{"id":44968,"date":"2017-07-11T14:40:18","date_gmt":"2017-07-11T18:40:18","guid":{"rendered":"http:\/\/isarta.com\/infos\/?p=44968"},"modified":"2017-07-11T17:52:13","modified_gmt":"2017-07-11T21:52:13","slug":"bien-ajuster-sa-strategie-pour-optimiser-les-investissements-rh","status":"publish","type":"post","link":"https:\/\/isarta.fr\/infos\/bien-ajuster-sa-strategie-pour-optimiser-les-investissements-rh\/","title":{"rendered":"Bien ajuster sa strat\u00e9gie pour optimiser les investissements RH"},"content":{"rendered":"

Salaires, programmes de r\u00e9tention des employ\u00e9s, \u00e9valuations\u2026 Les ressources humaines repr\u00e9sentent une part importante des investissements d\u2019une entreprise. Mais cet argent est-il bien plac\u00e9? Le pr\u00e9sent article, fourni par\u00a0l\u2019Ordre des conseillers en ressources humaines agr\u00e9\u00e9s<\/a>,<\/span>\u00a0entame la r\u00e9flexion.<\/span><\/p>\n


\n\"agences-pub\"<\/strong><\/p>\n

11 juillet 2017<\/span><\/p>\n

Probl\u00e8me: la m\u00e9connaissance des strat\u00e9gies de l\u2019entreprise<\/strong><\/span><\/h2>\n

Dans un\u00a0article<\/a>\u00a0<\/span>publi\u00e9 dans le\u00a0Harvard Business Review<\/em>,<\/strong> on apprend que 95\u00a0%<\/strong> des employ\u00e9s ne comprennent pas ou ne connaissent pas la strat\u00e9gie<\/strong> de leur organisation.<\/p>\n

Cette donn\u00e9e revient \u00e0 dire que le salaire de 95\u00a0% des employ\u00e9s est de l\u2019argent mal d\u00e9pens\u00e9<\/strong>\u00bb, en conclut Sylvie Gr\u00e9goire,<\/strong> CRHA, pr\u00e9sidente de Totem Performance organisationnelle.<\/span>\u00a0<\/strong><\/p><\/blockquote>\n

Solution: d\u00e9finir et communiquer la strat\u00e9gie<\/strong><\/span><\/h2>\n

Mais encore faut-il que cette vision<\/strong> soit claire.<\/p>\n

Dans les petites entreprises<\/strong>, il arrive que le patron ne se soit jamais arr\u00eat\u00e9 \u00e0 d\u00e9finir<\/strong> les valeurs, la mission et la strat\u00e9gie de son organisation. Donc, \u00e0 la base, il faut prendre le temps de d\u00e9finir clairement ces \u00e9l\u00e9ments\u00bb, dit la pr\u00e9sidente de Totem Performance organisationnelle.<\/strong><\/span><\/p><\/blockquote>\n

Une fois cet exercice<\/strong> r\u00e9alis\u00e9, il importe de communiquer<\/strong> les r\u00e9sultats \u00e0 l\u2019ensemble de l\u2019organisation.<\/p>\n

Dans les grosses compagnies,<\/strong> la strat\u00e9gie est souvent bien communiqu\u00e9e aux cadres interm\u00e9diaires, mais ceux-ci ne sont pas n\u00e9cessairement outill\u00e9s<\/strong> pour faire descendre le message jusqu\u2019aux employ\u00e9s\u00bb, d\u00e9plore Sylvie Gr\u00e9goire. <\/span><\/p><\/blockquote>\n

Or, comprendre la strat\u00e9gie<\/strong> de l\u2019entreprise est essentiel<\/strong> pour que chacun l\u2019applique \u00e0 son travail.<\/span><\/p>\n

Probl\u00e8me: des employ\u00e9s faiblement engag\u00e9s<\/strong><\/span><\/h2>\n

Les employ\u00e9s non engag\u00e9s<\/strong> dans l\u2019organisation perdent l\u2019\u00e9quivalent de deux heures<\/strong> par jour en productivit\u00e9.<\/strong> Ces deux heures de salaire sont de l\u2019argent jet\u00e9 par les fen\u00eatres. Et on estime que 20\u00a0%<\/strong> des employ\u00e9s sont d\u00e9sengag\u00e9s<\/strong>\u00bb, fait valoir Sylvie Gr\u00e9goire, qui cite \u00e9galement une\u00a0\u00e9tude<\/a><\/span>\u00a0selon laquelle les employ\u00e9s heureux<\/strong> au travail sont 12\u00a0% plus productifs<\/strong> que la moyenne, tandis que ceux que leur travail rend malheureux sont 10\u00a0% moins productifs que la moyenne.<\/span><\/p><\/blockquote>\n

