GEPP: what will change for 2025 (GPEC)

Job and Career Management (GEPP) is a compass in the dynamic management of careers and skills within companies. This strategic approach, aligned with Macron ordinances and French laws, makes it possible to anticipate and support professional changes, taking into account technological and demographic changes.

It involves a precise mapping of skills to identify training needs and to manage the professional development of employees. Implementing the GEPP creates a balance between the aspirations of employees and the strategic goals of the company, while promoting productive social dialogue and continuous negotiation with social partners.

In this article, we will dive into the heart of GEPP, exploring its challenges, strategies, and tools for effective implementation. We will discuss the challenges and future perspectives of this approach, particularly in view of the changes expected in 2025. Our aim is to offer you a thorough understanding of GEPP, allowing you to integrate it within your organization to successfully navigate the ever-changing landscape of work and human resource management.

1 - Understanding GEPP and its foundations

In the complex field of human resources management, Job and Career Management (GEPP) is presented as a strategic response to the changing needs of businesses and employees. This dynamic and adaptive approach is gradually replacing Predictive Employment and Skills Management (GPEC) by offering more personalized and responsive management. GEPP harmonizes employee skills with company goals, taking into account market developments and individual career aspirations.

2 - The changes expected for GEPP in 2025

In 2025, Job and Career Management (GEPP) will undergo major transformations, redefining itself to adapt to a constantly changing economic environment. Businesses, regardless of their sector, will need to revise their strategies to anticipate and respond to changing market needs.

This approach will include increased attention to continuing training and requalification, which are essential to support employees through professional and life transitions, in particular retraining and retirements. The implementation of an adapted predictive recruitment strategy, based on advanced analysis tools, will become crucial to minimize skills gaps and optimize talent management.

At the same time, the alignment between skills development goals and the company's strategic action plans will be essential to ensure competitiveness and the ability to adapt to market changes. The digitalization of GEPP processes, including the use of artificial intelligence for skills mapping, will play a key role in this context.

In addition, businesses will have to navigate a legal and social framework that meets new regulations and societal expectations. In short, the 2025 GEPP promises to be a dynamic mix of foresight, responsiveness and innovation, forming the pillar of agile human resources management in line with the realities of a changing professional world.

3 - Impact of GEPP on human resources management

GEPP represents an essential way for employers to manage jobs and career paths within their companies. This strategic approach makes it possible to anticipate skills needs and adapt human resources to changes in the labor market, while taking into account the age pyramid and the different generations present in the workforce. By setting up internal mobility schemes, GEPP creates bridges between the various jobs and levels of the organization, thus allowing employees to develop their skills and progress in their careers.

In its practice, GEPP involves several key steps: the establishment of a precise diagnosis of the skills available and required, the definition of a development plan adapted to each employee, and the establishment of regular monitoring to assess progress and adjust the strategy accordingly. This method aims to strengthen the performance of the company and to value the experience and skills of each employee.

In France, the implementation of the GEPP has become a legal obligation for certain categories of companies, thus underlining its strategic importance. Indeed, thanks to GEPP, companies can better meet the changing expectations of the market, while guaranteeing better employability for their employees. This process, while demanding, provides a structured and effective framework for optimizing talent management and strengthening business competitiveness in a constantly changing economic environment.

4 - Strategies and tools to implement GEPP

To master GEPP, the first step is to establish a strategic plan, which is both global and adapted to each territory of the organization. It starts with a careful analysis of current and future skills needs, an exercise comparing the current state of skills with anticipated needs.

For example, to meet the challenges of ecological transition, it is crucial to identify the key skills required and to integrate them into the appropriate skills framework. These training programs must be designed in advance to ensure effective and relevant adaptation to future needs as well as a relevant and useful transfer of skills. At the same time, the realization of Job description will help you considerably.

Secondly, the implementation of GEPP requires a community and collaborative approach. It invites each actor, from the employee to the manager, to engage in a continuous professional development project. This approach, far from being a simple formality, is becoming a central pillar of corporate culture. To facilitate this process, the use of digital technologies is essential, such as skills assessment tools.

This is why after several years of R&D with researchers in Psychology and Neuroscience, we have imagined Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

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The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

Thus, the GEPP, far from being a simple response to legal obligations, becomes a key element of your organizational strategy, guaranteeing dynamic career management that is adapted to the constant changes in the labor market.

5 - Advantages of GEPP for employers and employees

For employers: effective strategic management

?GEPP offers employers a way to proactively manage skills within their organization. This approach allows them to anticipate and adapt the skills needed to meet strategic objectives and operational needs. It contributes to better productivity management by allowing the identification and filling of skills gaps, either through internal training or through external recruitment.

The precise definition of roles and responsibilities ensures the optimal allocation of resources in each department. This proactive management serves not only the company's performance but also its social and environmental responsibilities while limiting the Turnover.

For employees: a rewarding career path

?On the employee side, GEPP is presented as a promise of evolution and development. This structured and monitored approach offers them a secure framework to build and enrich their professional career. Thanks to a clear mapping of skills and positions within the company, each individual can visualize career opportunities and internal mobility paths. The annual interview, far from being a simple formality, becomes a key moment of dialogue and commitment, where personal aspirations meet the needs of the company.

Employees, by actively participating in this process, can shape their professional future, in close connection with sectoral developments and new company directions. This dynamic and personalized approach, supported by continuing education and experience validation (VAE) systems, strengthens their employability and allows them to remain competitive in a constantly changing job market. In short, the GEPP is a pact between the employer and the employee, an agreement where each party benefits in the pursuit of a common objective: the development of skills in the service of individual and collective growth.

To remember

Within the immense puzzle that human resources management represents, GEPP is defined as a key piece, bringing a strategic and operational dimension to the management of career paths. It is distinguished by its rich and diverse content, adapted to the complexity and diversity of the needs of businesses of all sizes. The establishment of the GEPP, guided by strategic thinking and precise management, requires a profound understanding of the different branches of activity, the specificities of each profession, and the dynamics of the population concerned.

It is an approach that requires detailed analysis, the forecasting of market trends, and the ability to adapt to new economic and technological realities. In this context, the latest guidance from the Ministry of Labour and the legislative measures in force play a crucial role, providing a framework and guidelines for structuring and optimizing the GEPP.

By looking to the future, we can consider a dynamically digitized GEPP, reflecting the diversity and complexity of professional careers. This evolution promises to provide innovative solutions to manage skills development, taking into account the different qualification levels and career goals of each individual.

Companies, in close collaboration with the social partners and under the supervision of the Ministry of Labour, will thus be able to develop more robust GEPP strategies, guaranteeing personalized monitoring and support for employees.

These new methods, conducted with rigor and precision, will make it possible to better respond to current and future challenges in the world of work. Finally, the GEPP, in its function of supporting professional development, is becoming an indispensable tool for organizations seeking to strengthen their competitiveness and ensure the effective transmission of essential skills, within a constantly evolving market.