It is important that future HRD take height

Israeli-Palestinian conflict, dispute between Flemings and Walloons, clashes in the Western Sahara... In this small Parisian classroom, presentations of geopolitics move. Attentive, 25 students present must go this route for their master of... responsible for human resources. "It is important that future HRD take height." "To accompany business strategies, understand the world in which we live", justifies Sabine de Villoutreys, Director of the private school called HR Sub.

Precisely, on a background of crisis, the context has changed, plunging the human resources professionals in the turmoil. On their agendas, priorities are cycled through, concerning seniors, pensions, the male-female equality or disability... And on the ground, they are in the front line. While wage increases remain low and the labour market is hesitant, social relations tend and conflicts fester. Since late April, several HRD was sequestered in the Thomson Grass Valley industrial, in Vigimark monitoring, in the MPTP OEM or in the car factory to EAK. Not to mention that in business, professionals seem a little baffled by the stress of employees, an evil long remained taboo. "The HR function hardens." "And the expectations of employees are stronger," recognizes Sabine de Villoutreys.

An evil - be ambient

For some time, the benchmarks stole shattered. Indeed, Tower to Tower, PSA, AXA, Vinci, Accor, Air Liquide, Thales, Adecco, Cap Gemini, Dexia and, a few days ago, Microsoft, HRD have changed. Some have been promoted, such as Serge Morelli, became CEO of AXA Assistance, or Claire Pedini, who bartered his duties at Alcatel-Lucent for the position of CEO at Saint-Gobain.

These changes translate on the banks of the schools In recent years, l es training for these professions were devoted to raising the HRD to the rank of "business partner", able to align the human resources strategy of the company. What is today "We tailor our lessons to new challenges," says Sabine de Villoutreys, which launched the 2010 term, Innovation HR module. Including, the approach is intended to develop the sense of "participatory management" in the future HRD, encouraging them to promote and federate the ideas of the employees and managers. A way in restoring the sense of work, to combat the ambient evil being.

With the rise of the problems of harassment, stress or suicides, "we must further expand the"human partner"," considers, for its part, Annick Cohen-Haegel, manager supply HRD and skill at Cegos. "It is important to give keys for the prevention of the risks social psycho, better support for mobility, the establishment of a good social climate..." "An opinion shared by Sandra Enlart, General Director of company & staff and head of the Executive Master of Sciences po Paris HR:"We propose to a site that incorporates the dimension sociological and historical psychosocial risk tools and practices to fight them." We encourage the questioning: listening cells are useful Is the training of managers effective It seems also necessary to examine labour organizations.

So, the new gives subverts scholarly training HR architecture The issue almost agacerait Franck Bournois, Co-Director of the master management of HR and social relations of the Ciffop (University of Paris Panthéon - Assas). His eyes, stress prevention, for example, with the company, its organization, its methods of management: "of course, we are the place this theme in courts of law and management, which constitute the technical to acquire knowledge base." But we did not open our doors to psychologists or doctors.Similarly, we will not spend our time on Web 2.0!

To keep the effects of mode

Conservative, schools keep therefore follow head lowered media runaways or run behind the last marotte, such HRD strategist. "Must be, of course, incorporate societal issues in education but a fair place. This is already a time training to address the issues of health to work summarizing not stress, said Michel Yahiel, President of the National Association of Directors of human resources (ANDRH). Careful not to give in to the effects of mode: one day diversity, another stress, and tomorrow... "Simple steps, however, find the balance between the fundamental knowledge of the HRM - tools for recruitment, training, management of careers, labour, social relations - and adaptation to factors shaking now company. In addition, produce seed of HRD is not a thin case. "Today's students will be between ten and fifteen years before this function," says Franck Bournois. In short, it has to make the prospective, it is very difficult to imagine what new problems they face. Remain bottom trends, such as constant reorganizations of companies to refine the management of employability. Or even the outsourcing of certain processes, the payroll to training.

Real case studies

History of responding to the expectations of businesses, schools reinforce links with the HRD in position. Each year, the master from Dauphine is a record with the ANDRH: "This leads us to evolve some seminars to introduce other concepts, marketing HR for example", said Bernard de Montmorillon, Director of the master management of HR at Paris-Dauphine, where professionals represent half of the teachers. Idem at Lyon GHI: "our teachers are all the HRD or consultants of HR consulting firms, tells Marie Chausse, Director of the private school. Thus, the students work on real case studies.

Alain Mauriès, HRD group Pochet, gives the Ciffop a course on crisis management and communication: "it speaks of real life in business." In addition, I am every year the guardian-mentor a group of four students. I they live inside what is a recruitment plan or agreement classification.

Trainers are therefore trying to keep cool heads. "Above all, we are personalities with a solid backbone," says Bernard de Montmorillon. Because, often present in the Executive Committees, the HRD must be able to interact with the other leaders playing. Hence the emphasis in training on the knowledge of the legal, social and economic framework in which they evolve. However, in the eyes of Sandra Enlart, it is more enough: "understanding of what represents the work for the employees, the nature and the level of their commitment to the business is essential for the future HRD". They have, indeed, a heavy task to: convince policy makers and financiers of the value of human resources...