Wishing to demonstrate the benefits of a Talent Management solution running in the SaaS mode, the magazine asked Mr ARGOUARC'H to explain the reasons for choosing the TalentSoft solution for job and competency planning in his company, which is undergoing a profound transformation.
In anticipation of the coming disruptions to its online gaming market due to its opening to competition, and working in close collaboration with its managers, La Française des Jeux undertook an in-depth project to overhaul its organisation baptised Grand Large. The project was adapted to all levels of the company, including of course the Human Resources department. To start, it drew a precise map of its various occupations. After testing the main Talent Management software on the market and meeting their respective teams, it settled on TalentSoft as its solution for managing and planning its competencies and talent in its major change management project.
"The solution integrates our competency framework, appraisal scale, entry of data from annual employee interviews and decision-making tools. It enables us to manage Human resources through forecasting, by more directly involving managers in the process and by encouraging employees to become more engaged in managing their own careers. With the TalentSoft tool, we can obtain answers to scenarios concerning the company’s development in a quick, easy and visual way. The power of a job and competency planning tool lies precisely in its ability to help us anticipate.", Mr Pierre-Marie ARGOUARC'H explains.
The Interview is an in-depth analysis of the company’s needs in terms of Job and Competency Planning, the choice of the TalentSoft solution (a powerful decision-making tool), implementation and the project calendar, and finally, the pitfalls to avoid.
Mr Pierre-Marie ARGOUARC'H more precisely underscores the benefits of online job and competency management like TalentSoft’s :
"A Job and Competency Planning solution delivers precise information on employee competencies, the extent to which they have achieved their objectives and their performance. By structuring all this information in a standard framework, integrated into a centralised tool, we make it fairer, thereby reducing a manager’s subjectivity. Furthermore, by opening the solution to all employees, we put them at the centre of the processes of their professional development. The further upstream an employee or his manager is warned of upcoming job changes, in terms of growth or negative growth, the better he can orient his career and prepare for the future. The tools integrated into this information technology make this approach possible".
Read and download the article from 01 Informatique - May 2009
