{"id":11683,"date":"2020-02-18T16:06:09","date_gmt":"2020-02-18T15:06:09","guid":{"rendered":"https:\/\/i91h9azury.preview.infomaniak.website\/observatoire\/?p=11683"},"modified":"2023-06-01T13:13:35","modified_gmt":"2023-06-01T11:13:35","slug":"digital-et-rh","status":"publish","type":"post","link":"https:\/\/chaire-mai.org\/observatoire\/digital-et-rh\/","title":{"rendered":"DIGITAL et RH"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\">Les 4 d\u00e9fis strat\u00e9giques : disruption, marchandisation, collaboration, robotisation<\/h2>\n\n\n\n<p>Comprendre la r\u00e9volution digitale et replacer la fonction RH au centre de l\u2019action strat\u00e9gique              \n            \n  \n                <\/p>\n\n\n\n<p>La r\u00e9volution digitale transforme in\u00e9luctablement le \ntravail et les organisations. En cela, elle bouscule les fondamentaux de\n la gestion des ressources humaines\u3000: nouveaux m\u00e9tiers, temps acc\u00e9l\u00e9r\u00e9s,\n internationalisation des \u00e9quipes, transformation des modes de \nmanagement\u2026<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" src=\"http:\/\/new.chaire-mai.org\/observatoires\/wp-content\/uploads\/sites\/3\/2020\/02\/photo-ouvrage-Noel-Coron.jpg\" alt=\"\" class=\"wp-image-11685\" width=\"271\" height=\"380\" srcset=\"https:\/\/chaire-mai.org\/observatoire\/wp-content\/uploads\/sites\/3\/2020\/02\/photo-ouvrage-Noel-Coron.jpg 390w, https:\/\/chaire-mai.org\/observatoire\/wp-content\/uploads\/sites\/3\/2020\/02\/photo-ouvrage-Noel-Coron-214x300.jpg 214w\" sizes=\"auto, (max-width: 271px) 100vw, 271px\" \/><\/figure>\n<\/div>\n\n\n<p>Face \u00e0 ces enjeux, la fonction RH doit imp\u00e9rativement r\u00e9pondre \u00e0 <strong>quatre d\u00e9fis majeurs<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la<strong> DISRUPTION<\/strong>: la concurrence accrue et les \u00e9volutions \ntechnologiques rapides poussent \u00e0 innover et \u00e0 adapter les effectifs et \nles comp\u00e9tences en permanence.<\/li>\n\n\n\n<li>la<strong> MARCHANDISATION<\/strong> de la relation salariale qui am\u00e8ne \u00e0 g\u00e9rer des populations aux statuts divers et \u00e0 se rapprocher du march\u00e9 externe du travail.<\/li>\n\n\n\n<li>la<strong> COLLABORATION<\/strong>: en remettant en cause les sch\u00e9mas \nd\u2019organisation classique, le digital encourage de nouvelles formes de \ncontr\u00f4le et de gestion de l\u2019engagement pour viser l\u2019agilit\u00e9.<\/li>\n\n\n\n<li>la<strong> ROBOTISATION <\/strong>enfinouvre un immense champ des possibles, entre pr\u00e9occupations l\u00e9gitimes et belles opportunit\u00e9s.<\/li>\n<\/ul>\n\n\n\n<p>Cet ouvrage propose une grille de lecture nouvelle, mais \n\u00e9galement des t\u00e9moignages et des pistes d\u2019action pour permettre aux RH \nde jouer un r\u00f4le essentiel et strat\u00e9gique dans les organisations de \ndemain. <\/p>\n\n\n\n<div class=\"wp-block-button aligncenter\"><a class=\"wp-block-button__link has-very-dark-gray-color has-cyan-bluish-gray-background-color has-text-color has-background wp-element-button\" href=\"https:\/\/theconversation.com\/ressources-humaines-ce-qui-ne-change-pas-avec-le-digital-125033\">Synth\u00e8se<\/a><\/div>\n\n\n\n<hr class=\"wp-block-separator has-css-opacity\" \/>\n","protected":false},"excerpt":{"rendered":"<p>Les 4 d\u00e9fis strat\u00e9giques : disruption, marchandisation, collaboration, robotisation Comprendre la r\u00e9volution digitale et replacer la fonction RH au centre de l\u2019action strat\u00e9gique La r\u00e9volution digitale transforme in\u00e9luctablement le travail et les organisations. En cela, elle bouscule les fondamentaux de la gestion des ressources humaines\u3000: nouveaux m\u00e9tiers, temps acc\u00e9l\u00e9r\u00e9s, internationalisation des \u00e9quipes, transformation des modes &#8230; <a title=\"DIGITAL et RH\" class=\"read-more\" href=\"https:\/\/chaire-mai.org\/observatoire\/digital-et-rh\/\" aria-label=\"En savoir plus sur DIGITAL et RH\">Lire plus<\/a><\/p>\n","protected":false},"author":8,"featured_media":11685,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","footnotes":""},"categories":[12],"tags":[],"class_list":["post-11683","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ressources"],"_links":{"self":[{"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/posts\/11683","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/comments?post=11683"}],"version-history":[{"count":2,"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/posts\/11683\/revisions"}],"predecessor-version":[{"id":11809,"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/posts\/11683\/revisions\/11809"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/media\/11685"}],"wp:attachment":[{"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/media?parent=11683"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/categories?post=11683"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/chaire-mai.org\/observatoire\/wp-json\/wp\/v2\/tags?post=11683"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}