{"id":2245,"date":"2026-03-03T09:32:34","date_gmt":"2026-03-03T09:32:34","guid":{"rendered":"https:\/\/www.alveria.it\/?p=2245"},"modified":"2026-03-05T15:07:45","modified_gmt":"2026-03-05T15:07:45","slug":"transparence-des-salaires-et-numerisation-des-processus-rh-la-directive-de-lue-2023-970-comme-levier-de-la-transformation-organisationnelle-2245","status":"publish","type":"post","link":"https:\/\/www.alveria.it\/fr\/2026\/03\/03\/trasparenza-retributiva-e-digitalizzazione-dei-processi-hr-la-direttiva-ue-2023-970-come-leva-di-trasformazione-organizzativa-2245\/","title":{"rendered":"Transparence salariale et num\u00e9risation des processus HR : La directive europ\u00e9enne 2023\/970 comme levier de transformation organisationnelle"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Au cours de la <strong>Atelier \"Solutions et outils HR pour r\u00e9pondre \u00e0 la directive europ\u00e9enne sur la transparence des r\u00e9mun\u00e9rations\".<\/strong>promu par l'Observatoire de l'innovation HR du Politecnico di Milano, nous avons propos\u00e9 une lecture claire : la <strong>Directive europ\u00e9enne 2023\/970<\/strong> n'est pas une simple conformit\u00e9 r\u00e9glementaire. C'est un puissant catalyseur de la transformation organisationnelle. C'est pourquoi notre intervention est partie de la directive dans sa formulation communautaire, et non de la proposition nationale pr\u00e9liminaire. La raison en est simple : la source europ\u00e9enne d\u00e9finit un cadre juridique structur\u00e9 et coh\u00e9rent qui peut d\u00e9j\u00e0 \u00eatre pleinement int\u00e9gr\u00e9 dans les syst\u00e8mes organisationnels des entreprises. Travailler sur cette base signifie construire des mod\u00e8les solides qui peuvent \u00e9galement \u00eatre d\u00e9fendus dans la jurisprudence, et ne pas se contenter de courir apr\u00e8s des interpr\u00e9tations partielles.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Quelle fonction de l'entreprise est r\u00e9ellement impliqu\u00e9e ?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">En premi\u00e8re lecture, la directive semble relever du domaine de la paie. Apr\u00e8s une deuxi\u00e8me analyse, elle semble plus coh\u00e9rente avec le domaine de la r\u00e9mun\u00e9ration et des avantages sociaux. Mais une lecture approfondie conduit \u00e0 une conclusion diff\u00e9rente : la fonction r\u00e9ellement impliqu\u00e9e est celle de la<strong>Organisation<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>La directive porte sur les points suivants<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Conception du travail<\/li>\n\n\n\n<li>Structuration des positions<\/li>\n\n\n\n<li>Syst\u00e8mes de classification<\/li>\n\n\n\n<li>Gestion du changement<\/li>\n\n\n\n<li>Culture organisationnelle<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Le principe de <strong>Travail de valeur \u00e9gale = salaire \u00e9gal<\/strong> oblige les entreprises \u00e0 faire un saut culturel : de la description g\u00e9n\u00e9rique des r\u00f4les \u00e0 la conception structur\u00e9e de l'entreprise. <strong>positions organisationnelles<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il ne suffit plus de r\u00e9pondre \u00e0 la question :<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong><em>\"Que fait cette personne ?\"<\/em><\/strong><\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">Des r\u00e9ponses objectives et mesurables doivent \u00eatre apport\u00e9es :<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><em>\"Quelle est la valeur organisationnelle de ce poste ?<\/em><\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Position professionnelle ou organisationnelle : le bon niveau d'analyse<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">L'une des questions centrales abord\u00e9es lors de l'atelier concerne la distinction entre :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Personnalit\u00e9 professionnelle<\/strong> \u2192 utile pour l'analyse externe des fonds propres<\/li>\n\n\n\n<li><strong>Position organisationnelle<\/strong> \u2192 indispensable pour l'analyse interne des fonds propres<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>La figure professionnelle<\/strong> est une cat\u00e9gorie large et comparative. Elle n'est pas suffisamment granulaire pour analyser les diff\u00e9rences internes ou pour soutenir des mod\u00e8les statistiques robustes. <strong>La position de l'organisation,<\/strong> repr\u00e9sente en revanche le bon niveau d'analyse car il permet de :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Identifier des caract\u00e9ristiques objectives et neutres du point de vue du genre<\/li>\n\n\n\n<li>Application de mod\u00e8les de r\u00e9gression lin\u00e9aire<\/li>\n\n\n\n<li>Utilisation du mod\u00e8le de d\u00e9composition d'Oaxaca-Blinder<\/li>\n\n\n\n<li>Construire des analyses statistiques d\u00e9fendables<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Si nous voulons vraiment appliquer la <strong><a href=\"https:\/\/www.alveria.it\/fr\/2026\/02\/10\/directive-europeenne-970-2023-transformer-la-conformite-en-une-culture-de-la-valeur-2216\/\">Directive europ\u00e9enne 970\/2023<\/a><\/strong>nous devons d\u00e9placer le centre de gravit\u00e9 analytique vers la position.