Build and animate your Strategic Workforce Planning

The Gestion Prévisionnelle des Emplois is the legislative framework within which the adaptation of skills employees to the company's challenges is carried out. Matching current skills and mobilizing talent requires a methodology supported by robust technology.
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Objectives Strategic Workforce Planning and skills

‍From Strategic Workforce Planning to Jobs & Skills Management : a response to new HR issues

The Jobs & Skills Management has replaced the Strategic Workforce Planning Since 2017, what new prerogatives does this evolution imply for the HR function?

The Jobs & Skills Management adds 3 positive concepts in understanding trade planning for HR teams:

  • Prevention of obsolescence of skills, guarantee of employability.
  • Empowering employees to build their own career paths.
  • Transparency on the trades and skills priorities for business performance.
The 7 steps to enhance employability in the context of the Jobs & Skills Management
The 7 steps recommended to reinforce the employability of employees

We detail these different evolutions in our page"From the Strategic Workforce Planning to the Jobs & Skills Management".

Choosing the best for your Jobs & Skills Management

A simple and pragmatic tool to support your HR strategy cannot be decreed, it must be built with all stakeholders. Indeed, the objective of a Jobs & Skills Management approach is to be virtuous for the whole company. In this context, the preparation, the diagnosis and the negotiations are the first pivotal steps. Discover how to define the basis of your negotiations.

The main points of attention that we highlight are:

  • Ensure alignment of your job and career management solution with your HR culture and practices;
  • Converge annual interviews, development plans and talent reviews into a single HR management tool;
  • To offer an ergonomic and intuitive solution that mobilizes all HR actors to reach a good agreement Jobs & Skills Management.

Improving talent management through Jobs & Skills Management

Detecting and making HR data reliable requires the involvement of employees and managers.

What are the key activities to achieve stakeholder empowerment?

The 3 key activities are:

  • The mobilization of the assets of the collaborators calls for the consideration of each of the skills and the expression of the motivations;
  • The identification of skills offers visibility on the bridges between the different professions to increase your opportunities for internal mobility;
  • Continuous updating of your talent management platform becomes a reality through continuous enrichment of the skills of tomorrow.

The investment of the HR actors is part of many challenges summarized in our page"the stakes of the Strategic Workforce Planning".

An illustration of a project from Jobs & Skills Management with Natixis:


  • ‍Improvethe adequacy of skills and internal offers for the 2,500 French employees.

Solutions and results :

  • Detecting unrevealed skills through AI and employee engagement - 50,000 skills detected.
  • Creation of a common language to ensure consistency between skills and job offers - 85% take-up in 2 weeks.
  • Suggested the best career paths to increase internal mobility - 50% progression in 6 months.
Cristel Guillain's testimony about her use of Neobrain
Watch Cristel Guillain's testimony
"Neobrain helped us project our employees in their career path." Cristel Guilain - Head of HR & Transformation -Natixis?

Strengthen the management of skills

Jobs & Skills Management and management of skills are intimately linked since this system produces an alignment of know-how and strategy. This ambition is operationally expressed by the constitution of a software that gathers your HR data to make them talk. HR teams need to be guided in a sustainable management strategy skills .

What are the components of a successful Jobs & Skills Management solution?

  • Automate the creation of business repositories and skills in order to focus on the development of your talents;
  • Make the right HR decisions with a tool that Strategic Workforce Planning that gives visibility on individual and collective skills gaps;
  • Establish a step-by-step approach in a methodology that combines the initiative of the management on the key skills and the pragmatism of managers and business experts.

Anticipating the evolution of professions thanks to AI

Artificial intelligence, made possible by the reliability of HR data, is one of the allies to successfully carry out your transformations.

Here are the benefits of this tool for your Jobs & Skills Management :

  • Don't leave any skill to chance, detect and value each current skill to enrich your human capital;
  • Respond to business transformations with a head start: the risks of losing skills and their obsolescence are visible on a centralized dashboard.
  • Use emerging business trends and skills to suggest training, plan your resources and implement succession plans.

