{"id":27962,"date":"2022-02-24T22:00:00","date_gmt":"2022-02-25T03:00:00","guid":{"rendered":"https:\/\/www.people20.com\/blog\/opportunites-pour-des-strategies-de-main-doeuvre-contingente\/"},"modified":"2026-02-24T06:02:58","modified_gmt":"2026-02-24T11:02:58","slug":"opportunities-for-contingent-workforce-strategies","status":"publish","type":"post","link":"https:\/\/www.people20.com\/fr-ca\/blog\/opportunities-for-contingent-workforce-strategies\/","title":{"rendered":"Le plan strat\u00e9gique de la main-d\u2019\u0153uvre contingente : passer de l\u2019externalisation \u00e0 la gestion totale des talents"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\"><b>L\u2019imp\u00e9ratif strat\u00e9gique : la croissance contingente de la main-d\u2019\u0153uvre<\/b><\/h2>\n\n<p><span style=\"font-weight: 400\">La vision binaire traditionnelle de la main-d\u2019\u0153uvre (personnel permanent vs. main-d\u2019\u0153uvre temporaire) est obsol\u00e8te. Les nouvelles technologies, les bassins de talents mondialis\u00e9s et la pr\u00e9f\u00e9rence des travailleurs pour la flexibilit\u00e9 ont transform\u00e9 de fa\u00e7on permanente la fa\u00e7on dont le travail est effectu\u00e9. Le paysage des talents a connu une transition fondamentale.  <\/span><\/p>\n\n<p><span style=\"font-weight: 400\">L\u2019ampleur de ce changement est stup\u00e9fiante :<\/span><\/p>\n\n<ul class=\"wp-block-list\">\n<li><b>Majorit\u00e9 des pigistes :<\/b><span style=\"font-weight: 400\"> Les projections sugg\u00e8rent que les pigistes pourraient repr\u00e9senter <\/span><a href=\"https:\/\/www.entrepreneur.com\/leadership\/by-2027-most-workers-will-be-freelancers-are-you-ready\/488702\"><b>plus de 50% de la main-d\u2019\u0153uvre am\u00e9ricaine d\u2019ici 2027<\/b><\/a><span style=\"font-weight: 400\">.<\/span><\/li>\n\n\n\n<li><b>D\u00e9pendance strat\u00e9gique :<\/b><span style=\"font-weight: 400\"> Les travailleurs stagiaires hautement qualifi\u00e9s occupent maintenant des r\u00f4les essentiels dans la technologie, les services financiers, l\u2019ing\u00e9nierie et la transformation num\u00e9rique \u2014 prouvant qu\u2019ils sont une source d\u2019expertise, pas seulement des mains temporaires.<\/span><\/li>\n<\/ul>\n\n<p><span style=\"font-weight: 400\">En cr\u00e9ant une <\/span><a href=\"https:\/\/www.people20.com\/fr-ca\/knowledge\/9-steps-to-building-a-successful-contingent-workforce-strategy\/\"><b>strat\u00e9gie de main-d\u2019\u0153uvre contingente<\/b><\/a> <span style=\"font-weight: 400\">d\u00e9lib\u00e9r\u00e9e, votre organisation obtient des avantages concurrentiels, notamment :<\/span><\/p>\n\n<ul class=\"wp-block-list\">\n<li><b>Agilit\u00e9 d\u2019affaires sans pr\u00e9c\u00e9dent :<\/b><span style=\"font-weight: 400\"> Faites monter ou diminuer rapidement les \u00e9quipes en r\u00e9ponse aux changements du march\u00e9 ou aux demandes de projets.<\/span><\/li>\n\n\n\n<li><b>Acc\u00e8s \u00e0 des comp\u00e9tences sp\u00e9cialis\u00e9es :<\/b><span style=\"font-weight: 400\"> Acc\u00e9dez rapidement \u00e0 une expertise mondiale et de niche (par exemple, IA, cybers\u00e9curit\u00e9, leadership fractionn\u00e9) sans l\u2019engagement \u00e0 long terme d\u2019une embauche permanente.