In the daily life of human resources professionals, The terms GPEC and GEPP are often used interchangeably. However, while they refer to similar concepts and approaches, there are crucial nuances between the two.
GPEC, although perceived as an “ancient” term, remains the most common term in common language. The concept of skills management has its origins in the Operational Directory of Trades and Jobs (ROME) introduced by ANPE in 1993. Since the latter, volume planning is now accompanied by a qualitative aspect in the support of everyone. This evolution will be confirmed by a legal evolution during the 2002 social modernization law and then the social cohesion programming law known as the “Borloo law”.
Primarily focused on long-term workforce planning, GPEC evolved in 2017 to put more an emphasis on career path management within the company. The GEPP thus aims to promote internal mobility, encourages the development of personalized career plans and actively supports the professional development of employees.
Let's look at these developments and differences in detail:
Reminder of the provisions of the GPEC
What are the provisions of the GPEC?
The provisions of the GPEC are governed by 2 successive laws: the programming law for social cohesion (2005) and the statute on social dialogue and employment (2015).
Predictive Job and Skills Management (PPEC) has legally disappeared, so let's talk about it in the past tense. Above all, it was an essential legal tool by providing the organization with a lever for anticipate future skills and workforce needs. Although its deployment was made mandatory for companies with more than 300 employees in the past, this approach was already practiced in various forms since the 1960s (we then spoke of “Forward Management of Personnel or Workforce”).
The Borloo Act (2005)
The Borloo Act of 2005 marked a turning point by making GPEC mandatory for large companies. According to article L 2242-20 of the Labor Code, these enterprises had to hire a three-year negotiation involving the main internal actors, such as the employer, trade union representatives and the works council. The purpose of this obligation was to promote social dialogue, to anticipate and prevent social risks, including social plans. In addition, the law extended this obligation to professional branches and territories, encouraging a broader and coordinated approach to skills management.
The Rebsamen Act (2015)
Ten years later, the 2015 Rebsamen Act strengthened the provisions of the GPEC by including measures to improve social dialogue. This law, called the “Law for Social Dialogue and Employment”, simplified the consultations of the Economic and Social Committee (CSE), reducing the number of mandatory consultations from 17 to 3. Now, the consultations focus on:
- The strategic directions of the company.
- The economic and financial situation of the company.
- Social policy, working conditions and employment.
This simplification aims to make social dialogue more effective and to allow businesses to set their own consultation schedule, provided that such consultations take place at least every three years. The Rebsamen Act thus allowed for a more flexible and structured management of human resources, by further integrating theAspects related to the quality of life at work and diversity.
From GPEC to GEPP
What law is behind the GEPP?
The reform of the Labor Code, marked by the Macron Ordinances of 2017, has led to significant transformations in terms of employment management, in particular the replacement of the GPEC by the Management of Jobs and Professional Pathways (GEPP).
The Macron Ordinances of 2017
In 2017, France was facing an economic situation characterized by moderate growth and a rapidly changing labor market, with the rise of digitalization. To meet these challenges, the Macron Ordinances introduced the GEPP, aimed at making job management more dynamic and adapted to new economic challenges.
GEPP focuses on dynamic management rather than simple predictive skills management. Unlike the GPEC, which focused on the planning of skills needs, the GEPP integrates the concept of” career path ” and encourages Continuing education. This approach aims to strengthen the employability of employees , not only as part of the company's strategy, but also through external personal projects. The objective is to give employees the tools they need to evolve and adapt to changes in the job market throughout their careers.
As with the GPEC, the law established a three-year obligation for the negotiation of GEPPs. However, this periodicity may be relaxed by the social partners, without however exceeding a period of four years (article L2242-20 of the Labour Code). In case of failure of negotiations or in the absence of Agree with GEPP, a report must be drawn up. This document should mention the parties' proposals and the GEPP measures that the employer intends to apply unilaterally. Failure to reach an agreement may result in sanctions for the company.
Who is GEPP for?
Job and Career Management (GEPP) concerns companies with at least 300 employees, groups (as defined by group committee legislation) with at least 300 employees, as well as companies or groups with a community dimension including an establishment or a company with at least 150 employees in France.
You want to know everything about GEPP: here is our Complete guide.
What are the differences between GPEC and GEPP?
4 differences should be noted between GPEC and GEPP:
The concept of ecological transition
With the Macron Ordinances, GEPP now integrates ecological transition as an essential component of skills planning. This systemic change requires businesses to be more adaptable. In practice, this means that businesses need to develop specific qualifications related to environmental issues and develop strategies to support these transitions. Taking account of the ecological transition is now an imperative in order to remain competitive and responsible.
Taking into account individual needs
Unlike GPEC, which focused on the global adaptation of the company or branch, GEPP focuses on more transversal solutions to meet specific needs. This involves a detailed and almost real-time vision of the company's know-how, often obtained through a flexible skills map, which is regularly updated. In short, GEPP encourages genuine talent management, by adapting to the individual needs of employees.
Continuing education replaces vocational training
Faced with rapid digitalization and the accelerated obsolescence of skills, GEPP focuses on the permanent adaptation of knowledge. Continuing training is thus becoming a priority lever to guarantee the employability of employees. Rather than being limited to one-off training, the emphasis is placed on a continuous and evolving learning, allowing employees to remain at the forefront of developments in their profession.
The periodicity and the conclusion of the agreement are changing
As with the GPEC, the GEPP requires a three-year negotiation between management and the social partners. However, this periodicity can now extend up to four years, according to the wishes of the social partners. In addition, negotiations may not result in the signing of an agreement. In this case, a report must be drawn up, detailing the proposals of each party and the measures that the employer intends to apply unilaterally.
Conclusion
The GEPP represents a strong managerial act to promote reskilling continues. The objective is to ensure that each individual sees their skill set renewed. up to 30% per year. As mentioned Loïc Touranchet, lawyer specializing in employment law at Actance:
This approach allows, in the space of 3 to 5 years, to give the company the unilateral power to carry out appropriate conversions to jobs that are of value for the organization.
In this sense, GEPP should not be perceived as a simple administrative obligation, but as a real strategic lever for lead the necessary transformations and involve the entire company in a dynamic of development and adaptability. It offers businesses greater flexibility and ability to adapt, which are essential to remain competitive in a constantly changing economic environment.
