Bosch - Engaging Employees

Success Story
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Bosch wants to develop the employee experience to stimulate commitment within its structure. The company called on Neobrain to help it with this change. The HR solution accelerated the cultural transitions thanks to the valorization of the collective know-how and contributed to project the organization and its skills towards its future professions.
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Neobrain has enabled us to effectively support our employees in a context of industrial transition that is often difficult to undertake. Each employee can thus easily identify and develop his or her skills.
Benoît Courtin
Bosch Human Resources Director
Activity sector
Customer since

The customer context

Bosch trusts Neobrain to make a strategic and cultural shift in its internal organization. This partnership aims to enhance the value of skills held by each employee, and to make each of them the actors of their own development. In a context of diesel bashing, the activity of the Bosch Rodez plant is strongly impacted. In order to respond to this problem, the Bosch plant has put in place three strategic pillars:

  • Ensure productivity to maintain both optimal operating cost and Bosch standard quality
  • Diversify industrial activities to address new markets
  • Supporting employees in this evolution of the site by setting up an AST (employee transition support) system

It is on this last point that Neobrain intervenes. The challenge is to make the mobility of skills more fluid and to develop them towards the emerging skills to meet the market challenge, namely the decline of diesel.

The problem identified

It is in this context of industrial transition that the Human Resources Department has designed an innovative social program with Neobrain and its teams: the Heritage Program skills. The economic, technological and environmental changes in the sector have led Bosch to carry out a mission to take stock of the situation and to put in place the dynamics of skills. Until now, skills has focused on in-depth expertise on existing activities. Today, they must be flexible, scalable and cross-functional.

The objective is therefore to refocus the HR strategy on the skills and the skills of the employees that must be retained, developed or passed on when they leave (for example, on retirement).

Our approach

The success of the Patrimoine program skills depends on the support of HRBPs and managers so that they themselves can support employees in their approach.

This program allows each employee to identify all of his or her skills, strengths and assets, areas for development and main motivational factors. The solution implemented by Neobrain allows employees to enhance their skills by sharing them with their managers, and then to consolidate their profiles by appropriating, with the support of the HRBP, the skills and jobs necessary for the future of the site.

The Patrimoines program skills strengthens the employability of employees by enabling them to project themselves in a highly changing context. It makes team matching easier for the manager and allows the management to better steer the strategy by having a micro and macro vision of the strengths and potential of the site.

Finally, this program, which brings together employees, managers and HRBPs in a short, rhythmic timeframe, encourages social dialogue in a period of anxiety-inducing change by making forward-looking job and career management more agile and dynamic skills.

The modules set up

Neobrain accompanies and supports a multidimensional change in the activity of Bosch in Rodez.

The modules deployed are the following:

Career planner: This module allows employees to discover inspiring jobs within their company through resources in the form of job cards. Each of them is marked with a sticker indicating the level of compatibility with the profile of the employee who views it. My Career, a loyalty tool, allows employees to build one or more career plans in order to project themselves over the long term, in conjunction with my manager or HR.

Marketplace Tests: This module helps employees identify and enhance their skills portfolio, as well as (re)discover their professional profile. This procedure is carried out through questionnaires made available directly on the platform, the results of which can be shared between employees, managers and HR managers.

Skills Lab: This module allows you to build and maintain an up-to-date repository of skills. The company imports its positions, jobs or professions, the system automatically suggests skills linked to the closest observatories as well as to market trends. This module avoids the gas factory with an intelligent system that identifies potential duplications and suggests the skills emerging in a specific sector.

Coaching journey: This module allows to put the employee in dynamics with a training course putting them in action once a day to anchor new habits. It can be useful to energize employees in internal mobility or to develop new behavioral skills .

The right skill, at the right place, at the right time.

Quite simply
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