GPEC is an interesting approach to the implementation of a policy of HRM: a few reminders (Sources: Ministry of Social Affairs, Labour and Solidarity)
GPEC has near most of the topics to be addressed by HRM great as a small or medium enterprise.
These are broad goals that will decide whether or not the implementation of state support for SMEs;
§ 11 - GENERAL OBJECTIVES
* Raising the rates, especially for employees aged over 50 years
* Resorption of precariousness
* Equal professional
* Reduced recruitment difficulties
* Development of social dialogue
§ 12 - ISSUES RELATING TO THE EVOLUTION OF TREATED BY THE ENTERPRISE APPROACH GPEC
* Work organization
* Improved working conditions
* Evolution qualitative and quantitative jobs
* Adaptation and evolution of employee skills
* Management Methods HR
Note that this range of issues covering almost all cases.
§ 13 - ALSO A TOOL IN THE SERVICE TERRITORIES AND SUPPORT FOR BRANCHES AND ANTICIPATION OF ECONOMIC CHANGE
GPEC The approach must be conducted in association with the social partners and local authorities
§ 14 - BACKGROUND AND METHODOLOGY
GPEC plan based on scenarios of evolution of the company and its recommendations must meet several specifications:
* Be enrolled in a business project
* be designed to act in time, the organization of work, improved working conditions, the qualitative and quantitative jobs, age management, adaptation and development of skills employees, the methods of human resource management;
* Be Operational : Conditions for their implementation should be defined in terms of objectives, types of actions to mobilize resources, procedures put in place, calendar items and performance indicators * Be ...
likely to consolidate existing jobs, improve quality and enhance its attractiveness, in a climate of social dialogue,
The claimant must meet the following methodology during the successive phases:
* Taking into account the business strategy and analysis of its problematic human resource management: Implications a new industrial investment, technological change or difficulties in hiring employees or imbalance of the pyramid, where overstaffing,
* Diagnosis and implied needs, taking into account the interests of the company and those of employees, and linking with the resources and skills available to the company,
* Design answers these needs and formalizing recommendations: reorganization of the work plan to improve working conditions, mapping Trades training plan, individualized career management and mobility, recognition of prior experience, ..)
* Developing an action plan for implementation of recommendations: objectives, type of action, means and procedures of implementation, timing, performance indicators.
In this context, the entrepreneur and his outside counsel to accept the implementation of a participatory approach involving the social partners and all stakeholders of the company as part of the performance of existing staff or a monitoring committee composed of employees.
good week. Brigitte and Jacques LELARGE PALLE, Hub managers Viadéo :
"IMPLANTATION an HRM / GPEC in SMEs: STEPS, SOLUTIONS, and COST AID"
http://www.viadeo.com/hub/affichehub/?hubId=002245mgpws1ae7i
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