RH IN SITU

The ILO is the only tripartite U.N. agency that brings together government, employer and worker representatives from 187 Member States to set labour standards, develop policies and devise programmes to promote decent work for all women and men.

Saviez vous qu'il existe en France un dispositif qui a pour but d' accompagner les structures d’utilité sociale dans leurs démarches de création, de consolidation et de développement de l’emploi ? Il s'agit du DLA, le Dispositif local d'accompagnement. Grâce à des accompagnements, il aide ces structures à se développer et à créer des emplois. Découvrez en images ce dispositif présent partout en France !

Animation pédagogique de l'INRS expliquant les effets du stress sur l'organisme. L'animation présente la différence entre un stress aigu, qui ne dure pas, et un stress chronique, aux conséquences plus graves. Dossier sur le stress : http://www.inrs.fr/accueil/risques/psychosociaux/stress.html Référence INRS : Anim 005 (http://www.inrs.fr/media.html?refINRS=Anim-005)

Coopération, management, crèche, relaxation…On parle beaucoup de qualité de vie au travail, mais de quoi s’agit-il vraiment ? Le réseau Anact-Aract vous propose des repères simples pour y voir plus clair. Découvrez la websérie "Comme un lundi" : 3 vidéos pédagogiques pour tout savoir sur la QVT en quelques minutes. Réalisée par l’Anact, l’Aract Auvergne-Rhône-Alpes, l’Aract Hauts-de-France et l’Aract Normandie.

A learning organization encourages personal mastery and cultivates open feedback to see problems and opportunities on all levels. Some argue that learning organizations attract and retain more talents. Others say that there is a competitive advantage for an organization whose people learn faster than the people of other organizations. Here are 6 characteristics most have in common: They Cherish An Open Culture. Learning organizations encourage everyone to share information, admit to mistakes and practice giving and taking constructive criticism. Once the problem is found, they try to understand its root cause and fix it. To achieve such a culture: walls are removed, information is shared and leaders show their human sides. They Design and Implement: Feedback Loops Some establish 360 degrees surveys, in which people assess themselves, their peers and their bosses. Employees at 5-star hotels ask guests for their opinions. Top schools may videotape teachers so they can later study themselves. Some even make feedback a team effort. Before any new project, they all get together to kick things off. After the project, they meet again to share and reflect on what has happened. They Promote: Personal Mastery Employees try to achieve personal mastery in their fields. Once they become experts, they feel proud of their work, they are motivated intrinsically and they can create positive change wherever they are. For example, a cleaner might come up with an idea on how to save water and an accountant on how to save bank fees. The job of the boss is to connect all experts and give directions. They Plan for: Intelligent Fast Failure. When they build something new, they don’t spend time to make assumptions on paper. Instead, they create what’s called Minimum Viable Product, a simple prototype with only the core functions. This is then presented to users as early as possible to test what they think. Because it is imperfect, even friends give their honest opinions. The goal: fail fast, but collect intelligent information so you can improve while going forward. They Steal: Best Practices Picasso apparently said that "good artists borrow, great artists steal". Learning organizations study others, steal best practices and then implement them fast. The newspaper The Economists took advice from George Orwell; its editors never use jargon if everyday English works. Printing manufacturers stole the razor-and-blades business model from Gillette, selling printers cheap but ink expensive. They Cultivate: A Common Vision A learning organization prospers when all members share a common vision. That way employees can understand the importance of their role, connect the dots and develop systems thinking. When goals are clear, regulations can be reduced and people can create their own personal benchmarks of success. This reduces bureaucracy, authority, and corruption. Salesmen and author Zig Ziglar once wrote: "the only thing worse than training people and having them leave, is not training them and having them stay." At a learning organization, education happens as a side-product of working together, as everybody learns from each other to adapt to whatever the future might bring.

Appliquez-vous le concept de l'intelligence émotionnelle au travail?  Cette semaine, dans la minute de formation: «L'intelligence émotionnelle», nous allons nous familiariser avec ce concept qui a des effets positifs sur les plans relationnel, professionnel, et sur la santé. Bon visionnement ! Site internet: www.actualisation.com

Dans ce dessin animé, deux situations de travail sont "dégradées", et ont un impact considérablesur les conditions de travail (l'industrie avec la chaîne de production et le tertiaire dans un centre d’appel). Ces mêmes situations se voient améliorées lorsqu'on améliore les conditions de travail (organisation, équipements, ergonomie, collectifs de travail, management). En savoir + https://www.anact.fr/

Téléchargez notre kit "Mettre en place des espaces de discussion en entreprise" : https://www.anact.fr/services-outils/outils/le-kit-gratuit-mettre-en-place-des-espaces-de-discussion Ségolène Journoud, chargée de mission à l'Anact, présente l'intérêt des espaces de discussion en entreprise et explique comment les mettre en place et les animer.