The publication of the new edition of “ HR barometer ” show that digitization is increasingly present in our society. This has a real impact on our working environment. Companies must adapt quickly to a constantly changing environment, thus placing business transformation at the heart of concerns.
Among the 140 Human Resources Directors surveyed, no less than 82% consider the role of the HR function in supporting business transformation projects as central. 62% of them even make it an absolute priority to help companies in their development and improvement strategies, but also and above all adaptation.
At the question “ What are your business priorities for 2019? », The growth of turnover and the improvement of competitiveness are presented as the primary objectives. To do so, companies rely on the use and development of levers such as digital transformation and innovation. Without forgetting of course the international development.
The Human Resources function and the business
About the HR functions With regard to Business, these are numerous and varied but remain in the continuity of the past year. In the first place we find support and support for businesses in their transformation , in order to facilitate their adaptation to the surrounding world. Talent and skills management comes second, focusing on attractiveness and employer brand as well as skills development. Then comes the will to modernize, digitize and transform the very function of Human Resources within the company.
In a culture favoring innovation and agility, it is necessary for any business to adapt to this spirit and to orient their transformation towards this persistent trend. Still with a view to transformation, there is a certain enthusiasm for the implementation of a Management of Jobs and Career Paths (GEPP) or from Strategic Workforce Planning . Finally, the barometer reveals a penchant for robotization and the dematerialization of tasks. These two factors may play a certain role in improving competitiveness.
Diversification of resources and employment statuses
The use of artificial intelligence as well as the use of talent platforms top the ranking for the diversification of resources and job statuses. Intra-entrepreneurship, although often a carrier of innovation, only comes in third place.
Reputation issues, CSR policies, diversity and inclusion
The results of the barometer show a certain attraction for CSR issues such as the quality of life at work and well-being or professional equality between men and women as well as non-discrimination at work, subjects which can no longer be present in our current society.
Regarding the compensation policy, 69% of HRD consider the variable part and performance compensation as the main levers for improving the effectiveness of compensation. In line with the desire for professional equality mentioned above, the gender pay equity comes second.
The priorities of the Human Resources function
Performance (organization, skills, management) and the quality of social dialogue (the importance of which is correlated with the size of the company) come first. Closely monitored, as in 2018, by analyzing HR data. These functions are the essence of the work of Human ressources .
Legal and regulatory priorities
The establishment of Social and Economic Committee (CSE) , withholding tax as well as the GDPR and the Avenir Professionnel law are among the legal and regulatory priorities imposed.
The focus this year is on use of social networks for professional purposes. The establishment and development of an HR portal are also highly regarded. Big Data is a major concern for 59% of HRDs. Especially for companies with more than 5,000 employees with more data to use.
The main HR indicators complementary to the social report
Essential to the smooth running of the Human Resources function , the annual interviews (86%), employee engagement (81%), payroll (76%) as well as Training (70%) form the main indicators complementary to the social report. These indicators reflect the desire of companies to control performance management and improve the “employee experience”.
Cost containment is rated as the top priority by 91% of HRD interviewed. Long before cost reduction (60%) or reallocation (51%) as part of process transformation. The percentage of each of these items is much higher than those noted in 2018.
The problem of absenteeism
The HRD have identified several solutions to overcome the problem of absenteeism. Among these and in order of importance: improved engagement, organization and management of resources as well as training . Notably, the issue of costs related to absenteeism comes last in terms of priority.
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