{"id":19838,"date":"2015-11-23T08:55:21","date_gmt":"2015-11-23T07:55:21","guid":{"rendered":"http:\/\/visionarymarketing.fr\/blog\/?p=19838"},"modified":"2021-09-22T17:28:22","modified_gmt":"2021-09-22T15:28:22","slug":"rh-digital-entre-mirage-technologique-transformation-humaine","status":"publish","type":"post","link":"https:\/\/visionarymarketing.com\/fr\/2015\/11\/23\/rh-digital-entre-mirage-technologique-transformation-humaine\/","title":{"rendered":"RH et digital: entre mirage technologique et transformation humaine"},"content":{"rendered":"

Le digital en RH est-il un mirage technologique ? S’il est une fonction accus\u00e9e de tous les maux, et notamment de tra\u00eener les pieds face au tourbillon digital qui entra\u00eene aujourd’hui l’ensemble des services de l’entreprise, c’est bien la fonction RH. Pourtant, la plupart des processus et des r\u00f4les concernant les ressources humaines, depuis la paye jusqu’\u00e0 la gestion des comp\u00e9tences, sont depuis longtemps d\u00e9j\u00e0 informatis\u00e9s. Mais l’enjeu majeur de la transformation digitale, on ne le r\u00e9p\u00e9tera jamais assez, concerne l’adoption des nouvelles technologies pour faciliter de nouvelles formes d’interactions, tant internes qu’externes. En ce sens, pour les RH, tout – ou presque – reste \u00e0 faire.<\/em><\/span><\/p>\n

RH et digital: entre mirage technologique et transformation humaine<\/h2>\n
\"RH<\/a>
Mise en oeuvre et champs d’action de la transformation digitale – dessin Visionary Marketing<\/figcaption><\/figure>\n

Si la transformation digitale rev\u00eat pour chaque entreprise, et chaque m\u00e9tier, un sens diff\u00e9rent, il n’en n’est pas moins vrai que, en r\u00e9sonance avec la fameuse d\u00e9claration de Peter Drucker dans \u00ab\u00a0The Practice of Management\u00a0\u00bb<\/a>: \u00ab\u00a0Il n’y a qu’une seule d\u00e9finition valide de la raison d’\u00eatre de l’entreprise: cr\u00e9er un client\u00a0\u00bb, cette transformation vise \u00e0 utiliser les nouvelles technologies pour rapprocher la proposition de valeur de l’entreprise avec les besoins et attentes de ses clients, partenaires et collaborateurs, comme le d\u00e9crit la figure ci-dessous.<\/p>\n

<\/p>\n

Le HR Tech World Congress<\/span>, qui se tenait fin octobre pour la premi\u00e8re fois, \u00e0 Paris, a \u00e9t\u00e9 l’occasion de faire le point sur la relation paradoxale que les ressources humaines entretiennent avec le digital. Si implication des collaborateurs, valorisation de l’humain et importance de la marque employeur \u00e9taient \u00e0 l’honneur dans la majorit\u00e9 des interventions et des sessions th\u00e9matiques, dans les all\u00e9es et les stands des \u00e9diteurs, la r\u00e9alit\u00e9 qui se refl\u00e9tait \u00e9tait quelque peu diff\u00e9rente.<\/p>\n

En effet, si les sessions consacr\u00e9es \u00e0 des cas concrets attiraient un public important, preuve que les responsables RH cherchent leur voie dans les bouleversements provoqu\u00e9s par les nouvelles technologies, celles consacr\u00e9es \u00e0 une organisation du travail diff\u00e9rente, telle que celle consacr\u00e9e \u00e0 la wirearchie<\/span>, n’ont suscit\u00e9 qu’un int\u00e9r\u00eat tr\u00e8s mod\u00e9r\u00e9. Plus significative encore sans doute \u00e9tait l’affluence record provoqu\u00e9e par les sessions organis\u00e9es autour des analytiques – sessions auxquelles je n’ai pu assister, faute de place disponible.<\/p>\n

