{"id":9076,"date":"2022-10-11T11:53:19","date_gmt":"2022-10-11T09:53:19","guid":{"rendered":"https:\/\/www.talentoday.com\/?p=9076"},"modified":"2022-07-15T13:55:57","modified_gmt":"2022-07-15T11:55:57","slug":"analyse-des-talents-donner-priorite-a-lhumain","status":"publish","type":"post","link":"https:\/\/www.talentoday.com\/fr\/blog\/analyse-des-talents-donner-priorite-a-lhumain\/","title":{"rendered":"Analyse des talents : donner la priorit\u00e9 \u00e0 l&rsquo;humain"},"content":{"rendered":"<p>[vc_row][vc_column column_width_percent=\u00a0\u00bb85&Prime; gutter_size=\u00a0\u00bb3&Prime; overlay_alpha=\u00a0\u00bb50&Prime; shift_x=\u00a0\u00bb0&Prime; shift_y=\u00a0\u00bb0&Prime; shift_y_down=\u00a0\u00bb0&Prime; z_index=\u00a0\u00bb0&Prime; medium_width=\u00a0\u00bb0&Prime; mobile_width=\u00a0\u00bb0&Prime;][vc_column_text]<img decoding=\"async\" class=\"aligncenter wp-image-8985 size-full\" src=\"https:\/\/www.talentoday.com\/wp-content\/uploads\/2022\/06\/Putting-People-First-in-People-Analytics-Talentoday-e1657879811181.jpg\" alt=\"Putting People First in People Analytics - Analyse des talents : donner la priorit\u00e9 aux talents - Talentoday\" width=\"1920\" height=\"1128\" srcset=\"https:\/\/www.talentoday.com\/wp-content\/uploads\/2022\/06\/Putting-People-First-in-People-Analytics-Talentoday-e1657879811181.jpg 1920w, https:\/\/www.talentoday.com\/wp-content\/uploads\/2022\/06\/Putting-People-First-in-People-Analytics-Talentoday-e1657879811181-300x176.jpg 300w, https:\/\/www.talentoday.com\/wp-content\/uploads\/2022\/06\/Putting-People-First-in-People-Analytics-Talentoday-e1657879811181-1024x602.jpg 1024w, https:\/\/www.talentoday.com\/wp-content\/uploads\/2022\/06\/Putting-People-First-in-People-Analytics-Talentoday-e1657879811181-768x451.jpg 768w, https:\/\/www.talentoday.com\/wp-content\/uploads\/2022\/06\/Putting-People-First-in-People-Analytics-Talentoday-e1657879811181-1536x902.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\" \/><\/p>\n<p>Des services financiers aux unit\u00e9s de production, le big data r\u00e9volutionne depuis des ann\u00e9es la fa\u00e7on dont les industries travaillent. L&rsquo;explosion du volume d&rsquo;informations disponibles et les puissants outils capables de les analyser ont conduit \u00e0 des processus plus efficaces dans le monde professionnel. Ce n&rsquo;\u00e9tait qu&rsquo;une question de temps avant que les solutions fond\u00e9es sur les donn\u00e9es ne modifient \u00e9galement notre fa\u00e7on de penser les ressources humaines.<\/p>\n<p>Aujourd\u2019hui, <a href=\"https:\/\/www.talentoday.com\/fr\/product\/\">l\u2019analyse des talents<\/a> a compl\u00e8tement remodel\u00e9 le recrutement et la gestion des talents. En effet, le big data dans le domaine des RH est une grande affaire. D\u2019apr\u00e8s\u00a0<a href=\"https:\/\/hbr.org\/2022\/06\/are-people-analytics-dehumanizing-your-employees\">Harvard Business Review<\/a>, \u00ab\u00a0jusqu\u2019\u00e0 70% des dirigeants consid\u00e8rent l\u2019impl\u00e9mentation d\u2019une solution d\u2019analyse des talents comme une priorit\u00e9 et, selon les pr\u00e9visions, la valeur du march\u00e9 mondial de l&rsquo;analyse des big data avoisinera les 68 milliards de dollars d&rsquo;ici 2025.