{"id":43815,"date":"2025-06-26T09:05:40","date_gmt":"2025-06-26T08:05:40","guid":{"rendered":"https:\/\/shortways.com\/?p=43815"},"modified":"2025-11-18T10:51:32","modified_gmt":"2025-11-18T09:51:32","slug":"pourquoi-onboarding-utilisateur-sirh-a-repenser","status":"publish","type":"post","link":"https:\/\/shortways.com\/fr\/blog\/actualite\/pourquoi-onboarding-utilisateur-sirh-a-repenser\/","title":{"rendered":"Pourquoi l\u2019onboarding de vos utilisateurs sur leur SIRH est \u00e0 repenser"},"content":{"rendered":"

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L\u2019onboarding des utilisateurs sur un Syst\u00e8me d\u2019Information des Ressources Humaines (SIRH) est souvent r\u00e9duit \u00e0 une \u00e9tape administrative : donner un acc\u00e8s, transmettre un manuel utilisateur, et proposer une formation initiale.<\/p>\n

Pourtant, dans les faits, cette approche montre tr\u00e8s rapidement ses limites. L\u2019adoption d\u2019un SIRH ne d\u00e9pend pas uniquement de la qualit\u00e9 de l\u2019outil, mais surtout de la mani\u00e8re dont il est compris, int\u00e9gr\u00e9 et utilis\u00e9 par les collaborateurs.<\/p>\n

Or, \u00e0 l\u2019heure o\u00f9 les organisations changent vite, o\u00f9 les applications \u00e9voluent en continu et o\u00f9 le temps de formation est r\u00e9duit, il devient important de repenser l\u2019onboarding des utilisateurs.<\/p>\n

[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” global_colors_info=”{}”]<\/p>\n

Au programme :<\/span><\/b><\/p>\n

    \n
  1. Des utilisateurs mal pr\u00e9par\u00e9s \u00e0 l\u2019utilisation du SIRH<\/span><\/a><\/li>\n
  2. Des impacts directs sur les processus RH et la qualit\u00e9 des donn\u00e9es<\/span><\/a><\/li>\n
  3. Repenser l\u2019onboarding comme un processus continu et personnalis\u00e9<\/a><\/li>\n<\/ol>\n

    [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”0px||0px|||” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text module_id=”utilisateurs-mal-prepares” _builder_version=”4.27.4″ _module_preset=”default” header_2_text_color=”#38ABDD” header_2_font_size=”15px” locked=”off” global_colors_info=”{}”]<\/p>\n

    1. Des utilisateurs mal pr\u00e9par\u00e9s \u00e0 l\u2019utilisation du SIRH<\/span><\/span><\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n

    La plupart des utilisateurs RH et non RH ne se connectent que ponctuellement \u00e0 leur SIRH. Ils y acc\u00e8dent pour mettre \u00e0 jour leurs donn\u00e9es personnelles, poser des cong\u00e9s, valider un entretien ou d\u00e9clarer des temps de travail. Ce sont des usages simples\u2026 mais pas toujours intuitifs. Lorsqu\u2019ils sont confront\u00e9s \u00e0 une interface complexe ou \u00e0 des processus qu\u2019ils ne ma\u00eetrisent pas, ils se tournent vers le support ou improvisent.<\/strong><\/span><\/p>\n

    Et pour cause : les dispositifs de formation classiques comme des sessions en salle, des webinaires ponctuels ou encore des manuels PDF ne suffisent plus. Le collaborateur d\u2019aujourd\u2019hui n\u2019a que quelques minutes \u00e0 consacrer \u00e0 son apprentissage, et il les consacre en g\u00e9n\u00e9ral \u00e0 ses t\u00e2ches prioritaires. Les enjeux RH passent souvent au second plan.<\/p>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” global_colors_info=”{}”]<\/p>\n

    \ud83d\udca1 Conseil : Pr\u00e9voir un parcours d\u2019onboarding fractionn\u00e9, avec des micro-formations d\u00e9livr\u00e9es progressivement selon les besoins m\u00e9tiers et directement int\u00e9gr\u00e9es au SIRH. Ce format permet aux utilisateurs d\u2019acqu\u00e9rir les bons r\u00e9flexes sans surcharge cognitive.<\/em><\/p>\n

