{"id":44626,"date":"2025-08-18T09:05:23","date_gmt":"2025-08-18T08:05:23","guid":{"rendered":"https:\/\/shortways.com\/?p=44626"},"modified":"2025-11-18T11:39:56","modified_gmt":"2025-11-18T10:39:56","slug":"managers-repondent-questions-sirh","status":"publish","type":"post","link":"https:\/\/shortways.com\/fr\/blog\/actualite\/managers-repondent-questions-sirh\/","title":{"rendered":"Id\u00e9e re\u00e7ue : les managers peuvent r\u00e9pondre \u00e0 toutes les questions de leurs \u00e9quipes sur le SIRH"},"content":{"rendered":"

[et_pb_section fb_built=”1″ _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”29px|||||” locked=”off” global_colors_info=”{}”][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 _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”]\u00c0 chaque d\u00e9ploiement de SIRH, une hypoth\u00e8se implicite revient syst\u00e9matiquement : les managers auraient la capacit\u00e9 de relayer l\u2019information, d\u2019accompagner leurs \u00e9quipes et de r\u00e9pondre aux questions fonctionnelles li\u00e9es aux processus RH. Si cette id\u00e9e peut sembler logique, elle repose sur une vision id\u00e9alis\u00e9e de leur disponibilit\u00e9, de leur niveau de connaissance du SIRH et de leur l\u00e9gitimit\u00e9 \u00e0 intervenir sur des sujets parfois techniques. Dans les faits, cette attente engendre plus de confusion que de fluidit\u00e9, et renforce les dysfonctionnements autour de l\u2019adoption des outils RH.
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” global_colors_info=”{}”]Au programme :<\/span><\/b><\/p>\n

    \n
  1. Un r\u00f4le attendu mais rarement formalis\u00e9<\/a><\/li>\n
  2. Une ma\u00eetrise partielle des processus SIRH<\/a><\/li>\n
  3. Des outils complexes, aux usages parfois ponctuels<\/a><\/li>\n
  4. Une pression suppl\u00e9mentaire sur la fonction manag\u00e9riale<\/a><\/li>\n
  5. Une confusion des r\u00f4les au d\u00e9triment de la clart\u00e9 organisationnelle<\/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=”role” _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. Un r\u00f4le attendu mais rarement formalis\u00e9<\/span><\/span><\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” global_colors_info=”{}”]Dans de nombreuses organisations, le manager est implicitement consid\u00e9r\u00e9 comme le \u201cpoint de contact\u201d RH de son \u00e9quipe. On suppose qu\u2019il saura expliquer un nouveau processus, accompagner la r\u00e9alisation d\u2019un entretien, ou guider un collaborateur dans la saisie d\u2019une demande. Pourtant, cette mission n\u2019est que tr\u00e8s rarement explicit\u00e9e, formalis\u00e9e ou pr\u00e9par\u00e9e<\/strong><\/span>. Les managers d\u00e9couvrent souvent leur r\u00f4le en m\u00eame temps que les utilisateurs finaux.<\/p>\n

    Ils ne re\u00e7oivent pas de formation sp\u00e9cifique, pas de documentation d\u00e9di\u00e9e, ni de ressources leur permettant de structurer leurs r\u00e9ponses. Leur r\u00f4le dans l\u2019adoption du SIRH reste flou, ce qui les place dans une posture d\u00e9licate : attendus comme r\u00e9f\u00e9rents sans en avoir les moyens.
    \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=”maitrise” _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. Une ma\u00eetrise partielle des processus SIRH<\/span><\/span><\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” global_colors_info=”{}”]Le SIRH est par nature un outil aux usages transverses. Il englobe des processus vari\u00e9s : formation, entretiens, mobilit\u00e9, temps de travail, absences, r\u00e9mun\u00e9ration, onboarding, etc. Or, tous les managers n\u2019interviennent pas dans l\u2019ensemble de ces processus<\/strong><\/span>, et encore moins avec la m\u00eame fr\u00e9quence.<\/p>\n

    Certains utilisent certains modules une \u00e0 deux fois par an. D\u2019autres n\u2019ont pas acc\u00e8s aux m\u00eames vues selon leur p\u00e9rim\u00e8tre. Cette diversit\u00e9 des usages rend impossible une ma\u00eetrise compl\u00e8te et homog\u00e8ne du SIRH par les managers. Lorsqu\u2019ils sont sollicit\u00e9s par leurs \u00e9quipes, ils doivent souvent eux-m\u00eames chercher l\u2019information ou improviser une r\u00e9ponse.
    \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=”outils” _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. Des outils complexes, aux usages parfois ponctuels<\/span><\/span><\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” global_colors_info=”{}”]M\u00eame si l\u2019interface du SIRH est bien con\u00e7ue, elle reste complexe \u00e0 appr\u00e9hender pour des utilisateurs peu r\u00e9guliers. Les managers<\/strong>, souvent focalis\u00e9s sur leurs enjeux op\u00e9rationnels et leurs objectifs business, n\u2019ont pas toujours la bande passante n\u00e9cessaire pour suivre les \u00e9volutions<\/strong><\/span> fonctionnelles ou s\u2019approprier les subtilit\u00e9s de navigation.<\/p>\n

