{"id":17518,"date":"2025-03-19T21:54:47","date_gmt":"2025-03-19T19:54:47","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=17518"},"modified":"2025-03-19T22:00:11","modified_gmt":"2025-03-19T20:00:11","slug":"editorial-evoluer-dans-lere-de-la-data-rh-avec-des-convictions-humanistes","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/editorial-evoluer-dans-lere-de-la-data-rh-avec-des-convictions-humanistes\/","title":{"rendered":"\u00c9ditorial \u2013 \u00c9voluer dans l\u2019\u00e8re de la Data RH avec des convictions humanistes."},"content":{"rendered":"

Lors de nos \u00e9changes quotidiens avec les \u00e9minents responsables du People Management dans nos entreprises, nul ne remet en cause l\u2019importance de la Data dans la plupart des disciplines RH : recrutement, formation, planification des effectifs, sant\u00e9 et bien-\u00eatre, suivi de la performance,\u2026 Tous les processus li\u00e9s aux dimensions People et Organisation sont en mutation pour s\u2019appuyer d\u00e9sormais sur la puissance des donn\u00e9es afin d\u2019alimenter la prise de d\u00e9cision. C\u2019est tout simplement indispensable.<\/p>\n

Et pourtant, il y a encore des \u00e9tats d\u2019\u00e2me et surtout beaucoup d\u2019inconfort vis-\u00e0-vis de ce que nous appelons l\u2019\u00e8re de la Data RH. Z\u00e9ro question sur le principe : bien s\u00fbr, il faut s\u2019y engager de mani\u00e8re forte. Mais il faut aussi veiller \u00e0 ne pas y aller sans avoir, au pr\u00e9alable, des convictions humanistes solides. Lesquelles?<\/p>\n

L\u2019anticipation, c\u2019est la r\u00e8gle de base en mati\u00e8re de gestion.<\/em><\/strong><\/h3>\n

C\u2019est une petite musique \u00e0 laquelle nous sommes habitu\u00e9s : le lot de celles et ceux qui \u2018s\u2019occupent\u2019 de People Management consiste \u00e0 courir derri\u00e8re\u2026 Avec forc\u00e9ment, la d\u00e9sagr\u00e9able sensation d\u2019avoir toujours un temps de retard. La Data RH permet de r\u00e9pondre \u00e0 ce constat r\u00e9current, en nous donnant les \u00e9l\u00e9ments qui permettent de comprendre les attentes et les comportements.
\nDans l\u2019id\u00e9al, elle nous aide \u00e0 sortir d\u2019une position o\u00f9 nous subissons les tensions qui s\u2019exercent sur les individus et sur les \u00e9quipes pour entrer dans une logique d\u2019anticipation.<\/p>\n

Bien s\u00fbr, pour y arriver, nous devons d\u00e9velopper notre capacit\u00e9 \u00e0 structurer le flux massif des donn\u00e9es \u2013 le risque de submersion n\u2019est jamais loin \u00e0 force de vouloir mesurer ce qui n\u2019a pas d\u2019int\u00e9r\u00eat ! \u2013 et \u00e0 utiliser ces informations avec l\u2019intelligence qui nous caract\u00e9rise dans les bons jours.<\/p>\n

La Data n\u2019est pas n\u00e9cessairement la v\u00e9rit\u00e9<\/em><\/strong><\/h3>\n

Ce que nous pouvons trouver dans la Data RH, ce sont des \u2018patterns\u2019. Ce qui veut dire? \u00c9vitons de tomber dans le pi\u00e8ge du d\u00e9terminisme. Les donn\u00e9es permettent d\u2019identifier des tendances et de comprendre la dynamique de nos organisations. Elles mettent en \u00e9vidence l\u2019impact de nos actions l\u00e0 o\u00f9 il \u00e9tait de coutume de penser que l\u2019humain reste une science parfaitement inexacte.<\/p>\n

