More than 45 companies, from SME to large companies, use eLamp on a daily basis to manage their operational skills.
To dynamically manage all employee skills and authorisations, subject to the rules for obtaining and renewing internal skills.
Connecting to the ecosystem of IT tools in place: training and planning.
To create a skills map to precisely locate resources in the company, and to use this map to staff worksites, optimise internal mobility and improve the group’s operational performance.
Manage all the skills and certifications of the employees of SPIE ICS and its subsidiaries.
Facilitate the search for expertise, mobility between projects and the mutual support of employees.
Empowering employees in their career paths.
Generate and structure the company’s skills library from scratch.
Mapping resources, energising and giving more value to annual interviews thanks to qualitative data and enriched by regular 360° assessment campaigns.
Mapping the company’s skills in order to precisely locate resources on several axes: know-how, interpersonal skills, technical skills, certifications.
Facilitate horizontal and cross-channel mobility by harmonising trades and positions.
“Thanks to eLamp, we share and fluidify the knowledge of all the group’s employees. Everyone has free access to the group’s various areas of expertise.”
Diego de Brisoult, Director of Transformation – La HSC
Create a skills map to precisely locate resources in the company, and use this map to improve the mobility and operational performance of the group.
To dynamically manage all the skills and abilities of employees, subject to the rules for obtaining and renewing internal skills.
Manage the training paths of employees in order to optimise internal needs.
“eLamp offers us very interesting perspectives on the management of our resource pool: it is through it that we will be able to reach our strategic goals and, above all, accompany our employees more serenely in the evolution of our business lines”.
Marc Joly, Group Training Manager.
Facilitate the identification of consultants’ expertise within a fast-growing consulting SME in order to increase reactivity on calls for projects and maintain a horizontal work organisation.
Integrate skills management into HR and business processes in the 5 Ministries and master the match between required and available skills.
“eLamp for Social Ministries is a dynamic way of enlightening employees and HR actors on the skills held and expected, through a digitised approach upstream of all HR processes…”.
Claire OROSCO, HRIS Mission Project Director – Social Ministries
To build a library of skills in order to be able to collaborate between trades, identify experts and exchange instantly.
“eLamp at Enedis is a solution to better understand each person’s skills, facilitate the search for expertise and develop inter-professional collaboration.”
Christophe Dupuy, Enedis BtoB Client Expert Manager
To encourage consultants to self-declare their skills in order to have a mapping of the group’s skills.
To make the consultants actors on their career paths and to encourage them to improve their skills.
To set up a 360 assessment between peers and facilitate the search for expertise.
“Moving from the knowledge economy to the skills economy is the key turning point that the Altera Group has decided to take in order to open up a sustainable future for itself.”
Grégory Thibessard, Managing Director, Altera Group
Accelerate the process of internal mobility associated with the retraining of administrative staff suffering from physical or psychological inaptitude for work.
Aggregating, structuring and harmonising a library of skills, jobs and training based on the multitude of documentary sources existing in the company: mini-CVs from the internal social network, job descriptions, job offers, educational information sheets, etc.
Constitution of a dynamic and learning repository of competences, based on an existing documentary base.
Gradual enrichment of the skills database overtime.
eLamp is part of a global skills management project called Teréga Pass.
The challenges are to make each employee an actor in his or her career path, to enable managers to have dashboards on the skills of their teams and to be able to identify critical skills.
Digitisation of the criticality analysis, associated action plans and 5-year projections: year 2020, based on the Strategic Action Plan.
Digitisation of employee skills data, collected during professional development interviews, based on the BUs’ Workforce Planning, the results of appraisal campaigns and people reviews: year 2021.