{"id":5621,"date":"2022-11-29T18:45:51","date_gmt":"2022-11-29T17:45:51","guid":{"rendered":"https:\/\/actistress.com\/?p=5621"},"modified":"2022-11-29T18:45:52","modified_gmt":"2022-11-29T17:45:52","slug":"defi-ressources-humaines","status":"publish","type":"post","link":"https:\/\/actistress.com\/fr\/magazine\/conseils-pratiques\/defi-ressources-humaines\/","title":{"rendered":"Les d\u00e9fis des ressources humaines 2023"},"content":{"rendered":"\n

Ces derni\u00e8res ann\u00e9es, les professionnels des ressources humaines ont d\u00fb relever de nombreux d\u00e9fis, et cette ann\u00e9e 2023 s’annonce \u00e0 nouveau riche en challenges.<\/p>\n\n\n\n

L’un des plus importants changements \u00e0 affronter est la Grande D\u00e9mission.<\/p>\n\n\n\n

Dans tous les secteurs, les employ\u00e9s quittent leur emploi et tentent leur chance ailleurs. Si de nombreux facteurs expliquent cette tendance, il ne fait aucun doute qu’elle rend le travail des professionnels des RH et la gestion strat\u00e9gique des ressources humaines particuli\u00e8rement difficile.<\/p>\n\n\n\n

Il est plus important que jamais de relever les d\u00e9fis persistants que sont l’engagement, le recrutement et la fid\u00e9lisation des employ\u00e9s.<\/p>\n\n\n\n

Voici un aper\u00e7u des plus grands d\u00e9fis des ressources humaines \u00e0 relever en 2023.<\/p>\n\n\n\n

Les d\u00e9fis des ressources humaines en 2023 : Ouvrir une voie p\u00e9renne au t\u00e9l\u00e9-travail<\/h2>\n\n\n\n

Au plus fort de la pand\u00e9mie, les organisations du monde entier ont opt\u00e9 pour le travail hybride et t\u00e9l\u00e9travail<\/a>. M\u00eame si de nombreuses organisations envisagent un retour au bureau sous une forme ou une autre \u00e0 l’avenir, cette nouvelle tendance est l\u00e0 pour rester. La majorit\u00e9 (92 %) des entreprises interrog\u00e9es par Gartner s’attendent \u00e0 ce que certains employ\u00e9s continuent \u00e0 travailler \u00e0 distance.<\/p>\n\n\n\n

\u00c0 la lumi\u00e8re de cette tendance, et pour limiter les probl\u00e8mes li\u00e9s \u00e0 la gestion des ressources humaines, les d\u00e9partements RH doivent se pr\u00e9parer au travail \u00e0 distance. Les employ\u00e9s et les dirigeants d’entreprise veulent continuer \u00e0 tirer parti des avantages de ce format d’emploi, ce qui oblige les responsables RH \u00e0 modifier leur fa\u00e7on de g\u00e9rer le capital humain s\u2019ils veulent maintenir la productivit\u00e9 et un niveau optimal de communication interpersonnelle.<\/a><\/p>\n\n\n\n

Accompagner la conduite du changement<\/h2>\n\n\n\n

Si les employ\u00e9s et les dirigeants sont ouverts \u00e0 l’id\u00e9e d’un environnement de travail hybride<\/a>, la mise en \u0153uvre de changements organisationnels radicaux peut fatiguer le personnel. L’am\u00e9lioration de la conduite du changement est consid\u00e9r\u00e9e comme l’un des principaux probl\u00e8mes li\u00e9s \u00e0 la gestion strat\u00e9gique des ressources humaines auxquels les \u00e9quipes dirigeantes de 2023 devront faire face.<\/p>\n\n\n\n

McKinsey a constat\u00e9 que les entreprises avaient \u00ab\u00a0cinq fois plus de chances de r\u00e9ussir leur transformation lorsque les dirigeants ont donn\u00e9 l’exemple des changements de comportement qu’ils demandaient \u00e0 leurs employ\u00e9s.\u00a0\u00bb Les leaders RH devraient donner la priorit\u00e9 \u00e0 la r\u00e9\u00e9valuation de la conduite du changement, car de nombreux employ\u00e9s sont probablement en proie \u00e0 l’\u00e9puisement et \u00e0 la fatigue<\/a> en raison des changements mis en \u0153uvre au cours des 2 derni\u00e8res ann\u00e9es.<\/p>\n\n\n\n

Recruter et int\u00e9grer de grands talents<\/h2>\n\n\n\n

Tout le monde a ressenti la nervosit\u00e9 et l’incertitude qui accompagnent la recherche et la prise de fonction d’un nouvel emploi. Les professionnels du recrutement sont charg\u00e9s de transformer ces sentiments m\u00eal\u00e9s en engagement gr\u00e2ce \u00e0 des processus de recrutement et d’int\u00e9gration solides.<\/p>\n\n\n\n

Pour que les futurs salari\u00e9s de votre organisation aient une bonne exp\u00e9rience de votre entreprise d\u00e8s leur premier contact, d\u00e9veloppez une marque employeur gagnante que les employ\u00e9s potentiels respectent.<\/p>\n\n\n\n

Construisez sur cette base en mettant en \u0153uvre des initiatives d’int\u00e9gration continues telles que des contr\u00f4les r\u00e9guliers, des mises \u00e0 jour de la formation et des programmes de mentorat.<\/p>\n\n\n\n

