{"id":4343,"date":"2021-04-11T18:59:10","date_gmt":"2021-04-11T18:59:10","guid":{"rendered":"https:\/\/e2edev2021.wpengine.com\/?post_type=resource&p=4343"},"modified":"2026-03-20T16:06:06","modified_gmt":"2026-03-20T16:06:06","slug":"research-and-insights-for-accelerating-growth-in-2021","status":"publish","type":"resource","link":"https:\/\/www.engage2excel.com\/fr\/resource\/research-and-insights-for-accelerating-growth-in-2021\/","title":{"rendered":"Research and Insights For Accelerating Growth in 2021"},"content":{"rendered":"

Introduction<\/span><\/h3>\n

La crise de la COVID-19 a propuls\u00e9 les responsables des RH en premi\u00e8re ligne pour assurer la s\u00e9curit\u00e9 des travailleurs et du lieu
\nde travail. Maintenant que les pr\u00e9visions \u00e9conomiques appellent \u00e0 un retour \u00e0 la croissance du PIB r\u00e9el d\u2019ici le milieu de l\u2019ann\u00e9e, les PDG se concentrent sur des strat\u00e9gies et des initiatives visant \u00e0 acc\u00e9l\u00e9rer le succ\u00e8s dans un monde fondamentalement diff\u00e9rent.<\/p>\n

Ce rapport explore cinq sujets que les responsables des RH doivent prendre en compte dans la formulation de plans visant \u00e0 bien positionner leurs organisations pour atteindre une croissance durable.<\/p>\n

Les le\u00e7ons de la grande r\u00e9cession<\/span><\/h3>\n

Une r\u00e9cession est d\u00e9finie comme deux trimestres cons\u00e9cutifs de croissance \u00e9conomique n\u00e9gative. Bien que la forme, la nature et la dur\u00e9e de la r\u00e9cession actuelle soient fondamentalement diff\u00e9rentes de celles de la grande r\u00e9cession de 2007-2009, il est utile d\u2019examiner pourquoi certaines entreprises se sont r\u00e9tablies plus rapidement que d\u2019autres lors de la derni\u00e8re r\u00e9cession. Selon une \u00e9tude publi\u00e9e dans la Harvard Business Review, les entreprises qui ont rebondi le plus rapidement ont pu le faire en combinant des strat\u00e9gies offensives et d\u00e9fensives. Elles ont facilit\u00e9 une d\u00e9centralisation du processus d\u00e9cisionnel, r\u00e9duit les co\u00fbts de mani\u00e8re s\u00e9lective en se concentrant sur l\u2019efficacit\u00e9 op\u00e9rationnelle, et r\u00e9alis\u00e9 des investissements strat\u00e9giques dans l\u2019avenir en investissant dans l\u2019informatique, le marketing, la R-D et de nouveaux actifs.<\/p>\n

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\t\n\t\t\t\t\tT\u00e9l\u00e9charger<\/a>\n\t\t\t\t\t\t\t\"Download\"<\/a><\/span> hbspt.cta.load(123973, '73e8b9ac-05db-4176-884a-bc4f8450095c', {\"region\":\"na1\"}); <\/span>\t\t\t<\/span>\n\t<\/p>\n

Les principaux d\u00e9fis de la haute direction en 2021<\/span><\/h3>\n

Apr\u00e8s une ann\u00e9e d\u2019incertitude et de limitations des activit\u00e9s commerciales pendant la pand\u00e9mie, de nombreux PDG ont des perspectives plus optimistes pour 2021. Selon une enqu\u00eate men\u00e9e aupr\u00e8s de PDG du monde entier par le Conference Board, 43 % d\u2019entre eux pr\u00e9voient de retrouver cette ann\u00e9e une croissance des revenus qui d\u00e9passera les niveaux de 2019. Cependant, pour atteindre cette croissance, les PDG consid\u00e8rent que les principaux d\u00e9fis internes qu\u2019ils doivent affronter sont l\u2019acc\u00e9l\u00e9ration de la transformation num\u00e9rique et l\u2019am\u00e9lioration de l\u2019innovation. Une enqu\u00eate men\u00e9e par BDO aupr\u00e8s des directeurs financiers du march\u00e9 interm\u00e9diaire a r\u00e9v\u00e9l\u00e9 que 56 % d\u2019entre eux s\u2019attendent \u00e0 une augmentation des revenus en 2021, mais une enqu\u00eate UHY sur le march\u00e9 interm\u00e9diaire a cit\u00e9 le recrutement de talents comme \u00e9tant le principal obstacle \u00e0 l\u2019actualisation de la croissance.<\/p>\n

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\t\n\t\t\t\t\tT\u00e9l\u00e9charger<\/a>\n\t\t\t\t\t\t\t\"Download\"<\/a><\/span> hbspt.cta.load(123973, '73e8b9ac-05db-4176-884a-bc4f8450095c', {\"region\":\"na1\"}); <\/span>\t\t\t<\/span>\n\t<\/p>\n

