{"id":1873,"date":"2012-06-04T10:11:49","date_gmt":"2012-06-04T09:11:49","guid":{"rendered":"http:\/\/www.solucominsight.fr\/?p=1873"},"modified":"2015-01-21T09:57:05","modified_gmt":"2015-01-21T08:57:05","slug":"lhumain-dans-la-filiere-si-capital-neglige-priorite-de-demain","status":"publish","type":"post","link":"https:\/\/www.riskinsight-wavestone.com\/en\/2012\/06\/lhumain-dans-la-filiere-si-capital-neglige-priorite-de-demain\/","title":{"rendered":"L\u2019humain dans la fili\u00e8re SI : capital n\u00e9glig\u00e9, priorit\u00e9 de demain"},"content":{"rendered":"<p><em>On r\u00e9duit souvent le m\u00e9tier du DSI \u00e0 sa vocation \u00e0 aligner en permanence le SI aux enjeux m\u00e9tiers et \u00e0 apporter une qualit\u00e9 de service quotidienne. Et c\u2019est trop souvent qu\u2019est oubli\u00e9e la dimension RH pourtant structurante \u00e0 sa fonction et qui lui permet justement de r\u00e9pondre \u00e0 des besoins d\u2019agilit\u00e9 et d\u2019efficacit\u00e9. Comment, dans un contexte de concurrence effr\u00e9n\u00e9e et de mutation continue, adapter la structure RH de la fili\u00e8re SI aux enjeux de demain sans pour autant perdre la ma\u00eetrise du syst\u00e8me d\u2019information\u00a0?<\/em><\/p>\n<h2>Un \u00e9tat des lieux pr\u00e9occupant\u2026<\/h2>\n<p>Une r\u00e9cente enqu\u00eate (<em>Harvard business online<\/em>) explique qu\u2019une bonne partie des grandes entreprises peinent \u00e0 faire \u00e9voluer le mod\u00e8le RH de leurs fili\u00e8res SI\u00a0:<\/p>\n<ul>\n<li>Population senior, majoritairement compos\u00e9e de \u00ab\u00a0cadres\u00a0\u00bb et d\u2019ing\u00e9nieurs\u00a0;<\/li>\n<li>Faible mobilit\u00e9 et perte de compr\u00e9hension des enjeux transverses de l\u2019entreprise\u00a0;<\/li>\n<li>Manque de perspectives, d\u2019\u00e9volution et donc faible motivation ;<\/li>\n<li>Surrepr\u00e9sentation des postes de management op\u00e9rationnel car se r\u00e9v\u00e8lent souvent comme la seule voie de progression et de valorisation\u00a0;<\/li>\n<li>Sourcing opportuniste des comp\u00e9tences, essentiellement guid\u00e9 par une d\u00e9marche \u00e9conomique sans v\u00e9ritable strat\u00e9gie moyen terme pour arbitrer entre les ressources \u00e0 forte valeur pour l\u2019entreprise ou des besoins plus \u00ab\u00a0banalis\u00e9s\u00a0\u00bb ;<\/li>\n<li>Dimension internationale des profils trop souvent laiss\u00e9e de c\u00f4t\u00e9 et de fait handicapante pour les grands groupes qui se d\u00e9veloppent partout dans le monde<\/li>\n<\/ul>\n<h2>\u2026 et des challenges plus que cons\u00e9quents\u00a0!<\/h2>\n<p>Pourtant, les DSI sont aujourd\u2019hui confront\u00e9s \u00e0 d\u2019\u00e9normes enjeux\u00a0: il s\u2019agit de plus en plus pour eux de savoir trouver les bons profils, de pouvoir positionner les bonnes comp\u00e9tences au bon moment. Un v\u00e9ritable challenge \u00e9tant donn\u00e9 le paysage actuel et les deux enjeux forts qui s\u2019imposent \u00e0 eux.<\/p>\n<p><strong>1.\u00a0\u00a0\u00a0\u00a0 <\/strong><strong>Faire face \u00e0 une obsolescence technologique handicapante<\/strong><\/p>\n<p>La fili\u00e8re SI se voit aujourd\u2019hui confront\u00e9e \u00e0 un vieillissement de sa population. Cela a notamment pour impact un impossible maintien des SI \u00ab\u00a0m\u00e9tiers\u00a0\u00bb construits il y a 20 \u00e0 30 ans autour des structures centralis\u00e9es et qui sont aujourd\u2019hui en fin de vie. Comment faire face \u00e0 cette situation, sachant qu\u2019il est souvent inimaginable de transformer ces structures d\u2019un seul trait\u00a0? Comment assurer leur support et ma\u00eetrise, alors que le personnel qui part en retraite n\u2019a pas transmis ce savoir-faire vieillissant\u2026\u00a0? Quels profils recruter et comment les former\u00a0? Autant de probl\u00e9matiques pour les DSI qui au-del\u00e0 de tout craignent de perdre totalement la ma\u00eetrise de leur SI\u2026<\/p>\n<p><strong>2.