<\/span><\/li>\n\n\n\n<li><b>Efficacit\u00e9 des co\u00fbts :<\/b><span style=\"font-weight: 400\"> Convertir les co\u00fbts fixes de main-d\u2019\u0153uvre (avantages, frais g\u00e9n\u00e9raux de bureau) en d\u00e9penses variables bas\u00e9es sur les projets.<\/span><br\/><\/li>\n<\/ul>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" style=\"margin-top:20px;margin-bottom:20px\" \/>\n\n<h2 class=\"wp-block-heading\"><b>Le concept de base : Gestion totale des talents (TTM)<\/b><\/h2>\n\n<p><span style=\"font-weight: 400\">Le plus grand facteur de diff\u00e9renciation concurrentielle aujourd\u2019hui est l\u2019adoption d\u2019une <\/span><a href=\"https:\/\/www.people20.com\/fr-ca\/knowledge\/9-steps-to-building-a-successful-contingent-workforce-strategy\/\"><b>gestion totale des talents<\/b><\/a><b> (TTM)<\/b><span style=\"font-weight: 400\">  philosophie. La TTM est l\u2019approche strat\u00e9gique qui consiste \u00e0 consid\u00e9rer toute la main-d\u2019\u0153uvre \u2014 employ\u00e9s \u00e0 temps plein (ETP), contractuels, pigistes et consultants SOW \u2014 comme un seul bassin de ressources int\u00e9gr\u00e9.<\/span><\/p>\n\n<p><b>Le changement TTM n\u00e9cessite de briser les silos organisationnels traditionnels :<\/b><\/p>\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td>\n<p><b>Approche traditionnelle<\/b><\/p>\n<\/td><td>\n<p><b>Approche totale de gestion des talents<\/b><\/p>\n<\/td><\/tr><tr><td>\n<p><b>L\u2019acquisition de<\/b><span style=\"font-weight: 400\"> talents s\u2019occupe des FTE; <\/span>Les <b>achats<\/b><span style=\"font-weight: 400\"> s\u2019occupent des entrepreneurs.<\/span><\/p>\n<\/td><td>\n<p>Les <b>RH et l\u2019approvisionnement collaborent<\/b><span style=\"font-weight: 400\"> pour d\u00e9terminer la meilleure source de talents pour chaque offre d\u2019emploi.<\/span><\/p>\n<\/td><\/tr><tr><td>\n<p><span style=\"font-weight: 400\">Le travail contingent est utilis\u00e9 comme solution <\/span><i><span style=\"font-weight: 400\"><\/span> temporaire <span style=\"font-weight: 400\"> r\u00e9active pour les interruptions urgentes.<\/span><\/i><\/p>\n<\/td><td>\n<p><span style=\"font-weight: 400\">Le travail contingent est utilis\u00e9 comme un <\/span><i><span style=\"font-weight: 400\">atout proactif<\/span><\/i><span style=\"font-weight: 400\"> dans la planification \u00e0 long terme de la main-d\u2019\u0153uvre.<\/span><\/p>\n<\/td><\/tr><\/tbody><\/table><\/figure>\n\n<p><\/p>\n\n<h2 class=\"wp-block-heading\"><b>5 piliers d\u2019une strat\u00e9gie efficace de main-d\u2019\u0153uvre contingente<\/b><\/h2>\n\n<p><span style=\"font-weight: 400\">Une strat\u00e9gie r\u00e9ussie va au-del\u00e0 du simple approvisionnement et repose sur cinq piliers op\u00e9rationnels et culturels fondamentaux.<\/span><\/p>\n\n<h3 class=\"wp-block-heading\"><b>Pilier 1 : Planification int\u00e9gr\u00e9e de la main-d\u2019\u0153uvre (l\u2019\u00e9tape TTM)<\/b><\/h3>\n\n<p><span style=\"font-weight: 400\">Un plan strat\u00e9gique commence par la pr\u00e9voyance. Tu dois clairement d\u00e9finir  <\/span><i><span style=\"font-weight: 400\">Pourquoi<\/span><\/i><span style=\"font-weight: 400\"> et <\/span><i><span style=\"font-weight: 400\">quand<\/span><\/i><span style=\"font-weight: 400\"> vous avez besoin de talents flexibles.