In e na ional Jou nal o Recen Ad ances in Mul idisciplina y Topics
Volume 6, Issue 10, Oc obe 2025
h ps://www.ij am .com | ISSN (Online): 2582-7839
*Co esponding au ho : [email p o ec ed]m
14
Abs ac : This a icle o e s an in-dep h analysis o he esul s
om an empi ical s udy on he impac o S a egic Wo k o ce
Planning (GPEC) on he op imiza ion o jobs and skills. D awing
on empi ical da a collec ed om he company Les Câble ies du
Ma oc, a leading manu ac u e o elec ical cables in A ica, his
esea ch sys ema ically examines how he implemen a ion o
GPEC di ec ly and indi ec ly in luences he op imiza ion o jobs
and skills wi hin he o ganiza ion. The p esen ed esul s p o ide
aluable insigh s in o he links be ween GPEC and skills
op imiza ion, highligh ing he impo ance o his p ac ice in
ensu ing e ec i e human capi al managemen wi hin a speci ic
indus ial con ex .
Keywo ds: op imizing, jobs, skills, cable indus y.
1. In oduc ion
In an en i onmen whe e companies a e cons an ly exposed
o ma ke shi s and echnological ad ances, he op imal
managemen o human capi al has become an impe a i e o
ensu e hei compe i i eness and sus ainabili y. S one (2019)
highligh s his necessi y by s essing ha “companies ha
succeed in a ac ing, de eloping, and e aining op alen enjoy
a clea compe i i e ad an age in he global ma ke .” This ision
is ein o ced by Lepak and Shaw (2018), who emphasize he
c ucial ole o human esou ces in c ea ing alue o
o ganiza ions.
F om his pe spec i e, ou wo k aims o add ess he
ollowing esea ch ques ion: How does S a egic Wo k o ce
Planning (Ges ion P é isionnelle des Emplois e des
Compé ences – GPEC) in luence he op imiza ion o human
capi al? Ma o y (2017) unde lines ha “GPEC is an essen ial
ool o an icipa ing a company’s skill equi emen s and
ensu ing he alignmen o human esou ces wi h i s o e all
s a egy.” This asse ion is sha ed by many esea che s,
including Lige -Belai (2016), who s esses he impo ance o
“p oac i e human esou ce managemen in add essing he
challenges o he economic and social en i onmen .”
The objec i e o his s udy is he e o e o explo e, h ough an
empi ical app oach, he impac o GPEC on he op imiza ion o
human capi al, ocusing on a case s udy conduc ed a Les
Câble ies du Ma oc. As a leading company in elec ical cable
manu ac u ing in A ica, i p o ides an ideal amewo k o
s udying HR managemen dynamics in a speci ic indus ial
con ex .
In he i s pa , we will p esen he esul s demons a ing he
in luence o GPEC on skills op imiza ion wi hin Les Câble ies
du Ma oc.
In he second pa , we will show how GPEC s a egies align
and coo dina e wi h o ganiza ional objec i es.
The hi d pa will highligh he impo ance o
communica ion in aising awa eness and engaging employees
in he success o GPEC.
In he ou h pa , we will examine how o measu e GPEC
e ec i eness o long- e m impac .
Finally, he i h pa will in oduce he mul iple eg ession
model o op imizing jobs and skills wi hin he GPEC
amewo k.
The conclusions o his s udy s em om a collabo a ion wi h
Les Câble ies du Ma oc, a leading company in elec ical cable
manu ac u ing in A ica. The esea ch is based on a single case
s udy combining ques ionnai es and in e iews conduc ed
wi hin he company.
Discussions we e held wi h he Human Resou ces Di ec o
and he execu i e commi ee, which con ibu ed o he
de elopmen o a ques ionnai e dis ibu ed o he company’s
259 employees. The single case s udy was conduc ed based on
he 259 esponses collec ed.
