Admin – Accélérateur RH

MAKE HR GREAT AGAIN

Admin — Wed, 14 Feb 2018 10:34:55 +0000

a new ethical and digital charter for and by HR

A new ethics charter was presented by LabRH and CFE CGC to set the framework for best practices for the use of digital solutions by HR. François Geuze, director of HR Fiablab and HR expert is one of the co-authors. A public consultation has just been launched to collect the contributions of the greatest number.

The initiative was launched by the CFE-CGC, a majority union for executives, and managed in partnership with LabRH, both of whom are concerned about the issue of personal data, in the context of the application of the GDPR next May. .

The purpose of the charter? To act as a guard against or against the possible drifts of digital and AI, such as algorithmic biases (that is, the reproduction, by algorithms, of human biases) that can intervene using the method including deep learning. Discrimination related to gender, social origin or career can be reproduced by the machine during the recruitment process or skills management

One can also cite in the career management component, the overly important role occupied by the professional data of the “past” to determine future missions of a candidate. “The machine allows many practices today but should we all use them? “Questions an expert during the presentation of the charter.

“Make HR great again”, as we read in the preamble, remains in the principle of this charter, which invites HR stakeholders to rethink the uses of digital technology and their impact on employees at the corporate level.
A public consultation has just been launched, to illustrate a new collective intelligence rh. The document is available online, until the end of March, on the Parliament & Citizens platform (https://tinyurl.com/y855ckar) to allow everyone – HR expert, developer, union, elected or simple to enrich this charter. Each contribution will then be voted on
the HR Lab and the CFE-CGC now call anyone who would like (unions to HRD associations) to participate in the final version of the text. Workshops, open to all, will be organized between mid-February and mid-April.

“We are also working on the development of a label that will focus more on ethical algorithms and less the charter itself,” says Jérémy Lamri, Lab RH.

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HR FIABLAB PARTNER OF HR # HACKEZLEDIGITAL

Admin — Fri, 01 Dec 2017 13:05:48 +0000

HR FiabLab Europe, HR Partner # HACKEZLEDIGITAL a new kind of conference-workshops for HR to truly embrace digital technologies HR # HACKEZLEDIGITAL: A first for HR Professionals

The RH # HackezDigital Conferences are born with one ambition: to bring together human resources professionals, small and large companies, generalists or specialists, to allow them to express themselves and work together to build real transformation specifications. digital according to their real HR needs …

The goal: to train directly to the main digital technologies that revolutionize the company and to make its own idea of their optimal application, through workshops that focus on Artificial Intelligence, HR Analytics, Blockchain, Semantic Analysis, Bots, Expert Systems, Social Networks, Ethics & RGDP, Resistance to the introduction of Technologies. “Hack the digital! It’s a new slogan to replace the repeated injunctions at length of conferences about the digital transformations on which HR professionals must align themselves “explains the organizer of these events François Geuze, HR Expert and Director of HR Fiablab Europe. “With these conference workshops, we want to put HR back at the center of the digital transformation and reverse the value proposition: we no longer wonder how HR will integrate these technologies, but we ask technologies to integrate constraints, the stakes and the modes of operation RH, “he concludes.

RH # HACKEZLEDIGITAL: The tour begins in Lille, December 05

This series of workshops is free. It is organized by a set of partners, companies, schools, consulting firms [1], alongside HR FiabLab Europe. The first 4 dates are planned for 2017 and 2018, in order to meet the HR professionals. The RH # HackezDigital Tour takes place in France and Belgium: Lille December 5, 2017 from 13:30 to 19:30 in the premises of the IAE Lille , 104 avenue du peuple Belge and then, in Paris on March 8, 2018, in Montpellier on April 5, 2018, and in Brussels in October 2018.

Leading startups in HR technologies are invited to interact with HR professionals. Among them: Elamp (competence management platform), Julie Desk (intelligent assistant), Clevy (bot), Boost (skills tree), Zebra (platform for change management), Sewote (semantics) and Havasu (HR analytics) ). The moderators are opinion leaders of the digital RH notably: Michel Barabel, André Perret, Etienne Audoin, Frédéric Sauvage, François Geuze, Jonas Desdevises. A closing conference is organized at the end of each event. We will talk in Lille about “New forms of work, new forms of human resources management: how to take advantage of new technologies”.
Information and Registration: http://reconquete-rh.org/index.php/registration
[1] Cornerstone, e-consulting RH, Fiabilis Consulting Group, Formasup, Denver Group, IAE LILLE IAE Montpellier, IAE Gustave Eiffel, IBM, The HR Lab, we are blue moon

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5 tips for structuring your start-up

Admin — Tue, 21 Mar 2017 16:55:12 +0000

By Vincent Bories member of the scientific committee of HR FiabLab Europe and founding partner of Just Innovation

1. The amount of capital is essential to start a successful startup.
From a point of view of credibility, but especially that of operation. Indeed, a large majority of financial systems (loans, grants, …) are based on the 1: 1 system, that is to say, that the amount of aid will be capped at the level of your own funds . Also, some of the aids like the Young Innovative Company status can not be granted if the conditions of ownership of your capital by natural persons are not respected.

2. Surround yourself with suitable associates and collaborators with essential complementarities.
The goal is to concentrate with rigor on your project (technical development, commercial launch and relay with specific organizations). It must be assumed that each employee occupies a definite place in a company in terms of their skills. The idea is to define the roles beforehand and stick to them.

