SNCF - Valuing talent
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The customer context
In 2020, with the railway reform, the opening up to competition, a sensitive economic and social equation and new mobility habits, the pace of change is accelerating within the SNCF Group.
It is in this context that the HR department of the new Gares & Connexions SA wanted to equip itself with a tool that would enable it to successfully integrate new activities, to consolidate the operational implementation of the recent organization and to be able to anticipate and manage the employment equation as well as possible and skills in its various business lines (Maintenance & Works, development, station operations, etc.) and its territories.
The problem identified
SNCF was therefore waiting for a tool that would allow it to :
- To combine a forward-looking vision of resource requirements and skills by business line, based on strategy, with a vision of the specific needs of the various territories.
- Analyze this vision and translate it into HR action plans, both centrally (training policies, recruitment, career paths, etc.) and locally.
- Successfully engaging the stakeholders involved, leading the process and steering it through a simple and well-equipped governance system.
Our approach
Build with SNCF G&C a dynamic and intuitive solution to manage the process Strategic Workforce Planning as close as possible to the businesses and territories. Helping the professions to develop their economic roadmap, offering a collaborative approach that integrates with the tools in place. In the end, better anticipate changes in the business and employment around a project management.
A solution to anchor the transformation dynamic in the hearts of SNCF G&C teams and employees. Mobilizing the management team and managers in the field, creating a coherent framework to better adapt to the reality of each territory. To provide support to the HRD, synonymous with an approach Strategic Workforce Planning creating pride and value, by anchoring the action in the long term. Ensure short-term results, visible to all employees, by making the Strategic Workforce Planning as a lever for improving social dialogue.
In order to deploy the solution quickly and efficiently, we collected a lot of data from SNCF G&C: current skills repository, training catalog, internal organization of the company, structure and list of benchmark jobs... completed by our own data thanks to the Neobrain Barometer (55-question questionnaire) and our analysis of the organization chart.
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Management of skills and employees: this module is a major support for human resources. It will be used to plan interviews (annual and professional), and will allow HR to have a complete map of mobility areas within SNCF G&C. Thus this module is a real decision support tool benefiting both HR and employees wishing to evolve within the company and reach new positions.
Strategic Workforce Planning This module is based on a precise and complete mapping of skills to identify the skills internal pools, to identify the gaps between the current skills and the skills required by certain positions, certain teams and certain territories, and thus to better visualize the staffing needs by benchmark job and by location. This module is a considerable asset for SNCF G&C because it allows us to ensure that the right resource is in the right place at the right time and, if not, to consider mobility and/or recruitment.
Workforce planning: This module is based on a precise and complete mapping of skills to identify the skills internal pools, identify the gaps between the current skills and the skills required by certain positions, certain teams and certain territories and thus better visualize the workforce requirements by benchmark job and by location. This module is a considerable asset for SNCF G&C because it allows us to ensure that the right resource is in the right place at the right time and, if not, to consider mobility and/or recruitment.
All our success stories
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