Combler les lacunes en mati\u00e8re de comp\u00e9tences et de rel\u00e8ve<\/span><\/h3>\n

Le plus grand d\u00e9fi auquel les responsables des RH doivent faire face pour r\u00e9pondre aux priorit\u00e9s des PDG, c\u2019est de combler les lacunes en mati\u00e8re de comp\u00e9tences essentielles et de rel\u00e8ve. Pendant la pand\u00e9mie, le taux de renouvellement des PDG est rest\u00e9 faible, les conseils d\u2019administration recherchant la stabilit\u00e9. Mais des comp\u00e9tences et des capacit\u00e9s diff\u00e9rentes seront n\u00e9cessaires pour les r\u00f4les cl\u00e9s de la haute direction afin d\u2019acc\u00e9l\u00e9rer l\u2019innovation et le rythme de la reprise. Et en d\u00e9pit d\u2019un taux de ch\u00f4mage toujours \u00e9lev\u00e9, il faudra des m\u00e9thodes de recrutement fondamentalement diff\u00e9rentes pour combler les lacunes en mati\u00e8re de comp\u00e9tences essentielles. Enfin, la nature du contrat social avec les employ\u00e9s a chang\u00e9, l\u2019accent \u00e9tant mis davantage sur les exp\u00e9riences de carri\u00e8re des employ\u00e9s afin d\u2019attirer et de retenir les meilleurs talents.<\/p>\n

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\t\n\t\t\t\t\tT\u00e9l\u00e9charger<\/a>\n\t\t\t\t\t\t\t\"Download\"<\/a><\/span> hbspt.cta.load(123973, '73e8b9ac-05db-4176-884a-bc4f8450095c', {\"region\":\"na1\"}); <\/span>\t\t\t<\/span>\n\t<\/p>\n

Aider les gestionnaires \u00e0 am\u00e9liorer le rendement<\/span><\/h3>\n

S\u2019il y a une le\u00e7on \u00e0 tirer de la pand\u00e9mie, c\u2019est que l\u2019adversit\u00e9 r\u00e9v\u00e8le ce qu\u2019il y a de meilleur en nous. Partout dans le monde, les employeurs ont pris pleinement conscience de la mesure dans laquelle les perceptions et les attitudes des employ\u00e9s influencent les r\u00e9sultats. Mais les gestionnaires et les employ\u00e9s ont besoin d\u2019aide pour faire de leur mieux. Il ne suffit pas de simplement parler de donner la priorit\u00e9 aux personnes pour lib\u00e9rer le vaste potentiel d\u2019efforts discr\u00e9tionnaires qui existe au sein de votre organisation. Les id\u00e9es \u00e9num\u00e9r\u00e9es ci-dessous abordent les d\u00e9fis en mati\u00e8re de rendement qui ont toujours exist\u00e9 et qui sont particuli\u00e8rement importants aujourd\u2019hui pour acc\u00e9l\u00e9rer le rebond de votre organisation.<\/p>\n

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\t\n\t\t\t\t\tT\u00e9l\u00e9charger<\/a>\n\t\t\t\t\t\t\t\"Download\"<\/a><\/span> hbspt.cta.load(123973, '73e8b9ac-05db-4176-884a-bc4f8450095c', {\"region\":\"na1\"}); <\/span>\t\t\t<\/span>\n\t<\/p>\n

Faciliter la prise de d\u00e9cisions bas\u00e9es sur les donn\u00e9es en mati\u00e8re de talents<\/span><\/h3>\n

La num\u00e9risation est class\u00e9e comme une priorit\u00e9 par 87 % des hauts dirigeants, selon une enqu\u00eate de Gartner. La transformation num\u00e9rique entra\u00eene des am\u00e9liorations dans la fa\u00e7on dont les entreprises g\u00e8rent les exp\u00e9riences client, les interactions dans la cha\u00eene d\u2019approvisionnement, le d\u00e9veloppement de produits et la fabrication. Il est vrai que les organisations RH sont en retard, avec seulement 21 % des responsables des RH qui d\u00e9clarent que leurs approches actuelles les aident \u00e0 s\u2019adapter aux demandes auxquelles ils sont confront\u00e9s. L\u2019ironie de cette triste r\u00e9alit\u00e9, c\u2019est que le capital intellectuel d\u2019une organisation – son personnel – repr\u00e9sente son atout le plus important. Vous trouverez ci-dessous quelques-unes des \u00e9tapes que vous pouvez utiliser pour permettre de baser davantage de d\u00e9cisions en mati\u00e8re de talents sur les donn\u00e9es. Ce sujet sera approfondi dans notre prochain rapport, Que signifie la transformation num\u00e9rique pour les RH?<\/p>\n

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 <\/p>\n

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