{"id":619,"date":"2019-06-29T16:07:08","date_gmt":"2019-06-29T14:07:08","guid":{"rendered":"https:\/\/widid.fr\/?p=619"},"modified":"2020-01-13T16:45:07","modified_gmt":"2020-01-13T15:45:07","slug":"investir-sur-le-capital-humain","status":"publish","type":"post","link":"https:\/\/widid.fr\/en\/investir-sur-le-capital-humain\/619\/08\/","title":{"rendered":"Capital humain et adaptation continue ? – 6\/11"},"content":{"rendered":"

Investir sur le capital humain, c\u2019est s\u2019assurer qu\u2019il saura s\u2019adapter aux nombreuses \u00e9volutions (march\u00e9, concurrence, techno\u2026) mais aussi que les collaborateurs seront engag\u00e9s dans le devenir de leur entreprise.<\/strong><\/p>\n\n\n\n

Mais d’abord, c’est quoi le capital humain ? <\/p>\n\n\n\n

La th\u00e9orie du capital humain fonctionne par analogie \u00e0 celle du capital financier ou physique. On consid\u00e8re que le capital humain est form\u00e9 de trois \u00e9l\u00e9ments qui, ensemble, d\u00e9terminent une certaine aptitude de l\u2019individu \u00e0 travailler :
les comp\u00e9tences<\/a>,
les exp\u00e9riences<\/a>,
et les savoirs<\/a>.
De m\u00eame que le capital physique, le capital humain peut s\u2019acqu\u00e9rir (notamment par l\u2019\u00e9ducation), se pr\u00e9server et se d\u00e9velopper (par un entretien \u00e0 travers des formations continues et\/ou l\u2019attention port\u00e9e \u00e0 la sant\u00e9 de l\u2019individu au titre de son capital sant\u00e9). De m\u00eame, il doit pouvoir produire un b\u00e9n\u00e9fice (les revenus per\u00e7us lors de la mise \u00e0 disposition des comp\u00e9tences).<\/p>Source : Wikipedia<\/a><\/cite><\/blockquote>\n\n\n\n

Chaque individu doit pouvoir piloter son propre capital humain <\/h2>\n\n\n\n

Deux fa\u00e7ons de comprendre et d\u2019appliquer la th\u00e9orie:<\/a>
Ou bien on assimile l\u2019individu \u00e0 son capital humain, ce qui a pour cons\u00e9quence de l\u2019objectiver et de le traiter concr\u00e8tement comme un bien n\u00e9cessitant une gestion, comme tout autre bien. Ou bien on consid\u00e8re l\u2019individu comme son propre investisseur, ce qui revient \u00e0 le percevoir comme un acteur \u00e0 part enti\u00e8re sur le march\u00e9 du travail, un acteur ayant d\u2019autant plus de poids qu\u2019il apporte lui-m\u00eame son capital. L\u2019analyse d\u00e9montre que, logiquement, la premi\u00e8re version est celle qui est la plus souvent rencontr\u00e9e du c\u00f4t\u00e9 des entreprises, tandis que du c\u00f4t\u00e9 des individus la seconde version est la plus revendiqu\u00e9e. <\/p> Source : Wikipedia<\/a> <\/cite><\/blockquote>\n\n\n\n

Nous sommes \u00e0 un moment cl\u00e9, les aspirations des individus, les technologies sont favorables \u00e0 un changement de paradigme. En tant qu’individu, je suis libre de conduire moi meme mon d\u00e9veloppement de comp\u00e9tences, l’entreprise peut me guider mais pas m’imposer.<\/strong><\/p>\n\n\n\n

L\u2019\u00e9ducation tout au long de la vie est rendue de plus en plus indispensable dans un monde o\u00f9 les chocs technologiques se multiplient, impos\u00e9s par l\u2019\u00e9conomie de la connaissance et des savoirs. <\/p>\n\n\n\n

Alors que peut faire l’entreprise pour guider les individus dans leur d\u00e9veloppement et doper la croissance de son capital humain ?<\/p>\n\n\n\n

S’appuyer sur les collaborateurs les + avanc\u00e9s, ceux qui pilotent d\u00e9j\u00e0 leur capital humain<\/h3>\n\n\n\n

Investir sur les early adopters, ceux qui sont d\u00e9j\u00e0 dans cet \u00e9tat d’esprit c’est s’assurer qu’ils s’engageront \u00e0 diss\u00e9miner les graines de la m\u00e9tamorphose digitale et sociale de l\u2019entreprise<\/strong>. Ce sont eux qui diffuseront la culture de l\u2019adaptation continue dans un monde en transformation permanente.<\/p>\n\n\n\n

