Sogeclair: creating a common language of skills
Context & challenges
SOGECLAIR designs, develops and manufactures innovative solutions for mobility, covering the aeronautical, rail, space and defense sectors.
With more than 1,300 employees present on 5 continents and spread over 9 countries,), the company has developed over the years giving birth to a mosaic of entities with their own HR practices, their tools, their tools, their cultures and their local constraints.
This diversity, which reflects the wealth of the company, was also a strategic challenge:
- Reducing HR silos linked to national specificities
- Optimizing collaboration by sharing know-how, supported by real-time information.
- Mapping expertise to support international ambitions and internal mobilities,
- Creating a common language of skills at the service of performance and commitment.
To meet several challenges, SOGECLAIR deploys a global approach to human resources, with the Neobrain tool as one of the common foundations.
A structured and ambitious approach
1. Start with an engaging process
SOGECLAIR has chosen to launch the transformation by The annual maintenance, a process that is already rooted in the internal culture and experienced by everyone.
This first step made it possible to:
- Identify and position skills via a bilateral evaluation of collaborators/managers,
- Collect reliable data who fed the mobility campaigns, people reviews and training courses,
- Federate teams around a concrete and shared lever, thus accelerating membership.
2. Choosing the right conductor
The role of the internal project manager, Véronique Zanus, was decisive.
Thanks to its:
- In-depth knowledge of the organization and local circuits,
- Ability to federate managers and stakeholders from the start
A unique platform to harmonize HR practices
With Neobrain, SOGECLAIR has acquired a all-in-one solution, capable of replacing a multitude of scattered Excel files and unifying HR practices around a common base.
Today, the platform covers:
- Interview campaigns (all formats),
- People Reviews and strategic tools (9-box, succession planning),
- Talent Marketplace : each employee can identify the roles that are close to their portfolio of skills, visualize their differences and access appropriate training,
- Job sheets accessible to all to better know the internal paths.
The result: when a position opens in a subsidiary, internal recruiters know exactly who is open to mobility, which saves considerable time while creating a personalized experience.
Fast and lasting results
En 12 months, SOGECLAIR knew:
- Unifying HR practices internationally,
- Standardize processes to integrate new entities more quickly,
- Centralize data HR and return them by scope, with controlled governance,
- Facilitate internal mobility and strengthen the commitment of employees, even among the most reluctant at the beginning, from 7 to 16% in 1 year.
Structuring a common language between HR, managers and employees, which has become the basis for a shared culture.
The 4 keys to a successful deployment
Don't digitize, transform
The objective is not to add an HR tool, but to create operational value: better knowledge of skills, anticipated needs, fluid mobility and strengthened commitment.
Make vision a collective affair
By sharing the purpose of the project with the entire organization from the start, SOGECLAIR involved all stakeholders in a common dynamic.
Harmonize without standardizing
By taking into account local specificities — cultural, legal, organizational — from the outset, the group has transformed its diversity into an asset.
Agility as the best plan B
A reactive control unit made it possible to manage technical hazards and to adjust quickly, without hampering deployment.
A lasting transformation
- Today, SOGECLAIR has a solid base to support its international growth and build a unified HR culture, while promoting the expertise that is its strength.
- Neobrain played an accelerator role, embodying the values of caring for employees and promoting the development of skills.
Neobrain solutions deployed by BPCE:
SOGECLAIR uses the Skills module to map all of its expertise internationally. Employees assess themselves, managers validate, and the group finally obtains a reliable and shared vision of its skills capital. This common brick now powers all processes : mobility, training, People Reviews and succession planning.
Thanks to the Opportunities module, SOGECLAIR facilitates internal mobility by identifying, for each open position, the employees whose skills are closest to the needs. HR teams target talent more precisely in search of evolution and employees visualize the accessible roles, the gaps to be filled and the recommended training courses. Result : more fluid mobility between subsidiaries and strengthened commitment.
SOGECLAIR has launched its transformation by digitizing all of its interviews via the Performance module. This entry point common to all entities has made it possible to harmonize practices, to make data collection more reliable and to create a shared language between employees and managers. People Reviews and 9-box now offer a consolidated vision of the potentials and needs in succession, allowing more objective and coherent HR management at the international level.
