Skillfest – 2021
Comment détecter les métiers
et compétences d’avenir ?
Skillfest 2021
01/10 3
AU MENU
AVANT LE WEEK END
01 / D’où vient Neobrain ?
02 / Comment identifier ses métiers d’avenir ?
03 / Et concrètement : Danone, Renault.
Qui est Neobrain ?
Les métiers évoluent de plus en plus vite!
Impact du digital Nouveaux usages
Evolution des compétences
Automatisation
17% of existing jobs will disappear by 2030
Companies are bad at anticipating future talent needs in their workplace
They rely on outdated models while skills market is in perpetual motion
27% productivity losses due to skills mismatch
Internal skills allocation processes are long and laborious
Companies cannot properly assign their talent pool to their business needs
23% employee annual turnover in enterprises
Interactions between employees, HR &
management are fragmented Companies are failing employees’
expectations for career & skills development
Les entreprises ont du mal à aligner leur stratégie avec leurs ressources et talents
Static
skills vision
Human
capital waste
Poor talent management
7
Pour relever ces défis, il est
nécessaire d'anticiper les besoins et de s'assurer de disposer des
bonnes compétences, au bon
endroit et au bon moment.
Skillfest 2021
01/10 9
Plateforme de Gestion des Compétences
EMPLOYÉS 72
+200’000
UTILISATEURS
OBSERVATORI ES
JOB OFFERS
TRENDS
PROFILE
STRATEGY
BUDGET
POSITION
OBJECTIVE
EVALUATION
TALENT UPSKILLING MOBILITY
MARKET
COMPANY
EMPLOYEE
SKILLS
TECHNOLOGY ASSET
Skills allocation
Employee information are paired with Neobrain datamodel tomatch skills and provide HR advices
5 million job offers analyzed daily
Skills ontology
72,000 skills & 26,000 jobs have been analyzed to date through NLP to match jobs with associated skills
Ecosystem integration
Smart API have been developed to interact with all major tools enabling to collect further operational data
Comment
identifier ses
métiers d’avenir ?
How to determine the jobs of the future? 12
1. Identification of job corridors
2. Identification of
« Future jobs » 3. Viability study 4. Training path construction
• Study the alternatives according to the two positioning matrices2
(cf. Job Trends Classification)
• Emergence of possible job corridors
1 Ambiel, R. A. M., Hauck-Filho, N., de Oliveira Barros, L., Martins, G. H., Abrahams, L., & De Fruyt, F. (2018). 18REST: a short RIASEC-interest measure for large-scale educational and vocational assessment.Psicologia: Reflexão e Crítica,31(1), 6
• Identify similar professional interests (RIASEC - Holland typology)1
• Skill Gap Analysis (4 circles) See Job Corridor classification
• Measure of viability in the employment area:
- Gross salary (median and standard deviation by company size)
- Trend of available offers (average 6 months)
- Economic area: companies likely to recruit
- Distance / travel time (job offers &
companies)
• Measuring Sustainability for the Target Population:
- Age Vulnerability - Seniority - Working Hours - Constraints (optional)
• Identification of skills gaps
• Identification of necessary qualifications / certifications
• Construction of job corridors
Job Corridors (4 circles)
1st circle:
Employee’s current job
(eg. forklift operator)
2nd circle:
80 – 100%
matching skills
3rd circle:
60 - 80%
matching skills
4th circle:
40 – 60%
matching skills
Training
need
None < 4weeks
1 – 12 months
12 – 24 months
Job trends Classification
Seniority
New (< 5 years) Known (5 - 15 years) Known (+15 years)
M ar k et te
n d e n ci e s (2 0 2 5)
High
demand Emergent Secure Job Secure Job Secure Job
Medium
demand Emergent Job Stable job Stable job
Low demand
Ephemeral Job
(bet) Declining job Declining job
Color legend:
• Black = 1st target
• Blue = 2nd target
• Orange & Red =
out of scope
Job Validity
Job validity includes two checks:
Measure of viability in the employment area:
• Gross salary (median and standard deviation by company size)
• Trend of available offers (average 6 months)
• Economic area:
companies likely to recruit based on 3 criteria:
- industry,
- declared hiring wishes (if available), - offers published during the last 6 months
• Distance / travel time (job offers &
companies)
Measuring Sustainability for the Target Population:
• Age Vulnerability
• Seniority in the organization
• Working Hours
• Constraints (optional)
(eg. Salary gaps analysis)
Et concrètement ?
