Corporate training and social protection: for sustainable performance

Faced with the accelerated disappearance of certain professions and the emergence of new ones, companies have to deal with an environment that is now described as BANI (Brittle), Anxious(Anxious), Nonlinear(Nonlinear) andIncomprehensible (Incomprehensible). The new challenges and uncertainties caused by technological acceleration are changing jobs, organizational modes and employee expectations.

In this context, two pillars stand out: in-company training and social protection.
social protection
. Often considered as two distinct areas, one linked to skills development, the other to security in the face of life's hazards, these two levers are nonetheless closely and strategically linked. Together, they help strengthen the resilience of individuals and organizations, while promoting sustainable, equitable and inclusive performance.

Corporate training to combat obsolescence and drive emancipation

In-company training, whether initial or ongoing, is the first response to the accelerating obsolescence of skills. It enables all employees to adapt to economic and technological change, and to enter the job market sustainably or remain employable throughout their working lives.

Professions evolve, transform or disappear, sometimes in the space of a few years. According to the
World Economic Forum
40% of current skills no longer correspond to the needs of the job market, and 22% of jobs are likely to be transformed by 2030 as a result of technological upheaval.

Social protection to secure and free initiative

Social protection schemes: health, provident funds, retirement savings, employee savings schemes, etc. are the essential safety net against personal and professional risks.

Beyond protection, they directly support employees' ability to evolve. Solid health cover, a flexible parental leave scheme or support in the event of illness make it easier to stay in work or return to it.

A complementary strategy

Continuing education and social protection are mutually reinforcing:

• Regular training maximizes employability, reducing the risk of over-dependence on substitute social benefits (CSR, unemployment, etc.).
• At the same time, robust social protection ensures the financial and psychological health needed for serene career development, whether during periods of upgrading, transition, retraining or continuing education.

For companies, this synergy is an asset. New generations of workers, especially millennials and Generation Z, are particularly sensitive to the quality of social support and the possibility of on-the-job training.

A lever for employer branding and sustainable performance

An ambitious corporate training policy is a clear sign of commitment to employees. It nurtures the employer brand and conveys an image of a company that invests in people, not just machines.

Similarly, a comprehensive social protection system sends out a strong message that the company genuinely cares about the well-being, health and work/life balance of its employees. Prevention of psychosocial risks, support for family carers, innovative schemes... These are all elements that cement social ties and reduce staff turnover.

Discover our guide to employer branding

A key role for HRDs: architects of the social pact

For HR departments, the mission is no longer limited to administering regulatory measures. It's a question of designing a responsible and supportive social pact that combines security and agility. This means :

• Integrate corporate training and social protection into a strategic vision of human capital.
• Anticipate future transformations to adjust training paths and social guarantees.
• Dialogue with social partners to co-construct solutions tailored to employees' real needs.

The famous "flexicurity" - the balance between flexibility of career paths and security of individuals - becomes a concrete and indispensable objective.

Faced with major challenges, coordination is essential

Technological change isn't the only thing shaking up the world of work. Climate and demographic challenges are also reshaping HR priorities.

• The ecological transition is also creating new jobs and transforming others: investing in corporate training is essential.
• The ageing of the working population means that we need to adapt our social protection systems and develop training to maintain the employability of older workers, for example by modifying the phased retirement scheme.

In this context, coordination between social support and skills development is an imperative for steering the transformation of organizations.

Gaining expertise through training in social protection

At the very heart of your HR profession, regular training is essential to understanding and mastering the many aspects of social protection. This expertise enables us to design tailor-made schemes and coverages, adapted to your company's specific needs.

At Gerep, a company with a social mission and consulting broker, we put our expertise at the service of HR departments and their teams to help them implement innovative, effective and responsible solutions, capable of meeting the current and future challenges of corporate social protection.