General aim of the training
To take part in the definition of strategical action plans
To suggest and to implement orientations within different services
To follow up on activities, to control results, to complete service activity reporting
To supervise operational managers
To manage human and financial means, and to optimise their use
Programme
Compulsory themes of the triennial negotiation
- GPEC (Gestion Prévisionnelle des Emplois et Compétences = forward looking employment and skills management programme) scheme, internal and external mobility of the company
- Main three-year training trends
- Conditions of use of subcontractors
- Conditions of use of special contracts
- Career path of union delegates
Analysis tools
- Age pyramid, gender distribution, disabled employees, number of work-study contracts, social audit of the company, talent review
Positioning tools
- Activity interview, professional interview, interview after a prolonged leave of absence
- Carrier progression consulting, skills assessment
Security tools
- Mapping of activities, job repositories, skill repositories, certification, qualification
Evaluation tools
- of satisfaction, achievements, skills
Validation tools
- Validation of acquired experience, 6-year assessment
The competency development plan and formulation the GPEC strategy
TARGET AUDIENCE
Functional managers, executive management, senior executives, management committee, steering committee
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