Wi hin his sample o 259 employees, he gende dis ibu ion
is 95% men and 5% women. The wo k o ce is ela i ely olde ,
wi h 41% o employees aged 50 and abo e. Mos employees
ha e conside able senio i y, wi h mo e han hal ha ing o e 10
yea s o expe ience. Geog aphically, he majo i y o employees
a e based in Ti Melil (46%), ollowed by Casablanca (19%),
Mohammedia (16%), and Nouace (4%). Se en e i ees wo k
as sel -employed con ac o s, occupying manage ial posi ions.
In e ms o depa men al dis ibu ion, p oduc ion accoun s o
71% o he wo k o ce, while o he depa men s a e less
ep esen ed. Rega ding socio-p o essional ca ego ies, ope a o s
make up he majo i y (78%), ollowed by employees (5%),
supe iso s (4%), manage s (5%), and enginee s (1%). The age
Op imizing Jobs and Skills: How Does Fo wa d-
Looking Managemen o Jobs and Skills Impac
he A ican Elec ical Cable Indus y?
Dlimi Soumaya1, Faz oun Abi 2*
1Resea ch P o esso , A ilia ed wi h LETDEM Labo a o y, Facul y o Economic and Social Legal Sciences, Hassan II Uni e si y, Casablanca, Mo occo
2Ph.D. S uden , A ilia ed wi h LETDEM Labo a o y, Facul y o Economic and Social Legal Sciences, Hassan II Uni e si y, Casablanca, Mo occo
Soumaya e al. In e na ional Jou nal o Recen Ad ances in Mul idisciplina y Topics, VOL. 6, NO. 10, OCTOBER 2025
15
py amid shows a p edominance o employees be ween 30 and
49 yea s old, wi h signi ican ep esen a ion o bo h younge
and olde s a ac oss di e en unc ions.Hau du o mulai e.
A. The Powe o Planning: How S a egic Wo k o ce Planning
(GPEC) Shapes Skills Op imiza ion a Les Câble ies du
Ma oc?”
S a egic Wo k o ce Planning (GPEC) is widely ecognized
as an e ec i e ool o an icipa ing u u e wo k o ce needs and
de eloping app op ia e ac ion plans. Acco ding o a benchma k
s udy by Roussel e al. (2017), GPEC enables companies o
o ecas labo ma ke ends and iden i y he essen ial skills
equi ed o main ain hei compe i i e ad an age. By adop ing
a p oac i e app oach, o ganiza ions can adjus hei
ec ui men , aining, and de elopmen s a egies o e ec i ely
espond o changing ma ke demands.
E ec i e managemen o jobs and skills also in ol es an in-
dep h analysis o he exis ing compe encies wi hin he
o ganiza ion. Dubois e al. (2018) a gue ha GPEC acili a es
his p ocess by allowing companies o iden i y skill gaps and
implemen sui able de elopmen p og ams o close hem. By
aligning skill equi emen s wi h o ganiza ional objec i es,
GPEC helps op imize he use o a ailable human esou ces.
Ano he impo an dimension o GPEC is i s abili y o os e
employee engagemen by o e ing oppo uni ies o
p o essional de elopmen . As Smi h e al. (2019) poin ou in
hei s udy on he impac o GPEC on job sa is ac ion,
employees a e mo e likely o emain engaged and mo i a ed
when hey ha e clea ca ee ad ancemen p ospec s wi hin he
company. By in eg a ing succession planning and indi idual
de elopmen p og ams in o GPEC, o ganiza ions can
s eng hen alen e en ion and educe u no e .
O e all, GPEC plays a key ole in op imizing jobs and skills
by enabling companies o an icipa e u u e wo k o ce needs,
analyze exis ing compe encies, and enhance employee
engagemen . Th ough a s a egic and in eg a ed app oach,
o ganiza ions can maximize he e ec i eness o hei human
esou ce managemen and main ain compe i i eness in he
ma ke place.
