Anticipating occupational transformations

How can you distinguish actual changes in roles from hypotheses in order to prioritise skills needs?

1960 € per session, excl. VAT

In short

A seven-hour day, excluding breaks, to produce a diagnostic assessment of job evolution based on HR and operational documents. Generative AI helps compare activities, clarify skills gaps and prepare reasoned priorities, subject to professional validation and accompanied by quality indicators.

Why this training?

A job profile often describes the current situation without making changes in activities visible. Combining strategy, operational practices and feedback from the field helps distinguish a lasting transformation from a temporary organisational difficulty. Generative AI makes it easier to compare documents and formulate hypotheses, but may invent skills or amplify stereotypes. An analysis that is supported by sources, critically challenged and validated by people prevents these proposals from becoming unjustified HR conclusions. Ongoing case study: The fictional organisation ‘Nacre Maintenance’ is rolling out remote maintenance. The roles of field technician, planner and customer coordinator are evolving. Job profiles, fictional interviews and strategic directions enable an examination of needs over an eighteen-month horizon, without assessing employees individually. Transfer to the workplace: Apply the matrix to a role within your remit, test the hypotheses with an operational manager and a qualified HR professional, then update the priorities following their feedback. Monitor documentary coverage and hypotheses still to be confirmed.

Objectives of this training

  • Define the scope of roles and a time horizon for their evolution
  • Extract transformation factors from identified sources
  • Compare current activities, target activities and associated skills
  • Rank needs according to impact, urgency and strength of evidence
  • Measure the quality of the diagnostic assessment and prepare its professional validation

Who is it for and what are the prerequisites?

Roles and tasks concerned

  • HR managers and staff responsible for job and career path management
  • Skills development managers and HR partners supporting operational directorates

Prior skills

  • Be familiar with job profiles and skills development practices.
  • Be able to use a generative AI assistant and formulate a structured request.

What you will work on

  1. Scope the job diagnostic assessment

    Objective: Define the HR decisions to be informed. Collective scope, time horizon, stakeholders and limits of the assisted analysis.

  2. Assess the available materials

    Objective: Build a usable and traceable corpus. Currency of sources, contradictions, anonymisation and missing information.

  3. Identify transformations in activities

    Objective: Distinguish established changes from possible scenarios. Technological, organisational and customer-related factors; expanded, reduced or new activities.

  4. Translate activities into skills

    Objective: Characterise gaps without inferring individual abilities. Technical, interpersonal and organisational skills; expected levels described through observable behaviours.

  5. Prioritise HR responses

    Objective: Provide a rationale for priority needs. Operational impact, urgency, dependencies and robustness of documentation; training, knowledge transfer or reorganisation.

  6. Check and submit the diagnostic assessment

    Objective: Assess quality and organise validation. Source coverage, activity–skill consistency, bias and persistent disagreements.

What you take away

  • Scoping note and source register
  • Matrix of current activities, target activities and skills gaps
  • Table of prioritised needs and hypotheses to be confirmed
  • Recommendations note with a checklist and validation process

Method and assessment

  • Short inputs followed by immediate practice on the ongoing case study.
  • Individual work followed by work in pairs, with peer review of outputs.
  • Guided group discussion: what works, what needs correcting and what remains a human decision.
  • Preparation: Arrange access to a generative AI tool authorised by the organisation. Select fictional or anonymised documents: job profiles, strategic directions and interview summaries without sensitive individual data.

Observable criteria: Each selected transformation refers to an explicit source and time horizon. ; Each proposed skill is linked to an observable target activity. ; Facts, hypotheses and missing information are distinguished. ; Each priority includes a justification based on the agreed criteria. ; The percentage of findings supported by sources is calculated and validation reservations are recorded..

Frequently asked questions

Is a complete reference framework required?

No, gaps become interview questions rather than invented skills.

Does AI make decisions about job moves?

No. No sensitive decisions are automated; the analysis focuses on roles.

Can internal documents be used?

Only if anonymised and used in authorised tools; the applicable conditions must be checked with your legal department.

How should a disagreement about a role be handled?

Record the arguments, seek additional evidence and maintain a reservation until professional validation.

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