The older method of nurturing careers had limitations. It couldn’t give real-time visibility on skill gaps or internal mobility. Aligning career paths and skills became a priority.

About

• French government entity
• Financial services
• Created 1816

How careers were managed prior to the transformation?

• Static career processes
• Manually referenced skills and competencies
• Annual interviews

The challenge

To redesign career experiences to empower employees with higher control and autonomy.

Our HR strategy is based on skills. Not perfectly knowing the strengths of our employees is also preventing us from sourcing the skills to transform our market and needs! But addressing this issue manually is impossible. We were convinced that an HR software powered by AI was the solution.

– Emilie Muelle, IS Mobility/Recruitment Project Manager

Key components of solution

• Invest in digital to enhance EX
• Popularize specific talent AI use-cases internally
• Highlight HR data management policies
• Convince employees of the new system

The 3-step approach

• Employees create online profile
• Mention existing and aspirational skills beyond current role
• System matches them to new opportunities

Caisse des Depots mapped in-house skills to personalize talent development.

Key outcomes

• Reimagine EX with their technology partners 365Talents
• Refocus on core business priorities
• Free up from low value-added tasks
• Skills capture in real-time
• Use data to act on today’s skills whilst anticipating tomorrow’s needs

The system is allowing the company to re-balance its relationship with talent. Now, employees have access to new and personalized training programs and the opportunity to mobilize themselves towards work that matters.

Key data points

• 55% employee sign-up
• 800+ skills mapped
• 100% employee strengths visible