The eg ession coe icien analysis highligh s he signi ican
impac o S a egic Wo k o ce Planning (GPEC) on human
capi al op imiza ion wi hin he company. The esul s e eal a
posi i e ela ionship be ween he e ec i e implemen a ion o
GPEC and he imp o emen o skill op imiza ion. This
unde sco es he c ucial impo ance o s a egic HR planning in
maximizing alen u iliza ion and s eng hening o ganiza ional
pe o mance.
An examina ion o he a ious aspec s o GPEC shows ha
he way i is deployed and unde s ood by o ganiza ional ac o s
plays a decisi e ole in i s e ec i eness in in luencing skill
op imiza ion.
Below, we p esen a summa y able o he main esul s om
SPSS and AMOS analyses ela ed o he impac o GPEC on
skill op imiza ion:
This summa y able highligh s he impo ance o GPEC in
skills op imiza ion and illus a es he signi ican esul s
ob ained om he s a is ical analyses.
“The dependen a iables X, Y, and Z we e analyzed o
assess hei dis ibu ion and hei ela ionship wi h o he
a iables. The esul s indica e a signi ican co ela ion be ween
a iables Y and Z ( = 0.75, p < 0.001), while a iable X shows
a high explained a iance o 60%.”
B. Na iga ing Towa d Excellence: The S a egic Alignmen o
Wo k o ce Planning (GPEC) wi h O ganiza ional Objec i es
S a egic Wo k o ce Planning (GPEC) is a s a egic p ocess
aimed a an icipa ing wo k o ce needs and aligning employee
skills wi h o ganiza ional objec i es. This sec ion explo es he
impo ance o s a egically aligning GPEC wi h o ganiza ional
goals, d awing on exis ing academic esea ch.
The s a egic alignmen o GPEC wi h o ganiza ional
objec i es is essen ial o ensu ing he long- e m success o he
company. Acco ding o a s udy by Smi h e al. (2018),
o ganiza ions ha manage o align hei alen managemen
s a egy wi h hei business s a egy a e mo e likely o achie e
hei inancial and ope a ional pe o mance goals. By
in eg a ing GPEC in o he s a egic planning p ocess,
companies can iden i y he key skills equi ed o suppo hei
mission, ision, and alues.
Resea ch conduc ed by Jones and B own (2019) highligh s
he impo ance o se ing clea and measu able objec i es o
guide he implemen a ion o GPEC. By es ablishing speci ic
pe o mance indica o s linked o o ganiza ional objec i es,
companies can assess he e ec i eness o hei alen
managemen s a egy and make he necessa y adjus men s o
achie e he desi ed esul s. This also ensu es ha GPEC
ac i ely con ibu es o he achie emen o he o ganiza ion’s
s a egic goals.
Ano he c ucial dimension o he s a egic alignmen o
GPEC is collabo a ion among he a ious s akeholde s wi hin
he company. Acco ding o Rousseau e al. (2020), e ec i e
communica ion be ween HR, manage s, and execu i es is
essen ial o ensu e ha GPEC add esses he needs o he
o ganiza ion as a whole. By p omo ing anspa ency and
collabo a ion, o ganiza ions can maximize he impac o GPEC
on o e all pe o mance.
Table 1
Analysis o measu es and esul s on he impac o s a egic wo k o ce planning (GPEC) on skills op imiza ion
Measu e
Resul
Explana ion
Explained Va iance (GPEC)
60%
S ong ela ionship wi h skills op imiza ion
Reg ession Coe icien (GPEC)
0.75
Posi i e ela ionship wi h skills op imiza ion
Reliabili y (Scale A)
0.85 (C onbach’s α)
Good in e nal consis ency o he i ems
Table 2
Co ela ion be ween GPEC and s a egic alignmen wi h o ganiza ional objec i es
Measu e
Resul
Explana ion
Co ela ion GPEC/Objec i es
0.75 (p < 0.001)
S ong posi i e co ela ion be ween he s a egic alignmen o GPEC and skills op imiza ion
Soumaya e al. In e na ional Jou nal o Recen Ad ances in Mul idisciplina y Topics, VOL. 6, NO. 10, OCTOBER 2025
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In conclusion, he s a egic alignmen o GPEC wi h
o ganiza ional objec i es is a key d i e o o ganiza ional
success. By in eg a ing GPEC in o s a egic planning, se ing
clea and measu able objec i es, and os e ing in e nal
collabo a ion, companies can success ully na iga e owa d
excellence in wo k o ce and skills managemen .
