{"id":17586,"date":"2022-06-08T11:22:15","date_gmt":"2022-06-08T09:22:15","guid":{"rendered":"https:\/\/www.digdash.com\/?p=17586"},"modified":"2026-09-14T15:42:41","modified_gmt":"2026-09-14T13:42:41","slug":"drh-8-bonnes-raisons-de-deployer-un-outil-de-business-intelligence","status":"publish","type":"post","link":"https:\/\/www.digdash.com\/fr\/news-articles\/business-intelligence\/drh-8-bonnes-raisons-de-deployer-un-outil-de-business-intelligence\/","title":{"rendered":"DRH : 8 bonnes raisons de d\u00e9ployer un outil de Business Intelligence"},"content":{"rendered":"

Alors que la DRH joue un r\u00f4le de plus en plus strat\u00e9gique, aux c\u00f4t\u00e9s de la direction g\u00e9n\u00e9rale, l’utilisation d’un <\/span>syst\u00e8me d’information de gestion des ressources humaines<\/b> (SIRH)<\/b> bas\u00e9 sur la Business Intelligence devient incontournable. Et pour cause, l’entreprise ne peut plus se passer d’un pilotage pr\u00e9cis des donn\u00e9es, accompagn\u00e9 de tableaux de bord RH, de reportings et d’indicateurs de performance.<\/span><\/p>\n

Pourquoi la BI est-elle si importante pour piloter les ressources humaines\u00a0?<\/b><\/h2>\n

La <\/span>direction des ressources humaines<\/b> est confront\u00e9e \u00e0 un d\u00e9fi majeur\u00a0: gagner sans cesse en efficacit\u00e9 tout en ma\u00eetrisant les co\u00fbts. Un challenge qui ne peut pas \u00eatre relev\u00e9 sans l’aide du <\/span>Big Data<\/b>.<\/span><\/p>\n

Avec, \u00e0 sa disposition, des donn\u00e9es fiables et pertinentes, la DRH est en mesure d’\u00e9valuer les risques qui p\u00e8sent sur l’entreprise, d’identifier ses points faibles et ses dysfonctionnements, mais aussi de mesurer pr\u00e9cis\u00e9ment les retomb\u00e9es des actions mises en place. C’est justement ce que permettent <\/span>la BI et la data visualisation<\/b>\u00a0: d’o\u00f9 la n\u00e9cessit\u00e9 de lancer un projet de Business Intelligence guid\u00e9 par un <\/span>cahier des charges<\/span><\/a> rigoureux.<\/span><\/p>\n

Les 8 b\u00e9n\u00e9fices d’un SIRH pour la gestion des ressources humaines<\/b><\/h2>\n

Centraliser et fiabiliser les donn\u00e9es<\/b><\/h3>\n

Entre les effectifs, la masse salariale, le turnover, les co\u00fbts de recrutement ou encore la formation, la <\/span>direction des ressources humaines<\/b> dispose d’une importante volum\u00e9trie de donn\u00e9es strat\u00e9giques. Mais, pour prendre les meilleures d\u00e9cisions, encore faut-il que cette data soit parfaitement fiable et exploitable.<\/span><\/p>\n

C’est tout l’int\u00e9r\u00eat d’un <\/span>outil de Business Intelligence<\/b>, qui permet de centraliser une multitude d’informations issues de sources diverses, en les stockant dans un data warehouse. Les donn\u00e9es peuvent ensuite \u00eatre tri\u00e9es et cat\u00e9goris\u00e9es afin de g\u00e9n\u00e9rer des rapports et des <\/span>tableaux de bord RH<\/b> pertinents.<\/span><\/p>\n

Ainsi, l\u2019entreprise obtient une vision \u00e0 360\u00a0degr\u00e9s de son <\/span>capital humain<\/b>, ce qui facilite grandement le pilotage des ressources humaines au quotidien.<\/span><\/p>\n

