How do you move from a simple skills inventory to action?
Our “Skills” solution is not limited to identifying talents: it helps you to master and act concretely on the resources of your teams. Structure custom frameworks, enrich profiles, evaluate at 360 degrees, and obtain accurate analyses to pilot your action plans with the only platform designed to connect skills, careers and performance.
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Job and Skills Repository
Bring your skills framework to life in real time
Audit, create, and evolve your referential with tailor-made support. Our technological and human know-how is your best asset to achieve this base in record time! You have a dynamic and multilingual skills management software that is automatically fed by your internal data and external insights. Take control over the management of your human resources.
Move towards more flexible and transparent salary control to involve your managers and talents more closely. You have a real-time bonus forecast dashboard based on the achievements of the objectives. Rely on detailed and reliable exports before paying salaries.
Contribute to giving meaning to the goals designed between employees and managers. Deploy different levels of granularity with OKR (Objective Key Results). Promote collective success through constant monitoring of achievements, suggested goals, and ongoing assessment habits.
Skills mapping
Maintain an accurate and continuous mapping of your skills
Rely on the most advanced GEPP software on the market: visualize in real time the skills that can be mobilized, Anticipate at-risk skills to act on the evolution of your jobs.
Do not leave any skill to chance: whether emerging in your sector or losing momentum, you take corrective actions as soon as possible.
Skills mapping guides you in your HR action plans from identifying the skills to be developed to the most relevant internal mobilities.
Stimulate a growth mindset, consider feedback as the cornerstone of personal and professional development.
Respond to the imperative”of timeliness“required by employees: employees have one-click access to online learning recommendations personalized on their mobile phone or computer.
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Tests and evaluations
Objectively validate the skills of your teams
Our skills management software gives you access to the best ways to assess skill levels. Combined with 360° feedback, your reskilling programs are accurate and now offer you A real R.O.I.
Competency assessments are centralized in the same space, allowing HR to have a reliable and up-to-date vision. The AI analyzes this data to identify gaps, priorities and development needs, in order to feed your GEPP approach.
Listen to the voice of your employees: empower them to share their well-being, emotions, and opinions whenever THEY want to, not when YOU want to.
Pay particular attention to”Moments that matter“for them in their professional life and career: their integration, their mobility, their return from parental leave...
HR dashboard
Easily track key HR performance indicators
Benefit from personalized reports to facilitate the decision-making of HR and managers. The managerial relay of HR policies is becoming a reality thanks to a better understanding of the preferences of each talent. Development and performance goals come to life with more regular interactions between employees and managers.
Our skills management software 'AI Skills Management'identifies the key actions to be taken to optimize the performance of each employee
Offer the levers for defining and monitoring development activities based on two axes:
The Progression Objective : upskilling, reskilling, personal development, changing roles, etc.
The training method : on-site training, online learning, mentoring, observation, involvement in one-off projects, etc.
Encouraged and supported by their manager, employees can develop a development plan in line with their career aspirations and needs.
Reduce turnover by offering transparent tools that fuel the next steps in their career. The next steps are not only visible but the path to achieve it is marked out with the support of managers and HR teams.
This approach provides HR teams with valuable information about the aspirations of each talent population. Succession and mobility plans meet the combined wishes of employees and the company.
Evaluations should adapt to the work of your employees and the pace of your organization, and not the other way around. It's time to give to those responsible the ability to appreciate everyone's contribution at the most appropriate time, and the intuitive tool that makes you want to prepare and share their comments to get the most out of their exchanges.
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Intelligent skills management engine
Trusted AI, designed for HR.
It relies on the best standards on the market (ROME, O*NET, ESCO...) to identify key competencies, trends and risks of obsolescence.
She the then contextualize to your organization, by integrating your existing data, internal policies, and culture.
Neobrain helps you create your HR ecosystem
Discover our integrations
Listen to the voice of your employees: empower them to share their well-being, emotions, and opinions whenever THEY want to, not when YOU want to.
Pay particular attention to”Moments that matter“for them in their professional life and career: their integration, their mobility, their return from parental leave...
FAQs
What is a good GEPP software?
A good GEPP software should include the following tools:
- Organization chart of the company: visualizing the organizational structure makes it easier to understand roles and hierarchical relationships, which helps identify potential skills gaps.
- Job description: describing the responsibilities and competencies required for each position facilitates the alignment of training and recruitment needs.
- Competency framework: listing the current and necessary skills for the company ensures a match between skills, jobs and support.
- Annual evaluation interview: this moment of exchange on performances, acquired skills and development needs accelerates the planning required during a GEPP exercise.
- Professional maintenance: this focus on the long-term career development of the employee makes it possible to anticipate the skills, training and mobility to be considered.
- Training program: targeted training actions based on the gaps in know-how identified through the other tools, ensure a constant upgrade of the team's qualifications.
What tools can you use to measure competencies?
Zur Messung von Kompetenzen stehen den HR-Teams mehrere Instrumente zur Verfügung:
- Tests zu spezifischen Kompetenzen: Assessments, die entwickelt wurden, um technische oder berufliche Kompetenzen zu messen, die für einen bestimmten Bereich oder eine bestimmte Position spezifisch sind.
- Assessments: Allgemeinere Tests, die kognitive, verhaltensbezogene und technische Fähigkeiten bewerten können.
- 360-Grad-Feedback: Ein Prozess, bei dem Mitarbeiter vertrauliche Rückmeldungen von Vorgesetzten, Kollegen und manchmal auch Kunden erhalten, die eine umfassende Perspektive auf ihre zwischenmenschlichen und beruflichen Fähigkeiten bieten.
- Leistungsanalyse: Die regelmäßige Bewertung der Leistung durch die Manager, die dabei hilft, Stärken und verbesserungswürdige Bereiche zu identifizieren.
- Simulationen und Fallstudien: Praktische Szenarien, in denen Kompetenzen in Situationen beobachtet werden können, die die realen Herausforderungen der Arbeit nachahmen.
- Plattformen für das Kompetenzmanagement: Software, die speziell dafür entwickelt wurde, die Kompetenzen von Mitarbeitern zu verfolgen und zu analysieren. Sie bietet genaue Einblicke und hilft bei der strategischen Entscheidungsfindung in Bezug auf Ausbildung und berufliche Entwicklung.
What is the main objective of GEPP?
GEPP, or Job and Career Management, aims mainly to align the company's human resources with its strategic needs and market changes. This approach makes it possible to coordinate the workforce, positions, and required skills with the company's long-term goals. It takes into account external and internal factors:
- External factors: technological developments, competition and market conditions.
- Internal factors: organizational structures and cultures, human resources management policies, current leadership,...