{"id":569,"date":"2015-01-20T16:52:15","date_gmt":"2015-01-20T14:52:15","guid":{"rendered":"http:\/\/www.peoplesphere.be\/wp\/?p=569"},"modified":"2015-01-23T16:54:16","modified_gmt":"2015-01-23T14:54:16","slug":"encore-plus-dexternalisation-rh-en-2015","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/encore-plus-dexternalisation-rh-en-2015\/","title":{"rendered":"Encore plus d’externalisation RH en 2015?"},"content":{"rendered":"
Les \u00e9tudes et analyses fleurissent en d\u00e9but d’ann\u00e9e, avec pour ambition de dessiner les futurs contours de la fonction RH et du People Management au sens large. En tant qu’acteur majeur du secteur du recrutement, le groupe Manpower s’est pench\u00e9 sur les activit\u00e9s du recrutement et sur les solutions envisag\u00e9es par nos d\u00e9partements RH.<\/div>\n

Le constat g\u00e9n\u00e9rique de cette \u00e9tude? \u00ab\u00a0Les entreprises sont avant tout \u00e0 la recherche de solutions innovantes. Face aux nombreux changements, les entreprises ne peuvent plus pr\u00e9tendre avoir toute l\u2019expertise n\u00e9cessaire en interne. C\u2019est pourquoi, le mouvement de l\u2019externalisation devrait continuer \u00e0 s\u2019amplifier en touchant diff\u00e9rents m\u00e9tiers des ressources humaines. Aussi au niveau strat\u00e9gique.\u00a0\u00bb<\/em><\/p>\n

Le recrutement est souvent un indice pr\u00e9curseur des tendances de la profession: \u00ab\u00a0Selon le Staffing Industry Analysts (SIA) 75% des grandes entreprises europ\u00e9ennes ont d\u00e9j\u00e0 des contrats de RPO (Recruitment Process Outsourcing) ou \u2018envisagent s\u00e9rieusement d\u2019explorer cette piste d\u2019ici deux \u00e0 trois ans\u2019. L\u2019externalisation m\u00e9tiers (Business Process Outsourcing BPO) est elle aussi en plein boom en Europe, en croissance annuelle de 9%, de 2010 \u00e0 2015, selon le cabinet de Conseil Gartner.\u00a0\u00bb<\/em><\/p>\n

L’analyse en profondeur de ces tendances permet d’extraire trois enseignements:<\/p>\n

1. La gestion des RH fonctionnant en silo, proc\u00e9dant process par process (administration, gestion des comp\u00e9tences, recrutement etc.) fait d\u00e9sormais partie du pass\u00e9. Aujourd\u2019hui, on se dirige vers une RH \u00e0 la vision globale, en capacit\u00e9 d\u2019embrasser l\u2019ensemble des probl\u00e9matiques. Cette \u00e9volution va de pair avec le basculement du r\u00f4le du DRH vers des fonctions de business partner. Avec une cons\u00e9quence de taille: les entreprises ne recrutent plus, elles cherchent des solutions RH, dans lesquelles le recrutement est un moyen et non un but.<\/p>\n

2. Alors que l\u2019organisation du travail se transforme (moins d\u2019un tiers des jeunes europ\u00e9ens s\u2019attendent \u00e0 travailler classiquement selon des horaires fixes) et que le recrutement permanent n\u2019est plus la norme (les nouvelles formes de contrats explosent), le workforce planning ne peut plus se faire via une approche statique des ressources humaines. Les besoins de talents sont devenus volatiles (aussi bien en volume et que dans le temps). Ce besoin d\u2019agilit\u00e9, combin\u00e9 \u00e0 la pression sur les co\u00fbts, explique la mont\u00e9e irr\u00e9versible des solutions d\u2019outsourcing.<\/p>\n

3. On assiste aujourd\u2019hui \u00e0 l\u2019\u00e9mergence de solutions plus hybrides, plus sophistiqu\u00e9es et plus personnalis\u00e9es. On parle des \u2018blended solutions\u2019 ou solutions mixtes qui r\u00e9pondent \u00e0 ce besoin des entreprises de disposer de la \u2018global picture\u2019 \u00e0 l\u2019heure de recruter. Recruter ne consiste donc plus \u00e0 concentrer ses efforts sur la recherche d\u2019un profil type \u2013 le fameux mouton \u00e0 cinq pattes souvent introuvable \u2013 mais se tourner vers une gestion globale des comp\u00e9tences internes ou externes. Au d\u00e9part compartiment\u00e9es, l\u2019ensemble des solutions RPO (Recruitment Process Outsourcing), MSP (Manage Service Provider), TBO (Talent Based Outsourcing), BTS (Borderless Talent Solutions) sont d\u00e9sormais int\u00e9gr\u00e9es et sannoncent l\u2019\u00e9mergence des RH 3.0, qui adoptent une vision de l\u2019externalisation RH inspir\u00e9e par la technologie.<\/p>\n","protected":false},"excerpt":{"rendered":"

Les \u00e9tudes et analyses fleurissent en d\u00e9but d’ann\u00e9e, avec pour ambition de dessiner les futurs contours de la fonction RH et du People Management au sens large. En tant qu’acteur majeur du secteur du recrutement, le groupe Manpower s’est pench\u00e9 […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65],"tags":[],"yoast_head":"\nEncore plus d'externalisation RH en 2015? - 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\/encore-plus-dexternalisation-rh-en-2015\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Encore plus d'externalisation RH en 2015? - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"Les \u00e9tudes et analyses fleurissent en d\u00e9but d’ann\u00e9e, avec pour ambition de dessiner les futurs contours de la fonction RH et du People Management au sens large. 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