    [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”0px||0px|||” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text module_id=”impacts-directs” _builder_version=”4.27.4″ _module_preset=”default” header_2_text_color=”#38ABDD” header_2_font_size=”15px” locked=”off” global_colors_info=”{}”]<\/p>\n

    2. Des impacts directs sur les processus RH et la qualit\u00e9 des donn\u00e9es<\/span><\/span><\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n

    Un onboarding mal con\u00e7u g\u00e9n\u00e8re des cons\u00e9quences tr\u00e8s concr\u00e8tes : erreurs de saisie, processus incomplets, campagnes d\u2019entretiens mal suivies, indicateurs RH fauss\u00e9s\u2026 La qualit\u00e9 des donn\u00e9es RH est directement corr\u00e9l\u00e9e au niveau d\u2019appropriation du SIRH par les utilisateurs. Et lorsque les utilisateurs ne sont pas form\u00e9s correctement, ce sont les \u00e9quipes RH qui doivent compenser<\/strong><\/span>, corriger, retraiter, voire r\u00e9expliquer.<\/p>\n

    Le support RH devient alors un centre de gestion des anomalies plut\u00f4t qu\u2019un levier d\u2019am\u00e9lioration continue. \u00c0 cela s\u2019ajoute la frustration des utilisateurs, qui peinent \u00e0 s\u2019y retrouver, multiplient les tickets d\u2019assistance, ou se d\u00e9tournent du SIRH au profit de solutions parall\u00e8les : mails, fichiers Excel, impressions papier\u2026<\/p>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” global_colors_info=”{}”]<\/p>\n

    \ud83d\udca1 Conseil : Aidez les utilisateurs \u00e0 s\u2019y retrouver en int\u00e9grant de l\u2019accompagnement sur les \u00e9crans. Organisez des campagnes de sensibilisation sur la qualit\u00e9 des donn\u00e9es et sur l\u2019importance de renseigner correctement les informations. Montrez les cons\u00e9quences concr\u00e8tes d\u2019une mauvaise saisie pour renforcer l\u2019engagement des utilisateurs.<\/em><\/p>\n

    [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”3_5,2_5″ _builder_version=”4.17.1″ _module_preset=”default” global_colors_info=”{}” locked=”off” custom_padding=”||45px|||”][et_pb_column type=”3_5″ _builder_version=”4.17.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.17.1″ _module_preset=”default” custom_margin=”||21px|||” inline_fonts=”Metropolis Extra Bold” global_colors_info=”{}”][\/et_pb_text][et_pb_text _builder_version=”4.17.1″ _module_preset=”default” inline_fonts=”Metropolis Extra Bold” global_colors_info=”{}”]<\/p>\n

    Pour en savoir plus, d\u00e9couvrez notre Livre Blanc sur ce sujet !<\/span><\/p>\n

    “L’adoption du SIRH dans les organisations
    Focus sur le support utilisateur”<\/span><\/p>\n

    [\/et_pb_text][et_pb_button button_url=”https:\/\/shortways.com\/fr\/livre-blanc-adoption-sirh-support\/” button_text=”Acc\u00e9der au Livre Blanc” button_alignment=”center” _builder_version=”4.24.2″ _module_preset=”default” custom_button=”on” button_text_color=”#FFFFFF” button_bg_color=”#38ABDD” button_border_width=”0px” button_border_radius=”100px” button_icon=”9||divi||400″ transform_scale_tablet=”” transform_scale_phone=”” transform_scale_last_edited=”on|desktop” transform_rotate_tablet=”” transform_rotate_phone=”” transform_rotate_last_edited=”on|desktop” transform_skew_tablet=”” transform_skew_phone=”” transform_skew_last_edited=”on|desktop” transform_origin_tablet=”” transform_origin_phone=”” transform_origin_last_edited=”on|desktop” box_shadow_style=”preset1″ box_shadow_color=”#1780AF” global_colors_info=”{}”][\/et_pb_button][\/et_pb_column][et_pb_column type=”2_5″ _builder_version=”4.17.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/shortways.com\/wp-content\/uploads\/2024\/05\/LAdoption-du-SIRH-focus-support-utilisateur-Livre.png” title_text=”L’Adoption du SIRH focus support utilisateur – Livre” url=”https:\/\/shortways.com\/fr\/livre-blanc-adoption-sirh-support\/” align=”center” _builder_version=”4.24.2″ _module_preset=”default” width=”60%” width_tablet=”50%” width_phone=”50%” width_last_edited=”on|desktop” module_alignment=”center” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”0px||0px|||” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text module_id=”repenser-onboarding” _builder_version=”4.27.4″ _module_preset=”default” header_2_text_color=”#38ABDD” header_2_font_size=”15px” locked=”off” global_colors_info=”{}”]<\/p>\n

