* IMPLANTATION an HRM / GPEC in SMEs: STEPS, SOLUTIONS, and COST AID
For most observers, it is obvious today, the human factor is central to issues of sustainability and business development. The investment in "human" must be closely related to the objectives of business growth; integrate HR strategy gives the company an undeniable competitive advantage.
Now, over 90% of French economic fabric is composed of OFWs-SMEs (2.8 million enterprises employing 13 million employees) who have not yet taken the measure of the interest of the Approach GPEC and more generally of HR Management. Companies believe they have great difficulty to implement them.
A / GPEC APPROACH, THEN THE HRM: A REAL OBSTACLE COURSE!
Whether firms, associations, local authorities, professional organizations or territorial areas to be addressed are similar: payroll, training plan, evaluation, management of jobs and skills Career Management:
* STEPS are numerous: the GAIT GPEC (diagnosis, cartography jobs, Construction Trades Skills Toolkit, professional maintenance) to the HR management (management training plan and career plan succession, high potentials and key positions, organizational charts, statistics and dashboards HR)
* solutions are varied: from in-house management to outsourcing partial or total (external consultants, computer tools ...) and early construction phases of the computerization process.
* Costs are difficult to identify, both in terms of numbers of days of consulting or training required (often associated with HR this jurisdiction or not in the business) and in terms of assessing the level of outsourcing desirable . * The various
finally AID (regional, national and European) are difficult to grasp, despite features like EDEC.
B / OF "PRE" MISS
GPEC The approach to be effective, requires first that the General Directorate of the company is convinced of the value of the transaction and that human relationships between different hierarchical levels within the company are sound.
In all cases, the intervention of an HR consulting firm is highly recommended to remove unsaid.
C / MAKE A CHOICE AMONG THE MANY PLAYERS OUTSIDE THEIR BENEFITS AND OFFERING THE FIELDS WHICH INTERVENTION IS OFTEN OVERLAP. The
ACTORS are numerous: HR Consultants, public bodies (NAALC), ITC, OPCA, Professional Organizations, Publishers of software, outsourcing providers. some have several occupations, such advisory and outsourcing.
D / Faced with this complexity, WHAT AMBITION FOR HUB / GROUP?
The Hub aims to be a place of exchange between different companies or organizations, consultants, suppliers of tooling and HR services with the aim of enabling the said SMEs to choose knowingly their partners APPROACH GPEC, so it is:
* enable external stakeholders showcase their products and services,
* to provide an opportunity for SMEs to share their experiences
* facilitate dialogue between SMEs and the various providers in the market.
Some contributions published in this Hub are also available, for reasons of readability and clarity in the following blog:
http://implantationgrh.blogspot.com/
Your contributions and comments are always welcome ; to contact us:
Brigitte PALLE / +33 (0) 953 861 594 / contact@agc-consulting.com
Jacques LELARGE / +33 (0) 684 844 873 / jlelarge@agc-consulting.com
Website: http : / / www.agc-consulting.com
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