The publication of the new edition of the “Human Resources Barometer” shows that digitalization is increasingly present in our society. This has a real impact on our work environment. Companies must rapidly adapt to an ever-changing environment, thus placing company transformation at the heart of concerns.
Among the 140 Human Resources Directors interviewed, no less than 82% consider the role of the HR function in supporting company transformation projects as central. 62% of them even make it a top priority to help companies in their development and improvement strategies, but especially in their adaptation.
-
Company Priorities
When asked “What are your company’s priorities for 2019?”, revenue growth and improved competitiveness are presented as primary objectives. To achieve this, companies are relying on the use and development of digital transformation and innovation levers. Not forgetting, of course, international development.
-
Human Resources Function and Business
Regarding HR functions in relation to Business, these are numerous and varied but remain in line with the previous year. First place goes to supporting and assisting companies in their transformation, to facilitate their adaptation in the surrounding world. Talent and skills management comes in second place, focusing on attractiveness and employer brand as well as skills development. Next comes the desire to modernize, digitalize and transform the Human Resources function itself within the company.
-
Company Transformation
In a culture privileging innovation and agility, it is necessary for any company to adapt to this spirit and focus their transformation towards this persistent trend. Always with transformation in mind, there is a growing interest in implementing a Jobs and Career Path Management (JCPM) or Strategic Workforce Planning approach. Finally, the barometer reveals a tendency towards robotization and dematerialization of tasks. These two factors can play a role in improving competitiveness.
-
Diversification of Resources and Employment Status
The use of artificial intelligence as well as the use of talent platforms rank first in the classification concerning the diversification of resources and employment status. Intrapreneurship, while often a driver of innovation, only comes in third place.
-
Reputation Issues, CSR Policies, Diversity and Inclusion
The barometer results show a certain interest in CSR issues such as work-life quality and well-being or gender equality as well as non-discrimination in the workplace, topics that are very present in our current society.
-
Compensation Policy
Regarding compensation policy, 69% of HR Directors consider the variable portion and performance compensation as main levers to improve compensation effectiveness. Continuing the desire for gender equality mentioned previously, wage equity between men and women comes in second place.
-
Priorities of the Human Resources Function
Performance (organization, skills, management) and quality of social dialogue (whose importance correlates with company size) lead the way. Closely followed, as in 2018, by HR data analysis. These functions are the very essence of Human Resources work.
-
Legal and Regulatory Priorities
The implementation of the Social and Economic Committee (CSE), source tax withholding, GDPR and the Professional Future Law are part of the legal and regulatory priorities imposed.
-
Digital Solutions
This year the focus is on the use of social networks for professional purposes. The implementation and development of an HR portal are also strongly considered. Big Data is a major concern for 59% of HR Directors. Notably for companies with more than 5,000 employees with more data to exploit.
-
Main HR Indicators Supplementary to Social Report
Essential for the proper functioning of the Human Resources function, completion of annual reviews (86%), employee engagement (81%), payroll (76%) and training (70%) form the main indicators supplementary to the social report. These indicators reflect the desire of companies to master performance management and improve “employee experience.”
-
Cost Management
Cost control is designated as the absolute priority by 91% of the HR Directors interviewed. Well before cost reduction (60%) or reallocation (51%) in the context of process transformation. The percentage of each of these items proves to be significantly higher than those noted in 2018.
-
The Absenteeism Challenge
HR Directors have identified several solutions to address the absenteeism challenge. Among these, in order of importance: improving engagement, organization and resource management as well as training. Notably, the challenge of absenteeism costs comes last in terms of priority.
Do you have a need to transform your Human Resources?
Want to share this with us?
Then don’t hesitate to discover our HR services
Would you like to contact us?
Did you enjoy this article? Discover our previous article.