    3. Repenser l\u2019onboarding comme un processus continu et personnalis\u00e9<\/span><\/span><\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n

    Il est temps de passer d\u2019une logique d\u2019onboarding unique \u00e0 une approche continue et personnalis\u00e9e. L\u2019utilisateur ne doit pas \u00eatre form\u00e9 une fois pour toutes, mais accompagn\u00e9 dans la dur\u00e9e. D\u2019autant plus que le SIRH \u00e9volue r\u00e9guli\u00e8rement, que des nouveaux modules sont activ\u00e9s, que des populations sp\u00e9cifiques (managers, saisonniers, int\u00e9rimaires\u2026) doivent \u00eatre form\u00e9es de mani\u00e8re cibl\u00e9e.<\/strong><\/span><\/p>\n

    Un bon onboarding ne se limite pas \u00e0 transmettre des informations. Il doit s\u2019adapter au r\u00f4le, au niveau de ma\u00eetrise et au contexte de chaque utilisateur. Il doit aussi s\u2019appuyer sur les outils de communication internes (portails RH, intranet, newsletters) pour rappeler r\u00e9guli\u00e8rement les bonnes pratiques ou informer des nouveaut\u00e9s.<\/p>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” global_colors_info=”{}”]<\/p>\n

    \ud83d\udca1 Conseil : Cr\u00e9ez des ressources d\u2019aide \u00e0 la demande comme des vid\u00e9os courtes, des guides pas-\u00e0-pas ou encore des infographies, accessibles \u00e0 tout moment et mises \u00e0 jour r\u00e9guli\u00e8rement. Encouragez une culture de l\u2019apprentissage autonome.<\/em><\/p>\n

    [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”0px||0px|||” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text module_id=”formation-accompagnement” _builder_version=”4.27.0″ _module_preset=”default” header_2_text_color=”#38ABDD” header_2_font_size=”15px” locked=”off” global_colors_info=”{}”]<\/p>\n

    Conclusion<\/span><\/span><\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px|||” global_colors_info=”{}”]<\/p>\n

    L\u2019onboarding utilisateur est bien plus qu\u2019un passage oblig\u00e9. C\u2019est une condition essentielle de la performance RH. Lorsqu\u2019il est bien pens\u00e9, il fluidifie l\u2019utilisation du SIRH, r\u00e9duit les erreurs, soulage le support RH, am\u00e9liore la qualit\u00e9 des donn\u00e9es et augmente la satisfaction des collaborateurs. Mais pour \u00eatre efficace, il doit \u00eatre con\u00e7u comme un accompagnement \u00e9volutif, contextualis\u00e9 et adapt\u00e9 aux nouveaux usages num\u00e9riques.<\/p>\n

    \ud83d\udc49 Pour aller plus loin sur ce sujet, d\u00e9couvrez<\/span>\u00a0<\/span><\/span>les 5 freins sur l\u2019onboarding de nouveaux utilisateurs<\/span><\/span><\/a><\/p>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” locked=”off” global_colors_info=”{}”][\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”0px|||||” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_code _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]<\/a>[\/et_pb_code][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"

    D\u00e9couvrez dans cet article 3 raisons de pourquoi l’onboarding de vos utilisateurs sur leur SIRH est \u00e0 repenser.<\/p>\n","protected":false},"author":18,"featured_media":43986,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","cybocfi_hide_featured_image":"","spay_email":"","footnotes":""},"categories":[490,508],"tags":[],"class_list":["post-43815","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualite","category-rh"],"yoast_head":"\nPourquoi l\u2019onboarding de vos utilisateurs sur leur SIRH est \u00e0 repenser<\/title>\n<meta name=\"description\" content=\"D\u00e9couvrez dans cet article 3 raisons de pourquoi l'onboarding de vos utilisateurs sur leur SIRH est \u00e0 repenser.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" 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