{"id":7357,"date":"2015-02-19T12:07:23","date_gmt":"2015-02-19T11:07:23","guid":{"rendered":"http:\/\/www.solucominsight.fr\/?p=7357"},"modified":"2020-01-02T10:54:41","modified_gmt":"2020-01-02T09:54:41","slug":"cinq-leviers-pour-transformer-le-capital-humain-de-votre-dsi","status":"publish","type":"post","link":"https:\/\/www.riskinsight-wavestone.com\/en\/2015\/02\/cinq-leviers-pour-transformer-le-capital-humain-de-votre-dsi\/","title":{"rendered":"Cinq leviers pour transformer le capital humain de votre DSI"},"content":{"rendered":"<p><em><a href=\"http:\/\/www.solucominsight.fr\/2015\/02\/pourquoi-la-gestion-previsionnelle-des-emplois-et-competences-est-elle-devenue-un-incontournable-pour-la-dsi\/\" target=\"_blank\" rel=\"noopener noreferrer\">La DSI doit progressivement se mettre en capacit\u00e9 de mieux accompagner, voire de devancer les futures \u00e9volutions de ses clients m\u00e9tier ou du march\u00e9.<\/a> Cela doit passer en tout premier lieu par la mise en place d\u2019un syst\u00e8me de valorisation et de d\u00e9veloppement du capital humain : c\u2019est bien une v\u00e9ritable transformation RH qui doit \u00eatre men\u00e9e.\u00a0<\/em><\/p>\n<p><em>Les DSI souffrent g\u00e9n\u00e9ralement d\u2019un manque de maturit\u00e9 sur les sujets RH. Elles pourraient pourtant capitaliser sur les retours d\u2019exp\u00e9rience souvent disponibles au sein des fonctions c\u0153ur de m\u00e9tier de leur entreprise : les leviers \u00e0 activer en mati\u00e8re de ressources humaines sont en effet similaires quel que soit le contexte.\u00a0<\/em><em>Similaires ne signifie pour autant pas identiques. La rapidit\u00e9 du changement, sa r\u00e9manence, sa survenance au c\u0153ur m\u00eame des m\u00e9tiers historiques du SI, oblige \u00e0 s\u2019approprier et \u00e0 adapter ces leviers au contexte sp\u00e9cifique des DSI, afin de cadrer la transformation, de la mettre en \u0153uvre et de la s\u00e9curiser.<\/em><\/p>\n<h2>Cadrer et rythmer la transformation : la GPEC, un levier incontournable<\/h2>\n<p>La transformation RH des DSI doit au pr\u00e9alable \u00eatre cadr\u00e9e et planifi\u00e9e : une cible doit \u00eatre pos\u00e9e et une trajectoire d\u00e9finie en coh\u00e9rence avec l\u2019existant. Bien s\u00fbr, cette cible doit \u00eatre r\u00e9aliste. Pos\u00e9e \u00e0 moyen terme, en phase avec les cycles technologiques, elle doit \u00eatre revue r\u00e9guli\u00e8rement. La trajectoire est ainsi amen\u00e9e \u00e0 \u00eatre constamment ajust\u00e9e, afin de prendre au mieux en compte \u00e0 la fois l\u2019\u00e9volution des besoins et les retours d\u2019exp\u00e9rience acquis en cours de route.<\/p>\n<p>C\u2019est l\u00e0 l\u2019objectif de la <strong>Gestion Pr\u00e9visionnelle des Emplois et Comp\u00e9tences (GPEC).<\/strong> Bien compris, c\u2019est-\u00e0-dire au-del\u00e0 de l\u2019exercice impos\u00e9 par la l\u00e9gislation (cf. P.16), ce premier levier permet de poser un cadre agile et pragmatique permettant d\u2019initier et de maintenir la dynamique de valorisation du capital humain.<\/p>\n<h2>Mettre en \u0153uvre\u00a0la transformation : deux leviers pour faire bouger les lignes<\/h2>\n<p>D\u00e8s lors, les deuxi\u00e8me et troisi\u00e8me leviers permettent de mettre en \u0153uvre la transformation.