Because the profile of the HRD has changed

Finally, we have a true HRD! ", welcomes Fabienne Dassoul, steward central CFE - CGC in Legrand. This manufacturer of electrical equipment where, under the impulse of relocation, some plants close, the social situation is tense. The head of human resources Bruno Debatisse, former HRD of a subsidiary in Isère, whose sites, promised to close in the early 2000s, was saved by alternative solutions. A know-how that recognized the Union representative: "one feels in him a desire to preserve the human capital and it seems to have some margin for manoeuvre because leaders try to keep a certain social model," she said. For Fabienne Dassoul, a dialogue is established: "There are listening and clarity." We know what is possible, what is not, and the points that we can discuss. We have less than before the feeling to be fait accompli. Is someone who has, I think, a Word; but, well, I am trade unionist, I don't give a blank check!

But this example goes against the grain. Because the profile of the HRD has changed. "Function has become extremely technical, said Isabelle Mathieu, lawyer-partner in the firm of DaeM Partners." The context, ranging from laws more complex at the risk of litigation which totalled hundreds of thousands of euros and pushed the HRD to become sharp specialists. "Often, they become the"business partners"and accessing their functions after an operational in other branches of activity. Now present in the circles of leaders Executive Committee or Executive Committee the HRD often arouse mistrust of trade union organizations. Example in the SSII British LogicaCMG: "the HRD is a conveyor belt, which is down the strategy to reduce costs decided at the Summit by Andy Green, CEO, comments on a representative of the staff." Themselves are convinced by this strategy. And this, as they have more fiber business as human resources, since they are computer scientists having worked managerial business.

Cut off from reality

Have the HRD lost the confidence of the trade unions and employees A survey conducted by the CFDT-frames shows the skeptical employees: "They do not know who are the HRD, or what they do, summarizes François Fayol, Secretary General of the Union". They deplore the absence of management, outside high potentials. And regret that the HRD are aware of their work that which goes back to them by a battery of indicators.

In addition, today, patterns of human resources remain less time at their position. Danone to Publicis, major groups have changed HRD in 2008. Consequence: "they don't know more the social culture of the company or the subsidiary in which they spend, and deploy a little schematic HR policies which are not always suitable", says Philippe Géry, Coordinator of Aeronautics and defence Safran Group CFDT.

Managers have the growing impression that these leaders are cut off from the reality of the field. Preoccupied with their tasks (large recruitment operations marketing HR, etc.), the HRD have that rare contacts with individuals in the business. "Of course, they use a lot of tools of social barometers of the observatories of stress but does not really feel listening to the social body," said Anne-Juliette Tillay, negotiator Unsa group AXA. Moreover, these social performance audit tools are still rudimentary, and measure incorrectly the human elements, as, for example, the disengagement of the employees.

All factors that feed a certain distrust. Véronique rock delegate Union CFE - CGC Alcan France SAS, tells that HRD to this manufacturer of aluminum is committed to open its door to employees: "but nobody will." They believe that it is not decision-making and, in a context of permanent restructuring, they are afraid of his authority.

Nevertheless, relativizes, Frederic Lavenir, head of Group HR BNP Paribas, the representatives of the employees have never considered the HRD as a neutral third party. And follow the fact than to sit in the Executive Committees allows to the field data and to defend at the top: "This be like HRD, in the decision-making bodies of the Group seems to me rather a factor taken into account at the highest level of the concerns of employees and the social partners."

That recognize, without penalty, some trade union delegates. "But is - this sufficient" wondered what Roland Roberdeau, national steward CFE - CGC in BNP Paribas. HRD has an executive mandate and limits to its power. When we have argued that stress also resulted from poor managerial behaviour, we have listened; There have been policy reminders on the managerial qualities but officials did not changed.

"To respect, listen."

HRD is not the boss of a social service, wishes to recall Charlotte Duda, President of the National Association of Directors human resources (ANDRH): "We are working in an economic reality;" "and some of us live in difficult situations, to try to live requirements business increasingly harsh with the expectations of employees training, balance professional and private life and the company fight against discrimination, etc.".

The task for the HRD is a difficult one. So many more access to this position by having their classes in foreign social affairs sectors. Operational profile that does not always reassures. In Renault, affected by the crisis, Gérard Leclerc, former Director of the mechanical manufacturing that made his career in engineering, was succeeded by Michel de Virville, connoisseur of social issues. "The fact, moreover, attached to the pattern of manufacturing seems worrying to us comments on Fred Dijoux central steward CFDT.". The risk is that arbitrations studying for operational, HRB wife the logic of profitability, with skills in order to identify the results. However the investigation requested by the applicants on the suicide of the employees of the Technocentre in Guyancourt shows that the HR function has not been able to regulate pressure in consultation with the social partners.

For their part, the HRD are instead in their operational course of arguments to best carry out their mission. "When I travel in the subsidiaries or services, and that discussions focus on the Organization of the work or industrial security, I understand the practical problems faced by employees," said François Viaud, became engineer manager before being appointed in March 2008, the total sor.

However, the behavior on a daily basis prime. Whatever your past, "trade unions adopt you as a partner if, in your practice of social dialogue, there is respect, listening, speech held..." ", said Frederic Lavenir, at BNP Paribas.

Information and consultation

Guarantors of social dialogue and the company, the HRD strategy are not entitled to the error. However, for Marc Leroux, delegate Union central semiconductor specialist ST Microelectronics CGT, are not so much the HRD who changed indeed, no one regrets the past staff Chief, paternalism authoritarian but companies, now internationalised: "decisions with social consequences are taken away, in organs with which trade unions do not speak." The complexity of globalized groups also plays a role: "employees have more confidence in these opaque structures and suspicion amidst Ricochet on the HRD, Judge Bernard Galambaud, Emeritus Professor at the ESCP-EAP HRM." The time of the community undertaking is over. Today, more open organizations, where the differentiation in the HR management is the integration.

Also, HRD found online first, party tip of the iceberg, incarnation of an invisible branch. "At the time, he is the face of changes in strategy 180 one day, a service is declared priority, six months later, close!, tells Bernard Van Craeynest, President of the CFE - GSC.". And confidence crumbles.

The antidote to distrust "We must be even more present in the information and consultation with the social partners, considers Denys Neymon, HRD of Suez Environment." We also trust them, by delivering them for example elements of our development strategy, under the seal of confidentiality.

Same speech by Pascale Porters, Executive Director of the HR BPI consulting firm, to which the image of HRD is based on the quality of local officials: "Them out more of their Office, to the policy group, to be in contact with the staff."