between views and forecasting within the HRIS operate

By Philippe Guerrier | The | central time

Report on HRIS Spring University, organized between June 2022 by Le Cercle SIRH & Digital RH, with testimonials from HRIS managers present on site.

Spring University SIRH 2022: report and testimonials from members of Cercle SIRH – © Le Cercle SIRH

The schedule for the 2022 edition of the Spring University HRIS 2022organized byr The HRIS Circle and Digital HRproved dense between perspectives and forecasts.

The event had a particular tone: the return to face-to-face sessions and exchanges after three years of shortages due to Covid-19. About thirty HRIS managers or representatives of the HRIS function responded to the invitation to participate in the two-day sessions (from the 9th to the 10th of June) at the Pavillon Henri IV in Saint-Germain-en-Laye (Hauts-de- Sena ).

The profiles of the organizations present at this University were quite heterogeneous: banking (BPCE, Crédit Agricole), industry (Eiffage, Acome, Saint-Gobain) or distribution (Hermes, Lacoste). In addition to the private sector, the public sphere was represented by officials from the Ministry of the Armed Forces, Ministry of Sustainable Development or Pôle Emploi.

“Due to the Covid-19 crisis, we had not been able to organize a Université du Printemps du Cercle SIRH for three years. The return of the face-to-face session was very good because it allowed exchanges between the members in an experienced and friendly way. This event, which brought together 35 participants, allows us to look to the future and ask the question of tomorrow’s HRIS configuration. We took stock of popular topics such as HR performance indicators, urbanization and HRIS architecture, lean management tailored to HR, and HR innovation and start-ups. This university made it possible to give concrete examples in business, to open up the business vision and to get out of our comfort zone”, declares Françoise Bragard, President of SIRH & Digital RH Circle.

“I think the HR manager profession is changing significantly: we are turning more towards HR processes, change management and our contribution to the overall HR strategy linked to the company’s business. »

4 themes to advance HRIS and the HRIS function

The two days of Spring University HRIS 2022 allowed us to focus on 4 themes for reflection on the evolution of HRIS, its influence on the organization and its scope.

Spring University HRIS 2022: workshop
Spring University HRIS 2022: “HRIS Architecture / Urbanization” workshop – © DR

SI performance index applied to HR, led by Cédric Fradin (Adapt1Solution)

Participants were encouraged to reflect on the development of an HRIS performance index, such as KPIs intended to assess the management of organizations’ CIOs.

Panorama: startups that are revolutionizing HR! led by Emmanuel Baudouin (Institut Mines-Télécom Business School in the HR area)

The opportunity for session participants to discover the extent of the HR Tech start-up ecosystem and a full mapping.

HRIS architecture / urbanization, co-animated by Cesar Campana and Nicolas Eimery (ACT-ON GROUP)

The session revealed:

  • the challenges of HRIS and its different layers,
  • developments with various application bricks added,
  • interoperability,
  • architecture and urbanization
  • a focus on exploring data with the possible use of data lakes or data hubs.

Lean Management, led by Eric-Xavier Barrere (Palmer Consulting)

This workshop allowed:

  • explain the lean management approach (popularized by the Japanese automotive group Toyota) and its use within the HRIS function,
  • bring lean management closer to neighboring concepts (Six Sigma, TQM, QRQC, Agile, FAVI),
  • discover the application of lean management in a broad mapping of the business processes associated with HR (management, recruitment, mobility, training, social relations, etc.).

HRIS Spring University: the word given to participants in immersion

As part of the HRIS 2022 Spring University, RH Matin gives the floor to several participants who spoke about what they retained and/or appreciated during the workshops related to the HRIS function issues encountered in the field.

Emmanuelle Maillet (Somfy): “The word is free between us to give each other key points”

“My company has been a member of Cercle SIRH for a long time, but this is my first participation in the Université de Printemps. In our business, we need to monitor trends and the state of the art in HR systems and processes, and exchanges with our peers are valuable in this regard, for example in the user experience. The word is free between us to give each other key points of success and attention in HRIS deployments”, declares Emmanuelle Maillet, HR and HR privacy specialist at the Somfy Group.

I particularly appreciated the workshop dedicated to start-ups to have a synthetic view of the HR Tech landscape. As a result of this innovation ecosystem, we have been working with SmartRecruiters since 2017 for the recruitment management part.”

Frédérique Bonifacio (Ministry of the Armed Forces): “HRIS managers are always looking for information to project themselves into the future”

“The quality of exchanges between participants and speakers is very appreciable. The presentation on HRIS urbanization particularly interested me. This is an important subject that deserves a dedicated day, given our respective fleet of IS, interfaces and our applications. It is also important from the point of view of open data, with all that is needed in terms of management. HRIS managers are always looking for information to project themselves into the future. The presentation of the start-up landscape was also particularly relevant and allowed me to see what kind of projects organizations are betting on”, says Frédérique Bonifacio, Director of HR Information Systems at the Ministry of the Armed Forces.

“Whether in the private or public sector, HR problems are common: skills issues, training, career development… In terms of recruitment, we have our own public sector problems, but we are similar to those found in the private sector: knowing , how to encourage people to apply… About the uninhibited approach of private sector companies, we have a lot to learn, at least for the civilian personnel of the Ministry of the Armed Forces. »

Bertrand Heim (SPIE): “This format makes it possible to address substantive issues and organize informal exchanges”

“This meeting is important and unifying for Le Cercle SIRH, in addition to the study days. This format makes it possible to address substantive issues and organize informal exchanges. Sometimes it would take longer for some subjects such as HRIS urbanization, but the background provided during the workshop allows for more details if necessary. At SPIE, we are launching a study to feed reflection on the present and future needs of HRIS for the entire group, which has around 47,000 people. We will ensure consistency of all feedback on the needs expressed by country and draw up a master plan”, says Bertrand Heim, HRDM / Head of HRIS Group at SPIE.

“Local HR departments focus on their operational issues without necessarily having the perspective needed to keep up with developments. HRIS topics are discussed bimonthly in the group’s various HR committees. In terms of data mining, an online learning experiment is being finalized (‘Who follows the training?’, ‘In what period?’, ‘What is the most popular content?’, ‘What is the rate of success in relation to essential training courses and their state of progress?»…). The Group’s HRIS Department created an automated dashboard to visualize key indicators in Microsoft Power BI. »

Bruno Moisseron (Acome): “All HRIS managers encounter the same issues with issues that sometimes need to be demystified”

“By participating in the Spring Universities of the HRIS Circle, the idea is to position yourself in more distant approaches, to address issues that may be addressed later, such as datalakes and data management, and then discuss with the teams on their return. Given our international dimension, we want to know how to consolidate the CSR transformation”, says Bruno Moisseron, HR Manager, Social Management Control and HR Administration at Acome.

“I think all HRIS managers encounter the same issues with issues that sometimes need to be demystified. Some companies are more advanced than others and sharing the employee-company experience is important. For example, we installed the Primobox platform in the company for dematerializing and storing administrative documents in companies such as bank slips, having previously discussed this implementation with a person we know at Cercle SIRH. Acome is not far behind when it comes to digitization. We follow the movement. Thus, our general meeting is held by electronic voting. »

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