Employment administration

Setting up job and career path management (GEPP) is a preventive approach

Setting up a GEPP is a preventive approach to anticipate certain developments relating to human resources within a company. It leads business leaders to analyse and reflect on questions of organisation and headcount, so as to remain as competitive as possible in their markets over the medium and long term.

The GEPP enables the company to look ahead, to understand its future needs and to anticipate the potential shortcomings it might face, in connection with an economic, social or technological context.

Its purpose is to determine whether the organisation and the profiles of current employees will still be in line with the market in the short and medium term (between 3 and 5 years).

The benefits of the GEPP are many:

• Guiding the company in its organisational and structuring decisions
• Envisaging how jobs will evolve
• Assessing strengths and areas for improvement within teams
• Making use of the full range of skills held by employees
• Anticipating possible crises (redundancies for economic reasons, etc.)
• Managing and addressing questions related to the age pyramid and intergenerational issues

With the shift from GPEC (forward-looking job and skills management) to GEPP, the company is moving towards more dynamic and flexible management that is also aligned with career development, for better employability of employees.

In practice, the GEPP replaces the GPEC in companies, with an emphasis on internal mobility, feedback and improved skills mapping. The GEPP can be collective (within a department) or individual (internal mobility).