L\u2019apprentissage tout au long de la vie, le learning, est le meilleur levier de transformation digitale et sociale. Pour s\u2019adapter il faut changer, pour changer \u00e0 bon escient il faut comprendre, et pour comprendre il faut apprendre. <\/p>\n\n\n\n

Ne laisser aucun collaborateur de cot\u00e9<\/h3>\n\n\n\n

Former, c\u2019est aussi ne pas laisser de c\u00f4t\u00e9 des collaborateurs moins digitaux, en les \u2018re-skillant\u2019<\/strong> sur les comp\u00e9tences qui leur permettront de s\u2019adapter en permanence : collaboratif, management, anticipation\u2026 C\u2019est aussi s\u2019assurer que la fracture digitale ne devienne pas une fracture sociale.<\/strong><\/p>\n\n\n\n

Anticiper sur les comp\u00e9tences cl\u00e9s pour guider les choix des individus<\/h3>\n\n\n\n

50 % des dirigeants europ\u00e9ens consid\u00e8rent le reskilling comme l\u2019un des moyens majeurs d\u2019adaptation des comp\u00e9tences de l\u2019entreprise. <\/em><\/p>Source : \u00c9tude McKinsey Future of Work<\/a><\/em><\/cite><\/blockquote>\n\n\n\n

Cette adaptation continue est particuli\u00e8rement n\u00e9cessaire dans le domaine des soft skills<\/strong>, longtemps d\u00e9consid\u00e9r\u00e9s car suppos\u00e9s inn\u00e9s, ou trop co\u00fbteux \u00e0 d\u00e9velopper (coaching) donc r\u00e9serv\u00e9s \u00e0 ceux faisant partie de \u00ab l\u2019\u00e9lite \u00bb.<\/strong> <\/p>\n\n\n\n

Mais, l\u2019av\u00e8nement des m\u00e9thodologies agiles<\/strong> met tous les collaborateurs en interface <\/strong>permanente au sein d\u2019une entreprise ou avec les clients. <\/p>\n\n\n\n

Les \u00e9quipes RH de Google<\/strong> ont men\u00e9 une \u00e9tude pour recenser les qualit\u00e9s de leurs meilleurs employ\u00e9s. D\u00e9sormais, elles recherchent<\/strong> ces qualit\u00e9s lorsqu\u2019elles recrutent et proposent \u00e0 tous leurs collaborateurs des programmes de d\u00e9veloppement ax\u00e9s sur ces comp\u00e9tences<\/strong>, s\u2019assurant ainsi d\u2019avoir un capital humain adapt\u00e9 \u00e0 leurs enjeux business.<\/p>\n\n\n\n

Top 7 des qualit\u00e9s recens\u00e9es chez les employ\u00e9s Google<\/strong><\/p>\n\n\n\n
1. \u00catre un bon coach <\/td> <\/td><\/tr>
2. Bien communiquer et \u00e9couter <\/td><\/td><\/tr>
3. \u00catre conscient des autres <\/td> <\/td><\/tr>
4. \u00catre empathique <\/td>\n  \n <\/td><\/tr>
5. Faire preuve de pens\u00e9e critique <\/td><\/td><\/tr>
6. \u00catre capable de r\u00e9soudre des probl\u00e8mes <\/td><\/td><\/tr>
7. Connecter des id\u00e9es complexes <\/td><\/td><\/tr><\/tbody><\/table>\n\n\n\n

Pour poursuivre votre lecture, c’est par ici<\/a>. <\/p>","protected":false},"excerpt":{"rendered":"

Investir sur le capital humain, c\u2019est s\u2019assurer qu\u2019il saura s\u2019adapter aux nombreuses \u00e9volutions (march\u00e9, concurrence, techno\u2026) mais aussi que les collaborateurs seront engag\u00e9s dans le devenir de leur entreprise. Mais d’abord, c’est quoi le capital humain ? La th\u00e9orie du capital humain fonctionne par analogie \u00e0 celle du capital financier Read more<\/a><\/p>","protected":false},"author":2,"featured_media":750,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12,68,38,62],"tags":[56,14,37],"class_list":["post-619","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles","category-non-classe-fr","category-strategie-en-formation","category-strategie-learning-au-service-du-business","tag-capital-humain","tag-formation","tag-strategie"],"yoast_head":"\nCapital humain et adaptation continue ? - 6\/11 - WiDiD<\/title>\n<meta name=\"description\" content=\"investir sur le capital humain? pour quoi et qui ? roles des individus et de l'entreprise, capital humain et transformation digital et sociale\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/widid.fr\/en\/investir-sur-le-capital-humain\/619\/08\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Capital humain et adaptation continue ? 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