Organizations tend to manage the careers of employees the company way or solely according to their corporate needs. However, without clear and personnalized career plans, without tracking their professional paths and without retention tools, maintaining employee’s level of involvement and motivation becomes more difficult. Effective management of career plans provides leverage for increased employee loyalty and hence a guarantee of higher performance for the company.
Support the development of your employees
Reduce employee turnover and increase retention rate
Develop employee skills and adaptation to the role
Value individual and team skills
Develop employee flexibility
Encourage employee involvement in company projects
Build transition plans to ensure skills transfer
The right skills in the right place at the right time

Predictive Management of Employment and Skills
- Strengthening the match between your needs and resources
- Adapting roles to changes in the company strategy
- Anticipating staff changes

Optimizing career management policy
- Designing skill development plans that are specific and customized
- Designing carrer plans adapted to the skills of employees and to the objectives of the organization
- Implementation of a management strategy for employment, recruitment and training
The employee contributes to the design of his own professional carrer path
BENEFITS

EMPLOYEE
- The employee contributes to the design of his own professional carrer path
- An individual and personalized development program
- A better carrer outlook and a better consideration of employee’s hopes
- Visibility for the long-term career development opportunities

MANAGER
- Developement of strategic roles and matching them to the appropriate level of required skills
- Aligning employees to career paths and personalized tracking of their progression
- Identifying training measures intended to the development of skills
- Management of skill acquisition and development

HR SERVICE
- Development of a career management policy
- Implementing a strategy in order to find alternatives to key roles
- Creating operational and geographical mobility paths
- Defining substitution plans in case of retirements and terminations
FUNCTIONALITIES
Managing career plans to match employee’s desires to the organization’s business needs
Internal and external skill adjustment policies
Managing operational and geographical internal mobility/flexibility
Managing high-level executives
Predictive Management of Employment and Skill policy
Internal and external skill adjustment policies

Intuitive, comprehensive and modular HR software
FEATURES
Discover the potential of HRIS HRMAPS
A solution that absolutely meets all your HR needs
Discover modules designed to talent management
Among our references
Their employees perform better with our HRIS HRMAPS

Siemens Healthineers

Monoprix Tunisie

Guilab

LES PEP GRAND OISE

Diaconat de Bordeaux

SOBEGI

Materia Medica

RéuniLAB

Rapp Maroc

TRANSPORTS CORDIER

Uniwax

La mut’

APAJH

Mutualité Française

Sedna

AIDES

Alphi

ADEI17

UNIVI

SITCO GROUPE

GIP LABÉO

SAUVEGARDE 42

FONDATION ARC EN CIEL

POLYCLINIQUE COTE BASQUE SUD

Tomashevskaya & Partners

ARVEA NATURE

MassMedia

Laboratoire Arrow

EPEGA Assurance

Cnexia

SADA Assurances

ONDULINE

NIORT FRERES SERVICES

MITOSUSHI

JURALLIANCE

GUINÉE GAMES

Clinique Villeneuve d’Ascq

Clinique Saint Roch

Clinique LA MITTERIE

Blue Paper

Atlantic Business International ABI

Association d’Hygiène Sociale de la Sarthe (AHSS)

Tand’M

AIDER SANTÉ

AAIR Dialyse

Sitel Group

DDB

Omniphar

UEMOA

Synelva

Orange

Les Nids

Les Papillons Blancs

Cousin BIOTECH

ToutenKamion

Boudjebel VACPA

Groupe Pourprix

Clinique Saint-Exupéry

Mutualité Française Limousine

Clinique Médipôle

Clinique Pasteur

Clinique des Minimes

MAZARS

Smoby

1Life

Cindicator
SantéVet

Groupe Uitsem

Modulbank

пятьюпять

Leroy Merlin

Auchan