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Changes to demographics and the increasingly rapid pace of change mean that optimising and enhancing human capital is a major strategic corporate issue.
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Making a company an attractive place to work and managing talent, organisational flexibility, skills development, staff and leadership management are often mentioned when managers talk about their concerns.
 
In this context, the role of Human Resources departments has changed significantly from a support function focused on administrative management to a genuine strategic partner for other departments, defining, implementing and supporting transformation projects.
 
These changes have led HR departments to strengthen their capabilities progressively and adjust their service offering throughout the HR function value chain.
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In this context, HR departments need to:
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  • professionalise and improve the quality of services offered to other departments
  • strengthen forecasting and cross-departmental support, in particular by improving the ability to anticipate resource and skills requirements
  • handle support of the change process inherent to the company's strategic transformation programmes
  • optimise its management costs.
HRIS improvement is one of the critical success factors of an HR function's effective modernisation.

 
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