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Le r\u00f4le des responsables de la gestion des ressources humaines : \u00e9volution du concept de \"position\".<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">I <strong><a href=\"https:\/\/www.hcms.it\/\">Syst\u00e8mes HCM<\/a><\/strong> permettent d\u00e9j\u00e0 de g\u00e9rer les postes organisationnels. Cependant, afin de r\u00e9pondre de mani\u00e8re structur\u00e9e \u00e0 la directive, le mod\u00e8le doit \u00e9voluer.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Dans notre approche, chaque poste est d\u00e9fini \u00e0 travers quatre dimensions, conform\u00e9ment aux crit\u00e8res europ\u00e9ens :<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Objectifs du r\u00f4le<\/strong> - contribution strat\u00e9gique aux objectifs de l'entreprise<\/li>\n\n\n\n<li><strong>Autonomie et responsabilit\u00e9<\/strong> - le niveau de d\u00e9cision et l'impact sur les r\u00e9sultats<\/li>\n\n\n\n<li><strong>Comp\u00e9tences requises<\/strong> - connaissances, comp\u00e9tences, exp\u00e9rience<\/li>\n\n\n\n<li><strong>Conditions de travail<\/strong> - contexte op\u00e9rationnel et complexit\u00e9 de l'environnement<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Une note est attribu\u00e9e \u00e0 chaque attribut. La somme d\u00e9termine le <strong>le poids organisationnel du poste<\/strong>. Cela permet de transformer un concept qualitatif en une variable quantitative, base d'une analyse statistique avanc\u00e9e.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Du recensement au regroupement : construire le march\u00e9 int\u00e9rieur du travail<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Une fois les postes d\u00e9finis, des algorithmes de regroupement (par exemple K-means) peuvent \u00eatre appliqu\u00e9s pour identifier des groupes homog\u00e8nes de complexit\u00e9 organisationnelle.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le r\u00e9sultat est la construction d'un <strong>march\u00e9 du travail interne par groupe d'entreprises<\/strong>dans lequel il est possible de le faire :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Analyse de la distribution des salaires<\/li>\n\n\n\n<li>V\u00e9rifier la coh\u00e9rence interne<\/li>\n\n\n\n<li>Identifier les distorsions possibles<\/li>\n\n\n\n<li>Application de mod\u00e8les de r\u00e9gression pour identifier les lacunes injustifi\u00e9es<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Sur chaque groupe, il devient possible de d\u00e9terminer le positionnement salarial correct et d'isoler les diff\u00e9rences qui ne sont pas expliqu\u00e9es par les variables objectives.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Le mod\u00e8le Oaxaca-Blinder : isoler l'\u00e9cart r\u00e9el<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Le mod\u00e8le Oaxaca-Blinder<\/strong> permet de d\u00e9composer l'\u00e9cart de r\u00e9mun\u00e9ration entre les groupes (par exemple les hommes et les femmes) :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Partie expliqu\u00e9e par des caract\u00e9ristiques observables<\/strong> (exp\u00e9rience, comp\u00e9tences, responsabilit\u00e9)<\/li>\n\n\n\n<li><strong>Partie non expliqu\u00e9e <\/strong> (domaine potentiel de risque discriminatoire)<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Les variables prises en compte sont les suivantes<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Niveau 1 - Base<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Classe d'emploi\/cluster<\/li>\n\n\n\n<li>Si\u00e8ge<\/li>\n\n\n\n<li>ETP<\/li>\n\n\n\n<li>Type de contrat<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Niveau 2 - Comp\u00e9tences et performances<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>L'anciennet\u00e9<\/li>\n\n\n\n<li>Performances au cours des 3 derni\u00e8res ann\u00e9es<\/li>\n\n\n\n<li>Comp\u00e9tences d\u00e9tect\u00e9es<\/li>\n\n\n\n<li>Qualifications<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Niveau 3 - Responsabilit\u00e9s strat\u00e9giques<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Budget g\u00e9r\u00e9<\/li>\n\n\n\n<li>Gestion des ressources<\/li>\n\n\n\n<li>Gestion des ressources fragiles<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>A cela s'ajoutent des variables muettes ayant un effet multiplicateur<\/strong> (certifications, d\u00e9l\u00e9gations, carri\u00e8re manag\u00e9riale vs contributeur individuel, taux de substituabilit\u00e9).