People
Our commitment
- Improve the performance of HR activities to free up high value-added time
- Support HR professionals in their role as business partners & transformation leaders and innovation projects…
- Develop CSR dimensions in company policy
Anticipating and supporting HR needs to meet tomorrow’s business and CSR challenges
- “HR Performance”: Improving the performance of HR processes and tools to free up time for high added value tasks (processes, organization, Lean actions, business relations, digitalization, etc.)
- “Exploration: vision, ambition and HR roadmap”: design and on-boarding tools, monitoring, business and skills forecasting (GEPP), etc
Supporting HR professionals in meeting corporate challenges
- Design efficient, flexible, and high-performance organizations, capable of absorbing frequent transformations
- Integrate the notion of “extended” enterprise: stakeholders, workplaces, etc
- Adapt the organization of activities, skills, metiers, and spaces to match employees’ new expectations
Designing adaptable organizations and work environments, in tune with their environment and challenges
- “Design and implement new organizations”: Diagnosis, construction of the structure and dynamics of operation and deployment, agile culture, governance models, adaptive governance, management by objectives (OKR), decision-making, etc
- “Redefine workspaces and work modes”: Better take into consideration interconnection between teams
Set up living organizations
- Attract and recruit the right people for the company’s needs in a tight job market
- Provide candidates and employees with an outstanding “end-to-end” experience
- Integrate the employee experience dimension into business processes
- Integrate the CSR dimension for the company and its partners
Fostering employee commitment through a multi-stakeholder, end-to-end, inspiring and pragmatic approach
- ” Applicant journey “: Provide applicants with a remarkable experience (employer promise, sourcing, recruitment, design of the applicant experience, etc.)
- “Employee journey”: Design a “seamless” employee journey, creating the conditions for a “loyalty-building” employee experience (diagnostics of engagement levers, employee experience design, social barometer, off-boarding, alumni, etc.)
Being attractive and winning employees’ loyalty
- Transform through relationships
- Foster cooperation and commitment
- Secure the efficiency of business processes
- Develop fluidity, agility and innovation in interactions
- Turn interdependence into a source of added value and collective dynamics
Stimulating transformations through people relationships: trust, empowerment and reciprocity
- “Management relationships”: Encourage new ways of thinking about manager-managed relationships, support managerial transformations (relationship design workshops, support for managers and teams, etc.)
- “Cooperative relationships”: develop collaborative approaches between teams (internal and external), foster the desire to cooperate through a better understanding of respective needs
Creating a dynamic relationship
- Acquire the expertise (skills and “soft skills”) needed today, and train in the skills that will be required in tomorrow’s metiers
- Develop employability throughout working life
- Encourage employees to learn continuously
- Create a corporate academy/university
Bringing our expertise, customer experience and pedagogy to training stakeholders
- “KEPLER Academies”: Engineering and running training courses (certifying or non-certifying) for trades & softskills (R&D / Purchasing / Supply Chain / Operations / Sales & marketing)
- “Training stakeholders”: Support for training departments (skills development plans, academies, etc.) and training establishments
Developing skills and knowledge
Our Consulting approach
In a context of transformation of society, organizations and the relationship to work, employee commitment and operational efficiency are major challenges.
KEPLER provides consulting expertise focused on operational and HR players, to turn individuals and relationships into strategic assets at the service of the company.
KEPLER capitalizes on its 6 practices to offer a multi-expertise approach for the benefit of our customers.
In all its interventions, KEPLER works through 4 "prisms": agility, change, innovation, and CSR.
- Agile organizations
- Dynamic governance
- Short decision-making processes
- Iterative processes and continuous improvement
- Environmental, societal, and social impact of organizations
- Meaning, intention
- Balancing performance/quality of life and working conditions (QLWC)
- Systematic impact assessment
- Concern for ownership and buy-in
- Support for implementation
- Test & Learn mode
- Out-of-the-box thinking
- Experiential