Your approach Jobs & Skills Management requires a preparation that we explain in our page"the 5 good practices of an efficient Jobs & Skills Management tool".

Illustration of AI in an HRIS project with Sage :


  • ‍Disposing ofa snapshot of skills to support employees in the transformation of their jobs.


  • Integration of skills of target trades with trained artificial intelligence;
  • Identification of individual and group development needs;
  • Adapting the training policy to successfully carry out the transformation of the business lines.
Sage and Neobrain, the testimony of Marie-Claude Chazot
Marie-Claude Chazot's testimonial on the use of Neobrain for the Jobs & Skills Management of Sage
"Neobrain gave us the tool we were missing: a consistent platform to lay the foundation for our job and career management."

AI is part of several levers useful for building a sustainable and mobilizing Jobs & Skills Management , we develop them in the section"the tools of the gepp".

Build the Strategic Workforce Planning

Adjusting the evolution of your resources over the next 2-3 years in line with your HR strategy means : 

  • Know available resources and emerging skills ahead of your planning. Using AI increases this HR agility;
  • Modeling scenarios from your HR data allows you to develop pragmatic resource planning with all stakeholders;
  • Plan and reduce the uncertainty of your skills, businesses and workforce in line with your strategic and financial objectives.

Today, it is a question of going further than what the Jobs & Skills Management tools offer and integrating the business dimension into the planning process. Discover how the SWP model works, the data that feeds it, the differences with Jobs & Skills Management, and concrete examples in our page dedicated to"Strategic workforce planning, definitions and use cases".

The data set of a strategic workforce planning model
The data set of a strategic workforce planning model

Neobrain's support in your Jobs & Skills Management in 3 points:

  • To help you carry out a global HR diagnosis of your company's jobs, employment and skills ;
  • To offer you the anticipation tool that reconciles the company's performance and the employees' aspirations;
  • To bring you the collaborative solution of building the future of the 3 actors of the organization:
  1. Employees seize internal opportunities and develop skills that make sense in their professional orientation,
  2. Managers identify the best levers for supporting talent and allocate resources to strategic projects,
  3. The HR function involves all stakeholders in a strategic and measurable planning of the organization.

The Neobrain software suite provides you with the complete and intelligent foundation for the continuous transformation of your organization. Each of our modules can be implemented independently to take you one step further.


How to go from the Strategic Workforce Planning to the Jobs & Skills Management ?

The Jobs & Skills Management takes note of the accelerated change in professions, particularly under the influence of digital and ecological transformations. Therefore, it is necessary to reinforce the monitoring of skills emerging but especially to enrich the offer of adaptation opportunities to employees: professional development, internal mobility based on the aspirations of each person. This is why the integration of a unified software capable of capitalizing on all the data of skills is becoming essential.

What are the ingredients to anchor Jobs & Skills Management in the company?

The Jobs & Skills Management is inseparable from the talent management policy, since the latter includes the key elements for valuing commitment. Upstream, the company must invest in a process of reflection and integration of the impact of the various transitions on these professions. After Jobs & Skills Management, translating these elements into concrete opportunities to make them visible contributes to the proper orchestration of the process.

How to anticipate major changes in the business?

Keeping a constant watch on market trends and technological developments can be done in part through business experts, but also through individual interviews with employees. Our experience highlights 2 success factors:

  1. Consolidate all this information in one place
  2. Supplement this information with external data sources.

In this perspective, Neobrain provides the degree of risk of obsolescence of the professions and the skills emerging sectors in order to help the HR teams to steer their policy.

How to involve managers in the Jobs & Skills Management process?

The company expects managers to play a role oriented towards the employability of their teams: Jobs & Skills Management is one of the pillars of the conformity of skills with the rapid evolutions that managers notice in their daily life. We recommend that they be involved in defining the company's key skills , and identifying the elements within their teams that will make good successors. Finally, some clients encourage managers to actively participate in Jobs & Skills Management by rewarding talent management performance. This may include financial incentives or public recognition for achieving the goals contained in the Jobs & Skills Management.

Do you still have questions?

Please feel free to contact us for more information 😃

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