Pragmatic skills planning
BRGM is continuing the approach it rolled in 2018 for the management of jobs and career paths, while making any necessary adjustments. “In this way, we can combine various HR tools to develop a global vision of the skills present in the company, the mobility requirements of employees and the type of profiles that we need to recruit,” explains Marie Belossat, Assistant Human Resources Director. This approach, combined with detailed knowledge of the labour market and particularly sectors with shortages, paved the way for the implementation of a first Employment Plan in 2021. This plan sets out BRGM's recruitment policy, giving priority to the skills required in the medium and long term.
“The employment plan will be updated regularly to adjust to constantly changing needs within the company,” says Isabelle Plaid, Director of Human Resources. The momentum of the plan for managing jobs and career paths is reflected in a high rate of internal mobility: 6% in 2021, i.e. over 60 employees, compared with 4% in the Objectives and Performance Contract (COP) for 2018-2022. “You can see a real dynamic here, backed up by efforts to systematically open jobs to internal candidates,” emphasises Marie Belossat. “This enables us to meet our skills requirements in a difficult context, while promoting the career development of our employees.”
One goal: scientific excellence
BRGM is the first public industrial and commercial establishment (EPIC) to receive HRS4R certification. The Human Resources Strategy for Researchers seeks to improve the practices of research organisations with respect to the recruitment and working conditions of researchers. The objective is to deploy this European label more widely.
BRGM received HRS4R certification following an audit of its scientists and researchers and the development of an action plan to reach the expected standards on 49 criteria (recruitment, recognition, ethics, etc.). “The purpose of this process of continuous improvement, which concerns all BRGM employees, is to ensure the quality of our services and the skills level of our workforce,” explains Isabelle Plaid. The idea is also to make BRGM more appealing to researchers and to build loyalty.
Towards a pact for 2024
The first plan for improving quality of life in the workplace was completed in December 2021. Taking the name of PACT-21 and based on a social barometer conducted in 2019, its purpose was to better disseminate and apply BRGM's strategy, to develop a culture of listening, dialogue and transmission, to optimise the organisation of work and to support the vision set out by HR
This plan, which includes 36 actions, has reached a progress rate of 82%, a highly satisfactory result in the light of the health crisis. Illustrating the strong social dialogue at BRGM, its implementation was steered by a team made up of members of the management committee, staff representatives and local managers. A new barometer, planned for early 2022, will measure the impact of PACT-21.