{"id":1231,"date":"2011-11-10T10:09:38","date_gmt":"2011-11-10T08:09:38","guid":{"rendered":"http:\/\/www.peoplesphere.be\/wp\/?p=1231"},"modified":"2015-08-05T13:31:28","modified_gmt":"2015-08-05T11:31:28","slug":"psfr157","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/psfr157\/","title":{"rendered":"PSFR157"},"content":{"rendered":"<p><img decoding=\"async\" class=\"cover\" src=\"http:\/\/www.peoplesphere.be\/img\/covers\/PSFR157.jpg\" alt=\"PSFR157\" \/><\/p>\n<h2 class=\"title\"><a href=\"http:\/\/www.peoplesphere.be\/fr\/?p=1231\">Dossier N\u00b0157: Strategic Workforce Planning<\/a><\/h2>\n<h1>Les managers RH ne sont pas r\u00e9put\u00e9s pour \u00eatre particuli\u00e8rement \u00e0 l\u2019aise avec les indicateurs, ni pour avoir de r\u00e9elles comp\u00e9tences pr\u00e9visionnelles. Le Strategic Workforce Planning \u2013 ou Gestion Pr\u00e9visionnelle des Emplois et des Comp\u00e9tences (GPEC) \u00e0 la fran\u00e7aise \u2013 appara\u00eet d\u00e8s lors comme un sacr\u00e9 d\u00e9fi pour la profession.<!--more--><\/h1>\n<h3>L\u2019ACTEUR:<\/h3>\n<p><strong>Jack Hamande (S.P.F. P&amp;O)<\/strong><br \/>\nJack Hamande a fait son entr\u00e9e dans la fonction publique f\u00e9d\u00e9rale \u00e0 l&rsquo;\u00e9t\u00e9 2009, apr\u00e8s une premi\u00e8re carri\u00e8re men\u00e9e dans des multinationales US. En tant que directeur g\u00e9n\u00e9ral pour le D\u00e9veloppement du Personnel et de l&rsquo;Organisation au S.P.F. P&amp;O, il va jusqu&rsquo;\u00e0 qualifier le public de the place to be pour la qualit\u00e9 des d\u00e9fis \u00e0 relever et le sens de la mission qu\u2019il offre.<\/p>\n<h3>LA GRANDE INTERVIEW:<\/h3>\n<p><strong>Jean-Yves Huwart<\/strong><br \/>\nLa tr\u00e8s grande majorit\u00e9 de vos collaborateurs portent en eux l\u2019envie de r\u00e9aliser un projet, mais une infime proportion la concr\u00e9tise. A vous de d\u00e9velopper un cadre permettant d\u2019introduire une gestion entrepreneuriale au sein de votre organisation, conseille Jean-Yves Huwart.<\/p>\n<h3>HORS-PISTE:<\/h3>\n<p><strong>Investigation<\/strong><br \/>\nUn \u00ab priv\u00e9 \u00bb au service de votre entreprise?<\/p>\n<div class=\"issuuembed\" style=\"width: 480px; height: 678px;\" data-configid=\"2448366\/14441948\"><\/div>\n<p><script src=\"\/\/e.issuu.com\/embed.js\" async=\"true\"><\/script><\/p>\n<p>Vous pouvez \u00e9galement commander notre \u00e9dition disponible en format magazine (10\u20ac) ou en format PDF (10\u20ac).<\/p>\n<p>Si vous d\u00e9sirez commander une\/des archive(s), contactez nous au +32 67 34 11 59 ou par email <a href=\"mailto:info@mrh.be\">info@mrh.be<\/a>, ou encore, <a href=\"http:\/\/www.peoplesphere.be\/fr\/?page_id=165\">abonnez-vous<\/a> pour ne manquer aucun des sujets d\u00e9velopp\u00e9s dans le magazine!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Dossier N\u00b0157: Strategic Workforce Planning Les managers RH ne sont pas r\u00e9put\u00e9s pour \u00eatre particuli\u00e8rement \u00e0 l\u2019aise avec les indicateurs, ni pour avoir de r\u00e9elles comp\u00e9tences pr\u00e9visionnelles. Le Strategic Workforce Planning \u2013 ou Gestion Pr\u00e9visionnelle des Emplois et des Comp\u00e9tences [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[63],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>PSFR157 - Peoplesphere<\/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:\/\/peoplesphere.be\/fr\/psfr157\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"PSFR157 - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"Dossier N\u00b0157: Strategic Workforce Planning Les managers RH ne sont pas r\u00e9put\u00e9s pour \u00eatre particuli\u00e8rement \u00e0 l\u2019aise avec les indicateurs, ni pour avoir de r\u00e9elles comp\u00e9tences pr\u00e9visionnelles. 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