Skillfest 2021 01/10
Interviews & Performance Objectives
People Reviews & Succession Plan High Potential
Management 360°Feedback Engagement Surveys
Profile & Training matching Coaching Journey*
Development goal
Profile & Job matching Career planner Talent Marketplace Applicant Tracking System
17
“Identifier nos compétences et métiers d’avenir, en interne et sur nos
territoires”
Contexte :
Face à l’évolution rapide de ses métiers et de sa stratégie, Danone souhaite anticiper les passerelles internes ou externes envisageables pour garantir l’employabilité de ses équipes.
Notre mission :
● identifier un “taux” d’employabilité pour chaque salarié
● identifier les métiers et passerelles réalistes
● mesurer les gaps de salaire
● construire des parcours de formation graduels pour combler ces gaps de 1 à 24 mois
● visualiser les tendances de recrutement locales (passerelles externes)
Passerelles identifiées
+1,5k
de précision (acceptation des
passerelles)
84 %
pays couverts (France / Russie)
2
Job and Skills framework Skills Mapping
Tests & Assessments Strategic Workforce Planning
Interviews & Performance Objectives
People Reviews & Succession Plan High Potential
Management 360°Feedback Engagement Surveys
Profile & Training matching Coaching Journey*
Development goal
Profile & Job matching Career planner Talent Marketplace Applicant Tracking System
“Capitaliser sur nos compétences internes en amplifiant
la mobilité transversale”
Contexte :
Pour accompagner la transformation de ses fonctions ITI, Renault a misé sur un dispositif mixte d’accompagnement renforcé à la mobilité et une plateforme digitale intuitive.
Notre mission :
● réaliser une cartographie des compétences
● déployer un plan d’upskilling en 21 jours
● proposer à chaque salarié les offres ouvertes à la mobilité interne (Workday) adaptées
● suggestions de formations pertinentes
Mobilités transverses
+60%
Compétences identifiées
+1k
semaines pour se synchroniser avec le
SIRH (Workday &
Cornerstone)
5
Job and Skills framework Skills Mapping
Tests & Assessments Strategic Workforce Planning
Comment embarquer les salariés
dans la transformation continue ?
Skillfest 2021 01/10
Interviews & Performance Objectives
People Reviews & Succession Plan High Potential
Management 360°Feedback Engagement Surveys
Profile & Training matching Coaching Journey*
Development goal
Profile & Job matching Career planner Talent Marketplace Applicant Tracking System
19
“Capitaliser sur nos compétences internes en amplifiant
la mobilité transversale”
Contexte :
Pour accompagner la transformation de ses fonctions ITI, Renault a misé sur un dispositif mixte d’accompagnement renforcé à la mobilité et une plateforme digitale intuitive.
Notre mission :
● réaliser une cartographie des compétences
● déployer un plan d’upskilling en 21 jours
● proposer à chaque salarié les offres ouvertes à la mobilité interne (Workday) adaptées
● suggestions de formations pertinentes
Mobilités transverses
+60%
Compétences identifiées
+1k
semaines pour se synchroniser avec le
SIRH (Workday &
Cornerstone)
5
Job and Skills framework Skills Mapping
Tests & Assessments Strategic Workforce Planning
Quels enseignements
en tirer ?
Skillfest 2021
01/10 21
SWP
