{"id":8384,"date":"2015-10-08T17:04:17","date_gmt":"2015-10-08T16:04:17","guid":{"rendered":"http:\/\/www.solucominsight.fr\/?p=8384"},"modified":"2015-10-09T08:54:23","modified_gmt":"2015-10-09T07:54:23","slug":"big-data-et-drh-lheure-de-la-transformation-a-t-elle-sonne","status":"publish","type":"post","link":"https:\/\/www.riskinsight-wavestone.com\/en\/2015\/10\/big-data-et-drh-lheure-de-la-transformation-a-t-elle-sonne\/","title":{"rendered":"\u00a0Big data et DRH, l\u2019heure de la transformation a-t-elle sonn\u00e9 ?"},"content":{"rendered":"<p>Big data\u00a0: ce <em>buzz word<\/em> fait beaucoup parler de lui ces derniers temps. Grand volume de donn\u00e9es\u00a0? Cette d\u00e9finition est vraie mais un peu r\u00e9ductrice\u00a0! Le Big data donne la possibilit\u00e9 d\u2019exploiter des donn\u00e9es en grand Volume certes mais aussi de nature vari\u00e9e avec une vitesse d\u2019ex\u00e9cution \u00e9lev\u00e9e.<\/p>\n<p>Plus de 75% des entreprises ont investi ou ont pr\u00e9vu d\u2019investir dans des projets Big data <a href=\"http:\/\/www.gartner.com\/newsroom\/id\/3130817\" target=\"_blank\">dans les deux prochaines ann\u00e9es[1]<\/a>, ce qui en fait un axe d\u2019\u00e9volution majeur dans les pratiques des entreprises et c\u2019est tout naturellement que la fonction RH s\u2019int\u00e9resse depuis quelques temps \u00e0 la question.<\/p>\n<p>Quelles sont les applications du Big data \u00e0 la fonction RH\u00a0? Quels sont les impacts de sa mise en place sur le profil du DRH et sur son positionnement dans l\u2019organisation ?<\/p>\n<h1>Une fonction RH transform\u00e9e par le Big data\u00a0?<\/h1>\n<p>Le Big data permettra \u00e0 la fonction RH d\u2019am\u00e9liorer sa performance gr\u00e2ce au stockage et \u00e0 l\u2019analyse corr\u00e9l\u00e9e de gros volumes de donn\u00e9es de natures vari\u00e9es concernant les candidats et les employ\u00e9s.<br \/>\nLe <strong>recrutement<\/strong> est certainement la fonction RH la plus impact\u00e9e par le Big data. La recherche et le traitement de CV par mots cl\u00e9s, ainsi que l\u2019analyse de profils sur les r\u00e9seaux sociaux permettent aux recruteurs de <strong>gagner du temps et d\u2019optimiser la s\u00e9lection des candidats<\/strong>. Le Big data aide \u00e9galement \u00e0 l\u2019<strong>anticipation<\/strong> <strong>des besoins en recrutement<\/strong>, en croisant les donn\u00e9es li\u00e9es aux potentiels d\u00e9parts de salari\u00e9s avec la strat\u00e9gie de l\u2019entreprise.En offrant la possibilit\u00e9 de r\u00e9aliser des mod\u00e9lisations pr\u00e9dictives, le Big data\u00a0 est \u00e9galement un formidable moyen d\u2019aide \u00e0 la <strong>gestion des comp\u00e9tences<\/strong>. Par exempleune entreprise peut, en croisant une batterie de donn\u00e9es, \u00eatre en mesure de <strong>simuler le parcours professionnel<\/strong> des salari\u00e9s. De m\u00eame, elle peut <strong>d\u00e9tecter\u00a0 des risques<\/strong> de d\u00e9mission, de RPS\u2026 et \u00eatre en capacit\u00e9 de mettre rapidement en place des actions pr\u00e9ventives sur les comp\u00e9tences cl\u00e9s.<\/p>\n<p>Enfin, l\u2019av\u00e8nement des r\u00e9seaux sociaux d\u2019entreprise et la facilit\u00e9 \u00e0 g\u00e9n\u00e9rer et analyser des enqu\u00eates r\u00e9guli\u00e8res, permettent d\u2019avoir une <strong>vision pertinente du climat social<\/strong>, de <strong>mieux conna\u00eetre les employ\u00e9s et r\u00e9pondre \u00e0 leurs attentes<\/strong> (formations, \u00e9volution des modalit\u00e9s de travail\u2026).<\/p>\n<h1>La place du DRH bouscul\u00e9e par le Big data\u00a0?<\/h1>\n<p>Le nouveau <strong>challenge du DRH<\/strong> face au Big data est <strong>de conna\u00eetre ses collaborateurs comme un<\/strong> <strong>marketeur<\/strong> connaitrait ses Clients. Il s\u2019agit de trouver le bon dosage entre le c\u00f4t\u00e9 <strong><em>data centric<\/em><\/strong> et le c\u00f4t\u00e9 <strong><em>user centric<\/em><\/strong> de son m\u00e9tier. Autrement dit, comment tirer profit des donn\u00e9es \u00e0 sa disposition pour positionner le collaborateur au centre des pr\u00e9occupations.<\/p>\n<p>Le Big data est m\u00eame susceptible de <strong>modifier le positionnement du DRH au sein de l\u2019entreprise<\/strong>\u00a0: les analyses pr\u00e9dictives permettent aux DRH de <strong>faire la diff\u00e9rence<\/strong>, de <strong>jouer un r\u00f4le strat\u00e9gique<\/strong> au sein du <strong>comit\u00e9 de direction<\/strong> dans la prise de d\u00e9cision et dans les projections \u00e0 moyen et long terme (ma\u00eetrise du <em>turn over<\/em>, fid\u00e9lisation des talents \u00e0 haut potentiel, rationalisation de l\u2019effort de formation, \u2026). \u00a0Gr\u00e2ce au Big data, le DRH pourrait donc dor\u00e9navant passer d\u2019un acteur support \u00e0 un<strong> acteur central dans la d\u00e9finition de la strat\u00e9gie de l\u2019entreprise<\/strong>.<\/p>\n<h1>Les freins au Big data RH<\/h1>\n<p>Si les possibilit\u00e9s d\u2019applications du Big data \u00e0 la fonction RH sont bien r\u00e9elles, il convient tout de m\u00eame de relativiser leur d\u00e9veloppement au sein des entreprises.<\/p>\n<p>En effet, certaines contraintes r\u00e8glementaires sp\u00e9cifiques \u00e0 certains pays ou encore \u00e9thiques sont \u00e0 prendre en consid\u00e9ration lorsqu\u2019on envisage d\u2019adopter le Big data pour la fonction RH. Notamment en France, la CNIL <strong>encadre fortement la gestion de donn\u00e9es personnelles<\/strong>, et les statistiques sur les employ\u00e9s restent taboues.<\/p>\n<p>D\u2019autre part, la <strong>culture statistique<\/strong> et d\u2019exploitation arithm\u00e9tique des donn\u00e9es est encore <strong>loin de s\u00e9duire l\u2019ensemble des Directions RH<\/strong>.\u00a0Le Big data a donc encore du chemin \u00e0 faire ces prochaines ann\u00e9es pour faire bouger les lignes et impacter la r\u00e9alit\u00e9 op\u00e9rationnelle des entreprises.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\">[1]<\/a> <a href=\"http:\/\/www.gartner.com\/newsroom\/id\/3130817\" target=\"_blank\">Source Gartner 2015<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Big data\u00a0: ce buzz word fait beaucoup parler de lui ces derniers temps. Grand volume de donn\u00e9es\u00a0? Cette d\u00e9finition est vraie mais un peu r\u00e9ductrice\u00a0! Le Big data donne la possibilit\u00e9 d\u2019exploiter des donn\u00e9es en grand Volume certes mais aussi&#8230;<\/p>\n","protected":false},"author":183,"featured_media":8385,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"page-templates\/tmpl-one.php","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[37,1782,34],"tags":[189,1762],"coauthors":[1231,2476],"class_list":["post-8384","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-digital-innovation","category-ressources-humaines","category-strategie-d-entreprise","tag-big-data","tag-fonction-rh"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>\u00a0Big data et DRH, l\u2019heure de la transformation a-t-elle sonn\u00e9 ? - RiskInsight<\/title>\n<meta name=\"description\" content=\"Big data : ce buzz word fait beaucoup parler de lui ces derniers temps. 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