Renew and enhance your HRM processes

To build an action plan to safeguard well-being at work, evaluate performance in other ways and implement revised HR Management and Planning. To achieve this, knowledge of employee experience becomes crucial and work analysis is an important tool.

A full well-being at work approach

Carry out an in-depth analysis of work organisation through a multidisciplinary approach to tackle all aspects of workplace life. This way, you will broaden out your understanding of workplace situations and bring an independent approach. You can also widen the organisation's approaches and use dedicated instruments such as: well-being questionnaires and surveys assessing the social climate, facilitation of discussion forums with a focus on work, work surveys based on psychodynamics principles.

51% of respondents say that they cannot rely on their manager.
[Source : CFDT Survey ‘Parlons travail’ 2017]

Boost employee engagement by adopting this holistic approach.

Agree with workers and management a workplace wellbeing action plan that takes into account all aspects of work - economic, legal, social and psychological - for better output and long-term effectiveness.

Act to prioritise the prevention of psychosocial risks and build tools by widening out your horizons. For example, use your Single Assessment for Occupational Risks to leverage industrial relations, involve more directly and concretely low-level line managers, and sensibilise teams to risks.

« I can speak freely in the workplace ». Only 20% of executives say YES.
[Source : CFDT Survey ‘Parlons travail’ 2017]

« I find job appraisal a useful and enjoyable experience »: this is the case for only 16.3% of staff in companies from 50 to 300 employees and 17.6% in companies from 300 to 1000 employees.
[Source : CFDT Survey ‘Parlons travail’ 2017]

In the National Inter-branch Agreement on Workplace Wellbeing from 19 June 2013, workplace wellbeing is defined as follows:

‘a feeling of well-being at work both collective and individual, which encompasses a positive climate at work, corporate culture, job interest, working conditions, a feeling of ownership, empowerment, equality, being treated like anybody else when you make a mistake, and feeling recognised and valued for your work’.

In addition, guidelines published in the latest Occupational Health Plan ‘PST3 2016-2020’ agreed by the Conseil d'Orientation des Conditions de Travail du Ministère du Travail (government advisory body on work conditions) emphasize prevention and improved wellbeing at work as key health drivers.

Enhance your GPEC tools and mechanisms, and make them more relevant:

Change your evaluation approach: review thoroughly performance evaluation mechanisms questioning your approach, the content and impact of the evaluation. Take into account what’s left out by evaluation mechanisms. Use employee experience and work analysis as seen through the collective lens as starting points to think evaluation anew.

Create or redefine job descriptions and competency framework based on your knowledge of how work is really done and then implement your revised HR policies: wage policy, training plan, occupational risk prevention policy, etc.

See our references