<\/span><\/p>\n\n<ul class=\"wp-block-list\">\n<li><b>Analyse des \u00e9carts de comp\u00e9tences :<\/b><span style=\"font-weight: 400\"> Identifier de mani\u00e8re proactive les lacunes futures en comp\u00e9tences (par exemple, les besoins technologiques \u00e9mergents) et d\u00e9terminer lesquelles sont les mieux adapt\u00e9es \u00e0 la <\/span><i><span style=\"font-weight: 400\"><\/span><span style=\"font-weight: 400\"> mise \u00e0 niveau permanente des comp\u00e9tences par rapport \u00e0 <\/span><span style=\"font-weight: 400\"> la livraison contingente de projets.<\/span><i><span style=\"font-weight: 400\"><\/span><\/i><\/i><\/li>\n\n\n\n<li><b>Pr\u00e9vision de la demande :<\/b><span style=\"font-weight: 400\"> Int\u00e9grez vos besoins de main-d\u2019\u0153uvre contingents dans la planification globale de l\u2019entreprise afin de pr\u00e9voir la demande en fonction des pics saisonniers, des pipelines de projets et des cycles de march\u00e9.<\/span><\/li>\n\n\n\n<li><b>Identification des r\u00f4les :<\/b><span style=\"font-weight: 400\"> D\u00e9finissez clairement quels r\u00f4les sont fondamentaux\/critiques pour la mission (n\u00e9cessitant une stabilit\u00e9 permanente) versus ceux bas\u00e9s sur des projets\/cycliques (id\u00e9al pour la flexibilit\u00e9 des contingents).<\/span><br\/><\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\"><b>Pilier 2 : Technologie et visibilit\u00e9 (L\u2019avantage VMS)<\/b><\/h3>\n\n<p><span style=\"font-weight: 400\">On ne peut pas g\u00e9rer ce qu\u2019on ne voit pas. \u00c0 mesure que votre main-d\u2019\u0153uvre \u00e9largie grandit, les processus manuels deviennent une masse massive  <\/span><a href=\"https:\/\/www.people20.com\/fr-ca\/blog\/mitigating-risk-and-managing-employee-compliance-planning-for-2023-and-beyond\/\"><span style=\"font-weight: 400\">Conformit\u00e9 et risque<\/span><\/a> <span style=\"font-weight: 400\">financier.<\/span><\/p>\n\n<ul class=\"wp-block-list\">\n<li><b>Syst\u00e8me centralis\u00e9 :<\/b><span style=\"font-weight: 400\"> Utiliser un <\/span><b>syst\u00e8me de gestion des fournisseurs (VMS)<\/b><span style=\"font-weight: 400\">  pour centraliser tout le cycle de vie des non-employ\u00e9s \u2014 de la recherche et la cr\u00e9ation des contrats au suivi du temps, \u00e0 la facturation et au d\u00e9part. L\u2019adoption des VMS est \u00e9lev\u00e9e, avec une estimation   <\/span><b>80% des grandes entreprises<\/b><span style=\"font-weight: 400\"> en utilisent un.<\/span><\/li>\n\n\n\n<li><b>D\u00e9cisions bas\u00e9es sur les donn\u00e9es :<\/b><span style=\"font-weight: 400\"> Utilisez le VMS pour des analyses exploitables : suivez la performance des entrepreneurs, surveillez la d\u00e9pense totale de main-d\u2019\u0153uvre entre les d\u00e9partements et identifiez les \u00e9conomies de co\u00fbts.<\/span><\/li>\n\n\n\n<li><b>Int\u00e9gration transparente :<\/b><span style=\"font-weight: 400\"> Votre VMS doit s\u2019int\u00e9grer harmonieusement \u00e0 vos syst\u00e8mes RH (HCM) et financiers (ERP) pour offrir une image fid\u00e8le de votre <\/span><b> effectif <span style=\"font-weight: 400\"> total et de votre budget.