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1. Introduction
1.1 Context: Descriiption, history, organization, any useful inf
1. Introduction
1.1 Context: Descriiption, history, organization, any useful information. The context includes a descriiption of the company/institution (number of employees, situation, turnover, etc.). This is followed by factual events/elements explaining the company’s/institution’s needs leading to the problem statement.
1.2 Problem Statement: The problem statement must contain all necessary information for a thorough understanding of the issue and its stakes: how does the problem manifest itself? Who are the concerned individuals and what are the consequences? Why and how should this problem be solved?
1.3 Literature Review: Major theories, models, books, articles.
2. Methodology: Derived from the literature review, selection of the most relevant elements/methods for your work.
The student explains and concretely justifies the methods they plan to use to achieve the result mentioned in the previous point. They specify the techniques they intend to employ (interviews, questionnaires, collection and analysis of secondary data – indicating collection objectives (sample) as well as the necessary resources (databases, experts, etc.) and demonstrating their accessibility. Where and how to collect indicators? Statistics from HR, management, face-to-face interviews (qualitative), questionnaires (quantitative), and also elsewhere…
3. Indicators: Derived from the literature review and methodology, selection and explanation of indicators that help objectify the situation and aid decision-making.
4. Study Results and Analysis: Presentation of raw study results (data collected in the field/in company/benchmark, interviews, questionnaires, etc.) as well as your analysis. It is essential to base the analysis on the indicators proposed in the previous section.
5. Recommendations: Only based on study results. No inventions! Recommendations are presented as short/medium/long term hierarchical options with an outline of an implementation plan. However, a budget is not required.
6. Conclusion: The conclusion is a synthesis of the different parts of the work (results, analysis, recommendations) but should not contain any new elements.
7. Bibliography
I have already completed the context, problem statement, and objective sections, which have been more or less approved by my professors. However, they need to be revised to improve them and ensure that the structure of the context follows a funnel approach. Here are the completed sections:
Context: Retraites Populaires is a non-profit public law institution. It was founded in 1907 at the initiative of Dr. Emile Dind, a physician and deputy who submitted a motion to the Vaud parliament requesting a study on the creation of a cantonal insurance fund for old age, so that an institution could help the population save throughout their lives. Over the years, Retraites Populaires has been entrusted with new tasks and has also expanded the range of services it offers. Today, the company is an important player in the Vaud economic landscape. It is mainly active in insurance, occupational pension plans, the third pillar, real estate, and mortgage and construction loans.
Retraites Populaires currently has around 320 employees spread across 7 distinct divisions: General Management, Pensions and Insurance, Marketing, Consulting and Communication, Actuarial and Financial Management, Investments, Real Estate, and Digital Transformation & IT.
The company knows that in 5 years, it will lose about seventy of its employees due to retirement. Aware of this issue, the extended management of Retraites Populaires met for a day of reflection to discuss the evolution of the working environment to make the company as attractive an employer as possible. However, this massive departure of staff presents a problem that Retraites Populaires must solve.
Problem Statement: With the imminent retirement of a third of its workforce, Retraites Populaires stands at a strategic crossroads where the preservation and thus the transfer of competencies become critical. This wave of retirements represents not only a significant potential loss of accumulated know-how but also raises the question of continuity and operational efficiency. How can the institution ensure that the departure of these employees does not result in a loss of essential competencies vital for maintaining the quality of service and continuing its activities? The central issue of this project revolves around developing effective strategies for competency transfer to preserve the intellectual capital of Retraites Populaires and ensure the continuity of its operations.
Objective: The main objective is to find and propose effective strategies for knowledge and competency transfer within Retraites Populaires. These strategies should be applicable to all divisions of the company and should allow the establishment of processes to retain the competencies of departing employees.
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