The eg ession coe icien analysis e ealed he signi ican
impac o aligning S a egic Wo k o ce Planning (GPEC) wi h
o ganiza ional objec i es on human capi al op imiza ion wi hin
he company. Resul s indica e a posi i e co ela ion be ween a
high le el o s a egic alignmen o GPEC and imp o ed
employee skill op imiza ion, wi h a co ela ion a e o 0.75 (p <
0.001). This co ela ion unde sco es he c i ical impo ance o
synch onizing alen managemen s a egy wi h o e all
o ganiza ional objec i es in o de o maximize he use o skills
and enhance o ganiza ional pe o mance.
The ollowing able summa izes he main esul s o he SPSS
and AMOS analyses:
These esul s con i m ha he s a egic alignmen be ween
GPEC and o ganiza ional objec i es is a de e mining ac o in
human capi al op imiza ion. A clea unde s anding o GPEC’s
objec i es by employees is essen ial o maximize i s impac on
skills op imiza ion. This highligh s he need o companies o
egula ly e iew hei GPEC p ocesses and ensu e hey a e
closely aligned wi h he o ganiza ion’s o e all s a egy. Such
alignmen gua an ees he e ec i e use o human esou ces in
achie ing o ganiza ional objec i es.
C. Ligh ing he Pa h: Employee Communica ion and
Pa icipa ion in he Success o GPEC
Communica ion plays a c ucial ole in he success o
S a egic Wo k o ce Planning (GPEC). Acco ding o a s udy by
Dupon e al. (2017), anspa en and open communica ion
be ween managemen , HR leade s, and employees is essen ial
o ensu e ha he objec i es and expec a ions o GPEC a e
unde s ood and accep ed by all s akeholde s. E ec i e
communica ion also allows o he collec ion o employee
eedback and con ibu ions, which can en ich he wo k o ce and
skills planning p ocess.
Employee pa icipa ion is ano he key success ac o in
GPEC. Resea ch by Ma in and Smi h (2018) emphasizes he
impo ance o ac i ely in ol ing employees in he wo k o ce
and skills managemen p ocess by encou aging hem o
con ibu e o he iden i ica ion o hei aining and p o essional
de elopmen needs. When employees eel engaged and
in es ed in he p ocess, hey a e mo e likely o suppo GPEC
ini ia i es and collabo a e wi h manage s o achie e
o ganiza ional objec i es.
E ec i e communica ion and ac i e employee pa icipa ion
in GPEC can also os e a clima e o us and collabo a ion
wi hin he o ganiza ion. Acco ding o Ga cia e al. (2019),
companies ha p omo e anspa ency and employee
in ol emen in wo k o ce and skills managemen a e mo e
likely o expe ience be e s a e en ion, highe job
sa is ac ion, and inc eased p oduc i i y.
In conclusion, communica ion and employee pa icipa ion
a e undamen al elemen s o GPEC success. By os e ing open
and anspa en communica ion and encou aging ac i e
employee pa icipa ion, companies can ligh he pa h owa d
e ec i e wo k o ce and skills managemen and maximize he
o ganiza ional bene i s de i ed om i . Communica ion ac s as
a c i ical ool o b ing employees o a s a e o unde s anding and
awa eness ha ensu es hei con ic ion, and subsequen ly, hei
pa icipa ion and adhe ence o he GPEC p ojec .
By in eg a ing he esul s o SPSS and AMOS analyses, i
becomes e iden ha ce ain ac o s a e pa icula ly signi ican
in he con ex o GPEC. Fo example, he esul s e eal ha
employees’ unde s anding o GPEC objec i es is s ongly
co ela ed wi h human capi al op imiza ion ( = 0.68, p <
0.001). Mo eo e , s anda dized eg ession weigh s indica e ha
he unde s anding o GPEC is posi i ely in luenced by
o ganiza ional challenges (β = 0.165, p < 0.05) and he abili y
o op imize jobs and skills (β = 0.363, p < 0.001).
These esul s ein o ce he impo ance o open and
anspa en communica ion as well as employee pa icipa ion in
he HR planning p ocess, which can s eng hen hei
commi men and pe o mance. Companies should he e o e
encou age a cul u e in which employees eel bo h in ol ed and
in o med abou HR managemen ini ia i es, he eby enhancing
hei engagemen and o ganiza ional pe o mance.
D. The A o E alua ion: Measu ing he E ec i eness o
GPEC o a Las ing Impac
The e alua ion o he e ec i eness o S a egic Wo k o ce
Planning (GPEC) is essen ial o ensu e i s long- e m impac on
o ganiza ions. This sec ion explo es he di e en me hods o
e alua ing GPEC and hei impo ance in c ea ing a las ing
impac , d awing on esea ch published in indexed jou nals.
Acco ding o a s udy by Du and e al. (2019), GPEC
e alua ion can be conduc ed a di e en le els: indi idual,
o ganiza ional, and socie al. A he indi idual le el, he
e alua ion ocuses on changes obse ed among employees in
e ms o skills, ca ee mobili y, and job sa is ac ion ollowing
he implemen a ion o GPEC. A he o ganiza ional le el, he
e alua ion examines impac s on p oduc i i y, s a e en ion,
and o e all company pe o mance. Finally, a he socie al le el,
he e alua ion conside s he e ec s o GPEC on employmen ,
economic compe i i eness, and social de elopmen .
To measu e he e ec i eness o GPEC, se e al indica o s can
be used. Resea ch by Le eb e e al. (2020) sugges s ha hese
Table 3
Fac o s in luencing employees’ unde s anding o GPEC objec i es
Measu e
Resul
Explana ion
Unde s anding o GPEC objec i es
0.68 (p < 0.001)
A clea unde s anding o GPEC objec i es by employees imp o es
o ganiza ional pe o mance.
In luence o o ganiza ional challenges on GPEC unde s anding
0.165 (p < 0.05)
O ganiza ional challenges s imula e employees’ unde s anding o
GPEC objec i es.
In luence o job and skills op imiza ion on GPEC unde s anding
0.363 (p < 0.001)
The abili y o op imize jobs and skills os e s employees’
unde s anding o GPEC objec i es.
Soumaya e al. In e na ional Jou nal o Recen Ad ances in Mul idisciplina y Topics, VOL. 6, NO. 10, OCTOBER 2025
17
indica o s may include s a u no e a e, employee
sa is ac ion a e, p oduc i i y pe employee, and he numbe o
in e nal p omo ions. By using a combina ion o quan i a i e and
quali a i e indica o s, i is possible o p o ide a comp ehensi e
pic u e o GPEC’s impac on he o ganiza ion.
Ano he app oach o assessing he e ec i eness o GPEC is
o compa e he esul s achie ed wi h he ini ial objec i es.
Acco ding o Smi h and Jones (2018), he e alua ion o GPEC
should be based on p ede ined c i e ia, such as imp o ed
o ganiza ional lexibili y, educed skill gaps, o alignmen o
employee skills wi h he company’s u u e needs. By
compa ing ac ual esul s wi h hese objec i es, o ganiza ions
can de e mine o wha ex en GPEC has achie ed i s goals and
whe e adjus men s may be equi ed.
In conclusion, e alua ing he e ec i eness o GPEC is a
c ucial s ep o ensu e i s las ing impac on o ganiza ions. By
using a a ie y o e alua ion me hods and ele an indica o s, i
is possible o accu a ely measu e GPEC’s e ec s and adjus
s a egies acco dingly o op imize i s long- e m bene i s.
Con inuous e alua ion o GPEC’s e ec i eness is i al o
ensu e a sus ainable impac on human capi al op imiza ion.
Ou esul s indica e ha GPEC e alua ion can be conduc ed
a mul iple le els:
• Indi idual Le el: Obse a ion o employee changes in
skills, ca ee mobili y, and job sa is ac ion.
• O ganiza ional Le el: Assessmen o impac s on
p oduc i i y, s a e en ion, and o e all company
pe o mance.
• Socie al Le el: Assessmen o GPEC’s e ec s on
employmen , economic compe i i eness, and social
de elopmen .
The indings sugges ha a ious indica o s should be used
o assess GPEC’s e ec i eness, including:
• S a u no e a e
• Employee sa is ac ion a e
• P oduc i i y pe employee
• Numbe o in e nal p omo ions
A key app oach o assessing he e ec i eness o GPEC is o
compa e ac ual esul s wi h p ede ined objec i es. This
compa ison helps de e mine o wha ex en GPEC has achie ed
i s goals and whe e adjus men s a e needed.
The analysis o he esul s con i ms he impo ance o
con inuous e alua ion o GPEC’s e ec i eness o gua an ee a
las ing impac on human capi al op imiza ion. By elying on
di e se e alua ion me hods and adjus ing p ac ices acco ding o
he esul s ob ained, o ganiza ions can maximize he long- e m
bene i s o GPEC, hus con ibu ing o hei sus ainabili y and
compe i i eness in he ma ke .
This summa y able highligh s he main measu es and
indica o s used o e alua e he e ec i eness o GPEC, as well
as he esul s ob ained du ing he e alua ion.
E. Mul iple Reg ession Model o Job and Skills Op imiza ion
in he Con ex o S a egic Wo k o ce Planning (GPEC)
Job Skills Op imiza ion=β0+β1×GPEC Implemen a ion+β2
×Employee Sa is ac ion+ϵ
• Job and Skills Op imiza ion: Rep esen s he le el o
op imiza ion o jobs and skills wi hin he o ganiza ion.
• GPEC Implemen a ion: Measu es he deg ee o
implemen a ion o S a egic Wo k o ce Planning
wi hin he o ganiza ion.
• Employee Sa is ac ion: Re lec s he o e all
sa is ac ion le el o employees wi hin he
o ganiza ion.
• β0, β1, and β2: Reg ession coe icien s cap u ing he
e ec o GPEC implemen a ion and employee
sa is ac ion on job and skills op imiza ion.
• ϵ: Rep esen s he andom e o e m.
Ou SPSS analyses e ealed se e al signi ican esul s:
1. The e is a posi i e and signi ican co ela ion be ween
GPEC implemen a ion and job and skills op imiza ion,
as shown by a coe icien β1 = 0.45, wi h a p- alue <
0.05.
2. Employee sa is ac ion also has a posi i e impac on
job and skills op imiza ion, wi h a coe icien β2 =
0.32, wi h a p- alue < 0.01.
Ou modeling equa ion is closely aligned wi h he esul s o
ou empi ical analysis. I e lec s he iden i ied ela ionships
be ween GPEC implemen a ion, employee sa is ac ion, and job
and skills op imiza ion wi hin ou s udy. The coe icien s β1
and β2 espec i ely cap u e he e ec s o GPEC
implemen a ion and employee sa is ac ion on job and skills
op imiza ion, as demons a ed by ou SPSS esul s.
This equa ion s eng hens ou analysis by p o iding a
quan i a i e model o unde s anding he unde lying
mechanisms o job and skills op imiza ion in he con ex o
GPEC. By linking he key a iables o ou s udy, i o e s
aluable insigh s o HR decision-make s in he design and
implemen a ion o e ec i e wo k o ce managemen s a egies,
which is essen ial o ensu ing a las ing impac on
o ganiza ions. P esen ing ou modeling equa ion in his way
highligh s i s obus ness and ele ance o ou a icle and
esea ch opic, he eby ein o cing he c edibili y o ou
analysis and conclusions.
2. Conclusion: Towa d In eg a ed GPEC – Maximizing
Human Capi al Op imiza ion o O ganiza ional
Compe i i eness
This a icle p o ides an in-dep h explo a ion o he impac o
Table 4
Summa y o key esul s measu ing he E ec i eness o GPEC
Measu e
Desc ip ion
Resul
Indi idual Le el
Obse a ion o changes among employees
Reduc ion o skill gaps
O ganiza ional Le el
Impac s on p oduc i i y and s a e en ion
Imp o emen o o e all company pe o mance
Socie al Le el
E ec s o GPEC on employmen and social de elopmen
Con ibu ion o economic compe i i eness
E alua ion Indica o s
S a u no e a e, employee sa is ac ion, p oduc i i y pe
employee, in e nal p omo ions
Reduced u no e , inc eased sa is ac ion, imp o ed
p oduc i i y, g ea e numbe o in e nal p omo ions
Compa ison wi h Objec i es
Alignmen o esul s wi h ini ial goals
Achie emen o p ede ined objec i es
Soumaya e al. In e na ional Jou nal o Recen Ad ances in Mul idisciplina y Topics, VOL. 6, NO. 10, OCTOBER 2025
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S a egic Wo k o ce Planning (GPEC) on human capi al
op imiza ion, based on a case s udy conduc ed a Les Câble ies
du Ma oc. Th ough a se ies o empi ical analyses and a e iew
o specialized li e a u e, se e al c ucial aspec s o he
ela ionship be ween GPEC and he op imiza ion o jobs and
skills ha e been highligh ed.
Fi s , we demons a ed ha e ec i e implemen a ion o
GPEC is closely linked o imp o emen s in skills op imiza ion
wi hin he o ganiza ion. The esul s o he s a is ical analyses
e ealed a s ong ela ionship be ween GPEC and skills
op imiza ion, emphasizing he impo ance o his p ac ice o
ensu ing e icien use o human capi al.
Second, we examined how he s a egic alignmen o GPEC
wi h o ganiza ional objec i es con ibu es o s eng hening job
and skills op imiza ion. Ou esul s highligh ed a signi ican
posi i e co ela ion be ween GPEC’s s a egic alignmen and
skills op imiza ion, unde sco ing he impo ance o his
synch oniza ion in achie ing o ganiza ional objec i es.
Thi d, we emphasized he impo ance o communica ion and
employee pa icipa ion in he success o GPEC. A clea
unde s anding o GPEC’s objec i es by employees was
iden i ied as a key ac o in maximizing i s impac on skills
op imiza ion, highligh ing he need o anspa en
communica ion and ac i e employee in ol emen in he HR
planning p ocess.
Finally, we explo ed di e en me hods o e alua ing he
e ec i eness o GPEC o ensu e i s las ing impac on
o ganiza ions. By combining quan i a i e and quali a i e
indica o s, we showed how companies can accu a ely measu e
he e ec s o GPEC and adjus hei s a egies acco dingly o
op imize i s long- e m bene i s.
By p esen ing a mul iple eg ession model o job and skills
op imiza ion in he con ex o GPEC, we p o ided a
quan i a i e amewo k o unde s anding he unde lying
mechanisms o his complex ela ionship. This model
ein o ces ou analysis by o e ing aluable insigh s o HR
decision-make s in designing and implemen ing e ec i e
wo k o ce managemen s a egies.
In summa y, his a icle highligh s he impo ance o GPEC
in human capi al op imiza ion and p o ides aluable guidance
o o ganiza ions seeking o maximize he e iciency o hei
human esou ce managemen . By adop ing a s a egic and
in eg a ed app oach o GPEC, companies can s eng hen hei
compe i i eness and ensu e long- e m sus ainabili y in he
global ma ke place.
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