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Skills Development

Build a skills development strategy aligned with your business objectives. Our HR consultants support you in developing your skills development plan, managing professional interviews, and implementing your GEPP approach.
Day-to-day HR management
Flexibility
Total
Results
Guaranteed
Experts
Certified
Solutions
Tailor-Made
Benefits

Why structure skills development?

Investing in your employees' skills means preparing your company for tomorrow's challenges while retaining your talents.
Custom skills development plan, aligned with your business strategy and legal obligations, integrating available OPCO funding schemes.
Management of professional interviews and 6-year reviews: implementation of a structured methodology, manager training, and compliance monitoring to avoid financial penalties.
Operational GEPP/GPEC approach: job and skills mapping, gap identification, individualized action plan to anticipate the evolution of your professions.
Training budget optimization: mobilization of OPCO, CPF, Pro-A, FNE-Formation funding and other schemes to maximize your investment in skills development.
Implementation of skills management tools: job frameworks, evaluation grids, skills matrices, and monitoring dashboards to manage your HR policy.
Change management support: our consultants help your teams embrace the skills approach and turn it into a real performance and engagement driver.
Our methodology

Our skills development approach

1
Skills assessment: analysis of your organization, mapping of existing jobs and skills, identification of gaps between available skills and future needs.
2
Strategy definition: development of a multi-year roadmap integrating GEPP/GPEC, the skills development plan, and individualized career paths.
3
Development plan construction: selection of priority training actions, budget arbitration, OPCO funding application preparation, and deployment planning.
4
Professional interview implementation: creation of materials, manager training in interview conduct, deployment of a campaign calendar, and follow-up on commitments made.
5
Action deployment: coordination with training organizations, registration and completion tracking, hot and cold evaluation of training effectiveness.
6
Review and continuous improvement: quarterly reporting on key indicators (completion rate, satisfaction, skills improvement), plan adjustment, and 6-year review preparation.
Let’s discuss your needs
Team in collaborative brainstorming around a laptop for skills development
Our guarantees

Why trust us?

Certified expertise
All our HR Directors are certified and have at least 10 years of experience
Certified expertise
Intervention within 48 hours in case of HR emergency
Measurable ROI
Average 45% reduction in HR costs in the first year
Guaranteed quality
98% client satisfaction across our HR assignments
Our team

Skills management specialist consultants

Our skills development consultants are experienced HR professionals, specialists in GEPP, training engineering, and career path management. They work directly with your teams.
Client testimonial

Trusted by Our Clients

Boost'RH helped us structure our first GEPP approach and bring our professional interviews into compliance. The consultant trained our 25 managers and the interview completion rate went from 40% to 95% in one year. A key step for our company.
Responsable RH, entreprise de services – 320 salariés
Frequently asked questions

Frequently asked questions about skills development

What is the difference between training plan and skills development plan?
Since the 2018 Professional Future Act, the training plan became the skills development plan. It groups all training actions decided by the employer for its employees. It integrates a broader dimension than training alone: coaching, mentoring, on-the-job learning, etc.
Are professional interviews mandatory?
Yes, the professional interview is mandatory every 2 years for all employees, regardless of company size. A summary review must be conducted every 6 years. Non-compliance can result in financial penalties of €3,000 per employee for companies with 50+ employees.
What is GEPP and does it replace GPEC?
GEPP (Jobs and Career Path Management) replaced GPEC with the Macron ordinances of 2017. It integrates a more dynamic dimension by emphasizing professional career paths and internal mobility. Mandatory negotiation in companies with 300+ employees, recommended from 50 employees.
How to fund our employees' skills development?
Several schemes exist: the skills development plan (funded by the company and OPCO), the CPF (at the employee's initiative), Pro-A (retraining or promotion through work-study), FNE-Formation (for companies in difficulty), and individual transition CPF. We help you mobilize the most suitable funding.
Can Boost'RH help us choose an HRIS for skills management?
Yes, we support you in choosing and deploying digital tools suited to your size and needs: interview management software, LMS platforms, skills mapping tools, professional interview platforms. We write the specifications and support deployment.
How long does a complete GEPP process take?
A complete GEPP process generally takes 6 to 12 months depending on company size and existing HR maturity. It includes the assessment, framework development, tool setup, manager training, and a first round of professional interviews.
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Structure your skills development policy
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