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Les Barbares Attaquent les Ressources Humaines ! Par Nicolas Colin, Co-Fondateur de TheFamily

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La révolution numérique transforme l'ensemble les fonctions de l'entreprise. Après les directions informatiques, le marketing et la distribution, c'est au tour des ressources humaines de voir son rôle et sa place pertubés par la disruption numérique!

Si toutes les entreprises cherchent à optimiser la gestion des compétences, la formation et le recrutement par le logiciel, la majorité des DRH ne semblent pas avoir les outils nécessaires pour relever ce défi stratégique.

Conscient du décalage qu'il existe entre l'offre et la demande, les Barbares de la Silicon Valley attaquent les Ressources Humaines avec des outils simples, ergonomiques et innovants. Mais l'implémentation des ces nouveaux supports n'a pas un effet neutre sur l'entreprise. En laissant de plus en plus de place au logiciel, c'est la structure et la culture de l'entreprise qui se voient transformées.

Ces barbares mènent une bataille plus silencieuse, celle d'organisations plates et agiles plus à même à réagir aux nouveaux défis que réserve cette décennie riche en disruption.

Ne ratez aucun événement de TheFamily, inscrivez-vous sur http://www.thefamily.co/education
Visitez le site des Barbares Attaquent: http://bit.ly/1yVdkF0

Published in: Business
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Les Barbares Attaquent les Ressources Humaines ! Par Nicolas Colin, Co-Fondateur de TheFamily

  1. 1. Les Barbares attaquent La gestion des ressources humaines Avec
  2. 2. Introduction
  3. 3. The Real Life Social Network
  4. 4. Dans L’Âge de la multitude « Imaginons un monde où l’on ne recrute plus sur le fondement d’un curriculum vitae, mais sur celui de l’activité en ligne. Cela ressemble à une intolérable intrusion dans la vie privée. Mais c’est aussi une opportunité de reconnaissance pour les plus originaux et les plus créatifs. »
  5. 5. Ma présence en ligne
  6. 6. Discussion avec un chasseur de tête
  7. 7. Ex. innovation dans le credit scoring
  8. 8. Les employeurs savent-ils ce qu’ils perdent ?
  9. 9. Un choc numérique sur la GRH
  10. 10. La GRH traditionnelle
  11. 11. La GRH naît dans le monde du travail
  12. 12. Une relation hiérarchique
  13. 13. Un monde de conflits
  14. 14. Et de dépendance
  15. 15. D’où l’organisation scientifique du travail
  16. 16. Et le droit du travail
  17. 17. Après la guerre, la consommation de masse
  18. 18. Une transformation des organisations
  19. 19. Un desserrement des contraintes
  20. 20. Un nouvel enjeu, la motivation
  21. 21. L’argent n’est pas une solution
  22. 22. Une nouvelle théorie, le capital humain
  23. 23. Une nouvelle science, le management
  24. 24. La GRH, une fonction du management
  25. 25. La GRH, un cliché
  26. 26. Le grand malentendu
  27. 27. Une nouvelle économie
  28. 28. Un projet politique
  29. 29. De nouveaux concepts
  30. 30. La stratégie de Lisbonne
  31. 31. Ca ne marche pas
  32. 32. On n’y croit pas
  33. 33. Pour que ça marche, il faudrait changer
  34. 34. in the entrepreneurial age, the winners are those with ‟the ability to serve a customer at the highest level of quality and scale, simultaneously.” — babak Nivi L’enjeu n’est plus là
  35. 35. La nouvelle GRH pour s’allier avec la multitude
  36. 36. Plus de barrières entre l’intérieur et l’extérieur
  37. 37. L’organisation exposée
  38. 38. Par les salariés eux-mêmes
  39. 39. “Across industries a n d w o r l d w i d e markets, buyers are not parked at the end of a value chain, but often in the middle of its flow.” — Nilofer Merchant Par les consommateurs
  40. 40. Les brimades
  41. 41. Les conflits
  42. 42. L’ennui
  43. 43. L’indifférence envers le client
  44. 44. Les salariés s’échappent
  45. 45. Connexion
  46. 46. Sensibilité
  47. 47. Stimulation
  48. 48. Nouvel équilibre / La confiance
  49. 49. L’affirmation
  50. 50. Branding Gets Personal “Strong brands are bands — a community that shares similar values. The strongest brands have a sense of purpose, a defining mission that is shared by engaged employees, who are the first and biggest fans. The great brands know how to make more than a living, and put life into the business.” — Minter Dial
  51. 51. « Les flux de connaissance, de sentiments, et de confiance font partie intégrante des échanges numériques utilisés dans le cadre privé, mais restent absents du cadre professionnel. C'est pour cela que les réseaux sociaux d'entreprise atteignent rarement les niveaux de pertinence, d'efficacité ou d'adoption de leurs pendants grand public et que les comptes twitter ou facebook d'entreprise sont perçus comme des outils de propagande et ignorés. » — Yanai Zaicik
  52. 52. La nouvelle GRH pour promouvoir l’entrepreneuriat
  53. 53. Une question d’identité
  54. 54. « L’Efficience est l ’ e n n e m i e d e l ’ i n n o v a t i o n . i n n o v e r , c ’ e s t essayer et échouer, puis échouer, puis échouer à nouveau. » — william Janeway Manager le gaspillage
  55. 55. Manager la transgression
  56. 56. Manager l’itération permanente
  57. 57. Un silence mortiphère « Votre entreprise est avant tout une organisation de la peur et du silence, où un cadre intelligent (vous les recrutez pour cela), qui souvent la connaît mieux que vous, n’a pas le droit de dire les choses telles qu’elles sont. » — Philippe Silberzahn
  58. 58. Notre économie n’est-elle pas entre les mains de financiers frileux et de dirigeants incompétents ?
  59. 59. Google et les 20%
  60. 60. Amazon et les web services
  61. 61. Facebook et les hackathons
  62. 62. Netflix Hire, Reward, and Tolerate Only Fully Formed Adults Tell the Truth About Performance Managers Own the Job of Creating Great Teams Leaders Own the Job of Creating the Company Culture Good Talent Managers Think Like Businesspeople and Innovators First
  63. 63. Zappos et l’holacratie
  64. 64. Le marché va-t-il enfin battre les organisations ?
  65. 65. Les organisations à bout de souffle
  66. 66. La mort du travail
  67. 67. Un nouveau diktat, celui du consommateur
  68. 68. Plus d’inégalités
  69. 69. Plus d’opportunités
  70. 70. Tout change, en permanence
  71. 71. L’éducation perd sa valeur
  72. 72. Pas tous des entrepreneurs
  73. 73. La GRH peut-elle sauver les organisations ?
  74. 74. En face, les réseaux sociaux
  75. 75. Commoditisation
  76. 76. Entreprises virtuelles
  77. 77. Multi-activités
  78. 78. Moneyball HR Management?
  79. 79. You are Welcome to Join the Adventure disruption@thefamily.co

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