<\/p>\n<p><strong>Le d\u00e9veloppement des collaborateurs<\/strong>, tout d\u2019abord, afin de les mettre en capacit\u00e9 d\u2019adapter leurs comp\u00e9tences aux nouveaux enjeux de leur emploi, voire de prendre en charge de nouvelles missions. Bien plus que de simplement former les collaborateurs sur l\u2019instant, il s\u2019agit de les accompagner dans la dur\u00e9e et de valoriser et rendre lisible la diversit\u00e9 des parcours, afin de leur permettre de se projeter sur le long terme.<\/p>\n<p><strong>Le recrutement et la mobilit\u00e9, <\/strong>ensuite, qui permettent \u00e0 la fois de faire b\u00e9n\u00e9ficier la DSI de comp\u00e9tences et de savoir-faire qu\u2019elle n\u2019aurait pas pu d\u00e9velopper \u00e0 partir de son effectif actuel et de cr\u00e9er des passerelles entre domaines de l\u2019entreprise afin de catalyser les synergies.<\/p>\n<p>Au-del\u00e0 de son aspect purement utilitaire et r\u00e9gulateur, la mobilit\u00e9 permet la fid\u00e9lisation des talents ; anticip\u00e9e et proactive, elle rend lisible la promesse employeur en concr\u00e9tisant les passerelles entre parcours et en d\u00e9senclavant la DSI.<\/p>\n<h2>S\u00e9curiser la transformation : deux leviers pour mettre en place un cercle vertueux<\/h2>\n<p>Au final, il s\u2019agit bien de construire un cercle vertueux de la transformation RH. Celui-ci ne peut n\u00e9anmoins s\u2019inscrire sur le long terme qu\u2019\u00e0 la condition de s\u00e9curiser la transformation \u00e0 chaque \u00e9tape.<\/p>\n<p>C\u2019est le r\u00f4le du quatri\u00e8me levier : <strong>l\u2019\u00e9valuation et la<\/strong> <strong>reconnaissance<\/strong>. En tant qu\u2019indicateurs des progr\u00e8s d\u00e9j\u00e0 faits et des axes pour progresser davantage, elles s\u00e9curisent le chemin accompli et fiabilisent la trajectoire \u00e0 venir en fid\u00e9lisant les collaborateurs.<\/p>\n<p>Cinqui\u00e8me et principal levier, <strong>la<\/strong> <strong>responsabilisation <\/strong><strong>RH des managers<\/strong>, pourtant cl\u00e9, est celui sur lequel les DSI p\u00e8chent malheureusement le plus.\u00a0Milieu de techniciens, les DSI ont bien souvent privil\u00e9gi\u00e9 l\u2019expertise technique\u2026 Et l\u2019exp\u00e9rience a montr\u00e9 que les meilleurs experts, aussi pr\u00e9cieux soient-ils, constituent rarement les meilleurs managers. Or, c\u2019est bien aux managers qu\u2019incombe la responsabilit\u00e9 d\u2019op\u00e9rationnaliser la strat\u00e9gie RH de la DSI en permettant l\u2019alignement des aspirations et comp\u00e9tences des collaborateurs sur les besoins de transformation de la DSI. Ils doivent ainsi \u00eatre choisis pour leurs comp\u00e9tences en mati\u00e8re de gestion RH.<\/p>\n<p><strong>C\u2019est bien en activant de mani\u00e8re coh\u00e9rente et adapt\u00e9e ces cinq leviers RH que pourra se conduire la mutation de la DSI. <\/strong>\u00c0 l\u2019oppos\u00e9 d\u2019un exercice th\u00e9orique ou purement administratif, ces leviers permettent la mise en place du canevas indispensable \u00e0\u00a0la construction d\u2019une nouvelle DSI, plus agile, plus r\u00e9active, et plus \u00e0 m\u00eame de s\u2019adapter constamment aux besoins de ses clients \u2013 \u00e0 condition toutefois de s\u2019inscrire sur le long terme.\u00a0Nous les d\u00e9taillerons dans de prochains articles.