Votre entreprise peut personnaliser et am\u00e9liorer ces initiatives en prenant le pouls des membres de l’\u00e9quipe \u00e0 chaque \u00e9tape du cycle de vie de l’employ\u00e9, en recueillant des informations sur ce que les employ\u00e9s veulent vraiment et sur l’\u00e9volution de leurs perspectives au fil du temps.<\/p>\n\n\n\n

Fid\u00e9liser les employ\u00e9s<\/h2>\n\n\n\n

Il est important de pourvoir les postes vacants et d’accueillir les nouveaux membres de l’\u00e9quipe, mais les RH ne peuvent pas se permettre de n\u00e9gliger la fid\u00e9lisation des talents actuels de l\u2019organisation.<\/p>\n\n\n\n

Remplacer un cadre en entreprise qui gagne 60K \u20ac par an peut co\u00fbter jusqu’\u00e0 45,000 \u20ac en frais de recrutement.<\/p>\n\n\n\n

Un faible taux de fid\u00e9lisation peut \u00e9galement avoir un impact n\u00e9gatif sur la motivation (lire \u00e0 ce sujet notre article sur la pyramide des besoins de Maslow<\/a>) et la productivit\u00e9 des autres membres de l\u2019\u00e9quipe.<\/p>\n\n\n\n

Heureusement, il existe des moyens pour chaque entreprise d’aborder et de pr\u00e9venir les probl\u00e8mes de r\u00e9tention.<\/p>\n\n\n\n

Offrez des incitations que les employ\u00e9s appr\u00e9cient r\u00e9ellement, formez les managers sur la mani\u00e8re d’instaurer la confiance avec leurs \u00e9quipes, et d\u00e9veloppez une proposition de valeur pour les employ\u00e9s \u00e0 laquelle les membres de l’\u00e9quipe adh\u00e8rent.<\/p>\n\n\n\n

Sant\u00e9 et bien-\u00eatre des employ\u00e9s<\/h2>\n\n\n\n

Les RH doivent se concentrer sur le bien-\u00eatre des employ\u00e9s, car lorsque la sant\u00e9 \u00e9motionnelle et physique des membres de l’\u00e9quipe d\u00e9cline, les performances de votre entreprise s’en ressentent. Les absences impr\u00e9vues co\u00fbtent aux entreprises entre 2 600 et 3 600\u20ac par an et par employ\u00e9. Et les probl\u00e8mes de bien-\u00eatre des employ\u00e9s ne sont pas pr\u00e8s de dispara\u00eetre : 76 % des employ\u00e9s sont victimes d’\u00e9puisement au travail, tandis que 28 % se sentent \u00e9puis\u00e9s \u00ab\u00a0tr\u00e8s souvent\u00a0\u00bb ou \u00ab\u00a0toujours\u00a0\u00bb.<\/p>\n\n\n\n

Votre entreprise peut envisager des initiatives visant \u00e0 d\u00e9velopper une comp\u00e9tence professionnelle de pr\u00e9paration au stress des collaborateurs<\/a> (en savoir plus sur les formations Actistress<\/a>), mais aussi accro\u00eetre l’acc\u00e8s \u00e0 une alimentation saine et \u00e0 proposer des options pour faire de l’exercice.<\/p>\n\n\n\n

Apprentissage et d\u00e9veloppement<\/h2>\n\n\n\n

Les professionnels des RH doivent exploiter pleinement le potentiel des membres actuels de l’\u00e9quipe en favorisant une forte culture d’entreprise ax\u00e9e sur l’apprentissage et la croissance. S’ils ne le font pas, ils s’exposent \u00e0 des probl\u00e8mes li\u00e9s \u00e0 la gestion des ressources humaines, car 40% des employ\u00e9s qui re\u00e7oivent une formation de faible qualit\u00e9 choisissent de quitter leur emploi au cours de la premi\u00e8re ann\u00e9e.<\/p>\n\n\n\n

Le d\u00e9veloppement efficace des talents est \u00e0 la port\u00e9e de toutes les organisations.<\/p>\n\n\n\n

Toute entreprise peut d\u00e9montrer son investissement dans la croissance de ses employ\u00e9s en \u00e9tablissant des plans de carri\u00e8re clairs et r\u00e9alisables pour chaque poste.<\/p>\n\n\n\n

En donnant la priorit\u00e9 aux 5 \u00e9l\u00e9ments des grandes cultures organisationnelles – reconnaissance, valeurs de l’entreprise, voix des employ\u00e9s, appartenance et leadership efficace – les professionnels des RH peuvent jouer un r\u00f4le important dans l’am\u00e9lioration de la culture de l\u2019entreprise.<\/p>\n\n\n\n

N\u2019h\u00e9sitez pas \u00e0 nous contacter <\/a>pour en savoir plus sur la m\u00e9thode et les formations Actistress.<\/p>\n","protected":false},"excerpt":{"rendered":"

Ces derni\u00e8res ann\u00e9es, les professionnels des ressources humaines ont d\u00fb relever de nombreux d\u00e9fis, et cette ann\u00e9e 2023 s’annonce \u00e0 nouveau riche en challenges. L’un des plus importants changements \u00e0 affronter est la Grande D\u00e9mission. Dans tous les secteurs, les employ\u00e9s quittent leur emploi et tentent leur chance ailleurs. Si de nombreux facteurs expliquent cette […]<\/p>\n","protected":false},"author":1,"featured_media":5622,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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