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Businesses are in a deep state of flux. Understanding employee experience is essential for the development and strategic alignment of the HR function. Work analysis is an indispensable tool for understanding this employee experience.

Businesses are in a deep state of flux

They need to renew and enhance their HRM instruments and mechanisms in order to adapt to changes such as: the impact of AI on skills and ways of working; management and changes in the chain of command; the challenge of an ageing workforce with at least 30% of workers aged between 55 and 64 by 2030 in many European countries ; expectations from younger workers in terms of career progression and workplace ; overcoming space and working time constraints through the digital revolution.

Understanding employee experience is essential

Understanding employee experience (EE) is essential for the development and strategic alignment of the HR function. EE is a powerful leverage for change through promoting a culture of change and employee engagement. It must be an integral part of a global and integrated workplace wellbeing policy in order to improve business performance.

Work analysis is an indispensable element for understanding employee experience

Work analysis is an indispensable element for understanding employee experience: to identify the challenges of work organisation, understand employees’ lived experience of work and nurture it. This analysis covers seven areas.

What    is for : we offer an experiential approach based on the knowledge of how work is really done with a mix of HR skills and occupational psychology techniques, which are focussed on the collective dimension of work.

 

Understand, support continuity, listen to the workplace

Understand work and working conditions to develop your HR function;

Support continuity through organisational changes;

Listen to the workplace by restoring the collective entity to its rightful place and stay tuned to individual problems.

Accreditation

Qualified professional in prevention of occupational risks, specialised in « work organisation » and « psychosocial risks at work »

IPRP n°2017-02-06-012 de la Direccte PACA

N° ADELI : 75 93 5563 9 de l’Agence Régionale de Santé Ile-de-France as an occupational psychologist

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