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>La DSI doit progressivement se mettre en capacit\u00e9 de mieux accompagner, voire de devancer les futures \u00e9volutions de ses clients m\u00e9tier ou du march\u00e9. Cela doit passer en tout premier lieu par la mise en place d\u2019un syst\u00e8me de valorisation&#8230;<\/p>\n","protected":false},"author":120,"featured_media":7358,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"page-templates\/tmpl-one.php","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1782,35,34],"tags":[494],"coauthors":[967],"class_list":["post-7357","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ressources-humaines","category-strategie-projets-it","category-strategie-d-entreprise","tag-gpec"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Cinq leviers pour transformer le capital humain de votre DSI - RiskInsight<\/title>\n<meta name=\"description\" content=\"Cinq leviers pour permettre \u00e0 la la DSI de mieux accompagner, voire de devancer, les futures \u00e9volutions de ses clients m\u00e9tier ou du march\u00e9.\" \/>\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\/en\/2015\/02\/cinq-leviers-pour-transformer-le-capital-humain-de-votre-dsi\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Cinq leviers pour transformer le capital humain de votre DSI - RiskInsight\" \/>\n<meta property=\"og:description\" content=\"Cinq leviers pour permettre \u00e0 la la DSI de mieux accompagner, voire de devancer, les futures \u00e9volutions de ses clients m\u00e9tier ou du march\u00e9.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.riskinsight-wavestone.com\/en\/2015\/02\/cinq-leviers-pour-transformer-le-capital-humain-de-votre-dsi\/\" \/>\n<meta property=\"og:site_name\" content=\"RiskInsight\" \/>\n<meta property=\"article:published_time\" content=\"2015-02-19T11:07:23+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-01-02T09:54:41+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.riskinsight-wavestone.com\/wp-content\/uploads\/2015\/02\/Fotolia_60637766_Subscription_Monthly_XL-60637766-Hockey-stick-and-puck\u00a9-Dmitry-Grushi-59x39.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"59\" \/>\n\t<meta property=\"og:image:height\" content=\"39\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Marianne Benichou\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Marianne Benichou\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.riskinsight-wavestone.com\/en\/2015\/02\/cinq-leviers-pour-transformer-le-capital-humain-de-votre-dsi\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.riskinsight-wavestone.com\/en\/2015\/02\/cinq-leviers-pour-transformer-le-capital-humain-de-votre-dsi\/\"},\"author\":{\"name\":\"Marianne Benichou\",\"@id\":\"https:\/\/www.riskinsight-wavestone.com\/en\/#\/schema\/person\/1ea0d262e777b748dd507570b97597ea\"},\"headline\":\"Cinq leviers pour transformer le capital humain de votre DSI\",\"datePublished\":\"2015-02-19T11:07:23+00:00\",\"dateModified\":\"2020-01-02T09:54:41+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.riskinsight-wavestone.com\/en\/2015\/02\/cinq-leviers-pour-transformer-le-capital-humain-de-votre-dsi\/\"},\"wordCount\":830,\"publisher\":{\"@id\":\"https:\/\/www.riskinsight-wavestone.com\/en\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.riskinsight-wavestone.com\/en\/2015\/02\/cinq-leviers-pour-transformer-le-capital-humain-de-votre-dsi\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.riskinsight-wavestone.com\/wp-content\/uploads\/2015\/02\/Fotolia_60637766_Subscription_Monthly_XL-60637766-Hockey-stick-and-puck\u00a9-Dmitry-Grushi.jpg\",\"keywords\":[\"GPEC\"],\"articleSection\":[\"M\u00e9tiers - Ressources Humaines\",\"M\u00e9tiers - Strat\u00e9gie &amp; 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