Build your skills framework, with an adapted and powerful software
The Management of Jobs and Career Paths (GEPP), formerly Predictive Management of Jobs and Skills (GPEC) is part of the obligations of HR managers. To succeed in skills management, you must first build a competency framework.
The skills management software integrated into VISULT RH makes it possible to build a competency framework adapted to the professions of your organization. You can thus assess the degree of acquisition of these skills for each of your employees and set up personalized skills development plans (PMD) to make them progress.
What is a competency framework?
A business skills framework is a prerequisite for skills management. It is an essential HR management tool. It inventories all the skills of a company and details the skills necessary for the practice of a trade.
A competency framework has several objectives :
Affirm that all employees contribute to common goals and can refer to the common culture of their organization
Recognize the specificity of trades in their context of practice
Identify expected professional skills. These are acquired and deepened throughout the career, in particular via skills development plans (PMD), also available in VISULT.
Skills are generally broken down into 3 categories :
all the theoretical knowledge acquired
experience and mastery on the profession and professional tools
relational behaviours, attitudes and skills (personal qualities)
Thanks to the competency framework, the company identifies its skills heritage, values its employees and can identify possible gaps between the company’s strategic plan and the skills available within the organization.
How to monitor and carry out skills management in VISULT HR?
Here are the steps that will allow you to track your organization’s skills:
Build your competency framework in VISULT, taking inspiration from the skills offered in the tool or importing your own skills
During interviews, assess the level of each employee on the skills that concern him
Around a constructive manager/employee dialogue, build a personalized Skills Development Plan and set progress objectives