Bosch - Engaging Employees

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.

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The modules set up

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

The modules deployed are the following: