1. process
1.1. Diagnosis
1.1.1. Analysing
1.1.1.1. Existing needs
1.1.1.2. Existing resources
1.1.1.3. Current gap
1.1.2. Anticipating
1.1.2.1. Future needs
1.1.2.2. Future resources
1.1.2.3. Future gap
1.2. Gap emphasis
1.2.1. Balance
1.2.1.1. Real situation
1.2.1.2. Expected situation
1.3. Action plan
1.3.1. adjustment tools & policies
1.3.1.1. recruitement
1.3.1.2. downsizing
1.3.1.3. training
1.3.1.4. mobility
1.3.1.5. Workflow
1.3.1.6. Organization
1.3.1.7. Flexibility
1.3.1.8. Promotion
1.3.1.9. Motivation
2. Team manager role
2.1. Identifying
2.1.1. Skills
2.1.2. Workforce
2.2. assessing
2.2.1. Performance
2.2.2. Compentences
2.3. Making recommandations
2.3.1. adjustement policies
3. jobs description and needs identification
3.1. Priority
3.2. Facultative
4. key concepts
4.1. Human capital
4.2. Trade and craft
4.2.1. Identity of a profession
4.3. Position
4.3.1. Experience of the craft in the company
4.4. Jobs or employment
4.4.1. Level of employement
5. Stakes
5.1. Board of directors
5.1.1. Antincipating
5.1.1.1. Workforce
5.1.1.2. Skills needs
5.1.2. getting
5.1.2.1. employees involvement
5.1.3. Increasing
5.1.3.1. Reactivity
5.1.3.2. Competition
5.2. Team Managers
5.2.1. Reinforce
5.2.1.1. Management Role
5.2.1.2. Team involvement
5.2.1.3. Team efficiency
5.3. employees
5.3.1. enhance
5.3.1.1. employability
5.3.2. get
5.3.2.1. Skills recognition
5.3.2.2. profesionnal evolution and perspective
5.4. Unions
5.4.1. Defend
5.4.1.1. Employment ability