Specifically, how does a timeshare HRD intervene in a company?
He intervenes in the company in a very operational way. We work,on site and in full coordination with the technical director and the teams. As a preamble, the timeshare HRD prepares an inventory of the HR situation and the needs in this area, which are reflected in an action plan. We then implement the necessary actions, in close collaboration with the manager and his teams. Finally, we monitor the deployment of actions over time to ensure that they are effective and that everyone understands them. This is what leads to a recurrence in our interventions and that is why they are carried out for several months, even several years at a rate of 1/2 day, 1 day per week depending on the size and needs of the company.
What are the issues in which you intervene and the benefits of your missions for the company?
Our missions have two main components. The first refers to the legal obligations incumbent on the employer. They are numerous and evolve according to the company’s staff. The second refers to the structuring of the HR function in the company. This is how we bring serenity to the manager. Ensuring his business and better daily HR management with a bond that we create with all employees. We are operationally recognized as the company’s human resources department. That is why our missions are renewed frequently.
Many sectors are currently in tension. There is currently a war for talent that is also explained by the demands of the younger generations who want to find meaning in their work, of which not all managers are necessarily aware. Does timeshare HRD also have a mission to challenge company practices?
The HRD timeshare is also there to bring an outside perspective and push the company to question its practices. Clearly, recruitment is a fundamental topic on which we are enormously in demand today. In this context, we bring this need to question hiring and integration practices. There is a whole integration process that we are going to formalize and implement in the company. This is to ensure that the employee has fully understood his duties, his place in the organization of the company, that he knows who to contact if he has any questions. Today, employees need a job that makes sense, that fits into the company project and its values.
Employee loyalty is a concern for companies today, how do you deal with it?
In this sense, we have just launched a new intervention topic around the employer brand. A company will begin to wonder about the latter when faced with recruitment and turnover problems, and therefore employee loyalty. Hence the importance of understanding HR practices to correct what needs to be corrected. This questions the global HR management on which we can intervene. There are different levers of action to improve it depending on the difficulties encountered by the company. We can identify them and develop with the manager the actions to be implemented in the short, medium and long term.
Faced with all these challenges, is it necessary to professionalize HR management in companies?
The crisis we have been through has had the revealing effect of demonstrating the need to manage human resources well, to be attentive to the situation of employees, both from a professional and personal point of view. The democratization of teleworking is a good example of this requirement. In this new context, the professionalization of HR is expressed at various levels: having real management, establishing a real hiring policy, having a real policy for remuneration and skills management, giving prospects to your employees, etc. Business leaders are aware of the challenges ahead and are now acting accordingly.
Is this reflected in your activity within the Right Arm of Leaders?
In fact, the human resources network of Bras Droit des Dirigeants is experiencing an acceleration in its growth rate with, today, close to 50 franchisees. At the same time, the number of companies that come to us continues to grow. Also, almost 70% of the missions we do are long missions, whereas before the ratio was the opposite. This shows that the leader wishes to include the good management of his human resources in the framework of a lasting action.
This content was produced with SCRIBEO. The BFMBUSINESS editorial team was not involved in the production of this content.
Source: BFM TV