\u00a0\u00bb<\/p>\n<p>Mais y a-t-il un co\u00fbt cach\u00e9 derri\u00e8re ce passage \u00e0 la prise de d\u00e9cision bas\u00e9e sur les donn\u00e9es ?<\/p>\n<h2>L\u2019analyse des talents 101<\/h2>\n<p>Professeur au MIT Sloan, Emilio J. Castilla <a href=\"https:\/\/mitsloan.mit.edu\/ideas-made-to-matter\/people-analytics-explained#:~:text=Castilla%20defines%20talent%20analytics%20%E2%80%94%20also,but%20also%20of%20individual%20employees.%E2%80%9D\">d\u00e9finit l\u2019analyse des talents comme \u00e9tant<\/a> \u00ab\u00a0une approche ax\u00e9e sur les donn\u00e9es pour am\u00e9liorer les d\u00e9cisions relatives aux ressources humaines dans le but de faire progresser la r\u00e9ussite non seulement de l&rsquo;organisation mais aussi de chaque salari\u00e9\u00a0\u00bb. L&rsquo;\u00e9l\u00e9ment cl\u00e9 de cette d\u00e9finition est le double impact d\u00e9crit ; bien con\u00e7ues, ces applications peuvent profiter \u00e0 la fois aux organisations et aux individus. L&rsquo;\u00e9l\u00e9ment cl\u00e9 de cette d\u00e9finition est le double impact d\u00e9crit ; bien con\u00e7ues, ces applications peuvent profiter \u00e0 la fois aux organisations et aux individus.<\/p>\n<p>Pour y parvenir, les entreprises sont charg\u00e9es d&rsquo;analyser d&rsquo;innombrables points de donn\u00e9es. Consid\u00e9rez toutes les informations pr\u00e9cieuses que les \u00e9quipes RH recueillent depuis le d\u00e9but du processus d&#8217;embauche jusqu&rsquo;\u00e0 la fin du parcours professionnel d&rsquo;une personne. Ces informations incluent, sans y \u00eatre limit\u00e9es :<\/p>\n<ul>\n<li>Les CV<\/li>\n<li>Les r\u00e9ponses aux entretiens de recrutement<\/li>\n<li>Les \u00e9valuations soft skills<\/li>\n<li>Le suivi de la performance<\/li>\n<li>L\u2019historique du salaire<\/li>\n<\/ul>\n<p>Chaque donn\u00e9e r\u00e9v\u00e8le une nouvelle partie de la complexit\u00e9 de l&rsquo;individu qui se cache derri\u00e8re un intitul\u00e9 de poste. En les mettant bout \u00e0 bout, on obtient une vue globale et d\u00e9taill\u00e9e \u00e0 la fois de toute une organisation. C&rsquo;est l\u00e0 le v\u00e9ritable pouvoir de l&rsquo;analyse des talents &#8211; le potentiel de r\u00e9v\u00e9ler des connexions au sein d&rsquo;une organisation qui n&rsquo;avaient pas \u00e9t\u00e9 vues auparavant par les pratiques traditionnelles des RH.<\/p>\n<h2>Comment garder les talents dans l&rsquo;analyse des talents<\/h2>\n<p>Malheureusement, il y a un revers \u00e0 la m\u00e9daille lorsque les entreprises adoptent l&rsquo;analyse des talents \u00e0 grande \u00e9chelle. Lorsqu&rsquo;ils sont mal g\u00e9r\u00e9s, ces efforts peuvent envoyer de mauvais messages \u00e0 vos salari\u00e9s et, pire encore, renforcer la prise de d\u00e9cision biais\u00e9e.<\/p>\n<h3>Comment \u00e9viter les effets d\u00e9shumanisants de l&rsquo;application de l&rsquo;analyse des talents dans votre organisation ?<\/h3>\n<h4>Effectuez des due diligence sur vos donn\u00e9es<\/h4>\n<p>Comme indiqu\u00e9 dans l\u2019article \u00ab\u00a0<a href=\"https:\/\/hbr.org\/2022\/01\/using-people-analytics-to-build-an-equitable-workplace\">Using People Analytics to Build an Equitable Workplace<\/a>\u00ab\u00a0, les donn\u00e9es historiques peuvent contenir des ann\u00e9es de pr\u00e9jug\u00e9s. Par exemple, les pratiques de recrutement ou les structures d&rsquo;examen ant\u00e9rieures peuvent avoir \u00e9t\u00e9 intrins\u00e8quement biais\u00e9es contre certains groupes de personnes. Des mesures ont tr\u00e8s bien pu \u00eatre prises pour rectifier ces probl\u00e8mes.