{"id":461,"date":"2025-06-23T09:49:39","date_gmt":"2025-06-23T07:49:39","guid":{"rendered":"https:\/\/www.salairerh.fr\/?p=461"},"modified":"2025-06-23T09:49:39","modified_gmt":"2025-06-23T07:49:39","slug":"developpement-des-competences-rh","status":"publish","type":"post","link":"https:\/\/www.salairerh.fr\/index.php\/2025\/06\/23\/developpement-des-competences-rh\/","title":{"rendered":"D\u00e9veloppement des comp\u00e9tences RH"},"content":{"rendered":"\n<p>Pendant longtemps, la formation professionnelle a \u00e9t\u00e9 per\u00e7ue comme une obligation l\u00e9gale, une case \u00e0 cocher, un \u201cplus\u201d r\u00e9serv\u00e9 \u00e0 certains profils. Mais ce temps est r\u00e9volu. Face aux mutations acc\u00e9l\u00e9r\u00e9es du travail, \u00e0 la mont\u00e9e des enjeux humains dans l\u2019entreprise, et aux exigences nouvelles des collaborateurs, <strong>le d\u00e9veloppement des comp\u00e9tences RH est devenu un levier strat\u00e9gique majeur<\/strong>.<\/p>\n\n\n\n<p>Et ce constat s\u2019impose d\u2019autant plus fortement \u00e0 la lumi\u00e8re des transformations g\u00e9n\u00e9rationnelles. Comme le souligne l\u2019article <a href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/05\/20\/generation-z-et-travail-quelles-attentes-salariales-en-2025\/\">G\u00e9n\u00e9ration Z et travail : quelles attentes salariales en 2025 ?<\/a>, les jeunes actifs n\u2019aspirent pas seulement \u00e0 une r\u00e9mun\u00e9ration juste. Ils attendent une trajectoire, une mont\u00e9e en comp\u00e9tences, un accompagnement clair. Autrement dit, une entreprise capable d\u2019investir dans leur avenir.<\/p>\n\n\n\n<p>Mais alors, pourquoi le d\u00e9veloppement des comp\u00e9tences est-il encore trop souvent sous-exploit\u00e9 ? Et surtout, comment en faire un axe concret de pilotage RH ?<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Sommaire<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/06\/23\/developpement-des-competences-rh\/#Une_urgence_RH_face_aux_transitions_metier\" >Une urgence RH face aux transitions m\u00e9tier<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/06\/23\/developpement-des-competences-rh\/#Un_double_impact_operationnel_et_culturel\" >Un double impact : op\u00e9rationnel et culturel<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/06\/23\/developpement-des-competences-rh\/#Freins_recurrents_a_lever\" >Freins r\u00e9currents \u00e0 lever<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/06\/23\/developpement-des-competences-rh\/#Les_attentes_ont_change_Les_pratiques_doivent_suivre\" >Les attentes ont chang\u00e9. Les pratiques doivent suivre.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/06\/23\/developpement-des-competences-rh\/#Concretement_5_axes_pour_structurer_le_developpement_des_competences_RH\" >Concr\u00e8tement : 5 axes pour structurer le d\u00e9veloppement des comp\u00e9tences RH<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/06\/23\/developpement-des-competences-rh\/#En_conclusion\" >En conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Une_urgence_RH_face_aux_transitions_metier\"><\/span>Une urgence RH face aux transitions m\u00e9tier<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Digitalisation, IA, RSE, t\u00e9l\u00e9travail, transformation manag\u00e9riale, \u00e9volution des normes\u2026 Les m\u00e9tiers RH changent, les attentes aussi. Ce qui \u00e9tait attendu d\u2019un ou d\u2019une RH en 2015 ne suffit plus en 2025.