Analyser la performance<\/b><\/h3>\n

En couplant le <\/span>syst\u00e8me d’information de gestion des ressources humaines (SIRH)<\/b> avec des donn\u00e9es financi\u00e8res, il est possible de mesurer l’impact direct de chaque employ\u00e9 sur la performance globale de la soci\u00e9t\u00e9, mais aussi la contribution d’un d\u00e9partement ou d’une filiale.<\/span><\/p>\n

Une <\/span>solution de Business Intelligence<\/b> permet donc d’identifier des pistes d’am\u00e9lioration, mais aussi de d\u00e9tecter les profils \u00e0 haut potentiel. Pour mieux contextualiser les informations, les responsables RH peuvent \u00e9galement les comparer avec les donn\u00e9es de r\u00e9f\u00e9rence de leur secteur d’activit\u00e9.<\/span><\/p>\n

Mieux quantifier les r\u00e9mun\u00e9rations<\/b><\/h3>\n

Les r\u00e9mun\u00e9rations ont une influence non n\u00e9gligeable sur la <\/span>performance de l’entreprise\u00a0<\/b>: c’est pourquoi il est primordial de les fixer au niveau le plus juste.<\/span><\/p>\n

Avec un <\/span>outil d’informatique d\u00e9cisionnelle<\/b>, la DRH peut contr\u00f4ler en temps r\u00e9el l’ensemble des r\u00e9mun\u00e9rations et s’assurer que leur montant est pertinent. Il peut \u00e9galement piloter les primes li\u00e9es \u00e0 la performance afin de s’assurer qu’elles sont bien en ad\u00e9quation avec les objectifs strat\u00e9giques de la soci\u00e9t\u00e9.<\/span><\/p>\n

R\u00e9duire les co\u00fbts<\/b><\/h3>\n

Ma\u00eetriser les co\u00fbts sans affecter la motivation et le moral des collaborateurs : voici l’un des plus grands d\u00e9fis de la fonction RH. Justement, gr\u00e2ce au SIRH<\/strong>, <\/span>les tableaux de bord et les reportings RH<\/b> permettent d’identifier des tendances et des opportunit\u00e9s, afin de gagner en efficacit\u00e9 tout en limitant les impacts n\u00e9gatifs.<\/span><\/p>\n

L’am\u00e9lioration de la productivit\u00e9 passe \u00e9galement par la diminution des cong\u00e9s maladie. Avec la <\/span>Business Intelligence<\/b>, il est possible de rep\u00e9rer les principaux facteurs \u00e0 l’origine des arr\u00eats de travail et de mettre en place des actions correctives adapt\u00e9es.<\/span><\/p>\n

Identifier les besoins en formation<\/b><\/h3>\n

L’analyse des donn\u00e9es du service des ressources humaines<\/b> permet, nous l’avons vu, d’identifier les employ\u00e9s les plus performants, mais aussi ceux qui poss\u00e8dent une marge d’am\u00e9lioration.<\/span><\/p>\n

Ces donn\u00e9es pr\u00e9cieuses permettent donc d’identifier les besoins de chacun en mati\u00e8re de formation professionnelle, d’\u00e9tablir un budget d\u00e9di\u00e9 et de mettre en place un dispositif pertinent pour gagner en efficacit\u00e9.<\/span><\/p>\n

Fid\u00e9liser les employ\u00e9s<\/b><\/h3>\n

La motivation des salari\u00e9s est un <\/span>indicateur de performance (KPI)<\/b> \u00e0 ne pas n\u00e9gliger. Justement, un tableau de bord RH peut \u00eatre utilis\u00e9 pour mesurer jour apr\u00e8s jour la satisfaction des collaborateurs, mais aussi rep\u00e9rer les besoins et les probl\u00e9matiques de chacun.<\/span><\/p>\n

Ainsi, la DRH peut mettre en place une v\u00e9ritable strat\u00e9gie de <\/span>gestion des talents<\/b>, afin de fid\u00e9liser les \u00e9quipes sur le long terme, de motiver les employ\u00e9s, mais aussi d’attirer plus facilement de nouvelles recrues.<\/span><\/p>\n