    Ils ne sont pas toujours form\u00e9s \u00e0 reproduire les bonnes pratiques de saisie, \u00e0 expliquer la logique d\u2019un workflow RH ou \u00e0 d\u00e9buguer un blocage technique. Dans ce contexte, r\u00e9pondre \u00e0 une question d\u2019apparence simple peut se transformer en perte de temps, en frustration et en mauvaise orientation pour l\u2019utilisateur final.
    \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” custom_padding=”||55px|||” locked=”off” global_colors_info=”{}”][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=”4.27.4″ _module_preset=”default” inline_fonts=”Metropolis Extra Bold” global_colors_info=”{}”]<\/p>\n

    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=”pression” _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

    4. Une pression suppl\u00e9mentaire sur la fonction manag\u00e9riale<\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” global_colors_info=”{}”]Les attentes autour du r\u00f4le du manager se sont fortement \u00e9largies ces derni\u00e8res ann\u00e9es<\/strong><\/span> : performance, pilotage, engagement, qualit\u00e9 de vie au travail, reporting, onboarding\u2026 Ajouter \u00e0 cela la responsabilit\u00e9 d\u2019expliquer les processus RH num\u00e9riques alourdit encore la charge, sans que le manager n\u2019ait \u00e9t\u00e9 pr\u00e9par\u00e9 \u00e0 ce r\u00f4le.<\/p>\n

    Dans les \u00e9quipes, ce ph\u00e9nom\u00e8ne est souvent mal per\u00e7u. Le collaborateur, ne recevant pas d\u2019aide satisfaisante, peut remettre en question la comp\u00e9tence ou l\u2019implication de son manager, cr\u00e9ant un malentendu qui aurait pu \u00eatre \u00e9vit\u00e9, voire une mauvaise image de la fonction et un d\u00e9sengagement de l\u2018employ\u00e9.
    \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=”confusion” _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

    5. Une confusion des r\u00f4les au d\u00e9triment de la clart\u00e9 organisationnelle<\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||40px||false|false” global_colors_info=”{}”]En faisant du manager une \u201chotline RH\u201d de proximit\u00e9, l\u2019organisation brouille les circuits d\u2019information. \u00c0 la place d\u2019un canal structur\u00e9, on cr\u00e9e des points de contact informels, non outill\u00e9s<\/strong><\/span>, o\u00f9 chacun partage sa propre interpr\u00e9tation du fonctionnement du SIRH. Cela g\u00e9n\u00e8re des erreurs de saisie, des demandes redondantes, et parfois m\u00eame un rejet de l\u2019outil.<\/p>\n

    Les collaborateurs eux-m\u00eames ne savent plus vers qui se tourner pour avoir une r\u00e9ponse fiable. Ils passent du manager aux RH, puis au support, avec \u00e0 chaque fois une explication diff\u00e9rente. Cette dispersion nuit \u00e0 l\u2019efficacit\u00e9 globale du syst\u00e8me et mine la confiance des utilisateurs envers le dispositif RH dans son ensemble.
    \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||false|false” locked=”off” global_colors_info=”{}”]<\/p>\n

    Derri\u00e8re l\u2019id\u00e9e re\u00e7ue selon laquelle \u201cles managers peuvent r\u00e9pondre \u00e0 toutes les questions sur le SIRH\u201d se cache une r\u00e9alit\u00e9 bien diff\u00e9rente. Le manque de clart\u00e9 sur leur r\u00f4le, la complexit\u00e9 des outils et l\u2019absence de dispositifs d\u2019accompagnement adapt\u00e9s font du manager un relais fragile dans la cha\u00eene de support.<\/p>\n

    En pensant bien faire, l\u2019organisation expose ces relais \u00e0 une pression inutile, tout en compromettant l\u2019exp\u00e9rience utilisateur.<\/p>\n

    Repenser les circuits de r\u00e9ponse, redonner aux bons interlocuteurs la bonne place, et clarifier les responsabilit\u00e9s est un pr\u00e9requis indispensable pour faire du SIRH un outil r\u00e9ellement adopt\u00e9 par tous.<\/p>\n

     <\/p>\n

    \ud83d\udc49\u200b Pour aller plus loin sur ce sujet, d\u00e9couvrez notre article : Comment faire pour g\u00e9n\u00e9rer moins de questions sur mon SIRH ?<\/a><\/span><\/p>\n

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    D\u00e9couvrez dans cet article l’id\u00e9e re\u00e7ue : les managers peuvent r\u00e9pondre \u00e0 toutes les questions de leurs \u00e9quipes sur le SIRH.<\/p>\n","protected":false},"author":18,"featured_media":44766,"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],"tags":[],"class_list":["post-44626","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualite"],"yoast_head":"\nId\u00e9e re\u00e7ue : les managers r\u00e9pondent \u00e0 toutes les questions sur le SIRH<\/title>\n<meta name=\"description\" content=\"D\u00e9couvrez dans cet article l'id\u00e9e re\u00e7ue : les managers peuvent r\u00e9pondre \u00e0 toutes les questions de leurs \u00e9quipes sur le SIRH.\" \/>\n<meta name=\"robots\" content=\"index, follow, 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