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Cette approche permet aux gestionnaires de la r\u00e9mun\u00e9ration de passer d'une logique d\u00e9fensive \u00e0 une logique proactive et ax\u00e9e sur les donn\u00e9es.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Tableaux de bord de conformit\u00e9 et gestion des biais<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La directive exige des indicateurs sp\u00e9cifiques et des rapports r\u00e9guliers. Mais la valeur r\u00e9elle n'est pas dans le rapport : elle est dans la <strong>surveillance continue<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>C'est possible gr\u00e2ce \u00e0 des tableaux de bord d\u00e9di\u00e9s :<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Suivi en temps r\u00e9el des indicateurs cl\u00e9s de performance (KPI) r\u00e9glementaires<\/li>\n\n\n\n<li>Mettre en \u00e9vidence les \u00e9carts de r\u00e9mun\u00e9ration entre les hommes et les femmes au-del\u00e0 du seuil de 5%<\/li>\n\n\n\n<li>Analyse des biais dans les politiques de r\u00e9mun\u00e9ration<\/li>\n\n\n\n<li>Identifier les in\u00e9galit\u00e9s dans les opportunit\u00e9s de carri\u00e8re<\/li>\n\n\n\n<li>Soutenir la pr\u00e9paration des \u00e9tats non financiers<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>La conformit\u00e9 ne doit pas \u00eatre un \u00e9v\u00e9nement annuel. Elle doit devenir un processus structurel.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Vers des syst\u00e8mes nativement compatibles<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La v\u00e9ritable transformation se produit lorsque :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La <strong>conception de l'organisation<\/strong> est structur\u00e9<\/li>\n\n\n\n<li>La <strong>mesure<\/strong> est objective et statistique<\/li>\n\n\n\n<li>La <strong>conformit\u00e9<\/strong> est int\u00e9gr\u00e9 dans les processus<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Il ne s'agit pas d'ajouter une couche de contr\u00f4le par la suite. Il s'agit de concevoir des syst\u00e8mes HR qui sont <strong>nativement conforme<\/strong>. Et c'est exactement ce que la <strong><a href=\"https:\/\/www.hcms.it\/org-position\/\">Module sur les postes organisationnels<\/a><\/strong> par <a href=\"https:\/\/www.alveria.it\/fr\/\">Alveria<\/a>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Acc\u00e8s au cluster du poste<\/li>\n\n\n\n<li>Mise en \u00e9vidence automatique de l'\u00e9cart de r\u00e9mun\u00e9ration entre les hommes et les femmes<\/li>\n\n\n\n<li>Calcul de l'\u00e9cart sur la r\u00e9mun\u00e9ration totale<\/li>\n\n\n\n<li>Signalement des anomalies d\u00e9passant le seuil r\u00e9glementaire<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">La directive europ\u00e9enne 2023\/970 n'est pas seulement une \u00e9ch\u00e9ance r\u00e9glementaire. <\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">C'est l'occasion de :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Renforcer la cr\u00e9dibilit\u00e9 du syst\u00e8me de r\u00e9mun\u00e9ration<\/li>\n\n\n\n<li>Faire de la gestion de la valeur organisationnelle un objectif<\/li>\n\n\n\n<li>Int\u00e9grer l'analyse avanc\u00e9e dans les processus HR<\/li>\n\n\n\n<li>Conduire un changement culturel structurel<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Si vous souhaitez en savoir plus sur la fa\u00e7on dont le <strong><a href=\"https:\/\/www.hcms.it\/org-position\/\">Module sur les postes organisationnels<\/a><\/strong> peut aider votre entreprise \u00e0 mettre en place un syst\u00e8me nativement conforme, n'h\u00e9sitez pas \u00e0 nous contacter pour un entretien approfondi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><a href=\"https:\/\/www.hcms.it\/contatti\/#contatti\">Demander une d\u00e9monstration personnalis\u00e9e<\/a> du module<\/strong> <strong>Positions organisationnelles<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"<p>Discours de Filippo Cannav\u00f2 lors de l'atelier \u201cSolutions et outils HR pour r\u00e9pondre \u00e0 la directive europ\u00e9enne sur la transparence des r\u00e9mun\u00e9rations\u201d.<\/p>","protected":false},"author":2,"featured_media":2246,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"iawp_total_views":111,"footnotes":""},"categories":[39],"tags":[],"class_list":["post-2245","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-consulenza"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - 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