BPCE - Supporting business developments
Context & challenges
Groupe BPCE, the second largest French banking group and the fourth largest in Europe, has more than 100,000 employees.
Within the group, BPCE has 33,000 employees businesses in Insurance, Digital and Payments, Financial Solutions & Expertise, Financial Solutions & Expertise, Technology and Banking Operations, as well as the jobs of Asset and Wealth Management and Large Customer Banking.
Four years ago, BPCE became aware of theAccelerating the transformations of the banking sector and decided to invest significantly in skills development. Cecile Tricon-Bossard, Head of HR at BPCE, underlines the need to adapt to jobs that are constantly evolving and require rare skills.
Thus, an innovative program was launched in order to toughen internal mobility and the training of employees. Since the central pillar of this program is the in-depth knowledge of the talents and competencies existing within the company, Mapping the BPCE expertise portfolio has thus become a necessity. Indeed, thanks to enriched data, HR teams can now develop adapted action plans, covering recruitment, mobility and training, as well as the anticipated evolution of skills.
Approach
Selection criteria:
To integrate this program into the daily lives of employees and make them actors in their careers, three essential criteria have been defined:
1. Placing skills at the heart of all processes by highlighting skills in each stage of talent management processes.
2. Co-building the tool to develop a solution that reflects the culture and values of the organization.
3. Capitalize on Artificial Intelligence to offer an individualized experience allowing a personalized support for employee needs.
The Neobrain solution: An all-in-one platform
The solution proposed by Neobrain integrates three key services, accessible on a daily basis:
For Collaborators:
- A smart job exchange which notifies employees of new opportunities corresponding to their skills and aspirations. This job exchange is powered by predictive and generative AI, as well as the choices and actions of users.
- Of personalized training suggestions which allow employees to deepen their mastery of their position or to support their career projects.
- One information space which describes the various jobs at BPCE, the skills required as well as the bridges between the professions. Employees can also contact colleagues working in these professions to discuss with them and better understand the reality of jobs before implementing their career projects.
For Talent Acquisition:
- A Talent Marketplace that facilitates the identification of internal skills adapted to an open position and their integration into the recruitment process.
For Managers:
- Career interviews whom enrich the relationship between employees and managers thanks to an overview of skills and aspirations, allowing the manager to play to the fullest his role as a mentor and “career developer”.
Results
● Successful internal mobility : 60% of positions are now filled thanks to internal mobility on the 1Er deployed perimeter.
● Strengthened diversity and equity : A valuation of skills above all other criteria, supporting a diversity and equity policy.
● Professional development : employees are encouraged to develop their skills more regularly in line with their career aspirations.
● Cultural success : a self-assessment of skills to make the concept of “skills” tangible and meaningful for employees.
● Strengthening knowledge of professions : 70 meetings between business leaders and employees who want to know more about the various jobs at BPCE.
The 3 keys to adoption:
1. A smooth and engaging user experience thanks to an intuitive platform and a mobile application available anywhere and at any time, encouraging employees to come back regularly.
2. Involvement of local managers and HR for collaboration from the start of the project guaranteeing a perfect response of the solution to the needs of the users.
3. Impactful communication with an effective and continuous communication plan to promote the solution and demonstrate its added value.
The next steps:
- Capitalization on advanced Artificial Intelligence technologies to offer training courses that are more adapted to the real skills of employees
- The Exploring Career GPS, “Galaxy” to help employees simulate career developments that include the steps and skills to be developed to reach a target job and combining individual development plans.
Thanks to this partnership with Neobrain, BPCE has been able to transform its skills and talent management, thus ensuring harmonious growth and continuous adaptation to future challenges.
Neobrain solutions deployed by BPCE:
The “SKILLS” module : BPCE has deployed A skills map Neobrain to respond to the transformations in the banking sector. This AI solution offers HR departments a clear vision of their human capital, serving as a foundation for their talent development strategy. For HRBPs, it enriches career interviews by revealing untapped potentials. Employees can self-assess and visualize their assets, making the concept of skills tangible. This frame of reference thus becomes the cornerstone of a HR policy based on objective data, promoting equity and anticipating future needs.
The “OPPORTUNITIES” module: LThe Neobrain platform has transformed internal mobility at BPCE by allowing recruiters to identify profiles adapted to open positions according to their real skills. Result: 60% of positions are now filled internally. Employees benefit from a personalized job exchange and an information space on the group's businesses, supplemented by the possibility of exchanging with business leaders as part of the partnership with”Test a profession“. This transparency has generated more than 70 professional meetings in 2 months, creating a dynamic where everyone becomes an actor in their career while remaining within the group.