\u00a0\u00a0\u00a0\u00a0 <\/strong><strong>Une DSI n\u00e9cessairement sur le devant de la sc\u00e8ne de l\u2019innovation<\/strong><\/p>\n<p align=\"left\">Pour aligner le SI sur les besoins m\u00e9tiers, la DSI est attendue au tournant. Il s\u2019agit pour elle non plus de simplement r\u00e9pondre aux attentes mais d\u2019\u00eatre proactive face au march\u00e9 de l\u2019innovation. Il lui faut en effet accompagner avec force et r\u00e9activit\u00e9 les nouveaux enjeux <em>business<\/em> de l\u2019entreprise\u00a0: ouverture \u00e0 la concurrence, \u00e9volution des modes de relation clients, etc.<\/p>\n<p>Dans ce contexte, la mont\u00e9e en force et la banalisation des nouvelles technologies et en particulier le ph\u00e9nom\u00e8ne des \u00ab\u00a0r\u00e9seaux sociaux\u00a0\u00bb rendent bancal le profil actuel des fili\u00e8res SI. La DG attend pourtant d\u2019elle qu\u2019elle soit \u00e9galement en mesure d\u2019aligner l\u2019humain sur les besoins de l\u2019entreprise, notamment en y int\u00e9grant d\u2019une part des profils m\u00e9tiers et de l\u2019autre des individus issus de la g\u00e9n\u00e9ration Y. Cette nouvelle donne plus que jamais implique qu\u2019elle offre des parcours professionnels attractifs, une offre de formation large\u2026<\/p>\n<p align=\"left\">Autant d\u2019\u00e9l\u00e9ments structurants qui forcent la DSI \u00e0 revaloriser sa fili\u00e8re SI et \u00e0 repenser en profondeur sa strat\u00e9gie de sourcing et sa strat\u00e9gie RH.<\/p>\n<h2>Impliquer le management de la fili\u00e8re SI dans la gestion de son capital humain<\/h2>\n<p align=\"left\">La gestion pr\u00e9visionnelle des emplois et comp\u00e9tences est une d\u00e9marche bien connue du monde RH qui d\u00e9marre du recrutement pour ensuite piloter la mobilit\u00e9 des employ\u00e9s.<\/p>\n<p align=\"left\">Force est de constater qu\u2019\u00e0 ce jour, l\u2019action men\u00e9e sur ce terrain par le management de la fili\u00e8re SI reste insuffisant.<\/p>\n<p align=\"left\">Mettre \u00e0 jour le r\u00e9f\u00e9rentiel des m\u00e9tiers SI, g\u00e9rer les comp\u00e9tences, g\u00e9rer la formation des acteurs n\u2019ont pas \u00e9t\u00e9 des actions prioritaires ces derni\u00e8res ann\u00e9es, mais le changement, c\u2019est maintenant\u00a0!<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>On r\u00e9duit souvent le m\u00e9tier du DSI \u00e0 sa vocation \u00e0 aligner en permanence le SI aux enjeux m\u00e9tiers et \u00e0 apporter une qualit\u00e9 de service quotidienne. Et c\u2019est trop souvent qu\u2019est oubli\u00e9e la dimension RH pourtant structurante \u00e0 sa&#8230;<\/p>\n","protected":false},"author":66,"featured_media":6343,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"page-templates\/tmpl-one.php","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[35],"tags":[493,495,494,492,100,496],"coauthors":[916],"class_list":["post-1873","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-strategie-projets-it","tag-gestion-des-competences","tag-gestion-previsionnelle-des-emplois-et-competences","tag-gpec","tag-rh-de-la-dsi","tag-sourcing","tag-strategie-rh"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>L\u2019humain dans la fili\u00e8re SI : capital n\u00e9glig\u00e9, priorit\u00e9 de demain - RiskInsight<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.riskinsight-wavestone.com\/2012\/06\/lhumain-dans-la-filiere-si-capital-neglige-priorite-de-demain\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"L\u2019humain dans la fili\u00e8re SI : capital n\u00e9glig\u00e9, priorit\u00e9 de demain - RiskInsight\" \/>\n<meta property=\"og:description\" content=\"On r\u00e9duit souvent le m\u00e9tier du DSI \u00e0 sa vocation \u00e0 aligner en permanence le SI aux enjeux m\u00e9tiers et \u00e0 apporter une qualit\u00e9 de service quotidienne. 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