{"id":665,"date":"2017-10-01T08:00:21","date_gmt":"2017-10-01T08:00:21","guid":{"rendered":"https:\/\/www.scpragmatik.com\/?p=665"},"modified":"2022-06-03T06:01:11","modified_gmt":"2022-06-03T06:01:11","slug":"evolution-ou-transformation-des-rh","status":"publish","type":"post","link":"https:\/\/www.scpragmatik.com\/fr\/articles\/evolution-ou-transformation-des-rh\/","title":{"rendered":"\u00c9volution ou transformation des RH ?"},"content":{"rendered":"

Alors que plusieurs fonctions Ressources humaines (RH) doutent qu\u2019une simple \u00e9volution de leurs fa\u00e7ons de faire soit suffisante dans le contexte actuel, d\u2019autres peinent \u00e0 compl\u00e9ter leur cheminement vers un r\u00f4le plus strat\u00e9gique. Voici un aper\u00e7u des tendances qui am\u00e8nent ces remises en question.<\/p>\n

Tendances influentes<\/strong><\/h2>\n

Exp\u00e9rience-employ\u00e9<\/strong>\u00a0: l\u2019exp\u00e9rience-client, si importante pour la relation avec la client\u00e8le, s\u2019impose maintenant au chapitre des RH. L\u2019exp\u00e9rience-employ\u00e9 devient, entre autres, un incontournable pour l\u2019attraction et la r\u00e9tention des Mill\u00e9niaux.<\/p>\n

Num\u00e9risation et mobilit\u00e9 <\/strong>: les solutions actuelles de type SIRH offrent des promesses d\u2019innovation num\u00e9rique, notamment l\u2019interaction multicanal, les services mobiles et le libre-service. Avec l\u2019accessibilit\u00e9 accrue des r\u00e9pertoires ouverts de candidats tel LinkedIn, leur adoption impose souvent une r\u00e9vision profonde des fa\u00e7ons de faire.<\/p>\n

Infonuagique et science des donn\u00e9es<\/strong>\u00a0: le virage vers les plateformes RH virtuelles acc\u00e9l\u00e8re l\u2019usage de nouvelles techniques comme les mod\u00e8les pr\u00e9dictifs, l\u2019automatisation de l\u2019interaction avec les employ\u00e9s \u2013 qui vient soutenir le concept de libre-service \u2013 et l\u2019intelligence artificielle pour mieux cibler les candidats. Ces innovations exigent cependant l\u2019acquisition de nouvelles comp\u00e9tences pour en tirer pleinement profit et le p\u00e9rim\u00e8tre normalement attribu\u00e9 aux RH devient sujet \u00e0 r\u00e9vision.<\/p>\n

Agilit\u00e9 organisationnelle<\/strong>\u00a0: les approches agiles propres aux projets TI ont donn\u00e9 lieu \u00e0 l\u2019agilit\u00e9 organisationnelle, une tendance lourde qui affecte toutes les organisations. Par leur r\u00f4le central, les RH doivent appuyer efficacement les efforts de l\u2019entreprise dans ce virage tout en relevant le d\u00e9fi de rendre plus agiles ses propres fa\u00e7ons de faire.<\/p>\n

Engagement et mobilisation<\/strong>\u00a0: la jeune rel\u00e8ve est plus exigeante et moins patiente que ses pr\u00e9d\u00e9cesseurs. Consid\u00e9rant la pr\u00e9sence accrue d\u2019\u00e9quipes multisites ou virtuelles, les RH doivent maintenant faire preuve de cr\u00e9ativit\u00e9 pour aider les organisations \u00e0 attirer et retenir des employ\u00e9s performants, engag\u00e9s et mobilis\u00e9s.<\/p>\n

Bien-\u00eatre au travail<\/strong>\u00a0: la rel\u00e8ve n\u2019adh\u00e8re plus \u00e0 l\u2019id\u00e9e de travailler longtemps pour une m\u00eame entreprise. Privil\u00e9giant leur libert\u00e9 et la vari\u00e9t\u00e9, ils forcent un regard neuf sur les notions de conciliation travail-famille, de carri\u00e8re et de loyaut\u00e9. Le rapport de force entre employeur et employ\u00e9 est donc appel\u00e9 \u00e0 \u00e9voluer.<\/p>\n

R\u00f4le de gestionnaire <\/strong>: figure historique d\u2019autorit\u00e9 d\u00e9cisionnelle, le gestionnaire moderne se pr\u00e9sente maintenant comme un coach et un levier de performance. N\u2019oublions pas que les nouvelles g\u00e9n\u00e9rations ont grandi avec des approches de travail collectif et de cod\u00e9veloppement. L\u2019autorit\u00e9 hi\u00e9rarchique leur semble d\u00e9pass\u00e9e et manquer de transparence, tout comme l\u2019\u00e9valuation annuelle de la performance. Les RH doivent faire \u00e9voluer les gestionnaires vers des leaders mobilisateurs offrant une r\u00e9troaction constructive et fr\u00e9quente.<\/p>\n

Transformation des RH\u00a0: un passage oblig\u00e9 ?<\/strong><\/h2>\n

Parce que ces tendances d\u00e9rangent le statu quo \u00e0 l\u2019\u00e9gard des pratiques usuelles des RH, chacune repr\u00e9sente un d\u00e9fi significatif. Cumul\u00e9es, elles d\u00e9stabilisent et obligent une remise en question profonde du mod\u00e8le RH classique.<\/p>\n

Les approches traditionnelles de changement s\u2019av\u00e9rant mal adapt\u00e9es \u00e0 la complexit\u00e9 du d\u00e9fi, la fonction RH ne devrait-elle pas s\u2019appuyer sur une d\u00e9marche plus globale et transformationnelle ?<\/p>\n

Le contexte et la strat\u00e9gie d\u2019affaires de chaque organisation doivent \u00eatre tenus en compte dans cette r\u00e9flexion.<\/p>\n

 <\/p>\n

Cet article a initialement \u00e9t\u00e9 r\u00e9dig\u00e9 pour le Bulletin Hivers 2018 de E3 Services Conseils en collaboration avec Isabelle Morin, CRHA.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Alors que les fonctions Ressources humaines (RH) peinent \u00e0 compl\u00e9ter leur cheminement vers un r\u00f4le plus strat\u00e9gique, certaines doutent qu\u2019une simple \u00e9volution de leurs fa\u00e7ons de faire soit suffisante face \u00e0 plusieurs d\u00e9fis \u00e9mergents. Voici un aper\u00e7u des tendances qui am\u00e8nent cette remise en question …<\/p>\n","protected":false},"author":5,"featured_media":667,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[8],"tags":[],"class_list":["post-665","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles"],"acf":[],"yoast_head":"\n\u00c9volution ou transformation des RH ? | Pragmatik<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.scpragmatik.com\/fr\/articles\/evolution-ou-transformation-des-rh\/\" \/>\n<meta property=\"og:locale\" content=\"fr_CA\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00c9volution ou transformation des RH ? | Pragmatik\" \/>\n<meta property=\"og:description\" content=\"Alors que les fonctions Ressources humaines (RH) peinent \u00e0 compl\u00e9ter leur cheminement vers un r\u00f4le plus strat\u00e9gique, certaines doutent qu\u2019une simple \u00e9volution de leurs fa\u00e7ons de faire soit suffisante face \u00e0 plusieurs d\u00e9fis \u00e9mergents. 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