\"RH<\/a>
File d’attente devant les sessions d\u00e9di\u00e9es aux analytiques \u00e0 HR Tech Paris.<\/figcaption><\/figure>\n

Cet int\u00e9r\u00eat pour les donn\u00e9es et le big data semble pourtant h\u00e9las, ne rencontrer que peu d’\u00e9cho parmi les \u00e9diteurs, qui, comme le soulignait Brian Sommer<\/a>, ne font gu\u00e8re preuve de r\u00e9elle innovation en ce domaine. De la m\u00eame mani\u00e8re, lorsqu’il s’agit d’amplifier l’implication et la satisfaction des employ\u00e9s, la plupart des solutions propos\u00e9es ne mettent en jeu que des m\u00e9canismes de gamification et d’incentivisation. De l\u00e0 \u00e0 penser que le manque d’innovation technologique est une des causes du retard des ressources humaines en termes de transformation digitale, il y a un pas qu’il ne faudrait pas franchir. Si une large majorit\u00e9 des grands \u00e9diteurs se contente aujourd’hui d’optimiser des technologies datant de l’\u00e8re industrielle, certaines des startups pr\u00e9sentant leurs produits durant la conf\u00e9rence ouvrent en tout \u00e9tat de cause une voie diff\u00e9rente.<\/p>\n

i-Cube<\/span>, entreprise bas\u00e9e en Inde, utilise l’analyse de r\u00e9seaux<\/a> et l’apprentissage automatique<\/a> pour visualiser les flux d’information et mapper la mani\u00e8re dont le travail s’effectue r\u00e9ellement dans l’entreprise. Praditus<\/a> utilise l’analyse psychom\u00e9trique pour identifier les int\u00e9r\u00eats et aspirations des employ\u00e9s (je n’ai par contre pas r\u00e9ussi \u00e0 savoir si leur analyse est plus pertinente que ne l’est la fumeuse<\/a><\/del> fameuse \u00e9valuation Myer Briggs). Une autre startup, Organizationview<\/span>, utilise \u00e9galement l’analyse automatique pour donner aux enqu\u00eates d’opinion une v\u00e9ritable dimension contextuelle, et s’adapter en temps quasi-r\u00e9el au v\u00e9cu de l’entreprise.<\/p>\n

Ces startups, ainsi que d’autres non pr\u00e9sentes \u00e0 HR Tech, telles que l’innovante plateforme\u00a0Wuzzin<\/span>, pr\u00e9figurent la v\u00e9ritable et n\u00e9cessaire \u00e9volution des ressources humaines. Encore faut-il que les responsables RH prennent conscience de la n\u00e9cessit\u00e9 urgente de sortir des mod\u00e8les d’hier. A l’heure des r\u00e9seaux, o\u00f9 la technologie donne \u00e0 l’humain des leviers in\u00e9dits de cr\u00e9ativit\u00e9 et de connaissance, il serait tragique que le seul service de l’entreprise comportant le mot \u00ab\u00a0humain\u00a0\u00bb dans sa d\u00e9nomination s’arr\u00eate \u00e0 la seule dimension technologique de la transformation digitale.<\/p>\n","protected":false},"excerpt":{"rendered":"

Le digital en RH est-il un mirage technologique ? S’il est une fonction accus\u00e9e de tous les maux, et notamment de tra\u00eener les pieds face au tourbillon digital qui entra\u00eene aujourd’hui l’ensemble des services de l’entreprise, c’est bien la fonction RH. Pourtant, la plupart des processus et des r\u00f4les concernant les ressources humaines, depuis la …<\/p>\n","protected":false},"author":30,"featured_media":19840,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2894,2808],"tags":[],"class_list":["post-19838","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ia-big-data","category-transformation-digitale"],"yoast_head":"\nRH digital: entre mirage technologique et transformation humaine<\/title>\n<meta name=\"description\" content=\"Le digital en RH est-il un mirage technologique ? 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