<\/p>\n\n\n\n<p>Le r\u00f4le s\u2019est enrichi de dimensions nouvelles :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Capacit\u00e9 \u00e0 piloter la marque employeur<\/li>\n\n\n\n<li>Ma\u00eetrise des outils num\u00e9riques RH<\/li>\n\n\n\n<li>Animation de politiques d\u2019inclusion<\/li>\n\n\n\n<li>Construction de parcours d\u2019\u00e9volution<\/li>\n\n\n\n<li>Analyse de la data RH pour \u00e9clairer les d\u00e9cisions<\/li>\n<\/ul>\n\n\n\n<p>Pour faire face \u00e0 ces changements, les \u00e9quipes RH ont besoin de se former en continu. Non pas de fa\u00e7on descendante et ponctuelle, mais selon une logique de <strong>d\u00e9veloppement int\u00e9gr\u00e9<\/strong> : contextualis\u00e9, progressif, appliqu\u00e9.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Un_double_impact_operationnel_et_culturel\"><\/span>Un double impact : op\u00e9rationnel et culturel<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>D\u00e9velopper les <a href=\"https:\/\/www.foxrh.com\/post\/la-place-de-l-ia-dans-les-processus-d-evaluation-des-comp%C3%A9tences\">comp\u00e9tences RH <\/a>ne se limite pas \u00e0 \u201cmettre \u00e0 jour\u201d des connaissances. C\u2019est un investissement sur :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La performance de l\u2019organisation (car une RH form\u00e9e agit mieux, plus vite, avec plus de justesse)<\/li>\n\n\n\n<li>La posture RH (\u00eatre facilitateur, leader d\u2019influence, \u00e9claireur de sens)<\/li>\n\n\n\n<li>La cr\u00e9dibilit\u00e9 du service RH en interne (parce qu\u2019on ne peut pas piloter les carri\u00e8res si l\u2019on ne cultive pas la sienne)<\/li>\n<\/ul>\n\n\n\n<p>Mais c\u2019est aussi un signal fort envoy\u00e9 aux collaborateurs : <strong>\u201cOui, nous croyons au d\u00e9veloppement continu. Et cela commence chez nous.\u201d<\/strong><br>Un service RH qui n\u2019\u00e9volue pas devient vite un frein plut\u00f4t qu\u2019un levier.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Freins_recurrents_a_lever\"><\/span>Freins r\u00e9currents \u00e0 lever<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Malgr\u00e9 tout, de nombreuses entreprises peinent encore \u00e0 faire du d\u00e9veloppement RH une priorit\u00e9. Pourquoi ?<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Manque de temps, priorit\u00e9s court-termistes<\/li>\n\n\n\n<li>Budget formation orient\u00e9 uniquement vers les fonctions op\u00e9rationnelles<\/li>\n\n\n\n<li>Vision fig\u00e9e des r\u00f4les RH : \u201cIls savent d\u00e9j\u00e0\u201d, \u201cIls forment les autres\u201d<\/li>\n\n\n\n<li>Absence de plan de d\u00e9veloppement structur\u00e9 pour les RH eux-m\u00eames<\/li>\n<\/ul>\n\n\n\n<p>Ce double standard nuit \u00e0 la cr\u00e9dibilit\u00e9 du discours RH : on valorise la mont\u00e9e en comp\u00e9tences \u00e0 l\u2019\u00e9chelle de l\u2019entreprise, mais on oublie de l\u2019appliquer \u00e0 ses propres \u00e9quipes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Les_attentes_ont_change_Les_pratiques_doivent_suivre\"><\/span>Les attentes ont chang\u00e9. Les pratiques doivent suivre.<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Les RH de 2025 doivent pouvoir se former :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00c0 l\u2019analyse de donn\u00e9es RH<\/li>\n\n\n\n<li>\u00c0 l\u2019\u00e9criture d\u2019offres d\u2019emploi inclusives<\/li>\n\n\n\n<li>\u00c0 la n\u00e9gociation d\u2019\u00e9quilibre entre CDI et freelancing<\/li>\n\n\n\n<li>\u00c0 l\u2019utilisation \u00e9thique de l\u2019IA en recrutement<\/li>\n\n\n\n<li>\u00c0 la cr\u00e9ation de contenus pour incarner la marque employeur<\/li>\n\n\n\n<li>\u00c0 la posture de facilitateur dans les conflits ou les transformations<\/li>\n<\/ul>\n\n\n\n<p>Ces comp\u00e9tences ne sont pas \u201caccessoires\u201d. Elles sont d\u00e9sormais <strong>c\u0153ur de m\u00e9tier<\/strong>.