<\/span><\/b><br\/><\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\"><b>Pilier 3 : Gestion ax\u00e9e sur les r\u00e9sultats<\/b><\/h3>\n\n<p><span style=\"font-weight: 400\">Le passage des <\/span><b>intrants (heures travaill\u00e9es)<\/b><span style=\"font-weight: 400\"> aux <\/span> r\u00e9sultats (r\u00e9sultats <b>fournis)<\/b><span style=\"font-weight: 400\"> est crucial pour l\u2019utilisation strat\u00e9gique des talents en contingent.<\/span><\/p>\n\n<ul class=\"wp-block-list\">\n<li><b>\u00c9nonc\u00e9 de travail (SOW) :<\/b><span style=\"font-weight: 400\"> Structure les engagements autour d\u2019un \u00e9nonc\u00e9 de travail (SOW) clair, qui d\u00e9finit des jalons mesurables, une port\u00e9e claire du projet et des livrables fixes, plut\u00f4t que des affectations horaires vagues.<\/span><\/li>\n\n\n\n<li><b>Indicateurs de performance :<\/b><span style=\"font-weight: 400\">  Mettez en place des r\u00e9troactions r\u00e9guli\u00e8res, sp\u00e9cifiques au projet. Suivre les r\u00e9sultats assure l\u2019alignement avec les objectifs d\u2019affaires et vous aide \u00e0 b\u00e2tir un bassin de talents de haute qualit\u00e9 compos\u00e9 d\u2019experts \u00e9prouv\u00e9s pour de futures missions. <\/span><br\/><\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\"><b>Pilier 4 : Att\u00e9nuer les risques et assurer la conformit\u00e9<\/b><\/h3>\n\n<p><span style=\"font-weight: 400\">Le plus grand obstacle \u00e0 la croissance d\u2019une main-d\u2019\u0153uvre temporaire est le risque de <\/span><a href=\"https:\/\/www.people20.com\/fr-ca\/blog\/potential-worker-misclassification-risks-with-sow-vendors\/\"><b>mauvaise classification des travailleurs<\/b><\/a><span style=\"font-weight: 400\">. Classer incorrectement un travailleur autonome comme employ\u00e9 peut entra\u00eener de lourdes amendes, des arri\u00e9r\u00e9s d\u2019imp\u00f4ts et des poursuites judiciaires.<\/span><\/p>\n\n<ul class=\"wp-block-list\">\n<li><b>Gestion de la mauvaise classification :<\/b><span style=\"font-weight: 400\"> \u00c9tablir des processus rigoureux pour valider et auditer le statut des travailleurs (par exemple, s\u2019assurer que les IC contr\u00f4lent <\/span><i><span style=\"font-weight: 400\">comment<\/span><\/i><span style=\"font-weight: 400\"> et <\/span><i><span style=\"font-weight: 400\">quand<\/span><\/i><span style=\"font-weight: 400\">  ils travaillent, et qu\u2019ils ne sont pas trait\u00e9s comme des employ\u00e9s \u00e0 temps plein). Cette complexit\u00e9 est aggrav\u00e9e pour les organisations ayant un   <\/span><b>main-d\u2019\u0153uvre r\u00e9partie \u00e0 l\u2019\u00e9chelle<\/b> <span style=\"font-weight: 400\">mondiale.<\/span><\/li>\n\n\n\n<li><b>S\u00e9curit\u00e9 et propri\u00e9t\u00e9 intellectuelle :<\/b><span style=\"font-weight: 400\"> D\u00e9velopper des protocoles clairs pour l\u2019acc\u00e8s aux donn\u00e9es, la protection de la propri\u00e9t\u00e9 intellectuelle (PI) et le d\u00e9montage afin de s\u00e9curiser les actifs de l\u2019entreprise une fois le contrat termin\u00e9.