SPIE France is boosting its HR policy for the benefit of its employees

The approach concerns the promotion of career development in an ambitious group undergoing transformation. Each employee has the means to build their own career and to see themselves within the various subsidiaries of SPIE France. All now have a global vision of their function, they visualize precisely the skills expected and better assess those they must develop and how to do it.

Launched in February 2019, this approach makes it possible to optimize skills management and prepare for professional and organizational development. Marker of the transformation of SPIE France, the project was first established on a base of 5 professional communities: Offers and commercial actions - Management of profit centers / Management of businesses and projects - Operations sites (works, maintenance and site management) - Studies - Experts.

All of these communities represent 10 sectors and 62 functions. 80% of SPIE France's operational businesses have been studied and have resulted in the creation of a common benchmark.

Each function was the subject of a presentation in 5 parts creating a common frame of reference for the description of the function, the necessary transversal and business skills, the prospects for development within each sector, the inter-business bridges within of each subsidiary and of SPIE France and the training courses.

The objectives of the process are as follows:

• Match the human resources of today with the skills needs of tomorrow in line with the strategic plan of SPIE France and its subsidiaries
• Make the professions and possible developments within the subsidiaries and sectors of SPIE France more readable
• Optimize the recruitment of operational and managerial teams
• Make employees the players in their development by allowing them to assess the opportunities offered to them
• Map the skills expected for each function, trace the progress for each of them
• Promote internal mobility between subsidiaries and sectors

The repository of functions and skills now deployed for the 62 operational functions, in progress for 45 support functions, is accessible via the Human Resources Information System (HRIS) for all employees and managers. They all have a common base which is particularly useful during annual appraisal interviews, professional interviews or the integration of new employees.

To build this system, SPIE France chose the collaborative mode and, from the start of the works, took part in a very operational approach in support of 13 workshops, each made up of a sponsor member of a subsidiary, an HR pilot and 4 to 5 operational staff from different businesses and subsidiaries. In total, around one hundred employees carried out a relevant diagnosis of the professions and skills.

Those responsible for the workshops met regularly to share the progress of their work and formalize their respective contributions. The results were collected and summarized in the “GDC book” presented to the managers of SPIE France, during a management seminar.

This deliverable is intended for employees, managers, future candidates and representatives of the HR sector. It is also used externally by future candidates and School ambassadors to better master the businesses of the subsidiaries and promote skills needs within the 34 partner schools of SPIE France.

“The involvement of operational staff in the process was decisive. Membership exceeded our expectations and allowed for a very useful collective contribution to qualify skills and explore in a very concrete way the scope of each function ”, indicates Patricia Léné, human resources and diversity development manager at SPIE France and GDC project manager. “This whole process promotes the internal mobility of employees at national level or within the same employment pool. The current economic context, very complex, which requires great agility has revealed the effectiveness of the approach which has enabled us to support employees and respond quickly to the challenges of adapting skills to market needs ”, concludes Olga Martin-Jarousse, director of human resources at SPIE France.