitive) and the associated skills
- Integrating the ‘skills’ dimension into various HR systems (e.g. annual appraisals, mobility, training, etc.) so that these systems enable the company to have the necessary workforce and skills at the right time
- Identify medium- and long-term adjustments by coordinating the various tools for career path development, mobility and training
- Promote a culture of constructive social dialogue to ensure proactive management of the necessary skills and mobility
Implementation
- Implementation, coordination and management of a skills lifecycle management initiative within the company
- Mapping of target roles (activity and workload) and target skills (type, number and level)
- Analysis of foreseeable gaps to assess the organisation’s ability to address these challenges and identify the risks (loss of expertise, loss of key skills, etc.) it faces
- Development of an HR action plan (training plans, mobility schemes, etc.) based on the gap analysis. This HR action plan is operational in nature; it is easily implemented within short timeframes and is drawn up for each department, role by role.