Utiliser la Data RH comme un juge de paix, qui tranche dans les situations compliqu\u00e9es, n\u2019est pas la meilleure option. Dans une logique pr\u00e9dictive, elle permet de d\u00e9celer une probl\u00e9matique. Elle ne suffit toutefois \u00e0 comprendre les raisons pour lesquelles nos coll\u00e8gues agissent de telle ou telle mani\u00e8re.<\/p>\n

Sans la compl\u00e9ter par l\u2019\u00e9change et concertation, elle peut m\u00eame s\u2019av\u00e9rer dangereuse. Comprenons donc que les donn\u00e9es \u2013 en mati\u00e8re de People Management comme ailleurs \u2013 ne sont jamais la conclusion. Elles alimentent le d\u00e9bat. Elles ne le cl\u00f4turent pas. Elles ouvrent la dialogue. Elles ne le terminent pas.<\/p>\n

Choisir entre le DRH augment\u00e9 et le DRH Sapiens Sapiens?<\/em><\/strong><\/h3>\n

L\u2019innovation technologique repr\u00e9sente un challenge \u00e9norme pour les People Managers et ce n\u2019est pas d\u00fb \u00e0 une quelconque aversion de principe vis-\u00e0-vis des plateformes ou des outils. L\u2019innovation nous contraint \u00e0 revoir et d\u00e9finir nos priorit\u00e9s sur le plan \u00e9thique et sur celui de la responsabilit\u00e9 en tant qu\u2019employeur. Illustration r\u00e9cente: l\u2019exemple de l\u2019Intelligence Artificielle qui va nous amener t\u00f4t ou tard \u00e0 choisir les t\u00e2ches r\u00e9serv\u00e9es \u00e0 l\u2019humain et celles qui seront sous-trait\u00e9es aux agents virtuels. La question de la Data RH n\u2019\u00e9chappe pas \u00e0 la r\u00e8gle.<\/p>\n

De quel humanisme parlons-nous donc pour faire face \u00e0 ce d\u00e9fi? Celui de l\u2019\u00eatre augment\u00e9 qui inspire la strat\u00e9gie des GAFAM? Ou celui d\u2019un bon vieux Sapiens Sapiens qui essaye tant bien que mal de ne pas se laisser d\u00e9vorer par ses propres d\u00e9couvertes?<\/p>\n

Associer la data RH avec nos convictions humanistes consiste au fond \u00e0 retrouver le sens de l\u2019anticipation et \u00e0 reprendre la ma\u00eetrise du flux d\u2019information. L\u2019approche est tr\u00e8s simple.<\/p>\n

Comment r\u00e9pondre \u00e0 celles et ceux qui attirent notre attention sur les risques de d\u00e9shumanisation d\u2019une gestion People bas\u00e9e sur la Data et nous rappellent que \u2018\u2019derri\u00e8re la Data, il y a des gens\u2019\u2019.<\/em>
\nNous voulons leur dire que \u2018\u2019devant ou avant la Data (et non derri\u00e8re), il y a des gens !\u2019\u2019<\/em><\/p>\n

Nous n\u2019oublions pour quelles raisons les entreprises et leurs collaborateurs comptent sur nous. Nous sommes l\u00e0 pour les servir, avec la Data comme avec tous les autres moyens que notre cr\u00e9ativit\u00e9 sans limite pourra envisager.<\/p>\n

Jean-Paul Erhard<\/p>\n","protected":false},"excerpt":{"rendered":"

Lors de nos \u00e9changes quotidiens avec les \u00e9minents responsables du People Management dans nos entreprises, nul ne remet en cause l\u2019importance de la Data dans la plupart des disciplines RH : recrutement, formation, planification des effectifs, sant\u00e9 et bien-\u00eatre, suivi […]<\/p>\n","protected":false},"author":2,"featured_media":17521,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,62,10,2],"tags":[],"yoast_head":"\n\u00c9ditorial \u2013 \u00c9voluer dans l\u2019\u00e8re de la Data RH avec des convictions humanistes. - 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\/editorial-evoluer-dans-lere-de-la-data-rh-avec-des-convictions-humanistes\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00c9ditorial \u2013 \u00c9voluer dans l\u2019\u00e8re de la Data RH avec des convictions humanistes. - 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