<\/span><\/li>\n\n\n\n<li><b>Focus DEI :<\/b><span style=\"font-weight: 400\"> Les tendances actuelles mettent l\u2019accent sur l\u2019am\u00e9lioration <\/span> des initiatives <b>de diversit\u00e9, d\u2019\u00e9quit\u00e9 et d\u2019inclusion (DEI)<\/b><span style=\"font-weight: 400\"> au sein du bassin contingent, afin de s\u2019assurer que vos strat\u00e9gies de sourcing ciblent des bassins de talents diversifi\u00e9s et sous-repr\u00e9sent\u00e9s.<\/span><br\/><\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\"><b>Pilier 5 : Inclusion culturelle et engagement<\/b><\/h3>\n\n<p><span style=\"font-weight: 400\">Le succ\u00e8s d\u2019une main-d\u2019\u0153uvre mixte repose sur la collaboration. Si les travailleurs conditionnels se sentent exclus, la productivit\u00e9 en souffre. <\/span><\/p>\n\n<ul class=\"wp-block-list\">\n<li><b>Int\u00e9gration consciente :<\/b><span style=\"font-weight: 400\"> Offrez aux non-employ\u00e9s une int\u00e9gration claire et concise \u2014 non seulement pour les outils, mais aussi pour la structure d\u2019\u00e9quipe, les normes culturelles et les outils de collaboration.<\/span><\/li>\n\n\n\n<li><b>Boucles de r\u00e9troaction :<\/b><span style=\"font-weight: 400\">  Int\u00e9grez les travailleurs en situation de transition dans les canaux de communication pertinents et offrez des occasions de r\u00e9troaction constructive. Les experts performants sont plus susceptibles de revenir pour des missions r\u00e9p\u00e9t\u00e9es si le   <\/span><b>L\u2019exp\u00e9rience des travailleurs (WX)<\/b><span style=\"font-weight: 400\"> est positive.<\/span><\/li>\n<\/ul>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" style=\"margin-top:20px;margin-bottom:20px\" \/>\n\n<h2 class=\"wp-block-heading\"><b>Rationalisation de la strat\u00e9gie avec un agent mondial d\u2019enregistrement (AOR)<\/b><\/h2>\n\n<p><span style=\"font-weight: 400\">Bien que les avantages strat\u00e9giques soient convaincants, la gestion de la complexit\u00e9 de <a href=\"https:\/\/www.people20.com\/fr-ca\/blog\/the-definitive-guide-to-workforce-compliance-mastery\/\">la conformit\u00e9<\/a> mondiale est l\u00e0 o\u00f9 de nombreuses organisations \u00e9chouent. Le besoin d\u2019une expertise sp\u00e9cialis\u00e9e en gestion des risques est crucial. <\/span><\/p>\n\n<p><span style=\"font-weight: 400\">Pour simplifier la complexit\u00e9 et rationaliser votre <\/span><a href=\"https:\/\/www.people20.com\/fr-ca\/blog\/five-phases-to-an-optimized-contingent-workforce-management-strategy\/\"><span style=\"font-weight: 400\">strat\u00e9gie de main-d\u2019\u0153uvre temporaire<\/span><\/a><span style=\"font-weight: 400\">, vous pouvez vous associer \u00e0 un <\/span><b>agent de dossier (AOR).<\/b><span style=\"font-weight: 400\"><\/span><\/p>\n\n<p><span style=\"font-weight: 400\">Au fond, un AOR est un expert tiers qui aide l\u00e9galement une organisation \u00e0 g\u00e9rer la conformit\u00e9, la paie et la fiscalit\u00e9 des travailleurs autonomes.