\u00catre conforme \u00e0 la r\u00e9glementation<\/b><\/h3>\n

Dans certaines entreprises, la direction des ressources humaines est dans l’obligation de produire des <\/span>reportings RH<\/b> pour r\u00e9pondre aux exigences de la l\u00e9gislation. C’est par exemple le cas de l’index de l’\u00e9galit\u00e9 professionnelle, de la base de donn\u00e9es \u00e9conomiques et sociales (BDES) ou encore du rapport RSE annuel.<\/span><\/p>\n

Or, la cr\u00e9ation de ces rapports peut \u00eatre enti\u00e8rement automatis\u00e9e au sein du <\/span>syst\u00e8me d’information de gestion des ressources humaine<\/b>s<\/strong>. La soci\u00e9t\u00e9 peut donc r\u00e9pondre \u00e0 ses obligations tout en gagnant un temps pr\u00e9cieux.<\/span><\/p>\n

Anticiper l’avenir avec l’analyse pr\u00e9dictive<\/b><\/h3>\n

Avec un <\/span>outil d’analyse<\/b> tel que le SIRH<\/b>, la DRH est en mesure de pr\u00e9voir le futur de l’entreprise et d\u2019identifier pr\u00e9cocement certaines probl\u00e9matiques, comme la gestion du vieillissement du personnel. Elle peut \u00e9galement d\u00e9celer des comp\u00e9tences rares, mais pr\u00e9cieuses pour le d\u00e9veloppement de l’entreprise \u00e0 l’avenir.<\/span><\/p>\n

En effet, les \u00e9quipes RH peuvent r\u00e9aliser des analyses pouss\u00e9es en mati\u00e8re de comp\u00e9tences, de qualifications ou encore de formation, et ce en toute autonomie gr\u00e2ce \u00e0 une solution de Business Intelligence intuitive.<\/span><\/p>\n

 <\/p>\n

Gr\u00e2ce \u00e0 la Business Intelligence, la DRH est en mesure de centraliser une grande quantit\u00e9 de donn\u00e9es fiables au sein de son syst\u00e8me d’information de gestion des ressources humaines, qu’elle peut exploiter de diff\u00e9rentes mani\u00e8res. Analyse de la performance, ma\u00eetrise des co\u00fbts, calcul des r\u00e9mun\u00e9rations\u2026 Autant de domaines dans lesquels les tableaux de bord et reportings RH s’av\u00e8rent \u00eatre des alli\u00e9s pr\u00e9cieux. Cependant, l’entreprise doit veiller \u00e0 mettre en place une strat\u00e9gie bien pr\u00e9cise pour<\/i><\/b> r\u00e9ussir le d\u00e9ploiement de son outil BI<\/i><\/b><\/a>.<\/i><\/b><\/p>\n

 <\/p>\n

\"\"<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Alors que la DRH joue un r\u00f4le de plus en plus strat\u00e9gique, aux c\u00f4t\u00e9s de la direction g\u00e9n\u00e9rale, l’utilisation d’un syst\u00e8me d’information de gestion des ressources humaines (SIRH) bas\u00e9 sur la Business Intelligence devient incontournable. Et pour cause, l’entreprise ne peut plus se passer d’un pilotage pr\u00e9cis des donn\u00e9es, accompagn\u00e9 de tableaux de bord RH, … Lire plus<\/a><\/p>\n","protected":false},"author":21,"featured_media":17587,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[10],"tags":[],"class_list":["post-17586","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-intelligence"],"acf":[],"yoast_head":"\n8 bonnes raisons de d\u00e9ployer un outil BI au service RH (SIRH)<\/title>\n<meta name=\"description\" content=\"Aujourd\u2019hui, la DRH ne peut plus se passer d'un outil de SIRH, accompagn\u00e9 de tableaux de bord RH, de reportings et de KPI.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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