3. Remunerate yourself and establish a real cash flow plan.
Available cash is the energy of your startup, your financial reward the engine. It should be noted that certain aids require the setting up of remunerations (AIMA, Research Tax Credit, Young Innovative Company Status, …) Too many startups seek help at times of difficulty but can not claim because certain conditions such as the lack of own funds, poor balance sheets, or the absence of wage policies have not been anticipated.

4. Use the right financial help at the right time.
The cycle of creating a startup, often likened to its first three years, deserves a real work of approach to benefit from the good levers. Getting the most out of the available aids requires a timeline that is not necessarily the one that startups initially design.

5. Do not waste your time doing too much personally,
Use experts wisely. You will save time and investment. For a structured set of helpers, you will have to release one to two days on your working time, the experts will take care of the advice, the constitution and the follow-up of your file. Just Innovation is a consulting firm , expert in the evaluation of innovation projects and optimized aid application processes. Installed at the Village By CA in Paris (Rue de la Boetie), JustInnovation holds a permanence every Wednesday dedicated to startups and project leaders.

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Call for HR Project FiabLab: HR Innovations

Admin — Thu, 24 Nov 2016 17:19:48 +0000

We are opening the 1st HR FiabLab Call for Proposals from 24 November 2016 to 15 January 2017.
Do you have a project that fits into the digital transformation of Human Resources? You have just founded your company and need to structure or accelerate its development in France and Europe?
Join the HR FiabLab Europe!

1. Do you have the ambition to support French and European HRD in their decision-making through the identification, collection and processing of data?
2. Is your project likely to bring innovation and agility to the HR world around topics such as Big Data, Datamining, Machine Learning, Artificial Intelligence …?
Register via our form on our website HRFiablab.eu by presenting
– The profile and course of the team and / or the founders
– The project and / or the company
– Short and medium term development objectives
– What strengths can HRFiablab.eu bring you?

Who can apply:
1. Your company is less than 6 months old or you are a project developer;
2. Your company is more than 18 months old. It should be noted that 5 startups and projects will be supported in 2017.
Deadline for applications: 15 January 2017HR FiabLab Europe
At HR FiabLab Europe, we invest alongside entrepreneurs to share risks, challenges, opportunities and successes with them. We are entrepreneurs with the resources and strong assets represented by our HR client bases in Europe. We differ in this from Business Angels or incubators.
HR FiabLab Europe provides project managers and companies with administrative, logistical, commercial, marketing, IT, development and financial resources to facilitate and accelerate their digital innovations in Human Resources markets.
Developed premises are made available in Europe:
– a “basecamp” in the heart of Lille (5 minutes from the train station, 1 hour from Paris and 35 minutes from Brussels),
– FIABILIS Consulting Group “roadshow offices”, located in Paris, Brussels, Madrid, Milan, Warsaw and Amsterdam in early 2017.

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Usine-Digitale.fr – « French Tech Thematic Networks: Lille power 4 »

Admin — Mon, 06 Jun 2016 15:42:57 +0000

Our tour de France of candidates for French Tech thematic networks continues in the North. Lille lays out four dossiers: retail, e-health, IoT / smart city and creative and cultural industries. The power of the Lille ecosystem, the northern metropolis could have easily applied in half a dozen categories, within the framework of the call Thematic Networks French Tech. Instead, Lille opted for moderation, focusing on four “only” topics. “Flagship and differentiating themes in which private actors are very present,” says Raouti Chehih, CEO of Euratechnology and leader of the local French Tech.[read more]

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JDN – « HRIS Manager: when human resources are digitalized »

Admin — Mon, 30 May 2016 15:46:11 +0000

Analyze HR data of the company to increase employee productivity and well-being, this is the task of the HRIS manager. The digital revolution provides companies with a real windfall: a large amount of data that can be used for commercial purposes. But some can also be used to improve management internally. To dissect them, a function mi geek, mid HR manager is spreading in companies: the HRIS manager.
[Read more]

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University RH.net – « University HR.net e DRH 3.0 must inject a new managerial culture »

Admin — Thu, 19 May 2016 15:49:01 +0000

The digital is omnipresent. Companies must adapt to technological developments but also new ways of organizing work by transforming their managerial culture. In this context, Deloitte and the Circle of HR Excellence, publish their study “HRD at the heart of the digital turmoil of the company” carried out with a panel of HRD representative of all sectors of activity. This report analyzes the consequences of digitalization on employees, HR, the manager and the appearance of a new function within organizations, the Chief Digital Officer (CDO). [Read more]

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Les Echos.fr – « Robot Portrait of the Digital Manager »

Admin — Mon, 21 Mar 2016 16:08:23 +0000

For executives, digitizing business processes is no longer enough. The stakes are now primarily cultural.
Uberisation of the economy, data management, disintermediation of the customer relationship … It’s not enough to say that digital is revolutionizing business models. It also upsets the hierarchical models. Amazon, Uber, Airbnb, BlaBlaCar have upset in a few years models firmly installed. Faced with these “unicorns”, the traditional actors have, at first, simply “digitized” their processes. Necessary but insufficient answers to an issue that is not only technical, but cultural. How to manage this cultural revolution taking into account internal resistance and reluctance to change? Can we draw the robot portrait of the digital manager?[Read more]

L’article Les Echos.fr – « Robot Portrait of the Digital Manager » est apparu en premier sur Accélérateur RH.