GEPP tools: anticipate and manage skills

La GEPP (Job and Career Management), ex-GPEC, is no longer a simple administrative exercise. It has become an essential strategic lever to prepare for the future of the company and support the transformation of businesses. Digitalization, ecological transition, new ways of working... organizations must anticipate their skills needs and offer their employees clear prospects for development.
In this context, the GEPP tools play a central role. Well chosen, they transform a regulatory obligation into a competitive advantage, by making it possible to manage the HR strategy on reliable and shared data.

Why GEPP tools are essential

GEPP is based on an analysis, projection and management approach. Without tools, this process remains tedious and difficult to read.
Modern tools provide three major benefits:

— Anticipating skills needs : by combining internal data and external trends, they help to identify jobs that are evolving, those that are disappearing and those that are emerging.
— Managing career paths : by offering a structured framework for internal mobility, training and career management, they facilitate the match between the aspirations of employees and the needs of the company.
— Objectifying HR decisions : dashboards and indicators give HR and managers a solid basis for arbitrating on recruitment, training and work organization.

The main GEPP tools

Mapping jobs and skills

La job and skills mapping is the cornerstone of GEPP. It consists in establishing a precise frame of reference for jobs, missions and associated skills.
Current digital tools make it possible to:
— update job descriptions in real time,
— visualize the possible bridges between positions and job families,
— detect the differences between available skills and skills to be acquired.

But for this mapping to truly reflect internal talent, skills assessment must be objective and well-equipped. This is precisely the role of specialized actors such as Yuzu, a New Generation Assessment Center. Thanks to scientifically validated methods and immersive digital platforms, Yuzu assesses the behavioral and technical skills of your employees, compares the results to business standards and produces detailed analyses.

This thus makes it possible to obtain a living and reliable map of its strengths and development needs, which is essential for building professional careers and adapted training plans.

Diagnosing and projecting workforce trends

The GEPP is not limited to describing what exists; it must also Predicting the future.
The tools of Diagnosis and projection (predictive dashboards, adequacy matrices, scenario simulators) make it possible to model different hypotheses of evolution: growth or decrease in activity, automation, creation of new product lines, etc.
These simulations help to identify sensitive jobs, to prioritize training plans and to prepare for internal mobility rather than undergoing adjustments.

Monitoring and managing actions

GEPP action plans should be measured and adjusted regularly. Les HR dashboards and the GEPP modules integrated into the HRIS facilitate the monitoring of key indicators:
— internal mobility rate,
— evolution of critical skills,
— training and adaptation costs,
— progress of succession plans.

This consolidated vision gives HR departments a capacity for reporting and management, but also a common language with managers and general management.

Support and develop skills

A GEPP approach is only effective if it results in concrete actions for employees. Les training and support platforms (LMS, e-learning tools, internal mobility portals) make it possible to offer tailor-made courses, combining online training, certifications, mentoring and skills assessments.
The integration of these platforms with HRIS and skills maps facilitates the monitoring of achievements and the continuous adjustment of courses. The company gains in agility and employees gain visibility on their future.

Choosing the right GEPP tools

The market for GEPP solutions is broad: specialized software, modules integrated into HRIS, collaborative platforms... To choose, it is essential to:

— clearly define the objectives (diagnosis, projection, management, training),
— take into account the size of the company and its budget,
— check the possible integration with the existing HR ecosystem,
— prioritize ergonomics and ease of use to ensure the support of managers and employees.

Involving key players from the start — HR, managers, staff representatives — makes it possible to co-construct the approach, avoid cultural obstacles and guarantee a smooth deployment.

The benefits of a fully equipped GEPP

A well-equipped GEPP offers measurable results:
— reduction of skills gaps through targeted action plans,
— cost optimization training and recruitment,
— increased attractiveness of the company for internal and external talent,
— positive image a responsible and proactive employer.

It transforms the management of jobs and career paths into a real strategic management tool, aligned with the company's vision.

Conclusion

GEPP is no longer a legal requirement; it is a strategic lever which engages the future of the company and its employees. Modern tools — dynamic mapping, prospective diagnosis, dashboards, training platforms — make it possible to move from a reactive logic to a proactive and data-driven approach.
To succeed in this transformation, it is often a good idea to be supported by a specialized player such as Yuzu, a new generation assessment center, which helps organizations objectively assess their internal skills, choose the most appropriate solutions and deploy GEPP over the long term.

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