{"id":7504,"date":"2015-03-16T18:21:48","date_gmt":"2015-03-16T17:21:48","guid":{"rendered":"http:\/\/www.solucominsight.fr\/?p=7504"},"modified":"2015-03-17T09:23:16","modified_gmt":"2015-03-17T08:23:16","slug":"dsi-evaluez-et-recompensez-le-progres","status":"publish","type":"post","link":"https:\/\/www.riskinsight-wavestone.com\/en\/2015\/03\/dsi-evaluez-et-recompensez-le-progres\/","title":{"rendered":"DSI : \u00e9valuez et r\u00e9compensez le progr\u00e8s de vos collaborateurs !"},"content":{"rendered":"<p><em><a href=\"http:\/\/www.solucominsight.fr\/2015\/02\/cinq-leviers-pour-transformer-le-capital-humain-de-votre-dsi\/\" target=\"_blank\">Parmi les cinq leviers n\u00e9cessaires \u00e0 la transformation du capital humain de votre entreprise<\/a>, nous en avons d\u00e9j\u00e0 d\u00e9crit\u00a0deux :\u00a0<a title=\"DSI\u00a0: professionnalisez votre recrutement et votre gestion de la mobilit\u00e9\" href=\"http:\/\/www.solucominsight.fr\/2015\/03\/dsi-professionalisez-votre-recrutement-et-votre-gestion-de-la-mobilite\/\" target=\"_blank\">la gestion du recrutement et de la mobilit\u00e9<\/a>, ainsi que <a title=\"Transformation RH de votre DSI\u00a0: posez une cible et une feuille de route gr\u00e2ce \u00e0 la GPEC\" href=\"http:\/\/www.solucominsight.fr\/2015\/02\/transformation-rh-de-votre-dsi-posez-une-cible-et-une-feuille-de-route-grace-a-la-gpec\/\" target=\"_blank\">la feuille de route \u00e0 mettre en place gr\u00e2ce \u00e0 la GPEC<\/a>.\u00a0Ils\u00a0permettent tout deux de planifier et de mettre en \u0153uvre la transformation en tant que telle. Pour autant, la progression vers la cible reste fragile tant qu\u2019elle n\u2019a pas \u00e9t\u00e9 doublement s\u00e9curis\u00e9e, par la mesure fine des r\u00e9sultats atteints et par la reconnaissance du chemin parcouru, moteurs de la motivation des collaborateurs.<\/em><\/p>\n<h2>\u00c9valuer de fa\u00e7on large pour permettre la progression sur tous les axes<\/h2>\n<p>L\u2019\u00e9valuation des collaborateurs doit \u00eatre au service de la transformation.\u00a0Au niveau individuel aussi bien que collectif, elle permet \u00e0 chacun \u00e0 la fois de mesurer son positionnement sur son parcours de d\u00e9veloppement et, si n\u00e9cessaire, d\u2019ajuster sa trajectoire. Elle ne doit pas ainsi se limiter au simple constat d\u2019atteinte, ou non, d\u2019objectifs instantan\u00e9s. Au-del\u00e0 de la performance et des comp\u00e9tences d\u00e9velopp\u00e9es, diff\u00e9rents modes d\u2019\u00e9valuation permettent aussi de mesurer l\u2019implication dans la mise en \u0153uvre du changement et donc la contribution \u00e0 la strat\u00e9gie de la DSI.<\/p>\n<p>Car c\u2019est bien la mesure de toutes les progressions pass\u00e9es et la projection de toutes les progressions \u00e0 venir qui doivent \u00eatre au c\u0153ur de la d\u00e9marche. L\u2019\u00e9valuation contribue ainsi elle-m\u00eame au changement en permettant aux collaborateurs de se projeter et de donner un sens \u00e0 leur engagement.<\/p>\n<p>Outre l\u2019entretien individuel manager &#8211; collaborateur, essentiel mais g\u00e9n\u00e9ralement insuffisant, les moyens \u00e0 mettre en \u0153uvre sont vari\u00e9s. Citons notamment l\u2019\u00e9valuation 360\u00b0,\u00a0l\u2019\u00e9valuation crois\u00e9e entre pairs, l\u2019\u00e9valuation par un tiers dans le cadre d\u2019actions de d\u00e9veloppement, \u00e9ventuellement compl\u00e9t\u00e9e d\u2019auto-\u00e9valuations r\u00e9guli\u00e8res, etc.<\/p>\n<h2>Reconna\u00eetre avec pertinence pour renforcer l\u2019engagement<\/h2>\n<p>S\u2019agissant d\u2019humain, au-del\u00e0 de la simple mesure d\u2019indicateurs, l\u2019\u00e9valuation doit \u00eatre directement coupl\u00e9e avec la notion de reconnaissance. Le simple contrat entre l\u2019entreprise et le collaborateur doit alors \u00eatre d\u00e9pass\u00e9 afin de fiabiliser la transformation, en d\u00e9montrant avec pertinence \u00e0 chaque collaborateur la valeur de sa progression. La reconnaissance du progr\u00e8s sous toutes ses formes contraint alors \u00e0 l\u2019\u00e9quit\u00e9 : \u00e0 \u00e9volution comparable sur deux parcours m\u00e9tier doit correspondre le m\u00eame niveau de reconnaissance.<\/p>\n<p>On per\u00e7oit ici les \u00e9cueils et limites de la seule reconnaissance financi\u00e8re : il s\u2019agit alors d\u2019avoir recours \u00e0 de multiples formes de reconnaissance, dans une approche individualis\u00e9e ; depuis les simples remerciements, jusqu\u2019\u00e0 la responsabilisation et la d\u00e9l\u00e9gation, particuli\u00e8rement efficaces pour les collaborateurs les plus jeunes, toutes les pistes m\u00e9ritent d\u2019\u00eatre explor\u00e9es.<\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\" alignleft\" src=\"http:\/\/www.solucominsight.fr\/wp-content\/uploads\/2015\/03\/Moyens-evaluation-reconnaissance.png\" alt=\"\" width=\"460\" height=\"568\" \/><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Parmi les cinq leviers n\u00e9cessaires \u00e0 la transformation du capital humain de votre entreprise, nous en avons d\u00e9j\u00e0 d\u00e9crit\u00a0deux :\u00a0la gestion du recrutement et de la mobilit\u00e9, ainsi que la feuille de route \u00e0 mettre en place gr\u00e2ce \u00e0 la&#8230;<\/p>\n","protected":false},"author":898,"featured_media":7508,"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":[1728,51,494],"coauthors":[2121],"class_list":["post-7504","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ressources-humaines","category-strategie-projets-it","category-strategie-d-entreprise","tag-drh","tag-dsi","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>DSI : \u00e9valuez et r\u00e9compensez le progr\u00e8s de vos collaborateurs ! 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