<\/p>\n\n\n\n<p>Et pour r\u00e9pondre aux attentes des nouvelles g\u00e9n\u00e9rations, il faut aussi repenser la mani\u00e8re de former : formats courts, tutoriels internes, mentorat, co-d\u00e9veloppement, reverse mentoring\u2026 Les outils ne manquent pas.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Concretement_5_axes_pour_structurer_le_developpement_des_competences_RH\"><\/span>Concr\u00e8tement : 5 axes pour structurer le d\u00e9veloppement des comp\u00e9tences RH<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Cartographier les besoins sp\u00e9cifiques \u00e0 chaque profil RH<\/strong> (recrutement, paie, formation, g\u00e9n\u00e9raliste, etc.)<\/li>\n\n\n\n<li><strong>Cr\u00e9er des parcours internes d\u2019apprentissage continu<\/strong>, visibles, valoris\u00e9s et soutenus par le management<\/li>\n\n\n\n<li><strong>Mesurer l\u2019impact r\u00e9el des formations suivies<\/strong> (\u00e9volution de posture, capacit\u00e9 d\u2019action, retour des managers)<\/li>\n\n\n\n<li><strong>Favoriser le partage entre pairs RH<\/strong>, pour cr\u00e9er une culture apprenante<\/li>\n\n\n\n<li><strong>Associer la direction<\/strong>, pour faire du d\u00e9veloppement RH un sujet strat\u00e9gique (et pas seulement op\u00e9rationnel)<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"En_conclusion\"><\/span>En conclusion<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Le d\u00e9veloppement des comp\u00e9tences RH n\u2019est ni un luxe, ni une tendance. C\u2019est un imp\u00e9ratif.<\/p>\n\n\n\n<p>Pour rester align\u00e9es avec leur mission d\u2019accompagnement, pour garder leur r\u00f4le strat\u00e9gique dans l\u2019entreprise, pour r\u00e9pondre aux attentes de collaborateurs toujours plus exigeants, <strong>les \u00e9quipes RH doivent elles aussi se transformer<\/strong>.<\/p>\n\n\n\n<p>Et cela commence par un regard lucide sur leurs propres besoins, leurs points de progr\u00e8s, leur envie d\u2019apprendre.<\/p>\n\n\n\n<p>En 2025, les RH qui se forment sont celles qui transforment.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Pendant longtemps, la formation professionnelle a \u00e9t\u00e9 per\u00e7ue comme une obligation l\u00e9gale, une case \u00e0 cocher, un \u201cplus\u201d r\u00e9serv\u00e9 \u00e0 certains profils. Mais ce temps est r\u00e9volu. Face aux mutations acc\u00e9l\u00e9r\u00e9es du travail, \u00e0 la mont\u00e9e des enjeux humains dans l\u2019entreprise, et aux exigences nouvelles des collaborateurs, le d\u00e9veloppement des comp\u00e9tences RH est devenu un &hellip; <\/p>\n","protected":false},"author":1,"featured_media":462,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[],"class_list":["post-461","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-contenus-experts","latest_post"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.1.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>D\u00e9veloppement des comp\u00e9tences RH - Salaire RH<\/title>\n<meta name=\"description\" content=\"Le d\u00e9veloppement des comp\u00e9tences RH devient une priorit\u00e9 strat\u00e9gique. 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