<\/span><\/p>\n\n<p><span style=\"font-weight: 400\">Un AOR vous aide \u00e0 optimiser votre strat\u00e9gie en :<\/span><\/p>\n\n<ul class=\"wp-block-list\">\n<li><b>Att\u00e9nuation des risques :<\/b><span style=\"font-weight: 400\"> Effectuer une diligence raisonnable essentielle pour valider la classification des entrepreneurs conform\u00e9ment aux lois fiscales et du travail locales dans diverses juridictions.<\/span><\/li>\n\n\n\n<li><b>Simplification globale :<\/b><span style=\"font-weight: 400\"> Gestion de la facturation, des paiements et de la gestion de la monnaie pour une main-d\u2019\u0153uvre contingente r\u00e9partie \u00e0 l\u2019\u00e9chelle mondiale.<\/span><\/li>\n\n\n\n<li><b>Rationalisation des op\u00e9rations :<\/b><span style=\"font-weight: 400\"> Lib\u00e9rer vos \u00e9quipes internes RH et achats pour se concentrer sur la strat\u00e9gie et l\u2019acquisition de talents, plut\u00f4t que sur la complexit\u00e9 administrative.<\/span><\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\"><br\/><b>Pr\u00eat \u00e0 rationaliser vos solutions pour la main-d\u2019\u0153uvre?<\/b><\/h3>\n\n<p><span style=\"font-weight: 400\">En tant que plus grand fournisseur mondial de services AOR, People2.0 soutient le travailleur ind\u00e9pendant et vos besoins en classification du d\u00e9but \u00e0 la fin, de la validation des classifications \u00e0 l\u2019assurance de la conformit\u00e9 continue partout dans le monde.<\/span><\/p>\n\n<p><a href=\"https:\/\/www.people20.com\/fr-ca\/contact-us\/\"><span style=\"font-weight: 400\">Contactez nos experts<\/span><\/a> pour d\u00e9couvrir comment les services <a href=\"https:\/\/www.people20.com\/fr-ca\/employer-of-record\/\"><span style=\"font-weight: 400\"> EOR<\/span><\/a><span style=\"font-weight: 400\"> et<\/span><a href=\"https:\/\/www.people20.com\/fr-ca\/agent-of-record\/\"><span style=\"font-weight: 400\"> AOR<\/span><\/a><span style=\"font-weight: 400\"> de People2.0<\/span><span style=\"font-weight: 400\"> peuvent optimiser vos op\u00e9rations et assurer la conformit\u00e9 sur tous les march\u00e9s.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>La nature du talent change. Les agences doivent agir pour garder une longueur d\u2019avance. <\/p>\n","protected":false},"author":1,"featured_media":27453,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[1923,1983,1163,1187,1227,1231,1235,1947,1239,1203,1207,1211,1215],"tags":[1651,1375,1495,1591,1643,1611,1683,1363,1679,1675],"class_list":["post-27962","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-agent-officiel","category-amelioration-des-marges-et-de-la-rentabilite","category-blog-fr-ca","category-business-development-fr-ca","category-compliance-fr-ca","category-consulting-fr-ca","category-contracting-fr-ca","category-expansion-vers-de-nouveaux-marches","category-mass-talent-fr-ca","category-practice-areas-fr-ca","category-search-recruiting-fr-ca","category-staffing-fr-ca","category-workforce-management-fr-ca","tag-agent-of-record-aor-services-fr-ca","tag-business-development-fr-ca","tag-contingent-workforce-program-fr-ca","tag-core-services-fr-ca","tag-expanding-into-new-markets-fr-ca","tag-improving-margins-and-profitability-fr-ca","tag-pa3-fr-ca","tag-our-services-fr-ca","tag-pa2-fr-ca","tag-pa1-fr-ca"],"acf":[],"yoast_head":"<!-- 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