In perpetual evolution, the company faces various changes influencing its internal functioning. Increased competition, the advent of new technologies, and the evolution of employment agreements affect the company as a whole. In this case, many functions in companies have disappeared from the map of professions in favor of new positions. The creation of a job observatory is necessary to accompany the company in these transformations.
Follow a job observatory, essential for HR managers
Why should HR managers follow a job observatory?
In order to master the changes in their environment, HR managers adapt their internal organization based on emerging know-how. They can thus maintain performance and provide recommendations to their internal partners. This activity also extends to the study of all economic, legal or social factors that will have an impact on the forward-looking management of jobs and training (Strategic Workforce Planning).
Creating a job observatory greatly facilitates this mission. This observation unit will be able to bring together different expertises to measure trends and their impact on employment. The HR manager will have to rely on this collective grouping to anticipate the evolution of jobs? Thus, he will be able to train his employees in order to bring their skills up to date with the company’s emerging needs.
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In concrete terms, consulting the Observatory for your sector will provide you with usable data from skills and thus enable you to define the appropriate recruitment and training policy.
Reflection on the allocation of functions and responsibilities
Always in need of innovation to keep up with the demands of its customers, the company can only count on the skill of its human resources to achieve its objectives. This need goes beyond the know-how and technical skills of the employee.
Today, we are witnessing a decompartmentalization of positions and a strengthening of collective responsibilities. This leads us to reflect on the redefinition of positions, the role of the hierarchy, the internal organization and the articulation of responsibilities within a department.
How to value skills in addition to the skills technical employees?
In a company with a less vertical organization, both unique expertise and cross-functional know-how are required. Reorganizations are frequent and raise the question of redeploying certain resources. Achieving a redistribution of roles implies the development of skills cross-functional skills at several key moments:
- When formalizing job descriptions: They must be integrated with the requirements of each position and considered as essential elements for the success of the missions.
- During recruitment: Cross-functional skills can be assessed during job interviews by asking questions about communication skills, teamwork, adaptability and problem solving for example.
- During appraisal interviews: Managers can discuss with employees their skills communication, teamwork and time management skills, as well as their ability to adapt to change and solve problems.
By analyzing these factors, the job observatory will be able to identify the changes affecting employment in terms of quality or quantity. The HR Manager can then use the reports to establish a new HR strategy.
In parallel to this information Apec, in collaboration with France relance and the development plan of skills to renovate the Operational Directory of Trades and Jobs: learn about these innovations called“ROME 4.0“.
The observatory of professions to accompany change
How to consult the job observatory?
Each sector has its own observatory. To help you, we have grouped them together in a single document with the necessary links:“The list of job observatories“.
In view of these observations, participating in a job observatory is a fundamental help in managing the Strategic Workforce Planning. Your company would benefit from being aware of this collective study group in order to have a better visibility of the evolution of employment as well as its impact on human resources management. Moreover, the job observatory can be used as a tool to anticipate the demands in skills in the coming decades and the possible decline of certain sectors in the face of technological advances.
As an information and support tool for HR decision-making, the job observatory has become the most widely used external tool for managing skills. By consulting the observatory, the HR manager can revise the job map by adapting it to the context, carry out professional mobility or even plan recruitment in departments that require new profiles.
Training to develop employees’ employability
The development of skills should be integrated into the strategic objectives of a company in search of performance. In this approach, the job observatory supports the HR manager. It allows him to plan training courses by updating him on new needs in skills. The job observatory also makes it possible to report on the decline in demand for certain types of profiles.
Through observations, you will be able to consolidate your HR Smart Data. This will enable you to establish the training courses that will develop the employability of employees. Thus, by building a relevant database, the HR manager will have a clear vision of the company’s expectations and will be able to easily guide the employees’ training choices.