<\/p>\n<p>Cependant, vos outils d&rsquo;intelligence artificielle (I.A.) ne comprendront pas ces changements lors du traitement des donn\u00e9es. Par cons\u00e9quent, \u00ab\u00a0si les algorithmes peuvent aider \u00e0 interpr\u00e9ter les donn\u00e9es pass\u00e9es et \u00e0 identifier des mod\u00e8les, l&rsquo;analyse des talents reste un domaine centr\u00e9 sur l&rsquo;humain, et dans de nombreux cas, notamment les plus difficiles, les d\u00e9cisions finales seront toujours prises par des humains.\u00a0\u00bb Comprendre et accepter d&#8217;embl\u00e9e les limites de l&rsquo;automatisation, puis les affronter par une intervention humaine r\u00e9fl\u00e9chie.<\/p>\n<h4>Communiquez votre engagement<\/h4>\n<p>L\u2019humain est au c\u0153ur de l&rsquo;analyse des talents (et des ressources humaines, en fait). Il ne s&rsquo;agit pas de faire preuve d&rsquo;une efficacit\u00e9 froide et calcul\u00e9e, mais d&rsquo;am\u00e9liorer le travail de chacun \u00e0 un niveau fondamental et humain. Les dirigeants doivent communiquer cet objectif essentiel \u00e0 chaque \u00e9tape de la mise en \u0153uvre de l\u2019analyse des talents dans une organisation. Plut\u00f4t que de r\u00e9duire les gens \u00e0 des faits et des chiffres, expliquez comment l&rsquo;analyse de ces donn\u00e9es peut conduire \u00e0 une am\u00e9lioration des relations interpersonnelles, \u00e0 un \u00e9panouissement personnel et professionnel et, en fin de compte, \u00e0 des collaborateurs plus heureux.<\/p>\n<h2>Les talents d&rsquo;abord<\/h2>\n<p>Au mieux, la r\u00e9volution du big data peut \u00eatre interpr\u00e9t\u00e9e comme une <a href=\"https:\/\/www.talentoday.com\/fr\/science\/\">r\u00e9imagination pleine d&rsquo;espoir de notre avenir<\/a>. Au pire, c&rsquo;est un r\u00e9cit \u00e9difiant sur ce qui se passe lorsque nous r\u00e9duisons notre humanit\u00e9 \u00e0 une s\u00e9rie de points de donn\u00e9es. L&rsquo;analyse des talents a le potentiel d&rsquo;avoir un impact positif sur la fa\u00e7on dont nous construisons et g\u00e9rons les \u00e9quipes. Mais ce potentiel sera g\u00e2ch\u00e9 si nous ne reconnaissons pas les \u00eatres humains qui se cachent derri\u00e8re les donn\u00e9es.[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>[vc_row][vc_column column_width_percent=\u00a0\u00bb85&Prime; gutter_size=\u00a0\u00bb3&Prime; overlay_alpha=\u00a0\u00bb50&Prime; shift_x=\u00a0\u00bb0&Prime; shift_y=\u00a0\u00bb0&Prime; shift_y_down=\u00a0\u00bb0&Prime; z_index=\u00a0\u00bb0&Prime; medium_width=\u00a0\u00bb0&Prime; mobile_width=\u00a0\u00bb0&Prime;][vc_column_text] Des services financiers aux unit\u00e9s de production, le big data [&hellip;]<\/p>\n","protected":false},"author":21,"featured_media":8985,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[351,353],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v17.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Analyse des talents : donner la priorit\u00e9 \u00e0 l&#039;humain - Talentoday<\/title>\n<meta name=\"description\" content=\"L&#039;analyse des talents a transform\u00e9 l&#039;univers des ressources humains. 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