Bosch - Engaging employees

The customer context

Bosch trusts Neobrain to make a strategic and cultural shift in its internal organization. This partnership aims to enhance the skills held by each of the collaborators, and to make each of them actors in their own development. In a context of diesel bashing, the activity of the Bosch Rodez factory is strongly impacted. In order to respond to this problem, the Bosch factory has put in place three strategic pillars:

• Ensuring that productivity makes it possible to maintain both optimal operating costs and Bosch standard quality
• Diversifying industrial activities to address new markets
• Support employees in this evolution of the site by setting up an AST system (support for employees in the transition)

It is on this last point that Neobrain intervenes. The challenge is to facilitate the mobility of skills and develop them towards emerging skills in order to respond to the market challenge, namely the decline of diesel.

The challenges identified

It is in this context of industrial transition that the Human Resources Department has designed with Neobrain and its teams an innovative social system: the Heritage Skills Program. The economic, technological and environmental changes in the sector are leading Bosch to carry out a mission to assess the situation and to dynamize skills. Until now, skills were oriented towards in-depth expertise, on existing activities. Today they must be flexible, scalable, and transversal.

The objective is therefore to refocus the HR strategy on the skills and abilities of employees that must either be maintained, developed, or transmitted upon departure (at retirement for example).

Our approach

The success of the Skills Heritage program is based on the support of HRBPs as well as managers so that they themselves can support employees in their approach.

This program allows each employee to identify all their skills, strengths and assets, their areas of development and their main drivers of motivation. The solution implemented by Neobrain allows employees to enhance their skills by sharing them with their managers, then to consolidate their profiles by appropriating, with the support of HRBPs, the skills and jobs necessary for the future of the site.

The Skills Assets program strengthens the employability of employees by allowing them to project themselves into a very changing context. It makes team matching easier for the manager and allows Management to better manage the strategy by having a micro and macro vision of the strengths and potentials of the site.

Finally, this program, which combines employees, managers, HRBP in a short and rhythmic time, promotes social dialogue in a period of anxiety-provoking change by making the predictive management of jobs and skills more agile and dynamic.

‍

The modules put in place

Neobrain accompanies and supports a multidimensional change in Bosch's activity in Rodez.

The modules deployed are as follows: