{"id":17199,"date":"2025-01-03T14:21:36","date_gmt":"2025-01-03T12:21:36","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=17199"},"modified":"2025-01-03T14:21:36","modified_gmt":"2025-01-03T12:21:36","slug":"maitriser-la-hausse-des-couts-salariaux-le-principal-defi-pour-les-pme-belges-en-2025","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/maitriser-la-hausse-des-couts-salariaux-le-principal-defi-pour-les-pme-belges-en-2025\/","title":{"rendered":"Ma\u00eetriser la hausse des co\u00fbts salariaux, le principal d\u00e9fi pour les PME belges en 2025."},"content":{"rendered":"

Plus de 40% des PME consid\u00e8rent la hausse des co\u00fbts salariaux comme l\u2019un des trois principaux d\u00e9fis RH pour 2025. Dans le top trois de ces d\u00e9fis, on distingue aussi l\u2019augmentation de la satisfaction et l\u2019engagement des talents existants. Il existe des diff\u00e9rences r\u00e9gionales : en Wallonie, la sant\u00e9 et le bien-\u00eatre au travail est le principal d\u00e9fi.<\/p>\n

L\u2019absent\u00e9isme pour cause de maladie re\u00e7oit \u00e9galement une attention accrue dans cette r\u00e9gion, puisqu\u2019une PME wallonne sur quatre (25%) souhaite le r\u00e9duire, contre 15% des PME flamandes et bruxelloises. Ces premi\u00e8res conclusions sont issues d\u2019une enqu\u00eate men\u00e9e en d\u00e9cembre 2024 aupr\u00e8s de 557 chefs d\u2019entreprise et responsables RH.<\/p>\n

3 priorit\u00e9s RH pour les PME ?<\/em><\/strong><\/h3>\n

Annelies Rottiers, Directrice consultance pour PME de SD Worx : \u00ab\u00a0La ma\u00eetrise de la hausse des co\u00fbts salariaux est sans aucun doute le principal d\u00e9fi pour nos PME belges en 2025. Plus de 40 % des PME le placent dans leur top trois. Gr\u00e2ce \u00e0 l\u2019indexation automatique des salaires, les salaires bruts ont d\u00e9j\u00e0 augment\u00e9 de 20 % ces quatre derni\u00e8res ann\u00e9es.\u00a0\u00bb<\/em><\/p>\n

La sp\u00e9cialiste partage le top 3: \u00ab\u00a0Garder les collaborateurs et les fid\u00e9liser plus longtemps \u00e0 votre organisation reste un objectif important pour de nombreuses PME, m\u00eame en 2025, en raison de la p\u00e9nurie de talents. De ce fait, l\u2019accent est davantage mis sur l\u2019am\u00e9lioration de l\u2019exp\u00e9rience et du bien-\u00eatre des collaborateurs. En Wallonie, ce dernier est d\u2019ailleurs le principal d\u00e9fi, combin\u00e9 \u00e0 l\u2019absent\u00e9isme pour cause de maladie. Il existe \u00e9videmment des diff\u00e9rences selon la r\u00e9gion et le secteur, ainsi que selon la taille de la PME.\u00a0\u00bb<\/em><\/p>\n

Diff\u00e9rences r\u00e9gionales<\/em><\/strong><\/h3>\n

Les PME wallonnes placent plus clairement l\u2019absent\u00e9isme pour cause de maladie et la sant\u00e9 et le bien-\u00eatre \u00e0 l\u2019ordre du jour. En Wallonie, un quart des PME souhaite r\u00e9duire l\u2019absent\u00e9isme pour cause de maladie et une PME sur cinq consid\u00e8re le paiement juste et correct des salaires comme un d\u00e9fi important. \u00c0 Bruxelles, une PME sur cinq mise quant \u00e0 elle sur l\u2019offre de formations plus large et plus vari\u00e9e. En Flandre et en Wallonie, il ne s\u2019agit que de la moiti\u00e9, soit environ une PME sur dix. Une PME sur cinq \u00e0 Bruxelles et en Wallonie met la recherche des nouveaux talents dans leur top trois.<\/p>\n

Trois conseils pour une meilleure ma\u00eetrise des co\u00fbts salariaux<\/em><\/strong><\/h3>\n

1. Identifiez \u00e9galement les co\u00fbts salariaux cach\u00e9s<\/em><\/strong> pour des actions cibl\u00e9es (par exemple sur l\u2019absent\u00e9isme pour cause de maladie)
\nUne vue d\u2019ensemble de tous les co\u00fbts salariaux semble \u00e9vidente, mais incluez \u00e9galement des co\u00fbts moins manifestes, comme le co\u00fbt de remplacement des emplois vacants ou l\u2019absent\u00e9isme pour cause de maladie (de courte dur\u00e9e). Si cela est sup\u00e9rieur \u00e0 la moyenne de votre secteur, de votre r\u00e9gion ou de la taille de l\u2019organisation, il peut \u00eatre utile d\u2019intervenir avec des actions cibl\u00e9es.<\/p>\n

2. Envisagez un bonus salarial en cas d\u2019obtention d\u2019un r\u00e9sultat<\/em><\/strong>
\nSi vous souhaitez r\u00e9compenser (tous) vos travailleurs lorsqu\u2019ils atteignent un objectif collectif, comme une diminution de l\u2019absent\u00e9isme pour cause de maladie, moins d\u2019accidents de travail, un objectif de chiffre d\u2019affaires d\u00e9fini, etc., le bonus salarial peut constituer une piste pour une politique de r\u00e9mun\u00e9ration motivante. Vous devez toutefois \u00e9tablir un acte d\u2019adh\u00e9sion ou une CCT (Convention Collective de Travail) d\u2019entreprise qui reprend ces crit\u00e8res. La prime b\u00e9n\u00e9ficiaire est \u00e9galement une mani\u00e8re int\u00e9ressante et collective pour r\u00e9compenser les travailleurs. Dans ce cadre, vous attribuez le b\u00e9n\u00e9fice (ou une partie) \u00e0 vos travailleurs. Les deux syst\u00e8mes de r\u00e9mun\u00e9ration collective b\u00e9n\u00e9ficient d\u2019un traitement favorable, de sorte que les travailleurs conservent plus de net en comparaison avec un bonus classique. De plus, vous respectez la norme salariale.<\/p>\n

3. La r\u00e9mun\u00e9ration flexible<\/em><\/strong> vous donne plus de choix pour le m\u00eame budget
\nLe Flex Income Plan (FIP) permet aux collaborateurs d\u2019accro\u00eetre l\u2019autonomie dans la composition de leur progiciel de paie pour les m\u00eames co\u00fbts salariaux, donc sans impact budg\u00e9taire pour l\u2019employeur et conform\u00e9ment \u00e0 la norme salariale. De plus, vous marquez des points aupr\u00e8s de vos collaborateurs : ils peuvent mieux adapter leur progiciel de paie \u00e0 leurs pr\u00e9f\u00e9rences personnelles.<\/p>\n

 <\/p>\n

Source: SD Worx<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Plus de 40% des PME consid\u00e8rent la hausse des co\u00fbts salariaux comme l\u2019un des trois principaux d\u00e9fis RH pour 2025. Dans le top trois de ces d\u00e9fis, on distingue aussi l\u2019augmentation de la satisfaction et l\u2019engagement des talents existants. Il […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,10],"tags":[145,96,1695,831,108],"yoast_head":"\nMa\u00eetriser la hausse des co\u00fbts salariaux, le principal d\u00e9fi pour les PME belges en 2025. - 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\/maitriser-la-hausse-des-couts-salariaux-le-principal-defi-pour-les-pme-belges-en-2025\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Ma\u00eetriser la hausse des co\u00fbts salariaux, le principal d\u00e9fi pour les PME belges en 2025. - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"Plus de 40% des PME consid\u00e8rent la hausse des co\u00fbts salariaux comme l\u2019un des trois principaux d\u00e9fis RH pour 2025. 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