{"id":347,"date":"2019-02-04T12:20:33","date_gmt":"2019-02-04T12:20:33","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=347"},"modified":"2019-06-29T11:17:08","modified_gmt":"2019-06-29T11:17:08","slug":"outils-du-gestionnaire-rh-processus-de-selection-des-systemes-information-rh","status":"publish","type":"post","link":"https:\/\/hr4free.com\/fr\/Outils-du-Gestionnaire-RH\/Processus-de-s%C3%A9lection-des-syst%C3%A8mes-information-RH","title":{"rendered":"Le processus de s\u00e9lection des Syst\u00e8mes d\u2019Information pour la gestion RH (SIRH) – Exemple"},"content":{"rendered":"
\n

D’une mani\u00e8re g\u00e9n\u00e9rale,\u00a0le d\u00e9partement RH (mission)<\/a>\u00a0peut jouer un r\u00f4le fondamental en tant que \u00ab\u00a0business partner\u00a0\u00bb lors de la mise en place de nouvelles solutions informatiques<\/strong>, dans la mesure o\u00f9, plus que jamais,\u00a0c\u2019est l\u2019individu et ses comp\u00e9tences qui vont permettre au nouveau syst\u00e8me d\u2019\u00eatre int\u00e9gr\u00e9.<\/p>\n

Il est ainsi n\u00e9cessaire de bien comprendre\u00a0les enjeux\u00a0que repr\u00e9sente le choix de telle ou telle solution<\/strong>, ainsi que les cons\u00e9quences de ce changement au niveau humain, afin que cette int\u00e9gration se fasse de la mani\u00e8re la plus harmonieuse possible.\u00a0De plus, il faudra parvenir \u00e0 effectuer un choix de syst\u00e8me informatique pour r\u00e9pondre \u00e0 des\u00a0besoins h\u00e9t\u00e9roclites<\/em>, face \u00e0 une offre parfois confuse.<\/p>\n

Dans le domaine des Ressources Humaines m\u00eame, les besoins en termes de gestion informatis\u00e9e sont potentiellement importants.<\/strong>\u00a0Ils concernent avant tout les 3 niveaux d’activit\u00e9s suivants:<\/p>\n

    \n
  1. La gestion de la paie<\/b>\u00a0prend en charge toutes les donn\u00e9es relatives \u00e0 la r\u00e9mun\u00e9ration individuelle, aux prestations sociales de l\u2019entreprise, \u00e0 la gestion de la comptabilit\u00e9 du personnel et \u00e0 la comptabilit\u00e9 analytique de l\u2019entreprise.<\/li>\n
  2. La gestion administrative du personnel<\/b>\u00a0regroupe la\u00a0tenue du dossier individuel (exemple)<\/a><\/strong>\u00a0et la gestion des \u00e9l\u00e9ments constitutifs d\u2019un bilan social.<\/li>\n
  3. La gestion des Ressources Humaines<\/b>\u00a0consiste \u00e0 contr\u00f4ler les aspects suivants de la gestion de l\u2019entreprise: le recrutement, la gestion des performances et l\u2019\u00e9valuation des comp\u00e9tences, la r\u00e9mun\u00e9ration collective, la gestion des carri\u00e8res, la gestion pr\u00e9visionnelle des postes.<\/li>\n<\/ol>\n
    OUTILS<\/strong><\/h5>\n

    A l’heure actuelle, de nombreux progiciels (ERPs) int\u00e8grent ces diff\u00e9rents besoins<\/strong>, tant\u00a0au niveau des Ressources Humaines que de l’entreprise dans son int\u00e9gralit\u00e9. Les plus connus incluent: SAP HR, Cegid RH, PeopleSoft, HR Access, Oracle HR Analytics, ou encore Sopra Pl\u00e9iades…<\/p>\n

    Pour effectuer un choix judicieux, il ne faudra pas uniquement tenir compte des aspects purement techniques\u00a0<\/strong>et factuels, mais \u00e9galement de la\u00a0culture d\u2019entreprise\u00a0<\/em>et des\u00a0aspects humains<\/em>\u00a0(style de management, diversit\u00e9 des publics, part de collaborateurs faiblement qualifi\u00e9s, langues, etc.).<\/p>\n

    PRATIQUE<\/strong><\/h5>\n

    L’implantation d’un syst\u00e8me informatique se fait id\u00e9alement pas \u00e0 pas et module apr\u00e8s module, afin de ma\u00eetriser l\u2019ensemble du processus.<\/strong>\u00a0Les diff\u00e9rentes\u00a0\u00e9tapes pr\u00e9paratoires<\/em>\u00a0(\u00e9valuation des syst\u00e8mes concurrents, personnalisation\u2026) \u00e0 l’implantation op\u00e9rationnelle devraient id\u00e9alement s\u2019\u00e9taler sur une p\u00e9riode maximum de 6 mois.<\/p>\n

    En revanche, les\u00a0\u00e9tapes op\u00e9rationnelles<\/em>\u00a0(saisie des donn\u00e9es, param\u00e9trage\u2026) peuvent s’\u00e9tendre sur une dur\u00e9e plus grande.<\/p>\n

    EXEMPLE<\/strong><\/h5>\n

    Nous allons illustrer les \u00e9tapes de ce processus de s\u00e9lection \u00e0 l\u2019aide d\u2019un exemple concret.<\/p>\n

    \u00c9tape 1: D\u00e9finition des crit\u00e8res<\/b><\/p>\n

    En fonction de l\u2019analyse de vos besoins, vous allez dresser la liste des principaux\u00a0domaines d\u2019\u00e9valuation (exemples)<\/a><\/b>\u00a0qui correspondent \u00e0 votre situation. Pour chacun d\u2019eux, il s\u2019agira ensuite de d\u00e9finir des crit\u00e8res pertinents.<\/p>\n<\/div>\n

    Cette liste peut \u00eatre longue et il n\u2019y a pas vraiment de limites.\u00a0Veillez toutefois \u00e0 ne pas int\u00e9grer des \u00e9l\u00e9ments qui font r\u00e9f\u00e9rence uniquement au traitement de cas particuliers.<\/em><\/p>\n

    \u00c9tape 2: D\u00e9finition des indicateurs de mesure pour chaque crit\u00e8re<\/b><\/p>\n

    Chaque crit\u00e8re doit \u00eatre mesur\u00e9 de mani\u00e8re ind\u00e9pendante. Il convient de d\u00e9finir des\u00a0indicateurs de mesure (exemples)<\/a>\u00a0<\/b>qui soient facilement utilisables et pour la mesure desquels la subjectivit\u00e9 ait peu d\u2019importance.\u00a0\u00c9vitez autant que possible de recourir \u00e0 un nombre impair de modalit\u00e9s de r\u00e9ponses, l\u2019exp\u00e9rience tendant \u00e0 d\u00e9montrer que c\u2019est souvent le milieu qui est choisi!<\/em><\/p>\n

    \u00c9tape 3: Etablir un tableau de comparaison<\/b><\/p>\n

    Dans cette \u00e9tape, il convient de croiser les diff\u00e9rentes propositions qui sont \u00e0 l\u2019\u00e9tude avec les crit\u00e8res en mentionnant les r\u00e9sultats obtenus pour chaque crit\u00e8re. Voici un\u00a0tableau d\u2019\u00e9valuation (exemple)<\/a><\/b>\u00a0pour 3 solutions en cours d\u2019\u00e9valuation.<\/p>\n

    Un tel tableau est utile en fin de processus, pour faire une\u00a0synth\u00e8se<\/em>\u00a0des diff\u00e9rentes solutions \u00e9valu\u00e9es.\u00a0Dans cet exemple, la solution A devrait \u00eatre l\u00e9g\u00e8rement pr\u00e9f\u00e9r\u00e9e aux solutions B et C.<\/em><\/p>\n

    \u00c9tape 4: D\u00e9finir une pond\u00e9ration propre \u00e0 chaque crit\u00e8re<\/b><\/p>\n

    Il se peut toutefois que certains crit\u00e8res apparaissent comme d\u00e9terminants, compte tenu de l\u2019environnement de votre entreprise ou de son processus, ou encore de certains aspects du travail \u2013 comme le travail en \u00e9quipe, par exemple. Dans ce cas, il est possible de\u00a0hi\u00e9rarchiser les crit\u00e8res<\/em>\u00a0en d\u00e9finissant une\u00a0table de pond\u00e9rations (exemple)<\/a><\/b>.<\/p>\n

    On notera que, dans cet exemple, il est surtout important que les utilisateurs retirent un maximum de b\u00e9n\u00e9fice de l\u2019outil, alors que la temporalit\u00e9 joue un r\u00f4le mineur.<\/i><\/p>\n

    Le tableau de synth\u00e8se de l\u2019\u00e9tape pr\u00e9c\u00e9dente peut maintenant \u00eatre mis \u00e0 jour en tenant compte de la table des pond\u00e9rations.\u00a0On obtient ainsi un\u00a0<\/i>nouveau tableau de synth\u00e8se incluant les pond\u00e9rations (exemple)<\/a><\/b>, qui nous incitera, cette fois-ci, \u00e0 l\u00e9g\u00e8rement privil\u00e9gier la solution B \u00e0 la solution A, et ce malgr\u00e9 sa faible disponibilit\u00e9.<\/i><\/p>\n","protected":false},"excerpt":{"rendered":"

    D’une mani\u00e8re g\u00e9n\u00e9rale,\u00a0le d\u00e9partement RH (mission)\u00a0peut jouer un r\u00f4le fondamental en tant que \u00ab\u00a0business partner\u00a0\u00bb lors de la mise en place de nouvelles solutions informatiques, dans la mesure o\u00f9, plus que jamais,\u00a0c\u2019est l\u2019individu et ses comp\u00e9tences qui vont permettre au nouveau syst\u00e8me d\u2019\u00eatre int\u00e9gr\u00e9. Il est ainsi n\u00e9cessaire de bien comprendre\u00a0les enjeux\u00a0que repr\u00e9sente le choix […]<\/p>\n","protected":false},"author":3,"featured_media":3541,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[30],"tags":[344,313],"class_list":["post-347","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-outils-gestion-administrative-sirh","tag-gestion-rh","tag-outils-rh"],"yoast_head":"\nLe processus de s\u00e9lection des Syst\u00e8mes d\u2019Information pour la gestion RH (SIRH) - Exemple - HR4Free<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Le processus de s\u00e9lection des Syst\u00e8mes d\u2019Information pour la gestion RH (SIRH) - Exemple - HR4Free\" \/>\n<meta property=\"og:description\" content=\"D’une mani\u00e8re g\u00e9n\u00e9rale,\u00a0le d\u00e9partement RH (mission)\u00a0peut jouer un r\u00f4le fondamental en tant que \u00ab\u00a0business partner\u00a0\u00bb lors de la mise en place de nouvelles solutions informatiques, dans la mesure o\u00f9, plus que jamais,\u00a0c\u2019est l\u2019individu et ses comp\u00e9tences qui vont permettre au nouveau syst\u00e8me d\u2019\u00eatre int\u00e9gr\u00e9. 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