\u00a0<\/strong>Solution: favoriser le bien-\u00eatre des employ\u00e9s<\/strong><\/span><\/h2>\n

Le bonheur<\/strong> au travail vient en grande partie de la relation<\/strong> avec ses sup\u00e9rieurs, du sens<\/strong> qu\u2019on trouve dans son travail et du sentiment de pouvoir y d\u00e9ployer son plein potentiel<\/strong>\u00bb, indique Sylvie Gr\u00e9goire.<\/span><\/p><\/blockquote>\n

D\u2019o\u00f9 l\u2019importance d\u2019embaucher des individus dont les capacit\u00e9s<\/strong> correspondent \u00e0 leur poste et de nommer \u00e0 des postes de gestionnaires<\/strong> des personnes qui ont de r\u00e9elles qualit\u00e9s de leader.<\/strong><\/p>\n

Un travailleur comp\u00e9tent<\/strong> du point de vue des op\u00e9rations<\/strong> n\u2019est pas n\u00e9cessairement un bon leader<\/strong>\u00bb, souligne la conseill\u00e8re en ressources humaines agr\u00e9\u00e9e.<\/span><\/p><\/blockquote>\n

D\u00e9velopper des programmes de r\u00e9tention<\/strong> de la main-d\u2019\u0153uvre qui tiennent compte de la diversit\u00e9 des sources de motivation<\/strong> des travailleurs \u2013 t\u00e9l\u00e9travail, jours de cong\u00e9 suppl\u00e9mentaires, primes en argent ou acc\u00e8s \u00e0 des promotions \u2013 est une autre fa\u00e7on de mieux d\u00e9penser<\/strong> les fonds allou\u00e9s aux ressources humaines.<\/p>\n

Une gestion de la performance en continu<\/strong><\/span><\/h2>\n

Les employ\u00e9s pr\u00e9f\u00e8rent pour la plupart obtenir de la r\u00e9troaction<\/strong> continue sur leur travail, plut\u00f4t que de subir une ou deux \u00e9valuations<\/strong> par ann\u00e9e.<\/p>\n

Le gestionnaire<\/strong> devrait jouer davantage un r\u00f4le de coach<\/strong> et moins un r\u00f4le de contr\u00f4leur. Il devrait s\u2019assurer que l\u2019employ\u00e9 comprend<\/strong> bien son r\u00f4le et l\u2019aider \u00e0 optimiser<\/strong> son travail en continu\u00bb, sugg\u00e8re Sylvie Gr\u00e9goire.<\/span><\/p><\/blockquote>\n

Lorsqu\u2019on s\u2019arr\u00eate \u00e0 chiffrer<\/strong> l\u2019impact de mesures comme le taux de roulement<\/strong> ou l\u2019engagement des employ\u00e9s, on se rend compte que prendre les moyens de limiter les fuites financi\u00e8res<\/strong> li\u00e9es aux ressources humaines en vaut la peine\u00bb, conclut-elle.<\/span><\/p><\/blockquote>\n

\n","protected":false},"excerpt":{"rendered":"

Salaires, programmes de r\u00e9tention des employ\u00e9s, \u00e9valuations\u2026 Les ressources humaines repr\u00e9sentent une part importante des investissements d\u2019une entreprise. Mais cet argent est-il bien plac\u00e9? Le pr\u00e9sent article, fourni par l\u2019Ordre des conseillers en ressources humaines agr\u00e9\u00e9s, entame la r\u00e9flexion.<\/p>\n","protected":false},"author":1,"featured_media":29593,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[159],"tags":[368,297,343],"class_list":["post-44968","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-rh","tag-gestionnaires","tag-management","tag-ressources-humaines"],"yoast_head":"\nRentabiliser les ressources humaines<\/title>\n<meta name=\"description\" content=\"L'Ordre des conseillers en ressources humaines agr\u00e9\u00e9s \u00e9met des solutions concr\u00e8tes \u00e0 des probl\u00e8mes fr\u00e9quents retrouv\u00e9s en entreprise. 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